It’s Memorial Day. And, on the day Americans celebrate those whom made the ultimate sacrifice for our country, I wanted to put forward a few thoughts regarding how the staffing industry might partner with our private sector customers to provide solutions that benefit the military veterans who find themselves leaping into civilian life. The transition from military to civilian life has always had its challenges, but not 6 months ago veterans would have been transitioning into a historically good economy. While the long-term implications of COVID-19 are not yet known, it’s fair to say its subsequent economic disruption will not make their coming transition any easier…
But COVID-19 has also provided some space for the typical ways of doing business to be re-evaluated, and as industrious enterprises reconfigure their operations to optimize effectiveness, I expect a growing number will glance at the notable skills and federal tax incentives (please click to view our white paper) associated with hiring transitioning veterans and look to capitalize on market inefficiencies. Granted, given the unique mission inherent to the military, and the ensuing skill and cultural translations that must occur to successfully assimilate this talent pool in a scalable manner, execution has its difficulties. In response to such challenges, some companies have developed a holistic framework for capturing and incorporating military veterans into their operations. However, building an effective inhouse veteran program requires an unappetizing outlay of monetary capital. Alternatively, I would humbly suggest 🙂 an enterprise engage a staffing partner (whose very name is grounded in its commitment to military TA) that already has such infrastructure in place…in which case it’s very possible that the cost of any military veteran acquisition program could be offset by tax credits (especially in the current environment).
Practically speaking, some military skills will correlate more directly than others. In the tech sector, they match up very well as it relates to Telecom, IT Infrastructure and Cyber Security; Aerospace and Physical Security as well, and many others for that matter (too many to list). But even in cases where the alignment of skill sets is less obvious, veterans can provide a set of intangibles that can be invaluable. For example, if contact centers are core to your business and you like to promote from within, it’s hard to imagine a talent pool whose training and experience provides a better foundation for resilience yet remains malleable. In some ways the military veteran talent pool resembles the college grad talent pool: foundational training/education is in place yet designed for retraining, dependably available, and ready for their next adventure.
And what might this Veteran Recruiting as a Service look like? Well, it best be holistic: targeted marketing of the program, skill set and cultural translation to address business requirements, and successful recruitment and integration of candidates; not to mention tracking of outcomes, from performance to tax savings. From a pricing perspective it would ideally be subscription based, with incentive fees based upon achievement of agreed upon business objectives to optimize alignment.
But that is just my personal take. Others will obviously have their own voice…the important thing is that we collectively work together to create infrastructure that enables safe “landing falls” for those that are now counting on us, after we have so long counted on them.
Happy Memorial Day!