RESOURCES FOR EMPLOYERS
With strong leadership, teamwork and technical skills, and a mission-driven work ethic, military service members and veterans are excellent candidates for a range of solar careers. Almost 20,000 veterans are employed in solar, making up approximately 8% of the solar workforce. On rooftops, in the field, in offices and labs across the country, veterans are an essential part of the solar industry, and hold great potential to meet growing demand for talent.
The Solar Ready Vets Network builds capacity for the solar industry to recruit and retain military talent. While our program does not currently offer direct job placement services, we lead several initiatives to bridge gaps and share resources for employers to increase representation of military talent at all levels of the workforce.
Across leadership and practical experience, efficiency, teamwork and training, veteran candidates stand out. Read more from Veteran’s Employment about the business case for investing in military talent.
These resources are provided as a starting point for employers to define and implement a strategy to hire (and retain!) military talent. As a first step, we encourage all solar employers to connect with the public workforce development system, particularly state and local workforce boards and American Job Centers. This helps to improve visibility and awareness of solar opportunities.
The Workforce Development System serves as an intermediary in connecting supply (talent) with demand (business and industry), through assistance with career pathways, hiring and recruitment, sector partnerships, and training. Many job centers have veteran services representatives who focus on connecting veterans to employment opportunities.
For an in-depth review of how solar employers can benefit from engaging the workforce development system, please see the Solar Training Network’s Workforce Development Toolkit.
✔ Post your open positions to the National Labor Exchange:
The National Labor Exchange (NLx) collects and distributes quality, vetted job openings to state workforce agencies and veterans representatives. The NLx aims to provide a comprehensive collection of online job openings in order to accurately represent the labor market and best serve the nation’s diverse workforce.
✔ Post your open positions to military job boards:
✔ Post “Veteran friendly” job descriptions and understand military experience
Make your job descriptions veteran-friendly with these best practices. Review the do’s and don’ts of interviewing veterans.
Many veterans have specific skills that translate well to a solar career. As an employer, it is helpful to understand a military resume: check out the Civilian-to-Military Occupation Translator as a first step. The O*Net Crosswalk is another useful tool to determine how a particular military specialty might translate. Read more here about the importance of understanding military experience.
US Department of Labor
Employers recognize the value veterans bring to the workplace but often find it challenging to connect with transitioning service members and veterans seeking employment. Veterans are in high demand so it requires dedicated efforts by employers to find and hire veterans.
The guide intends to:
• Provide accurate information about service member and veteran demographics;
• Share federal, state and other resources for employers to facilitate veteran employment; and
• Make recommendations on how to attract, train, and retain veterans.
“Companies often say that their most valuable asset is their people. Well, veterans and reservists are people of the highest caliber. But how to go about hiring them? Read through this workbook, get to know them a little better, learn about how you can go about finding them, then add them to your team and support them.”
More from Employer Roadmap:
Value of a Veteran
Institute for Veterans and Military Families
Employment Research Briefs:
The Business Case for Hiring a Veteran: A Strategy for Cultivating Competitive Advantage
See all publications here.