Joplin – Military Hiring 101 Employer Workshop – A Great Success!

Military Hiring 101 Event Flyer


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Paul Volpe – FMI – discussing Veteran interviewing with the group

TAMKO, Asbell Construction, JDS, Mercy Hospital – Joplin, Tri-State Area Contractors Association, Westmark Services, Buffalo Run Casino and Compass Quest were all part of the Veteran learning experience at Buffalo Run Casino on the Tuesday.  The event sponsored by Buffalo Run Casino was all about helping companies improve their ability to Attract, Hire and Retain America’s Veterans.

It was great to have an outstanding group of companies and organizations come together to discuss ways to help improve the lives of Veterans and their families one job at a time.

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One of the many group pics taken after our motivating training!

Jimmy Burgess – Discussing Elite Leader Training and the Compass Quest Team

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FMI – Team Joplin – Outstanding Group of Veterans

Thank you to all that participated – Joplin is truly Veterans helping Veterans!

For more information on Hiring Veterans or our next Military 101:

Veteran Underemployment, the Self-Inflicted Wound


For the last half of 2014, veteran unemployment was at or lower than civilian unemployment. In fact, many would argue there is no veteran unemployment crisis in this country, and while I agree, this is only half the story. For the most part, veterans who want jobs have jobs. Hence the key word jobs, not careers. The bigger issue is veteran underemployment.

Today’s Armed Forces are the most educated, well-trained, and dedicated military our country has ever seen. There are countless reasons why organizations benefit from hiring veterans, ranging from tax breaks to the knowledge that they are hiring the cream of the crop in the job market. Companies realize this and, without a doubt, are hiring veterans. Although veterans are working, in most cases, they are not working in jobs and positions that reflect their true potential and we as veterans are partially to blame.

I recently had a lengthy discussion with a military veteran who just weeks ago retired after over 20 years of service. This senior NCO had done some amazing things over the course of his career, but the one thing he did not do is prepare himself for life after the service. Because he was part of the drawdown, his retirement basically snuck up on him. He is not alone. Despite the military’s best efforts to prepare transitioners, so many veterans leave the service without a solid exit plan.

troops and seals

Here are some key strategic errors many transitioners make that leaves them underemployed:

Timing. Whether you are entering government service or corporate America, you must understand that the hiring process is lengthy. The time from initial application, interview, and hire can take three to six months or longer. So what does this mean? It means you have to apply backwards planning to your transition plan.

For example, let’s say your discharge or retirement date is 1 August, with terminal leave starting 31 June. Let’s say you want to take a couple of weeks to rest and relax after transition, and you want to start work on or about 15 July. This should tell you to start applying for jobs as early as January. Waiting until June is way too late.

So how does poor timing lead to underemployment? First, as your transition date gets closer, you might be pressured to take the first thing that comes along regardless of pay and benefits. After all, it’s a job. You might also be willing to accept a job well below your pay grade until something better comes along. Not much of a plan, is it?

Education. It’s no surprise, more education is directly related to a larger annual income. Furthermore, a person with a high school diploma is far more likely to be laid off than a person with a bachelors degree, and far more likely to have longer gaps of unemployment.

Whether you stayed in the military for four years or 20 years, there is no excuse for not completing a degree. With the GI Bill, tuition assistance, and loan repayment, the military is basically giving away a free education. If you choose not to take advantage of those programs, you will be facing underemployment. It’s great that you were a Platoon Sergeant who led men into combat, but if the job you want requires a degree and you don’t have one, then what?

Some companies will take military service over a degree, but don’t count on it. Don’t give a company a reason not to hire you. Make an educational plan early in your military career and execute.

Resume. Veterans accomplish a great number of things while in uniform, but many do a poor job of capturing it on a resume. A civilian recruiter or hiring manager may not know what a squad leader is, so why would you list it on a resume? “Squadron Commander” may be a key phrase for you, but the person, or computer, screening your resume has no clue what that is.

Resumes must be tailored for the job you are applying to and free of military jargon. It needs to be free from spelling and grammatical errors. It needs to be “civilianized” for corporate America and in a completely different format when applying for federal government jobs.

