- Solutions
- Products
- Community
- Resources
- Company
Create incredible candidate experiences that communicate your brand, mission, and values with recruitment marketing solutions.
Learn moreCommunicate effectively and efficiently with the candidates that can drive your business forward.
Learn moreSelect the right candidates to drive your business forward and simplify how you build winning, diverse teams.
Learn moreHelp your best internal talent connect to better opportunities and see new potential across your entire organization.
Learn moreCommunicate collectively with large groups of candidates and effectively tackle surges in hiring capacity.
Learn moreAccess tools that help your team create a more inclusive culture and propel your DEI program forward.
Learn moreRebound and respond to the new normal of retail with hiring systems that are agile enough to help you forge ahead.
Learn moreAccelerate the hiring of key talent to deliver point of care and support services that meet and exceed your promise of patient satisfaction.
Learn moreAttract and engage candidates with technical competencies, accelerate hiring for much-needed skills, and advance expertise within your valued workforce.
Learn moreSimplify how you recruit finance, insurance, and banking candidates with a unified platform built to match top talent with hard-to-fill roles.
Learn moreYour business strategy depends on your people strategy. Keep both in lockstep with the iCIMS Talent Cloud.
Learn moreBuild an engaging, high-converting talent pipeline that moves your business forward.
Learn moreDeliver the innovation your talent team needs, along with the global scale and security you demand.
Learn moreDeliver tailored technology experiences that delight users and power your talent transformation with the iCIMS Talent Cloud.
Learn moreThe #1 ATS in market share, our cloud-based recruiting software is built for both commercial and large, global employers.
Learn more Talk to salesAttract the best talent for your business with powerful, on-brand career websites that excite candidates and drive engagement.
Learn more Talk to salesCombine behavior-based marketing automation with AI insights to build talent pipelines, engage candidates with multi-channel marketing campaigns, and automatically surface the right talent for the job.
Learn more Talk to salesEmpower candidates with automated self-service, qualification screening, and interview scheduling through an AI-enabled digital assistant.
Learn more Talk to salesSimplify employee onboarding with automated processes that maximize engagement and accelerate productivity.
Learn more Talk to salesVerify skills with game-changing levels of automation and simplicity to improve the quality of hire at scale.
Learn more Talk to salesModernize, streamline, and accelerate your communication with candidates and employees.
Learn more Talk to salesTransform the talent experience by showcasing your authentic employer brand through employee-generated video testimonials.
Learn more Talk to salesSimplify recruiting, dynamically engage talent, and reduce hiring bias with job matching and recruiting chatbot technology.
Learn moreStreamline and centralize your HR tech stack with configurable, flexible, secure and reliable integrations.
Learn moreHow a beloved restaurant hires 40,000+ annually with a great candidate experience.
Learn moreThousands strong, our global community of talent professionals includes creatives, innovators, visionaries, and experts.
Learn moreTogether we’re creating the world’s largest ecosystem of integrated recruiting technologies.
Learn morePartner with our global professional services team to develop a winning strategy, build your team and manage change.
Learn moreExplore our network of more than 300 certified, trusted third-party service and advisory partners.
Learn moreUncover unique market insights, explore best practices and gain access to talent experts across out library of content.
Get resourcesExpert guidance about recruitment solutions, changes in the industry, and the future of talent.
Learn moreStay up to date with the latest terminology and verbiage in the HR software ecosystem.
Learn moreEmployers everywhere improve hiring efficiently and save money using iCIMS. Estimate the potential business value you can achieve.
Learn moreDive into the Class of 2023 Report highlighting this cohort’s expectations and where employers are willing — and able — to meet them.
Watch nowPartner with iCIMS to build the right strategies, processes, and experience to build a winning workforce.
Learn moreExpert guidance about recruitment solutions, changes in the industry, and the future of talent.
Learn moreDeliver the innovation your talent team needs, along with the global scale and security you demand.
Learn moreView press releases, media coverage, and the latest hiring data. See what analysts are saying about iCIMS.
Learn moreiCIMS is the Talent Cloud company that empowers organizations to attract, engage, hire, and advance the talent that builds a winning workforce.
Learn moreGet to know the award-winning leadership team shaping the future of the recruiting software industry.
Learn moreWe believe the future of work isn't something that "happens" to you. It's something you create. We actively create the future of work with our customers every day.
