Although we have taken great care in assembling this list, Minority Success does not take any responsibilities for the accuracy or legitimacy of any links or organizations listed in this site. This is not an exhaustive list, there are many more resources for veterans. This is just the starting point for many veterans. None of these sources should charge any veteran for any of their services. We do not endorse or support the views or products of any of the sites listed here.
Under federal regulations, Federal Contractors are required to reach out to minorities, women, individuals with disabilities and veterans.
Help these federal contractor companies to find you. Post your resume, search for jobs, all at no cost.
Additional Resources for Veterans:
Regulations for Federal Contractors regarding Veteran Outreach:
Hiring benchmarks for protected veterans: http://www.dol-esa.gov/errd/VEVRAA.jsp
Federal code regarding Protected Veterans, Federal Contractors, Affirmative Action Plan:
Section 60-300.44 in ecfr.gov,
(2) Examples of outreach and recruitment activities. Below are examples of outreach and positive recruitment activities referred to in paragraph (f)(1) of this section. This is an illustrative list, and contractors may choose from these or other activities, as appropriate to their circumstances.
(i) Enlisting the assistance and support of the following persons and organizations in recruiting, and developing on-the-job training opportunities for veterans, in order to fulfill its commitment to provide meaningful employment opportunities for such veterans:
(A) The Local Veterans' Employment Representative in the local employment service office (i.e., the One-Stop) nearest the contractor's establishment;
(B) The Department of Veterans Affairs Regional Office nearest the contractor's establishment;
(C) The veterans' counselors and coordinators ("Vet-Reps") on college campuses;
(D) The service officers of the national veterans' groups active in the area of the contractor's establishment; (E) Local veterans' groups and veterans' service centers near the contractor's establishment;
(F) The Department of Defense Transition Assistance Program (TAP), or any subsequent program that, in whole or in part, might replace TAP; and
(G) Any organization listed in the Employer Resources section of the National Resource
Directory(http://www.nationalresourcedirectory.gov, or any future service that replaces or complements it.
(ii) The contractor should also consider taking the actions listed below, as appropriate, to fulfill its commitment to provide meaningful employment opportunities to protected veterans:
(A) Formal briefing sessions should be held, preferably on company premises, with representatives from recruiting sources. Contractor facility tours, clear and concise explanations of current and future job openings, position descriptions, worker specifications, explanations of the company's selection process, and recruiting literature should be an integral part of the briefing. At any such briefing sessions, the company official in charge of the contractor's affirmative action program should be in attendance when possible. Formal arrangements should be made for referral of applicants, follow up with sources, and feedback on disposition of applicants.
(B) The contractor's recruitment efforts at all educational institutions should incorporate special efforts to reach students who are protected veterans.
(C) An effort should be made to participate in work-study programs with Department of Veterans Affairs rehabilitation facilities which specialize in training or educating disabled veterans.
(D) Protected veterans should be made available for participation in career days, youth motivation programs, and related activities in their communities.
(E) The contractor should take any other positive steps it deems necessary to attract qualified protected veterans not currently in the work force who have requisite skills and can be recruited through affirmative action measures. These persons may be located through the local chapters of organizations of and for any of the classifications of protected veterans.
(F) The contractor, in making hiring decisions, should consider applicants who are known protected veterans for all available positions for which they may be qualified when the position(s) applied for is unavailable.
(G) The contractor should consider listing its job openings with the National Resource Directory's Veterans Job Bank, or any future service that replaces or complements it.