Professional On-line Profile. Most people have social media pages. No matter how private you “think” your social media page is remember this… it’s not! Potential employers regularly review social media sites such as Facebook, Instagram, Pinterest, and others. This is common practice and NOT a practice just reserved for potential employees who will need background checks.

It’s great that your LinkedIn profile picture is of you in your dress uniform, but could that cause a barrier between the hiring manager that knows nothing about military service, or a corporate recruiter intimidated by all the medals and badges? I like the Facebook profile picture of you having a hefeweizen in Heidelberg, but what would a potential employer think? The picture of you and your team in full body armor with your M4 slung across your chest in front of a LAV-25 is sweet, but could it scare a hiring manager?

As you prepare to transition and start the job application process, think about your online profile. Think about it through the eyes of a recruiter. Think about it through the eyes of a hiring manager. If you need to clean it up, clean it up!

Mind Set. It’s outstanding that you’re a retired Master Gunnery Sergeant. I am proud of you for retiring as a Lieutenant Colonel or Navy Commander. Thank you for your service. I hate to break it to you though, your rank does not matter to anyone outside the military.

Just because you were a Brigade Command Sergeant Major does not entitle you automatically to a six figure corporate salary. If you are lucky enough to land that job, congratulations. For everyone else, you are starting over and need to understand that.

I am not saying you should apply for entry level positions and be underemployed, I am merely stating you must have realistic expectations of the job market and realistic expectations of the level of jobs you should be applying to. Otherwise, you are setting yourself up for frustration and might find yourself in a position where you have to take the first thing that comes along.

Lets imagine for a moment that you are one of those who did not serve in the military. After 10 or 20 years of doing one kind of job you decide to change to a new career field. Virtually the same thing would apply to that civilian, they would have to have realistic expectations. If you were a senior software developer and then decided to get into automotive design you are not likely to head an automotive design team right off the bat.

The key take away here is whether you spent four years or twenty four years in the service, you must have a plan to “rebrand” yourself. Although you are a Soldier, Sailor, Airman, or Marine for life, one day you will be a civilian. It’s never too late to plan for life after the military.

~ Article written by Jason Caswell, Forward March Inc – Director of Training and Talent Pipeline Services


Enhance your Workforce, Hire Women Veterans

female veterans

According to the Bureau of Labor and Statistics, our country started 2015 with veteran unemployment at 5.3% with a combined national unemployment rate of 5.7%. While this is great news, there is a group of veterans that suffer from a higher unemployment rate than their peers. Despite their service to our country, female veteran unemployment and under-employment remains high.

As a former U.S. Army Artilleryman, I love the story of Mary Hays, better known as Molly Pitcher, whose husband was an artilleryman during the revolutionary war. At the Battle of Monmouth in June 1778, Mary Hayes carried water to line of cannons for both drinking and cooling down the barrels.

800px-Molly_Pitcher_currier_ives (1)When her husband fell under intense enemy fire, Molly Pitcher stepped up and continued to in his position on the gun. Despite the danger, she continued the fight. For her efforts, General George Washington appointed her as a noncommissioned officer and she was referred to a Sergeant Molly, a title she used until her death in 1832.

With over 2.2 million female veterans, women make up 10% of the nation’s veteran population and those numbers grow steadily each year. The unemployment rate for women veterans as a whole has decreased but still remains higher than non-Veteran women. Many of these veterans are single parents which further exacerbates the problem.

The good news is, thanks to the rigorous and excellent training that our service members receive, our female veterans are well positioned to offer employers the gift of an enhanced and effective workforce. The importance of the skills, values, and attributes a female veteran brings to your organization cannot be understated.


So why hire a women veteran?

They are proven leaders not just in theory, but practice.

They have the proven ability to face adversity.

They work well as team and understand how the efforts of each member contribute to the overall success of the organization.

They understand and practice diversity in the workplace.

They are generally physically fit and drug free.

They are calm under pressure.

They have respect for policies, procedures, and regulations.

