veterans - National Association of Veteran Serving Organizations

VETERANS
TALENT INDEX
Insights and Analysis from
Veterans, Recruiters, and Hiring Managers
JULY 2015
8TH EDITION
Brought to you by Monster and Military.com
DISCLAIMER OF ENDORSEMENT: Reference in Monster Government Solutions’ marketing materials to the Department of Defense (“DoD”)
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the DoD. The views and opinions of Monster Government Solutions presented by these materials may not state or reflect those of the DoD.
1.
VETERANS TALENT INDEX
TABLE OF
CONTENTS
Introduction..................................................... 4
Who We Are...................................................... 4
Methodology..................................................... 4
Highlights and Reccomendations......................... 5
Post 9-11 Veteran Population Expanding................ 6
Post 9-11 Veteran Job
Conditions Continue to Improve........................... 6
Rising Veteran Confidence in
Applying Skills to Civilian Careers......................... 7
Career Confidence Index..................................... 7
Post 9-11 Veteran Positive Income Comparison....... 9
Solid Veteran Job Seeker Activity.......................... 9
Veteran Conditions Vary
by Location....................................................... 11
Veteran Relevant and Expanding Skill Sets............. 12
Ongoing Employer Support.................................. 14
Looking Ahead.................................................. 15
INTRODUCTION
This spring, the survey results reveal both stability and improvement among both veteran
job seekers and hiring employers. At the same time, veteran job performance metrics have
progressed. Career confidence and job seeker activity are improving compared to the fall of
2014, as advances seen over the past several years were maintained. Likewise, reflecting a
consistent and supportive pool of employers, the employer index is steady and strong.
Though post 9-11 veteran employment conditions are relatively positive, there remain pockets of opportunity as well
as the continued challenge to transition hundreds of thousands exiting the military each year. These select veterans
require veteran-focused job resources, education and training programs, and employers who are knowledgeable
and respectful of their situations. Veterans and employers must work together to achieve their common end-goal –
successful employment.
WHO WE ARE
Monster and Military.com have a long and deep legacy working with employer, military, and veteran communities.
Monster, the worldwide leader in connecting people to job opportunities, has a database of over one million veteran
resumes that grows daily. Military.com, a Monster subsidiary, serves active duty personnel, veterans, spouses,
and families with information and resources that support the entire life cycle of the service member, including
recruitment, promotion of VA benefits, and assisting with career transition. Together, Monster and Military.com are
at the intersection of the private sector, the public sector, and the military and veteran communities, thus uniquely
positioned to provide the Veteran Talent Index and its related insights.
Supporting their mission to connect veterans and
employers, Monster and Military.com have produced
the Veterans Talent Index bi-annually since the fall of
2011. This initiative monitors employment conditions
for the newest group of veterans, those who left the
military in the past several years or plan to leave
within the next year, as well as the employers that
hire them. In-depth, online surveys in the spring and
fall provide ongoing and quantifiable metrics and
drive the three indices that compromise the Veterans
Talent Index, now in its eighth edition.
METHODOLOGY
Monster and Military.com focused its analysis on veterans who have been out of the military for less than five years,
active duty service members who plan to leave the military within the next year, and employers who have hired at
least one veteran in the past year. This approach helps clarify the current environment for members transitioning
from the military and employers looking to hire veteran talent.
Accordingly, in March 2015, Monster surveyed military professionals, HR professionals, and hiring managers across
the nation. Questions from the survey were used to compute indices which capture the sentiment of both employers
and veteran seekers.
JULY 2015
4
U.S. Marine Corps photo by Lance Cpl. Andre Dakis.1
HIGHLIGHTS AND RECOMMENDATIONS
FOR VETERANS
Employment conditions for veterans vary by location.
Among the top ten states with the strongest veteran
labor forces, the best veteran employment rates are
seen in Ohio, Virginia, and Texas. Surveyed female
veterans, more so than males, feel it is important to
live near a veteran hospital or a military base. Veteran
unemployment rates are over two percentage points
lower than non-veteran rates in Mississippi, Louisiana,
South Carolina, Ohio, and Connecticut.
Veterans aim to further their civilian skill sets.
Most veterans demonstrate a drive to become more
employable by obtaining future skills through on-thejob training (29 percent) or enrolling in a college or
advanced degree program (28 percent). Roughly 83
percent of veterans have already used or plan to use
their GI Bill to pursue further education or training.
