Military service teaches people critical thinking skills that translate well into many civilian roles after service. Veterans may take a bit of time to figure out their next steps or use their GI Bill benefits to pursue training or higher education.&nbsp;
Many veterans entered the military because they loved their country and their fellow citizens. They want to do more than clock in and out for eight hours daily. They may want a job where they can make a difference in the community or the world. They are loyal, hard-working and highly skilled at a variety of tasks.
<h2>Do Veterans Need a Degree?</h2>
Those who entered military service out of high school may lack a degree. For those with families or living on their own, going directly into the workforce may be necessary to make enough money to pay expenses. Others may prefer to avoid sitting in a classroom for hours and want something more hands-on.
The good news is that the U.S. Bureau of Labor Statistics reports the <a href="https://www.bls.gov/news.release/pdf/vet.pdf">unemployment rate for veterans is at 2.8%</a>, which is 3.6% lower than the rate for nonveterans. Employers understand that veterans <a href="https://www.careercircle.com/blog/post/9-essential-job-skills-to-help-you-excel">leave their posts with skills</a> that transfer to civilian jobs. Companies also understand that former military members may have delayed their education with plans to utilize the G.I. Bill after their military service obligation ends.
<h2>Top Qualities Veterans Bring to the Workforce</h2>
Regardless of education status, veterans bring incredible strengths into the workplace from their time in the military that provide significant benefit to businesses. Many qualities that veterans learn through valuable lived experience during their time in the military make them a top choice for many career fields.&nbsp;
Some of the most important transferable skills that many veterans bring to the table include:
<ul>
<li>
Leadership and team management
</li>
<li>
Technical and problem-solving skills
</li>
<li>
Communication and interpersonal skills
</li>
<li>
Adaptability and quick learning
</li>
<li>
Stress management
</li>
<li>
Integrity, courage and a sense of duty
</li>
<li>
Organization and discipline
</li>
<li>
Strong work ethic&nbsp;
</li>
</ul>
<h2>5 Transferable Jobs for Veterans</h2>
Many employers understand former military people develop these vital on-the-job skills they can transfer to civilian jobs. Through these, veterans have a wide range of <a href="https://www.careercircle.com/jobs">options available for job openings</a> that match their skill sets. Here are some interesting options:
<h3>1. IT/Cybersecurity</h3>
With so many people shopping and conducting financial business online, cybercrime incidents are rising dramatically. A hacking attack now occurs every 39 seconds, making a company or person a victim of cybercrime.
Some veterans worked on computers and already have a firm grasp of information technology (IT) services. Getting a certification in IT or cybersecurity may be a quick path to a well-paying career.&nbsp;
<h3>2. Project Manager</h3>
Did you enter the military with a business degree or are you interested in gaining one? Veterans have skills that translate to project management, such as leadership <a href="https://designerly.com/time-management-skills-for-designers-and-creatives/">and excellent time management</a>.&nbsp;
Finding a position may require gaining experience in a particular industry you&rsquo;d like to work in. Consider taking an internship to polish your resume and get your foot in the door of a company you&rsquo;d like to work at.&nbsp;
They also know how to complete paperwork and follow directions. Because they may have taken a leadership role in projects during their military service, they work well as managers who collaborate effectively as part of a team. A job as a department leader could be an excellent fit.
<h3>3. Human Resources</h3>
Human resource (HR) professionals direct administrative functions such as hiring within a business, as well as act as a go-between employees and organizational managers. If you&rsquo;re a veteran with experience in leadership and management throughout your military career, you may feel right at home in an HR-type position.
HR professionals are currently in high demand &mdash; job outlook for the profession is set to grow <a href="https://www.franklin.edu/blog/human-resources-degree-salary">faster than average at 7%</a> from 2021 to 2031. Many HR employees enjoy competitive salaries, though your experience and skills will play a role in your projected income.
Articulating details in the military is crucial to get the troops where they need to go and give them commands. Because of this, many veterans have communication skills that translate well to HR and customer service roles.
<h3>4. Engineering</h3>
Veterans often leave the military with strong technical skills. They've learned how to troubleshoot problems and solve them with few resources. Such knowledge is relevant in engineering roles within factories. Positions such as repair person or supervisor could be a good match.&nbsp;
<h3>5. Consulting and Marketing</h3>
Soldiers never know where they might be called to serve. Veterans can adapt to new environments. They learn new skills rapidly, making them valuable as business consultants or in fields such as marketing and analysis.&nbsp;