They have an applied use and understanding of technology.

They have a Global perspective of most situations.

They are men and women of Integrity and hold shared values.

They are experts in the application of Health and Safety standards.

They are generally well-educated.

They have a mission first attitude and get the job done.

They are expert planners.

They love a good challenge.

Finding, attracting, hiring, and retaining women veterans is a skill that companies looking for the highest caliber employees simply must have. Forward March not only trains top companies to do this, but we have also created a Military Talent Hiring Guide that teaches organizations the basics of military talent acquisition and retention. If your organization is truly dedicated to hiring female veterans, leave it to FMI to help make it happen.

~ Article written by Jason Caswell, Forward March Inc – Director of Training and Talent Pipeline Services

You can read more about Sergeant Molly here…

*Photo credits – PicJumbo 

Introducing the Forward March Inc. Heroes Career Academy

heroes career academy logo VIII

Forward March Inc. stands ready to work with your company to build a highly motivated, diverse, energetic and strong workforce. We can not only bring you a strong veteran talent pipeline, we can also provide the training for those veterans that your company needs in order to hire them. Our training programs are highly successful, built on a proven model that gives us the ability to train anywhere and often in a fraction of the time that other institutions would take. Mobility and Portability, that is the Forward March Inc. difference. We provide Veteran Training and Certification at Your Location and on Your Schedule. The training programs that we employ are customized to meet your specific needs.

Customized Curriculum and Training

• Curriculum and Training Customized to Your Employment Needs
• High Quality Military Candidate Pipeline for Education Programs Ensures High Quality Trained and Certified Workforce
• Tax Incentives for Veteran Employment
• High Quality Nationally Accepted Training at a Faster Pace and Lower Expense

Current certifications include but are not limited to:

• Welder
• Commercial Driver’s License (CDL)
• Industrial Technician
• Apartment Technician
• Aeronautical Welder
• Pharmacy Technician
• Medical Assistant
• Administrative Assistant
• Computer Support Specialist
• Medical Front Office – Medical Coding
• Nurse’s Aid
• Pharmacy Technician
• Supply Chain Associate


Forward March, Inc. (FMI) is a Service Disabled Veteran-owned Small Business (SDVOB) based in San Antonio, Texas. FMI has over three decades of collective experience bringing businesses and veterans together. We are proud to partner with Goodwill’s Good Careers Academy to form The Heroes Career Academy. This unique academy provides custom training and certification programs for companies who want to hire high quality military talent. Our programs are customizable, scalable and provide mobility and portability.

Partnering with Industry Training, Certifying and Hiring Our Country’s Heroes


• Veteran Administration (VA) Approved Training
• Certifications
• Job Placement with Veteran Friendly Employers
• NCCER Certification Accepted Nationwide
• Education Credit for Military Service

Contact Forward March Inc. Today to find out how to get started with your veteran talent pipeline trained to meet your needs.

Contact Richard at Forward March Inc. for more information  – Send Email

Phone: 1-888-723-6223

High Quality Military Talent – Forward March Inc. Has What You Need!

macbook-air-all-faded-and-stuffIf you are looking for high quality talent for your company or organization then give Forward March Inc. a call today. We help companies and organizations every day find, attract, hire and retain high quality military talent. What you may not know however is that we also have veterans ready to go to work for you immediately. Forward March Inc. receives input and then pre-screens veterans daily who are looking for a veteran friendly company to start a career with. No matter your skill or education requirements for your position we can help you.

We specialize in finding high quality military talent in the following areas, just to name a few:

  • Energy
  • Oil & Gas
  • Information Technology (IT)
  • Construction
  • Driving (CDL)
  • Manufacturing
  • Medical (including clinical)
  • Sales
  • Recruiting
  • State and Government Contract Positions
  • Unskilled Labor

file0001223708026If you are a veteran of the United States Military or are transitioning out of the Military make sure to contact Forward March Inc. as part of your employment track.

Go here to fill out our employment information form and an FMI representative will contact you soon. If we do not have an open position with one of our customers we will work to find another company to try to place veterans with.

