In 2010, the unemployment rate of post-2001 veterans was 11.5% overall, and 20.9% among vets age 18-24. The national unemployment rate by comparison was 9.1%.
Source: Bureau of Labor Statistics
Employer focus
Why hire vets?
In 2011, for the fourth year in a row, Sodexo was named one of the top military employers by GI Jobs magazine. “Recruiting veterans is part of our corporate strategy for building an inclusive workforce,” says Anthony Scarpino, the company’s senior director of Talent Acquisition. “Because the U.S. military is the most diverse in the world, targeting veterans for employment helps bring us closer to that goal,” he explains.
Achieving the objective is not a slam dunk, however. The military has its own vocabulary, one with which many HR professionals are unfamiliar. As a result, when reviewing a military resume, the recruiting manager may not understand if a candidate is qualified and be tempted to discard the application. To assist its recruiters, Sodexo has added online tools to its website, that convert military occupation codes to civilian job titles.
Internal and external outreach
Before worrying about training recruiters to be more attentive to the veteran population, candidates must first know about the job openings available. Creating awareness of opportunities among vets is part of Sodexo’s strategy which has resulted in 1,500 to 1,800 veteran hires, or one to one-and-a-half percent of its U.S. workforce. (The figures are estimates because documentation of military status is voluntary.)
The company’s focused tactical approach to outreach could be likened to a sortie. Sodexo profiles ex-military employees on its website and dedicates one of its employee network groups to vets. The network solicits referrals from employees who are veterans, are married to them or are connected to veterans’ organizations in some way. The network also helps smooth vets’ transition to Sodexo’s corporate culture after they’re hired.
Amazon, also recognized by GI Jobs magazine as a top military employer, has used many of the same outreach methods as Sodexo since launching its formal military recruiting program in 2010. “Our team of military recruiters attended more than 80 events in 2011 – from job fairs at U.S. military bases to events like RecruitMilitary and Military Stars Career Expo,” says Amazon spokesperson Michele Glisson. “We have a dedicated military recruiting team, made up of veterans from the armed forces, that attends military-specific events and networks directly with veterans.”
A formal recruitment campaign isn’t always necessary. For years, Integral Components LLC, a full service cable assembly manufacturer in Westminster, MD, has sent hundreds of care packages overseas to members of the Maryland National Guard. “We do a lot for the troops,” says Bill Keiser, president. “When they come home, many of them stop by to thank us. If we have a job opening, we give preference to veterans.”
Making muster
Military-friendly employers are also very clear about the types of jobs that are a good match for veterans’ skills. “Veterans bring leadership skills and problem-solving abilities that are especially well-suited to leadership roles in our fulfillment centers, where we pack and ship customer orders,” says Amazon’s Glisson.
Scarpino, who recruits exclusively for management at Sodexo, agrees that the leadership training received by U.S. military makes many of them good candidates for career positions in accounting, IT, facilities management and mechanical systems. Nuclear submarine engineers are especially in demand at Sodexo because of their technical skills.
Likewise, veterans with a background in logistical support or supply management are a good fit for a company that operates 6,000 facilities across the country, many of them for large hospitals, schools and government agencies. “We need employees who can coordinate, procure and distribute materials to arrive at client locations on time,” explains Scarpino. “The logistics of food services within a large institution like the military often give vets the experience we’re looking for.”
Will tax Incentives make a difference?
Last November Congress passed a law offering tax incentives to companies that hire unemployed veterans and those with service-connected disabilities. The Returning Heroes Tax Credit gives employers up to $2,400 for hiring veterans who have been unemployed for at least four weeks and up to $5,600 for veterans who have been out of a job for longer than six months. The Wounded Warrior Tax Credit doubles the existing tax credit for companies hiring long-term unemployed veterans with service-connected disabilities.
Whether the new tax credits will have an impact remains to be seen. “We feel strongly about hiring vets regardless of the incentives,” says Scarpino. “It’s the right thing to do and makes good business sense. Veterans make super employees.”
Keiser says his company will look into the tax incentives, but they are not the motivation for hiring vets. “It’s more about what they’ve done for us.”
Resources:
http://www.americasheroesatwork.gov provides a free toolkit for employers wanting to hire veterans
http://www.uschamber.com/veterans/events connects vets and military spouses with hiring fairs|
See www.irs.gov for information on the Search for Work Opportunity (Tax) Credit
This information is a general discussion of the relevant federal tax laws. It is not intended for, nor can it be used by any taxpayer for the purpose of avoiding federal tax penalties. This information is provided to support the promotion or marketing of ideas that may benefit a taxpayer. Taxpayers should seek the advice of their own tax and legal advisors regarding any tax and legal issues applicable to their specific circumstances.
