Employer Guide 

to Hiring Veterans

www.Veterans.gov

www.dol.gov/agencies/VETS

Veterans’ Employment and Training Service

UNITED STATES DEPARTMENT OF LABOR
1 EMPLOYER GUIDE TO HIRING VETERANS www.Veterans.gov www.dol.gov/agencies/VETS

Table of Contents

PURPOSE OF THIS GUIDE...................................................................................................................................2

THE BUSINESS CASE FOR HIRING VETERANS .............................................................................................3

WHO ENLISTS IN THE ALL-VOLUNTARY FORCE? ......................................................................................4

CURRENT VETERAN STATISTICS .....................................................................................................................5

GETTING STARTED: MAKE A PLAN .......................................................................................................7

1. Veterans.gov.......................................................................................................................................................................7

2. Employer Roadmap ..........................................................................................................................................................7

POST JOBS WHERE VETERANS CAN FIND THEM ...............................................................................8

VETERAN HIRING BEST PRACTICES ...............................................................................................................9

1. From the top to the bottom, make sure everyone is on board ...............................................................................9

2. Create a veteran “affinity” or employee resource group ........................................................................................9

3. Empower your employees to recruit for you .............................................................................................................9

4. Know the codes ................................................................................................................................................................9

5. Draft veteran-friendly job descriptions .....................................................................................................................10

APPRENTICESHIP AND ON-THE-JOB TRAINING ................................................................................11

RETAINING AND REPORTING VETERAN EMPLOYEES ............................................................................13

Reporting ............................................................................................................................................................................... 13

HIRE VETS MEDALLION AWARD ...................................................................................................................14

2020 HIRE Vets Medallion Program Timeline ............................................................................................................14

2020 HIRE VETS MEDALLION AWARD CRITERIA .............................................................................15

HIRING MILITARY SPOUSES .................................................................................................................16

Military Spouse Employment Partnership ....................................................................................................................16

Military Spouse Interstate License Recognition and Reimbursement ..................................................................16

WORK OPPORTUNITY TAX CREDIT ....................................................................................................17

How the WOTC works for you ........................................................................................................................................17

How to apply for the WOTC ............................................................................................................................................17

FEDERAL AND STATE ORGANIZATIONS ............................................................................................18

NONPROFITS AND VETERAN SERVICE ORGANIZATIONS ............................................................. 20

CONTACT THE VETS EMPLOYER OUTREACH TEAM ....................................................................... 21
2 EMPLOYER GUIDE TO HIRING VETERANS www.Veterans.gov www.dol.gov/agencies/VETS

Purpose of this Guide

Employers recognize the value veterans bring to the workplace but often find it challenging to connect 

with transitioning service members and veterans seeking employment. Veterans are in high demand

so it requires dedicated efforts by employers to find and hire veterans.

The guide intends to:

 • Provide accurate information about service member and veteran demographics;

 • Share federal, state and other resources for employers to facilitate veteran employment; and

 • Make recommendations on how to attract, train, and retain veterans.

This is not a comprehensive list of resources as we have purposefully intended to keep the guide 

succinct.

Last update: May 8, 2020
3 EMPLOYER GUIDE TO HIRING VETERANS www.Veterans.gov www.dol.gov/agencies/VETS

The Business Case for Hiring Veterans

A quick internet search shows articles from many recognized business leaders who advocate hiring 

veterans as a good business practice. Why? Veterans often bring the following attributes and 

characteristics to the workplace: 

 • Proven leadership and leadership readiness

 • Mission-focused approach to work

 • Experience working in diverse teams and organizations

 • Adaptable and immediate contributors

 • Strong work ethics

 • Strong Performance under pressure

 • Creative problem-solver

 • Self-starter

 • Integrity

 • Technical skills (military experience often exposes individuals to advanced technology or technical 

training)

 • Loyalty (The military is adept at institutional socialization and cultivating loyalty, a trait civilian 

employers have found among their employees who are veterans. A low turnover rate can lead to a 

higher return on investment for businesses.)training)

Additionally, veterans have already received world-class training in many areas:

 • Challenging and purposefully high-stress exercises

 • Technical military occupational specialties

 • Professional military education courses

 • Critical “soft skills,” including ethics and leadership

Studies have shown veterans are more productive and have higher retention rates. For example, the 

Institute for Veterans and Military Families published a brief drawing from academic literature that 

suggests a robust, specific, and compelling business case for hiring veterans. Read it here:

ivmf.syracuse.edu/article/the-business-case-for-hiring-a-Veteran-beyond-the-cliches/
4 EMPLOYER GUIDE TO HIRING VETERANS www.Veterans.gov www.dol.gov/agencies/VETS

Who Enlists in the All-Voluntary Force?