If you are a transitioning military person or a veteran be sure to check out our Tools and Resources page to learn more of what you can do to find and land that great career you are looking for.

Forward March Inc. also published a series of articles that will help you in preparing for your career by giving some valuable information on resumes, interviewing and social media networking. You can read those here:

Employment Preparation 

Social Media Networking 

Resume and Interview Tips 

FMI Community Outreach LogoForward March Inc. has an official non-profit 501c3 part of our organization known as Forward March Inc. Operation Outreach. Under our Operation Outreach we have a variety of programs.

  • Professional Womens Veterans Coalition (PWVC)
  • Maui Warrior Appreciation Weekend
  • Dancing with Our Heroes

If you would like to be involved in any of our programs or would like to contribute in any way please Check out our page here…


Forward March Inc. Ribbon Cutting with the San Antonio Chamber of Commerce


First things first, we would like to thank everyone who came to our ribbon cutting ceremony yesterday. Special thanks goes out to the to the San Antonio Chamber of Commerce and the outstanding Chamber Ambassadors! Thank you to all of you who share our vision of helping veterans and making San Antonio the model for military hiring and military transition!

In the life of any business there are days that mark significant milestones. When we became a member of the San Antonio Chamber of Commerce we knew we would want to do an official ribbon cutting ceremony at our new offices. Yesterday the San Antonio Chamber of Commerce sent out their ambassadors to the Forward March Inc. worldwide headquarters and helped us have a very successful ribbon cutting event. The weather was perfect. The opportunity for us to share this important event is very important to us. Below are some highlights of the event. Be sure to head over to our Facebook page for a LOT more pictures.


FMI World Headquarters and our FMI Hummer await the Ribbon Cutting Ceremony


Ahhhh the sweet smell of success.


The Chamber Ambassadors have arrived


Its January 29th, mid 70s and just perfect weather. You have to love winter in San Antonio Texas!


Its official now!


Team FMI! We are veterans helping veterans. Thank you San Antonio Chamber of Commerce for making this day special!

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Its Friday again, so break out those red shirts! R.E.D. Friday is here so remember everyone deployed!

Learn more about RED Fridays:

Join Forward March Inc. Today for Our Ribbon Cutting Ceremony

ribbon cutting ceremonyToday is the big day. Come out and join us! Need a map and directions? Go here…

Stay tuned for event highlights and pics.

Myths About Veterans and Why You are Not Hiring Them


Let me start by saying our country has made great strides lately on the veteran hiring front. According to the Bureau of Labor Statistics for December 2014, veteran unemployment was at 4.7% slightly up from November. The highest unemployment veteran rate for 2014 was among first-termers in the 18-24 year range with their average unemployment rate being at 16.2%, so there is still much work to do.

Statistics aside, veterans are still plagued with many misconceptions that hinder the hiring process. Here are some of the myths that are impacting the overall veteran unemployment rate.

file0001292130605Veterans want jobs.

Veterans generally do not want “jobs”, they want careers.  Former President Ronald Reagan once said, “Some people spend an entire lifetime wondering if they made a difference in the world. But, the Marines don’t have that problem.” Our military members have dedicated themselves to the profession of arms. As they transition from military service, they are looking for meaningful work and a minimum wage low skilled job is not going to cut it. Veterans want to make a difference in the world and will stay with an organization that will give them the opportunity to learn and grow.

file7071266529091Veterans are uneducated.

Today’s Armed Forces are the most educated and technologically advanced military the world has ever seen. The days of enlisting criminals or dropouts are long gone.

The Department of Defense has set strict quality caps on who can serve in the military which has led to a 99% high school graduation rate, far exceeding that of the general population. Furthermore, veterans are 70% more likely to complete a college degree than their peers.

Veterans are not free thinkers, they just follow orders.

Some aspects of military life are well regulated, such as how long one’s hair can be, and they do occasionally march in straight lines, but the fact is, military members are trained to think on their feet and can operate effectively in the most chaotic of situations. Additionally, our Armed Forces work around the world with a social and cultural understanding of their environment that most can only imagine.

