AT WORK

IN PARTNERSHIP WITH

STEP 1

EMPLOYER
READINESS

STEP 2

TALENT
ACQUISITION

STEP 3

HIRING &
ONBOARDING

STEP 4

TALENT
DEVELOPMENT

STEP 5

TALENT
MOBILITY

You want to develop a strategic process that will attract and recruit the best talent available to ensure your organization has the right people, with the right skills, who are in the right job, and are working against the right requirements. 

Cultivate an excellent candidate experience.

Let veterans know you have received their resume or application; give them insight as to the next steps in your application process. 

Ensure that education level and years of direct experience are not being exclusionary. 

Triple-check on job descriptions: pass the job descriptions around to other departments to see if the roles and responsibilities are clear.

Apply a resource endowment lens to human capital needs assessment. Look across the organization and apply a skills and competency inventory to identify both areas within the firm where existing skill and competencies are both superior and lacking.  

Focus on veterans needs and skills, in order to match them with the best positions in the company.

What are your prioritized needs for skills?

Are interviewers familiar with interviewing techniques to ensure effective discussions with veteran candidates?

How do you curate an excellent candidate experience?

In your conversation with veterans, are you gaining understanding of their unique needs?

Are you considering other factors besides years of direct experience and education level?

Have you established a workflow to communicate receipt of resume or application?

These suggested resources are available at no cost:

Articles & Whitepapers

Are Background Checks Different When the Candidate is a Veteran?

Other Resources

Veteran Jobs Mission Employer Start Up Guide

Part 1. Veterans Business Resource Groups: Return on Your Investment

Employer Guide to Hire Veterans

The Veteran Advantage, DAV Guide to Hiring and Retaining Veterans with Disabilities

USAA Hiring Veterans and Military Spouses, A Workbook for Employers

USAA Employer Roadmap, Action Plan: Recruit

USAA Employer Roadmap, Job Description Builder

USAA Employer Roadmap, Case Study, Innovative Hiring Programs

USAA Employer Roadmap, Case Studies, These Companies Speak Military

Videos

PsychArmor Institute, Video, Veteran 101: Officer vs. Enlisted

BUSINESS CASE STUDY:

LOCKHEED MARTIN

ATTRIBUTES:

• Veteran recruiters
• Relationship building
• Use of technology

For the fourth time in a row, Lockheed Martin cracked our list—and it’s easy to see why. 

For one, Lockheed Martin employs a full-time military team that’s composed of vets and is dedicated to recruiting outreach targeted to veterans and advocating for veteran job placement. Additionally, the company hosts a Veteran Employee Resource Group Leadership Symposium every year for military and veteran leaders across the enterprise to share best practices and build new initiatives in support of veterans. Perhaps most impressive, though, is Lockheed Martin’s Military Connect, the first-ever social media platform designed to enable discussions between external military candidates, veterans and the company’s internal employees.

Reference: The Monster and Military.Com 2018 Best Companies for Veterans

This digital toolkit was made possible through the generous support received from:

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