Every day, Roth Staffing Companies is proud to partner with countless coworkers, Ambassadors, and customers who have served our country. Yet, their sacrifice—and the incomparable sacrifice of those who gave their lives to protect our freedom—bears special significance around Memorial Day, when we take a moment to honor the soldiers who have died in battle defending their homeland as well as those who have returned home.
Veterans who have survived their time of war and moved into the private sector have a lot to offer businesses and departments, including loyalty, strategic and critical thinking skills, indefatigable dedication, and a team-oriented mindset. But how can your organization connect with, attract, and recruit these talented former service members? Roth Staffing asked three of our very own veterans to weigh in.
Question: What is the best way to reach veterans? Are there particular recruitment methods that hiring managers should be employing?
Rob Landis, Roth Staffing Practice Manager and U.S. Air Force veteran: Immediately after I was discharged, I felt more comfortable attending job fairs and networking events than job searching online. I was used to interacting face-to-face with various types of people, so it just made the most sense to attend job fairs where I could hand my resume to an actual person, shake their hand, and speak with a hiring manager or recruiter then and there regarding my qualifications. Clients shouldn’t assume that veterans will feel comfortable navigating their job search solely online.
Rob Parker, Roth Staffing Regional Vice President and U.S. Marine Corps veteran: Yet, that shouldn’t prevent organizations or departments from featuring job postings online or in print publications. Nowadays, exiting service members receive a lot of career coaching involving how to build their professional social media profiles and how to network with fellow veterans online, so social media can be a powerful tool when attempting to reach a broad network of former service members.
Question: What would you say was most important to you in a workplace after your conclusion of service?
Corey Miller, Roth Staffing Regional Vice President and U.S. Army veteran: For me, it was finding an employer that had a defined Purpose, Mission, Vision, and Core Values, like Roth Staffing. I wanted my role as a coworker to mean something to the broader company and community, just like my role as a soldier contributed to a broader purpose—defending my country.
Rob Landis: An organization with a strong ethical foundation. Honesty, ethics, and integrity guided my time in the U.S. Air Force and I couldn’t imagine working at a private organization without that same type of environment.
Question: Could you share some best practices for interviewing a veteran?
Rob Parker: Oftentimes, it can be difficult for a former service member to explain their military responsibilities and articulate how their skill set can transfer to the business world. Having a veteran in the interview room, whether that person is the hiring manager or works in a completely different department, can put an interviewee at ease and help that former service member to explain their valuable qualifications.
Corey Miller: Don’t be afraid to ask a veteran about his or her experiences! Some hiring managers may feel wary of being nosy, but starting with general questions such as “Why did you choose that branch of the military?” or “What made you want to serve your country?” can lead to insightful discussion regarding that former service member’s motivations, career goals, personality, and strengths.