Veterans only know how to yell at people to get things done.

Forget what you learned from Hollywood. Yes, military leaders have a very important and dangerous job to do with life or death consequences, but the fact is, military leaders learn and master the art of transformational leadership.

Transformational leadership motivates the team to achieve a common goal by developing subordinates, showing genuine concern for the team, challenging people to achieve past expectations, and taking ownership for one’s actions. This is done through teaching, coaching, mentoring, and counseling, not regular yelling. Today’ military leaders lead through motivation, not fear and intimidation.

fighter_pilotVeterans do not have applicable civilian skills.

First, less than 20% of military specialties are considered direct combat roles such as the infantry, armor, or artillery. The other 80% are in fields that have a direct correlation to the civilian job market such as medical, finance, food service, human resources, mechanical maintenance, etc. The focus here should be less on what a veteran’s job in the military was, but more on the intangibles such as team-work, loyalty, leadership, and great work-ethic. A company can train skills, but you can’t train dedication.

All veterans have Post Traumatic Stress.

Let’s put this in perspective and put all the hype aside. According to the National Institutes of Health, 26% of Americans over the age of 18, about 1 in 4, have some form of mental disorder. So, if your company has 100 employees and none of them were veterans, 25 will have some form of mental illness to include possible PTS.

PTS is an affliction that not only affects veterans, but could impact anyone who faced a traumatic life event such as an auto accident or becoming a victim of a crime. Additionally, it is estimated that only 20% of veterans returning from Iraq or Afghanistan have symptoms of PTS.

Veterans are poor and joined the military because it was their only option.

Believe it or not, the military sits firmly in the middle-class of America. The percentage of military personnel recruited from areas with the lowest of incomes is only about 7% of total enlistments. The highest percentage of military enlistments come from median household incomes nationwide.

OLYMPUS DIGITAL CAMERAI should not hire current members of the Guard and Reserve, they are just going to deploy.

A veteran who continues to serve their country in the Guard or Reserve should not be viewed as a liability. Yes, the possibility of a deployment is there. Yes, they are required to serve a minimum of one weekend a month and two weeks out of the year, but the knowledge, skills, and abilities that individual will bring to your organization are immeasurable. Hiring current National Guard and Reserve members is not only a good practice it is the law!

FMI TENANTS LOGOThe best way to “support our troops” is to ensure they have gainful employment after their dedicated term of service. It’s time we all look past the hype, myths, and misconceptions and make hiring veterans and top priority.   Let Forward March show you how to get the most out of military talent with our comprehensive HR training program and military talent pipeline services.

~ Article written by Jason Caswell, Forward March Inc – Director of Training and Talent Pipeline Services

Want to be a Military Friendly Company?

For the most part we see “military/veteran friendly” employers as being employers who give the perception that they have a veteran hiring strategy which they actively employ. Sadly, as we have highlighted in previous posts, many employers prefer to use their veteran/military friendly strategy more for marketing than actually hiring veterans or concerning themselves with giving veterans real careers. It is refreshing to find companies who are actively engaging veterans through a veteran hiring strategy. Those companies, no matter their size, we see as moving American industry forward and truly honoring our national treasure… our nation’s veterans.

For larger companies who want to set the bar even higher there are ratings institutions such as Military Friendly who use survey-driven methods to determine just how effective a company’s veteran hiring strategy is.
2015_MFE_LogoMilitary Friendly is a Service-Disabled Veteran-Owned Small Business founded by veterans and leads the industry as a ratings entity for companies who hire veterans. They produce survey-driven lists each year and have been doing so for more than a decade. These lists highlight schools and employers who represent the “top tier of institutions with leading opportunities for military service members and spouses.”

The 2015 Military Friendly Employers list has been released. The pool of about 5,000 employers produces less than 5% which earn the designation of Military Friendly within the context of Military Friendly’s rating process.


