(GCV Note: I am pleased to introduce my very good friend,
Payne. Bessie is an extraordinary human being. However, I’ll let you get to know her first as a property manager)With roughly 1/3 of veterans currently underemployed and an unemployment rate of 2.8%, it is increasingly important in the business world to encourage open dialogue on a topic that is nearly verboten and not truly supported at the site-level by many executives and managers: the business case for hiring/promoting veterans. And while most executive teams are encouraged either overtly or subtly to mouth patriotic platitudes parroting the slick HR brochures and carefully worded verbiage on their employment websites, this writer encourages more of an "Acta Non Verba" approach--don't talk about it, be about it!
Putting aside the fact that they signed up to go wherever needed, stay however long the mission required, put their lives and sanity on the line, and watched many of their colleagues and translators lose their lives protecting freedom and autonomy, there is absolutely a logical business case that can be made for deliberately choosing to hire veterans. It is also the opinion of the author that the translators who risked not only their lives and the lives of their families should be given the same hiring preferences and consideration as their US military counterparts once we can safely convey them and their families to their new homes in the United States of America. This is the least we can do for them.
This is also one of the few times when I will recommend that leaders follow the example that the US government has set and give preference towards hiring veterans, which is legal and already a common practice with government contractors like Lockheed Martin/Boeing. It is also the opinion of the author that those with a service-connected disability be given an extra point in the decision matrix on jobs for which they are qualified and able to perform with any necessary accommodations as required under the Americans with Disabilities Act of 1990, which revolutionized accessibility and encouraged full utilization of our highly valued human resources in both the public and private sector.
It is important to note that many executives and managers strive to make and are encouraged to make only data-driven decisions. Suppose they cannot make the business case for a particular decision to their owners and investors. In that case, it is highly likely to fail, regardless of the purest of intentions and the utilization of emotional intelligence. Therefore, data, metrics, and actionable, specific feedback on the overall hiring process is highly valued in the fast-paced, modern world of business. And with over 200,000 veterans migrating from active duty back to the civilian world each year, they are an excellent resource for hiring managers!
Most of the reasons people use to promote hiring veterans are intangible: duty, honor, sacrifice, loyalty. All good traits, yes, but “Where is the proof?” is the jaded, cynical question often asked by civilians.
Think about it this way--If you had an investment vehicle in which you deposited $5,109 per year, would you accept a rate of return of $0? In this manner, we need to revisit our individual investments in the military because each federal tax-paying individual in these United States of America paid $5,109 towards supporting our military in 2024 alone. Take a moment to consider the cumulative amount you have "invested" over your entire career; retrospectively, don't you wish for you and your company to enjoy the real-world benefits of this significant financial investment for our people?
Many civilians are unaware that every branch invests these significant funds into extensive training. The military trains on 21 different bases, across 5 military academies, 6 military colleges, and 5 military war colleges. This does not even include the extensive post-secondary education obtained at countless universities and training centers by many veterans, quite commonly under the Post 9/11 G.I. Bill.
Yes, there are quite a bit of “war skills” covered, but what many executives fail to take into account is that so much more goes into military training, especially for whichever MOS the servicemember chose. On a practical basis, many of these specialties absolutely have real world applications in the corporate business environment and the data absolutely supports this conclusion. In addition, one should always remember that “Business is war”; therefore, the strategy and tactics that apply to the battlefield also apply in the boardroom as well. The only difference is in the tools-pens and computers, not assault rifles and grenades.
Not only this, but nearly 80% of veterans test in the top half of the mental group ability distribution; incredible, when one compares them with the only 50% of the civilians that test similarly. Intelligent, trainable, experienced...what more could a manager want?
Fresh perspectives and unique backgrounds and experiences add depth and efficacy to any organization, so I would encourage everyone to consider onboarding veterans to allow them to showcase the skills and expertise that each and every tax-paying American helped to finance. It truly is the least we can do in the business world for those willing to make the ultimate sacrifice so that we can succeed in our capitalist, democratic society.
Don't know where to start? Visit https://www.shrm.org/foundation/military-community-ambassadors for free training resources on how to create an inclusive hiring environment that promotes the consideration of veterans and helps your current team learn practical ways to respectfully and authentically welcome new veterans to the team, instead of expecting the veterans to transition fully into the current executive environment and lose their unique viewpoints and proven methodologies.
Thank G*d we don’t have to reinvent the wheel here, folks. Utilize the additional “free” resources provided by our government while remembering that just like freedom, it isn’t truly free. It was paid for with our tax dollars, just like our freedom was paid for by the blood, sweat, and tears of our veterans and translators.
“Ad astra per aspera”,
Bessie
Bessie is a certified outlaw Texan/Zionist property manager.
Truth to tell, vets come from the rural areas, mostly in the South. Also CA. They don't come in large numbers from NJ or CT or even NY in terms of percentage of the population. I worked for 3 large insurers headquartered in NY or NY. I was part of the hiring process. I don't remember ever seeing a veteran as an applicant. I have met NJ veterans in my life - so post office workers (my local mailman is in the reserve) and at the Paterson Great Falls NHP - there were several ex servicemen in their small staff. But in business, I never encountered a vet. If we don't see them, we will never hire them.
Great article.