Understanding Common Misconceptions about Hiring Veterans

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Hiring a veteran can be a great way to broaden and diversify your talent pool.


Experience, discipline and cultural awareness are all unique aspects veteran candidates can bring to the table. But this group within the workforce is largely misrepresented due to negative stereotypes.

When considering hiring veterans, be aware of these common misunderstandings.

Post Traumatic Stress Disorder (PTSD)
According to a report by the Society for Human Resource Management (SHRM), one in three employers consider PTSD to be an impediment to hiring a veteran. And while 7% of post-9/11 veterans are estimated to be experiencing PTSD, the cost of accommodating a veteran experiencing the disorder is only about $500, according to the U.S. Army Warrior Transition Command. Alterations such as facing a desk to a door can help alleviate PTSD for a working veteran.

Deployment
Many employers worry that if they hire a veteran, they may end up short-staffed due to deployment or the military calling for former service members.
In reality, if a veteran is still in the active reserves, they have a responsibility to alert their employer. When most veterans leave the military, they have chosen to leave for good, according to the Call of Duty Endowment. The likelihood of a veteran being deployed again once they have left the service is rare.

 

Skill Set
Some employers may be confused by a military resume. However, instead of focusing on artillery experience, employers can narrow in on a large component of hiring the right person: attitude. Veterans may be more likely to have honor, discipline and a sense of duty and responsibility. Focusing on these character traits can allow veteran candidates to be an asset to any organization, according to CNN Money.

What other misunderstandings have you heard about hiring veterans? How can we alleviate these stereotypes?

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1 Comment

  1. Bob Gately says:

    Hello Marilyn,

    “When it comes to Talent Acquisition, hiring for skill is no longer enough.”

    I agree.

    “Measuring a candidate’s skill, attitude, competency and culture is key to finding the right fit for the job.”

    I agree but “skill, attitude, competency and culture” is not enough. The right fit for the job also includes job talent which is not skills, attitude, competence and culture.

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