Talent Injection: Military-Connected Talent as a Workforce Solution for the Health & Life Sciences Industry
Foreword
Over the course of the past two decades, while significant progress has been made in increasing career opportunities for military-connected talent, more must be done to create and sustain long-term career opportunities for veterans, military spouses, caregivers, and survivors. Together with Cicero Group and our allies in the Health and Life Sciences Industry, we are embarking on a three-part white paper series to identify and build pathways to successful careers for military-connected talent within the Health and Life Sciences industries. Each volume of Talent Injection: Military-Connected Talent as a Workforce Solution for the Health and Life Sciences Industry will focus on a particular sub-industry within Health and Life Sciences and will dive into challenges, opportunities, and solutions to build a thriving military-connected talent pool that answers pressing issues in each industry.
At Hiring Our Heroes, we believe and see the value that veterans and military spouses bring to the workplace everyday. Their technical proficiency, education, leadership, knowledge, and attitudes bring strength to any industry they find themselves in. Our hope is that this research will allow industry leaders and key stakeholders to identify, strengthen, and ease barriers to entry into the healthcare provider industry for veterans and military spouses alike. It will surface new and emerging trends related to healthcare workforce development, economic opportunity, and the critical intersection of both with national security. Our goal through this research is to develop the business case for the growth of a strategic relationship between the healthcare provider industry and military-connected talent that can be scaled across a variety of other industries in the future.
Eric Eversole President, Hiring Our Heroes Vice President, U.S. Chamber of Commerce
Executive Summary
In 2022, the healthcare industry employed 14.7 million people aged 16 and older, and healthcare occupations accounted for 9.3% of total employment in the United States in 2023.2 The healthcare industry has witnessed employment growth in recent years due to technological advancements and an increased need for care amongst an aging population. However, high rates of retirement and turnover in the industry have created a severe talent shortage among healthcare providers. Given the right partnerships, education, and solutions, the industry has a strong opportunity to minimize talent shortages by tapping into the incredible talent pool of transitioning service members, veterans, and military spouses. This opportunity is predicated on the ability of myriad stakeholders to develop solutions and strategies that forge a more seamless relationship between the military-connected job seeker and employers in healthcare.
Key Findings
An advanced degree isn’t the only route to healthcare provider occupations. Occupations in high demand require varying levels of education, with a pressing need for nurses and critical assistant and aide roles: The healthcare industry offers a vast multi-disciplinary employment landscape that creates opportunities for individuals with varying levels of education, experience, and expertise. Eleven out of the top 30 fastest-growing occupations across all industries in 2022 were healthcare provider roles.37 These included nurse practitioners, physician assistants, physical and occupational therapist assistants, and home health and personal care aides, among others, showcasing demand for candidates with varying levels of education and prior experience.
Military-connected individuals are an educated, trained, ready, and willing talent pool primed to solve workforce challenges: Many veterans are equipped with technical skills from military training or service occupations, along with vital workforce skills including critical thinking, resilience, punctuality, strong team building, and leadership. Many military spouses offer higher levels of educational attainment than their civilian counterparts, have a desire and tools to build their skill set, the ability to manage stress, take initiative, and provide diversity and perspective to work environments due to their military lifestyle experience.
Understanding the transferability of credits and experience to academic and training institutions and identifying career paths that match their current skills and certifications can be a pain point for transitioning service members: There are many resources that assist transitioning service members in these tasks, but requirements often vary by state and university. It is relevant for policymakers and industry leaders to understand that there are service members who transition from the military with years of experience as laboratory technicians, medical technicians and technologists, nurse practitioners, physician assistants, and physical therapy or occupational therapy aides, among other healthcare provider occupations.
The rise of telehealth over the past decade has driven additional remote work opportunities, which are in high demand for highly mobile military spouses: Out of the top 7 industries predicted for remote work in 2024, Medical & Health was listed at number 5.12 Functions like patient intake coordination, utilization and claims management, medical records management, community relations, and marketing can be done remotely, and the rise of telemedicine has transformed the remote work landscape in healthcare. Military spouses seeking remote opportunities in the industry may want to target technical roles or roles related to psychiatry, substance abuse disorder treatment, endocrinology, and gastroenterology where the use of telehealth is most prominent.
Healthcare occupations may foster high job satisfaction for the military-connected community: While the healthcare industry is facing a wave of resignations, nurses in the field cited “doing meaningful work” as one of the top two reasons for staying in their current role, preceded only by having a flexible work schedule. For the military-connected community, finding fulfillment in a new role can be a key contributor to job satisfaction. Healthcare providers are constantly serving others and witness the positive emotional and physical impact their service has on patients every day. Veterans and transitioning service members looking to continue serving others may find healthcare provider occupations as a perfect solution.
The skills, education, and determination of military-connected individuals could help minimize the talent shortage in healthcare provider occupations and address the increased demand for both senior and entry-level roles in healthcare.
Providers as an Employer
State of Play/Size of Industry
The healthcare industry offers a tremendous amount of opportunity, with healthcare occupations accounting for 9.3% of total employment in the United States.2 The industry consists of many different disciplines and types of care, which the Health Resources and Administration sorts into the following six categories:34
Allied health professionals deliver health or related services pertaining to the identification, evaluation, and prevention of diseases and disorders, offer dietary and nutrition services, and provide rehabilitation and health systems management, among others.
• Speech-Language Pathologists
• Chiropractors
• EMTs
• Medical & Clinical Lab
Technicians
• Medical Assistants
• Opticians
• Licensed Practical Nurses
• Home Health Aides
Behavioral health includes healthcare that addresses any behavioral problem, including mental health and substance abuse conditions, stresslinked physical symptoms, patient activation, and health behaviors.
