How can we tailor our hiring process for veterans and military spouses? The blogs below will help you understand how this process is a bit different from hiring a civilian and why it's worth making the change.
When you pledge your support to hire veterans and military spouses through the U.S. Chamber and Capital One's Hiring 500,000 campaign, you’re not only joining a cadre of 1,700 other businesses—you’re also tapping a talent pool of thousands, veterans and spouses alike. Since the initiative began, companies have made 260,000 hires. And there are thousands more qualified candidates in the pipeline, waiting to be connected with employers just like you.
Behavioral and situational interview styles are the most effective when interviewing both veterans and spouses. That’s because veterans are accustomed to concise and polite conversation. They are not accustomed to boasting about their accomplishments, scope of authority or level of responsibility, as they have been operating in a team environment. Gaps in a spouse’s resume or volunteer experience may overshadow the great skills and experience they have gained over their professional career. In both cases, you as the interviewer have to probe for their accomplishments and for detail revealing their adaptability and how their experience can contribute to your company.