With advances in artificial intelligence (AI) and machine learning, jobs in marketing are changing rapidly. Opportunities to build on key skills and learn new technology abound.
<h2>Finding Veteran-Friendly Jobs</h2>
Once you&rsquo;ve considered your preference for a job type, spend time researching different companies and whether they hire veterans and celebrate service. While you have many options for turning your military knowledge into workable skills, some places are more open to training veterans and appreciating the mindset they bring to the table.
Many companies make a commitment to hiring veterans, so the options for civilian jobs after military service are numerous. If you&rsquo;re looking for a position that&rsquo;s ideal for veterans, browse <a href="https://www.careercircle.com/companies/category/getting-hired-bc1fd430-19a1-49dd-80ea-0f118e9b01da">our partner companies</a> to learn more about businesses with a commitment to fostering an inclusive workforce.
Written by Content Contributor:&nbsp;
Eleanor Hecks is a business writer and researcher with a passion for bringing awareness to neurodiversity inclusion in the workplace. You can find her work as Editor-in-Chief of&nbsp;<a rel="follow" href="https://designerly.com/">Designerly Magazine</a>&nbsp;or as a staff writer at sites such as HR.com and Clutch.co.
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Military service teaches people critical thinking skills that translate well into many civilian roles after service.

5 Transferable Civilian Jobs for Veterans After Military Service

In recent years, the corporate landscape has shown a marketed openness towards hiring a more diverse workforce, including persons with disabilities. This shift comes from a growing awareness among business leaders who want to deepen their understanding of the true meaning of inclusion. They recognize that creating a work environment that truly helps persons with disabilities is a moral imperative and an opportunity to foster diverse perspectives.
However, many companies still face the complexities of building a culture that fully supports employees with disabilities. There remains a large gap between the intent to be inclusive and the practical implementation of inclusive practices, and many great employees are left underemployed or unemployed as a result. In fact, the unemployment rate for those with disabilities is 9.2% &mdash; more than double the unemployment rate of those without.
Moreover, employees often remain hesitant to disclose their disabilities. For business leaders, it is important to learn more about disabilities and all that employees need to thrive within an organization.
<h2 style="margin-top: 18pt; margin-bottom: 6pt;">1. React Empathetically and Create a Supportive Environment</h2>
More than <a style="text-decoration: none;" href="https://go.careercircle.com/disability-experience-hiring-guide">70% of people with disabilities fear</a> repercussions such as being fired when disclosing a disability. Thus, when an employee discloses a disability, the manager's immediate response is crucial in easing that employee&rsquo;s mind and fostering an environment of trust. It is essential to respond with empathy and reassurance, expressing gratitude for their trust and affirming their value to the team. 
A simple acknowledgment such as &ldquo;Thank you for sharing this with me. I appreciate your trust and want to ensure you feel supported here&rdquo; sets a positive tone. This response is mind-easing, informing them that their disclosure will not impact their job security or opportunities for advancement.
Managers should also consider offering immediate supportive measures. These could include flexible work arrangements or accessibility adjustments. Making these changes shows that you are being proactive in helping the employee. An empathic and supportive environment will boost workplace success, as <a style="text-decoration: none;" href="https://designerly.com/return-to-work-plan/">85% of company leaders</a> saw increased team productivity.
<h2 style="margin-top: 12pt; margin-bottom: 12pt;">2. Understand and Document the Employee&rsquo;s Needs</h2>
Engaging in respectful dialogue is crucial once an employee has disclosed their disability. Managers should initiate a thoughtful discussion, asking open-ended questions like, &ldquo;What adjustments can make your work environment better?&rdquo; or &ldquo;Are there specific tools that could enhance your productivity?&rdquo;. This method allows the worker to express their needs without feeling pressured.
Documentation is also critical to this process. It is imperative to record the details of the accommodations needed and make sure these records are confidential. Of course, you should only keep records of these if you have the employee&rsquo;s consent and ensure they are secure.&nbsp;
Next, managers should outline clear next steps and establish a timeline for implementing accommodations and communicating this openly. Schedule regular follow-up meetings to ensure the accommodations work effectively and make necessary adjustments. Demonstrating this commitment will ensure they feel comfortable and succeed at work.&nbsp;
<h2 style="margin-top: 12pt; margin-bottom: 12pt;">3. Develop an Accommodation Plan</h2>
Crafting an accommodation plan is critical in helping an employee with a disability. Since employees spend about <a style="text-decoration: none;" href="https://www.mydoceo.com/blog/5-ways-to-motivate-your-team/">one-third of their day at work</a>, ensuring this portion of their daily life is comfortable and productive is crucial. This process should be collaborative, involving communication and mutual agreement on the best accommodations.
Still, many employers shy away from discussions of accommodation, fearing financial repercussions for the company. However, in reality, <a style="text-decoration: none;" href="https://go.careercircle.com/disability-experience-hiring-guide">most accommodations cost less than $500</a> and most cost nothing at all. Clearly, the cost of making reasonable accommodations is far less than the cost of losing a great employee over a lack of collaboration and communication surrounding their needs.
