Why companies are saying, “Not so fast on hiring a vet!”
When the Twin Towers in New York came crashing to the ground on 9/11, very few Americans disagreed with sending troops to search out, find and kill those responsible for this cowardly act. 10 years later, the country is less excited about giving our heroes jobs after service. This is appalling and disgraceful to those who have served this country honorably.
According to the online news site Policymic, veterans between the ages of 18-24 double the rate of unemployment than those of non-veterans in late 2011.
Policymic sites two core problems why companies are reluctant to hire veterans: ignorance and arrogance.
Ignorance of the whole military structure, commitment and honor values that are core principles to military life. Because of this uncertainty of military service and how it translates into the civilian sector workforce, many companies just avoid the process.
There is a greater need for the government to create transitional comparisons from military skills to civilian life for the general public side. There are already programs in place for the service member who is about to discharge from service connect them to equivalent civilian job. The same needs to be done for employers.
The second reason for resistance to hire is arrogance on the part of civilian employers. This includes “overbearing self-importance” and health concerns of the veterans in a PTSD era.
With the veteran’s unemployment rates still higher than the general public, President Obama seeks to give relief by signing the VOW To Hire a Heroes Act of 2011.
Hire a Heroes Act will give companies that hire a veteran a tax credit and put a hero back to work. This is the least that we could do to support the men and women who risk their lives for our freedom and safety.
Everyone fears the unknown. For veterans and their families this is the belief that if they serve their country and defend from enemies foreign and domestic, that this country will take care of them upon discharge. This is not always the case.
Information about the unemployment rate of veterans is alarming. However, when it comes to younger servicemen and servicewomen, the results are frightening.
Army Times reports that National Guard and reserve members are also facing discrimination from employers. “If a veteran remains active in the National Guard or reserve, they are having a difficult time finding meaningful employment due to the constant call-up schedules.” Said Ted Daywalt of VetJobs.com
If employers would look at the hiring of a reserve or veteran as an asset instead of a liability, discrimination and mistreatment will be reduced.
There are many reasons that employers should hire a vet and not just for tax benefits. According to Careerbuilders.com, companies that hired veterans cited traits that they bring are “unique skills sets to the workforce,” and also have problem-solving skills, they possess respect and integrity, and discipline to the approach of work.
With the goal to get vets back to work, Monster.com created a campaign to help employers find and hire capable veterans and for veterans to find the right employer that matches their skills.
There is a great benefit to hiring a vet. Among other things if they were honorably discharged, an employer can be sure that they are drug-free. They have an incredible understanding of mission and teamwork and will show up to work on time, in most cases 15 minutes before everyone else.
And just in case there is a nuclear blast, CS gas leak, a required run to the corner store, or a need to jump out of a perfectly good airplane, employers will have the confidence to know that they hired the right person.