WWW.CITYGATENETWORK.ORG MARCH/APRIL 2019 12 How to Hire Vets What organizations need to know about formermilitary job candidates Bryan Zawikowski has helped veterans go through the process of moving from military life to corporate America for almost 25 years, so he knows how challenging it can be. From that experience, he assembled a list of five critical ways companies can help transition military personnel into the private sector more effectively. 1Don’t ghost during the interview process—When companies promise to follow up by a certain date, they need to follow through. Not doing so may be normal for traditional candidates, but veterans are often turned off by companies that seem disorganized. 2Have a thorough onboarding process—Veterans share a deep sense of pride and a fear of appearing weak. So it’s critical for employers to create a thorough onboarding process so most of the “dumb questions” that might get asked are already answered. It’s also helpful to provide a mentor for a new military hire that creates a safe space to ask questions without judgment. 3Establish a clear power structure—Veterans are used to following rank and knowing who they report to in every instance. While companies won’t be this precise in leadership structure, it’s important to clearly explain direct reports to new military hires, who see this structure as critical to their success. 4Lay out a clear career path—Military personnel know where they can potentially advance and anticipate promotions based on rank, time, and grade. Veterans know that promotions aren’t guaranteed, but they want to know that growth is possible in any role they accept. 5Avoid overpromising and underdelivering—Military personnel are used to giving and following orders. When working with a veteran, especially someone who is early in transition to corporate life, the more consistently a company can follow through on its commitments, the more likely it is to keep military personnel engaged in the organization.