• Psychiatrists
• Addiction Counselors
• Mental Health Counselors
• Psychologists
• Marriage & Family Therapists
Women’s health refers to the influence of sex and gender on health, wellness, disability, and disease status across the lifespan.
• Obstetrics & Gynecology
Physicians
• Physician Assistants
Type of Healthcare Description
Job Titles
Type of Healthcare Description
Long-Term Care
Long-term services and support include long-term assistance with activities of daily living (e.g. meal preparation, medication, etc.) provided in homes.
Oral Health
Oral health professions include general and specialty dentists and dental hygienists.
Job Titles
• Dieticians & Nutritionists
• Home Health Aides
• Personal Care Aides
• Nursing Assistants
• Occupational Therapists
• Dentists & Hygienists/ Assistants
• Oral Surgeons
• Orthodontists
Primary Care
Primary care includes physicians, nurse practitioners, and physician assistants, among others, practicing in primary care specialties: family medicine, general pediatric medicine, general internal medicine, and geriatric medicine.
• Family Medicine Physicians
• General Internal Medicine
Physicians
• Geriatrics Physicians
• Pediatrics Physicians
• Physician Assistants
• Veterinarians
In 2022, the healthcare industry employed 14.7 million people aged 16 and older, and anticipated growth of employment in healthcare exceeds that of other industries.2 The sector added 650,000 jobs in 2023 alone, the highest annual job growth the industry has experienced in the past three decades.14 Technical advancements, increased need for care amongst an increasing and aging population, and increased retirement of workers have all contributed to the industry’s employment growth, with about 1.8 million projected job openings each year.10 The largest occupations in the space, by employment, include registered nurses (3.4M), personal care aides (1.4M), nursing assistants (1.2M), and physicians (0.9M). In 2023, employment in ambulatory care settings and hospitals grew quickly compared to other sectors, while nursing facilities and residential homes experienced slower job growth and difficulty recruiting and retaining talent.14
The global market size of healthcare services is expected to reach $21.06 trillion by 2030, up from $10.3 trillion USD in 2021 (an 8.27% CAGR).18 In the U.S. alone, national health expenditure reached $4.5 trillion in 2022. This accounted for 17.3% of total U.S. GDP, and included Medicare and Medicaid spending, private health insurance, out-of-pocket spending, third-party payors and programs, hospital expenditures, physician and clinical services expenditures, and prescription drug spending.17 Given the consistent investment and expenditure dedicated to the healthcare industry, it is no surprise that healthcare provider profit pools have also witnessed increases in recent years.
Healthcare Provider Profit Pools, USD Billions19
$350B
$300B
$250B $200B
Profit pools represent the total profit earned by an organization. An increase in profit pools for healthcare providers, like hospitals, indicates an industry with a strong outlook and stable job opportunities. Profit pool growth is expected to slow compared to 2021 (dropping from 7% to 3%) due to inevitably increasing costs associated with high inflation and labor shortages. This exemplifies that a lack of talent can shift the outlook of entire organizations and industries. Settings such as ambulatory surgery centers, hospitals, and virtual care are expected to maintain profit growth in 2024, but post-acute care settings are expected to suffer.19 Although overall profit pool growth is expected to slow, the growing healthcare sector remains a promising industry for job seekers to enter.
Unlike most industries, the healthcare workforce is dominated by women. While women make up only 46.8% of total employed in all other occupations, 8 in 10 healthcare workers are female. Out of the top 25 largest healthcare occupations by employment, 24 are dominated by female workers (over 50% female representation), with most roles surpassing 80% female representation. However, a gender disparity still exists at the executive level. Women are promoted at a lower rate than the all-industry average and women in healthcare have higher rates of attrition. 75% of employees in entry-level healthcare positions are female, yet only 32% of C-suite occupations are held by women (only 4% of which are women of color). Roles with
+7% CAGR
healthcare workers are female
particularly high concentrations of women include speech-language pathologists (98% female), dental hygienists (96%), dental assistants (94%), and nursing assistants (90%).2
Similar to other sectors in the life sciences, healthcare providers are facing a severe talent shortage with high turnover rates as one of the leading causes. A recent survey revealed that 54% of respondents who left positions in the ‘healthcare and pharmaceuticals’ industry either moved to a different industry or left the workforce entirely, while 46% of employees simply transitioned to a new role within the industry.9 Individuals with STEM-related experience have begun to shift to rival industries that may offer better compensation and/or work-life balance, widening the gap between the supply and demand of talent. Turnover rates for select provider occupations, like certified nursing assistants and patient care technicians, far exceeded 3.8%, the average across all industries in 2023.43 However, healthcare and health services occupations remain in the top 3 career fields in which military spouses are employed.11
Common causes of healthcare employee turnover include a lack of workplace engagement, lack of connection to upper-level management, a tight labor market and stiff competition for talent, and inadequate compensation.13 Further, many employees from the baby boomer generation retired early during the pandemic. This forced underqualified staff to step in and assume the job responsibilities of senior roles, leaving a large portion of the healthcare workforce feeling overwhelmed, stressed, exhausted, and burned out. Healthcare employers are well aware of these challenges, as 57% of health system executives expect to feel the effects of high turnover rates and overall staffing shortages in their organizations in 2024.44
Despite these challenges, there are many upsides to working in healthcare. Employees in healthcare provider occupations are constantly serving others and making a difference in others’ lives. This characteristic may resonate specifically with veterans and result in high levels of job satisfaction and fulfillment. In 2023, “doing meaningful work” was ranked second amongst surveyed nurses as the reason for staying in their current role, preceded only by having a flexible work schedule. In addition to conducting meaningful work, healthcare providers work in a fast-paced, ever-changing environment, preventing boredom and lack of purpose among employees. The healthcare sector offers a robust variety of occupations, earning potential, and career paths, and the sector’s growth serves as a promising industry for job seekers to enter.20
Types of Work Available
While many provider occupations require an advanced degree, opportunities with lower barriers to entry also exist.
