By ExpediUSA, July 24, 2025

Employer Tips to Support Military Transition

Every year, thousands of service members hang up their uniforms and begin a new mission: working to build a life and career as a civilian. While 65% of veterans report feeling “fully transitioned” within three years of separation, a notable 19% say they still don’t feel adjusted to civilian life after being out of the military a few years (Dickman, 2025).

As a Prime Contractor, your company can play a pivotal role in closing this gap. Here are 9 tips to help you welcome veterans into your workforce and set them up for long-term success in your organization.

💡Tip #1: Acknowledge the Awkwardness of Transition

Leaving the military can feel like stepping into another world...and not the fun, adventurous Marvel kind. Be proactive in normalizing the discomfort. Let new veteran hires know it's okay to ask questions, make mistakes, or take time to adjust to the way "civilians" move and operate in the workplace. Offer onboarding buddies or mentors (preferably fellow veterans) who can help decode the workplace lingo and culture.

💡Tip # 2: Help Veterans Translate Their Skills

If you are a "Veteran-Friendly" employer, you are likely to have lots of veterans applying to work in your organization. Military resumes often feature roles and achievements that don’t match traditional job titles, but the core skills are often a goldmine. Train your recruiters and hiring managers to recognize transferable skills. Instead of disqualifying a “Squad Leader,” understand that they’ve likely managed teams, logistics, and high-stakes decision-making.

💡Tip #3: Rebuild Structure with Purposeful Onboarding

Structure is second nature to veterans, and one of the first things they notice if it is lacking, and one of the things they miss most. Create a clear 30-60-90 day onboarding plan that mirrors military-style mission briefs. Set objectives, give timelines, and check in frequently. This creates comfort and builds confidence.

💡Tip #4 Encourage Strategic Networking

Many veterans enter the job market without the same professional networks that their civilian peers rely on. Introduce them to industry events, government contracting associations, and veteran groups within your company. Offer stipends or time off to attend veteran-focused hiring expos and professional associations like NCMA or AFCEA.

💡Tip # 5 Support Growth Beyond the Job Description

Veterans aren’t just filling roles; they are looking for a new career and a meaningful way to contribute to society while continuing to support their country. So, offer mentorship or career development programs that will help them see and develop the full picture of the career they have chosen. You can also encourage them to explore certifications (like PMP, CompTIA, or Agile) that boost their civilian credentials.

💡Tip # 6 Provide Industry Awareness

Veterans are new to the GovCon world, and many of them have never worked in close proximity with civilian personnel. As a result, they don’t always know the nuances of civilian roles, procurement language, or contract-specific expectations. Take time to educate new veteran hires on the business side of government contracting and the impact of their role on your organization. Include training on customer expectations, compliance, performance metrics, and the structure of your prime/subcontractor environment.

💡Tip # 7: Normalize Civilian Professionalism (and Dress Codes)

After wearing BDUs or "Khakis" for years, switching to business casual can be a confusing leap. So, don’t assume everyone knows what “business casual” means. Provide a welcome guide with visual examples or consider offering a clothing stipend. Even sharing links to affordable professional wear can make a difference.

💡Tip # 8: Highlight Their Strengths in the Workplace

Most veterans like to fly under the radar. They like to come to work, do their job, and go home. And many may downplay their strengths or avoid self-promotion. Create performance reviews that recognize unique contributions like crisis leadership, calm under pressure, and team-first mentality. Acknowledge these qualities publicly when appropriate.

💡Tip #9: Build a Culture of Belonging

Veterans, regardless of the branch in which they served, all value one thing...Teamwork. Fostering a work environment where trust, camaraderie, and service values are celebrated is essential to helping veterans and any other employee, feel they are right where they need to be!

Supporting Veterans Is a Win-Win

Veterans bring resilience, structure, mission focus, and leadership to the table...all qualities any federal contractor would dream of hiring. The more we support them, the stronger and more successful our teams become.

So, are you ready to expand your veteran hiring pipeline?

Post your open positions on ExpediUSA today. It’s where veterans go to find roles that align with their strengths, security clearances, and career ambitions, especially with Prime Contractors like you.

References

Dickman, R. (2025, June 24). Hearing on Veteran Transition Challenges. House Committee on Veterans’ Affairs. Retrieved from https://www.congress.gov/119/meeting/house/118404/witnesses/HHRG-119-VR00-Wstate-DickmanR-20250624.pdf

Military.com. (2024). Military Skills Translator. Retrieved from https://www.military.com/veteran-jobs/skills-translator/

U.S. Department of Labor. (2025). Employment Situation of Veterans – May 2025. Bureau of Labor Statistics. https://www.bls.gov/news.release/pdf/vet.pdf