In this downloadable guide, you’ll learn how leaders at the top veteran employers have developed strategies to attract, onboard, and retain veteran and military family candidates, and how you can apply the same approach to your recruitment plans, regardless of the size of your firm.

Why Hire Veterans?

In addition to gaining talent that possesses a high skill level, hiring veterans offers the following benefits, regardless of how large or small your organization is. 

Veterans Contribute to a Diverse Workforce

One in four military respondents said that showing diversity in leadership is a top motivator for wanting to work at a particular company. By nature of the diversity of the military, veteran hires will naturally contribute to your diversity initiatives and help to create an inclusive company culture.

You’re Making a Difference

Transitioning from military to civilian work life can be a big change. Making an effort to include this population as part of your workforce can add tremendous value to your company, and to that employee, whether they stay for a year or stay forever.

Veterans Are Natural Leaders

Sixty-three percent of veterans believe they have leadership skills that you may not find in the civilian population, according to Monster research. 

Ready to Attract America’s Veterans?

The best practices and tips in our guide will help you put your best foot forward to attract and keep this skilled talent. Download our guide, “Veteran Hiring: 5 Ways to Expand Your Talent Pool”, for more information on developing a veteran-hiring strategy. 

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Gen Z candidates have certain employer expectations, like financial stability and investment in their skills. If you want to attract this elusive group of job seekers, you need to understand what they want and need from work. 

Based on data gleaned from Monster’s annual “State of the Graduate” survey, our guide covers three big questions you should ask yourself before engaging with Gen Z, as well as the strategies you need to ensure success when recruiting this emerging workforce. 

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How do you recruit? Are you taking a proactive and external approach or focusing on improving internal processes? Either way, you’re probably facing some challenges. Our eBook digs into our Future of Work data, uncovering what candidates want from employers and providing guidance for managing recruitment in this uncertain market.

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Budgets are tightening, but you still need to reach, engage, and hire candidates. How can you do it cost-effectively? With Monster’s performance-based solution. Learn more in this short guide.

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Good talent is getting harder and harder to find. And although we’re in a mild recession, taking a “wait and see” approach to recruitment isn’t a strategy for survival in the war for talent. You’ve got to continuously use all available tools, technologies, and techniques, to attract, engage, and retain candidates.

• The current state of recruiting
• Employee retention in 3 steps
• Passive and active search
• 4 ways to build your talent pipeline

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In this guide, we take a deep dive into:

• The state of recruitment in 2023
• The battle for talent, and the increasing skills gap
• How to engage talent in a new, flexible present
• How to get creative about finding diverse talent

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Diversity in the Workplace: Look Forward First

The development and advancement of diverse employees are a key part of the puzzle. Sponsorship and mentorship programs can help—as can tracking diverse candidates at your organization, from the length of their tenure to their career development. Understanding where your diverse candidate life cycle needs improvement is step one.

Create More Inclusive Job Descriptions

As much as you need talent—and you need it now— it’s important to take time to craft the right message in your job postings. Your hiring criteria may be less universally appealing than you think. For instance, a posting requiring 10 years of senior management experience may create a barrier for women—particularly women of color—who aren’t in those leadership positions. Is your hiring criteria unintentionally excluding people? 

Highlight Your Commitment to Workplace Diversity

Finding ways to showcase your company’s commitment to inclusive hiring, equal pay, and support for underrepresented groups can also help prospective candidates see that your DEI is more than a few bullet points on your career site. Having inclusive benefits like paid leave for all parents is another important way to illustrate how your employer brand supports all employees. It also helps to post about company-wide events that promote awareness and celebrate diversity and inclusion during various times of the year. If the company supports community and nonprofit groups related to achieving equality, those sorts of partnerships should also be publicized.

Audit Your Hiring Process

Even if your job description and employer branding assets illustrate a company committed to DEI initiatives, candidates will form their own opinions once they begin interacting with your hiring process. If candidates get a vibe from interviewers or hiring managers that aren’t welcoming, that’s not something they will ignore. 

Revamp Your Talent Pipeline

Are you looking in the right places? How wide is your reach? Going back to the same sources for talent year after year won’t yield new results. Eighty-one percent of recruiters said they are increasing outreach to outside organizations to make their inclusive hiring goals happen, according to Monster’s Future of Work survey. 

Continue to Fine-Tune Your Strategies

These tips will help you open up your talent acquisition pipeline and make sure you’re looking in places you wouldn’t think to look. Find and access these diverse sources using the actionable strategies in 5 Ways to Expand Your DEI Talent Pool.

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Today’s job candidates vet potential employers in ways similar to how they shop for consumer items — on their favorite digital platforms, asking around, and reading reviews. What will that mean for your organization? Will your company be able to pass muster? To attract top talent and find better matches for your ever-evolving roles, branding is what will differentiate you and help you stay competitive.

When done right, your branding acts as a magnet to attract the right people, and at the same time, a filter to remove those who aren’t the right fit from the process. Getting the right people, not simply more people, to apply to your roles should be the ultimate goal.

What is Employer Branding?

It isn’t really any one thing, but a collection of all the elements that make up what working at your company is all about. Company branding is your Employer Value Proposition. It’s your promise, as an employer, of what you will give to your employees in return for their time, loyalty, and productivity. It’s often a bold, compelling, yet genuine statement that defines you. From your own career site to job postings to being consistent on social media and networking platforms, sharing your EVP and company values in an authentic way is crucial.

It’s Your People

What is important to your employees? How does your company show employee appreciation? Is your workforce inclusive and welcoming to new viewpoints? Are your employees proud to work for your organization?

It’s the Candidate Experience

Recruiting etiquette — being accessible, responsive, and courteous — is part of your employer branding. What first impression are you giving to people who apply for your roles? And for those who aren’t hired, are you leaving the door open for future opportunities? It’s not just…your career site, your job listings, your “pillars” or your list of “values,” your corporate brand, your tagline or hashtag. It’s all of the these and more!

How to Evaluate and Improve Your Employer Brand

Start monitoring your media mentions. What’s being said about you? How do people respond to your outreach? Are you met with positivity overall?

Consider a focus group to answer some questions in an unbiased way to help you understand if your employer branding creates the desired impression with your target audience. See how your competitors are perceived and how you measure up or compare. Use engagement surveys to understand how connected people are to your workplace.

Continue to Strengthen Your Branding

These tips will help you fine-tune your employer branding and recruit and retain top talent. Keep up the momentum using the expert-recommended advice in our free Employer Branding Guide.

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Supporting workers with disabilities – whether physical, mental, or invisible – and making sure they feel completely welcome and comfortable in your working environment, is the most important goal.

But as an organization, there’s a real business case for investing in such a commitment. “When you’re bringing a lot of different skills into the organization, it can be extremely good for productivity and the profitability of a business,” says Claire Barnes, chief human capital officer, Monster.

Monster has teamed up with Brandwatch understand how the conversation has changed around people with disabilities and employment. Explore the biggest themes and the emerging trends in online discussion since the pandemic began.

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