FOR EMPLOYERS
Veterans are hired on merit alone.
Veterans are earning a job not because they served
in the military, but because of their coveted skills and
capabilities. The top two motivations to hire a veteran
are because they are the best qualified of the candidate
pool (62 percent) and because of the prior work
experience of the candidate (54 percent).
Employers have respect for veteran skills.
Eighty-eight percent of surveyed employers, up from a
78 percent average since the survey’s inception, report
veteran skills are relevant to a civilian career. Employers
value many veteran soft skills, including their dedication,
discipline, and good work ethic.
Employers report an increased level of encouraging
feedback regarding veteran work performance.
Nearly all employers believe veteran workers perform
their job about the same or better than non-veteran
workers. Employers rate veterans about the same or
better when it comes to specific attributes such as career
advancement, job turnover, and retention rate; the spring
2015 rates are each the highest in the survey’s history.
BOTTOM LINE UP FRONT
The growing confidence on the part of veterans and
employers means veteran employment is moving in the
right direction, but gaps remain in veteran retention
programs among employers, translating military skills to
civilian ones, and credentialing. Increased emphasis in
these areas will not only help veterans find employment,
but will help employers retain the veteran talent they
work hard to recruit.
EMPLOYERS SAY:
WE HIRE VETERANS
BECAUSE THEY
ARE THE MOST
QUALIFIED BASED ON THEIR PRIOR
WORK EXPERIENCE.
JULY 2015
5
POST 9-11 VETERAN POPULATION
EXPANDING
Post 9-11 veterans, defined as those who served from
September 2001 to present, continue to expand in
numbers. There are 21 million veterans, down nearly one
percent in 2014. Over three million, or nearly 15 percent
of all veterans, are post 9-11 veterans and expanded
by 12.2 percent in 2014. Females are a minority in both
veteran populations, accounting for 20 percent of post
9-11 and 10 percent of all veterans.
VETERAN POPULATION
2014 AND 2013-14 CHANGE
TOTAL=21,229
-0.8%
2,207
MALE
FEMALE
19,023
TOTAL=3,185
+12.2%
2,549
Post 9-11 veteran, as well as veteran and non-veteran,
unemployment rates have fallen for the past several
years. Most recently, the post 9-11 veterans had an
unemployment rate of 6.9 percent in April 2015, higher
than both the veteran rate of 4.7 percent and the nonveteran rate of 4.9 percent.
VETERAN AND NON-VETERAN UNEMPLOYMENT RATES
2010 TO 2014
14
12
10
8
6
4
2
0
2010
ALL VETERANS
Source: Bureau of Labor Statistics, 2013-14 Averages
*Numbers in thousands. Male and female populations do not add to
total due to averaging.
Fifty-one percent of all veterans (10.7 million) and
80 percent (2.5 million) of post 9-11 veterans are in
the labor force. Both the male and female veteran
labor force populations declined by approximately
two percent in 2014 while male and female post 9-11
veterans each expanded by 11 percent.
VETERAN LABOR FORCE
2014 AND 2013-14 CHANGE
TOTAL=10,744
-2.1%
MALE
FEMALE
1,386
9,359
TOTAL=2,535
+10.9%
455
POST 9-11 VETERANS
2011
POST 9-11 VETERANS
635
POST 9-11 VETERANS
2,096
POST 9-11 VETERAN JOB CONDITIONS
CONTINUE TO IMPROVE
ALL VETERANS
Source: Bureau of Labor Statistics, 2013-14 Averages
*Numbers in thousands. Male and female populations do not add to
total due to averaging.
2012
ALL VETERANS
2013
2014
NON-VETERANS
Source: Bureau of Labor Statistics, 2010-14 Averages
Unemployment rates vary widely by age group. Both
veterans and post 9-11 veterans report almost a 16
percent unemployment rate for those aged 18 to 24
compared to 12.5 percent for non-veterans. For those
aged 25 to 34, a group which represents nearly half
of the post 9-11 veteran labor force, veterans and
post 9-11 veterans have a nearly eight percent rate
compared to 6.5 percent for non-veterans.
