Construction company owners know that military veterans typically bring skills and a work ethic that align well with what’s required of today’s construction worker. Veterans have hands-on work experience in fast-paced and highly stressful situations, understand the importance of teamwork, know how to achieve success under pressure, and can demonstrate leadership. Hiring veterans can be a win-win situation for all parties – owners benefit from the unique skill set of veterans and veterans position themselves for a rewarding and satisfying career in the construction industry.
The construction industry, the military, and various nonprofit groups have created programs that can help veterans transition to careers in construction. If you have thought about hiring veterans, here are some points to consider.
Hiring
The U.S. Department of Labor’s (DOL’s) Veterans’ Employment and Training Service recommends that employers start by determining employment opportunities and creating job descriptions. Employers should consider such factors as the position’s purpose and its overall contribution to the company, the education or experience needed to accomplish the essential functions of the position, and what licenses or certifications, if any, are required.
Some employers may be hesitant to hire veterans because they are unsure how military careers, ratings, and experience translate to meet civilian certification and license requirements. Websites such as www.cool.navy.mil can help employers determine how a veteran’s military experience matches up with the skills required for a position in construction.
There are multiple resources that can help employers connect their job openings to job-seeking veterans. Official Wounded Warrior programs are sponsored by each of the five military service branches. Soldier for Life, Hero 2 Hired (H2H), the National Resource Directory, and Warrior Transition Command’s Employment, Education and Internships websites are just some of the other vetted resources available to employers.
In addition, the Veterans Administration and many other federal departments offer financial incentives, including federal tax credits and salary subsidies, to employers that hire qualifying veterans.
Training
The National Center for Construction Education and Research (NCCER) is a nonprofit organization that develops curriculum and assessments for the commercial construction industry. The U.S. Department of Veterans Affairs has approved GI Bill funding that veterans with military construction training or experience can use to pay for the cost of exams for numerous NCCER journey-level craft and management assessments.
Larger construction companies may want to develop their own training programs to teach veterans specific job skills. And construction companies of all sizes can partner with local community colleges and businesses to help veterans obtain college credit and craft apprenticeships.
Retention
Retaining valued and skilled veterans and keeping them engaged is not all that different from retaining other valued employees. But some extra effort on a company’s part can go a long way. Experts say that placing a value on military service and finding ways to weave leadership responsibilities into the civilian position can help achieve this goal. So, too, does promoting a veteran-friendly workplace. Developing and promoting vet-to-vet mentorship in the workplace has been identified by the DOL’s Veterans’ Employment and Training Service as a promising tool for retaining valued veterans in the workplace.