The following statistics refer to the enlisted force only and come from the U.S. Department of 

Defense’s “Population Representation in the Military Services: Fiscal Year 2017 Summary Report.”

 • High-quality, drug-free, law-abiding, smart, and educated young men and women enlist to serve our 

nation to be part of something greater than themselves.

 • Enlistment standards are stringent. Only 13% of 17-to-24-year-olds (not including full-time 

college students) are qualified to enlist without a waiver. According to the Office of Accession 

Policy, an applicant may be disqualified for many reasons, including not graduating high school, 

low enlistment test scores (the Armed Services Vocational Aptitude Battery), not medically or 

physically qualified, too many dependents, disqualifying tattoos, history of criminal activity, or 

testing positive for disqualifying drugs. It is harder to be accepted into the military than it is by most 

secondary education institutions, which usually only screen for diplomas and mental aptitude.

 • Combat arms occupations (e.g., infantry, artillery, combat engineers, armor, etc.) have some of the 

highest enlistment quality metrics.

 • Women represent about 15% of the enlisted force and about 18% of the officer ranks.

 • Nearly all enlisted service members have traditional high school diplomas and 9% have earned 

college credits. About 79% test above 50th percentile in aptitude tests.
5 EMPLOYER GUIDE TO HIRING VETERANS www.Veterans.gov www.dol.gov/agencies/VETS

Current Veteran Statistics

The Department of Labor’s Bureau of Labor provides veteran unemployment and demographic 

statistics. The most recent annual veteran unemployment data can be found at www.bls.gov/news.

release/vet.toc.htm.

VETERAN POPULATION BY AGE (JANUARY 2020)

1,656

7,078

 

SOURCE: Bureau of Labor Statistics, Current Population Survey (CPS)

 • There are 18.8 million total veterans in the U.S.

 • Nearly 50% of all veterans are in the labor force (9.3 million):

 › 80% are 45 years or older

 › 1.4% are 25 years or under

 › 23% are post-9/11 and Gulf War II veterans
6 EMPLOYER GUIDE TO HIRING VETERANS www.Veterans.gov www.dol.gov/agencies/VETS

 • Prime age veterans (25-54) have a higher labor force participation (83.6%) than non-veterans 

(82.4%)

 • Women represent 10% of the total veteran population and the fastest-growing segment; 39% of all 

women veterans are in the post-9/11 group compared with 21% of all male veterans.

 • Approximately 180,000 service members separate annually from the military and transition to 

civilian life.

 • The percentage of veterans in both the population and the workforce is rapidly declining.

 

VETERANS AS A % OF POPULATION AND % OF LABOR FORCE

 

SOURCE: Bureau of Labor Statistics, Current Population Survey (CPS), 2007-2020
7 EMPLOYER GUIDE TO HIRING VETERANS www.Veterans.gov www.dol.gov/agencies/VETS

Getting Started: Make a Plan

First, create a hiring plan tailored to your organization’s needs. Here are some resources to help:

1. VETERANS.GOV

 www.Veterans.gov is a one-stop location to connect employers with local, state, and federal

veteran hiring resources.

2. EMPLOYER ROADMAP

The Employer Roadmap is a comprehensive and personalized resource for employers who want

to hire veterans and military spouses sponsored by the U.S. Chamber of Commerce’s Hiring Our

Heroes initiative and USAA: www.vetemployerroadmap.org

DID YOU KNOW?

American Job Centers give businesses access to resources they need to 

recruit, train, and retain a skilled workforce. They may also be known as “Career 

One-Stops” or “Career Centers” depending on the state. Find the closest center 

at www.dol.gov/veterans/hireaveteran/ for free one-on-one assistance.

There are approximately 2,400 locations nationwide that offer services for 

employers, such as providing workforce information, writing job descriptions, 

posting jobs, reviewing applicant resumes, organizing job fairs, providing places 

to conduct interviews, pre-screening applicants, assessing applicants’ skills 

(skill-gap analysis), and referring job-ready candidates.

You can also find resources and browse best practices in the “Employer 

Business Center” at www.careeronestop.org/businesscenter/recruitandhire/

wheretofindcandidates/hire-a-vet.aspx
8 EMPLOYER GUIDE TO HIRING VETERANS www.Veterans.gov www.dol.gov/agencies/VETS

Post Jobs Where Veterans Can Find Them

Your local American Job Center can assist you in posting your job on the National Labor Exchange 

(NLx) at usnlx.com and state job banks at www.careeronestop.org/JobSearch/FindJobs/state-jobbanks.aspx.