SHOW YOUR STRIPES
iHeartRadio’s Show Your Stripes is a community
initiative launched by iHeartMedia, Inc., the media
and entertainment company in America with the
largest reach. Show Your Stripes was designed to
generate awareness around the issue of veteran
unemployment, encourage businesses to hire
skilled veterans, and help those transitioning out
of the military find jobs. Since Show Your Stripes
launched in 2013, more than 2.5 million public
service announcements have aired on iHeartRadio
stations, and program messages have been
displayed 28 million times driving awareness and
support for helping veterans find jobs. Veterans have
submitted more than 200,000 job applications to
the more than 4,000 national and local businesses
who have signed up to be part of the Show Your
Stripes alliance. Visit www.showyourstripes.org,
powered by Military.com.
JULY 2015
6
3,000
LABOR FORCE*
2,500
2,000
1,500
1,000
500
0
18 TO 24
25 TO 34
LABOR FORCE
35 TO 44
45 TO 54
55 TO 64
18
16
14
12
10
8
6
4
2
0
UNEMPLOYMENT RATE (%)
VETERAN LABOR FORCE AND UNEMPLOYMENT RATES
BY AGE - 2014
UNEMPLOYMENT RATE
CAREER CONFIDENCE INDEX
The Career Confidence Index, which measures
transitioning veteran confidence in finding a job
and in their skills, is stable and strong at 58. This
is the highest score in the indices three-and-a-half
year history. Since the indices inception in the fall
of 2011, the average score is 55.
VETERANS: CAREER CONFIDENCE INDEX
FALL 2013 - SPRING 2015
Source: Bureau of Labor Statistics, 2014 Average
*Numbers in thousands
58
58
FALL 2014
SPRING 2015
55
POST 9-11 VETERAN LABOR FORCE AND
UNEMPLOYMENTS RATES BY AGE - 2014
1,400
LABOR FORCE*
1,200
1,000
800
600
400
200
0
18 TO 24
25 TO 34
LABOR FORCE
35 TO 44
45 TO 54
55 TO 64
18
16
14
12
10
8
6
4
2
0
UNEMPLOYMENT RATE (%)
53
UNEMPLOYMENT RATE
Source: Bureau of Labor Statistics, 2014 Average
*Numbers in thousands
Military personnel transitioning to the civilian workforce,
as well as post 9-11 veterans already in the workforce
and searching for jobs, should be encouraged with
steadily improving labor conditions.
RISING VETERAN CONFIDENCE
IN APPLYING SKILLS TO
CIVILIAN CAREERS
Not only have hiring conditions improved, but surveyed
veterans, those who left the military in the past five
years or plan to leave in the next year, appear to have
strengthened confidence in their abilities and skills, as
reflected in the indices and survey responses.
FALL 2013
SPRING 2014
Career
Confidence
Indexis ismeasured
measuredon
onaascale
scale of
of 0-100. It measures
TheThe
Career
Confidence
Index
1) veteran1)confidence
to find a job
It measures
veteran confidence
toand
find2)
a veteran
job andlevel of skills acquired
during and after the military.
2) veteran level of skills acquired during and after the military.
Career Confidence Index by Segment
• As in all but one of the prior surveys, male
veterans (59) have a stronger Career Confidence
Index than female veterans (56), driven by a lack
of confidence for females in their skills and a
greater doubt of being able to find a job
• W
est (61) and Northeast (60) regions report
notably strong career confidence measures
due to heightened responses by veterans of
feeling prepared for their career transition
out of the military and of feeling their military
skills are relevant to civilian careers; South
(56) and Midwest (55) regions are on par
with prior scores
CAREER CONFIDENCE INDEX BY SEGMENT
SPRING 2015
61
60
60
59
WEST
REGION
NORTHEAST
REGION
MALE
VETERANS
SPRING 2015 = 58
56
56
FEMALE
VETERANS
SOUTH
REGION
55
MIDWEST
REGION
JULY 2015
7
The Career Confidence Index remains strong as veterans
feel confident that they could find a job if they really
need to find one. This positive attitude stems from
improved hiring conditions. Over half (51 percent) of
measured veterans are extremely and very confident
about finding a job, compared to an average 36
percent since the survey launch in the fall of 2011.
VETERANS CONFIDENCE: SUCCESS IN A CIVILIAN JOB
37%
31%
27%
5%
NOT
CONFIDENT
VETERANS CONFIDENCE: THOSE CONFIDENT
IN FINDING A CIVILIAN JOB
FALL 2013 - SPRING 2015
34%
36%
FALL 2013
SPRING 2014
FALL 2014
Education is a key determinant of veteran confidence.
