Why Military Veterans Struggle to Find Adequate Employment Opportunities in India

Military veterans in India, often hailed as the nation's heroes for their dedication and sacrifice, face significant challenges in securing suitable employment opportunities after their service. Despite their exceptional skills, discipline, and work ethic, a majority struggle to transition smoothly into civilian jobs. More than 60000 personnel thus exiting the forces each year represented a major talent pool with an exhibited track record in one of the most efficient and largest organisations in the nation if not the world.

These veterans earlier trained by the taxpayers hard earned money represent a major investment, which goes down the drain by under employing or worse, not employing them. The best way to get the highest ROI on this national investment is by seeking the best talent amongst defence veterans and deploying them in the nation building effort to the best of their capabilities in a civilian role.

This article delves into the key reasons behind this paradox and suggests potential solutions.

1. Limited Awareness of Veteran Skills etc.

One of the primary barriers to veteran employment in India is the lack of awareness among employers about the transferable skills veterans bring to the table. Military personnel possess qualities such as leadership, teamwork, crisis management, and adaptability—skills that are highly valuable in corporate environments. However, many hiring managers fail to recognise these attributes due to preconceived notions about military roles being too rigid or hierarchical for civilian workplaces.

Moreover the highly technical expertise of personnel in army, navy, and the airforce dealing with highly sophisticated equipment are completely disregarded by the employers.

Talent acquisition experts of the industry struggle when it comes to deciphering the veteran skills and compensation.

2. Mismatch Between Military Training and Civilian Job Requirements

While military training equips personnel with specialised technical and operational expertise, these skills often do not align directly with the demands of civilian industries. For instance, a soldier skilled in combat engineering may not have certifications recognised by corporate sectors. The absence of structured programs to bridge this gap further complicates their employability.

3. Lack of a Comprehensive Transition Framework

Countries like the United States and Canada have well-established transition programs for veterans, offering career counselling, skill development, and job placement assistance. In India, such initiatives are either limited in scope or dissatisfactorily implemented. The Directorate General Resettlement (DGR), tasked with facilitating the transition of veterans into civilian roles, equips personnel with qualifications but the major issue of job creation and acceptance by corporates remains unaddressed. ?AWPO has the charter of assisting veterans in their Job hunt however is manned by personnel with minimal corporate exposure.

4. Societal Perception and Stereotyping

Another significant hurdle is societal perception. Veterans are often stereotyped as individuals with expertise in administration and security. This misconception discourages many employers from considering veterans for diverse roles, restricting their opportunities to security-related jobs, which may not align with their aspirations or potential.

Potential Solutions

1. Boosting Awareness: Conducting awareness campaigns and workshops for employers to showcase the value veterans bring to the workforce can help break stereotypes and encourage inclusive hiring practices.
2. Skill Bridging Programs: Establishing targeted reskilling and upskilling initiatives can bridge the gap between military training and civilian job requirements. These programs should be industry-specific and aligned with market demands.
3. Enhanced Transition Services: Strengthening organisations like the DGR to provide comprehensive transition support, including career counseling, mentorship, and job placement assistance, can significantly improve employment outcomes for veterans.
4. Corporate Partnerships: Encouraging private sector collaboration through incentives for companies that actively hire veterans can create more opportunities. Initiatives like veteran hiring fairs and networking events can also play a crucial role.
5. Policy Reforms: Tax incentives to hirer of veterans, and similar policies could spur activity in the field.
6. Mlitary Hiring/ Internship programmes: These are excellent opportunities for mutual familiarisation and should be implemented as part of affirmative action by all corporate houses in India.

Conclusion

India owes its veterans tangible support to ensure their seamless reintegration into civilian life. Addressing the systemic challenges they face in the job market requires a collective effort from the government, private sector, and society at large. By leveraging their unique strengths and addressing the barriers they encounter, India can honor its heroes while benefiting from their invaluable contributions to the workforce.

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