Sharon V.

By Sharon Vargas, Veteran

Is Your Veteran Hiring Strategy Delivering Results?


I Am A Veteran - Front Page

Despite widespread recognition of the value veterans bring to the workforce, the reality often diverges from the intentions.

Recent research conducted by Zip Recruiter and Call of Duty Empowerment brings to light a concerning statistic: nearly one-third of veterans are currently dealing with underemployment. This revelation prompts a critical examination of the efficiency of veteran hiring programs..

Many veterans, armed with advanced skills honed during their military service, find themselves in roles that fail to leverage their expertise, resulting in lower-level positions and diminished compensation.

The difference between marketing the importance of hiring veterans and the actual execution of such initiatives is evident. Effective veteran recruitment programs demand meticulous planning and strategic execution.

Overcoming Issues

A prevalent issue stems from the lack of awareness among recruiters and hiring managers regarding their organizations’ veteran hiring programs. This deficiency can be attributed to inadequate communication channels, insufficient training for recruiters, and a general misunderstanding of veterans’ transition to civilian employment.

Moreover, internal constraints, the high need to hire, and competing priorities often relegate veteran recruitment to the company’s back burner, resulting in inadequate support for such programs. Consequently, despite the online promotion of these initiatives, they may lack substantive backing within the organization.

To overcome these challenges, companies must embrace a comprehensive approach that includes…

  • Hiring team education: Robust training programs are indispensable for enlightening recruiters, hiring managers, and employees about the value of hiring veterans and implementing effective recruitment strategies to hire veterans.
  • Advocacy: Hiring teams must partner with veteran organizations and advocacy groups to access resources and support services while simultaneously creating employment opportunities for veterans. Collaborating with external stakeholders allows companies to leverage expertise and enhance veteran recruitment efforts. 
  • Resource allocation: Companies, must provide adequate resources that allow in depth sourcing for veteran candidates.

Additionally, establishing clear metrics and performance indicators is vital for gauging the effectiveness of veteran hiring programs. Tracking progress and identifying areas for improvement hold organizational leaders accountable for meeting veteran hiring goals.

By prioritizing education, communication, resource allocation, cultural change, and program evaluation, companies can foster more inclusive and supportive environments for veterans in the workforce.

Lastly, it’s essential to honor the unique stories and experiences of veterans. Consider providing resources like the exclusive journal “I AM A VETERAN-My Story” designed to document a veteran’s military journey, available at This journal serves as a meaningful onboarding gift, a promotional item for veteran strategic partners, and a valuable resource for company sessions with veterans.

For inquiries about how to recruit veterans, reach out to

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