Employers Guide to Hiring Veterans

Utility companies and state commissions seeking to launch a veteran hiring program should consider implementing the following steps:

An executive-level champion is needed to position veteran hiring as an important source of talent for the organization and to ensure that the program is resourced sufficiently.
Gain support from the Human Resources Leader to help prepare recruiters and other internal ambassadors for successful sourcing, recruiting, and onboarding of veterans and former or current military personnel.

Prepare a compelling business case describing why veteran and military hiring is important, offers a valuable pipeline of talent, and provides great benefits for the organization.
Assess workforce needs by evaluating current and future retirements, turnover, hiring trends, and growth requirements to develop a hiring plan over a 12- to 24-month period.
Define positions in your organization that translate successfully to military roles to target your efforts.
Analyze branches of the military that present a strong fit to the career opportunities in your organization to maximize effectiveness.

Determine what is important to veterans as they evaluate potential employers and craft a message that resonates with them and aligns with your organization’s values.
Talk with internal veterans to help develop your brand message.
Incorporate your organization’s mission and commitment to mentorship.
Write job postings, career brochures, and ads to successfully market your career opportunities to military personnel and veterans.
Use social media platforms to market your organization and veteran-friendly opportunities.

Improve veteran outreach by describing military-specific competencies and capabilities that translate to civilian positions.
Describe desired attributes in terms of competencies, rather than years of experience, and avoid industry-specific acronyms.
Incorporate your organization’s vision, mission, and values into the overall description.
Consult with internal veterans or representatives of local veteran organizations for support in writing military-friendly job descriptions.
Include applicable military codes and titles within job postings so military personnel and veterans can more easily find your postings and understand the positions available (see www.careeronestop.org/BusinessCenter/Toolkit/civilian-to-military-translator.aspx).

Tap internal veterans or employees with military experience to help you with recruitment and ask them to provide referrals from their networks.

Research the following sites for guidance:
- U.S. Department of Labor/ Veterans’ Employment and Training Service - Hire a Veteran
  Hire a Veteran
- U.S. Department of Labor
- Center for Energy Workforce Development
Participate in educational programs and online webinars that may be offered through your state or regional consortium, or through a national organization like NARUC or Veterans in Energy.

Job postings are an important tool for sourcing military and veteran talent and employers should evaluate the most effective sites for their organizations or agencies.
Consider posting jobs on the following sites:
- Register an as employer on the Veteran Employment Center.
- Indeed.com has an entire section dedicated to veteran and military recruiting
- National Labor Exchange
- RallyPoint
- US Military Pipeline

Attend local career fairs hosted by military bases or organizations dedicated to military and veteran recruiting and offer to participate in career transition services
Search organizations that host various national career fairs including Disabled American Veterans Charity (DAV) and Job Zone at: Veterans Job Fairs | Nationwide Listings Of Military And Veterans Job Fairs and Veteran Job Fair Schedule | RecruitMilitary

Seek out career transition programs for veterans and military personnel at various colleges, universities and community colleges.
Proactively reach out to student veteran chapters to market your career opportunities.
Consider developing apprenticeships and intern opportunities for veterans and become approved for the GI Bill @ www.apprenticeship.gov/employers.

Ensure that prospective veteran or military hires have a very positive applicant experience with your organization to build your reputation as an “Employer of Choice.”
Conduct effective interviews that and help to translate competencies and skills required on the job to their military experience.
Include veterans in your organization in the interviewing and hiring process to build rapport, get valuable input, and answer questions.
Consider offering resources to support military spouse employment (if needed) and recognize that providing networking contacts and support may be very helpful to veterans, i.e., Military Spouse Employment Partnership (MSEP).
Review hiring laws and regulations in your state pertaining to hiring veterans and be sure that your organization is compliant.

Make veterans feel welcome by providing an effective orientation and timely information including organizational values and culture, health benefits package and interface with current plans, introduce them to supervisors and peers as well as direct reports.
Welcome veterans by giving them a voice and providing opportunities to serve including upcoming community service opportunities
Connect new veteran hires with mentors to help with career transition and understanding the new organization
Make sure veteran hires with ongoing service requirements (such as National Guard duty) are aware of paperwork and other requirements to receive time off work for military-related activities

Form a veterans Employee Resource Group (ERG) that will help your organization identify ways to help and retain veteran employees. Ask them to offer ideas for recognition, community service, professional development and education, and other topics for consideration.
Select community volunteer opportunities focused on veterans and mobilize employees to support these events.