The NLx is a partnership between the National Association of State Workforce Agencies and the Direct 

Employers Association that works by collecting and distributing jobs from corporate websites, state job 

banks, and USAJOBS. The NLx is used by more than 300,000 employers with an average of 2.5 million 

daily job listings. It also complies with the Department of Labor’s regulations for affirmative-action 

hiring of veterans by federal government contractors.

To request a NLx Demonstration, visit: directemployers.org/demo/. Find and post job openings from 

veteran-ready employers: veterans.usnlx.com.

You can view the free “Using the National Labor Exchange to Find Veterans to Hire” video:

psycharmor.org/courses/find-veterans-hire/

More job posting resources:

• Through a paid subscription, www.indeed.com provides tools for employers to find and engage jobseeking veterans.

• www.rallypoint.com is a platform where members of the military community build professional

profiles, ask questions, search for jobs, and connect with others who can help at any point during

their military career or transition to civilian life. RallyPoint has a memorandum of understanding

with the U.S. Department of Veterans Affairs to improve access to and navigation of services for

veterans, and employers can claim their company page at www.rallypoint.com/users/sign_in
9 EMPLOYER GUIDE TO HIRING VETERANS www.Veterans.gov www.dol.gov/agencies/VETS

Veteran Hiring Best Practices

Keep these best practices in mind as you craft a plan.

 1. FROM THE TOP TO THE BOTTOM, MAKE SURE EVERYONE IS ON BOARD.

 Successful veteran hiring programs need “buy-in” by organization leadership. Hiring cycle support 

from HR managers at all levels, especially “first-level” screeners, is also critical. Make sure 

everyone understands your organization’s veteran hiring program and goals.

 2. CREATE A VETERAN “AFFINITY” OR EMPLOYEE RESOURCE GROUP.

 Many employers have found that having an employer resource group (ERG) is helpful, and it should 

be as inclusive as possible. For example, the ERG should be open to all employees regardless of 

whether they were a veteran. The only requirement should be the interest to participate positively. 

These kinds of groups create a place for veterans to collaborate as well as act as a recruiting and 

retention tool. To promote the group, you could build a veteran career website or landing page, as 

well as create veteran hiring flyers.

 3. EMPOWER YOUR EMPLOYEES TO RECRUIT FOR YOU.

 Do you know how many veterans you currently employ? They can be your best asset when it comes 

to recruiting more veteran employees. If possible, have employees who are veterans participate 

in the hiring process so that they can articulate their positive experiences to job candidates. The 

veteran community is tight-knit and “word of mouth” is a powerful tool. You can also share success 

stories of veterans who are employed by your company for use online and in flyers.

 4. KNOW THE CODES.

 It helps to know the Military Occupation Codes / Specialties (MOC/S) used in the military. Here 

are two MOC/S crosswalk tools to learn what skills correspond with specific military occupations:

 • www.careeronestop.org/BusinessCenter/Toolkit/civilian-to-military-translator.aspx

 • www.onetonline.org/crosswalk/

 It is important to understand that while translators will help you understand what someone did in 

the military, an MOC/S should not be used as an indicator of an individual’s core competencies 

and/or career aspirations. Why?

 • Not all veterans want to do the same thing they did in the military.

 • Some veterans do many more or different things than a MOC/S indicates. An example would 

be an Airman who served in the Security Forces but also augmented an Intelligence Squadron.
10 EMPLOYER GUIDE TO HIRING VETERANS www.Veterans.gov www.dol.gov/agencies/VETS

 5. DRAFT VETERAN-FRIENDLY JOB DESCRIPTIONS.

 Shift the descriptions to be “competency-based” versus requiring a certain number of years of 

experience. A job description stating “2-3 years outside sales experience mandatory” would 

immediately disqualify the majority of transitioning service members, many of whom may need 

only minimal training to succeed in a sales position. Here are some common veteran competencies 

to consider including in your job descriptions:

 › Leadership/achievement orientation

 › Personal ownership and accountability

 › Advancing the organizational mission

 › Building relationships with diverse groups

 › Flexibility

 › Experience working with diverse teams

 › Technical skills

 › Verbal/written communication skills

 › Creative problem-solving/strategic thinking

 › Development of self and others

 › Adaptability to change

 › Experience delivering quality service

 › Loyalty

 › Resilience

FURTHER READING:

 • The “Guide to Leading Policies, Practices & Resources: Supporting the Employment of Veterans 

and Military Families” is the product of a collaborative effort by the Institute for Veterans and 

Military Families (IVMF) with more than 30 private sector employers and supporting organizations. 

