AT WORK

IN PARTNERSHIP WITH

Veterans are valuable members of our workforce who have in-demand skills that are strengthened and enhanced by military service . Yet, veterans face difficulties with 90% of veterans indicating there were obstacles in attaining employment .

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Proactive and well-informed employment practices targeted at attracting, hiring and retaining veterans—to be led and managed by HR professionals—can mitigate challenges faced by employers and veterans. This toolkit—provided with support from JPMorgan Chase & Co.—provides no-cost, high-quality resources to HR professionals as they lead and manage efforts to engage and integrate veterans into their workforce.

STEP 1:

EMPLOYER READINESS

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.

STEP 2:

TALENT ACQUISITION

Talent acquisition is a strategic process to attract and recruit the best talent available to ensure your organization has the right people, with the right skills, who are in the right job.

STEP 4:

TALENT DEVELOPMENT

STEP 3:

HIRING & ONBOARDING

The right person has been identified and selected, and you’re ready to welcome your new employee to the organization.

During their military service, veterans were continuously trained and tested. In their civilian careers, talent development is the act of training to motivate and retain employees.

STEP 5:

TALENT MOBILITY

Careers are not stagnant, and the process of talent mobility helps employees see their potential for new roles both inside your organization and outside in other companies.

1. Work After Service: Developing Workforce Readiness and Veteran Talent for the Future. Institute for Veterans and Military Families at Syracuse University. 2016.

2. Veteran Job Retention Survey. Institute for Veterans and Military Families at Syracuse University. 2014.

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