Step 1Employer Readiness

Employers need to ask themselves two key questions: Why do we want to hire veterans? Why would veterans want to work here? The answers to these questions will help employers plan their activities before actively recruiting veterans.

  • Best practices forAll employees
    • Champion and provide advocacy and outward support for workforce readiness alignment and balance of your workforce in all employment programs
    • Meet with leaders/hiring managers and walk them through the importance of readiness workforce alignment and how it serves as the foundation to the workforce and employment initiatives like the veteran employment program
    • Develop close working relationships with talent placement agencies
  • Best practices for Veterans
    • Ensure leadership, at all levels, understands the business case for hiring veterans and how it supports employer readiness.
    • Be willing to support, champion and provide advocacy for the veteran employment program.
    • Ensure company website appeals to veteran talent.
    • Find an executive-level sponsor to advocate for veteran employment.
    • Publicly pledge your support to veteran employment.
  • Questions to ask
    • Do we have a close working relationship with talent placement agencies?
    • Is there advocacy for a veteran employment program?
    • Do our leaders and hiring managers understand the importance of workforce readiness alignment?
    • Did our website attract veteran talent?
    • Do we have a dedicated point of contact for federal, state and non-profit military organizations that can recruit veteran candidates?
    • Do position responsibilities have a clear purpose and align with our organization’s goals?

Business Case Study:Coca-Cola

Since 2014, Coca-Cola has joined forces with American Corporate Partners (ACP) to provide more than 280 career mentorships to veterans transitioning into the private sector.

Paired based on mutual occupational interests, Coca-Cola offers veterans outside of the company professional development advice as well as networking and resume building tools. Army Veteran Lillian Norton, who has worked at Coca-Cola since 2013, now serves as one of the company’s ACP mentors. The senior commercialization manager is thrilled to support her fellow veterans, recalling her own challenging transition finding a civilian career path after graduate school.

Workforce Alignment

Recognized military-friendly organization

Demonstrated appreciation for service to the nation

Reference: A Corporate Transition: Coca-Cola Associates Mentor Military Vets, May 24, 2018