National Hire a Veteran Day, observed on July 25, encourages employers to recognize the experience, discipline, and leadership veterans bring to the civilian workforce. The day is more than a celebration of military service. It is a call for businesses, unions, contractors, healthcare organizations, and community employers to create meaningful career opportunities for those who served.
The History of National Hire a Veteran Day
National Hire a Veteran Day was founded by U.S. Marine Corps veteran Dan Caporale, founder of the nonprofit Hire Our Heroes. First observed in 2017, the day was created to raise awareness of civilian employment opportunities for veterans and transitioning service members. It also encourages veterans to confidently pursue careers that match their training, interests, and experience.
Although July 25 brings national attention to veteran employment, hiring veterans should be a year-round workforce strategy.
Veterans enter civilian employment with experience in leadership, teamwork, problem-solving, technical operations, safety, logistics, communication, and decision-making under pressure. However, veterans may have difficulty translating military responsibilities into civilian job titles and résumé language that employers immediately understand.
Employers can close that gap by improving how they recruit, interview, hire, and retain veteran talent.
Five Actions Employers Can Take to Hire Veterans
1. Review job descriptions
Remove unnecessary requirements that may screen out qualified veterans. Focus on the skills needed to perform the job rather than requiring experience from one specific industry.
Include language stating that military experience and equivalent training will be considered.
2. Learn how military skills transfer
Hiring managers should receive basic training on military occupations, credentials, leadership responsibilities, and transferable skills. During interviews, ask veterans to describe the teams, projects, equipment, budgets, or operations they managed.
The U.S. Department of Labor offers employer resources and veteran-hiring guidance designed to help organizations recruit qualified transitioning service members and veterans.
3. Build veteran recruiting partnerships
Connect with local American Job Centers, veterans’ organizations, military transition programs, apprenticeship programs, unions, and community colleges.
Employers can also consider registered apprenticeships and on-the-job training programs. Eligible veterans may be able to use GI Bill benefits while participating in approved training or apprenticeship opportunities.
4. Create a veteran-friendly onboarding process
Hiring is only the first step. Pair newly hired veterans with mentors who can explain workplace expectations, career paths, benefits, and organizational culture.
Veteran employee resource groups can also provide connection, professional development, and peer support.
5. Evaluate available incentives
Some employers hiring eligible veterans may qualify for federal or state workforce incentives. The Department of Veterans Affairs also offers employer support through Veteran Readiness and Employment programs, including potential incentives for hiring certain veterans who face employment barriers.
Employers should consult their tax or workforce-development advisers to determine which current programs apply.
Make July 25 a Starting Point
On National Hire a Veteran Day 2026, employers can honor military service through action. Review one job description. Contact one veteran-employment organization. Train one hiring manager. Interview qualified veteran candidates.
A successful veteran-hiring strategy does not lower employment standards. It helps employers recognize valuable experience that may be described differently—and connects skilled people with workplaces that need their leadership.
Tags: Union Workers