Home health aides, personal care aides, nursing assistants, and dental assistants are common healthcare occupations that require lower levels of educational attainment. On average, 31% of workers aged 25 and older across all industries achieved a high school diploma or less. The distribution of employees with this level of educational attainment within home health aide, personal care aide, and nursing assistant occupations each exceeded the all-industry average, at 60% (home health aides), 49% (personal care aides) and 47% (nursing assistants).2 In 2014, 3.8 million workers were employed in the top 10 healthcare occupations that did not require a bachelor’s degree, accounting for nearly half of the total healthcare workforce in the nation’s 100 largest metropolitan areas.38 Many careers in healthcare
Percent of employed people 25 years and older in the 25 largest healthcare occupations by education attainment, 20222
Total employed, all occupations
Physicians
Nurse Practitioners
Speech-language Pathologists
Pharmacists
Physician Assistants
Therapists, all other
Physical Therapists
Occupational Therapists
Dieticians & Nutritionists
Registered Nurses
Other Healthcare Support Workers
Radiologic Technologists & Technicians
Miscellaneous Health Technologists
Clinical Lab Technologists & Technicians
Medical Record Specialists
Medical Assistants
Pharmacy Technicians
Dental Assistants
Massage Therapists
Dental Hygienists
Personal Care Aides
Nursing Assistants
Home Health Aides
Licensed Practical & Vocational Nurses
Veterinary Technologists & Technicians
Less than a high school diploma
High school graduates, no college
Some college or associate’s degree
Bachelor’s degree only
Advanced degree
require extensive schooling, but some degrees can be earned in two years or less including practical nursing, medical assisting, dental assisting, healthcare administration, and health information management, among others.46
Despite the availability of pre-baccalaureate opportunities, achieving higher education certainly gives job candidates a competitive advantage and opens the door to more opportunities within healthcare. The military spouse population has an opportunity to fill the talent gap in healthcare roles that have steeper educational requirements, as 84% of military spouses have at least a college degree (associates or above)6, compared to only 48.4% of the general population aged 25 and older.5 In order to become a physician, nurse practitioner, speech-language pathologist, physician assistant, or therapist, an advanced degree is nearly a requirement, and many other jobs in the healthcare sector require at least a bachelor’s degree or additional certification or licensure.
In 2015, 78% of employees in ‘healthcare practitioners and technical’ occupations had a certification or license. This included 8.8 million workers,54 employed in positions including nurses, doctors, and physical, occupational, and respiratory therapists. Of the 3.5 million workers in healthcare support occupations,54 which included nursing, psychiatric, and home health aides, 51.8% held certifications or licenses. These both surpass the average of 25.5% across all other industries. All roles highlighted on the right besides ‘healthcare support’ and ‘healthcare practitioners and technical’ capture certification and licensure rates for these occupations across all industries (not just within healthcare).
In 2015, 78% of ‘healthcare practitioner and technical’ occupations had a certification or license.15
Percent of workers with a professional certification or license, by occupation, 2015 annual averages15
Office & administrative support
Sales & related Management
Business & financial operations
Life, physical & social science
Personal care & service
Community & social services
Healthcare support
Healthcare practitioners & technical
*Note: Certifications are issued by an organization if a candidate passes a competency test, while licenses are given by state or federal governments and grant legal permission to perform tasks.21
In 2023, 91.4% of ‘healthcare practitioner and technical’ occupations had some sort of credentialing requirement.65
While this may seem daunting to candidates without prior healthcare experience, the time it takes to acquire credentials or licensure varies widely by occupation. Additionally, many transitioning service members enter the workforce already equipped with the skills and licensure needed to perform healthcare provider job duties.
A career as a home health aide does not require a college education and a certification can make candidates stand out in a pool of applicants. The coursework required to complete a home health aide course can be completed within just 75 hours. To earn an Emergency Medical Technician (EMT) certificate, another occupation that does not require a college degree, candidates must complete courses at an accredited school over the course of 1-3 months. An advanced certificate is also achievable with 400 hours of additional training following the first EMT certification, making job candidates even more competitive.52 For veterans, many medical-related positions in the military, like biomedical equipment specialists, combat medic specialists, anesthesiologists, emergency physicians and nurses, etc.,16 required initial certification or licensure that may translate to the civilian workforce, and equipped service members with the knowledge and capabilities needed to succeed in healthcare provider occupations. More senior healthcare provider roles, however, require years of schooling prior to pursuing additional certifications and credentials.
Entry-level opportunities that do not require credentialing or licensure still exist within healthcare. The graph below shows the rates at which employees in the corresponding occupation types hold a certification or license. The majority of employees in personal care and service occupations, healthcare support occupations, and life, physical, and social science occupations do not actually have a certification or license.23
Entry-level opportunities that do not require credentialing or licensure still exist within healthcare.
Top 20 Fastest Growing Jobs in Healthcare35
*Note: O*NET Crosswalk allows users to search for a civilian job title to see associated military job titles and corresponding MOCs, and identify certification and licensure resources associated with each position. Not all corresponding MOCs are included above.
