According to the 2021 National Solar Jobs Census, the solar industry employs over 20,000 military veterans throughout the United States, or 8% of all solar workers. This is higher than the 6% veteran employment percentage of overall workers in the economy; however, there are still plenty of opportunities to make the solar industry more veteran-inclusive. 

Image Source: Haynie, J. Michael. (2016). REVISITING THE BUSINESS CASE FOR HIRING A VETERAN.

What is the Business Case for Hiring Military Veterans? 

Military veterans make excellent civilian workforce employees at all levels, from entry-level to senior leadership roles. They often have a strong commitment to the organization’s mission, are highly organized, and have the ability to build effective teams. Most veterans also have cross-cultural experience, take initiative, and have a strong sense of accountability. Veterans are bringing these skill sets to a wide variety of solar and clean energy industry roles including but not limited to:  

• Solar & Storage Installation and Crew Lead/Foreperson Roles

• Operations & Maintenance Technician/Field Service Technician 

• Engineering 

• Project Management 

• Logistics and Supply Chain Management 

• Project Development/Business Development 

• Operations Management 

• Human Resources Management, Talent Acquisition, Procurement, Accounting, etc. 

In addition, businesses that hire eligible unemployed veterans can take advantage of significant federal and state tax credits through the Work Opportunity Tax Credit.  

How to Recruit and Hire Military Veterans  

Creating a successful military hiring program takes time, planning and resources. Below is a list of key tips to consider. 

• Obtain executive leadership buy-in including identifying at least one executive “sponsor” of veteran initiatives. Train key executives, HR team, and hiring managers on the basics of how to recruit, hire, manage, and retain military veterans.  

• Tap into local resources such as educational institutions near military bases, your local workforce development board, and your Regional Veterans’ Employment Coordinator contact. 

• Involve military veteran employees at your company as champions to support the company by identifying roles that could be a good fit for veterans or providing veteran resume reviewing and interviewing assistance.  

• Use competency-based job announcements, recruiting, and selection processes. 

• Post jobs where military talent can find them, for example on the National Labor Exchange (NLx). Posting on military-focused job boards for a fee is another option. 

• Connect with military talent via in-person and virtual hiring fairs and career events with partners such as Hiring Our Heroes.  

• Connect with transitioning service members getting ready to leave the service via a DOD SkillBridge program. For example, the Hiring Our Heroes Corporate Fellowship Program runs a SkillBridge program that provides employers with access to transitioning service members looking for mid-to-senior level civilian roles. Airstreams Renewables also can connect employers with veteran job candidates attending their SkillBridge Renewable Energy and Communications Tower Technician Program.  

• Consider reaching out to military veteran-focused staffing/recruiting firms your company could pay to help recruit and hire military talent. 

• Showcase your company’s leadership with the HIRE Vets Medallion Award, which recognizes organizations’ commitments to veteran hiring and retention. 

On-boarding & Retaining Military Veterans  

• Create a work plan for the first few months to first year of a veteran’s employment and provide clear feedback on performance on a regular basis.  

• Create a veteran mentoring program for new veteran hires to assist them in the transition to your company’s work, culture, and processes.  

• Create a Veteran Employee Resource Group as a place for collaboration, experience sharing, and supporting your company’s veteran recruiting and retention efforts.  

• Track current veteran employee recruitment, performance, and retention metrics; Set goals to improve metrics over time.  

Military spouse unemployment rates are typically four to six times the national average unemployment rate. Active-duty military members typically relocate about every 3 years, leading military spouses to face unique employment challenges. 

Image Source: https://www2.deloitte.com/us/en/insights/industry/public-sector/military-spouse-unemployment.html 

What is the Business Case for Hiring Military Spouses? 

Military spouses bring attributes such as resiliency, adaptability, resourcefulness, perseverance, and a strong work ethic, all of which contribute to successful performance in competitive business environments. According to Society for Human Resource Management (SHRM) Foundation, 85% of HR professionals, managers, and senior-level leaders reported positive experiences working with military spouses.  If your company is looking to improve diversity, military spouses are approximately 93% female, and the military spouse community has a larger proportion of ethnic and racial diversity as compared to the broader civilian population.

How to Recruit, Hire, and Retain Military Spouses
In addition to many of the tips covered in the military veteran section above, companies may want to consider these suggestions specifically related to military spouses:

• Give resumes with gaps in employment a second look as military spouses may have gaps in employment due to frequent relocation. 
• Identify roles at your company that can be performed remotely and/or roles that have a great deal of flexibility in location across the country. 
• Participate in national military spouse networks and partnerships such as:
  • Military Spouse Employment Partnership 
  • Hiring Our Heroes Military Spouse Professional Network 
  • Hiring our Heroes Military Spouse Fellowship Program (MSFP) provides military spouses with professional training and hands-on experience in the civilian workforce through 6-week fellowships with employers. 
     

Almost half of the service members serving in the U.S. Armed Forces are members of the National Guard or Military Reserves. Guard members and reservists typically serve on a part-time basis while also holding full-time civilian jobs. They can be deployed at any time should the need arise, so employers’ support is essential to enabling their employees who are members of the Guard and Reserve to serve our country when needed. 

What is the business case for hiring National Guard and Reserve Members? 

Similar to military veterans, members of the National Guard and Reserves exhibit leadership skills, a high level or responsibility, cross-cultural competencies, and are trained to remain calm under pressure just to name a few typical qualities employers tend to value. 

How to Recruit, Hire, and Retain National Guard Members and Reservists

In addition to many of the tips covered in the military veteran section, companies may want to consider these specific suggestions related to members of the National Guard and Reserves.

• Reach out to your local Employer Support of the Guard and Reserve (ESGR) representative. ESGR is a U.S. Department of Defense office that promotes cooperation and understanding between Guard and Reserve members and their civilian employers. Your local ESGR representative can help you participate in hiring events to attract Guard and Reserve service members to your company.
• Ensure that National Guard and Reserve members are acknowledged by the company’s leadership for their and their families’ sacrifice and service from time to time. Your company may want to consider signing and displaying a Statement of Support for the Guard and the Reserve. 
• Review your company’s personnel policies to make sure they allow for military leaves of absence as required by law.