Let’s be honest: calling your company “veteran-friendly” is about as groundbreaking as slapping a “pet-friendly” sticker on the door. Sure, it’s nice, but it’s not exactly a game-changer. Being “veteran-friendly” often translates to tolerating veterans, not championing them. That’s why it’s time to shift the narrative and start talking about what it means to be truly veteran-driven.
Here’s why your current approach might be falling flat—and how to fix it.
Veteran-Friendly Is Passive; Veteran-Driven Is Proactive
Being veteran-friendly usually means having vague policies that sound good on paper but lack real impact. Maybe you post a job opening on a veteran-focused job board. Great. But what’s next? If your strategy stops there, you’re checking a box, not making a difference.
Veteran-Driven Fix:
Partner with veteran organizations to actively recruit and mentor talent.
Develop a robust onboarding process tailored to veterans, ensuring they transition smoothly into civilian roles.
Train your managers to understand the unique skills and experiences veterans bring to the table.
“We Support Veterans” Is Not a Strategy
Supporting veterans is a sentiment, not a plan. Many companies tout their appreciation for military service but fail to back it up with actionable steps. Hiring one or two veterans and calling it a day doesn’t cut it.
Veteran-Driven Fix:
Set measurable goals for veteran hiring and retention. For example, commit to having veterans make up 10% of your workforce within three years.
Create leadership pipelines specifically for veterans to leverage their military experience.
Offer education benefits and upskilling programs tailored to veterans’ career growth.
Veteran-Driven Organizations Reap Tangible Benefits
Here’s the kicker: when you’re veteran-driven, it’s not just the veterans who win—your company does too. Veterans bring unmatched leadership, discipline, and problem-solving skills. If you’re not tapping into that talent pool, you’re leaving money and innovation on the table.
Veteran-Driven Fix:
Showcase success stories of veterans thriving in your company. Let their experiences speak for themselves.
Use veteran hires to improve your company culture by emphasizing teamwork and resilience.
Stop Tokenizing; Start Investing
Veterans don’t need pity hires or shallow recognition. What they need are real opportunities and the resources to succeed. A “Thank you for your service” plaque on the wall doesn’t pay the bills or advance their careers.
Veteran-Driven Fix:
Provide meaningful mentorship programs led by veterans already in your organization.
Regularly review your hiring practices to eliminate biases that may inadvertently exclude veterans.
Offer benefits that reflect veterans’ unique needs, like flexible schedules for Guard or Reserve commitments.
Swallowing the Hard Pill: Are You Driven to Make a Difference?
Transitioning from “veteran-friendly” to veteran-driven isn’t just a branding exercise; it’s a leadership decision. It’s about going beyond empty platitudes and building systems that genuinely support the warriors you hire. When you invest in veterans, you’re not just doing the right thing—you’re strengthening your organization from the ground up.
Ready to reboot your veteran hiring program? Let’s talk. Whether it’s a keynote to inspire your team or a consulting session to build a real strategy, I’m here to help you become the veteran-driven organization you’ve always claimed to be.
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