Employers need to ask themselves two key questions: Why do we want to hire veterans? Why would veterans want to work here?
The answers to these questions will help
employers plan their activities before actively recruiting veterans.
BEST PRACTICES FOR ALL EMPLOYEES
BEST PRACTICES FOR VETERANS
Champion and provide advocacy and outward support for workforce readiness alignment and balance of your workforce in all employment programs
Ensure leadership, at all levels, understands the business case for hiring veterans and how it supports employer readiness.
Be willing to support, champion and provide advocacy for the veteran employment program.
Meet with leaders/hiring managers and walk them through the importance of readiness workforce alignment and how it serves as the foundation to the workforce and employment initiatives like the veteran employment program
Ensure company website appeals to veteran talent.
Develop close working relationships with talent placement agencies
Find an executive-level sponsor to advocate for veteran employment.
Publicly pledge your support to veteran employment.
QUESTIONS TO ASK
Do we have a close working relationship with talent placement agencies?
Did our website attract veteran talent?
Do we have a dedicated point of contact for federal, state and non-profit military organizations that can recruit veteran candidates?
Is there advocacy for a veteran employment program?
Do our leaders and hiring managers understand the importance of workforce readiness alignment?
Do position responsibilities have a clear purpose and align with our organization’s goals?
These suggested resources are available at no cost:
Demonstrated appreciation for service to the nation
Since 2014, Coca-Cola has joined forces with American Corporate Partners (ACP) to provide more than 280 career mentorships to veterans transitioning into the private sector.
Paired based on mutual occupational interests, Coca-Cola offers veterans outside of the company professional development advice as well as networking and resume building tools. Army Veteran Lillian Norton, who has worked at Coca-Cola since 2013, now serves as one of the company’s ACP mentors. The senior commercialization manager is thrilled to support her fellow veterans, recalling her own challenging transition finding a civilian career path after graduate school.