Roughly one-third of veterans between the ages of 21 and 64 have a disability, translating to almost 3.5 million people. Of these individuals, 33% report having both a service-connected (SC) disability and an American Community Survey (ACS) disability, which impacts one or more of the following:
Of the veterans with only an SC disability, 69% are employed. However, employment drops well below 40% among individuals who report only an ACS disability or both an ACS and SC disability.
The good news is that employers can create new opportunities for the disabled veteran community and tap into an often-overlooked talent pool.
Transitioning from military to civilian life is challenging for most veterans. Those who have suffered a disability in connection with their service face additional hurdles that complicate their entry into the civilian workforce.
Disabled veterans often encounter physical, psychological, and cognitive barriers, which may require accommodations or support. In addition, many veterans struggle with translating military experience into civilian-friendly resume language, making it harder for hiring professionals to see the value they bring. For example, veterans may have managed critical operations under extreme conditions. However, this experience might be underrepresented in their resumes without the proper guidance.
Societal biases about disabilities can contribute to the reluctance of some employers to hire disabled veterans. This misunderstanding leads to missed opportunities to bring exceptional talent into the workforce.
Hiring professionals can unlock numerous benefits for their organizations by bringing disabled veterans into the fold. Those who have served their nation and overcome the adversity of physical or psychological injuries can provide the following advantages to a company.
Disabled veterans have faced and overcome obstacles that many civilians can scarcely imagine. Their resilience makes them excellent problem-solvers who can handle workplace challenges. Employers can benefit from the perseverance and adaptability these individuals bring to their teams, helping organizations overcome operational challenges.
Many disabled veterans possess specialized skills gained through military training. From technical roles in logistics, engineering, and IT to leadership positions, those who have served bring real-world experience that translates into valuable job skills. For companies looking to fill niche roles, veterans represent a talent pool with in-demand skills that can drive innovation.
Veterans are known for their commitment and strong work ethic, which often carry over into civilian roles. They bring a high level of loyalty and dedication to their work. Organizations that hire disabled veterans benefit from lower turnover rates, which can promote stability.
Numerous state and federal programs incentivize employers to hire veterans. The Work Opportunity Tax Credit (WOTC) is the most popular and widely used. The WOTC can cover wages paid to eligible veterans before December 31, 2025.
Employers can claim this tax credit for an individual who meets the following criteria:
The standard WOTC limit is $6,000 in wages. However, employers can claim a tax credit of up to $24,000 in wages for qualified veterans. If a business hires an eligible disabled veteran and pays them a salary of $60,000, it could reduce the company's tax liability by up to $24,000 via the credit.
Standard recruiting strategies may not allow hiring professionals to connect with veteran community members. Those who have suffered disabilities as part of their service may be particularly difficult to reach when using traditional methods. Therefore, organizations should adopt a targeted approach to connect with this demographic. This strategy may include:
Crafting job advertisements that resonate with disabled veterans is a crucial step. These ads should highlight the organization's inclusive nature and willingness to accommodate those with disabilities. Emphasizing the company's commitment to a team-first culture can make opportunities more appealing to disabled veterans.
Recruitment marketing professionals also have to diversify their ad distribution strategies.
Tip: Tools like Recruitics' Reach Media Network allow hiring professionals to tap into a comprehensive network of premier job sites and deliver targeted content, ensuring that content reaches disabled veterans.
Many organizations and networks like Veterans Transition Support focus specifically on helping veterans transition to civilian employment. Several exclusively work with wounded or otherwise disabled veterans. These can be excellent resources for making your business known among the veteran community and identifying those in need of new opportunities.
Hiring the wrong candidate can be costly in terms of time and resources. Data-driven recruitment reduces these risks by helping companies make better hiring decisions from the outset, ultimately lowering the cost-per-hire. Automating time-consuming tasks like resume screening and initial interviews further reduces recruitment expenses.
Hiring professionals should ensure their job descriptions are transparent and inclusive. They should not include jargon or industry-specific terms that may be unfamiliar. Job postings should focus on the skills required to excel in each role rather than industry-specific experience. Veterans bring transferable skills to the table but may hesitate to apply if the job description is too niche.
Employers should be prepared to offer reasonable accommodations during the hiring process. This could include offering virtual interviews or providing additional time for assessments. They should also make the physical interview space more accessible. Demonstrating a willingness to accommodate candidates will make disabled veterans feel more comfortable throughout the process.
Disabled veterans want to know that the organizations they are applying to are committed to creating an inclusive workplace. Employers can make this clear by showcasing diversity initiatives on their career sites, discussing accommodations in job ads, and featuring testimonials from other veterans employed at the company.
Long, complicated application processes can deter anyone from applying, including disabled veterans. Businesses should simplify the application process and make customized career sites easy to navigate. They should also ensure the platform is accessible to individuals with disabilities by including features such as screen-reader compatibility and easy navigation.
Tip: Recruitics’ FusionTM Career Site Builder offers personalized solutions to provide candidates with a seamless online experience. It removes friction from the application process and ensures the hiring journey is accessible to everyone, including disabled veterans.
Partner With Veteran Organizations
In addition to recruitment advertising, partnering with veteran organizations to facilitate introductions to qualified candidates is a great way of filling the applicant funnel with promising talent. Businesses that want to prioritize disabled veterans should thoroughly research any organizations they align themselves with to ensure that the entity has a good connection with that community.
Hiring disabled veterans can substantially benefit any organization while honoring those who sacrificed for our country.
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Recruitics is committed to helping hiring professionals connect with and hire veteran talent. Contact us to learn more.
