A growing number of U.S. companies report that recruiting and retaining qualified, affordable talent is becoming increasingly challenging. Yet cost containment and human capital are essential to succeeding in the global, innovation-driven marketplace. Despite the need for talent, several misconceptions prevent employers from recognizing the potential of military spouses. They believe that military families’ frequent relocations would impact retention and jeopardize their ROI. In addition, they believe that military spouses don’t have the technical and soft skills required in today’s workplace and that they’re too isolated to add value through professional networks.
By 2021, the number of veterans of the United States Armed Forces in the civilian labor force is expected to rise from 10.6 million to 12.1 million. These men and women bring with them well-honed skill sets in a wide range of occupations, as well as valuable soft skills such as discipline, communication skills, and problem-solving abilities. Yet while 45 percent of U.S. hiring managers are experiencing difficulty finding qualified candidates, they frequently fail to recognize the capabilities of former military personnel due to miscommunication, misconceptions, and veterans’ lack of experience in the civilian job market. By creating a veteran-friendly company culture and adjusting their talent acquisition strategies, employers can leverage the unique strengths of former military personnel to advance their business objectives while simultaneously giving back to veterans and their communities.