It contains best practices, lessons learned, and innovations in recruiting, assimilating, retaining 

and advancing veterans in the workforce: ivmf.syracuse.edu/wp-content/uploads/2016/07/

guidetoleadingpractices1.pdf

 • Veterans Job Mission, a coalition of more than 200 companies, partnered with IVMF to develop 

leading practices to building or enhancing a veteran hiring program: www.veteranjobsmission.com/

employer-resources
11 EMPLOYER GUIDE TO HIRING VETERANS www.Veterans.gov www.dol.gov/agencies/VETS

Apprenticeship and On-The-Job Training

Apprenticeships and other on-the-job training programs represent a valuable investment in the skills 

of employees and can provide veterans with opportunities to learn specific work-based skills – whether 

they’re a new hire or seeking advancement.

By becoming “Approved for GI Bill,” an organization’s registered apprenticeship program can assist 

current and future veteran apprentices apply the benefits they’ve earned. Veterans who have existing 

benefits under the GI Bill may qualify for a monthly stipend – paid by the U.S. Department of Veterans 

Affairs (VA) – in addition to the wages they receive through an apprenticeship. Approved employers 

can use this benefit as a recruiting tool. View the Department of Labor’s Apprenticeship Overview for 

employers at www.apprenticeship.gov/employers and learn more about apprenticeships for veterans 

at www.doleta.gov/oa/veterans.cfm.

DEPARTMENT OF LABOR’S REGISTERED APPRENTICESHIP PROGRAM:

BENEFITS TO COMPANIES

 • Receive consulting services from DOL in the design, development, and structure of their Registered 

Apprenticeship program.

 • By partnering with DOL, it will bring a level of credibility to their training program by meeting approved 

standards.

 • Upon completion of the program, the apprentice will earn a nationally-recognized credential. This 

credential may be used as a recruiting tool to attract prospective applicants.

 • The company will attract veterans and those transitioning out of the service since they will be able to use 

GI Bill benefits (not take on educational debt).

 • May be eligible for the Career Skills Program/Skill Bridge (military pays transitioning service member’s 

salary while in pre-apprenticeship training program).

 • Increased employee retention/reduced turnover costs.

 • Creates a system where employers can track return on investment of training dollars invested.
12 EMPLOYER GUIDE TO HIRING VETERANS www.Veterans.gov www.dol.gov/agencies/VETS

Further reading:

 • The Federal Resources Playbook for Registered Apprenticeship at www.doleta.gov/oa/

federalresources/playbook.pdf is a comprehensive resource for employers. See page 11 for more 

information on how your program can be “Approved for GI Bill.”

 • Want to launch an apprenticeship program? Check out this quick-start toolkit: www.apprenticeship.

gov/sites/default/files/playbook.pdf

 • Make sure your veteran employees know that their VA education benefits may be used for both 

on-the-job training programs and apprenticeships: www.va.gov/education/about-gi-bill-benefits/

how-to-use-benefits/on-the-job-training-apprenticeships/

 • The Department of Labor also partners with the VA in supporting Vocational Rehabilitation & 

Employment (VR&E) efforts. VR&E provides employers with other benefits through the Special 

Employer Incentive Program (SEI). Employers hiring veterans with a service-connected disability 

who are approved for VR&E services may be entitled reimbursements up to 50% of the veterans’ 

salary for six months to offset training costs. Additional information about the SEI program is 

located at benefits.va.gov/vow/docs/seiflyerfinal.pdf.

 • The U.S. Department of Defense SkillBridge initiative promotes the civilian job training authority 

available for transitioning service members. Service members meeting certain qualifications can 

participate in civilian job and employment training, including apprenticeships and internships. Such 

training can take place starting up to six 

months before a service member’s separation. 

Additionally, the training must offer a high 

probability of employment and be provided 

to the service member at little or no cost. 

Through SkillBridge, tremendous potential 

exists for service members, companies, trade 

unions, and others for leveraging this new 

DOD authority. Interested training providers 

should review dodskillbridge.usalearning.

gov/industry-employers.htm and then 

contact them at dodskillbridge.usalearning.

gov/contacts.htm with a description of their 

transition opportunities and for approval to 

move forward, along with any questions.