Sixty-three percent of surveyed veterans with a master’s
degree or higher report they are extremely and very
confident about finding a job. In comparison, only 36
percent of those with no more than a high school degree
are confident about finding a position.
A STRENGTHENED
67%
EXTREMELY
CONFIDENT
• M
easured veterans have felt relatively stable over time
that the skills they obtained in the military are
relevant to civilian careers
SPRING 2015
Not only are most veterans confident in finding a
civilian job, surveyed veterans are also optimistic in the
success of their future employment. Nearly 70 percent
are extremely and very confident that they will perform
well in a non-military job. In contrast, female veterans,
as in past surveys, reveal a lack of confidence as only 61
percent feel extremely and very confident about their
success in a civilian job.
VERY
CONFIDENT
The increasing confidence of veterans is reflected in
statements about their transition to a civilian career.
Most responses show either a stable or increased
positive stance.
51%
47%
SOMEWHAT
CONFIDENT
• A
strengthened 67 percent feel prepared for their
transition out of the military, compared to an average
56 percent since the first survey in the fall of 2011
• A
lso showing improvement, the number of veterans
who think veterans should receive preferential
job opportunities due to their veteran status is
decreasing, indicating a stronger sense-of-self
• A
solid 56 percent feel corporate recruiters will respect
them for their time in the military, compared to an
average 48 percent over the past several years
FEEL PREPARED FOR THEIR
TRANSITION OUT OF THE MILITARY
COMPARED TO AN AVERAGE
56%
SINCE THE FIRST SURVEY IN THE FALL OF 2011
JULY 2015
8
WOMEN VETERANS HAVE A
POST 9-11 VETERAN POSITIVE
INCOME COMPARISON
A recent study by the Department of Veteran Affairs
reveals encouraging economic comparisons for the most
recent veterans. Post 9-11 veterans have consistently
had a higher income earned through wages and salaries
compared to their non-veteran counterparts. In 2013,
post 9-11 veterans earned $39,294, over 11 percent higher
than the average $35,264 earned by non-veterans with
similar demographics.
VETERAN VERSUS NON-VETERAN INCOME
VETERAN
$39,294
THAN THEIR NON-VETERAN
COUNTERPARTS.
NON-VETERAN
$41,310
$35,264
17 PERCENT
HIGHER MEDIAN INCOME IN 2014
$35,264
$44,332
$30,226
SOLID VETERAN JOB
SEEKER ACTIVITY
POST 9-11
FEMALES
MALES
All female veterans have a median income of
$35,264, which is 17 percent higher than their
non-veteran counterparts ($30,226). Male veterans,
on the other hand, have a lower median income
of $41,310 compared to their non-veteran
counterparts ($44,332).
SOURCE: DEPARTMENT OF VETERAN AFFAIRS,“2015 VETERAN
ECONOMIC OPPORTUNITY REPORT.”
VETERANS: PERCENT THAT AGREE WITH STATEMENT
ABOUT SKILLS/PREPARATION FOR CIVILIAN CAREER
SPRING 2015
AVERAGE SINCE FALL 2011
I feel that the skills
obtained while in the
military are relevant
to civilian careers
69%
72%
I am/was prepared
for my career transition
out of the military
67%
56%
I feel veterans or those
with prior military
experience should be
provided preferential
job opportunities
Corporate recruiters (will)
respect me for my time
in the military
65%
Benefitting from strong confidence levels and
economic conditions, veteran job search activity
has remained stable. The Job Search Activity
Index, which is a measure of veteran job search
activity and use of job search resources, is stable
at 74 on a 0-100 scale. The average score since the
survey launch in the fall of 2011 is also 74.
Job Search Activity Index by Segment
• Male and female veterans each have an average
index score of 76 over the course of the survey,
showing female job search activity (72) is
comparably low in spring 2015
• J ob search activity for the Northeast and
Midwest regions popped up in the spring
2015 report, causing indices to rise to 77 and
75, respectively
• T
he South region historically reported strong
job search activity, but its score fell to 73 in
spring 2015
JOB SEARCH ACTIVITY INDEX BY SEGMENT
SPRING 2015
72%
60
77
56%
75
48%
75
SPRING 2015 = 74
73
NORTHEAST
REGION
MIDWEST
MALE
REGION VETERANS
SOUTH
REGION
72
72
FEMALE
VETERANS
WEST
REGION
JULY 2015
9
Despite a drop in unemployed veterans - those
unemployed fell to 18 percent compared with an average
34 percent since the fall of 2011 - veteran use and the
rated usefulness of job search resources is expanding.