Start by mapping out the specific adjustments required. These could include rearranging the scheduling, modifying the workplace or providing access to specialized equipment. During this process, managers should remain flexible and open-minded. Sometimes, these changes involve trial and adjustment periods alongside creative thinking. Ensure the plan is detailed and includes timelines for implementing each one.
<h2 style="margin-top: 12pt; margin-bottom: 12pt;">4. Training and Sensitivity Awareness for Teams</h2>
Training and raising sensitivity awareness among all team members is essential for creating an inclusive work environment. With <a style="text-decoration: none;" href="https://www.careercircle.com/blog/post/embracing-neurodiversity-in-the-workplace-a-practical-guide-for-employers">one in five Americans</a> being neurodivergent and <a style="text-decoration: none;" href="https://www.pewresearch.org/short-reads/2023/07/24/8-facts-about-americans-with-disabilities/">13% of the population</a> having some kind of disability, it becomes increasingly important for workplaces to understand the range of cognitive, neurological and physical disabilities that affect people. The training should also cover the importance of inclusion and the best ways to provide support.
It should cover topics such as:
<ul style="margin-top: 0px; margin-bottom: 0px; padding-inline-start: 48px;">
<li style="font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);">
The different disabilities, including invisible conditions.
</li>
<li style="font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);">
An understanding of each disability and relative terminology.
</li>
<li style="font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);">
The barriers persons with disabilities face in the workplace.
</li>
<li style="font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);">
How to be respectful in communicating with disabled coworkers.
</li>
<li style="font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);">
The appropriate ways to offer aid.
</li>
</ul>
Team members should also feel encouraged to ask questions and learn from each other. Additionally, these sessions should stress the importance of empathy and how even the smallest accommodations can enhance a colleague&rsquo;s life.
<h2 style="margin-top: 12pt; margin-bottom: 12pt;">5. Provide Supportive Employee Resource Groups</h2>
Employee resource groups (ERGs) are volunteer, employee-led groups that aim to provide opportunities for internal advocacy and professional development. Creating ERGs for employees with disabilities can greatly enhance their work experience. It does so by providing a platform for sharing experiences, addressing common challenges and building a support network.
For instance, groups for neurodivergent employees offer a forum for sharing strategies that enhance focus and productivity. This can be particularly beneficial for those with attention-deficit hyperactivity disorder (ADHD). Groups might also advocate for noise-canceling headphones <a style="text-decoration: none;" href="https://www.forbes.com/sites/markcperna/2023/10/24/how-companies-can-promote-a-culture-of-inclusion-for-adhd-employees/?sh=6905a37d5ad2">and promote a better understanding of neurodiversity</a> and their needs.
Another example could be an ERG that provides a supportive space for discussing mental health challenges and coping mechanisms. They might promote policies that sustain cognitive health and increase awareness of the issues they experience.
Similarly, ERGs can raise awareness <a style="text-decoration: none;" href="https://go.careercircle.com/disability-experience-hiring-guide">about the 70% of disabilities</a> that are not immediately apparent, such as Ehlers-Danlos Syndrome (EDS). Employees who understand hidden disabilities ensure their coworkers receive the help needed to perform their best. As long as management actively backs these groups with resources and raised voices, companies can create an inclusive environment for all.
<h2 style="margin-top: 12pt; margin-bottom: 12pt;">6. Help Employees Access Their EAP</h2>
Employee Assistance Programs (EAPs) offer confidential counseling services, support for mental health, legal assistance and more. Managers must ensure employees are well-informed about EAPs and know how to access services. Ensure you provide an educational session and present the information in ways that help all employees understand.
Facilitating easy access to EAP services is also essential. The process should be seamless, with minimal barriers, and team members should be able to use them without facing hurdles. For instance, offering multiple communication options can cater to different needs. Additionally, encouraging them to use the services and normalizing the discussion around them can destigmatize seeking help.
<h2 style="margin-top: 18pt; margin-bottom: 4pt;">Embodying Inclusivity in the Workplace</h2>
To help disabled employees, create a workplace where empathy, understanding, and proactive support are the norm. By implementing several best practices, managers can lead by example and create a truly inclusive workplace. However, inclusion is more than about accommodations &mdash; it also involves valuing every individual&rsquo;s contribution and ensuring they have the opportunity to succeed.
Written by Content Contributor:&nbsp;
Eleanor Hecks is a business writer and researcher with a passion for bringing awareness to neurodiversity inclusion in the workplace. You can find her work as Editor-in-Chief of <a href="https://designerly.com/" rel="follow">Designerly Magazine</a> or as a staff writer at sites such as HR.com and Clutch.co.
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&nbsp;

