DIVERSITY RECRUITMENT
Why Aren’t More Veterans Getting Hired? A
poll from the Society for Human Resource Management shows the
greatest challenge military veterans face in the civilian job market is how they translate and describe their mili- tary experience. On the hiring side, HR professionals are largely unaware of Department of Labor programs that help them to identify military veterans seeking civilian jobs. Well over half -- 60 percent -- of HR
professionals polled said translating military skills to the civilian job ex- perience is a challenge when it comes to writing resumes, interviewing, and other related job-hunt communica- tions.
Another 48 percent said difficulty transitioning from the structure and hierarchy in the military culture to the civilian workplace presented a hiring challenge. Similarly, 36 percent of re- spondents said a challenge to hiring is the amount of time it takes military veterans to adapt to civilian workplace culture overall. Released today during the SHRM
annual conference in San Diego, the poll, “Employing Military Personnel and Recruiting Veterans – Attitudes
and Practices”, is part of a SHRM ini- tiative to find solutions to address the high unemployment rate among mili- tary veterans. While the poll shows that 50 percent
of organizations that hired veterans made a specific effort to recruit these candidates, greater awareness of mili- tary veterans as job candidates overall is needed. “The high unemployment rate
of military veterans is startling and SHRM is committed to working with federal agencies such as the Depart- ment of Labor and civilian HR profes- sionals to create initiatives that get vet- erans hired,” said Laurence G. O’Neil, president and CEO of SHRM. The poll also shows that while 46
percent of HR professionals think post- traumatic stress issues or other mental health issues may present a challenge to hiring, and 22 percent think the same of combat-related physical disabilities, the assumptions are unfounded. Only 13 percent of HR professionals expe- rienced in working with employees returning to civilian work from active duty reported issues in transitioning them back into the workforce.
Stellar performance Among those companies and orga-
nizations that have hired military vet- erans, the performance feedback for such employees is stellar. Roughly 97 percent of HR professionals said mili- tary veterans bring a strong sense of responsibility to their work. Their performance is exemplary
across other criteria, too, according to HR professionals: 96 percent said mili- tary veterans work well under pressure; 92 percent noted that military veterans see a task through to completion; 91 percent highlighted strong leadership skills; 91 percent noted also a high de- gree of professionalism in military vet- erans; and 90 percent observed strong problem-solving skills among military veterans. How can HR find military veterans
to hire? When asked what tools and resourc-
es “would help a lot” the civilian HR effort to recruit and hire military veter- ans, three key solutions emerged: 39 percent of HR professionals said
programs to train veterans with addi- tional skills for the civilian workplace; Nearly one in four, or 36 percent,
said programs to help veterans transi- tion their existing skills to the civilian workplace; and 32 percent said assis- tance in identifying and reaching out to qualified veterans would help them to recruit and hire military veterans. The poll found that HR profession-
als were mostly unaware of Depart- ment of Labor (DOL) resources. Nearly seven out of ten -- 68 percent -- said they were not at all aware of the Local Veterans’ Employment Representative (LVER) program while 16 percent were somewhat familiar but do not use. An- other 70 percent reported they were not at all familiar with the DOL’s Disabled Veterans’ Outreach Program (DVOP) while 19 percent noted they were
somewhat familiar but do not use. Source: Society for Human Resource Management &
PRNewswire.com
40 HISPANIC NETWORK MAGAZINE Celebrating 18 Years of Diversity
www.hnmagazine.com
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