Veterans

Veterans at Work:

SHRM Foundation’s commitment to empowering HR professionals to attract, hire and retain veterans.

HR professionals report that veteran recruiting is a top three priority to help to meet their workforce needs.¹ Research shows that: 

65%

of veterans have some college education, or higher, making veterans more educated than their civilian peers.²

68%

of employers report that veterans perform “better than” or “much better than” their civilian peers.³

57%

of veterans stay at their jobs longer than the median tenure of 2.5 years (for subsequent roles after their first-post
separation job).4

The SHRM Foundation believes that veterans are valuable members of our workforce, and this initiative will help HR professionals attract, hire and retain members of the military community. 

Veterans Initiative Programs

Innovation Grants

Awards of up to $10,000 to SHRM chapters & state councils to drive local veteran
employment programs.

Veterans at Work Certificate

A free, multi-faceted program to teach best practices to attract, hire and retain veterans, and grants 10 PDCs upon completion.

Inclusion Captains

HR professionals teaching employers how to engage and integrate veterans into
their places of work.

Veterans Initiative Products

Developed for HR professionals, hiring managers and front-line supervisors to understand, design and activate strategies for engagement and integrating veterans into your workforce.

Dive into the five pillars of Prudential’s veteran hiring and retention strategies, and learn critical elements of success that you can apply
to your organization.

"You can make a difference for veterans."

In 2017, the SHRM Foundation awarded a scholarship to U.S. Army veteran Cecilia (Cici) Clark to attend her first SHRM Annual Conference & Exposition. During the SHRM Foundation’s annual luncheon, Cici, a talent acquisition manager, share about her experiences in the military, the person who helped her become a leader and how HR professionals can make a difference for veterans.

Thank You to Our Sponsors & Partners

IVMF

Partner

PsychArmor

Partner

Sources: 
(1): U.S. Chamber of Commerce Foundation, Hire Our Heroes. (2016). Veterans in the Workforce. American businesses rank veteran recruiting as a top three priority.
(2): Institute for Veterans and Military Families at Syracuse University. (2016). Work After Service: Developing Workforce Readiness and Veteran Talent for the Future. On average, veterans are more educated than their civilian peers, with as many as 30 percent having a high school education and 65 percent with some college education or higher.
(3): Center for a New American Security. (2016). Onward and Upward: Understanding Veteran Retention and Performance in the Workforce.
(4): Call of Duty Endowment and ZipRecruiter. (2017). Challenges on the Home Front: Underemployment Hits Veterans Hard. Veterans tend to leave their first job after military service slightly more rapidly than non-veterans leave their first job. According to ZipRecruiter resume data, the median first job tenure for all job seekers is two years. Based on this resume data, 44.9% of veterans stayed more than two years in their first job after service, while 46.1% of non-veterans remained in their first job more than two years. However, veterans tend to stay longer in their subsequent jobs than non-veterans. Across the ZipRecruiter platform, the median tenure of a job seeker in a job is approximately 2.5 years. 57% of veterans stayed longer, on average, than 2.5 years in their jobs, as compared to 42.5% of nonveteran job seekers.

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