Listed requirements vary by
Much like additional educational attainment, earning a certification will give candidates a competitive advantage in occupations without credentialing requirements. Most requirements vary by state and can be difficult to understand. Some resources exist to help identify what certifications or licenses are needed for each occupation in each state, including the O*NET Crosswalk and Licensing Information Filtering Tool, and some states have their own occupational licensing information page.58 Further, the Department of Defense is working to provide healthcare professionals with licensure compacts that would facilitate portability of licenses between states. Professionals establish a home state in which they earn their license but are able to provide care in additional states that have adopted licensure compacts. This would be hugely beneficial for healthcare professionals who are military spouses who face frequent relocation. In their latest update in July of 2024, The Defense-State Liaison Office indicated they were assisting with the following compacts:56
• Advanced Practice Registered Nurse, APRN
• Audiology and Speech-Language-Hearing Interstate, ASLP-IC
• Cosmetology
• Dentistry/Dental Hygiene, DDH
• Dietitian Licensure Compact
• Emergency Medical Services, EMS REPLICA
• Massage Therapy, IMpact
• Nurse Licensure, NLC
• Occupational Therapy, OT
• Physical Therapist, PT
• Physician Associates, PA
• Psychology Interjurisdictional, PSYPACT
• School Psychology
• Social Work Compat, SW
• Teaching, ITMC
Where Vacancies Exist
High rates of retirement and turnover have created a severe talent shortage amongst healthcare providers, specifically within critical, lower-wage occupations like medical assistants, home health aides and nursing assistants. There are currently 9.7 million employees in these roles, but demand is expected to reach 10.7 million in the next 5 years. This demand will not be met with current turnover rates. It is predicted that by 2026, 6.5 million healthcare employees will permanently leave these jobs but only 1.9 million will replace them. For home health and personal care aides specifically, the sixth-fastest growing occupations in the U.S. (across all industries),45 demand is expected to increase by 34% from 2019-2029 due to an aging population in need of care. If U.S. workforce trends hold, there will be a shortage of 3.2 million critical, lower-wage healthcare workers. Illinois, Massachusetts, Pennsylvania, California, and New York are expected to suffer from this talent shortage most intensely, while Washington and Georgia may witness employee surpluses.36
3.2 million
If U.S. workforce trends hold, there will be a shortage of 3.2 million critical, lowerwage healthcare workers.
A nursing shortage also exists due to an increased need for care, high turnover rates, and insufficient academic pipelines. Registered nurses are the largest healthcare occupation by number of employed,2 and play a valuable role in patient care. By the end of 2021, the registered nurse workforce experienced the sharpest decline of the previous four decades, with 100,000 RNs leaving their positions (most of which were employed in hospitals). Job vacancies are expected to continue, with over 203,000 projected annual job openings for registered nurses through 2031.1 In a survey of 368 frontline nurses in the U.S., 31% revealed an intention to leave their current direct care patient jobs within the next year, 65% of which planned to pursue different career paths, education, or exit the workforce entirely.21 Contributing factors of resignation included not feeling valued, unmanageable workloads, and inadequate compensation, while conducting meaningful work and having flexible schedules/work-life balance were cited as reasons to stay.
Many strategies have been suggested to combat the talent shortage. Companies have addressed the concerns of nurses by introducing employee well-being centers (aroma therapy, snacks, sound machines, etc.), using platforms to monitor and reward performance, creating visitor codes of conduct for nurses’ safety, and introducing more flexible options like fixed-term positions. These positions are intended for nurses that don’t want full-time, permanent jobs, and offer the option to transition to permanent roles once their term is up. This may appeal to military spouses facing frequent relocation with an inability to commit to longerterm occupations. These strategies have proved successful in retaining nurses, but traditional methods of employee recognition and appreciation like simply acknowledging the effort and challenges nurses endure, also go a long way. In addition to preventative strategies, employers have become more strategic in recruiting, ensuring value propositions directly align with issues that resonate with nurses. Finally, some companies have introduced virtual-care options to provide nurses with more flexibility, as 19% of surveyed nurses said that the ability to work remotely would encourage them to stay.
Suggested strategies to combat the talent shortage:
• Introducing employee well-being centers (aroma therapy, snacks, sound machines, etc.)
• Using platforms to monitor and reward performance
• Creating visitor codes of conduct for nurses’ safety
• Introducing more flexible options like fixed-term positions
• Emphasize traditional methods of staff recognition and positive reinforcement
While these solutions have sparked short-term improvement in the nursing shortage, it is recommended that health systems prioritize a longer-term strategy of expanding the talent pipeline of healthcare professionals. This could mean creating or acquiring company-specific education entities, creating equal partnerships to educate the workforce, or partnering with educational institutions to help develop the candidates in high demand. Kaiser Permanente created its own education program to train prospective physicians and HCA Healthcare invested in the Galen College of Nursing in 2020.22 Health systems investing in educational institutions (whether that be building their own or partnering with another) can offer customized programs to build the skill sets of entry-level individuals or create pathways tailored to opportunities within the healthcare system.
Veterans as a Talent Pool
Technical Skills
Service members transitioning to the civilian workforce from the military have undergone intense specialized training. For example, to become an enlisted military technician, candidates must graduate from the military’s electronics, mechanical, and electro-mechanical vocational schools. One focus of the program is equipment maintenance and repair training for a variety of machinery including laboratory and medical equipment. Military officers must complete educational programs through U.S. Service Academies or through an ROTC program at an accredited university, many of which choose to study engineering or a related major. Individuals from mechanical and technical roles in the military tend to have a strong attention to detail, problem-solving skills, in addition to technical proficiency, safety and compliance skills, ability to conduct preventative maintenance checks and services, equipment upgrades and modifications, and training and mentorship skills.32 In addition to technical and mechanical roles, there are many healthcare occupations within the military that require and strengthen the same technical skills demanded of civilian healthcare occupations. These include biomedical equipment specialists, combat medic specialists, anesthesiologists, emergency physicians and nurses, surgeons, critical care physicians, respiratory care practitioners, and so many more.16 Veterans who occupied these roles in the military are already equipped with the knowledge and capabilities to step into these roles as a part of the civilian workforce.
