How Employers Can Support Veterans Returning to School

Nearly 15.5 million Americans (roughly 5.9% of the adult population) identify as military veterans, according to the U.S. Census Bureau data. These are highly-skilled individuals, but their military experience doesn't always translate cleanly into civilian hiring requirements.

As a result, many transitioning service members return to school to earn degrees and certifications that bridge this gap. This makes student veterans a uniquely disciplined talent pool, one that proactive companies are now tapping into through tailored upskilling and transition programs.

The Military Translation Gap

Individuals who go through military training and active service gain extensive operational, leadership, and technical skills, and high-stress resilience that is difficult to replicate through traditional civilian career paths.

While valuable, those skills do not always translate neatly onto a civilian resume. 

A service member may have years of hands-on experience managing logistics, operating advanced machinery, or providing medical care in the field, but civilian employers often require formal degrees, state licenses, or specific certifications to hire for those roles.

This is why many veterans turn to higher education or vocational training. It’s one of the most common pathways to transition into civilian life, whether as an employee or an entrepreneur.

How Employers Can Support Veterans Returning to School

Employers that want to tap into this incredibly valuable talent pool create and fund special programs designed to support veterans in their educational pursuits. Furthermore, the government also joins in the effort via the Post-9/11 GI Bill.

While employers often focus on technical qualifications, the true value of hiring veterans lies in their operational mindset and core behavioral traits. The combination of real-world leadership and discipline with updated technical or business skills is extremely appealing. That’s how we end up with inspiring stories of veterans turned CEO after years of service.

For companies interested in hiring/supporting former service members, here are a few methods that can help:

Flexible Scheduling and Part-Time Roles

With over 35.5 million Americans teleworking (data provided by BLS for early 2024), and more than half doing so on a hybrid schedule, introducing some flexibility into your team's work environment is easier than you might think.

It’s also the fastest way to attract student veterans into your team. They have the chance to practice what they learn in a real-world work environment, while still going to class, taking exams, or participating in military drill weekends (if still serving in the Guard or Reserves).

Tuition Assistance and Scholarships

While the Post-9/11 GI Bill covers significant expenses, it may not cover 100% of graduate school, private university tuition, or specialized certifications. Employer tuition reimbursement programs help bridge this gap.

Companies may also want to look into online college degrees for veterans and partner up with the educational institutions behind these programs. This is a strategy that establishes a direct pipeline into the talent pool.

Finally, employers can offer book and tech grants as stipends for laptops, software, or lab equipment. These are costs that can strain a student's budget.

Mentorship Programs

Companies that are already employing veterans can organize a peer-to-peer mentoring program where student veterans are paired with current employees who are also veterans. This gives students a contact who understands both the military mindset and the demands of higher education/corporate life.

Companies and Programs Supporting Student Veterans

Investing in student veteran education is not a new practice. In fact, many major corporations partner with organizations like Student Veterans of America (SVA) and the U.S. Chamber of Commerce’s Hiring Our Heroes (HOH) to build dedicated talent pipelines and ease the transition into civilian careers.

Here are a few examples of corporations that invest in student veterans:

Microsoft (Microsoft Military Affairs)

Offers specialized student-veteran internships and tech bootcamps, but also programs like the Microsoft Software and Systems Academy (MSSA) that deliver technology training for transitioning personnel.

Wells Fargo

Partners with Scholarship America to run the Wells Fargo Veterans Scholarship Program. Within this, they provide renewable grants to help veterans meet unmet financial needs while completing their degrees.

Ernst & Young (EY), Cox Enterprises, Penske

These three are core partners in initiatives like SVA’s Employment Pathways, and provide direct mentorship, career programming, and corporate immersion opportunities for veterans actively enrolled in college.

JPMorgan Chase and Citi

Feature veteran employee resource groups and military pathway programs that offer specialized summer analyst/internship slots for veterans enrolled in undergraduate or MBA programs.

The Home Depot and Amazon

Provide extensive military tuition support, trade school apprenticeships, and flexible work structures designed around student schedules.

Invest in Your Company’s Future

Employers in the U.S., especially those operating in tech or fields that demand a certain degree of responsibility should consider investing in and supporting veterans returning to school. It’s a win-win situation, where former service members get the help they need to reintegrate in civilian society, and companies get to benefit from their skills honed under difficult conditions.