Special offer 

Jumpstart your hiring with a $100 CAD credit to sponsor your first job.*

Sponsored Jobs deliver 75% more applicants on average than non-sponsored jobs.**
  • Attract the talent you’re looking for
  • Increase your visibility in job search results
  • Appear to more candidates longer

Hiring Veterans

Canadian military veterans often have strong leadership skills, loyalty, and the ability to work within a team, which makes them excellent job candidates. However, despite their experience and skill set, it may take time for veterans to find the right job after transitioning out of the military. What many employers don’t know is veterans are one of the most underutilized talent pools available. In this article, we explore some key benefits of hiring veterans, share the best strategies for recruiting them, and include helpful resources you can use to hire veterans in your organization.

Post a Job

Benefits of hiring veterans

While a veteran’s strengths and capabilities may vary from one individual to the next, their strict military training can help them hone many skills that are commonly used in the workplace. Some of these skills include:

  • Clear and concise communication
  • Strategic planning and analytical skills
  • Leadership and management
  • Determination and self-discipline
  • First aid and CPR training
  • Organization and time management
  • Ability to work well under pressure
  • Resourcefulness
  • Strong decision-making skills
  • Teamwork and collaboration

These skills and capabilities can be an asset to any organization.

How do I find a veteran to hire?

Here are some steps you can take to hire veterans at your organization:

1. Write a veteran-friendly job description

The first step to hiring veterans in your organization is making sure your job descriptions state that your company is open to hiring them. Also, be sure to list the expected skills required for the role, duties performed on the job, and expected education or training requirements. You can also note that you plan to consider transferable skills when reviewing veteran resumes and applications to encourage them to apply.

Try to use inclusive and relatable language when crafting your job descriptions. You can seek advice from another veteran or use a search engine to research specific terminology that veterans may look for when searching for job opportunities.

2. Include a veteran in your hiring process

If you have another veteran working for your organization, ask if they would like to be involved in the hiring process. Then, connect them with your human resources (HR) department to help review resumes and applications. Having a veteran assist HR can make it easier to translate each candidate’s military experience and skills. This can help you determine whether they are a good fit for a particular role.

You may also ask a current employee who is a veteran to sit in on interviews with veteran applicants to improve your hiring process. This can make veteran candidates feel more comfortable and provide HR with a new perspective.

3. Reference available resources

The Canadian Government provides employers with tool kits and online resources to promote more opportunities for veterans in the civilian workforce. To access these resources, visit the Canadian Job Bank website. The Military Occupational Structure Identification Code (MOSID)/National Occupation Code (NOC) Equivalency Tool is also an excellent resource. This transition service tool helps veterans identify what jobs or careers align with their skills, experience, and qualifications.

Often abbreviated as MNET, you may use this resource as an employer to identify which of your job openings may appeal to veteran candidates the most. Then you can upload these job openings to the Employment and Social Development Canada (ESDC) list of civilian occupations to increase veteran applicants.

4. Utilize government support

The Canadian Veterans Vocational Rehabilitation Services (CVVRS) works with employers on behalf of Veterans Affairs Canada to ensure hired veterans receive comprehensive support. CVVRS can also help you set up a training schedule and provide disability support if required. This organization maintains contact with working veterans and their employers throughout the onboarding phase to make sure the employment arrangement is mutually beneficial. They also check in to ensure the veteran is transitioning well and is a valuable asset to your team.

Misconceptions about hiring veterans

There are many misconceptions about hiring veterans that employers should be aware of. Here are a few of the most common ones and details about why they are untrue:

Myth 1: A veteran will have difficulty transitioning from the military to my workforce.

You may be wondering how a veteran candidate will adjust to civilian life. The truth is that most veterans make the transition without any significant difficulties. The Government of Canada also provides a number of resources to help both veterans and employers make this transition easier.

Myth 2: There aren’t many veterans entering the workforce every year.

There are a significant number of veterans who transition out of the military and seek employment in the civilian workforce every year. The vast majority of veterans who leave the military after their service is complete are well below the age of retirement. Many of these veterans are eager to jump back into work.

Myth 3: Veterans won’t have the skills needed to perform the job I’m hiring for.

Canadian veterans have a wide and versatile skill set that can be applied to nearly any job role. The military also provides college and university-level education programs to veterans so they can explore different career fields. This provides many veterans with specialized training in addition to a strong work ethic, the ability to work well on a team, and excellent problem-solving skills.

Myth 4: Veterans lack the ability to change or adapt.

What you may quickly realize upon hiring a veteran is that they possess the ability to adapt to any environment. While serving in the military, veterans need to exercise fast decision-making skills and be flexible to accommodate change, such as relocating to a different base or country during their service. Veterans also receive training to help them stay calm under pressure and critically think through challenging situations.

FAQ about hiring veterans

Here are some answers to frequently asked questions about hiring veterans:

Do companies get incentives for hiring veterans?

Yes, companies may be eligible for tax credits for hiring veterans if they meet certain criteria. There are tax breaks available for employers who hire veterans that meet qualified long-term unemployment standards and short-term unemployment standards. The Canadian Government also provides a Wounded Warrior tax credit to employers who hire veterans with a disability connected to their service within a year of being discharged from the military.

Who is qualified as a veteran in Canada?

According to the Canadian Government, a veteran refers to any individual who is currently serving or who has honourably served the following areas:

  • In the Canadian Armed Forces
  • With the Royal Canadian Mounted Police, as a Regular Member
  • In the Commonwealth or its wartime allies
  • In a Special Duty Area, as a Peace Officer
  • On a Special Duty Operation, as a Peace Officer
  • In the Merchant Navy or Ferry Command during wartime

Do I need to make special arrangements in my workplace if I hire a veteran who has a disability?

It depends on the specific situation and the type of job duties the veteran is responsible for. The CVVRS works with employers to assess whether special arrangements need to be made by adjusting the work environment or modifying equipment. The CVVRS provides this service along with many other resources at no cost to employers.

Post a Job

Ready to get started?

Post a Job

*Indeed provides this information as a courtesy to users of this site. Please note that we are not your recruiting or legal advisor, we are not responsible for the content of your job descriptions, and none of the information provided herein guarantees performance.