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The first step can be the hardest.

Miami-based Ryder System, Inc. says: Leverage those in your company, or if there are none, tap into your personal network, to find those who have military experience. They will be helpful in gaining an understanding of the holistic value of a veteran, military families, and the skills and life experiences they bring. They can be instrumental in helping hiring managers learn how to interview a veteran as well as act as an onboarding buddy to get the veteran up and running quickly.

Chicago-based PeopleScout says: Set goals! What are your hiring needs? How many people do you plan to hire in total, and how many veterans and spouses? Understand these needs. Then, review your planned positions and descriptions and see what skill sets and backgrounds are applicable.

Dave Dunckel, veterans initiatives manager for Roush Enterprises, compares getting started in his veteran hiring role to getting started in a new position in the military. “First, I reached out to peers who were doing that same job," he says. "I asked them to identify what mistakes not to make and give me advice on how I should get started. The community has been awesome; other companies are very willing to share their intelligence, which is extremely valuable.”

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