Each year, Memorial Day invites us to pause. To reflect on the lives lost in service to our country. To remember the cost of freedom. But for businesses, it can also be a moment to re-evaluate how we’re showing up—not just in gratitude, but in action.

Are we doing more than flying a flag or sharing a post on social media? Are we actively creating opportunities for those who have served?

At Hire Up Staffing, we believe that honoring our heroes means more than one day of remembrance. It means building bridges between military experience and civilian careers—and creating pathways that benefit both veterans and the employers who need strong, capable talent.

Why Hire Veterans? The Business Case Is Clear

Veterans bring a wealth of traits that are often difficult to train but critical in today’s workforce:

• Discipline
• Leadership under pressure
• Team-oriented thinking
• Strong work ethic
• Strategic problem-solving

On top of these soft skills, many veterans hold certifications, technical training, or hands-on experience that transfer seamlessly into operations, logistics, engineering, medical support, or technology roles.

And here’s something many businesses overlook: there are tax advantages, too!

Federal programs like the Work Opportunity Tax Credit (WOTC) can provide up to $9,600 per eligible veteran hire, depending on factors like unemployment duration or disability status. That’s a win-win that directly benefits your bottom line while supporting those who’ve served.

Memorial Day Is a Reminder—But It Shouldn’t Be the Only Day

There are tangible ways your company can make an impact while aligning with Memorial Day’s deeper meaning:

1. Build Partnerships with Local Military Recruiters
Active-duty personnel often begin planning their civilian transition months in advance. Reach out to military transition assistance offices in your region. Developing these relationships ensures you’re on their radar when service members are looking for employment options.

2. Design a Veteran-Preferred Hiring Track
Make it clear on your career site that you prioritize veteran applicants. List military-friendly job titles, use MOS (Military Occupational Specialty) crosswalks when possible, and have your hiring team trained on how to evaluate military experience correctly. Don’t just accept military resumes—understand them.

3. Engage with Veteran Support Charities
Organizations like the Wounded Warrior Project provide career counseling, mental health resources, and support for veterans navigating post-service life. Your company can sponsor events, host workshops, or encourage employees to volunteer their time or expertise. It’s a meaningful way to get involved beyond the office.

4. Create a Veteran Affinity or Support Group
If you already have veteran employees, give them a platform. Internal groups can provide a sense of community and offer valuable feedback to leadership on how to better support transitioning service members.

5. Educate and Reflect Internally
Use Memorial Day as a catalyst. Host a moment of silence. Share a short history of the holiday. Highlight the story of a veteran employee (with permission). These gestures help ground the meaning behind the day—and reinforce your company’s commitment to service.

Final Thoughts

Memorial Day reminds us that freedom has a cost. But it also calls us to action: to honor the lives that were lost by supporting those who are still here, working to build a future after service.

Hiring veterans isn’t just a gesture of goodwill—it’s a strategic move that can bring resilience, loyalty, and leadership into your workforce. And that’s something worth investing in, not just once a year, but every day.