Licensing and certification information:

 • Employers can get licensing or certification tests officially approved, which lets veterans and other 

beneficiaries receive reimbursement for test-taking costs. If you represent a state or local licensing 

board, the approval requirements are minimal. If you represent a nongovernmental organization, 

your test must be generally accepted within the industry, must have existed for at least two years, 

and must meet other requirements.

 • Seek approval for your organization’s tests through the state approving agency for the state where 

your headquarters are located. Learn more at www.benefits.va.gov/gibill/licensing_certification.asp.

HOW SKILL BRIDGE WORKS

APPRENTICESHIP LICENSING &

CERTIFICATION

OJT/

INTERNSHIP
13 EMPLOYER GUIDE TO HIRING VETERANS www.Veterans.gov www.dol.gov/agencies/VETS

Retaining and Reporting Veteran Employees

Veterans are extremely loyal to an organization. What is good for your veteran population is also good 

for any employee. However, if the environment does not meet veterans’ needs, they tend to leave an 

organization quicker than their non-veteran counterparts. The following elements are important to 

many veterans:

 • Challenging/engaging opportunity

 • Clearly stated expectations of the position

 • Known pathway for advancement in the current position and organization

 • A mentor (preferably a veteran) on arrival, as well as an onboarding program specific to veterans, 

can help veterans integrate and adjust to the organization’s culture

 • Clear and open verbal and written communication

 › Veterans are used to hearing from their leadership, usually in person

 • Career professional development

 • Impact on the organization – veterans want to know what they are doing has “meaning”

 • Compensation and benefits

REPORTING

Most organizations are now voluntarily counting veterans but some have encountered difficulties 

with self-reporting. Instead of asking employees, “Are you a veteran?” ask, “Have you ever served in 

the U.S. military?” Some veterans do not identify as such because they served in peacetime, or for 

other reasons.

Some federal contractors have specific reporting requirements (on form VETS-4212) and affirmative 

action obligations under the Vietnam Era Veterans’ Readjustment Act of 1974 (known as “VEVRAA” 

or “Section 4212”). Find answers to frequently asked questions at www.dol.gov/agencies/vets/

programs/vets4212.

Further reading:

 • The Center for a New American Security study, “Onward and Upward: Understanding Veteran 

Retention and Performance in the Workforce,” provides valuable information for employers: www.

cnas.org/publications/reports/onward-and-upward

 • Additional information for all employers regarding the employment of veterans and service 

members can be found at www.employer.gov/EmploymentIssues/Veteran-and-servicememberemployment
14 EMPLOYER GUIDE TO HIRING VETERANS www.Veterans.gov www.dol.gov/agencies/VETS

HIRE Vets Medallion Award

The U.S. Department of Labor’s HIRE Vets Medallion Award 

Program recognizes employers of all sizes for their efforts to recruit, 

employ, and retain America’s veterans.

The HIRE Vets Medallion Award presents a unique value to 

employers across three different size categories – small (1-50 

employees), medium (51-499), and large (500 or more). Award 

recipients range from small businesses and community-based 

nonprofits to larger companies.

To complete the application process, employers must verify that their company meets the award 

requirements, pay an application fee, and work with VETS staff to ensure compliance with the 

Uniformed Services Employment and Reemployment Rights Act (USERRA) and the VEVRAA.

A HIRE Vets Medallion Award recipient receives national recognition and provides an inside track in 

the fight for talent – all of which results in a competitive advantage. 

The HIRE Vets Medallion Award:

 • Highlights companies and organizations that have proven their commitment to hire and retain 

America’s veterans in good, family-sustaining careers

 • The only federal-level veterans’ employment award that recognizes job creators

 • Award recipients will receive a certificate and digital images of the medallion for use as part of their 

marketing and promotional activities

 • Each year, 180,000 transitioning service members are instructed in the Transition Assistance 

Program to seek out HIRE Vets Medallion Award recipients via the interactive map on HireVets.gov 

For more information, visit HireVets.gov.

HIRE VETS MEDALLION PROGRAM TIMELINE

 › January – Application period opens

 › April 30 – Application period closes

 › October – Notify applicants of award decisions

 › November – Announce award recipients on or near Veterans Day
15 EMPLOYER GUIDE TO HIRING VETERANS www.Veterans.gov www.dol.gov/agencies/VETS

