BUILD A HIRING PROCESS, NOT JUST A SLOGAN
A patriotic graphic is not a recruiting plan. Employers need accurate job descriptions, accessible application steps, a responsive contact person and managers who know how to evaluate military experience fairly.
Start with positions you genuinely need to fill. Determine required credentials, work location, schedule, compensation range and realistic start dates. Publish those details before you promote your employer spotlight.
MAKE YOUR JOB DESCRIPTIONS TRANSLATABLE
Separate legally required or essential qualifications from preferences. Explain what candidates actually do in the role, and consider equivalent experience where it meets business and regulatory requirements.
Train interviewers to ask about outcomes, systems, leadership and decision-making rather than demanding familiarity with a specific civilian title. Invite candidates to explain military experience in plain terms without assuming every veteran has the same background.
INCLUDE MILITARY SPOUSES IN THE STRATEGY
Military spouses can bring professional qualifications and experience from different locations and industries. Offer transparent information about scheduling, advancement and remote-work eligibility where applicable.
Review onboarding and credential requirements early, especially for regulated careers. Clear expectations and a named recruiting contact can make your hiring experience more effective for all candidates.
CONNECT TO RECOGNIZED MICHIGAN RESOURCES
Michigan Veterans’ Employment Services describes Local Veterans’ Employment Representatives who help employers connect with veteran talent. The Michigan Veterans Affairs Agency also operates a Veteran-Friendly Employer program that recognizes qualifying employers for their recruiting and retention practices.
These official programs are separate from an employer advertisement or spotlight on YOU’RE HIRED! Magazine. Employers interested in recruiting promotion, hiring events or community partnership can connect through HiredInMichigan.org.
Editorial career guidance, not a report of a specific job vacancy or a verified individual placement. Always confirm application requirements, wages and job availability directly with the employer.