Uses interview data to describe the successful practices and lessons learned from the first three years of operation of a veteran employment coalition.

This report captures “the lessons and experiences from the 100,000 Jobs Mission to identify further improvements to veteran employment opportunities” (p.v). The 100,000 Jobs Mission is a coalition founded in 2011 to “promote veteran employment, with a goal of hiring 100,000 veterans by 2020…. As of September 2014, the member companies had hired more than 190,000 veterans, and the coalition now expects to hire 200,000 veterans by the end of 2014. These companies represent nearly every U.S. industry and vary in size, in their experiences hiring veterans, and in their tenure with the coalition” (p.v).

“Qualitative interviews, conducted individually with representatives from a sample of coalition companies, indicate that member companies receive great value from hiring veterans, and many of the interviewees provided specific reasons for veterans being good for business. Veterans are most recognized for their leadership skills and teamwork; for their flexibility and ability to work in a fast-paced, changing environment without undue stress; for their dependability, integrity, and loyalty; and for their experience working in a culturally diverse or global environment.

Even so, the transition from uniformed service member to veteran employee involves challenges for individuals and for employers. Perhaps the most significant challenge is the ability of both veterans and employers to match military skills to civilian job requirements. Companies committed to hiring veterans need managers that can recognize talented veterans with relevant skills. In some cases, companies encounter a mismatch between their education and experience requirements and the education and skills of veteran applicants. Some companies also struggle to make themselves known to veteran job candidates. And the veterans themselves need a better understanding of the civilian job market and those positions for which they are qualified” (p.v).

(Abstractor: Author and Website Staff)

Major Findings & Recommendations

The authors cater their recommendations for different audiences, all with the intention of addressing “the identified challenges and promot[ing] effective veteran employment practices” ( Recommendations for Companies: • “Continue to educate managers on the value of veteran employees” ( • “Allocate recruitment resources more strategically” ( • “Consider participating in federal resources, such as the Veterans Employment Center and SkillBridge” ( • “Expand veteran employment efforts beyond recruitment” ( • “Establish and track relevant recruitment, performance, and retention metrics” (p.vii). Recommendations for the Departments of Defense, Labor, and Veterans Affairs: • “DoD [Department of Defense] should continue to facilitate on-base access for private-sector recruiting events” (p.vii). • “DoD should encourage transitioning service members to register early in the Veterans Employment Center” (p.vii). • “DoD should consider expanding training and internship programs, such as SkillBridge” (p.vii). • “DoD, the Department of Labor, and the Department of Veterans Affairs should continue to improve and evaluate the Transition Assistance Program (TAP)” (p.vii). Recommendations for the 100,000 Jobs Mission: • “Institute an advisory board of coalition members” (p.vii). • “Consider industry-based coalition subgroups” (p.viii). • “Provide a formal orientation and guidance session for new members” (p.viii). • “Consider providing veteran employment information and resources to nonmember companies” (p.viii). (Abstractor: Author and Website Staff)