The second paper in the series responds to recent focus and debate on measuring companies’ return on investment for their veteran hiring programs and emphasizes how employers can turn veteran talent into a competitive advantage in talent acquisition, talent deployment and talent development.

The first paper in this series builds a framework for an enhanced understanding of the concept of workforce readiness as it applies to transitioning service members and veterans.

The fourth paper in this series explores key factors that contribute to military family financial readiness—prior to transition—so that service members may exercise control over their finances and optimize their choices at transition to optimize their financial opportunities and minimize the risk of financial hardship. The goal for any service member is to maximize their range of options in transition by capitalizing on their unique assets (education benefits, intangible leadership skills, etc.) and limiting potential liabilities (limited professional network, advanced education or training) through sound financial preparation.

The third paper in this series addresses the complex and interrelated relationship between veteran job preferences, skills-matching, performance, and positive career outcomes such as retention and earnings. The research provides a deeper analysis of veterans’ employment experiences post-separation, specifically the long term benefits of aligning military-conferred skills with career goals and expectations.