#Nextchat: How to Go from Veteran-Friendly to Veteran-Ready 




Understanding the business case for--and the business of--hiring veterans

The role that HR plays in helping bridge the divide from the “we will” of the military to the “at will” reality of the workforce cannot be overstated. Building sustainable programs that leverage the many talents of today’s veterans requires an understanding of both the skill set and “culture set” of the roughly 250,000 service members who transition each year. Author, speaker and combat veteran Justin Constantine has spent much of his post-military career supporting veteran’s initiatives, none more important and impactful than veterans’ transition and employment. In a recent Q&A with #SHRM18 Blogger Tony Zamora, Justin describes how his SHRM-published book, From We Will to At Will, was written for, and informed by, HR. 

“When I recently wrote my book about hiring veterans, I included input from over 50 employers, nonprofit organizations and government agencies. Many HR professionals want to hire veterans but do not know much about our community, and my goal is to give you solid information that will help you feel more confident and comfortable.”

And, according to Justin, using that information is the best way for both employers and veterans to develop a better understanding of each other by “debunking long-established stereotypes that organizations have about veterans, and that veterans have about the civilian workforce.” 

That “cultural divide” has little to do with a lack of support for veterans and their families, as there’s never been a greater outpouring of support for veterans. The challenge, however, is that those patriotic overtures may lead to veteran hiring programs that Justin describes as rooted in goodwill rather than good business.   

“Often, companies hire veterans out of a sense of patriotism or social responsibility or for the public relations value of doing so. But veterans are not looking for pity or tokenism. A far more compelling reason is that hiring veterans can positively affect your bottom line and benefit your company in meaningful ways.”    

How does your organization establish a hiring program that recruits, onboards and integrates veterans in your workforce?  

Please join @SHRMnextchat at 3 p.m. ET on June 27 for #Nextchat with special guest Justin Constantine (@Constantine_Jus), veteran, inspirational speaker and newly SHRM-published author of “From We Will To At Will.” We'll chat about how your organization is finding, hiring and integrating veterans within your workforce.


Q1. What programs or policies has your organization successfully implemented for finding and recruiting veterans?

Q2. What are some of the keys to effectively screening veteran resumes and interviewing veteran candidates? 

Q3. What programs or policies has your organization successfully implemented for onboarding and integration of veteran hires?

Q4. What resources and organizations have you leveraged to support the engagement and retention of your veterans?     

Q5. Veterans make great leaders. How has hiring a veteran positively influenced your organization’s culture of leadership?

Q6. Most veterans who transition have spouses and children. How has your organization implemented hiring initiatives in support of veterans and their families? 

Q7. What challenges and barriers still exist to finding and hiring veterans, and how can we overcome them?


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