Are You a Job-Seeking Veteran? What to Know
With the veteran unemployment rate at a record low, many who have served in the military are now in the driver’s seat when it comes to civilian job hunting. This is in part because employers understand that veterans bring a wealth of translatable skills and experience to the workforce, including leadership, teamwork and attention to detail.
“For veterans, the right employer is one who values the leadership, discipline and service record of military members and veterans,” says Jerry Quinn, Wells Fargo Military Affairs Program manager. “They seek an employer that goes above and beyond to empower them to succeed in and out of the workplace.”
Wells Fargo, which established its Military Affairs Program in 2012, is an example of an employer committed to hiring and retaining veteran team members. A variety of job options, confidential resources, educational information and career guidance tools are available to those who served. In fact, eligible team members called to active duty receive military leave benefits and other programming designed to mitigate the burden on their families.
Are you a job-seeking veteran? Before accepting an offer, find out whether your potential employer values veterans’ contributions to the workplace.
“Start by asking the hiring manager or human resources contact what benefits and programming are offered,” suggests Quinn. “You’ll quickly get a feel for the company culture.”
To help get the conversation started, Quinn suggests the following topics of discussion:
• Growth opportunities. Is this position one on track for promotions and raises? Does this company offer resources and support to employees looking to grow? Discover what your future at this company could look like.
• Development programs. From apprenticeships and internships to transition services and leadership programming, ask about opportunities that will offer a chance to make new contacts, find a mentor, develop professional skills and learn how to translate existing skills to a new position.
• Employee resource groups (ERGs). ERGs can provide resources, opportunities and camaraderie to employees. Find out if the company has a similar group for veterans.
• Diversity. Is this a company that values diversity, particularly when it comes to veteran status and disabilities? Will the employer accept your veteran status and value it as an asset?
• Benefits. Beyond military leave, are benefits available that provide supplemental pay and continued healthcare when individuals are called to active duty? Research whether the company offers additional fringe benefits to ease the burden of being away on active duty. For example, some employers provide lawn mowing and snow removal to those away from home on military orders.
More information about career transition services and the type of workplace benefits offered to veterans are available at wellsfargojobs.com/military.
Remember, military skills and experience is an asset to employers. Hold out for a position that will value what you bring to the table through tangible workplace benefits and programming.