Personal networks, online job boards, online/social
networking, in-person job fairs, and government/
military transition programs are rated by at least
three-quarters of veterans as somewhat to very useful.
The ratings on these resources have each risen compared
to the average over the last several years. The top job
search sites veterans list as the most useful include
Monster, Indeed, CareerBuilder, LinkedIn, and USAJobs.
TECHVETS NETWORK
VETERANS: USEFUL JOB RESOURCES
In 2013, The Northern Virginia Technology Council
(NVTC), the largest technology council in the
nation, launched its Veterans Employment Initiative
to support veteran employment in the national
capital region’s technology community. Through
www.NoVaTechVets.org, veterans are provided free
access to tools and resources that match them with
internships, jobs, mentorships, and certifications,
while also providing support to NVTC member
companies in their efforts to hire, train, and retain
qualified veteran employees.
SPRING 2015
AVERAGE SINCE FALL 2011
78%
Online networking/
Social networks
In-person job fairs
65%
79%
63%
84%
75%
Online job boards
Government/military
transition programs
In 2014, two additional sites joined NoVaTechVets
creating the first ever network of veteran websites,
the TechVets Network. Supporting veteran
employment in the New England state is www.
NewEnglandTechVets.org - a collaboration of the
Massachusetts High Technology Council, the Red
Sox Foundation, Massachusetts General Hospital
Home Base Program, along with Monster and
Military.com. NewEnglandTechVets is designed to
connect veterans with technology employers and jobs
throughout New England while supporting efforts to
heal the “invisible wounds” of war as veterans re-enter
the civilian workforce.
86%
78%
Personal network
(family, friends, etc.)
60%
74%
In comparison, approximately half of employers
note that online job boards and personal networks
are the most effective recruiting channels to find
veterans, followed by veteran-focused in-person
job fairs. Over forty percent of veteran hirers do not
participate in any veteran-specific recruiting initiative,
while the remainder note their use of Hiring Our
Heroes, 100,000 Jobs Mission, Joining Forces, and
Yellow Ribbon/Hero2Hired.
THREE-QUARTERS OF
VETERANS RATE
ONLINE NETWORKING
AS USEFUL.
The national veteran resource of the TechVets
Network, www.USTechVets.org, was launched in 2014
as a collaborative effort of the Consumer Electronics
Association (CEA), NVTC, along with Monster and
Military.com. It is a free resource available to nine
national technology associations and thousands
of employers. The CEA is the technology trade
association representing the $203 billion U.S.
consumer electronics industry. More than 2,000
companies enjoy the benefits of CEA membership,
including legislative advocacy, market research,
technical training and education, industry promotion,
standards development, and the fostering of business
and strategic relationships.
JULY 2015
10
Veterans have reported a decrease in the top challenges
they face when job searching. “Finding a job that
matches what I want” has been listed as the greatest
obstacle in each of the past eight surveys. However, it
is a diminishing challenge as evidenced by the lower
spring 2015 response of 46 percent compared to the
survey average of 57 percent. This is an extremely
encouraging statistic and demonstrates that veterans
feel optimistic about finding the jobs they want.
VETERAN CONDITIONS
VARY BY LOCATION
VETERANS: JOB SEARCHING CHALLENGES
Finding a job that
matches what I want
(e.g., salary, location, etc.)
Having employers
understand my skills
and experience
57%
40%
48%
37%
Communicating military
skills and experience
into non-military settings
36%
Finding opportunities
I want to pursue
Each veteran has a unique experience as they transition
to a civilian life and workforce. A key factor in their
success is not only their personal network, but also
economic and employment conditions in the area where
they settle.
46%
Finding career
opportunities for
which I am qualified
46%
45%
34%
SPRING 2015
34%
AVERAGE
SINCE FALL 2011
When applying for a job, veterans believe it is critical
to consider companies that market themselves as
veteran friendly (90 percent). Fellow veteran employees
and a veteran-friendly website are also among the most
appreciated resources of a new employer.