Psychosocial Skills
Veterans across different military disciplines also offer many psychosocial skills valuable to employers. The rigorous and accelerated military training required to be in the service builds a strong work ethic, habit of punctuality, and instills a deep sense of discipline and commitment. Veterans may be more confident entering new roles, serve as more loyal employees, and better meet employer expectations due to their experience. Serving in the military also requires critical thinking skills and strong decision making in high-pressure situations. Service members are expected to perform in emotionally and physically challenging environments, building resilience and adaptability that are valuable in dynamic work environments. The structure of the military also develops strong team building skills, as service members are trained to operate in a unit comprised of individuals from all different cultural backgrounds. The ability to support others and function well in a collaborative environment propels company culture in the workplace. Finally, many service members step into leadership roles earlier than their civilian counterparts. Service members may have the ability to effectively communicate with others, regulate their emotions in stressful situations, and motivate team members to increase productivity and quality of work, making them competitive candidates for leadership positions.8
Which avenues does your company support?
HCA Healthcare is a long-standing Hiring Our Heroes partner that offers support through participation in in-person and virtual hiring events, career preparation workshops, mentorship, and Corporate Fellowships. Beginning in 2025, HCA Healthcare will enhance their support by participating in military spouse programming such as Amplify and Military Spouse Fellowships.
What advice do you have for job seekers who are looking to join your company?
HCA Healthcare has a dedicated team to support you in your career journey. In order to best support you, we ask that you review the HCA Healthcare website and careers page for current openings. Once you have identified the roles that you are most-interested in, send those roles with your tailored resume to our team. The military talent sourcing team will provide guidance and connect you to finding purpose and community at HCA Healthcare.
Why does your company invest in hiring military community talent?
The military community has been a vital part of HCA Healthcare, dating back to our founders in 1968. Two of the three founders of Hospital Corporation of America, Inc. (now HCA Healthcare), served in the U.S. Armed Forces during times of conflict. Many of the attributes and values obtained through military service are cornerstones in the HCA Healthcare culture and dedication to our mission, “Above all else, we are committed to the care and improvement of life.” Now, our veterans and other military-affiliated colleagues come together to deliver healthier tomorrows to more than 43M patients annually, continuing our commitment to serving others as Drs. Thomas Frist Sr. and Jr. envisioned for the organization. The military community of HCA Healthcare embodies our dedication to Care Like Family, creating stronger communities, a stronger workforce, and achieving optimal health outcomes for our patients and families.
“
“Above all else, we are committed to the care and improvement of life.”
Which avenues does your company support?
Maxim Healthcare Services supports Hiring Our Heroes through in-person and virtual hiring events and the Hot Jobs Newsletter.
What advice do you have for job seekers who are looking to join your company?
Maxin Healthcare Services’ mission is to enhance the quality of life within our communities. As Maxim Healthcare Services grows, diversifies, and progresses forward, we are committed to winning together through quality care and contributing to a mission that goes far beyond any one person. Our employees are our greatest asset and we have created a culture of serving others first. Review the Maxim website and careers page for more information and for current job openings.
Why does your company invest in hiring military community talent?
We have several veterans and military spouses currently employed at Maxim. Maxim thrives for employee retention and we have the ability to retain employees who relocate as long as they are moving to a location with a Maxim office. With over 150 offices across the country, we are doing necessary work on the ground in our communities. Use your MOS (U.S. Army and Marine Corps), AFSC (U.S. Air Force) or NEC (U.S. Navy) code in the Military Crosswalk Search bar on our website to find roles that relate to the work you performed in the service.
A Snapshot of Veterans in the Field
While veterans make up 6.5% of the overall workforce, only 4.3% of healthcare employees are veterans and only 0.8% are reservists/National Guard members.28 However, many transitioning service members that enter the civilian workforce are already equipped with the skills needed to excel in healthcare occupations. According to the U.S. Bureau of Labor Statistics, nearly 62,000 active-duty personnel in 2024 occupy healthcare-related roles in the military. This exemplifies the vast amount of military personnel equipped with skills to support healthcare providers once they exit the service.57 Contrary to the nonveteran healthcare workforce, which is dominated by women, there is higher representation of male veterans than female veterans in healthcare.
In 2016, healthcare was the fastest growing industry for male veterans to enter and was the third most common industry in which male veterans were employed.28
Compared to female veterans, male veterans were more commonly found in healthcare occupations that required higher levels of educational attainment like podiatrists, chiropractors, EMTs, and optometrists. The most commonly held occupation for male veterans (and nonveterans) was physicians/surgeons. Compared to their nonveteran counterparts, male veterans in healthcare were more likely to be older, white, and have less than a bachelor’s degree.28
Female veterans were most commonly employed as registered nurses (this was the second highest occupation for male veterans) and dominated dental assistant and dental hygienist occupations. Compared to their nonveteran counterparts, female veterans tended to be older and more racially diverse, have a bachelor’s degree or above, and receive higher mean individual earnings. Only 7% of female veterans working in healthcare had earned a high school diploma (or less) as their highest level of educational attainment, compared to 19.7% of female nonveterans in the space.28
Across both genders, about 40% of veterans under the age of 25 were in low-skilled, aide and assistant positions (a much higher distribution than nonveterans in this age bracket). Occupations with the most veterans employed were in allied health roles like diagnostic technologists/technicians. Veterans in healthcare (both male and female) were more likely to be male, older, white, have a bachelor’s degree or above, and receive higher mean individual
earnings than nonveterans. Women in healthcare, both veteran and nonveteran, were more likely than men to be in lower-skilled occupations like nursing/psychiatric/home health aides, medical assistants, and personal/home care aides.28
Skills Translation & Credit for Experience
There are many resources that allow transitioning service members to cross walk their skills to civilian careers, including O*NET OnLine Crosswalk Search, Career One Stop, Military Skills Translator on Military.com, and My Next Move, Army COOL (Credentialing Opportunities OnLine), and VMET. Most sites allow individuals to search for their military role using their Military Occupational Classification code (MOC) and relevant experiences to find opportunities that require a similar skill set,27 while others provide resume help or financial assistance to earn credentials. Some states offer a specific crosswalk guide that tracks which military certifications transfer to different civilian occupations. This is extremely helpful for transitioning service members looking for an occupation in which they already meet some of the education, certification, and experience requirements. For policymakers and industry leaders particularly, it is relevant to understand that there are service members who transition from the military each year with years of experience as laboratory technicians, medical technicians and technologists, nurse practitioners, physician assistants, and physical therapy or occupational therapy aides. Service members with relevant experience in IT, logistics, and human resources could also assume roles within the healthcare industry.