Discover effective strategies to create an inclusive workplace for employees with disabilities.

6 Best Practices for Supporting Your Employee After a Disability Disclosure

Discover effective strategies to create an inclusive workplace for employees with disabilities. Learn about empathy, accommodation plans, training, supportive ERGs, and valuable resources for ongoing support.

According to the&nbsp;<a href="https://www.dol.gov/odep/" rel="noopener" target="_blank">U.S. Department of Labor&rsquo;s Office of Disability Employment Policy (ODEP)</a>, 20.7 percent of working-age people with disabilities in the U.S. have jobs, compared to 68.3 percent of working-age people without disabilities. While research continues to prove disability-inclusive hiring provides significant benefits for employers, when it comes recruiting employees with disabilities, many employers don&rsquo;t know where to begin.
From overall branding to interview processes, incorporating appropriate recruitment strategies can make all the difference to attract job seekers with disabilities.
Here are some innovative recruitment strategies to help you hire people with disabilities:
1.&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Incorporate inclusive employer branding&nbsp;&ndash; As an employer, having a good reputation is not only important to attract customers, but also to attract job seekers and retain employees. According to&nbsp;<a href="https://cdn2.hubspot.net/hubfs/5057002/GettingHired_November2019/Pdfs/ultimate-list-of-employer-brand-stats.pdf" rel="noopener" target="_blank">LinkedIn</a>, 75 percent of job seekers research a company&rsquo;s reputation and employer brand before applying. Employers seeking to hire people with disabilities should ensure their messaging conveys their inclusiveness. This means providing visual representations of people with disabilities and written language indicating they are a disability-inclusive employer on all recruitment materials. Employers should also avoid listing job requirements that aren&rsquo;t truly necessary. Language such as, &ldquo;must be able to lift 30 pounds,&rdquo; can deter people from applying who would otherwise be well-qualified for the position.
2.&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Pursue passive candidates through social media &ndash;&nbsp;It&rsquo;s estimated that 75 percent of people who aren&rsquo;t looking for a new job would consider an offer if it&rsquo;s presented to them. A passive candidate is a potential job applicant who is not actively seeking a new job but is open to switching jobs if an opportunity is presented. Social media recruiting is a great way to seek out passive talent, as most job candidates will have social media accounts. Employers can use social media networks to search for candidates, reach out to them and build relationships, and encourage them to apply for vacant job positions. Many employers also focus on enhancing their overall social media presence to improve engagement and reach more job candidates. When seeking to hire people with disabilities, employers can focus on participating in Twitter chats and engaging with disability organizations via their social media handles.
3.&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Recruit remotely &ndash;&nbsp;From mobile-friendly applications, to video and text interviewing, innovations in technology make it easier for employers to connect with job seekers. For some candidates with disabilities, using strategies like&nbsp;<a href="https://searchhrsoftware.techtarget.com/definition/video-interview" rel="noopener" target="_blank">video interviewing</a>&nbsp;can be helpful, as this allows them to interview in locations most accessible for their needs and saves on travel time. Additionally, providing options such as texting to schedule and confirm interviews or engage with applicants can be helpful for those who have speech or communication needs that make communicating via text most accessible. In general, to ensure accessibility for all job seekers, employers should provide multiple ways for job seekers to communicate with recruiters.
