TangoAlpha3 dives deep into the reasons why you should consider developing a military veteran recruiting program for your enterprise.
Why should an enterprise invest in the development of a military veteran recruiting program?
In our guide – Why, How and When to hire military veterans, we have come up with a half dozen core reasons, but as it relates to business value, we can think of no better reason than for purposes of scalability.
The manner in which the military trains, develops, and fields its human assets is designed around notions of scalability.
With over 200,000 veterans transitioning annually into the civilian workforce across almost all geographies, with the proper framework in place, enterprises can rapidly build teams just about anytime and anywhere. That is a strong competitive advantage.
The three most populous states in the country (CA, TX & FL) have just under one and a half million veterans, but even the least populous state, Vermont, has over 35,000 veterans.
Much of this veteran population will be older, but given approximately 200,000 veterans are transitioning into the civilian workforce annually, we know the pool is constantly being replenished.
Build an Infrastructure to Target and Recruit Veterans to Differentiate
Likewise, similar to a college recruiting program, enterprises can invest in building out an infrastructure to target and recruit veterans because of the consistency of its makeup across time and geographies.
Yet, far more enterprises have mature college recruiting programs than military veteran recruiting programs. We see this as a real opportunity for an enterprise to differentiate itself from its competition.
So, a good military veteran talent acquisition strategy can help an organization scale anytime and anywhere, but for what?
Veterans Have a Strong Electrical and Mechanical Aptitude
Because the military has vehicles, ships, aircraft, weapons and computer networks deployed across the world that require constant maintenance and repair, you will find military members generally have a strong electro-mechanical aptitude.
Airmen, soldiers, sailors, marines and guardsmen are trained in occupations that have been refined over the decades to ensure these mission critical assets are used appropriately and stay functional.
Likewise, while there’s an infinite list of things veterans can help a business with, a good veteran hiring program becomes indispensable when an enterprise is responsible for the management and upkeep of electromechanical assets across a broad geography. What talent pool would be remotely comparable?
Discharge Documents Can be Correlated to Your Requirements
Even the way veterans transition from the military is designed to scale: upon separation from the military every veteran receives a DD214 certificate of release, which effectively documents a brief summary of their service.
This DD214 will include (among other things) an overview of a veteran’s military training, occupation, awards and discharge status.
The reason this is important as it relates to matters of scale is that a DD214 provides a very consistently structured framework for interpreting and documenting the attributes of veteran candidates.
It is far more consistent an objective than resumes to be sure, and once you become acquainted with their format and understand how to correlate them to the best fit open positions at your company, you can create a scalable and efficient hiring solution.
And you can also avoid the inconsistencies and difficulties of translating many types of resumes to open positions – a common problem for hiring managers.
Lastly, what is more important to scalability than continuous improvement? By maintaining these records over time, organizations can identify which attributes documented in a DD214 are most frequently associated with successful outcomes and iteratively improve who they target for which roles based upon empirical data.
So with a good veteran recruiting strategy in place, an enterprise can scale into almost any geography, at any time, and have consistently reliable results.
TangoAlpha3 Can Help You Build a Winning Veteran Hiring Program
In fact, at TangoAlpha3 we have developed a methodology (Build, Measure, Learn, Adapt) founded on lean principles to help our customers do just that on time, on demand, and on budget.
Many organizations start their veteran hiring program too ambitiously or without the proper preparation and fall short. We can help you avoid a lot of the usual pitfalls and would love to help!
Learn more about creating a winning and scalable veteran hiring program by contacting TangoAlpha3 today.
Or read our full Why, How and When Should You Hire Veterans resource to gain a fuller understanding of the value of a veteran hiring program along with a primer on how to create and execute one.