Hiring veterans and military spouses isn’t always high on the list of priorities for talent acquisition teams. But perhaps it should be. This sometimes overlooked talent pool is often highly skilled, motivated and eager to engage with the recruiting process. Creating a strategy that helps you attract more veterans and military spouses is also an effective way to strengthen your talent pipeline, since many of them start looking for work in the months leading up to a relocation assignment or a separation from service. Being proactive about your approach to engaging with these talent pools can have a positive impact on candidate engagement and hiring outcomes, which can help you reach your short- and long-term goals. Like many other niche talent pools, veterans and military spouses targeting challenges TA teams to consider candidates’ needs thoughtfully and reverse engineer recruiting strategies that job seekers will find relevant, convenient and engaging.
- Market Your Benefits to Employees with Virtual Benefits Fairs - February 15, 2024
- Building a Better Campus Recruiting Playbook - January 23, 2024
- The Anatomy of a Hiring Event Strategy - January 15, 2024
- Beyond Career Fairs: 5 More Ways to Use Your Hiring Event Technology - January 2, 2024
- Your Recruiting Playbook: The Template for a Hiring Event Strategy - December 7, 2023
- How to Measure Candidate Experience Earlier—and Why It Matters - November 5, 2023
- The Scoop: Recruitment Trends & Industry Insights | October 2023 - October 31, 2023
- Top Strategies for Hiring Veterans & Military Spouses - October 3, 2023
- The Scoop: Recruitment Trends & Industry Insights | August 2023 - August 29, 2023
- Optimizing Your Recruitment Strategy with Event Tracking Links - August 23, 2023
