The ROI of Veteran Hiring Programs: How Investing in Veterans Benefits Your Organization

The ROI of Hiring Veteran
A few years ago, I met a job candidate whose background stood out – years of leadership, the ability to perform under pressure, and a strong sense of teamwork. But there was one thing missing from his resume: corporate experience.
He was a veteran.
Like many organizations, I initially wondered if his military background would translate into the fast-paced business world. Could he adapt to a high-pressure, rapidly evolving environment? Would his leadership skills align with a corporate structure?

It didn’t take long to realize the answer was a big YES.

Veterans bring discipline, adaptability, and an unmatched work ethic—traits that are invaluable in any business. Yet, too many organizations overlook this talent pool, missing out on results-driven employees who can strengthen their teams.
Randall L. Stephenson, Executive Chairman and Former CEO of AT&T, put it best: “We hire military veterans because they make great employees. They bring proven technical and leadership skills. They understand teamwork, and they’re adaptable. Bottom line, hiring veterans is good for business.”
Let’s break down why hiring veterans isn’t just the right thing to do – it’s a smart, high-ROI business strategy.

Why Do Veterans Make Exceptional Hires?

Veterans in The Workforce Skills That Drive Innovation
If you’ve ever built a team, you know that technical skills can be taught. But leadership, resilience, and work ethic? Those are much harder to find.
Veterans come with these qualities already ingrained. Get deeper to know how.

1. Leadership and Teamwork Are Second Nature

Leadership in the military isn’t about titles, it’s about action. Veterans have spent years motivating teams, taking responsibility for outcomes, and executing under pressure.
Unlike many civilian employees who develop leadership skills over time, veterans enter the workforce already trained in managing teams, making strategic decisions, and adapting to rapidly changing environments.
Jennifer L. Brown, an executive coach and leadership expert, explains it perfectly: “Veterans understand the importance of teamwork, communication, and serving others. These qualities make them exceptional leaders in the business world.”

2. Adaptability & Problem-Solving Under Pressure

In the military, plans change fast. One minute, there’s a well-laid strategy, and the next, everything shifts. Veterans are trained to adjust, think critically, and make decisions quickly – an invaluable asset in today’s fast-paced business world.
Take John, for example. A former Army sergeant, he joined a tech company as a project manager. Within months, his team’s productivity increased. Why? Because John knew how to keep everyone focused, even when the stakes were high. He brought a unique blend of technical know-how and leadership that inspired his team to deliver their best work.
And John isn’t alone. Over 10% of veterans hold management or professional roles, demonstrating their ability to lead and collaborate effectively.

3. A Work Ethic You Can Count On

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Veterans are mission-oriented and disciplined. They show up on time, get the job done, and take pride in their work. In a workplace where commitment and accountability are crucial, a veteran’s reliability can set the tone for an entire team.

4. Experience with Technology & Operations

Many veterans have backgrounds in cybersecurity, logistics, operations, and cutting-edge technology – fields that are directly relevant to industries like IT, healthcare, and engineering. Hiring a veteran isn’t just about soft skills; it’s about bringing in someone who has already worked with complex systems and high-stakes operations.

The Financial & Strategic ROI of Hiring Veterans

Beyond their skill set, hiring veterans makes financial sense for businesses.

1. Tax Credits That Directly Benefit Your Bottom Line

The U.S. government provides tax incentives for businesses that hire veterans. Programs like the Work Opportunity Tax Credit (WOTC) can help offset hiring costs while boosting your company’s profitability.

2. Reduced Hiring & Training Costs

The Society for Human Resource Management (SHRM) estimates that hiring a new employee cost over $4,000 on average. Because veterans already possess leadership, problem-solving, and technical skills, companies can save significant time and resources on training.

3. Lower Turnover, Higher Retention

Employee turnover is costly, and hiring the wrong candidate can drain resources. General Electric (GE) found that veteran employees had a 7% lower attrition rate compared to non-veterans. Companies that hire veterans often report higher retention and job satisfaction—a win-win for both employer and employee.

4. Stronger Company Culture & Brand Reputation

Veterans don’t just fill roles – they elevate teams. Their discipline, accountability, and ability to perform under pressure inspire those around them.
Additionally, 87% of consumers prefer to support businesses that align with their values. Hiring veterans isn’t just about internal success – it strengthens brand trust and public perception.
Richard Greene, a public relations expert, puts it well: “Customers and employees alike appreciate companies that stand for something meaningful. Veteran hiring is one such initiative that strengthens brand trust.”

Breaking the Myths: Why Some Employers Hesitate

Despite their advantages, some employers still hesitate to hire veterans due to common misconceptions. Let’s address them:
  • “Veterans struggle to adapt to corporate life.”

    Truth: Veterans are highly adaptable. They’ve spent years transitioning between roles, teams, and environments. Corporate life is just another mission.
  • “Military experience doesn’t translate into business skills.”

    Truth: Many military roles involve leading teams, managing logistics, handling technology, and executing operations — all directly applicable to corporate careers.
  • “Hiring veterans is just about doing a good deed.”

    Truth: While supporting veterans is meaningful, it’s also one of the smartest business decisions you can make. You’re bringing in highly skilled, highly motivated individuals who drive results.

Now Is the Time to Hire Veterans

As businesses navigate an increasingly competitive market, the need for strong leadership, adaptability, and resilience is greater than ever.
Veterans bring those qualities in abundance. With more service members transitioning into the civilian workforce, companies that tap into this talent pool now will gain a powerful advantage.
So, as you plan your next hire, ask yourself this:
Would you rather spend months training an employee to develop leadership skills?
Or would you rather hire someone who’s already been tested in high-stakes environments and knows how to deliver results?

