(Photo: Thinkstock)

Hiring barriers

Why are qualified military spouses not getting hired at the same rate as their civilian peers?

"The biggest barrier to hiring military spouses is that they may move when their spouses get relocated," says Michelle Matthews, director of the Show-Me Heroes Program, a statewide hiring iniative in Jefferson City, Missouri. "However, that should not deter any employer from hiring them. They come with multiple skills, and many times when they relocate they can transfer into a position in another state with the same company."

Many spouses work in professions requiring licensing that doesn't transfer among states, says Kevin O'Brien, founding partner of Veteran Recruiting, which conducts virtual job fairs for military veterans and spouses. In addition, spouses often lack access to the people who traditionally open employment doors.

"The biggest barrier is the lack of established networks," Savant says. "Military families often move far from home and where they received their professional degree or training, which means that professional employment facilitators are no longer available to help them with employment opportunities across the country or world."

Desirable skill sets

Of course, it would be shortsighted to hire military spouses simply to help them overcome the challenges they face. However, it may make sense after weighing assets against perceived liabilities.

What traits can military spouses bring to the table?

"Today's military spouses are skilled, diverse and motivated, with sound work values and a strong work ethic — characteristics highly valued by America's top employers," Savant says. "Military spouses are also young, tech-savvy, mobile and more educated than their civilian counterparts."

• 84% have at least some college background.

• 25% have earned a bachelor's degree.

• 10% have an advanced degree.

Other qualities may not be visible on a resume. For example, military families move 14% more often than civilian families. This means spouses must not only be flexible and organized but also must have the people skills to quickly build new networks.

Mya McNeal is kissed by her mother, U.S. Army Sgt. Kionna Huewitt, during a homecoming ceremony for 184 troops in the 1st Armor Brigade Combat Team after a 9-month deployment to Afghanistan, Wednesday, July 3, 2013 at Fort Stewart, Ga. (AP Photo/Stephen Morton)

The perception that most military spouses make short-term employees may be a deal-killer, but it often is a red herring, some experts say.

"Employers often fear a military spouse will leave after the employer has invested time and resources into training a military spouse," Savant said. "Statistically speaking, military spouses change jobs only slightly more than the civilian population. If the family receives orders to move, the employer may consider telecommuting options to retain the employee."

O'Brien agrees.

"The biggest misperception is often that employers think of a military spouse as someone who sits home while their spouse is serving in the military," he said. "Employers often don't realize just what a military spouse represents, and that often causes them to overlook them when considering candidates for their open jobs.

"Employers fear the spouse will leave at a moment's notice. Spouses serve right alongside their spouse, are outstanding at multi-tasking, loyal, educated, resourceful and thrive under the most stressful of conditions."

A fairly new program makes it easier to find qualified job candidates. The Military Spouse Employment Partnership (MSEP) provides companies direct access to military spouses seeking career opportunities and connects spouses to employers who are actively recruiting. MSEP currently has more than 200 partners who have hired more than 55,000 military spouses.

(Complete information is available at www.msepjobs.militaryonesource.mil.)

Evaluating the person

Experts offer consistent advice for hiring military spouses: Evaluate the person, not just the paper.

"HR professionals should not count them out as an asset to their organization," Matthews says. "They should take the time to review the resume and skills, and make sure they fit in with their culture and their needs. If they do and would make a great asset, then they should interview and hire without hesitation."

Life skills often come across better in a personal meeting than in a resume alone.