According to the Department of Labor, approximately 200,000 men and women leave U.S. military service and return to life as civilians each year. For these transitioning service members, it can be difficult to know where to start looking for jobs when they leave their career in the military. Oftentimes, this is due to a large discrepancy between their acquired military skills and the required skills listed in job descriptions.
However, organizations can increase their response rate and attract veterans by making slight changes to their strategy. Following these tips will help you the war against generic job descriptions and recruitment tactics and successfully market your open positions to service members.
1. Use Online Tools to Match Civilian and Military Experience
The online tool, O*NET, is an easy website to use for writing job descriptions to match the talent. It allows searching by military occupational code (MOC) or job title and cross-referencing MOCs to civilian equivalents, or vice versa.
You can also look up and label jobs with the United States military occupation specialty codes (MOS) to make it easy for Army and Marine Corps veterans to match their previous military experience with a civilian career. The Navy and the Air Force use their own codes as well to classify jobs. Using military language is useful in attracting transitioning military service members and veterans because it is familiar. This encourages more veteran applicants and signals that your organization is actively recruiting veterans.
2. Highlight Necessary Soft Skills
Soft skills, such as leadership and teamwork, are easily transferrable from the military to the civilian workplace. Problem-solving, performing under pressure, global perspectives, detail-focused, and countless other skills are important to highlight in the job description. As an organization, including general skills that military members possess, can help increase their engagement rates.
3. Include your commitment to Veterans.
Veterans will feel encouraged to apply to a job if they know the organization they are applying to, values them, and their experiences. It can be daunting to transition skills from one area to another. If you are a company that has transitional roles for military members, highlight those, as well as statistics on how many veterans you have in your workforce,
Additionally, make sure to include veterans and military organizations you partner with. This can open opportunities to increase military hiring rates and connect you with a larger network and community, while also showing your company’s dedication to helping our heroes.