When you need a new team member, you naturally want someone who’s collaborative, goal-oriented and a quick learner. Wouldn’t you like to be able to check all those boxes—and more—before the first interview?
Look for someone with a military background.
What Do Veterans Offer?
American veterans are excellent candidates for many technical, manufacturing and automotive jobs –in part due to the soft skills they share:
- Problem-solving – including persistence and decision-making skills
- Leadership – key skills taught throughout the services
- Collaboration – team-building and interpersonal communication with people from all walks of life
- Ethics – underscoring every aspect of military activities
- Mentorship – both as mentors and mentees
Veterans are also highly goal oriented. “We are very good at turning obstacles into opportunities,” says Tony Lawrence, Army Ranger and program manager for the Academy of Advanced Manufacturing, a joint Manpower and Rockwell International program that provides educational opportunities for veterans. “We see a problem, look at the ways we can fix it, and it becomes an opportunity.”
Many veterans also come primed in these hard skills and technical knowledge:
- Electrical theory
- Basic computer knowledge
- Diagrams and schematics interpretation
- Mechanical knowledge
- Lock out tag out procedures (safety protocol)
With all these highly desirable characteristics, why are any veterans having trouble finding work?
Lack of degrees or certifications. Employers place heavy emphasis on formal education, and many won’t even consider an applicant without the right piece of paper.
PTSD bias: Despite the common stereotype that all veterans suffer from PTSD, the reality is different. Approximately 7% of veterans will experience PTSD at some point in their lives, which is only slightly higher than the 6% of the general U.S. population who will face PTSD.
Lack of challenge: As Lawrence states above, veterans are pros at turning obstacles into opportunities. A job without a clear goal or shared vision may not be the right fit for most veterans.
What can employers do?
- Recognize that experience in the military does translate and can replace education or civilian experience.
Join the many major organizations that are dropping the college requirement. Certifications are within reach for many veterans, who already possess associated skills. The Academy of Advanced Manufacturing provides certifications for Rockwell Automation skills. - Communicate purpose.
Veterans are eager to contribute to an organization’s work, but they need to understand how their actions will benefit others, and the company’s bottom line.
In the military, “you give somebody a task and a purpose,” Lawrence says. “If you just tell somebody, hey, go do this, and if they don’t have a reason as to why they’re doing it—any insight to what the big picture is, they can lack motivation.”
Explain your organization’s goals and strategies and how the veteran job applicant can contribute. Just as important, explain a path to career advancement and leadership opportunities. - Make mental health resources available and part of your benefit package.
Even though PTSD is unlikely to be an issue, veterans often have some difficulty adjusting to the pace and expectations of civilian life. Offering mental health benefits is a smart move for veterans as well as all employees—especially Gen Z workers. - Amp up the camaraderie.
In the military, working together is essential. In civilian life, not so much. Explain your team structure and how the new recruit would fit in. Point out examples of social activities or resource groups. One great way to fast-track a sense of belonging is by assigning a mentor.
As AI continues to reach its influence into everything we make, use or do, the need for skilled technical talent will continue to escalate. Leveraging the expertise of trained veterans is a clear solution to staying ahead in this evolving landscape.
See what the Academy of Advanced Manufacturing can do for you.
