Veterans Day on November 11 is a time to honor and thank those who’ve served. One of the most meaningful ways you can show appreciation is by hiring and supporting veterans. In today’s tight labor market, hiring veterans is a terrific way to strengthen your business and work culture. 

Each year, around 200,000 individuals transition from military service to the civilian workforce. Helping veterans make this shift gives you access to a talent pool with the skills and experience needed to meet the demands of today’s evolving workplace. 

Veterans excel at managing change, working collaboratively and solving problems in high-pressure situations. They’re used to adapting quickly, often in cross-functional teams, and bring valuable experience with new technologies and global perspectives — an advantage for companies working across diverse markets. 

Research from the Society of Human Resource Management (SHRM) and USAA emphasizes veterans’ strengths: 

  • 98% of HR professionals agree that veterans perform well in both team-based and independent roles. 
  • HR professionals say that veterans outperform civilian employees in key areas such as work ethic (68%), teamwork (61%), and leadership (58%). 

“Veterans ability to adapt, solve complex problems and lead makes them an asset to any organization,” says Casey Heck, Senior Vice President of HR at Traliant. “Creating workplaces where veterans feel empowered ensures they can continue to make a meaningful impact beyond military service.” 

Six steps to hiring and supporting veterans 

  1. Develop veteran-centered recruiting and retention programs 
    To attract and retain veterans, tailor your programs to recognize their unique skills and experiences. Build relationships with military transition offices, attend veteran-focused job fairs and offer mentorship programs where veterans can connect with others who’ve made the same transition. It’s equally important to provide flexible work environments and foster support networks to help them adjust to civilian workplaces. 
  1. Provide career development and growth opportunities 
    Investing in veterans’ career growth shows you’re committed to their long-term success. Design training programs that build on their leadership skills from military service and create clear paths for career advancement. Partner with veteran organizations to offer certifications or leadership workshops, helping veterans continue to develop and thrive. When you offer opportunities for learning and upward mobility, you create an environment where veterans feel valued and empowered to grow. 
  1. Address unconscious bias in the hiring process  
    It’s critical to overcome outdated stereotypes about veterans, such as the misconception that they all struggle with PTSD. These false assumptions can make veterans feel unwelcome or misunderstood. In some cases, it may even lead to harassment. Train your hiring managers to recognize unconscious bias and ensure veterans’ capabilities are evaluated fairly. This helps prevent stereotypes from standing in the way of veterans being recognized as valuable hires. 
  1. Ensure policies reflect veterans’ needs and legal protections  
    Hiring veterans isn’t just a diversity initiative — it’s a legal obligation. Veterans are protected under U.S. law through the Americans with Disabilities Act (ADA) and the Uniformed Services Employment and Reemployment Rights Act (USERRA). Make sure your hiring practices align with these regulations to avoid legal risks and foster equitable access to employment opportunities. Providing reasonable accommodations for veterans with disabilities ensures they can thrive in your organization and feel fully supported. 
  1. Translate military experience into business value 
    Military experience doesn’t always align perfectly with civilian job descriptions, and this can create barriers during recruitment. Applicant tracking systems often overlook or misinterpret military backgrounds because they search for specific civilian keywords. To avoid missing out on qualified candidates, review how your screening processes evaluate military experience. Help your hiring teams understand the business value veterans bring, even when it’s expressed differently on their resumes. 
  1. Promote mental health support and inclusive policies 
    Some veterans may experience mental health challenges as they transition into civilian life. Providing robust mental health resources — such as Employee Assistance Programs (EAPs) and access to counseling — shows your organization is committed to supporting their well-being. Creating an environment where veterans feel comfortable discussing their challenges will help them adjust smoothly and thrive in their new roles. 

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