VETERANS: IMPORTANT WHEN
CONSIDERING A NEW EMPLOYER
Accustomed to a mobile life, a full 80 percent of
measured veterans are willing to uproot and move for a
job if the right opportunity is presented. Most are willing
to relocate within their state (51 percent), 46 percent
would consider relocating anywhere in the United States,
and 45 percent would move within their local area.
Veteran employment conditions fluctuate by state. The
top 10 states with the largest veteran civilian labor forces
have veteran unemployment rates ranging from 3.1
percent (Ohio) to 7.6 percent (Georgia), and most have
veteran rates lower than non-veteran rates.
UNEMPLOYMENT RATES IN THE TOP 10 STATES WITH
LARGEST VETERAN LABOR FORCE - 2014
RANK STATE
The company markets itself
as veteran friendly
90%
There are veterans who work there
The company has a
veteran-friendly website
Some good news for veterans is that employer activity
is increasing. Forty-four percent of measured
employers, lower than in past surveys, do not have a
veteran retention initiative in place. Over one-third (34
percent) have veteran affinity or support groups, and
33 percent have a veteran-specific mentoring program.
Employers can take simple steps, as they would for any
other new employee, to provide veterans with a positive
work environment.
85%
84%
The company has veteran
affinity/support groups
81%
The company has a veteran
mentoring program
81%
The company belongs to a national
veteran initiative such as Yellow Ribbon,
Hiring Our Heroes, Joining Our Forces, etc.
81%
CIVILIAN
LABOR
FORCE*
VETERAN
UNEMPLOYMENT RATE
NON-VETERAN
UNEMPLOYMENT RATE
1
Ohio
395
3.1%
5.4%
2
Virginia
508
3.2%
5.2%
3
Texas
927
4.1%
4.9%
4
Pennsylvania
410
4.7%
5.6%
5
Florida
806
5.0%
6.3%
6
North Carolina
366
5.2%
5.9%
7
New York
392
5.8%
6.2%
8
Illinois
343
7.0%
6.8%
9
California
871
7.4%
7.3%
10
Georgia
405
7.6%
7.0%
TOTAL U.S.
10,744
5.3%
6.0%
Source: Bureau of Labor Statistics, 2014
*Number in thousands
JULY 2015
11
VETERANS: IMPORTANCE OF LOCATION
In 2014, USAA and Hiring Our Heroes commissioned a
study to determine the top 10 places for transitioning
servicemembers. Among the selection criteria
were the overall unemployment rate, job growth
trends, access to higher education, Certification/
License transfers, and health care resources. The
top 10 cities were all located within 5 states - Ohio,
Texas, Pennsylvania, Missouri, and Minnesota, which
indicates the growing economic opportunities and the
impact of veteran programs within these states.
TOP VETERAN UNEMPLOYMENT RATES (UR) BY STATES
LOWEST VETERAN UR
HIGHEST VETERAN UR
1
North Dakota 1.4%
Maryland 8.5%
2
Vermont 2.2%
New Jersey 7.9%
3
Idaho 2.3%
Georgia 7.6%
4
Louisiana 3.1%
District of Columbia 7.5%
5
Ohio 3.1%
California 7.4%
RANK
!!
Source: Bureau of Labor Statistics, 2014
DIFFERENCE BETWEEN VETERAN AND
NON-VETERAN UNEMPLOYMENT RATES
VETERAN UR LOWER THAN
THAN NON-VETERAN
VETERAN UR HIGHER
THAN THAN NON-VETERAN
Mississippi -3.9%
Maryland +3.1%
Louisiana -3.4%
Kansas +2.6%
South Carolina -2.9%
Colorado +1.4%
Ohio -2.3%
New Jersey +1.4%
When it comes to where they choose to live, a steep 86
percent of surveyed veterans say it is somewhat or very
important to live near a veteran hospital and a solid
three-quarters (75 percent) say having a military base
nearby is important. Female veterans feel much
stronger than male veterans about having these
facilities nearby.
86%
85%
95%
75%
VETERANS HOSPITAL
ALL VETERANS
75%
84%
MILITARY BASE
MALE VETERANS
FEMALE VETERANS
Those who feel very strongly about having either a
veteran hospital or military base near-by also have a
high-level of confidence in being able to find a job if they
need to find one as well as a higher likelihood of looking
for a job in the next year.
