Hiring Veterans Brings Diversity of Thought and Experience to the Workplace
If you want to build strong, well-rounded and adaptable teams, consider adding men and women who have served our country to your workforce.
I spent 10 years serving as a Marine Corps special operations and infantry officer and led Marines and sailors during four combat deployments to Afghanistan and Iraq.
In addition to serving our country, my colleagues and I developed important skills during our service such as perseverance, creative problem solving and the ability to build and thrive in teams.
I’ve been out of the military now for nearly a decade, and I’m lucky to have a new challenge at nCino, a Wilmington, N.C.-based fintech company transforming financial services. I’ve had the privilege to work alongside other veterans on my team, which includes Army Rangers, Marine Raiders, helicopter pilots, combat engineers and jet pilots.
Unfortunately for veterans, particularly those who recently transitioned out of active duty, they are often misunderstood by potential employers and mis-portrayed by the media.
The reality is today’s military produces seasoned leaders who have had massive responsibility early in their careers. For example, veterans have tremendous experience operating in fast-paced, dynamic environments both independently and as members of high-performing teams — a key skill in the future of work. Employers and colleagues should recognize the multi-dimensional skills, experiences and attributes former service members bring to an organization.
Hiring veterans isn’t only socially responsible; it’s also good business. Below I outline three considerations on who to access this qualified and valuable talent pool.
Foster diversity of thought and experience
Diversity isn’t simply boiled down to race, sexual orientation, gender or age. Diversity is also based on informational differences, reflecting a person’s education and experience, as well as values that can influence perceptions of something as small as a single meeting or as large as a whole company.
To stay competitive, businesses must innovate and the evidence clearly shows that non-homogeneous teams create stronger results. In fact, a recent study from NC State University found a causative — not just correlative — link that “policies encouraging the promotion and retention of a diverse workforce perform better at developing innovative products and services.”
Providing veterans an opportunity to work and be successful in new roles not only contributes to the cultural fabric and success of a company, but also adds to the diversity of thought in an organization.
Recruit the next generation of leaders
According to the Institute for Veterans and Military Families, 55 percent of transitioning service members are interested in pursuing a career outside of their military profession. To tap into this talent pool, consider conducting targeted recruiting from veteran training programs.
Examples abound, but a few worth mentioning include The Honor Foundation, which is focused on preparing high-performing special operators for their transition to their next challenge; BreakLine, which is helping to place transitioning veterans with industry-leading technology companies; and TechQualled, a specialized, veteran-oriented training organization that places veterans into rewarding high-tech sales roles.
Mentoring programs, access to counseling services and subtle word changes in job postings are also meaningful initiatives that have effectively boosted diversity and played a critical role in attracting veterans and other underrepresented groups. At nCino, we work to incorporate the attributes we’re looking for in a new hire vs. a specific skill set in a job posting. For example, perseverance and creative problem solving are key terms that also connect back to service members.
Importantly, the veteran community is highly connected, so building a core team of veterans in your company can quickly accelerate recruitment efforts. Find a veteran who is a great fit, set them up for success, and when they begin to thrive you will see how quickly the word spreads.
Build adaptable, flexible teams
The business landscape is changing rapidly; only nimble organizations will stay competitive. Few groups have dealt with transition and change as regularly as veterans. While there is never any guarantee that every employee will be a model team player, veterans know how to work collaboratively.
Building flexible teams must be foundational to an organization’s culture and it comes from the top. Hiring veterans cannot just be an HR initiative, but needs to be an executive priority to achieve real results.
According to the SBA, more than 250,000 service members a year will transition into civilian life. Don’t miss out on hiring from this talent pool. This generation of veterans offers a multitude of skills acquired through service that are invaluable to any organization.
If you want to build strong, well-rounded and adaptable teams who have the tenacity to withstand today’s constantly evolving business environment, I encourage you to consider adding men and women who have served our country to your organization.
By Josh Glover