and Release Key Findings following National Veteran Employment Summit

Updated and Release Key Findings following National Veteran Employment Summit

New Report Features Recommendations for Employers on How to Hire and Retain Military Veterans

MAYNARD, Mass. & WASHINGTON--(BUSINESS WIRE)--, the worldwide leader in successfully connecting people to job opportunities, and flagship brand of Monster Worldwide, Inc. (NYS: MWW) , and, the nation's largest military and veteran membership organization, today released a report summarizing the top-line recommendations and discussions following the first National Veteran Employment Summit held in December 2012. The Summit brought together senior human resource professionals, military and government officials, academic leaders and military veterans to address the best practices for preparing, supporting, and connecting veterans to the organizations that want to hire them.

Senator Joe Manchin (D-W. Va), an active member of the Senate Armed Services Committee, praised organizations that focus on hiring veterans and stated, "Today's veteran's make great hires, and I've always said, if you want to help a vet, hire a vet."

The report highlights that there is no one-size-fits-all solution for every organization looking to implement a veteran hiring program.

Recommendations from the conference include:

  • Learn from the best. Look to the targeted veteran hiring initiatives like those at Boeing, JP Morgan and the Department of Veterans Affairs and emulate their best practices.

  • Take advantage of the tools. From military skill translators to workshops and seminars, there are numerous tools for organizations to use as they implement and grow their veteran hiring program.

  • Build Veteran Affinity and Mentoring Programs. Make use of the veterans you have in-house. Employed military veterans can help support an organization's veterans' hiring initiatives, educate their peers, and serve as a resource to in-house recruiters.

  • Give veterans a chance. 99 percent of employers who have hired veterans recommend doing so.

  • Take the lead. Turn a million transitioning service members into a million talented candidates for your company.

One million service members are expected to transition into the civilian workforce over the next five years, creating an opportunity for companies to take advantage of this diverse, skilled and experienced hiring pool.

Employers are increasingly hiring veterans and reporting satisfaction with their decision to do so. In fact, according to Monster's Veteran Talent Index, 99 percent of employers who hired a Veteran in the last year said that their veteran hires were doing as well or better than their non-veteran peers, and nearly all would recommend hiring a veteran to another company.

However, veterans report facing two main challenges in trying to find work: they feel stuck inside their Military Occupational Specialty (MOS) and they leave the military unprepared to deal with the civilian job market. Many are entering the job market as high school graduates who are looking for their first private sector job and lack the tools necessary to translate their skills, training, and experience into corporate culture.

Dr. Rebecca Blank, U.S. Deputy Secretary of Commerce, continued with the message that veterans make great hires and stated, "America's veterans have the leadership, the character, and the team-oriented approach that employers are looking for."

With a continued effort from the private sector to empower transitioning veterans in translating their advanced training, specialized education, and military experience early on in the transition process, a new generation of veterans will be able to articulate their military work for the civilian marketplace. And that's something recruiters need help understanding, but with the use of military skills translators and other readily available tools, seeing the workplace potential in a veteran has never been easier.

Veterans also need support as they affiliate with an organization. A key for every employer is to onboard them properly and recognize that internal veteran affinity and mentoring programs will ensure they retain that individual.

To learn more and access Monster's National Veteran Employment Summit report, visit, and to learn more about hiring veterans, visit the Veterans Employment Center.

About is the nation's largest online military destination serving over ten million members, including active duty personnel, reservists, guard members, retirees, veterans, family members, defense workers and those considering military careers. enables the 30 million Americans with military affinity to access information about their benefits, advance their careers, enjoy military discounts, and stay connected for life. develops efficient affinity marketing and communications programs for government agencies and companies serving this market. is a business unit of Monster Worldwide, Inc. More information is available at

About Monster

Monster is the worldwide leader in successfully connecting people to job opportunities. From the web, to mobile to BeKnown® on Facebook, Monster helps companies find people with customized solutions, using the world's most advanced technology to match the right person to the right job. With a local presence in more than 40 countries, Monster works for everyone by connecting employers with quality job seekers at all levels and by providing personalized career advice to consumers globally. Through online media sites and services, Monster delivers vast, highly targeted audiences to advertisers. To learn more about Monster's industry-leading products and services, visit More company information is available at

Monster Worldwide
Kristen Gugliotta, 978-461-8089

KEYWORDS: United States North America District of Columbia Massachusetts


The article and Release Key Findings following National Veteran Employment Summit originally appeared on

Try any of our Foolish newsletter services free for 30 days. We Fools may not all hold the same opinions, but we all believe that considering a diverse range of insights makes us better investors. The Motley Fool has a disclosure policy.

Copyright © 1995 - 2013 The Motley Fool, LLC. All rights reserved. The Motley Fool has a disclosure policy.