Veterans must weigh the pros and cons of economic
conditions, job opportunities, available veteran
resources, and veteran communities as they decide on
a home location.
VETERAN RELEVANT
AND EXPANDING SKILL SETS
Over time, employers have reported a rising positive
assessment of veteran work performance. In the spring
of 2015, 86 percent, compared to a 78 percent average
since the survey’s creation, said veteran skills are
relevant to a civilian career. Further, 74 percent said
veterans are prepared for a career transition out of the
military, compared to a 57 percent average.
Veterans bring a unique set of skills, especially
desirable soft skills, to the civilian workplace.
Top talents acquired in the military are touted equally
by males and females and include: self-discipline,
leadership, teamwork, attention to detail, calm under
stress, ability to communicate, decision making, respect,
confidence, and readiness to accept a challenge.
Employers, when asked why they rate veterans as they
do, also note many of these soft skills instead of dwelling
on specific hard skills veterans learned during their
military service.
Responding employers ranked the military professions
that they believe would most fit their company’s
needs. Four of the top six professions – Administrative,
IT, Operations, and Mechanics – are also listed as top
professions by surveyed veterans. The top veteran
military profession, Combat & Operations (17 percent),
is notably not on the top employer list, showing the
importance of job seeking veterans clearly emphasizing
how their military skills translate to civilian jobs.
JULY 2015
12
MILITARY PROFESSIONS: EMPLOYER NEEDS
VERSUS VETERAN PROFESSIONS
EMPLOYERS: WOULD MOST
FIT COMPANY NEEDS
VETERANS:
PROFESSION IN MILITARY
1
Administrative Support
& Personnel
Combat & Operations
2
Computers & Technology
Administrative Support
& Personnel
3
Operations, Intelligence
& Combat Support
Operations, Intelligence
& Combat Support
4
Maintenance & Construction
Law Enforcement
& Emergency
5
Logistics & Supply
Computers & Technology
6
Mechanics
Mechanics
RANK
Most veterans want to further their skills in the civilian
world. The skills surveyed veterans are most interested in
obtaining include:
1.
2.
3.
4.
5.
Business
Technology
Foreign language
Finance
Personal (time management,
stress management, etc.)
In April 2015, The American Legion convened
its second National Credentialing Summit in
Washington, D.C. More than 30 experts on licensing
and credentialing issues shared their insights and
experiences with about 200 key decision-makers
from businesses, associations, and agencies across
the country. Topics included the best credentialing
practices in health care and the transportation
industry; the credentialing of servicemembers,
veterans, and military spouses; and assessing the
quality and value of credentials.
The top five desired skills male and female veterans
list are the same, though in slightly different order.
Other top skills with notable gender differences include
medical skills (12 percent males versus 21 percent
females) and communication skills (12 percent males
versus 18 percent females).
How do veterans expect to garner these new skills?
Excluding the seven percent that do not intend to obtain
any more skills, nearly one-third (29 percent) plan to
leverage on-the-job training, 28 percent will enroll in
an education program for an advanced degree, and 25
percent will teach themselves.
VETERANS: INTENDED MEANS TO OBTAIN FUTURE SKILLS
On-the-job training
29%
Enroll in college or
program for advanced
college degree
28%
Teach myself
25%
Enroll in community
school classes
18%
The GI Bill, an educational assistance program for
veterans that provides money for tuition, books, and
housing, has benefited over a million veterans since 2009.
Of the surveyed veterans, 17 percent have not and do not
intend to use the GI Bill. Veterans leveraging the GI Bill
most often pursue associate degrees (35 percent) and
bachelor degrees (35 percent) compared to graduate
degrees (11 percent) and certificates (9 percent).2
VETERANS: USE OF GI BILL
Yes, I used the GI Bill
in the past
45%
Yes, I plan to use the
GI bill in the future
Yes, I am currently
using the GI Bill
No
28%
20%
17%
2. Department of Veteran Affairs’ “2015 Veteran Economic Opportunity Report.”
JULY 2015
13
ONGOING EMPLOYER SUPPORT
Employers, those who have hired a veteran in the past
year, have shown their consistent support to the veteran
community over the course of the Veterans Talent Index.
Nearly 100 percent say that veteran workers perform
their job functions about the same or much better than
non-veteran workers and nearly 100 percent would
recommend hiring veterans.
