Finding highly skilled employees these days is a challenge—especially if you’re in the construction industry. Many workers left construction and other hard-hat industries during the 2008 recession and haven’t returned. That’s left a gaping hole that employees haven’t been able to fill yet, however, hiring military veterans can help fill that gap. Many have the skills employers need at job sites. Plus, they offer a level of maturity that comes from being in the military. But many employers refuse to hire vets. Why? Well, some employers fear the vets may suffer from post-traumatic stress disorder (PTSD). Many veterans do come back with symptoms of PTSD. But PTSD is manageable on the job site. Very manageable. So, if you’re not hiring vets, you’re missing a golden opportunity to hire employees that can make a real difference to your company culture and your bottom line. In today’s hotly contested business environment, employers need all the help they can get. Advantages of Hiring Vets Vets bring a lot to the table as employees—thanks in large part to the training, skills, and self-discipline they’ve received in the military. Managers may not be aware of the professional capabilities of veterans until they’ve hired one, but after making that leap they are likely to be very satisfied with their decision. Below are some key benefits of hiring veterans, especially in the hard-hat industries: Transferable skills — Military personnel get training in a wide variety of occupations across all armed forces. This training is transferable and well suited to working in the hard-hat industries, especially construction. Engineering, heavy equipment operation, purchasing, acquisition and logistics, mechanics and maintenance, electronics repair—these are just some of the skills that vets bring with them to job sites. Trainability — Vets undergo training that’s well beyond what many civilians get. Of course, not all of it is applicable in all job situations. But much of it is and that’s a plus for employers. Because of their trainability, vets tend to learn the job quicker than many civilians, saving employers time and money. Better trainability also means less downtime for vets, making them more productive. Adaptability — Vets adapt quickly to changing circumstances. They probably wouldn’t last long in the military if they couldn’t adapt quickly. They’re also comfortable working in trying environments and chaotic situations—even if they’ve never seen any action. As a result, vets learn to respond quickly to changing goals and parameters—something many civilians have a hard time doing. Dedication and discipline — These are two key traits every branch of the military instills in its people. Vets determine what it takes to get the job done quickly and have the discipline and dedication to get it done. And do it right. Vets are also team players. That means they can work cohesively with a wide variety of co-workers and personalities—a big plus on job sites, where turnover is often high and working together is imperative. Vets have a lot to offer as employees no matter the industry. But they have even more to offer the construction industry, where employers are scrambling to find skilled people. It’s one of the industry’s top challenges going forward. The number of vets looking for jobs is expected to swell over the next five years as budget cuts reduce the number of uniformed service people. Not hiring a vet because of PTSD is short-sighted. Managing Vets with PTSD PTSD is a trauma and stress-related disorder. Usually, it’s brought on by actual or threatened exposure to death, serious injury, or sexual violence. Naturally, vets that have served overseas tend to have a slightly higher incident rate of the disorder than the average population. The disorder causes significant distress in a person’s social interactions and capacity to work, but smart employers can help vets handle this challenge, so the situation is manageable. Often, vets can control their PTSD through medication and therapy, so they seldom pose a risk. Plus, employers that have employees with PTSD can provide work-related accommodations that can really help vets on a job site. Most accommodations are inexpensive to implement. Of course, not every vet with PSTD needs an accommodation to do his or her jobs. Vets can also ask for accommodations from an employer but must provide documentation of the disorder by law (EEOC, 1992). Some workplaces affect vets with PTSD more than others. Construction sites, for example, are loud and fast-paced. They can make more of an impact on vets with PTSD than other environments. So, you may need to make minor changes at the job site. Here are some key questions to ask when dealing with a vet with PTSD:- What limitations is the employee experiencing as result of their PTSD?
- How do these limitations impact the employee and his or her job performance?
- What specific job tasks are problematic as a result of these limitations?
- Are all possible resources being used to determine possible accommodations?
- Do supervisory personnel and employees need training regarding PTSD?