The top 100 employers, according to Military Friendly are published in their GI Jobs publication. Becoming one of these employers is a highly coveted achievement, which requires a tremendous amount of effort and dedication to veterans by the companies on this list. The list for 2015 includes companies such as Union Pacific, AT&T, CSC, Intel, Merck, CDW, J.B. Hunt, BNSF Railway, Brinks, HP, Deloitte and many others. You can see the list here…
For a more detailed list of Military Friendly employers you can go here… 


Forward March Inc. is a Service-Disabled Veteran-Owned Small Business founded by veterans who have a passion for helping veterans. Forward March Inc. is dedicated to moving American Industry forward by helping employers develop successful military hiring strategies. If your company or institution does not have a veteran hiring strategy we can help! If your company or institution wants a proven plan to become a company that is known for hiring veterans like those highlighted in the links above, then give us a call. Forward March Inc. has over 30 years of collective experience connecting employers and veterans. Come over to our website here… and learn more.

35 years experience

Military Hiring 101 Workshops


Our Military Hiring 101 Workshops will give you the information and tools you need to succeed in hiring the very best military candidates. Our highly successful solutions are based on the proven military leadership models and a systematic approach to organizational growth.

We now offer the opportunity to come and conduct our Military Hiring 101 events at your company! 

Another way that FMI can help you with your Military Talent Acquisition & Transition goals is with our Military Talent Hiring Guide which we can customize to fit your solution for your company or organization. This Hiring Guide can help you through each step of your hiring process to find the right veteran talent for your mission.

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Bringing the Value of a Veteran to Your Workforce

Today’s businesses recognize the value of having veteran employees in their workforce. Finding, attracting, hiring, and retaining veterans is a skill that companies looking for the highest caliber employees simply must have. FMI has created a Military Talent Hiring Guide that teaches companies the basics of just how to do this. Contact FMI today to get your copy of our Military Talent Hiring Guide.

• Learn how to find and attract military talent to your business
• Discover the methods and benefits to hiring veterans
• Learn how to approach all branches of military service
• Learn how to translate rank, pay-scale, and military job skills

Contact us today for information on how to schedule an event at your company or to learn more about our Military Talent Hiring Guide. 1-888-723-6223

Develop a Veteran Hiring Strategy – Its The Right Thing to Do

It seems like everyone wants to hire veterans.
Check out a few of the headlines:

We salute every business and organization, no matter the size, that has chosen to employ our national treasure, our veterans. It is a great day to be a veteran with so many companies and institutions committing to bring our brothers and sisters in arms into their fold. However the work to do is daunting. The unemployment rate for veterans is still too high in a nation that claims to “support the troops”. Lets examine just a few of the reasons why this is and exactly what a company can do to address the issues and reap the huge rewards from hiring high quality military talent.


Veteran Friendly Companies

Employers who choose to embark upon a robust veteran hiring program can face many challenges as we have highlighted in our previous articles. These challenges might include:

  • Translating military skills and experience to civilian jobs.
  • Learning the language of veterans and how to understand and qualify their experience.
  • Finding transitioning military and veterans to hire.

Finding military skills that translate to the position(s) that an employer is looking to fill can be a daunting task for those who are not used to hiring veterans. Even recruiters who are veterans themselves may struggle with this. Each of the five branches of the US military has a wide variety of jobs and while they may have jobs that are the same they may have different names or military specialty codes. For example, military skills may have differing military job titles across the various branches such as MOS, MOSC, Rating and Designator. An Army veteran you have in your HR department may or may not be familiar with positions and military specialty codes from other branches all depending on his/her military background. It can take an employer a significant amount of time to get an HR person or team educated enough to tackle this obstacle.

military skills translator

Another issue that comes up with HR departments can be reflected in both the resume and interview process. Military veterans use a LOT of military specific dialogue/vernacular that may be completely lost on someone reviewing their resume or interviewing them. Each branch of the military has its own rich history and unique culture. Employers can have a very difficult task understanding fully what a service member did during their enlistment. Rank becomes another confusing aspect of the military that can be lost on an employer. These issues can keep an employer from asking critical questions or understanding key experience during the interview and resume process.

