Veterans represent a unique, resilient, and purpose-driven segment of the workforce. Their values closely align with higher education’s commitment to service, growth, and community impact. By understanding veterans’ motivations, career goals, and willingness to relocate, colleges and universities can gain valuable insights to strengthen their recruitment and retention strategies.
This article examines why veterans are a valuable asset to higher education, how their mission-oriented mindset fosters long-term retention, and what institutions can learn from their career priorities.
Why Recruiting Veterans Benefits Higher Education
Veterans bring a unique combination of skills and values that align closely with higher education’s mission. Their background in service, leadership, and problem-solving equips them to thrive in academic and administrative environments where collaboration, integrity, and purpose matter. These qualities make veterans especially well-suited for roles that require initiative, adaptability, and a commitment to supporting diverse teams, which are essential to campus operations and student success.
Data also show that veterans are actively seeking careers in higher education at higher rates than their non-veteran peers. The 2025 HERC Higher Ed Workforce Survey showed that veterans are almost twice as likely to report interest in pursuing a career in higher ed when compared to non-veterans. This strong interest presents an opportunity for colleges and universities to tap into a highly motivated talent pool that already values education, service, and purpose.
Flexibility is another advantage. Veterans are significantly more open to relocation for the right opportunity. Seventy-five percent are willing to move for a job, compared to just 41% of non-veterans. More than half (51%) would even move anywhere within their current state, compared to 12% of non-veterans. For institutions in regions with smaller applicant pools or recruitment challenges, this mobility can make veterans a key solution to filling critical roles in teaching, student support, operations, and administration.
Mission-Driven Mindset and Retention Advantages
Veterans’ connection to purpose is one of their greatest strengths. Their strong sense of mission translates well into higher education, where the work directly contributes to student growth, research, and community development.
Data reinforce this point. Veterans are significantly more likely to stay in their current roles because of their commitment to students and belief in their institution’s mission (36% vs 24%). This deep sense of purpose helps sustain engagement and loyalty, particularly in environments where the day-to-day work can feel challenging or underrecognized.
Unlike many non-veteran employees, veterans are less swayed by short-term incentives such as compensation or benefits. Only 39% of veterans say that pay and benefits strongly influence their job satisfaction, compared to 69% of non-veterans. This finding highlights that retention strategies for veteran employees should focus less on financial incentives and more on meaning, belonging, and recognition.
Veterans thrive when they feel their work has purpose and their contributions are valued. Institutions that cultivate that sense of connection will not only retain veteran employees longer but will also benefit from the leadership and integrity they bring to their roles.
Understanding Veterans’ Career Priorities
To recruit and retain veterans effectively, institutions must understand what matters most to them in a career. The data reveal clear differences between veterans and non-veterans in how they weigh job satisfaction factors:
- When asked which elements of a potential new role would be appealing enough to tempt them to seek a career move, only 39% of veterans selected compensation and benefits compared to 69% of non-veterans.
- Healthcare benefits, while still valued, are less important for veterans (41% vs 72%)
- Veterans are 25% more likely to disagree with the statement “I feel connected and valued at my current workplace.”
These findings highlight both an opportunity and a challenge. Veterans prioritize purpose, belonging, and contribution, but many feel disconnected in civilian workplaces.
Higher education institutions can address this gap by creating structures that foster inclusion and recognition. Strategies might include:
- Veteran employee resource groups or affinity networks that build community and peer support.
- Mentorship programs that connect veterans with experienced higher education professionals and create opportunities for veterans to serve as mentors themselves, sharing their leadership and teaching strengths.
- Leadership development opportunities that recognize veterans’ transferable skills and prepare them for advancement.
By emphasizing belonging and mission rather than just compensation, institutions can build workplaces where veterans feel both valued and empowered to stay.
Key Takeaways for Higher Education Employers
Veterans bring a purpose-driven advantage to higher education. Their motivation to serve, flexibility in relocation, and commitment to institutional missions make them ideal candidates for colleges and universities. To fully leverage this potential, employers should:
- Frame job roles around impact. Highlight how each position contributes to student success and institutional goals.
- Foster inclusion and connection. Create spaces where veterans can share experiences and find mentorship.
- Offer growth opportunities. Recognize veterans’ leadership potential and provide clear advancement paths.
- Prioritize mission alignment over perks. Veterans care more about meaningful work than about compensation-driven incentives.
- Reduce bias in hiring and promotion. Train search and selection committees to recognize and mitigate assumptions about military experience, ensuring veterans’ transferable skills and leadership strengths are accurately valued.
Tapping into Purpose-Driven Talent
Veterans’ resilience, adaptability, and mission-centered approach make them a natural fit for higher education careers. By understanding their motivations and addressing their needs for purpose and belonging, institutions can not only attract but also retain this exceptional segment of the workforce.
In doing so, higher education employers strengthen more than just their teams. They reinforce the very values that define their missions.
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About the Author: Shelby Harris is a freelance writer and public sociologist. She holds a master’s degree in Sociology from East Carolina University.
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