6 Tips for Hiring Veterans and Running a SkillBridge Program

Hiring Veterans can be a valuable addition to any workforce, as they bring a range of skills and experience. Each year, nearly 200,000 people leave the military, but only one in four U.S. Veterans have a job lined up after leaving the armed forces, according to Pew Research. Many Veterans face challenges finding work right away, often because it’s difficult to translate military experience into civilian roles or they lack a college degree. Employers can help by understanding these obstacles and finding ways to bridge the gap when hiring Veterans.

Recently, we talked to a Veteran and SkillBridge program manager who shared insights on improving Veteran hiring and managing a SkillBridge program effectively. SkillBridge is a Department of Defense initiative allowing service members in their last 180 days of military service to intern, apprentice, or train with civilian organizations, at no cost to the employer. Participants gain civilian work experience while receiving military pay and benefits. The SkillBridge program creates a pathway to long-term employment and helps organizations identify potential new hires.

A Veteran’s Advice to Effectively Hire Veterans and Run a SkillBridge Program

1. Keep an Open Mind and Be Curious

Veterans often have unique skills that may not be obvious in resumes. Stay open-minded when interviewing Veterans, even if their experience doesn’t seem to match a role directly. Probing questions during the interview can help recruiters better understand how a Veteran’s hard and soft skills can be applied to the role. Remain open-minded and consider the invaluable skills and experiences Veterans can contribute to the civilian workforce. This is often a top factor in effectively hiring Veterans.

2. Involve Veterans in the Hiring Process

Having a Veteran on the interview panel can make a big difference. They can understand the candidate’s background and help them feel more comfortable. Another Veteran can also better explain the candidate’s value to other team members and help the candidate understand what to expect in the civilian workplace.

3. Have a SkillBridge Program Champion

An internal sponsor can help you get leadership support, especially if any issues arise. While not necessary, this senior leader might be a Veteran, military spouse, or someone with a military connection who understands the value of supporting Veterans and can advocate for the program.

4. Prepare for Paperwork and Changes

Since SkillBridge is a government program, there is a lot of paperwork involved. Having someone who understands military or government processes can make this easier. Also, be prepared for unexpected changes along the way—patience is important.

5. Stay Organized and Assign Roles

SkillBridge and other Department of Defense programs require data tracking and reporting. Staying organized and setting clear roles within the team will help the process go smoothly.

6. Get Support from Your Veteran Employee Resource Group

If your company has a Veteran Employee Resource Group (ERG), they can be a great resource when hiring Veterans. ERG members can help with onboarding, mentoring new Veteran hires, and educating other employees on working effectively with Veterans.

Important Steps to Hiring Veterans

By following these tips, your company can improve its Veteran hiring practices and run a successful SkillBridge program, benefiting both Veterans and your organization. A win-win!