Once an employer feels like they have a good bead on some of the above challenges then they probably feel ready to start finding veterans. Looking on resume sites such as Monster or hosting job fairs, while common methods, is actually not the ideal way to find veterans or transitioning military. Most employers do not directly post positions to places where transitioning military personnel or veterans regularly and actively look for employment opportunities. When they do, it’s a small number of postings and most employers miss 95% of what is out there and available to them to help them find high quality military talent. Without someone in the HR department who has intimate knowledge of the places to look the results of an employer’s search will be dismal.


So what is an employer to do? Giving up is simply not an option, though the numbers make one wonder just what employers are actually doing. Currently the unemployment rate for those under 30 is around 6% nationally. Among veterans however, that number is double at roughly 12%. As we have stated repeatedly in previous articles today’s military is the highest educated, best trained, most technically knowledgeable and diverse group of men and women the military has ever unleashed on the civilian workforce. Their motivation is higher, their desire to learn and to lead is well above that found in any demographic group of potential employees an employer will look at today. It’s pretty obvious that the challenges listed above are very significant to employers.

We have been helping companies hire veterans for over 35 years!

We have been helping companies hire veterans for over 35 years!

We have the solution. Forward March Inc. (FMI) has over 35 years of collective experience helping employers and veterans connect. Our understanding of military skills translation is second-to-none. We not only understand the military branches and their skills we can help train your HR team to this as well. We have written a Military Hiring Guide that can guide your team step-by-step through the understanding of military skills and rank to finding the right military talent for your various positions you are seeking to fill.

FMI was founded to deal with the very issues we are discussing in this article. We are a company of veterans helping veterans to actually get real and meaningful careers as opposed to just throwing their resumes at potential “jobs”. We never charge a veteran and we are deeply committed to veteran retention, because its not good enough to commit to hiring a veteran, companies need to learn how to retain them. Our customized and scalable solutions can help any company or organization of any size start finding, attracting, and hiring veterans very quickly.

Tactical Recovery of Aircraft and Personnel - Air

FMI knows EXACTLY where to find your military talent. We understand the skills translation and we have a wealth of resources for helping you to get the positions you are hiring for right in front of both veterans and transitioning military personnel.

The reason our solution is different is because we focus on strategy. A company can come to us and use our services as their one-stop-shop for finding, screening, and hiring of high quality military talent. We can also train HR teams and individuals on how to find, attract, hire and retain military talent. Companies who use both solutions very quickly begin their military hiring program and enjoy the benefit of learning how to do what we do in the process. FMI can also help your company with strategies and solutions for retaining the veterans you hire.

Forward March Inc Military Talent Pipeline Services - Affordable, Customized, Scalable

Forward March Inc Military Talent Pipeline Services – Affordable, Customized, Scalable

FMI is different because we don’t leave the solution at pipeline services and training. We also train and help build internal strategies and solutions to create a vibrant veteran culture in your company. This helps with retention and also feeds new veteran talent into your pipeline from your most trusted source, your veteran employees.

Support our troops! Give us a call today and get started on your veteran hiring strategy. Together we can change the lives of veterans, help your organization reap the rewards of hiring veterans and bring down the veteran and overall unemployment rates.

FMI is committed to our customers. We know that making the decision to hire veterans can be intimidating. Ask about our Quick Start program. We can get you started hiring veterans immediately and do it at a cost you can afford!


If you want to get started hiring veterans Forward March Inc stands ready with a special offer. On November 17th we will be holding our Camouflage to Corporate Conference in San Antonio, Texas. This is an outstanding opportunity for companies and organizations to learn how to get started hiring high quality military talent. The information in this conference has helped many other companies to develop highly successful hiring strategies, military pipelines, and learn how to retain quality military talent. Click here to learn more…

Our Camouflage to Corporate Conference can get you on the fast track to developing a Veteran Talent Pipeline. November 17th, San Antonio, Texas.

Don’t forget about our FREE Veteran Employment Transition Networking Event. Learn more, click here…Veterans, Transitioning Military Personnel, and their families are encouraged to meet with employers at this free event.