Over the past several decades, progress has been made in offering academic credit for military experiences through the joint services transcript (JST), available to those who serve in the Army, Coast Guard, Marine Corps, and Navy. These transcripts show training that is accredited by the American Council on Education (ACE) and can allow a transitioning service member to bypass some academic coursework needed to pursue a degree, which may be required for employment, depending on the position. Despite this tool, many university admissions officers are often unfamiliar with the JST, and this results in uneven acceptance of transfer credits. Even the Medical Education and Training Campus (METC) in San Antonio, designed to train military personnel in healthcare occupations, struggles with the issue of accreditation and credit transferability.31
In order for tools and benefits like the JST and Post-9/11 GI Bill to be optimized, it is critical for educational institutions offering support for military-connected students to undertake efforts to train admissions officers and staff to better understand their use.
Military Spouses as a Talent Pool
For those who advocate for military spouses or military family issues, it is no surprise that military spouse economic opportunity is often raised as one of the most pressing issues facing military families. Hiring Our Heroes conducted a survey in 2022 of 4,118 civilian military spouses.6 For the purpose of this survey, Hiring Our Heroes defined civilian military spouse as a person who is currently married to an active-duty service member, reservist, National Guard member, or a retiree/veteran, and never served in the military themselves. Most active-duty military spouse respondents needed or wanted to work; however, only 34% were employed full-time, 13% were employed part-time, 10% were self-employed, and only 6% were not employed and not looking for work. 32% (nearly the same share of respondents that were fulltime employees), were unemployed but seeking work.6 Although 70% of military spouses had worked a typical, in-person 9-5 job, less than 10% considered this ideal.7 Despite the realities of military life: frequent relocation, unpredictable schedules of service members, and issues of childcare – nearly all active-duty spouses from the survey have been employed or looked for work during their time as a military spouse.6
Many military spouses are equipped with higher education or specialty training, with an ability to adapt, think critically, manage stress, take initiative, and provide diversity and perspective to work environments given their military-lifestyle experience. An Air Force spouse stated “Military spouses are taught to quickly adapt… You learn to adjust and survive in different places as a military spouse, [and] having that strength is necessary for the healthcare field.”40 Military spouses are a ready and willing talent pool, one that is primed to solve workforce challenges in an occupational field facing talent shortfalls. According to the Department of Defense, military spouses are most often employed in healthcare, information technology, and education and business management. In 2016, 19% of employed activeduty military spouses worked in health-related services (such as nurses, physical therapists, audiologists/speech pathologists, occupational therapists, mental health counselors, pharmacists, and dental hygienists).26
A recent survey of active-duty military spouses found that most respondents needed or wanted to work; however, only 34% were employed full-time. highly qualified active-duty/reserve military spouses
qualified veteran military spouses In the United States, there are... 1 million+ 15 million+
Educational Attainment
High School Diploma (or less) Some college but no degree Associate degree Bachelor’s degree
Master’s/Professional degree
Three in four of all military spouses completed a college education, while just 3% earned only a high school diploma or less.6 The military spouse population, on average, achieved higher educational attainment than the general U.S. population aged 25 and older. In total, 84% of military spouses have at least a college degree (associates or higher), compared to only 48.4% of the general population aged 25 and older. While women are overrepresented in the military spouse community – making up 92% of respondents – only 39% of civilian women aged 25 and older had completed a bachelor’s degree or higher in 2022 (compared to 75% of survey respondents).5 Military spouses are motivated to succeed and offer competitive levels of educational attainment compared to the general civilian population, yet 88% of respondents reported that the military lifestyle impacts their ability to find jobs at their experience and/or education levels.6 of military spouses have at least a college degree (associates or higher), compared to 48.4% of the general population
Desire to Upskill/Reskill
Not only have most military spouses earned a college degree, but many also expressed interest in pursuing training or education to improve their skill sets and make them more competitive candidates for job opportunities. 8 in 10 surveyed military spouses revealed they have already taken part in additional training or education to improve their job or career, 52% of respondents said they were “very likely” to do so, and 29% said they were “somewhat likely” to do so.7 These responses were most common among military spouses with higher levels of educational attainment (66% of those with a graduate/professional degree, 53% of those with a bachelor’s degree, and 44% of those with an associate degree or some college). Close to half of respondents were interested in building their skills through additional training on marketing and social media (58%), general business software (48%), website design (47%), and basic productivity software (40%).7 These skills may add value in more technical healthcare provider occupations.
In addition to the desire and propensity to acquire new skills, education, and training, military spouses have access to several specialized funding and training opportunities, like the My Career Advancement Account (MyCAA) offered by DoD, or free training opportunities offered by companies like Microsoft, Google, and Salesforce.