2020 Hire Vets Medallion Award Criteria

Additional information can be found at www.HireVets.gov or by contacting HireVets@dol.gov. 2020 HIRE Vets Medallion Award Criteria Veterans' Employment and Training Service UNITED STATES DEPARTMENT OF LABOR REQUIREMENTS LARGE EMPLOYER AWARDS (500+ Employees) MEDIUM EMPLOYER AWARDS (51-499 Employees) SMALL EMPLOYER AWARDS (1-50 Employees) Platinum Gold Platinum Gold Platinum Gold Hiring (Vets hired during CY 2019) Not less than 10% of employees hired AND Not less than 7% of employees hired AND Not less than 10% of employees hired OR Not less than 7% of employees hired OR Not less than 10% of employees hired OR Not less than 7% of employees hired OR Retention (Vets hired during CY 2018) Not less than 85% of

veterans hired 

retained for 12 months

Not less than 75% of

veterans hired 

retained for 12 months

Not less than 85% of

veterans hired 

retained for 12 months

AND

Not less than 75% of

veterans hired 

retained for 12 months

AND

Not less than 85% of

veterans hired 

retained for 12 months

AND

Not less than 75% of

veterans hired 

retained for 12 months

AND

Veteran Employee Percentage(Vets employed on 31 Dec. of CY 2019)

N/A N/A At least 10% of

employees are 

veterans

At least 7% of

employees are 

veterans

At least 10% of

employees are 

veterans

At least 7% of

employees are 

veterans

Veteran Organization or Resource Group

Must be established 

and exist by 

Dec. 31, 2019

Must be established 

and exist by 

Dec. 31, 2019

Must be established 

and exist by 

Dec. 31, 2019

Satisfy 1 of 2

Satisfy 2 of 5

N/A

Leadership Program Must be established 

and exist by 

Dec. 31, 2019

Must be established 

and exist by 

Dec. 31, 2019

Must be established 

and exist on Dec. 31 

of prior year

N/A

Dedicated HR Professional (large) or HR Veterans’ Initiative (medium/small)

Must be targeted to 

veteran employees

N/A

Satisfy 1 of 3

N/A N/A

Pay Differential Program

Must be provided N/A N/A N/A

Tuition Assistance Program Must be available N/A N/A N/A

Labor Law Violations Must not have any 

of the violations 

identified in 

20 CFR § 1011.120

Must not have any 

of the violations 

identified in 

20 CFR § 1011.120

Must not have any 

of the violations 

identified in 

20 CFR § 1011.120

Must not have any 

of the violations 

identified in 

20 CFR § 1011.120

Must not have any 

of the violations 

identified in 

20 CFR § 1011.120

Must not have any 

of the violations 

identified in 

20 CFR § 1011.120

Application Fee $495.00 $495.00 $190.00 $190.00 $90.00 $90.00

1 The above is a brief overview of the criteria needed to qualify to receive a HIRE Vets Medallion Award. For a detailed explanation, please visit HireVets.gov and view the Final Rule for the program.

OTHER ITEMS INTEGRATION ASSISTANCE PROGRAMS
16 EMPLOYER GUIDE TO HIRING VETERANS www.Veterans.gov www.dol.gov/agencies/VETS

Hiring Military Spouses

Military spouses face barriers to employment related to their mobile military lifestyle, including 

frequent relocations and extended periods of family separation due to deployments. There are 

approximately 1 million active duty, National Guard, and reserve military spouses, with 641,639 

identified as spouses of active duty service members. In 2017, the military spouse unemployment rate 

was 16%, over four times the 2017 rate for all adult women.

MILITARY SPOUSE EMPLOYMENT PARTNERSHIP

The Military Spouse Employment Partnership (MSEP) was created to address these unique challenges. 

MSEP, which is part of the Department of Defense’s Spouse Education and Career Opportunities (SECO) 

program, connects military spouses with employers seeking 21st-century job skills. MSEP partners 

represent sectors ranging from Fortune 500 companies, to small businesses, to nonprofits, to the federal 

government, to the academic and health care sectors. Companies post jobs ranging from entry-level to 

executive management/leadership using the MSEP Partner Portal at msepjobs.militaryonesource.mil/msep/.

MSEP partners can also find spouse talent directly through a search of spouse candidates. To date, the 

MSEP has facilitated more than 112,000 spouse hires.

MILITARY SPOUSE INTERSTATE LICENSE RECOGNITION AND REIMBURSEMENT

The Department of Labor and the Department of Defense have resources to help military spouses 

when they move from one state to another. The map on the Department of Labor’s Veterans.gov

website helps military spouses with occupational licenses understand how their license can be 

recognized in another state. The website also provides information on each service’s program to 

reimburse military spouses for licensing costs when they move from one state to another because of a 

change of station order. 

