“If you define the problem correctly, you almost have the solution.” — Steve Jobs

As employers, you know that your employees are the lifeblood of your business.

In order to have an optimized workforce meeting your business’ unique needs, human resource professionals talk about the following simple but profound actions.

1. Get the right people in the door
2. Keep them in the company

For most companies, particularly medium-to-large size employers, HR professionals are all too familiar with the “LinkedIn” or “Indeed” cycles characterized by the never ending 90-120 day employment window that goes something like this.

• Role opens
• Role is posted to comply with appropriate laws
• Candidates are sourced
• Candidates are downselected for interviews
• Offer is extended and signed
• Rinse and repeat (ad nauseam)

The Transactional Employment Window

It’s probably safe to say that no one deliberately went out and defined an employment window back in the early 20th century as industries began flourishing in the United States. However, it probably is safe to say this employment window was born out of necessity for the business.

If you logically think through these items listed above, the 90-120 day window kind of makes sense because that’s roughly the amount of time it takes to get through this process and comply with existing labor laws and internal business processes.

However, there’s another important conclusion to draw here. This unofficial process, driven by business needs, makes an important assumption. It assumes prospective employees who are entering the 90-120 day employment window are familiar with and normalized to private sector employment. In other words, it assumes prospective employees are entering that window knowing what industry they want to go into and what company they wish to seek employment with.

This assumption simply can’t be made when it comes to transitioning military members.

The Traditional Employment Window Does Not Work for Transitioning Military Members

Whether they’ve spent four years or thirty years in the military, there’s no disputing that the military and private sector environments are completely different.

Stated differently, through deliberate training, military members are optimized for the military ecosystem—not the private sector. And as a result, they have gaps and misalignments with respect to the private sector that negatively impact the individual military member and the company.

Since the military member has these gaps and misalignments they will flow into a SkillBridge internship or direct employment channel and not be equipped for success. At PreVeteran, we believe this is a causal factor that creates the strong propensity for a poor candidate mismatch and poor retention rates.

Want to Learn More About How PreVeteran Can Help Your Business Optimize Your Current and Future Veteran Workforce?

PreVeteran sees the transitioning military challenge in a unique way. We understand the underlying root causes and have programs, training, and a talent pipeline that can address all facets of your veteran hiring practices and deliver results—guaranteed!

To learn more about our corporate programs, use this link to set up a meeting with PreVeteran.