You have open jobsite reqs and not enough hands to fill them. Foremen, equipment operators, electricians, laborers who show up and stay. The civilian applicant pool is thin. Half the people who do apply wash out in the first month. Your superintendents are stretched. Bids are slipping because crews are short.

Veterans are one of the best-fit talent pools for construction, and most builders barely tap them. Not because veterans are hard to find. Because their resumes do not say "construction" in words a civilian recruiter reads fast.

This guide is for general contractors, builders, and construction firms. It shows you where to find veterans for jobsite trades, equipment operation, and site leadership. It shows you how to read a military resume and how to run the interview. It also covers how to keep them past 90 days. The military trains people to build things on a deadline in bad conditions. That is your jobsite.

A quick note on lane. This article stays on the construction jobsite. The build itself: residential, commercial, civil, the trades on site, the trailer, the iron. If you run a fixed plant floor, the manufacturing hiring guide fits better. If you keep buildings running after they are built, see the facilities and maintenance guide. This one is the build.

Why Are Veterans a Strong Fit for Construction?

Construction runs on three things. Safety. Schedule. Equipment that works. The military runs on the same three. A veteran walks onto your site already wired for all of them.

Start with safety. The military does not treat safety as a poster on the breakroom wall. It is a daily habit. Lockout and tagout. Pre-task briefs. Risk checks before anyone touches a machine. A veteran has run those steps for years. On your jobsite, that habit is the difference between a clean record and an OSHA visit.

Next, schedule. Military work happens on a clock that does not move. Missions launch on time. Convoys roll on time. A veteran knows what it means to hit a hard deadline when the weather is bad and the gear is broken. That is every project you run.

Last, equipment. The military runs on machines that have to work. Trucks, generators, heavy gear, hydraulics. Service members maintain them, operate them, and fix them in the field with no parts store nearby. That problem-solving carries straight to a jobsite where the dozer goes down at 6 a.m.

Which Military Jobs Map to Construction Roles?

Some military jobs build things for a living. The match is not a stretch. It is direct. These are the people you want at the top of your pile.

The Navy Seabees are the clearest example. A Seabee is a builder by trade. They pour concrete, frame structures, wire buildings, weld steel, and run heavy equipment, often in a combat zone with no supply chain. The Army has a full engineer branch that does the same. So do the Marines.

Read these as a starting point, not a fixed rule. Two people with the same code can have very different hands-on time. Ask what they actually built.

You can send candidates to the matching career guide to see how a code translates. The Navy Builder civilian career page and the Army Horizontal Construction Engineer guide both lay out the trade-to-jobsite path. For operators, the Navy Equipment Operator page and the Marine Engineer Equipment Operator page show the same.

How Do You Read a Military Construction Resume?

This is where most builders lose good people. The resume comes in full of codes and acronyms. The recruiter does not recognize any of it. The resume goes to the bottom of the pile. The veteran who could run your night crew never gets a call.

The fix is simple. Read the duties, not the code. A line like "NMCB det, 12 pers, vertical const" looks like noise. It means the person led a 12-person crew building structures. Look past the jargon and ask one question. What did this person actually do with their hands and their crew?

One more habit costs veterans interviews. They write in "we," not "I." The military trains people to credit the team. So a foreman who ran a whole project will write "supported" instead of "led." Read for the real scope. If a junior person describes a major build, they probably ran a big piece of it. Ask in the interview and you will hear the truth.

If you need a repeatable way to do this across a stack of resumes, the recruiter checklist for screening veteran applicants walks your team through it. The guide to mapping a military career field to your open reqs helps you match codes to your specific jobsite roles.

Where Do You Find Veteran Construction Talent?

You do not need a giant veteran hiring program to start. You need to fish where the veterans are. Here is where they are.

First, SkillBridge. This is a Department of Defense program that lets service members spend their last months of service interning with a civilian employer. You host the intern at no cost. They work your jobsite as a working tryout. If they are good, you make an offer before they ever hit the open market. For construction, this is gold. You watch them run a saw or a loader for weeks before you commit.

Second, base transition offices. Every base runs a transition program for people getting out. Many host job fairs and connect employers with separating service members. A local builder near a base with Seabees or Army engineers is sitting on a pipeline most firms ignore.

Third, registered apprenticeships built for veterans. The Department of Labor runs Registered Apprenticeship programs that partner with veteran groups like the building trades. Veterans can use GI Bill benefits during an apprenticeship, which means they earn while they learn your way of working. The apprenticeship pathways guide breaks down how to set this up.

Fourth, BMR's candidate pool. More than 1,000 new veteran profiles are added every month, and over 60,000 resumes have been built on the platform. Many list construction, heavy equipment, and trade backgrounds. You can partner with us to reach that pool directly.