Addressing Frequent Relocation & Childcare Needs
Issues of childcare, unpredictable service member schedules, and frequent relocation are primary challenges for military spouses looking to build their career. In the 78% of military families who have children,6 parental duties often fall heavily on military spouses due to the intense and varied hours of service members. Without reliable childcare, military spouses may struggle to pursue full-time employment.
Frequent and sometimes unpredictable moves were more likely to make military spouses feel like there was no point in pursuing a job because the length of stay was so uncertain.7 These sentiments were felt more by spouses of officers (64%) than spouses of enlisted service members (48%), which may reflect a higher need for enlisted service member spouses to earn an income to support their families. Military spouses often feel overwhelmed when starting the job search and recruitment process after a recent relocation. Even when getting through the recruitment process, resume gaps due to relocation and an inability to commit to a minimum amount of time resulted in higher difficulty landing a job. This pain point is especially frustrating for military spouses looking to enter healthcare, as onboarding times for healthcare provider roles can be as long as a year.4
As a result, remote work opportunities have become much more attractive to military spouses. In a research study conducted by Hiring Our Heroes and Burning Glass, with support from Grow with Google, 69% of military spouses’ most recent job situation included set hours and a physical workplace to go to while only 8% of military spouses considered this job situation ideal.64 Remote work allows military spouses to build a career by staying with an employer for longer periods of time. The Director of Programs at American Dream U, a platform that provides the military-connected community with resources and training to prep for the workforce, is a fellow military spouse and stated “2021 is the year of the military spouse; with the ability to work remotely, we are now equally competing with our peers for the jobs we really want.”63 Military spouses are not alone in their preference for remote work. In 2023, 98% of workers stated a preference to work remotely, at least some of the time, while 65% of employees wanted to work remotely all the time.12 Stress associated with relocation can be mitigated for military spouses if their occupation allows them to work remotely.
Although most healthcare provider occupations require onsite care, remote opportunities are increasing in the field. Out of the top 7 industries predicted for remote work in 2024, Medical & Health was listed at number 5 12 Functions like patient intake coordination, utilization and claims management, medical records management, community relations and marketing can be done remotely, and the rise of telemedicine has transformed the remote work landscape in healthcare. Telemedicine allows physicians to consult patients over video conferencing systems, and nurses can use remote monitoring systems to check in on patients virtually, allowing these roles to work from anywhere. Advancements in technology and communication systems are reflected in the frequency of which job functions are conducted remotely. 45% of healthcare practitioners and employees in technical roles reported working from home at least some of the time, 27% of which work fully remote.41
In March 2020, AltaMed transitioned 1,000+ call center, medical management, HR, IT, and compliance employees to a work-from-home model.39 Given their access to low- and no-cost reskilling opportunities offered through the Department of Defense as well as multi-industry partners like Salesforce, Google, and others, military spouses are primed to quickly acquire skills necessary to step into these remote roles. Military spouses seeking remote opportunities in the industry may want to target technical roles, or roles related to psychiatry, substance abuse disorder treatment, endocrinology, and gastroenterology where the use of telehealth is most prominent.
Compared to other sectors within life sciences, there are also many part-time opportunities for healthcare providers that may appeal to the military spouse community. Part-time healthcare jobs that are in-demand include:51
• Physicial Assistant
• Physical Therapist
• Occupational Therapist
• Registered Nurse
• Radiologic Technician
• Mental Health Counselor
• Home Health Aide
Tools for Veterans & Military Spouses to Explore Careers in Healthcare Provider Occupations
While there are many open opportunities in the healthcare provider space, it can be challenging for a veteran or military spouse to know where to start. In the ecosystem of resources, there are many resources that can be a springboard to accessing jobs, training, and licensing and credentialing that can be valuable to this population.
Hiring Our Heroes offers a variety of fellowships for military-connected talent that place individuals with employers committed to hiring them. Fellowships take the form of industryfocused programs and vary based on the needs of partner companies and candidates. These
fellowships provide industry-specific training and professional experience in high-demand career fields. Fellows receive hands-on work experience over 12 weeks, with the goal of transitioning to full-time employees at the end of the program. The Military Spouse Career Accelerator Pilot (MSCAP), a unique collaboration between the Department of Defense, Hiring Our Heroes, and Deloitte, offers accepted participants 12-week fellowships at employers across various industries and locations throughout the United States. The program is open to currently serving DoD military spouses and has a 85% success rate.
The Department of Defense has undertaken several initiatives to mitigate complications of relocation for military-connected talent for the one third of military spouses who are in licensed professions. First, the department has identified best practices for state governments and encourages relocating individuals to achieve licensure through endorsement, receive temporary licensure, or undergo a faster process for attaining a new license. Licensure through endorsement allows individuals to complete continuing education units or show recent employment or volunteer experience instead of taking the traditional licensing route, while some states provide a temporary license for their state when shown a current license from another state that allows individuals to work towards new license requirements without losing the ability to qualify for or work in desired roles.24 Additionally, military spouses can apply for reimbursement for the cost of transferring a license due to a permanent changes of station. For military service members specifically, the Department of Defense offers credentialing programs for active-duty members that boost candidates’ credentials prior to leaving the service and entering the workforce.25 Over 2,000 credentials are available across these programs, with resources for candidates to track requirements by state.24
Educational benefits that allow for upskilling, reskilling, and attainment of degrees exist for both veterans and military spouses. For instance, the Department of Defense’s My Career Advancement Account (MyCAA) Scholarship has a maximum tuition benefit of $4,000 for certain military spouses to attain additional training that allows them to move into high-growth, portable careers. More comprehensively, the Post-9/11 GI Bill benefits can propel the careers of transitioning service members or certain spouses through funding for education or job training. These benefits can be transferred to a spouse or dependent children if unused by the veteran, but qualifications and transferability vary by bill.29 The Department of Veterans Affairs partners with many healthcare companies, allowing veterans to apply their selected GI benefits to on-the-job training programs. Additionally, many healthcare companies have initiatives to support the military-connected community. HCA Healthcare has a specific program for military-connected community hires,61 Kaiser Permanente has an internal Veterans Association and a two-year program to help military officers transition to careers with Kaiser Permanente,62 and UnitedHealth participates in the DoD SkillBridge program.42 Though candidates may use resources, such as SkillBridge, to filter by desired companies, schools, or industries to see what opportunities are available,30 understanding eligibility requirements has proved difficult for veterans, as it is dependent on many factors like period and length of service, disability status, etc.31
Where Do We Go From Here?
