5 things you need to know about veterans in the workforce
Totaling more than 848,000, Ohio is home to the sixth-largest population of veterans in the United States, according to the Ohio Department of Veterans Services.
And, in Northeast Ohio, more than 160,000 of those veterans are of working age, according to some estimates.
In a time during which recruitment, retention and workforce issues are top of mind for most of the region’s industries, employers would be well-served to take note of this potential talent pipeline.
Just ask Bryan A. McGown and Rick DeChant, who both are board members for NEOVETS, a nonprofit organization committed to making connections between military families and employers, higher education and community resources.
DeChant, who served more than two decades with the U.S. Coast Guard Reserve and has been inducted into the Ohio Veterans Hall of Fame, also leads the Veterans Initiative at Cuyahoga Community College, a position he has held since 2017.
McGown, meanwhile, retired from the U.S. Marine Corps after 20 years and has since worked in a number of capacities to help veterans transition to the civilian workforce.
For its part, Delta Dental of Ohio supports a number of workforce and veteran initiatives in its commitment to building healthy communities. Here, as part of Delta Dental’s efforts in Northeast Ohio, DeChant and McGown were asked to weigh in on what employers need to know about hiring veterans.
1. SOFT SKILLS
“There’s no clocking in or clocking out in the military,” McGown said.
From leadership and flexibility to teamwork, discipline and the ability to delegate, the soft skills that many say are lacking in today’s workers are prevalent among veterans transitioning to civilian life.
“A lot of employers are missing the boat in understanding our leadership and skills,” he said.
Veterans – and their spouses – also bring a high level of dedication to an organization and a position.“They are unstoppable; they are completely loyal,” McGown said. “They want to be successful, and they want the entire team to be successful.”
2. HANDS-ON EXPERIENCE
Veterans are technically proficient. “We have to be experts in regulations, technical manuals,” McGown said. “The simple crossing of a wire can take a whole aircraft down.”
Depending on the field, many members of the military have been exposed to technology that is far advanced from that being used in the civilian business setting.
“The training they are getting in today’s military far surpasses schools,” DeChant said.
That training, of course, can translate into any number of fields and specialties in Northeast Ohio: cybersecurity, IT, logistics, project management, manufacturing, health care, law enforcement and transportation all are popular directions.
DeChant also noted that general business degrees often are sought, as the entrepreneurial spirit is strong among veterans.
3. REAL-WORLD EDUCATION
If you look at almost any professional job requirement, a bachelor’s or advanced degree is a requirement.
For veterans, this could be a stumbling block, and it’s one that both McGown and DeChant have worked on from both the employer end and higher education side.
While McGown in his work with NEOVETS has urged employers to re-evaluate in some cases the requirement for a degree, DeChant is part of the statewide Military Strategic Implementation Team, created to carry out a statewide initiative and legislation to issue appropriate credit and credentialing for military training and experience.
And, while the conversion of military experience to college credit or credentials is a help, a college degree, via the GI Bill, sometimes is a necessity, DeChant said.
Veterans who choose to pursue an education while working have a high rate of success, he said. “They tend to have a better ability to pursue a dual track.”
4. CHALLENGES
The transition to the civilian workforce is not without its challenges, of course.
The pay scale – and benefits packages – are substantially different, and many military families face financial struggles initially.
Housing stipends, hazard pay and military base amenities are not a reality in civilian life, and the transition can be difficult for some.
However, McGown said if an employer can outline a clear path to leadership and success within an organization, accepting such a change in position, responsibility and authority may be more palatable to a veteran.
5. MAKING THE CONNECTION
Sometimes it’s just a matter of speaking the same language – translating the skills of a veteran into the job requirements of civilian life, DeChant said.
Luckily, there are multiple resources to link employers and veterans.
Tri-C’s Veterans Initiative, for one, responds annually to almost 10,000 veteran inquiries, while NEOVETS works with employers to achieve certification as a Military Talent Employer.
Ohio Means Jobs also has a slew of resources available for both employers and veterans to make the necessary connections to be successful.
“I don’t want veterans to feel unheard, ignored or not respected,” McGown stressed. “It makes good business sense to hire veterans.”