Tapping into the Hidden Workforce – Veterans and Transitioning Service Members

As the Altoona MSA reported a slight increase in its unemployment rate to 3.2% in July 2024(Altoona MSA LMI - July …), this local figure is still notably lower than the national rate, which climbed to 4.3% during the same period(Altoona MSA LMI - July …). Although Altoona's labor market remains strong, with steady job growth and a relatively low unemployment rate, it exists within a unique regional context that contrasts with larger metropolitan areas like Philadelphia, Pittsburgh, and Allentown.

Philadelphia, the largest metropolitan area in Pennsylvania, registered an unemployment rate of 4.4% in July 2024, with a total civilian labor force of over 3.3 million(Altoona MSA LMI - July …). Pittsburgh, another major hub, had a slightly lower unemployment rate of 4.0%, but still faced challenges in matching the local labor supply with job demands across its diverse industries(Altoona MSA LMI - July …). The Allentown-Bethlehem-Easton MSA, with an unemployment rate of 4.1%, continues to contend with a labor market driven by its proximity to New York and New Jersey, affecting both job availability and workforce mobility(Altoona MSA LMI - July …).

In contrast, the Altoona MSA, with a civilian labor force of approximately 60,700, is characterized by its more localized and tight-knit workforce(Altoona MSA LMI - July …). While the Altoona area may not have the sheer volume of job seekers as these larger metros, its lower unemployment rate highlights a highly engaged and employed population. However, this also means that the available labor pool is smaller and more competitive, making it essential for employers to explore all available avenues to find qualified candidates.

Given this competitive landscape, it becomes even more critical for employers in the Altoona area to identify and leverage untapped labor pools, such as the 200,000+ service members who transition from the military into civilian life each year. These individuals bring a wealth of skills, discipline, and leadership qualities that are highly valuable in the civilian workforce. However, they often face challenges in translating their military experience into civilian job roles, making it imperative for employers to recognize and actively recruit from this pool of talent.

To bridge this gap, programs like On-the-Job Training (OJT), Apprenticeships, and the Military SkillBridge initiative offer structured pathways for transitioning service members to gain the civilian job skills they need while providing employers with a pipeline of motivated, trained, and experienced workers.

On-the-Job Training (OJT)

On-the-Job Training (OJT) programs offer a streamlined and cost-effective solution for employers looking to bring new talent into their organizations while minimizing the financial burden of onboarding and training. These programs allow employers to hire veterans and other job seekers who may need additional training to meet the specific requirements of the job. Through OJT, employers can receive reimbursement for a portion of the wages paid to these employees during their training period, which can result in significant cost savings.

Setting up an OJT program is straightforward. Employers work with local workforce development agencies, such as PA CareerLink, to outline the training plan, including the skills the employee will learn and the duration of the training period. The program is designed to be flexible, allowing it to be tailored to the specific needs of the employer and the position being filled.

One local example from Blair County demonstrates the potential savings. By participating in an OJT program, a Blair County employer was able to save over $15,000 in hiring costs. This was achieved by reimbursing wages through Workforce Innovation and Opportunity Act (WIOA) funds, which covered a significant portion of the new hire's salary during the training period. This type of financial support not only eases the initial hiring costs but also allows employers to invest in training that is directly aligned with their operational needs.

In addition to cost savings, OJT programs help employers build a workforce that is trained to their exact specifications, reducing turnover and improving overall productivity. By hiring veterans through OJT, employers gain access to a pool of candidates who bring discipline, leadership, and a strong work ethic—traits that are invaluable in any workplace. The combination of financial incentives and the ability to mold new hires into the ideal employee makes OJT an attractive option for any employer looking to expand their workforce efficiently and effectively.

Apprenticeships

Apprenticeships offer a powerful pathway for employers to develop a highly skilled workforce while also providing significant benefits to both the employer and the apprentice. These programs combine classroom instruction with hands-on training, creating a comprehensive learning environment that is particularly well-suited for veterans. The structured nature of apprenticeships mirrors the disciplined and organized training that service members receive in the military, making it an ideal fit for those transitioning into civilian careers.

A local example illustrates the potential of apprenticeships. A construction firm in Blair County was already following the essential steps of an apprenticeship program—providing on-the-job training and mentoring—but was not yet tapping into the full benefits of having their apprenticeship process officially approved through the state system. Once they went through the approval process, it opened new doors for them, allowing them to recruit from a broader pool of talent, including veterans and other individuals who are seeking structured, skill-based career pathways.

By having their apprenticeship program state-approved, this construction firm not only gained access to a more diverse and skilled labor pool but also became eligible for various incentives and support mechanisms, such as tax credits and wage reimbursements. These benefits can significantly offset the costs of training and developing new employees, making the investment in an apprenticeship program highly cost-effective.

For veterans, apprenticeships are a perfect match. The blend of structured learning and practical application aligns seamlessly with the training they received during their military service. Veterans are accustomed to learning in a structured environment, following a clear progression of skills, and adapting quickly to new tasks—traits that are essential in an apprenticeship program. By enrolling veterans in these programs, employers can cultivate a workforce that is not only skilled and experienced but also brings a unique perspective and work ethic shaped by military service.

In summary, apprenticeships offer a win-win scenario: employers gain a pipeline of highly trained, reliable workers, while veterans receive the opportunity to translate their military experience into a successful civilian career. By tapping into the benefits of a state-approved apprenticeship program, employers can unlock new opportunities for growth and innovation while supporting the successful transition of veterans into the civilian workforce.

Military SkillBridge

The Military SkillBridge program is a powerful tool that allows employers to tap into a pool of highly skilled and motivated transitioning service members who are eager to start their civilian careers. This Department of Defense initiative enables service members to gain valuable civilian work experience during their last 180 days of service through internships, apprenticeships, and job shadowing opportunities. For employers, this program offers a low-risk way to evaluate and train potential hires while benefiting from the skills and discipline that veterans bring to the table.

A local example showcases the potential of SkillBridge. A Blair County ambulance service used the program to cross-train a veteran into a first responder role. Although the veteran eventually relocated to another city after completing his training, the experience highlighted the value of SkillBridge as a means of finding reliable and stable candidates. Employers who engage with SkillBridge often find that veterans bring a level of commitment, reliability, and adaptability that makes them excellent long-term employees.

However, it’s important for employers to recognize that without the proper infrastructure and support in place for hiring and onboarding transitioning veterans, there can be challenges. A significant number of veterans leave their first or second jobs after exiting the military, often due to a mismatch between their expectations and the civilian work environment. This potential for increased turnover is a risk that can be mitigated by developing strong onboarding and support systems that address the unique needs of veterans.

Having personally observed this trend, I emphasize that while SkillBridge offers a fantastic opportunity to connect with talented individuals, it's crucial for employers to be prepared. This preparation includes not only understanding the unique strengths and challenges that veterans bring but also creating an environment that supports their successful integration into the civilian workforce. When done right, SkillBridge can be a game-changer for both veterans and employers, leading to stable, long-term employment relationships that benefit all parties involved.

In Closing

As unemployment rates remain low, it’s essential for employers to look beyond the traditional workforce and tap into the talents of veterans and transitioning service members. These individuals offer a unique combination of skills and experiences that can drive innovation and growth within any organization.

By actively participating in programs like OJT, Apprenticeships, and Military SkillBridge, employers can not only fill their current vacancies but also build a workforce that is resilient, adaptable, and ready to meet the challenges of today’s dynamic business environment.

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