{
  "id": 19515531,
  "title": "Your next great hire might have a military résumé",
  "url": "https://urgent.news/2026/11/11/your-next-great-hire-might-have-a-military-resume",
  "topic": "business",
  "section": "Business",
  "published": "2026-11-11T15:24:00.000Z",
  "source": {
    "name": "Fast Company",
    "slug": "fast-company",
    "url": "https://www.fastcompany.com/91639759/your-next-great-hire-might-have-a-military-resume-leadership-hiring-veterans-employment"
  },
  "original_language": "en",
  "account": "Companies are often overlooking the potential of military veterans when it comes to hiring. A recent survey found that 57% of veterans feel underemployed, believing their jobs do not fully represent their military responsibilities. However, employers can tap into this overlooked talent pool with a few simple changes.\n\nFirst, recruiters should focus on understanding the experience behind military job titles. For instance, a Navy pilot with a background in operating complex equipment and leading maintenance crews could excel in a role as a service area manager at a medical imaging company. By delving into the specifics of a veteran's military work, employers may discover a strong match for their open positions.\n\nSecond, prioritize skills and learning agility over strict traditional credentials. Military veterans often possess highly transferable skills, such as operating critical equipment, supervising teams, and making quick decisions. Rather than focusing on rigid job descriptions, recruiters should encourage candidates to showcase their unique abilities and adaptability.\n\nThird, organizations must be prepared to support veteran talent once hired. Research has shown that skills-based hiring reforms have led to increased opportunities for workers without bachelor’s degrees. It is essential for hiring teams to be coached on evaluating veteran candidates, with the support of consultants specializing in military recruiting if needed.\n\nLastly, building relationships with potential candidates is crucial. Rather than waiting for job openings, recruiters should engage with transitioning service members well before their separation dates. This proactive approach allows both parties ample time to plan for relocation and ensures a smoother transition into a new role. In specialized fields like energy or data centers, early outreach can be particularly beneficial in attracting candidates willing to relocate.",
  "summary": "How many military veterans has your company hired in the past five years? And how many of those hires came from actively recruiting veterans rather than simply waiting for them to apply? I’ve spent more than 30 years helping companies find talent, and I know how easy it is to rule out good candidates when their backgrounds don’t exactly match what a hiring manager expects. Military veterans are a…",
  "key_points": [],
  "editors_take": null,
  "illustration": null,
  "coverage": {
    "outlets": 1,
    "also_reported_by": []
  },
  "ai_generated": true,
  "disclaimer": "Summaries, key points and the editor’s take are written by software from other outlets’ reporting and may contain errors — always check the linked original."
}