Every May, the U.S. observes Military Appreciation Month—a dedicated time to recognize the service and sacrifice of military personnel whose contributions so often go unseen. From Military Spouse Appreciation Day to Armed Forces Day to Memorial Day, the month serves as a collective reminder to honor those who serve and protect our country.
But recognition alone isn't enough. For the approximately 200,000 active-duty service members who transition back into civilian life each year, what they need most isn't applause, it's opportunity.
Moving from a highly structured military environment into civilian life can feel disorienting, even for the most capable veterans. The shift is complex: new rules, ambiguous hierarchies, and workplaces that often don't know how to speak the same language.
The data makes this clear. According to the U.S. Department of Veterans Affairs and related sources, 14% of male veterans and 24% of female veterans receiving VA care have been diagnosed with PTSD. And more than 60% of post-9/11 veterans report difficulty adjusting to civilian life.
Yet despite this, too many organizations still lack structured, veteran-focused hiring strategies—missing a critical opportunity to engage some of the most trained, disciplined, and mission-driven talent available.
HRCI has long been attuned to this gap. Our research—and a deeper look at what winning veteran hiring programs actually look like—consistently highlights how the veteran and military spouse community remains underutilized in today's workforce. In a November 2025 HRCI poll of HR professionals:
That means most organizations are flying blind, unable to know whether their veteran hiring commitments are translating into real outcomes.
A handful of major employers—including Verizon, Amazon, Walmart, and Microsoft—have built genuinely effective military-friendly recruiting and retention programs. Their success offers a roadmap for HR leaders ready to close the gap.
Veterans bring an extraordinary range of transferable skills, but military job titles don't always translate cleanly into civilian ATS systems. Field artillery operations, ammunition technician, motor vehicle operator—these roles represent deep expertise that gets lost in translation. Organizations committed to veteran hiring should actively help candidates map their tours, training, and security clearances into resume language that makes it through screening.
Tapping into military-specific job boards, career fairs, and nonprofit partners can dramatically accelerate your pipeline. Organizations like Hiring Our Heroes (a U.S. Chamber of Commerce initiative) connect veterans, service members, and military spouses directly with employers. Specialized firms like Orion Talent and Korn Ferry also offer veteran-focused recruitment services for employers ready to invest.
Veterans thrive with clear mission and structure. Consider launching veteran mentorship cohorts or leadership development tracks that show how careers progress inside your organization. Highlighting roles that naturally align with military experience—complex project management, cybersecurity, field operations—helps veterans see themselves in your organization long-term, not just as entry-level hires.
A veteran Employee Resource Group (ERG) sends a visible, powerful signal: your experience is valued here. These groups can support veterans, active-duty members, reservists, and their families. Opening participation to non-veterans can further deepen cross-organizational understanding and inclusion.
There's a phrase deeply embedded in U.S. Marine Corps culture: "Once a Marine, Always a Marine." That sentiment extends across every branch of the Armed Forces. Military service isn't a chapter someone completes. It's a lasting identity.
The same logic should apply to how organizations approach veteran hiring. Military Appreciation Month is a meaningful moment, but a once-a-year acknowledgment isn't a strategy. Year-round, organizations have an opportunity—and an obligation—to provide meaningful career pathways, structured support, and mental wellness resources for veterans and their families.
The intention is already there for most HR leaders. The work now is closing the gap to impact. For a practical framework on building a veteran hiring program that delivers measurable results, read our guide: How HR Can Win with Veteran and Military Spouse Talent.
This article by Amy Schabacker Dufrane, Ed.D., SPHR, CAE, originally appeared in HR Professionals Magazine (May 2026). It has been lightly adapted for the HRCI blog.
About the Author Amy Schabacker Dufrane, Ed.D., SPHR, CAE, is CEO of HRCI, where she drives strategic conversations about building high-performing HR teams. An award-winning thought leader at the intersection of talent strategy and continuous learning, Dr. Dufrane is a celebrated keynote speaker on the human side of successful business strategy.
Related Learning & Resources
How HR Can Win with Veteran and Military Spouse Talent