It is estimated that 200,000 transitioning service members enter the workforce each year.28 This large talent pool could minimize the talent shortage present in the health and life sciences industry and address the increased demand (20%) for STEM-related roles in life sciences. The rate at which veterans and non-veterans pursue science and engineering disciplines is similar (around 43%),28 but it is more common for veterans to study computer science, IT, or engineering than their non-veteran counterparts. Further, many veterans have a strong foundation of STEM knowledge and skills as a result of undergoing technical training for their military occupations.28
Military spouses can also add value to the healthcare workforce. There are more than 1 million active-duty, National Guard, and Reserve military spouses, and more than 15 million veteran military spouses in the U.S.,33 who are more educated, on average, than their civilian counterparts.
The healthcare industry has an opportunity to address current industry human capital needs while supporting our military-connected community, and the industry alone can’t solve these challenges. Various stakeholders must work together to minimize talent shortages while reducing barriers to entry for veterans and military spouses.
Employers: Promote opportunities through strategic partnerships.
In an industry struggling from severe talent shortages, employers must take intentional and creative approaches to reach potential talent. Partnering with organizations that currently address the economic opportunity of veterans and military spouses, like Hiring Our Heroes, can boost exposure of open positions, foster innovative solutions, and bridge connections with the military-connected community. The Department of Defense also offers support to employers through the Military Spouse Employment Partnership (MSEP).
Employers: Leverage existing resources.
There are many resources and programs available to employers that are seeking to engage the military-connected community. Such programs and resources allow employers to better understand the variety of experiences, skills, and perspectives veterans and military spouses bring to the civilian workforce. Healthcare companies can register to become an employer with programs like the DoD SkillBridge Program, the Department of Defense’s Military Spouse Career Accelerator Pilot (MSCAP), Hiring Our Heroes Fellows Program, etc.
Employers: Foster a strong workplace culture.
Loyal employees are often those who feel supported and valued by their organization. When an organization is committed to the development of each employee and offers opportunities to strengthen company culture, like mentorship programs, employee resource groups, or bonding activities, individuals within the organization feel welcomed and appreciated. These types of opportunities can also encourage members from the military-connected community to leverage their experience as leaders to contribute to a positive work environment.
Employers: Tailor marketing and recruiting strategies to military-connected talent. Employers can be intentional in their efforts to attract military talent by distributing specialized marketing materials that highlight relevant positions, like those that accept or encourage mechanical/technical military experience, or healthcare provider occupations that offer remote and part-time opportunities. This can shine a light on the possibilities for military-connected talent to succeed and grow in healthcare occupations. Employers can also reduce barriers to entry for military talent by ensuring HR personnel are trained on how military experience can translate to the civilian workforce.
State Governments: Prioritize interstate licensure compact work.
Many healthcare provider roles require licensure or credentials, but the process of entering the field is complicated due to a lack of licensure portability between states. For military-connected individuals who relocate frequently, this remains a large pain point for those working in or looking to enter healthcare. Occupational licensure compacts allow healthcare professionals to provide care outside of the home state in which their license was obtained, but compacts must be enacted by each state government. The Department of Defense has also created best practices for Enhanced Military Spouse Licensure Portability, which may aid states in easing barriers for military spouses in occupations that require licenses.
State Governments: Drive economic opportunity for military talent through strategic partnerships with healthcare employers.
The healthcare industry generates significant economic opportunities for many states within the United States. Through strategic partnerships with healthcare providers, states can continue to grow industry footprints and attract new residents, particularly in the case of veteran talent. States that play host to military installations and have a high number of service members have a unique opportunity to partner with employers and military-affiliated nonprofits to drive economic opportunity for military spouses.
Veterans and Military Spouses: Leverage existing resources to enter the healthcare field.
There are a wide variety of occupations within the healthcare sector, ranging from entry-level positions to the most seasoned executive. Individuals with varying levels of technical experience, educational attainment, and workforce backgrounds have an opportunity to minimize the talent shortage within healthcare provider occupations. Trusted resources such as job search, veteran resume review, free one-year LinkedIn Premium membership for veterans, and Career Spark for military spouses can kick-start the transition to a new career opportunity, and the Hiring Our Heroes MilSpouse Roadmap can support military spouses in planning to upskill or find remote work.
Nonprofit, Government, and Corporate Entities: Create informational resources for military-connected individuals.
Entering an industry with such a robust employment landscape, like healthcare, can be overwhelming for individuals who are unaware of potential job opportunities. Nonprofit and government entities can partner with healthcare employers to increase awareness of opportunities through industry-specific career fairs, speaker panels, or the development of a Healthcare and Life Sciences Career Guide for the military community, etc.
Educators: “Get smart” on available tools and education benefits for military talent. A large barrier to entry into the healthcare field for military talent involves a lack of clarity regarding education benefits and tools that are available. Benefits exist that provide educational funding, but these vary by length and period of service, deployments, disability status, institution, transferability, and many other factors. Understanding these nuances, along with tools like the Joint Services Transcript, will ease the process for veterans and military spouses looking to pursue advanced education in a life-sciences-related field and build careers as healthcare providers.
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