Is This What’s Holding You Back from Hiring Veterans?

Hiring veterans is often praised as both patriotic and the “right thing to do.” Yet, despite this support, veterans face higher unemployment rates than their civilian peers. Why? A major barrier may be difficulty translating military skills to civilian job requirements. According to a study by Dr. Margaret C. Harrell and Nancy Berglass, nearly 60% of hiring managers cite skill translation as the top challenge.

One hiring manager explained, “Companies really don’t know how military job skills translate. We’re trying to figure out how to explain military experience to hiring managers.” This “language barrier” can make it hard for employers to understand the value of military roles like infantryman or helicopter crew chief, which often involve significant responsibilities and transferable skills, such as equipment management, planning, and working under pressure.

Veterans bring experience in fast-paced, results-oriented environments. Melissa McMahon, senior director of talent acquisition at CDW, notes that veterans are well-prepared for high-stress, dynamic situations. Yet even with clear benefits, there’s often a disconnect between veteran qualifications and corporate job descriptions. Some companies, like Prudential Financial, have successfully integrated veterans into their workforce at all levels but have encountered challenges in helping candidates communicate their skills in corporate terms.

Prudential addresses this by partnering with organizations that help veterans “translate” their experience. Programs like the U.S. Chamber of Commerce’s Hiring Our Heroes assist veterans in presenting their skills in ways hiring managers can understand.

In addition to finding skilled candidates, businesses that hire veterans may benefit from government incentives. The Returning Heroes Tax Credit offers up to $5,600 for each unemployed veteran hired, and the Wounded Warrior Tax Credit provides up to $9,600 for hiring veterans with service-connected disabilities. Additionally, through the Workforce Investment Act, employers may be eligible for training reimbursements, helping veterans transition smoothly into civilian roles.

Bridging the gap between military and civilian job skills can bring immense value to both veterans and employers. By investing in programs to translate and communicate military experience, companies can unlock the leadership, adaptability, and resilience veterans bring to