For a wider list of channels, the guide on where to post jobs to reach veteran candidates covers the boards and groups that work. To catch them before they separate, see how to hire transitioning service members before separation.

Do Military Trade Skills Transfer Without a License?

Mostly yes, with one honest catch. A Seabee who wired buildings for the Navy did the work. But the state license is a separate piece of paper. Military training does not auto-grant a journeyman electrician card or a master plumber license. You need to know which roles need a license and which do not.

Here is the simple way through it. First, hire into roles that need no license to start. Laborer, equipment operator, carpenter, helper, apprentice. A veteran can run a loader or frame a wall day one. Most of your headcount is here anyway.

Second, use the credit they already earned. Many states give veterans faster paths to the trade exam, and military service hours can count toward apprenticeship requirements. Ask the candidate. A lot of them have already looked into it and know exactly where they stand.

Third, sponsor the license in the offer. Your veteran has the skill but not the card? Fold exam prep into the offer. A few weeks of prep beats a req that sits open for months. You are getting a known quantity who can already do the work.

Veterans with a security clearance carry an extra edge on federal and defense construction jobs. A held clearance means their background is already a known quantity. On a base build or a sensitive site, that saves you time and trouble.

How Should You Interview a Veteran for a Jobsite Role?

Skip the corporate behavioral script. It does not test whether someone can build. Get them on the equipment or in front of the work.

Run a hands-on test. Put them on a piece of equipment. Hand them a print and ask them to walk it. Watch how they set up a task. You will learn more in 20 minutes on the iron than in an hour of "tell me about a time when." Construction is a hands trade. Interview like it.

Help them talk about scope. Remember the "we" problem. When a candidate downplays what they ran, ask direct questions. How many people were on your crew? What was the biggest project you led? What broke and how did you fix it? You will hear the real story, and it is usually bigger than the resume.

Last, do not gate trade roles behind a degree. A veteran who built runways does not need a bachelor's to run your grading crew. If you screen on degrees, you screen out your best operators. The guide on evaluating a veteran candidate with no civilian degree shows how to judge skill instead.

How Do You Onboard and Keep Veteran Hires?

Getting them hired is half the job. Keeping them is the other half. Veterans leave bad onboarding fast, same as anyone. But they respond well to a few things the military taught them to expect.

Give them structure on day one. Clear chain of command. Clear standards. A defined scope of work. The military ran on that, and a veteran reads a loose, undefined job as a red flag. Tell them who they report to and what "good" looks like on your site.

Pair them with a strong lead. Every site does things its own way. Put your new hire next to a foreman who knows your methods, your safety rules, and your equipment. A veteran learns fast when someone shows them the standard. They have been the new person many times.

Show them the ladder. This matters most. The military is built on promotion. A veteran wants to know how they go from operator to foreman to superintendent. If you show them a path, they stay and climb. If the job is a dead end, they leave. Many of your best future site leaders are sitting in your laborer and operator ranks right now.

What Is the Payoff for Builders Who Hire Veterans?

The construction labor market is tight and getting tighter. Builders who pull from the veteran pool fill seats faster and keep them filled longer. The numbers back it up.

Construction laborers and helpers earn a median of $46,050 a year. The field is projected to grow 7 percent through 2034, much faster than average. That is about 149,400 openings every year. Construction equipment operators earn a median of $58,320. Electricians earn $62,350 with 9 percent growth and roughly 81,000 openings a year. These figures come from the Bureau of Labor Statistics Occupational Outlook Handbook.

There can be a tax angle too. The Work Opportunity Tax Credit gives employers a credit for hiring certain veterans when the program is authorized. Its authorization expired at the end of 2025 and has not been renewed as of mid-2026, with reauthorization bills pending in Congress. On a high-turnover trade crew, that credit adds up across a year of hires when it is in force. The Work Opportunity Tax Credit employer guide covers who qualifies and how it works. Confirm the current status with the IRS before you plan around it.

The bigger payoff is fit. You are hiring people who already work safe, hit deadlines, and fix what breaks. The companion guide to recruiting veterans for skilled trades and field operations goes deeper on mobile and field crews.

Start With One Hire

You do not need a formal veteran program to begin. Start with one open req. Pick a role you struggle to fill, like an equipment operator or a laborer who can grow. Source one veteran through SkillBridge, a base job fair, or the BMR pool. Run them through a hands-on interview. Onboard them with structure and a clear path.

One good hire teaches your team how to read these resumes and how to interview for the jobsite. The second hire gets easier. By the fifth, you have a pipeline most of your competitors do not.

Best Military Resume is built by veterans and serves a growing pool of them. More than 1,000 new profiles are added every month, with over 60,000 resumes built on the platform. If you want to reach veterans who can build, partner with us and we will connect you to the talent.