U.S. Army Lieutenant Colonel Allan Lanceta directs the Soldier for Life Program, which helps transition soldiers back to civilian life.

On Veterans Day, we honor and thank the men and women who have served our country. While the day focuses on their service, it’s also a reminder of the transitions they face returning to civilian life.

One of the biggest transitions veterans may make is rejoining the civilian workforce. While doing so is often challenging, employers are recognizing just how valuable veterans can be to their company and are taking steps to recruit them.

According to a CareerBuilder study, 66 percent of employers say that if they had two equally qualified candidates for a job, and one is a U.S. veteran, they would be more likely to hire the veteran. Forty-three percent pay more attention to applications submitted by U.S. veterans.

Qualities that stand out
Employers looking to hire military veterans are often looking for important qualities they know a veteran can bring to the organization, including:

  • Disciplined approach to work — 63 percent
  • Ability to work as a team — 60 percent
  • Respect and integrity — 56 percent
  • Ability to perform under pressure — 51 percent
  • Leadership skills — 51 percent
  • Problem-solving skills — 47 percent
  • Ability to adapt quickly — 45 percent
  • Attitude of perseverance — 41 percent
  • Communication skills — 40 percent
  • Strong technical skills — 31 percent

Employers vocal about wanting veterans
Companies looking to hire veterans typically are very vocal about it, with 80 percent saying they promote the fact that their company hires military veterans. Some of the ways they publicize this fact include:

  • In job listings — 42 percent
  • On corporate career site — 40 percent
  • In recruitment materials — 35 percent
  • On social media — 26 percent

Challenges of hiring veterans
While companies are eager to hire veterans, they often face some challenges when recruiting them. Forty-three percent of employers say the biggest difficulty in hiring military veterans is deciphering which military skills can translate to civilian work opportunities. Other employer difficulties include:

  • Veterans don’t always market themselves as veterans — 28 percent
  • Concern about National Guard members leaving for active duty — 16 percent
  • Veterans are often overqualified — 11 percent

While veterans may face obstacles when transitioning to the civilian workforce, it’s clear that companies see their value and want to hire them. If employers continue to be vocal about their desire to recruit veterans, and veterans take the necessary steps to prepare themselves for the civilian job hunt, hopefully more and more veterans will find fulfilling, post-military careers.