Top companies for military spouses
In honor of Military Appreciation month, here are five companies that recognize the value of hiring military spouses.
Every year, we honor the men and women who serve our country, yet their families who sacrifice so much don’t always get the acknowledgment and respect they deserve. This Military Family appreciation month, we salute you, military families, in all that you do.
Many military spouses experience frequent moves and incomplete career development. Although military spouses are more educated than the general population, they have a much higher rate of unemployment—16%. They’re more likely to be underemployed and take jobs that they are overqualified for simply because it’s all that’s available to them.
In order to help you find the right fit in the workforce, Monster has selected five companies with a demonstrated commitment to hiring, training, and retaining military spouses. These companies have learned from their experience in hiring veterans how the same approach can apply to military families. And the stats show how well it works: They average six percent of their workforce is military spouses, and they all have an active recruitment program specifically focused on hiring spouses. Check out the list below to see if one of these companies is the right fit for you.
Booz Allen Hamilton
HQ: McLean, Virginia
Percentage of workforce that is a military spouse: 2%
Hiring programs aimed at military spouses: They host a military-spouse forum; military spouse hiring and retention is part of their Veterans Agenda Call.
Veteran and military-family hiring goals for 2019: To make military talent 35% of all new hires.
HQ: McLean, Virginia
Percentage of workforce that is a military spouse: 2%
Hiring programs aimed at military spouses: Hilton offers a program that allows military spouses to work remotely, giving them the flexibility to move from base to base or anywhere they call home, and continue their career path. The company provides a virtual training platform, nontraditional work schedules, and flexibility around the unique challenges of being a military spouse. They work directly with military bases and the Department of Defense to promote work-from-home opportunities. They launched the Military Spouse Ambassador program that identifies one or two spouse employees who act as military-spouse ambassadors at military installation to help with recruitment events and create a stronger military network within their work-from-home program.
Commitment to veteran, military families, and veteran issues: Hilton has a long history of supporting the military, dating back to its founder, Conrad Hilton, a World War I veteran. That commitment continues today by identifying local military organizations and military-focused community service projects, assisting with the organization of military holiday and recognition days, and helping to provide Hilton’s internal Military Team Member Resource Group (MTMRG) with resources in the community when needed.
Veteran and military-family hiring goals for 2019: In 2013, the company launched Operation: Opportunity, a commitment to hire 10,000 people from the military and their family members by 2018. Hilton met that commitment early and expanded their efforts to hiring an additional 20,000 people from the military community by the end of 2020. Over the last three years, on average, Hilton has hired nine veterans or military family members every day in the U.S. to work within their owned, managed, and franchise hotels.
HQ: Fairfax, Virginia
Percentage of workforce that is military spouses: 5%
Hiring programs aimed at military spouses: The ManTech Military Spouse Program extends the same resources that are extended to transitioning military members, such as resume prep, interviewing skills, job skills translation for their industry, and direct access to the military recruiting team.
Commitment to veteran, military families, and veteran issues: In 2017, ManTech created a new role, Military Ambassador, focused on expanding military hiring and developing access to more transitioning military members. This position is also an internal resource for all veterans, reservist, and National Guard members. From the Chairman of the Board to the president and CEO, everyone at ManTech understands the importance of what hiring veterans and veteran family members means to the company’s mission and to our country as a whole.
Veteran and military-family hiring goals for 2019: ManTech’s military hiring goals are not limited by numbers or percentages but through the importance of hiring veterans and military families and by seeking contracts that relate to national security and will undoubtedly require the necessary skill sets of the women and men who have served in the armed forces.
HQ: Reston, Virginia
Percentage of workforce that is military spouses: 13%
Hiring programs aimed at military spouses: Prism hosts a military-spouse forum; military-spouse hiring and retention is part of its veterans agenda.
Commitment to veteran, military families, and veteran issues: Prism believes in the value of hiring veterans and families and initiated a Veteran Employment Program and mission statement back in 2014. The company’s leadership meets with executives from partnering companies to share ideas and work together to help veteran-hiring programs become stronger and supports events that help veterans and military families, such as the Virginia Workforce Conference, which allows for updated veteran workforce education.
Veteran and military-family hiring goals for 2019: The company believes that helping veterans and their families find jobs is one of the best ways for everyone to serve. Helping veterans and military families find employment gives Prism’s team a sense of pride in knowing that they’re helping those who have already protected and served our families.
HQ: San Antonio, Texas
Percentage of workforce that is military spouses: ~8%
Hiring programs aimed at military spouses: USAA partners with the U.S. Chamber of Commerce’s Hiring Our Heroes initiative for spouses. The company sponsors and participates in five annual nationwide military-spouse events that include networking opportunities with industry leaders, resume prep, job interview practice, and complimentary LinkedIn portraits.
Commitment to veteran, military families, and veteran issues: USAA provides training to recruiters, hiring managers, HR managers, people leaders, and senior executives on the value of veteran and military-family hiring. These classes are required for all managers at USAA.
Veteran and military-family hiring goals for 2019: USAA actively recruits veteran and military-family talent and hosts veteran job fairs across the nation. With Hiring Our Heroes, USAA developed Fast Track For Heroes, an industry-based online resource specifically tailored for veterans and military-spouse job seekers to help them understand average salaries, types of positions, and how their military skills translate into certain industries.
Find the right fit
As a military spouse, you already have the resiliency and leadership skills employers are looking for. Now you need to find a company that will help you utilize those skills every day. Want some help with that? Get the combined power of Monster and Military.com behind you by joining Monster for free today. As a member, you’ll get a free resume review, weekly email updates with expert career advice, and job alerts sent directly to your inbox. And you can upload your resume (up to five versions!) so that recruiters can find you.