Current Employment Snapshot for U.S. Veterans
- The unemployment rate for veterans who served on active duty in the U.S. Armed Forces at any time since September 2001 (Gulf War-era II veterans) edged down to 5.1% in 2016, according to the U.S. Bureau of Labor Statistics: https://www.bls.gov/news.release/vet.nr0.htm (most recent data available).
- The jobless rate for all veterans also edged down over the year to 4.3%.
- For comparison, the unemployment rate for the general population in October 2017 was 4.1%: https://www.bls.gov/news.release/pdf/empsit.pdf
As organizations consider hiring veterans to fill critical roles, understanding these numbers is a first step.
The Hidden Issue: Underemployment
The data does not assess the potential numbers of under-employed U.S. military veterans—for example, the highly trained radio operator who is working in a low-skilled position.
Executive Summary
Despite improving unemployment figures, many veterans remain underemployed and struggle to translate military experience into business terms while employers misread resumes and over-rely on keyword-driven screening. Misperceptions about risk (e.g., PTSD, reservist obligations) and a focus on traditional credentials obscure veterans’ strong potential for rapid learning, problem-solving, and adaptability. Companies should systematically educate hiring teams to assess potential, reduce perceived risk, and view veteran hiring as sound business strategy. Programs like Genesis10’s help reframe resumes and support transitions, enabling organizations to access valuable talent.
Why the Gap Persists
Translation Challenges for Veterans
The issue is complex. Veterans do not understand how to translate their qualifications into corporate jobs. And it's difficult for the military to assist effectively because, very often, the people tasked with aiding transitions to the civilian workforce have never gone through the process themselves.
Resume Interpretation Gaps in Corporations
Corporations, for their part, don't really know how to read veterans' resumes or to spot and understand the latent potential that many veteran candidates possess. Clear guidance and veteran resume tips can help bridge this gap.
Perceived Hiring Risks
Hiring managers are concerned about things like:
- Does this person suffer from PTSD?
- Are they likely to be called up as a reservist?
It all adds up to a misperception of risk that stops hiring decisions from being made even in companies that altruistically want to do something to support returning military veterans.
A Veteran’s Perspective
After first separating from the U.S. Marines a few years ago, one U.S. veteran recalls being asked in job interviews to cite special skills he might have.
"I would say, 'I was one of a thousand people in my battalion selected to attend a training school for calling in airstrikes.' I was really proud of the accomplishment, but the reaction would always be: 'Well, we don't need someone who can call in airstrikes.'"
"While I was using the example as an indicator of intelligence -- they tend to select smart people who can handle themselves under extreme stress for complex and difficult tasks -- the hiring managers could not make the translation to how this might signify my potential proficiency at other difficult, technologically-driven tasks."
Rethinking Hiring Criteria
Veterans' personal experiences with corporate hiring managers interestingly echo arguments set forth in a Harvard Business Review article referenced in the Genesis10 blog post, War for Technology Talent Intensifies in 2017, which suggests that, to win the coming war for talent, corporate hiring managers must learn to rely less on traditional indicators—such as IQ, experience, past performance, competencies and skills—and more on detecting the potential people have for learning rapidly, solving problems and being highly adaptable to fast-moving global market and economic conditions.
The ATS Challenge and Resume Reframing
HR automation solutions only exacerbate the difficulties of tapping into military veteran talent pools as they automate processes for scanning resumes and cover letters and either select or discard candidates based on presence or absence of particular keywords. Much of what Genesis10 does in our Veterans Program is helping U.S. military veterans to re-tool their resumes so they can get through these initial screening processes and into the interview stages, including how to frame a military-to-civilian resume and apply practical veteran resume tips.
From Intent to Impact: What Leaders Should Do
In the end, it's not enough for CEOs to stand at a podium and proclaim they want to hire more veterans. They also need to find systematic ways of socializing the idea internally and helping people to overcome misperceptions of risk often associated with veteran hiring. In so doing, they will begin to move beyond the idea of veteran hiring as a social good and to the understanding that it's just good business strategy. Leaders who understand how to hire veterans can reduce perceived risk and unlock strong talent.
Transition Realities: What Veterans Want
Veterans are not looking to retain their military personas forever.
"Ultimately guys like me want to be thought of as just a guy who is okay with showing up to a meeting either right on time or even a little late," says one veteran.
"Someday I will be there, but it isn't like flipping a switch. It takes 12 months or longer to become fully indoctrinated to life in the military, it can take just as long to complete the transition back to civilian mindsets."
Learn More: Genesis10 Veterans Program
Gain more insights on how to tap effectively into the ex-U.S. military talent pool by checking out other blogs on the Genesis10 Veterans Program which include specific suggestions for hiring managers to consider on how to more effectively identify, interview, hire, develop and retain ex-military candidates who possess great potential to be successful in civilian corporate settings. These resources share practical ideas for hiring veterans and supporting successful transitions.
Q&A
What do current unemployment figures for veterans actually tell us?
Answer: They show progress but not the whole picture. While unemployment for Gulf War-era II veterans fell to 5.1% in 2016 and for all veterans to 4.3% (versus 4.1% for the general population in October 2017), these statistics don’t capture underemployment. Many veterans are working below their skill level because their military experience isn’t easily translated into business terms or recognized by employers.
Why are many veterans underemployed despite strong qualifications?
Answer: Veterans often struggle to convert military roles into business-relevant language, and employers frequently misread resumes or over-rely on keyword-driven screening tools that miss transferable skills. Misperceptions about risk—such as concerns over PTSD or reservist obligations—also discourage hiring decisions. As a result, potential strengths like rapid learning, problem-solving, and adaptability get overlooked.
How can hiring managers adjust practices to better identify veteran talent?
Answer: Shift focus from traditional credentials (e.g., specific past roles, narrow skills lists) toward assessing potential—learning agility, problem-solving, and adaptability—echoing guidance referenced from Harvard Business Review. Reduce over-reliance on automated keyword screening, train teams to recognize latent potential in military experience, and systematically address perceived risks so veteran hiring is treated as sound business strategy, not just philanthropy.
What can veterans do to translate their experience for corporate roles?
Answer: Reframe military accomplishments in civilian terms, emphasizing outcomes and transferable capabilities—such as handling complex tasks under pressure, leading teams, and mastering new technologies quickly. Tailor resumes to pass automated screens, use clear civilian language, and leverage programs like Genesis10’s Veterans Program for resume re-tooling and interview preparation.
How long does the transition to civilian work typically take, and what should employers expect?
Answer: It isn’t instantaneous; like the military indoctrination process, adapting back can take 12 months or longer. Employers should provide patience and structured support during onboarding, recognizing that veterans want to integrate fully into corporate culture and not be defined solely by their military roles.