Learn moreiCIMS is committed to being a responsible and ethical corporate citizen, which is why Environmental, Social and Governance (ESG) initiatives are strategic imperatives.
Learn moreStreamline your tech stack and take advantage of a better user experience and stronger data governance with ADP and the iCIMS Talent Cloud.
Learn moreThe combined power of iCIMS and Infor helps organizations strategically align their business and talent objectives.
Learn moreOur award-winning partnership with Microsoft is grounded in a shared desire to transform the workplace and the hiring team experience.
Learn moreOur partnership with Ultimate Kronos Group (UKG) supports the entire talent lifecycle by bringing frictionless recruiting solutions to UKG Pro Onboarding.
Learn moreLet’s get in touch. Reach out to learn more about iCIMS products and services.
Learn more
April 24, 2020 
4 min read
The year is 1969 in St. Louis, Missouri. Retired U.S. navy pilot Jack Taylor and his team are finalizing plans to take Executive Leasing Co. national. There’s just one small problem: their name is no longer accurate. In addition to leasing, the company sells and rents cars, too. Executive Leasing needs a new name – one that captures the spirit of who they are as a brand.
For that Taylor turned to the aircraft carrier he’d served on as a Hellcat pilot in WWII. Decades later, and with branches on more than 70 U.S. military bases, serving military members and veterans is still core to Enterprise Rent-A-Car’s corporate DNA.
Most companies weren’t founded by veterans. Yet most companies understand the value of hiring military veterans. Here are five ways employers can increase their veteran hires:
1. Look for transferable skills like leadership and communication
As someone who has worked with military veterans in the past, I can tell you there’s a wide range in terms of what gets put on their resumes. Some are geared well for business. Most aren’t.
As a business, be clear on what veterans bring to the table. The vast majority are highly adaptable and excellent lifelong learners. They’re hard workers with strong leadership skills. They’re direct and clear in how they communicate. Most are driven and will continue to work steadily toward an end goal – regardless of the ups and downs along the way.
There are cultural differences between military and civilian work environments that make miscommunication and misunderstanding all too easy. Make sure hiring managers understand what to expect when evaluating veterans for a role. (And be careful about calling out ‘a veteran employee’. Individuals might rather be known for what they are doing now rather than what they’ve done.)
2. Build a career page specifically for veterans
Many employers will include something about their veteran hiring policy somewhere on their career site. Typically, it gets lumped in with a blurb outlining their commitment to diversity and inclusion.
That’s a great first step. But it doesn’t speak directly to veterans. Creating a dedicated career page gives you an opportunity to showcase that you value veterans, their unique skills and experience, and have the capability to support those transitioning directly from the military into civilian work and life.
Here’s how to get the most ROI from your career site strategy.
3. Focus job requirements on soft skills
Military structure is one of command and control. To change roles or move up in the military, there are very specific requirements that must first be met. There’s little to no wiggle room in this regard.
Veterans often rule themselves out because they don’t meet the minimum or preferred requirements listed in job descriptions. (This is also true of women in tech. Click here for a related story.) It’s not clear to them how their experience translates, or that many employers are flexible with the skills and experience they’re looking for.
Where possible, adjust job descriptions to focus on soft skills. Make it clear if military experience can be substituted, and for which requirements. Explain what’s possible to learn on the job, and what training you’re willing to invest in the right candidate.
4. Use video interviews to connect with those on active duty
Using video calls to communicate with friends and loved ones has been a part of military life for well over a decade. Veterans are familiar and comfortable with the format. Video interviews are also helpful for servicemen and women on active duty, many of whom plan their transition into civilian life 6-12 months before they exit the military.
Come prepared with behavior and situational interview questions. Veterans are used to operating in team environments and sharing their accomplishments with the group. They simply aren’t accustomed to boasting about individual skills, roles, or responsibilities – asking open-ended ‘what if’ questions is an effective way to see their decision-making process in action.
For more on how video interview can support diversity and inclusion hiring, click here.
5. Be direct and prepare to take the lead
Military life means learning to respect and defer to authority. For this reason, veterans may not show you the full range of their personalities in an interview setting – they’re used to keeping answers polite and concise. Don’t assume that’s a lack of interest or poor culture fit. Hiring managers should be aware of this dynamic and prepare for it.
If you aren’t sure how they feel about your company culture, ask. Encourage them to give their thoughts and feedback on the hiring process thus far.
