Find out why a retired U.S. Army Lieutenant Colonel and career transition expert says companies need to bridge the “civil-military divide.”
Key Takeaways
- Military-experienced job seekers won’t have a typical resume, but their competencies translate well to the civilian workforce — that’s why skills-first hiring practices help with hiring veterans.
- Military skills often equip veterans with the tools to effectively leverage artificial intelligence (AI) in the civilian world.
- Successful military hiring programs, however, need strong executive support and established success metrics.
Matthew Louis, a U.S. Army veteran and award-winning author of “Hiring Veterans: How to Leverage Military Talent for Organizational Growth,” says the time is now for companies to tap into military talent. Getting veterans fully employed in optimal career fields will more than double their career earnings, rates of retention and job satisfaction. Plus, when done at scale, it improves an organization’s productivity and growth.
“It will also offset all other social determinants of health issues they may experience, like housing or health care issues,” he says, calling optimal employment a “silver bullet” issue. With unmatched professionalism, critical thinking and teamwork, veterans bring a valuable skill set that can transform today’s evolving workforce. Not to mention, “The ROI is significant if done well,” Louis says.
In recognition of Veterans Day, Indeed spoke with Louis to explore the challenges former service members face in their job search, the importance of skills-first hiring and why more organizations should tap into the military talent pool. Hiring service members, he says, isn’t just a patriotic decision — it’s a strategic one too.
The following interview has been condensed and edited for clarity.
Indeed: What is the job search like today for former service members and their families? What are some of the challenges they face in the workplace?
Louis: One of the biggest challenges is overcoming the “civil-military divide,” which is a disconnect caused by misperceptions and an inability for many civilians to identify with the lives of service members. Veterans say the public doesn’t understand their problems, and basically the public agrees: There’s a lack of familiarity and understanding that complicates the transition into civilian life and puts military job seekers at a disadvantage. We need systems in place to help these individuals find optimal careers when they leave the service.
When organizations truly invest in skills-based hiring, they modify the hiring process so service members can shine.
Matthew Louis, U.S. Army veteran and award-winning author
An example of one of those systems is skills-first hiring, which focuses on sourcing and evaluating candidates based on skills rather than degrees or years of industry experience. How does this help job seekers with military experience?
Louis: Each year, 200,000 service members transition to civilian life. But many aren’t ready to make the leap into the civilian workforce and most organizations lack the infrastructure necessary to support them. When organizations truly invest in skills-based hiring, they modify the hiring process so service members can shine. And research shows that hiring for skills is more predictive of job performance than hiring for education.
Military members may not have typical resumes, but their skills often match an organization’s needs. Unfortunately, most companies don’t have talent acquisition professionals dedicated to hiring veterans or trained on how to do so effectively, so they aren’t meeting former members of the military where they are in the initial hiring phase.
For example, consider adjusting interview questions to help service members highlight their skills and competencies and show how their military experience aligns with the job requirements.
Instead of saying, “Tell me about your strengths,” ask service members to describe a time when a strength led to success and what they learned from that situation. Military members love telling stories, and this approach lets them share their experiences and successful outcomes.
Matthew Louis, who has lived most of his life at the intersection of military and civilian careers, says connecting the two paths takes effort and preparation but produces tangibly valuable results. This Veterans Day, he encourages organizations to think of veterans as a resource of talented people who can continue to serve the country in a new way.
What core strategies can organizations implement to attract and retain military talent?
Louis: First and foremost, organizations need strong executive-level support. Companies should also consider establishing veteran business resource groups (VBRGs) to act as intermediaries between military-experienced job seekers and civilian employees. A VBRG can help identify and recruit additional talent in the community.
Once you make a hire, VBRGs can help inform onboarding and mentoring programs that help service members assimilate into the organization and acclimate to its culture. The sooner that happens, the better.
A company’s veteran hiring program should align directly with its strategic goals. To accomplish this, organizations must create accountability via a reporting structure that validates and verifies the success metrics of these programs.
After all, we’re not implementing these programs simply for patriotic reasons; if I’m a senior executive I want an ROI on everything, including hiring programs targeting military members.
What assumptions do employers often make about military members, and how do these assumptions affect their hiring practices?
Louis: Many people mistakenly believe that job seekers with military experience are less educated than their civilian peers, but the opposite is true: 96.4% of military members have a high school diploma compared to 90.6% of non-military members. Military members are more likely than non-military members to hold a graduate or advanced degree, and military-experienced job seekers with bachelor’s degrees have more work experience than their civilian counterparts.
Some also think the military lacks diversity, but that’s not the case. It’s true that women make up only 17% of the active-duty force, which could improve. But racial and ethnic minority groups represent over 31% of military services, which mirrors the U.S. population by design. With military-experienced job seekers, you get both diversity and success.
How equipped are military veterans to use AI in their jobs compared to civilian workers?
Louis: Everyone in the military gets trained with specific tools, tactics and processes — known as TTPs. The training starts with the organization’s mission and then breaks down into smaller unit- and individual-level tasks. Because of this [training], military-experienced job seekers usually have a solid grasp of data and task organization, making it easier for them to apply those skills in real-world situations — including using AI.
Military members in fields like cybersecurity or intelligence often receive advanced technical training beyond typical civilian standards. Plus, if you’ve been in those roles, there’s a good chance you’ve worked with autonomous systems — like drones or robotics — that use AI in practical ways.
Indeed: How can an organization create a supportive culture for this pool of talent?
Louis: First, they need to engage military members who already work there and listen to what they have to say about hiring and retaining vets. Companies should actively support the wider military community, which includes not just veterans but also their families and supportive civilians. By nurturing this community, organizations ensure that veterans feel supported and engaged, leading to a more cohesive and productive workplace.
Learn more about partnering with Indeed to hire military talent:
Indeed interviewed Matt Disher about his background and role at Cushman & Wakefield to get his take on the benefits and challenges of military veteran recruitment programs for employers.
Military Veteran Hiring Case Study: Cushman & Wakefield
An Expert’s Guide to Recruiting Veterans
4 Things Employers Should Know When Hiring Military Talent
5 Ways to Integrate Military Talent Into the Workforce
