Copyright Inc. Magazine
Every November, Americans pause to honor those who served. We hang flags, post tributes, and talk—rightly—about sacrifice and gratitude. But we often neglect to give veterans the employment opportunities they need to succeed in post-service life. The great irony here is that veterans make outstanding employees. They bring discipline forged in high-stakes environments, adaptability under pressure, and a bias for teamwork that drives results. Study after study confirms it—veterans stay longer, lead better, and deliver more value to their organizations. So, if you really want to honor veterans this Veterans Day, start by questioning one of the most misleading statistics in America: the veteran unemployment rate. According to the Bureau of Labor Statistics (BLS), that rate is a mere 3.7 percent—actually lower than the national average. On its face, that sounds like good news. In reality, it conceals a troubling truth. Featured Video An Inc.com Featured Presentation New data from the Ludwig Institute for Shared Economic Prosperity (LISEP) paints a very different picture. When we count veterans who earn less than $25,000 a year as functionally unemployed, the real rate skyrockets to over 18 percent. And when we include those who’ve left the labor force altogether—often out of frustration or discouragement—it exceeds 60 percent. That’s not a rounding error. That’s a crisis. The Crisis of Definition—and Dignity How we define employment determines whether we see a success story or a silent failure. The BLS considers anyone who worked even a single hour in the past week as “employed.” That means a veteran working five hours a week at minimum wage is counted the same as a full-time aerospace engineer. Statistically tidy, perhaps. Morally empty, definitely. This isn’t an academic quibble about data categories. It’s about the dignity of work—and whether the country that sent these men and women into conflict is giving them a fair chance when they come home. When we count underemployment and disengagement as success, we falsely declare victory. We tell policymakers there’s nothing to fix. We tell the public the mission is accomplished. And we tell veterans who are struggling to pay rent, cover child care, or use their technical training that they’re invisible. From Hidden Hardship to Visible Hope At the Call of Duty Endowment, we measure success differently. Since our founding in 2009, we’ve helped more than 165,000 veterans secure high-quality jobs—not just any jobs. We define a “high-quality” placement as one that pays above national averages ($75,000+), is full-time, and is a good fit for both employee and employer–measured by annual retention rates above 80 percent. That definition matters. Because the difference between a low-wage, part-time gig and a meaningful career isn’t just a paycheck—it’s purpose, stability, and self-esteem. Veterans who land in high-quality roles are dramatically less likely to experience homelessness, depression, or suicidal ideation–and more than 90 percent are likely to volunteer serving their communities. We’ve also learned what is necessary to make that happen—and it’s more practical than many think. Use Multiple Resources—And Never Pay for Help Veterans entering today’s labor market face a dizzying maze of job boards, training programs, and well-intentioned initiatives. The good news is that some of these programs deliver extraordinary results. The bad news is that many don’t. Penn State research shows that veterans who seek professional assistance with their résumés/LinkedIn profiles and interview prep are three times more likely to land a high-quality job. The best organizations provide these services free of charge. If someone asks for money, walk away. You can find a vetted list of top-performing nonprofits on the Call of Duty Endowment website. Every one of them has been independently assessed for effectiveness and integrity through our Seal of Distinction Program. Network with Intention Networking remains one of the most powerful job-finding tools on earth, but it goes beyond collecting a large number of LinkedIn connections. LinkedIn research shows that veterans tend to have insular networks–mainly of other veterans–who may not be in position to help with your civilian job search. So, it’s important to look for the right industry insiders who can open doors in your desired industry or company and help you understand what it’s like inside, flag opportunities, and describe what hiring managers are looking for in candidates. If those people also happen to be veterans, they can be very powerful catalysts to your search. You don’t need hundreds of contacts—just a handful of champions who know your story, are eager to convey wisdom, and will open doors. 1. Get LinkedIn Premium. It’s free for one year for Transitioning Service Members, Veterans, and Military Spouses, and gives you powerful tools to find and message potential contacts. 2. Target the right people. Search LinkedIn for individuals currently—or formerly—in the roles or companies that interest you. You’ll get more responses from people with something in common: veterans, hometown ties, shared alma maters, or mutual connections. 3. Craft a short, personal outreach message. Example: “Hi, I’m Joe, transitioning from the military later this year. Given our shared [connection], I’d be grateful for 15–30 minutes of your time to learn about your experience in [field/company]. Your insights could really help me make the right first move.” 4. Move the conversation to email. Once they respond, exchange email addresses—most professionals check those more often than LinkedIn messages. 5. Prepare smart questions. Avoid what you can find online. Ask subjective, experience-based questions like: What surprised you most about this role? What was hardest about breaking into the industry? What traits set top performers apart? What are the best and worst parts of your job? 6. End every call with a referral ask. Before hanging up, ask: “Who else would you recommend I speak with?” If the conversation went well, many will introduce you directly. 7. Follow up fast. Send a thank-you note within 24 hours and connect on LinkedIn to keep the relationship warm. 8. Stay organized and stay in touch. Keep a simple spreadsheet to track names, roles, email addresses, notes, and follow-ups. When you land your new role, let everyone know—you’ll strengthen the relationship for the future. Once Hired, Get Engaged Getting the job is only the beginning. Too often, veterans accept a role and then quietly disengage when onboarding falls short or the culture feels alien. Don’t retreat—advocate. Ask for feedback early and often. Let your manager know how you like to receive information and what motivates you. If your workplace has a veteran employee resource group (ERG), join it. If it doesn’t, start one. Veteran ERGs not only improve retention, they often become leadership pipelines within their organizations. Engagement isn’t about complaining; it’s about communicating. Veterans excel at mission-focused teamwork—use that instinct to build bridges in your new environment. Stay Adaptable If there’s one trait that defines veterans, it’s adaptability. From desert deployments to shipboard operations to humanitarian crises, service members learn to assess, adapt, and execute under pressure. The civilian workplace rewards that same skill—especially now. Industries are being upended by technology, remote/return to work, and economic shifts. The veterans who thrive are the ones who approach change not as a threat but as an opportunity. That might mean pursuing a certification, exploring a new industry, or actively seeking out senior mentors. Adaptability isn’t about giving up your identity—it’s about applying your core strengths to new challenges. Action Items Times are tough for finding good jobs today, as the spate of recent large-scale corporate layoffs shows. But if you’re a veteran, know this: you’re not alone, and while the system isn’t as meritocratic as it pretends to be, you have incredible, free resources available to you. You must ask for help, however. Reach out to one of our world-class partners. Build your network. Advocate for yourself. Stay adaptable. If you’re an employer, take a hard look at how you’re recruiting and retaining veteran talent. Are you focused on quantity or quality? Are you creating pathways for successful onboarding and growth, or just filling quotas? Veterans aren’t a charity case—data consistently shows us they’re more productive and more likely to stay–they’re a competitive advantage. And if you’re a policymaker or philanthropist, resist the comfort of the easy number. Invest in data that tells the truth and in programs that consistently deliver measurable results. Because behind every misleading statistic is a veteran trying to make rent, raise a family, or rediscover purpose after military service. They deserve better than convenient math. They deserve the dignity of meaningful work. This Veterans Day, let’s stop congratulating ourselves for a 3.7 percent unemployment rate that hides the real story and start fighting for the kind of employment that honors the service we celebrate.
