///// ABOUT
FILLING THE
VETERAN-JOBS GAP
///// THE CHALLENGE AT HAND
Connecting our veteran population to our companies is vital to success—not just for them, but for our economy as a whole.
With a growing workforce gap in numerous areas of industry, many businesses look to the military and veteran communities to fill those gaps.
Unfortunately, many of those connections are never made—whether it’s due to application disconnects, a lack of ability to translate skills, wage gaps, or more. And in many cases, even filling the job isn’t a fix, as up to 44 percent of veterans will leave a placement due to “bad fit” or lack of engagement within the first six to 12 months.
At The RECON Network, we are in place to assess and address the needs and career fit of the veteran or spouse before they begin the job search, ensuring a better career fit and hopefully, better employee retention. And with years of research and feedback from our clients and attendees, we can help companies identify the “gaps” in their own hiring process that may be preventing the hiring of veterans to these much-needed positions.
HOW CAN WE HELP?
Can we help better connect you with the veteran community around you, or provide insight on hiring and retaining top-quality employees from the post-military community? Contact us to start a conversation today. You can also read more on our website about why purpose is important and how RECON can help.
PURPOSE + WORKFORCE
RETURN ON INVESTMENT
89% of employees with high levels of well-being reported high job satisfaction. Nearly two thirds of those employees reported consistently putting in extra effort at work (Bright Horizons).
Business units in the top quartile on employee engagement averaged $80,000 to $120,000 higher sales revenue per month (Gallup).
RETENTION
In the U.S., only 29% of workers feel engaged at work (Gallup). Meanwhile, most engaged employees are 87% less likely to leave their organization (Corporate Leadership Council). Among veterans, 44% will leave their first job-post-military within the first year—a challenge for both veteran and company.
PURPOSE + GENERATIONS
Generation X: 1966–1980
- Responsible for creating the work/life balance concept
- Possesses strong technical skills
- Is more independent than prior generationst
Millennials: 1981–2000
- Most resilient in navigating change
- Most educated generation of workers today
- Willingness to work hard and set goals to achieve the lifestyle they want
- 79% say it’s more important to enjoy their job than to make money
