This Month Only! >> $20 off and a FREE SHRM tote with your membership and code TOTE2018!
Sign up for free email newsletters and get more SHRM content delivered to your inbox.
Is your employee handbook keeping up with the changing world of work? With SHRM's Employee Handbook Builder get peace of mind that your handbook is up-to-date.
Build competencies, establish credibility and advance your career—while earning PDCs—at SHRM Seminars in 12 cities across the U.S. this spring.
#SHRM18 will expand your perspective – on your organization, on your career, and on the way you approach HR. Join us in Chicago June 17-20, 2018
Members may download one copy of our sample forms and templates for your personal use within your organization. Please note that all such forms and policies should be reviewed by your legal counsel for compliance with applicable law, and should be modified to suit your organization’s culture, industry, and practices. Neither members nor non-members may reproduce such samples in any other way (e.g., to republish in a book or use for a commercial purpose) without SHRM’s permission. To request permission for specific items, click on the “reuse permissions” button on the page where you find the item.
Military veterans can add value to organizations, but it’s important to see beyond media hype and check your personal bias about that talent pool, said Peter A. Gudmundsson, CEO and president of Loveland, Ohio-based RecruitMilitary.
The military teaches character, discipline, resiliency and teamwork, and its members are highly skilled. But there are very real biases about hiring veterans, noted Gudmundsson, who served as an officer in the U.S. Marine Corps from 1985-88.
Gudmundsson led the session “The Veteran Hiring Opportunity: Getting Beyond the Hype and Realizing the Potential” at the Society for Human Resource Management (SHRM) Talent Management Conference & Exposition on April 20.
“The bias is real. No one wants to admit bias but everybody has biases—positive, negative, race, gender, foreign accents, regional accents. We all have biases; it’s how the human brain works,” he said. “What do you think when you hear ‘veteran’? What does your team think? Your organization? If you don’t address your bias, you’re not going to get the benefit of veteran hiring.”
Among the biases and misconceptions he addressed:
Also, HR should use internal resources, such as veterans currently employed by the organization, to help interpret how military skills and job experience translate to the job openings the organization is looking to fill.
Building Corporate Support
Gudmundsson advised employers interested in hiring veterans to have goals around recruiting that demographic just like any other.
He recommended that employers:
Kathy Gurchiek is the associate editor at HR News. Follow her @SHRMwriter.
You have successfully saved this page as a bookmark.
Please confirm that you want to proceed with deleting bookmark.
You have successfully removed bookmark.
Please log in as a SHRM member before saving bookmarks.
Please sign in as a SHRM member before saving bookmarks.
Please purchase a SHRM membership before saving bookmarks.
An error has occurred
Recommended for you
Choose from dozens of free webcasts on the most timely HR topics.
SHRM’s HR Vendor Directory contains over 10,000 companies