Hiring veterans and military spouses isn’t always high on the list of priorities for talent acquisition teams. But perhaps it should be. This sometimes-overlooked talent pool is often highly skilled, motivated and eager to engage with the hiring process. Creating a strategy that helps you attract more veterans and military spouses is also an effective way to strengthen your talent pipeline, since many of them start looking for work in the months leading up to a relocation assignment or a separation from service. Being proactive about your approach to engaging with this talent pool can have a positive impact on candidate engagement and hiring outcomes, which can help you reach your short- and long-term goals.
Strategies For Recruiting Veterans & Military Spouses
Like many other niche talent pools, targeting veterans and military spouses can challenge TA teams to consider candidates’ needs thoughtfully and reverse engineer strategies that job seekers will find relevant, convenient and engaging. Here’s a look at some of the most effective strategies our customers are using to hire veterans and military spouses right now.
Use a Mix of Virtual and In-Person Hiring Events
Use a mix of in-person and virtual hiring events to meet veterans and military spouses looking for work. In-person events are an obvious choice for employers with locations near one or more military bases because they can attract people who already live nearby. Virtual events help you engage with soon-to-be transitioning veterans and military spouses. Many transitioning military members have plans to return to their hometown or an area where their extended family already lives, and hosting virtual events may be your only chance to connect with them before they move.
Make Your Focus Clear
Host events specifically focused on military-connected talent, including information sessions. Some employers host events like this around Veteran’s Day or Memorial Day, in hopes of showing extra appreciation for military folks, but it’s crucial to pay attention to them year-round. Transitioning vets and military spouses don’t look for work only around military-related holidays, so your talent acquisition schedule shouldn’t be limited either.
Cast a Global Net
If you want to engage with veterans and military spouses currently living abroad, host virtual events specifically for that purpose. Target different geographic areas and make sure you host events at a time that is convenient in their local time zone. Yes, this means some of your recruiters may have to get up extra early to run the event, but giving job seekers a chance to talk with a live recruiter is an effective way to boost engagement and snag the attention of top talent.
Benefits Of Hiring Veterans & Military Spouses
Sometimes, veterans and military spouses can be somewhat overlooked as a talent pool. Employers that proactively target and recruit them understand the valuable benefits these types of job seekers have to offer. Here are just some of the key benefits of hiring veterans and military spouses:
- Enhances your organization’s diversity
- Brings unique and sometimes hard-to-find skills
- Veterans and military spouses tend to be active job seekers, not passive
- Employers are often eligible for federal, state and sometimes even local financial incentives for employing veterans and military spouses
Examples of Veteran & Military Spouse Hiring Strategies
Many Radancy customers do an excellent job of recruiting veterans and military spouses. Here are a few examples of their hiring strategies you might consider:
- Partner with veterans’ organizations to participate in multi-employer job fairs (like Hiring Our Heroes) to expand your reach to this talent community
- Host informational events that celebrate military-connected communities so that you can engage and directly grow your employer brand with this talent
- Host designated veteran/military spouse career fairs to showcase all the teams, departments and opportunities your organization offers
- Target overseas veterans and military spouses through virtual events
- Connect flexible and remote opportunities to the military spouse talent community
- Offer educational programming such as resume reviews and coaching sessions
- Connect your internal talent through employee or business resource groups focused on military-connected community with this talent pool
Investing in Veterans Pays Off Long Term
There are lots of resources for learning more about employing veterans and military spouses. Following the best practices we’ve outlined above, based on effective strategies used by many of our customers, is a sure-fire way to differentiate your organization as a preferred employer of veterans and other military-connected candidates. Making this talent pool a priority can help improve your organization’s diversity, bring in hard-to-find skill sets, and help you build a strong pipeline for future openings. Learn more about how the Radancy Talent Acquisition Cloud can help you optimize your outcomes.
- 4 Ways to Equip Your Recruiting Team for Success in Today’s Job Market - August 8, 2024
- Market Your Benefits to Employees with Virtual Benefits Fairs - February 15, 2024
- 12 Best Virtual Career Fair Technology & What to Look For - February 15, 2024
- Building a Better Campus Recruiting Playbook - January 23, 2024
- The Anatomy of a Hiring Event Strategy - January 15, 2024
- Beyond Career Fairs: 5 More Ways to Use Your Hiring Event Technology - January 2, 2024
- Your Recruiting Playbook: The Template for a Hiring Event Strategy - December 7, 2023
- How to Measure Candidate Experience Earlier—and Why It Matters - November 5, 2023
- The Scoop: Recruitment Trends & Industry Insights | October 2023 - October 31, 2023
- Top Strategies for Hiring Veterans & Military Spouses - October 3, 2023
