Hiring Veterans: The Hidden Talent Pool That's Ready to Lead

By Hugo Malan, President at Kelly Science, Engineering, Technology, and Telecom

Each year, Kelly hires hundreds of thousands of people on behalf of our clients across every industry imaginable. That massive scale gives us a rare bird's-eye view of workforce patterns that most organizations never get to see. And what we have discovered is that there is an exceptional talent pool hiding in plain sight that too many companies are completely overlooking.

In 2024, there were 17.57 million veterans in the civilian population, plus over 200,000 veterans reenter the civilian workforce each year. That represents millions of workers who have been trained to handle complex situations, collaborate with high-performing teams, and deliver results when stakes are high. 

The Kelly Global Re:work Report underscores why this matters now more than ever: 92% of global executives are concerned about retirement-driven labor shortages as baby boomers exit the workforce. Veterans represent a ready solution to fill these critical gaps—if organizations know where to look.

Yet despite these advantages, many companies never consider veterans as a primary talent source. They are missing out on an entire population of highly skilled candidates, and the competitive advantage that comes with them.

Veterans bring benefits that transform organizations.

Many leaders assume hiring veterans is about supporting those who have served. Although that social benefit matters deeply, it barely scratches the surface of how veterans bring a richness of experience that immediately elevates team performance:

> High-stakes decision making. They have operated in environments where stakes are real, decisions matter, and there's no room for cutting corners.

> Performance under pressure. Take our telecommunications clients who constantly upgrade infrastructure and equipment in challenging environments. I see veteran technicians consistently excel in these roles because they maintain precise technical skills whether they are working on a cell tower on a windy hilltop at night or managing equipment thirty stories up on the side of a building.

> Mature leadership approach. Veterans possess wisdom that exceeds their years. They understand when to take initiative and when to execute instructions with meticulous precision.

> Adaptability that delivers. They have learned to find ways to make things work under difficult circumstances, which is exactly the kind of problem-solving today’s organizations need.

This isn't just intuition—it's backed by shifting market realities. The Kelly Global Re:work Report found that 65% of global executives say their organizations are moving from degree requirements to skills-based hiring. Veterans exemplify exactly why this shift matters: their value lies in proven capabilities, not traditional credentials.

How to recruit veterans without reinventing your hiring process.

1. Translate veteran skills for job descriptions.

The biggest obstacle to veteran hiring comes down to communication, not capability. Military skills use terminology that doesn't directly translate to civilian job descriptions, creating a barrier that works both ways.

A former drone operator might read a posting requiring "Cisco certifications" and assume they are unqualified, even though their military experience with similar systems is extensive. Meanwhile, hiring managers might overlook resumes filled with military acronyms they don't recognize, missing out on candidates with exactly the skills they need.

This translation challenge contributes to a broader problem the latest Re:work Report identified: 46% of business professional and industrial executives struggle to find talent with technical and operational skills, yet only 18% of business professional and industrial workers recognize this demand. Veterans possess many of these skills—they're just described differently.

The solution is simpler than most companies realize. Start by writing job descriptions that acknowledge military certifications alongside civilian requirements. Instead of listing only "Cisco certification required," try "Cisco certification or military equivalent preferred." This small change signals to veterans that you understand their experience while helping hiring managers recognize valuable skills they might otherwise miss.

It’s also important to train hiring managers to recognize and evaluate military experience effectively. Platforms like CareerOneStop translate specific military skill designations into civilian equivalents.

2. Partner with a staffing agency that hires veterans.

For smaller companies or organizations new to veteran hiring, developing internal expertise can feel daunting. This is where working with an experienced staffing partner becomes a strategic advantage.

Companies like Kelly have developed veteran recruiting capabilities over years of working with these populations. In 2024, Kelly hired 3,900 veterans for clients through our talent network. We understand the translation challenges, know how to evaluate military experience, and can help match veterans with appropriate opportunities. This approach lets you start accessing veteran talent immediately while you decide how to build internal capabilities later. 

3. Create veterans resource groups.

As you bring veterans into your organization, it’s crucial to establish veterans resource groups. These groups provide ongoing support and create recruiting pipelines while signaling to potential candidates that your organization understands and values veteran experience.

I have seen this firsthand through sponsoring Kelly's Veterans Resource Group. We focus on making Kelly a veteran-friendly organization by creating a welcoming environment where veterans can connect with others who share similar experiences. We bring in speakers, celebrate military service throughout the year, and provide resources for successful transitions. 

Supporting veterans through their transition also addresses trust—the third gap highlighted in our Re:work Report. When 64% of global workers say leadership recognizes their contributions but 42% remain unsure about their path forward, intentional support structures like VRGs demonstrate that your organization backs its commitments with action

4. Invest in a transition period.

Military and corporate environments have different cultures and expectations around decision-making and initiative. In the military, following orders precisely can be life-or-death, while in the corporate world, workers are expected to take more independent initiative.

This requires a transition period that typically takes a few months and is entirely manageable with the right approach. Train managers to understand what veterans are experiencing. Implement buddy systems where successful veteran employees mentor newcomers. Most importantly, check in proactively during those first months. 

Some companies may see this transition as a deterrent. I see it as an investment with exceptional returns. What you get is an employee who performs under pressure and brings loyalty and commitment that is rare in today's workforce.

Where I see veterans thriving most in today's economy.

The military is vast, and virtually every civilian skill has a military equivalent somewhere. But I have noticed certain areas where veteran hiring has been particularly successful.

Veterans excel in roles that combine technical expertise with challenging conditions. Former operational intelligence specialists and drone operators are among the highest earners after military service, especially in professional services where their military experience is valued.

The key is matching their proven ability to perform under pressure with positions that benefit from that trait. If your business involves managing complex operations, maintaining critical systems, or executing projects where precision matters, veterans should be on your radar.

Early adapters will gain a competitive edge.

The Kelly Global Re:work Report makes the urgency clear: organizations face simultaneous technology, talent, and trust gaps. Veterans help address all three. They bring technical skills to close the talent gap, adapt quickly to new technologies, and value the kind of clear leadership that builds trust. More companies are discovering this, but we're still in the early stages of veteran hiring becoming mainstream.

But this window won't stay open indefinitely. As more companies recognize the value veterans bring—the grace under fire, the distinctive technical skills, the ability to perform in environments others might find challenging—competition for this talent will intensify. Organizations that start building capabilities now will have significant advantages down the road.

Start small if you need to. Review one job posting with military equivalents in mind. Connect with a staffing partner experienced in veteran recruiting. Train one hiring manager on military skill translation. But start somewhere.

Because while many companies are still missing this opportunity, the forward-thinking ones are already building their veteran hiring capabilities and reaping the rewards.