For companies looking to build stronger teams, make smarter hiring decisions, and improve business outcomes, the choice is clear. 

How to Get Started?

If you’re ready to add veteran talent to your workforce, here are some great resources to help:

U.S. Department of Labor

The Department of Labor’s Employer Guide to Hiring Veterans offers essential advice for organizations looking to recruit military veterans. This guide outlines effective strategies and best practices for hiring veterans.

Hire Heroes USA

Hire Heroes is a nonprofit organization that helps veterans transition into civilian careers and connects businesses with top veteran talent.

National Labor Exchange

The National Labor Exchange (NLX) connects employers with job seekers. This online platform allows organizations to post open jobs and reach a broader audience, especially veterans.

CCS Global Tech

Our Cleared Talent & Veteran Staffing Program bridge the gap between organizations and top-tier veteran talent. We connect public and private organizations with skilled veterans in IT, data analytics, cybersecurity, project management, and more. Our process? Rock-solid. We assess, train, and deliver quality candidates, offering flexible options like contract-to-hire or permanent roles.
We don’t just talk about hiring veterans, we make it happen. We’ve teamed up with over 200 veteran communities and nonprofits, rolled out training programs, and hit military bases coast to coast.
Our veterans come well prepared, ready to work from day one and with active clearances like TS/SCI, Full-Scope Polygraph, or Public Trust. When you need talent fast, we deliver.
By integrating veterans into your hiring strategy, you’re not just strengthening your workforce – you’re investing in a smarter, stronger, and more resilient company.

Are You Ready to Invest in Veterans?

To conclude, hiring veterans is all about investing in a mindset. Veterans are individuals who know how to lead, adapt, and deliver their best under pressure. It’s about building a team that is not just skilled but resilient.
“I’ve witnessed firsthand how veteran hiring programs transform workplaces—boosting productivity, fostering innovative problem-solving, and strengthening teamwork. Veterans bring discipline, adaptability, and leadership, making them invaluable assets to any organization.” – Joshua Dominic Prado, Veterans Program Advisory Board Member at CCS Global Tec
So, what are you waiting for? Start hiring veterans now and build a better future for your organization. Contact us and hire highly skilled, professional, and well-trained veterans for your organization.

FAQ

Q1. How can businesses identify the best roles for veteran hires?
A: Companies can match veterans to roles by assessing their military experience, transferable skills, and career goals. Job functions in leadership, operations, cybersecurity, logistics, and project management often align well with veterans’ backgrounds. Tools like the Military Skills Translator can help businesses find the right fit.
Q2. What are some best practices for onboarding veterans in a corporate environment?
A: To onboard veterans successfully, companies should:
  • Offer mentorship programs pairing veterans with experienced employees.
  • Provide clear expectations and structured training.
  • Foster an inclusive work culture that values diverse backgrounds.
  • Leverage veteran resource groups (VRGs) for peer support and career growth.
Q3. Are there specific job boards or networks to recruit veterans?
A: Yes, businesses can find qualified veteran candidates through:
  • Hire Heroes USA – A nonprofit connecting veterans with employers.
  • National Labor Exchange (NLX) – A platform dedicated to veteran hiring.
  • LinkedIn’s Veterans Program – Offers free premium access to job-seeking veterans.
  • Veterans.gov – A government portal for veteran employment resources.
Q4. How can businesses build a strong employer brand for veteran recruitment?
A: To attract veterans, companies should:
  • Highlight veteran success stories on their website and social media.
  • Partner with veteran-focused organizations for outreach.
  • Offer clear pathways for career advancement and leadership roles.
  • Promote veteran-friendly workplace policies, such as flexible schedules for reservists.
Q5. What industries are actively seeking more veteran hires?
A: While all industries can benefit from veteran hires, some sectors are aggressively recruiting veterans, including:
  • Cybersecurity & IT – Veterans with security clearances are in high demand.
  • Logistics & Supply Chain – Military experience in operations translates well.
  • Healthcare & Emergency Response – Veterans often have medical and crisis management training.
  • Engineering & Manufacturing – Veterans excel in technical problem-solving roles.
Q6. How do businesses measure the success of a veteran hiring program?
A: Companies can track the effectiveness of their veteran hiring initiatives by monitoring:
  • Retention rates – Are veterans staying long-term?
  • Performance metrics – How do veteran employees compare in productivity and leadership?
  • Employee engagement – Are veterans satisfied and engaged at work?
  • ROI calculations – Are tax credits, reduced training costs, and improved efficiency
Q7. What are some common workplace challenges veterans face, and how can employers help?
A: Veterans may experience cultural adjustment, differences in workplace hierarchy, or communication style shifts. Employers can help by:
  • Providing training on corporate culture and expectations.
  • Encouraging open communication and feedback.
  • Offering veteran networking groups for peer support.
Q8. How can small businesses with limited resources successfully hire veterans?
A: Small businesses can leverage government grants, tax incentives, and veteran hiring programs to offset costs. Partnering with nonprofits and using online veteran job boards can also simplify the hiring process without heavy investment.
Q9. Can businesses create training programs specifically for veterans transitioning into corporate roles?
A: Yes! Many companies develop veteran onboarding boot camps that focus on:
  • Business communication & corporate culture.
  • Industry-specific skill training.
  • Leadership development tailored to civilian workplaces.
  • Companies like Amazon, Microsoft, and Boeing have implemented successful veteran training programs.
Q10. What role do Employee Resource Groups (ERGs) play in supporting veteran hires?
A: Veteran Employee Resource Groups (ERGs) provide networking, mentorship, and career development opportunities. They also help bridge the gap between military and corporate work cultures, ensuring veteran employees feel supported and valued.
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