See the map and learn more at www.veterans.gov/milspouses/
17 EMPLOYER GUIDE TO HIRING VETERANS www.Veterans.gov www.dol.gov/agencies/VETS

Work Opportunity Tax Credit

The Work Opportunity Tax Credit (WOTC) is a federal tax credit available to employers who hire 

veterans and individuals from other eligible target groups with significant barriers to employment. Each 

year, employers claim over $1 billion in tax credits under the WOTC program. The success and growth 

of this income tax credit for business is beneficial for all who participate while increasing America’s 

economic growth and productivity.

How the WOTC works for you:

• WOTC can reduce an employer’s federal income tax liability by as much as $9,600 per veteran

hired.

• There is no limit on the number of individuals an employer can hire to qualify to claim the tax credit.

• Certain tax-exempt organizations can take advantage of WOTC by receiving a credit against the

employer’s share of Social Security taxes.

How to apply for the WOTC:

1. Complete IRS Form 8850 by the day the job offer is made.

2. Complete Employment and Training Administration ETA Form 9061, or ETA Form 9062 if the

employee has been conditionally certified as belonging to a WOTC target group by a state

workforce agency, vocational rehabilitation agency, or another participating agency.

3. Submit the completed and signed IRS and ETA forms to your state workforce agency. Forms must

be submitted within 28 calendar days of the employee’s start date.

4. Wait for a final determination from your state workforce agency. The determination will indicate

whether the employee is certified as meeting the eligibility for one of the WOTC target groups.

5. After the target group employee is certified by the state workforce agency, file for the tax credit

with the Internal Revenue Service.

Find more information at www.doleta.gov/business/incentives/opptax/.
18 EMPLOYER GUIDE TO HIRING VETERANS www.Veterans.gov www.dol.gov/agencies/VETS

Federal and State Organizations

• AMERICAN JOB CENTERS | www.careeronestop.org/LocalHelp/AmericanJobCenters/findamerican-job-centers.aspx

See page 9 of this guide for more information.

• MARINE FOR LIFE | www.marineforlife.org

Marine For Life offers Marines and family members, employment organizations, educational

institutions, and advisors the opportunity to connect with each other and build mutually beneficial

relationships in pursuit of their lifelong goals.

 Employers seeking veteran Marine talent should complete this short form on the Marine For Life

Network website: usmc-mccs.org/services/career/marine-for-life-network/join-the-network/

 A follow-up email will be sent to the employer with instructions on how to leverage the Marine For

Life Network veteran talent.

• SOLDIER FOR LIFE | soldierforlife.army.mil

Soldier For Life (SFL) engages and connects Army, government, and non-government organizations

to support our soldiers, veterans, and their families. They provide updates through social media

platforms on local hiring fairs, employment workshops, best practices, transition resources, and

ways for veterans to expand their networks.

SFL provides regional support as well as three functional areas (employment, education, and health

and wellness). To contact SFL, email usarmy.sfl@mail.mil or call 703-545-2635.

• MILITARY ONESOURCE | www.militaryonesource.mil/national-guard

Military OneSource can help members of the National Guard and their families locate services at

the state and unit level, and take advantage of valuable federal benefits and programs.

• EMPLOYER SUPPORT OF THE GUARD AND RESERVE | www.esgr.mil/Employers/How-ESGRCan-Help

Employer Support of the Guard and Reserve (ESGR), a Department of Defense program, promotes

cooperation and understanding between reserve component service members and their civilian

employers, and helps resolve conflicts arising from an employee’s military commitment. ESGR

comprises a network of more than 3,750 volunteers in 54 committees located across every U.S.

state and territory.
19 EMPLOYER GUIDE TO HIRING VETERANS www.Veterans.gov www.dol.gov/agencies/VETS

 • PRIVATE PUBLIC PARTNERSHIP | www.usar.army.mil/P3/Resources/

 The Army Reserve Private Public Partnership Office (P3O) serves as the single point of entry 

for all organizations seeking to partner with the Army Reserve, including those at the forefront 

of innovation and technology. The P3 program helps its corporate partners attract, develop and 

retain talent by establishing employer partnerships for Army Reserve soldiers, transitioning active 

component soldiers, eligible veterans, and dependents seeking civilian employment opportunities.

 • WARRIOR CARE AND TRANSITION PROGRAM | wct.army.mil/modules/employers/e1-

hireOurSoldiers.html

 Employers can find resources for hiring wounded, ill, or injured transitioning service members and 

veterans.

