Service to Sector: Developing Veteran Hiring Pipelines for Government Contractors

Creating robust veteran hiring pipelines is key in maintaining a strong government contracting community and enhancing national security interests. The process of transitioning military personnel into civilian roles within government contracting is a mutually beneficial endeavor. As we venture into the specifics of building this pipeline, it’s clear that a structured approach not only optimizes the recruitment process but also plays a pivotal role in retaining the invaluable expertise of veterans within the cleared community. Here are some impactful initiatives GovCon’s of all sizes can implement.

 1. DOD SkillBridge Program: The Department of Defense (DOD) SkillBridge Program is a remarkable initiative designed to facilitate the smooth transition of service members from military to civilian careers. Here’s a glimpse of how it operates:

• Program Structure: SkillBridge allows military members, during their last 180 days of service, to gain practical work experience through internships, fellowships, or apprenticeships with private sector employers. This is a win-win scenario, as service members obtain valuable civilian work experience, while employers gain access to a highly skilled and security cleared talent pool.

• Financial Benefits: For government contractors, this program is a fiscal boon. The DOD continues to cover the salaries of service members during their participation in SkillBridge, nearly eliminating the financial commitment from participating companies.

• Retention within the Cleared Community: SkillBridge is an excellent conduit for keeping transitioning military members in the cleared community. This is vital as it ensures the retention of individuals with a deep understanding of government protocols and a focus on national security, which is invaluable to government contractors and the national security mission.

• Broad Participation: Many commercial entities and large prime contractors have already incorporated SkillBridge into their recruitment strategy, reaping the benefits it offers. However, there’s a still a gap in small to mid to small-size companies utilizing this resource.

The SkillBridge Program is a cornerstone in building a viable veteran hiring pipeline, providing a financially shrewd and mutually beneficial platform for both GovCon’s and transitioning military personnel.

2. Local Alliances and Collaborative Ventures: A strategic approach to building a robust veteran hiring pipeline involves nurturing relationships both with local military base transition offices and veteran-centric organizations. Here’s how these alliances can be mutually rewarding:

• Transition Assistance Programs (TAP): Local Transition Assistance Programs are pivotal points of contact for government contractors. They serve as bridges between the military and civilian work realms, aiding service members in navigating their post-military career paths. Government contractors can partner with these offices to create a streamlined recruitment process, matching veterans with roles that align with their skill sets and security clearances.

• University Offices of Military Service: Many universities have dedicated military transition services that assist veterans in transitioning to civilian careers. By forming partnerships with these university-based services, government contractors can tap into a well of qualified, security-cleared candidates.

• Veteran-centric Organizations: There are several reputable organizations focused on aiding transitioning veterans. Among them are:

  • Hiring Our Heroes: An initiative of the U.S. Chamber of Commerce Foundation, which provides comprehensive resources and support to veterans, transitioning service members, and military spouses.

  • Wounded Warrior Project: Known for its support to injured veterans, it also provides career counseling and job placement assistance.

  • American Corporate Partners (ACP): ACP offers mentorship and career counseling to veterans, aiding in their transition to the civilian workforce.

  • Student Veterans of America (SVA): Based on college campuses, SVA provides veterans with resources and support to succeed in higher education and subsequent employment.

Collaborating with these entities not only facilitates a steady stream of qualified candidates but also shows a government contractor’s commitment to supporting the veteran community. Through these partnerships, GovCon’s can significantly improve their recruitment processes, ensuring a constant flow of skilled, security-cleared personnel joining their ranks.

3. Engaging in Online Communities: There is a variety of digital platforms where transitioning veterans congregate, share experiences, and seek job opportunities. Government contractors can harness these online communities to source potential candidates. Here are a couple of examples of the groups out there:

• Facebook Groups:

  • Combat Systems Jobs: A group dedicated to sharing job opportunities and resources with veterans with experience with NAVY Combat weapons systems and associated skills.

  • Hire Veterans: A space for veterans to find job postings and for employers to source veteran talent.

• LinkedIn Groups:

  • Veteran Recruiting: A community for veterans to network and find job opportunities with commercial companies and government contractors.

  • Veteran Job Opportunities: This group allows companies to market their jobs solely to veteran personnel.

• Tactics for Sourcing Veterans:

  • Job Postings: Regularly post job openings in these groups, emphasizing roles that align with military skills and experience.

  • Transition Tips: Share articles or resources that help veterans transition to civilian careers. This not only provides value but also positions your company as a supportive employer.

  • Direct Sourcing: Cross-reference profiles from social media sites with LinkedIn or job boards to identify potential candidates. Engage with them directly, expressing your company’s interest in hiring veterans and explaining the roles you have available.

  • Networking: Actively engage in conversations, answer questions, and provide insights within these groups to build relationships with potential candidates.

By having a proactive presence in these online communities, GovCon’s can significantly enhance their veteran sourcing efforts, ensuring a more effective and targeted recruitment process.

4. Decoding Military Occupations: Gaining a comprehensive understanding of Military Occupation Specialties (MOS) is imperative for companies aiming to align veterans with suitable positions within their organizations. Here’s how to navigate this aspect:

• MOS Translation Tools: There are online platforms dedicated to translating military titles and skills into civilian terms. A notable one is O*NET OnLine’s Military Crosswalk Search. This tool allows recruiters to input a specific MOS code and retrieve the corresponding civilian occupations. This translation facilitates a more accurate matching of veterans to roles that align with their military expertise.

In conclusion, the essence of building a veteran hiring pipeline lies in making meaningful collaborations, engaging in targeted recruitment strategies, and honing an understanding of military roles. This roadmap not only enriches the organizational workforce but also contributes to the broader mission of supporting better transitions for our veterans.

To discuss how building a robust veteran hiring pipeline can impact your business, or any other recruitment challenges you are facing, send us an email or set up a call.

📚 Continuing Education

A list of programs providing free and low cost certification training and education for transitioning service members.

STEM Solutions is proud to present this issue of the SF-86. STEM Solutions specializes in the recruitment of cleared professionals. The federal talent market is as competitive as it gets, and we’ll help you win by getting the best talent, faster. Schedule a time to speak with us today. **