The significant tax breaks and other incentives available to employers that hire veterans have inspired many to increase their veteran recruitment efforts. Some companies have even begun to advertise themselves as “veteran friendly.”

But there’s more to being a veteran-friendly employer than just a company’s willingness to hire veterans. The following are steps companies can take to ensure job-seeking veterans respond to recruitment efforts are feel welcomed once hired.

• Understand that military service is an important part of a candidate's background and can be a strong predictor of his or her ability to receive and respond to supervision and training.
• Become knowledgeable about the types of jobs and levels of responsibilities a veteran or transitioning Service Member may have had while in the military. In simple terms, Commissioned officers plan, enlisted personnel execute, and non-commissioned officers supervise with the commissioned officer's plan in mind. Warrant officers serve as subject matter experts.
• Take advantage of the U.S. Department of Labor's Occupational Information Network (O*NET). This system can help translate military occupational classification codes and military titles into civilian equivalents so you can better evaluate a veteran job seeker’s qualifications.
• Learn something about military culture. Though created specifically for behavioral health psychologists, the Center for Deployment Psychology offers a free online tutorial, Military Cultural Competence. This Web-based training course is a quick and easy way to gain a better perspective on military culture.
• Consider making someone who is familiar with military experience and culture available to help veterans and wounded warriors with the employment process, if necessary.
• Review your company’s Employee Assistance Program. Make sure it is equipped to offer the full spectrum of behavioral health issues that affect some veterans.
• Encourage your EAP personnel to develop partnerships with local veterans service organizations, County Veterans Service Offices and the California Department of Veterans Affairs (CalVet) so you can stay connected and updated on new resources. Small businesses that do not offer EAP services may be able to join with other small businesses to form a consortium to do so.
• Understand your responsibilities under the Americans with Disabilities Act (ADA). There are several sources for financial assistance and tax incentives to help employers (including small employers) make accommodations and comply with the requirements of the ADA.
• Promote an inclusive workplace to retain veteran employees. Most employees want to know and feel they are appreciated, respected and worthwhile to the team. 

There are, however, specific things you can do to enhance your veteran-focused retention efforts.

• Develop and promote peer mentorships in the workplace - Vet to Vet. 
• Practice Veterans appreciation and promote a Veteran-friendly workplace.
• Recognize that military families may have different needs than civilian families.
• Help veterans and their families get connected to the state and federal benefits they have earned through military service by referring them to the CalVet website, www.calvet.ca.gov or to their County Veterans Service Office. To find the CVSO nearest you, visit www.cacvso.org and click on "Contact Us."
• Create a page on your website or intranet that offers information and resources specifically for veterans and their families. For help, contact Carolyn Ballou at the California Department of Veterans Affairs,carolyn.ballou@calvet.ca.gov.