Employers who have a veteran hiring initiative in place
stand a better chance of attracting veteran talent to their
organization. While more employers are doing just that,
44 percent of those surveyed still do not have this type
of program in place. This is an opportunity for growth
because veterans responded that they seek out veteran
friendly employers. Instituting a veteran hiring initiative is
an effective way to attract quality veteran talent.
Veterans are capable of filling a wide range of employee
roles, though a majority of surveyed hirers have
veterans in full-time roles (87 percent). Over one-third
(35 percent) have veterans in part-time roles and less
than one-quarter have veterans in paid internship and
contract positions.
JOINING FORCES.
In 2011, First Lady Michelle Obama and Dr. Jill
Biden came together to launch Joining Forces,
a nationwide veteran employment initiative.
Joining Forces has served as a rallying cry to all
Americans to support service members, veterans,
and their families through wellness, education,
and employment opportunities. Joining Forces has
worked collaboratively with the public and private
sector to provide service members, veterans, and
their families the tools they need to succeed in the
transition to civilian life and beyond.
The Employer Hiring Index, which measures
employers’ level of hiring and motivation to hire
veterans as well as an assessment of their work, is a
stable 70 out of 100 points. The average score over
the past eight surveys is 71.
An increasing share of surveyed employers note that
their organization has special talent needs that a
veteran candidate would be more qualified to fill
compared to a non-veteran.
• In spring 2015, 43 percent of employer respondents
note they had special talent needs compared to a 37
percent average since the survey’s inception in the
fall of 2011
• N
eeds can vary by region, as the Midwest
(34 percent) has a lower demand for special skills,
while the West region has a higher level (49 percent)
• C
ompanies note specific military talents in
demand such as aviation, computer, or logistics
knowledge, as well as soft-skills such as
communication and discipline
Also increasing, employers have heightened positive
feedback of veteran work performance. Spring 2015
results compared to average response rates since April
2013 show that employers feel veterans have the same or
faster career advancement, the same or better retention
rate, and the same or lower job turnover compared to
non-veteran workers.
EMPLOYERS: RISING POSITIVE VETERAN FEEDBACK
Employers rank the following veteran rates as
"About the Same" or "Higher" than non-veteran rates
89%
80%
77%
CAREER
ADVANCEMENT
RATES
72%
JOB TURNOVER
RATES
SPRING 2015
66%
65%
RETENTION
RATES
AVERAGE SINCE APRIL 2013
JULY 2015
14
LOOKING AHEAD
Transitioning veterans enter the civilian workforce with a fresh perspective. They not only have been instilled with
a military culture of hard work, organization, and dedication, but veterans also take with them years of military
training, travel, and experiences. They have many assets to bring to their workplace.
In February 2015, as part of a “Call to Continued Service” campaign, the Joint Chiefs of Staff authored a letter
that will be given to each transitioning veteran to encourage them to share their assets and continue their service
by getting involved in their new jobs and communities. A section from the letter reads:3
“While the transition to civilian life brings new challenges, the American public stands ready to welcome you
home. As a veteran, your country still needs your experience, intellect, and character. Even out of uniform, you
still have a role in providing for the security and sustained health of our democracy. No matter what you choose
to do in your next chapter, you will continue to make a difference. The opportunity for leadership is yours…We
trust that you will accept this challenge and join ranks with the business leaders, volunteers, and public servants
in your communities.”4
While this campaign urges veterans to be involved and responsible as they move forward, there is an equal burden on
employers. Survey research shows that employer commitment is solid: 86 percent of companies support hiring
veterans, 79 percent note that veterans are a strategic initiative in recruiting veterans, and over 90 percent of
employers surveyed report employees respect and are proud of their fellow veteran employees. However, there is
always opportunity for improvement by challenging employers and employees to be open-minded and welcoming of
transitioning veterans.
3
Pellerin, Cheryl. “Joint Chiefs Urge Former Service Members to Serve Their Communities.” U.S. Department of Defense. 2/3/15. http://www.defense.gov/
news/newsarticle.aspx?id=128101
4
Parker, Steve. “A Letter to All Transitioning Service Members.” White House Joining Forces’ Blog. 2/19/15. https://www.whitehouse.gov/blog/2015/02/19/
letter-all-transitioning-service-members
U.S. Coast Guard photo by Petty Officer 3rd Class Ross Ruddell.1
NOVEMBER
JULY 2014
2014 15
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