AT WORK

IN PARTNERSHIP WITH

STEP 1

EMPLOYER
READINESS

STEP 2

TALENT
ACQUISITION

STEP 3

HIRING &
ONBOARDING

STEP 4

TALENT
DEVELOPMENT

STEP 5

TALENT
MOBILITY

Processes that allow new employees to learn about the organization, its structure, and its vision, mission and values, as well as to complete an initial new-hire orientation process. 

Communicate before the first day, send a welcome letter to the new employee and family, lay out what they can expect in their first week. 

Send an introduction letter to the team, highlighting some of the assignments and places the Veteran has been. Be sure to let the team and leadership know what department the Veteran will be working in and the date of their first day on the job. Conduct a team introduction.   

Send the hiring manager a “reminder alert” email requesting these five critical tasks are done on the first day:

• Roles and responsibility discussion
• Match new employee with a peer buddy 
• Help new employee build social network 
• Set up monthly onboarding check-in for first six months 
• Encourage open dialogue 

Send information about the company dress code in a welcome letter.

Build in tangible goals and check-in points on their 90-day plan.

Build a 90-day plan in the first week.

Have you developed a plan for newly hired Veteran’s first week of employment?

Based on the introductory letter, does anyone on the team have points of common ground with the new Veteran hire?

Is there anything the hiring manager needs to support the “reminder alert” email?

Have you calendared the 90-day check-in points to ensure dedicated time?

Did you develop a 90-day plan template that can be used universally? 

Did you define clearly what the dress code is? If there is a special item like company Friday, did you send a shirt to the new hire?

These suggested resources are available at no cost:

Articles & Whitepapers

Other Resources

Veteran Jobs Mission Employer Start Up Guide

The JPMorgan Chase Pathfinder Playbook, A Veteran Acclimation Program Development Roadmap

Part 1. Veterans Business Resource Groups: Return on Your Investment

The Veteran Advantage, DAV Guide to Hiring and Retaining Veterans with Disabilities

USAA Hiring Veterans and Military Spouses, A Workbook for Employers

USAA Employer Roadmap, Action Plan: Empower

SHRM Foundation Veterans at Work Certificate

Videos

BUSINESS CASE STUDY:

PRISM INC.

ATTRIBUTES:

• Acclimate
• Engage
• Retain

Onboarding can mean different things for different companies. For some, it starts on day one with a new-hire orientation, whereas for others it can start earlier in the hiring process.   

For a company such as PRISM Inc., the "onboarding" process starts with the first contact with a veteran candidate by offering resume writing advice and interview techniques and continues through a veteran performance management system with day one, week one and monthly check-ins with a career counselor.

Reference: The Monster and Military.Com 2018 Best Companies for Veterans

This digital toolkit was made possible through the generous support received from:

Contact Us | 800.283.SHRM (7476)

© 2024 SHRM. All Rights Reserved | Privacy Policy | Your California Privacy Rights | Terms of Use | Site Map

SHRM provides content as a service to its readers and members. It does not offer legal advice, and cannot guarantee the accuracy or suitability of its content for a particular purpose. 

Disclaimer