Introduction
Veterans are individuals who have served in the military for a certain period of time and have been honorably discharged from their service. While some veterans transition seamlessly into civilian life, many struggle to find their footing in the workforce. They require the support and advice of career counseling. Thus, it is essential to explain the importance of career counseling for veterans and the realization of it.
Statistics
The statistics on veterans and employment vary based on the source and the specific demographic of veterans being studied. According to the U.S. Bureau of Labor Statistics (BLS), the unemployment rate for veterans who served on active duty in the U.S. Armed Forces at any time since September 2001 was 4.6 percent in 2020, which is lower than the overall unemployment rate of 8.1 percent (Vogt et al., 2020, p. 352). However, veterans still face challenges in finding and maintaining employment due to factors such as disability, mental health conditions, and difficulty translating military skills to civilian careers.
It is difficult to determine the exact number of veterans who use career counseling services because this information is not centrally tracked. Nevertheless, there are many organizations and programs that provide career and employment counseling to veterans, including the US Department of Veterans Affairs (VA), the Department of Labor’s Veterans Employment and Training Service (VETS), and nonprofit organizations such as the Wounded Warrior Project and Hire Heroes USA. According to the BLS, in 2020, 77.8 percent of veterans who served on active duty in the U.S. Armed Forces at any time since September 2001 were employed (Vogt et al., 2020, p. 355). However, in 2020, the BLS reported that 4.6 percent of veterans who served on active duty in the U.S. Armed Forces at any time since September 2001 were unemployed and actively seeking employment, while 17.6 percent were not in the labor force (Vogt et al., 2020, p. 355). It is important to note that not all veterans who do not work are necessarily unemployed or have problems finding employment.
Moreover, mental health is a significant concern for veterans in the United States. The stress and trauma associated with military service can lead to a range of mental health issues, including depression, anxiety, post-traumatic stress disorder (PTSD), substance use disorders, and suicidal ideation. According to the U.S. Department of Veterans Affairs (VA), an estimated 11-20 percent of veterans who served in Operation Enduring Freedom and Operation Iraqi Freedom have PTSD in a given year (Vogt et al., 2020, p. 356). Furthermore, Under the VA, the prevalence of depression among veterans is estimated to be around 11 percent, and the prevalence of anxiety disorders is around 12 percent (Vogt et al., 2020, p. 356). Veterans who have had mental health problems, substance use problems, and trauma have an enhanced risk of suicide.
The Minnesota Theory of Work Adjustment
Minnesota’s theory of work adjustment (TWA) is a theoretical framework that can be useful in understanding and providing career counseling for veterans. Accordingly, it is possible to apply TWA to professional counseling of veterans. TWA emphasizes the importance of assessing an individual’s abilities, needs, and values to determine potential career paths (Brown & Lent, 2020). In the context of career counseling for veterans, this can include an assessment of their military skills and training, and their personal interests and values. Veterans may have competencies and experiences that are transferable to civilian careers, but they may need assistance in transferring and marketing those capabilities. Meanwhile, TWA assumes that people can change their work behavior according to their work environment (Brown & Lent, 2020). In the context of career counseling for veterans, this may include identifying workplace conditions that will allow a veteran to succeed. For example, flexible working hours, accommodations for people with disabilities, or mentoring and support from other veterans (Brown & Lent, 2020). In general, the TWA can be a valuable framework for career counseling for veterans, emphasizing the importance of assessing individual abilities, needs, and values.
Assessment Tools
Young people have already developed credibility and a career in a particular field after graduation. Instead, veterans are just beginning to achieve this, which does not give them a competitive advantage. When working with veterans of middle age who are seeking career counseling, a counselor can use a range of assessment tools to help identify their interests, skills, values, and personality traits (McMahon & Watson, 2013). Skills assessments can help veterans identify their strengths and talents in different areas, such as leadership, communication, and problem-solving. Examples of skill assessments are Skills Profiler and Occupational Information Network Skills Search (Aronson et al., 2019). In addition, interest questionnaires can help veterans identify their interests and preferences in various areas of work. They can enable the counselor to recommend occupations that may be suitable positions for the veteran.
Career assessments combine multiple assessment tools to help veterans identify potential career paths. They can help a counselor recommend jobs that align with the veteran’s interests, skills, values, and personality. Examples of career assessments include the Career Exploration Inventory and the Career Key (Aronson et al., 2019). It is significant to note that assessment tools are not definitive and should be used in conjunction with other career counseling techniques, such as interviewing and job observation (McMahon & Watson, 2013). The counselor may also use their professional judgment to interpret the results of the assessment tools and provide individualized career recommendations.
