Resource Center

There is a name for the process of winnowing down candidates step by step until only new hires remain: it’s called a recruiting funnel. It starts with many applicants, some of whom are screened out. 

In today’s business world, business owners no longer need to limit themselves to full-time employees when looking for talent. Often, departments need extra help but can’t justify splashing out on a long-term hire, or perhaps only require additional one-off or seasonal contributions. 

When someone refers to recruiting, most people think about the process of attracting job seekers, interviewing candidates, and making a final hire. This process is a common form of recruiting, but it represents only one type of recruiting—external recruiting.

In the early 2010s, venture capitalist Marc Andreessen wrote that “software is eating the world,” highlighting the emergence of new technology. Today, it seems it’s artificial intelligence (AI) that’s eating the world. 

Developing a targeted strategy to include veterans in your recruiting process is not only the right thing to do, but it also makes good business sense. According to the U.S. Bureau of Labor Statistics (BLS), there were 17.9 million veterans in 2023¹—nearly seven percent of the total adult population. Particularly for organizations struggling to fill open positions, this is a significant portion of the potential labor pool that should not be overlooked. The key is knowing where and how to best connect with them.