4.&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Host inclusive hiring events &ndash;&nbsp;Many disability inclusive employers proactively seek out job candidates with disabilities by hosting or participating in inclusive hiring events or job fairs. Employers like&nbsp;<a href="https://www.microsoft.com/en-us/diversity/inside-microsoft/cross-disability/hiring.aspx?irgwc=1&amp;OCID=AID681541_aff_7593_1375745&amp;tduid=(ir__tj6i2tuabokfr3xr0kbg2zzd122xmvl201wluen100)(7593)(1375745)()()&amp;irclickid=_tj6i2tuabokfr3xr0kbg2zzd122xmvl201wluen100" rel="noopener" target="_blank">Microsoft</a>&nbsp;host inclusive job fairs that provide opportunities for job seekers with disabilities to meet local and national recruiters, learn about job opportunities in a variety of fields, and gain information to help them get a job (i.e. resume writing skills). Other employers choose to participate in inclusive hiring events hosted by disability-focused organizations. For example, Getting Hired hosts multiple Online Career Expos throughout the year to connect job seekers with disabilities to employer partners. These provide a unique and fully accessible opportunity to talk one-on-one with recruiters and hiring managers in real-time.&nbsp;&nbsp;
5.&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Connect with local disability organizations and university disability offices &ndash;&nbsp;Employers who want to recruit more employees with disabilities should reach out to those with direct connections to people with disabilities. This includes local disability organizations and university disability services offices. Often these organizations not only provide employers access to strong candidate pools, but also can serve as resources for disability-focused employer trainings.
6.&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Highlight accessible features of the job location/position &ndash;&nbsp;Today&rsquo;s job seekers aren&rsquo;t just looking for jobs with desirable salaries and perfect job duties. They also want to know other benefits an employer can offer, such as proximity to public transportation or open office floor plans. Job seekers with disabilities are often drawn to employers who offer flexible work hours or telework options, provide both open office and quiet spaces for working, along with other inclusive office features.
7.&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Educate ALL staff&nbsp;&ndash; Goals for disability inclusive hiring should not begin and end within an employer&rsquo;s HR department. Truly inclusive hiring means educating everyone within an organization, including executives, managers, and other employees that will interact with co-workers with disabilities. Trainings should not only address topics such as disability etiquette, but should also provide information on reasonable accommodations to help avoid negative bias about the needs of employees with disabilities.
8.&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Implement inclusive interview practices&nbsp;&ndash; It&rsquo;s important for employers to ensure every aspect of the hiring process is inclusive of people with disabilities. This includes informing applicants that accommodations for interviews can be provided upon request. Employers should also check for proper physical access to interview locations and address any other needs specified by the applicant. Many employers also participate in disability etiquette trainings to learn general protocol for communicating and interacting with people with various forms of disabilities in interview settings.
To find out more about how to recruit job seekers with disabilities,&nbsp;contact the CareerCircle team at gettinghired@careercircle.com.
Contributions to this blog were made by Andra&eacute;a LaVant of Solutions Marketing Group.&nbsp;

Boost disability-inclusive hiring with these 8 innovative recruitment strategies. Attract and retain top talent now!

8 Innovative Recruitment Strategies to Hire People with Disabilities

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5 Transferable Civilian Jobs for Veterans After Military Service

6 Best Practices for Supporting Your Employee After a Disability Disclosure

8 Innovative Recruitment Strategies to Hire People with Disabilities