Challenges
When veterans are seeking work, there are a variety of environmental and personal barriers that they may face that can make it difficult to find employment. Veterans with disabilities may face physical or mental health limitations that make it difficult to perform certain types of work or participate in certain industries (Keeling et al., 2018). They may require accommodations in the workplace or specialized training to help them adapt to their work environment. Also, veterans who have struggled with substance use may face stigma or discrimination in the workplace, especially if they have a criminal record related to substance use (Keeling et al., 2018). They may also need support to cope with their recovery while at work.
Moreover, veterans who are older may face age discrimination in the workplace, particularly in industries that value youth or technology skills. They may also have difficulty adapting to changing technologies or job requirements (Dexter, 2020). Veterans who have significant gaps in their employment history may struggle to find work due to a lack of recent experience or a perception that they are not committed to the workforce. Furthermore, veterans who have been displaced from their previous occupation due to economic changes, such as the closure of a military base, may struggle to find work in a new industry or location (Dexter, 2020). They may require support in exploring alternative career paths or relocating for work opportunities.
Sources
There are a variety of resources available to help veterans obtain work. Veterans Affairs (VA) Vocational Rehabilitation and Employment Program provides assistance to veterans with service-connected disabilities to help them find and maintain employment. The program offers a variety of services, including vocational counseling, job placement assistance, and educational and training opportunities. (Perkins et al., 2020). The VA provides a wide range of resources and materials to help veterans navigate the program, including informational brochures, online resources, and guidance on how to apply.
Similarly, Hire Heroes USA is a nonprofit organization that provides free career counseling and job placement services to veterans and their spouses. The organization offers a range of services, including resume assistance, mock interviews, and access to job listings (Perkins et al., 2020). They also provide training and education opportunities, as well as ongoing support to help veterans succeed in their careers. These resources may offer a range of supplemental materials and activities to help veterans obtain work, such as job search workshops, resume reviews, and skills assessments (Perkins et al., 2020). They may also provide access to networking events, mentorship opportunities, and job fairs.
Spirituality
As a counselor, it is valuable to respect the client’s beliefs and values, including their spiritual beliefs. For example, if it is necessary to counsel a Jewish client who observes the Sabbath, accepting their religious practices is essential. A client-centered approach to career counseling can help veterans feel more empowered in their decision-making process (Maree, 2013). By focusing on the client’s needs, goals, and values, counselors can help them identify career paths that align with their spiritual beliefs. Faith-based resources, such as books, videos, or podcasts, can be helpful tools for veterans who want to integrate their spirituality into their career counseling (Maree, 2013). Counselors can recommend these resources to clients who are interested in exploring the intersection of their faith and career goals.
Conclusion
Therefore, career counseling can provide valuable guidance and support to help veterans find fulfilling careers that align with their skills, experiences, and personal goals. Accordingly, counselor assistance is important to help veterans overcome career barriers and challenges. Professional counselors provide resources that depend on the personal characteristics of veterans and help them adjust to civilian life. Thus, it contributes to reducing the unemployment rate and improving the mental health of veterans.
References
Aronson, K. R., Perkins, D. F., Morgan, N. R., Bleser, J. A., Vogt, D., Copeland, L., & Gilman, C. (2019). Post-9/11 veteran transitions to civilian life: Predictors of the use of employment programs. Journal of Veterans Studies, 5(1). Web.
Brown, S. D., & Lent, R. W. (2020). Career development and counseling: Putting theory and research to work. John Wiley & Sons.
Dexter, J. C. (2020). Human resources challenges of military to civilian employment transitions. Career Development International, 25(5), 481-500. Web.
Keeling, M., Kintzle, S., & Castro, C. A. (2018). Exploring US veterans’ post-service employment experiences. Military Psychology, 30(1), 63-69. Web.
Maree, J. G. (2013). Counselling for career construction: Connecting life themes to construct life portraits: Turning pain into hope. Springer Science & Business Media.
McMahon, M., & Watson, M. (2013). Career counseling and constructivism. Nova Science Publishers.
Perkins, D. F., Aronson, K. R., Morgan, N. R., Bleser, J. A., Vogt, D., Copeland, L. A., & Gilman, C. (2020). Veterans’ use of programs and services as they transition to civilian life: Baseline assessment for the Veteran Metrics Initiative. Journal of Social Service Research, 46(2), 241-255. Web.
Vogt, D. S., Tyrell, F. A., Bramande, E. A., Nillni, Y. I., Taverna, E. C., Finley, E. P., & Copeland, L. A. (2020). US military veterans’ health and well-being in the first year after service. American Journal of Preventive Medicine, 58(3), 352-360. Web.