 • SMALL BUSINESS ADMINISTRATION’S OFFICE OF VETERANS BUSINESS DEVELOPMENT AND 

VETERANS BUSINESS OUTREACH CENTERS | www.sba.gov/ovbd 

 The Veterans Business Outreach Center Program provides entrepreneurial development services 

such as business training, counseling, and resource partner referrals to transitioning service 

members, veterans, National Guard and Reserve members and military spouses interested in 

starting or growing a small business.
20 EMPLOYER GUIDE TO HIRING VETERANS www.Veterans.gov www.dol.gov/agencies/VETS

Nonprofits and Veteran Service Organizations

Thousands of organizations are involved in veteran employment. VETS has an official partnership with 

the U.S. Chamber of Commerce and works closely with the other organizations listed here. To add 

additional organizations to this list, please reach out to Mark Toal in VETS at toal.mark.j@dol.gov.

• U.S. CHAMBER OF COMMERCE – HIRING OUR HEROES | www.uschamberfoundation.org/

hiring-our-heroes

Hiring Our Heroes, a VETS partner, is a nationwide initiative to help veterans, transitioning service

members, and military spouses find meaningful employment opportunities. Employers can

participate in hiring fairs sponsored by the U.S. Chamber of Commerce.

• MILITARY OFFICERS ASSOCIATION OF AMERICA | www.moaa.org/career/

The Military Officers Association of America (MOAA) provides career and transition services that

include a job board. If a bachelor’s degree or higher is required or an employer is seeking pilots,

lawyers, or other positions that are generally specific to the officer ranks, it may be useful to post

your job with MOAA. Posting to the job board requires registration but is free and MOAA’s career

center offers access to hundreds of resumes based on your specific search criteria.

• AMERICAN LEGION | www.legion.org/careers/jobfairs

Employers can connect with job-seeking veterans through American Legion career fairs held across

the country.

• DISABLED AMERICAN VETERANS | www.dav.org/veterans/employment-resources/employers/

Disabled American Veterans can assist your company with finding qualified job candidates and

has a variety of online resources for employers, including a guide specific to hiring and retaining

veterans with disabilities.

• STUDENT VETERANS OF AMERICA | studentveteransofamerica.jobs

There are around 100,000 veterans that graduate college every year, and studies show that most

are working full- or part-time jobs while they’re a full-time student. Student Veterans of America

can help employers recruit and hire veterans currently earning a college degree, many of whom are

seeking to enter high-growth fields.

• PSYCHARMOR INSTITUTE | psycharmor.org/employer_audience/

PsychArmor Institute is a national nonprofit that provides free online education and support to

all Americans who work with, live with, or care for military service members, veterans, and their

families. Employers can check out courses on “Strategies for Effective Veteran Hiring,” “Creating a

Veteran Hiring Program,” and more.
21 EMPLOYER GUIDE TO HIRING VETERANS www.Veterans.gov www.dol.gov/agencies/VETS

Contact the VETS Employer Outreach Team

DIRECTOR OF THE OFFICE OF STRATEGIC OUTREACH

• Mark Toal

toal.mark.j@dol.gov

NATIONAL VETERANS’ EMPLOYMENT MANAGER

• Vacant

REGIONAL VETERAN EMPLOYMENT COORDINATORS

• Roxann Griffith (acting) – Chicago Region: Illinois, Indiana, Iowa, Kansas, Michigan, Minnesota,

Missouri, Nebraska, Ohio, Wisconsin

griffith.roxann.s@dol.gov

• Nicole Neri – Philadelphia Region: Delaware, District of Columbia, Maryland, Pennsylvania, Virginia,

West Virginia

neri.nicole@dol.gov

• Paul Furbush – Boston Region: Connecticut, Maine, Massachusetts, New Hampshire, New Jersey,

New York, Rhode Island, Vermont

furbush.paul.m@dol.gov

• Roxann Griffith – Dallas Region: Arkansas, Colorado, Louisiana, Montana, Oklahoma, New Mexico,

North Dakota, Puerto Rico, South Dakota, Texas, Utah, Virgin Islands, Wyoming

griffith.roxann.s@dol.gov

• Mark Toal (acting) – Atlanta Region: Alabama, Florida, Georgia, Kentucky, Mississippi, North

Carolina, South Carolina, Tennessee

toal.mark.j@dol.gov

• Tony Forbes – San Francisco Region: Alaska, Arizona, American Samoa, California, Guam, Hawaii,

Idaho, Mariana Islands, Nevada, Oregon, Washington

forbes.tony.d@dol.gov
www.Veterans.gov

www.dol.gov/agencies/VETS

Veterans’ Employment and Training Service

UNITED STATES DEPARTMENT OF LABOR