Analyzes 2014 Veterans Job Retention Survey data to help understand the relationship between transitioning service members, veteran job seekers, and the labor force; and provides recommendations for employers and job seekers that may improve retention and employment outcomes for this population.
"Today more than 11 million veterans, approximately half of all U.S. veterans, are active participants in the civilian labor force. Another one million service members will join the labor force as they transition to civilian life by 2020. Consider, too, that nearly one in every four of recent military separations were involuntary. Significant numbers of separating service members are unexpectedly facing the daunting task of navigating the transition from military service to the civilian world of work. For these individuals and their families, workforce preparation and vocational planning is critical to ensure family and financial stability in their transition.

Despite numerous transition-focused resources available to veterans, reliable and predictable pathways to civilian employment remain elusive. Translating military experience, obtaining educational and vocational credentials, identifying the right job opportunities, and overall job availability are among many challenges that veterans face in transition. As a result, post-service transition remains a key focus area for policy makers, employers, researchers, and veterans themselves—particularly on issues related to employment and career readiness.…

The goals of this paper are to further explore and highlight barriers and challenges that veterans face when obtaining and retaining employment, and to understand how employers and organizations can apply the concept of workforce readiness to best structure their veteran-centric employee hiring programs and ultimately improve veteran retention in the workplace” (p.3). Workforce readiness is defined “as an interaction between what the veteran brings to the workplace and the employer’s needs with respect to the employee’s experience, qualifications, time, and geography” (p.6).

For their analysis, the authors used “the 2014 Veterans Job Retention Survey, an [Institute for Veterans and Military Families] and VetAdvisor survey that explores why veterans leave their initial post-military jobs” (p.5). The survey sample included 1,484 respondents.

This is the third paper in a series of Workforce Readiness Briefs produced by the Institute for Veterans and Military Families to explore employment readiness in connection with transitioning service members and veterans.

(Abstractor: Author and Website Staff)