Recruiters in higher ed HR know that some roles are simply harder to fill than others. In response, colleges and universities are proactively reexamining traditional talent pipelines and expanding their recruitment strategies by intentionally engaging military veterans, justice-impacted individuals and neurodivergent job seekers. These groups have unique skills and perspectives but are often overlooked in higher ed workforce planning.
Building Military-to-Campus Pipelines
The military is one of the largest employers in the U.S., with an estimated 200,000 service people transitioning out of active duty each year. The University of Colorado Anschutz Medical Campus has been actively recruiting from this immense talent pool, with HR developing structured pathways for veterans.
CU Anschutz aligned its hiring practices with programs like the Department of Defense’s SkillBridge, which allows transitioning service members to gain civilian work experience before leaving active duty. The HR team helps translate military experience into higher education roles, addresses common misconceptions about veteran candidates and creates intentional onboarding and support systems.
A Small Change With Big Impact
How do you recruit veterans? CU Anschutz encourages HR to conduct a holistic assessment of the entire recruitment process, but one easy first step is to review job descriptions for the following:
- Include military experience as equivalent to professional experience
- Add language stating that military experience may substitute for a bachelor’s degree (when departments agree to use substitution statements)
- Incorporate military terminology to help attract veteran candidates
“We were unconsciously eliminating a very, very talented group of people by not making a simple update to our job postings,” said the HR team in a recent CUPA-HR webinar. Beyond recruitment, their strategy emphasizes retention, including mentorship and ongoing engagement with veterans.
Resources on Recruiting and Retaining Military Veterans
Breaking Down Hiring Barriers for Veterans: The Journey to Becoming a Military-Friendly® Employer — Learn how Clemson University identified and removed barriers to veteran hiring through targeted recruitment, benchmarking and enhanced benefits.
Hiring Heroes: Providing Employment Opportunities for Military Veterans — This article highlights the leadership and transferable skills veterans bring to higher education and offers guidance on recruiting, interviewing and onboarding them successfully.
Expanding Fair Chance Hiring Through Technology
Companies with fair chance practices report 25% higher fill rates and significantly lower turnover than industry averages. But in higher ed, common barriers often stop promising applicants from moving forward, including ATS systems that automatically screen out applicants with a conviction history, as well as inaccurate background checks.
Cornell University’s Criminal Justice and Employment Initiative (CJEI) works to remove barriers that often prevent qualified candidates with criminal records from reentering the workforce. A key component of this effort is the use of technology, including tools like the Restorative Record, which allows candidates to present a more full picture of their skills and experience.
A Workforce Strategy, Not a Niche Program
Jodi Anderson, who works as the director of technological innovation with CJEI, sees fair chance hiring as a win-win for society, due to safer communities and lower crime rates; for individuals, who gain a path to economic mobility; and for higher ed employers, who have access to deeper talent pools and stronger retention.
“Fair chance hiring is not a niche program; it’s a workforce strategy,” said Anderson. He encourages higher ed leaders to examine their hiring processes across all categories: facilities and maintenance, transportation, custodial, food service, groundskeeping, and campus operations.
With millions of individuals in the U.S. navigating employment with a criminal record, Cornell’s model demonstrates how institutions can play a meaningful role in expanding access while also addressing workforce gaps.
Resources on Justice-Impacted Job Seekers
Recruitment Toolkit — Essential tools, templates and guidance to strengthen fair, effective and consistent recruitment practices across your institution.
Recruiting From “Untapped” Talent Pools — This webinar explores how higher ed can recruit military veterans, justice‑impacted individuals and neurodivergent job seekers by removing barriers and creating inclusive pathways to employment.
Creating Pathways for Neurodivergent Talent
We support neurodivergent students at Oakton College, why not employees? This thought led CHRO Johanna Fine to charge ahead with campus neuroinclusion initiatives for all aspects of the employee lifecycle, from recruiting and onboarding to the day-to-day employee experience.
Some low-lift practices Oakton uses include:
- Adding a neurodiversity statement to all job postings
- Offering interview questions in advance
- Supporting managers with their Manager’s Resources Toolbox, a one-stop shop for neuroinclusion
- Providing captioning during meetings
- Modifying offices with sensory-friendly adjustments, like light diffusers and fidgets
Best Practice for All Employees
The HR team at Oakton encourages managers to ask how they can support employee needs by inquiring about physical comfort, optimal environment, preferred learning styles and remote work preferences. Rather than depending solely on disclosure, Oakton implements budget-friendly changes immediately. Oakton’s perspective is that neuroinclusion spreads across campus and makes everyone feel included and psychologically safe.
Resources on Workforce Neurodiversity
Oakton College’s Neurodiversity Statement — This statement outlines Oakton College’s commitment to neuroinclusion and sets clear expectations for creating a supportive, accessible workplace for neurodivergent employees.
An Introduction to Autism — This webinar shares tips for improving communication with individuals on the spectrum and highlights common benefit services they may seek as employees.
Neurodiversity at Work: Focus on ADHD in Women — Learn how ADHD can present differently in women and how HR can support neurodiversity through awareness, accommodations and a strengths‑based approach.
Neurodiversity in the Higher Ed Workplace: Uplifting and Understanding Brain Differences — This article offers practical, strengths‑based strategies HR can use to create more inclusive recruitment, hiring and work environments.
Watch the Webinar Recording
Interested in learning more about these institutions’ programs? The full webinar recording and slide deck are available here.
CUPA-HR Resources on Recruitment and Workforce Planning
Recruitment Toolkit — Essential tools, templates and guidance to strengthen fair, effective and consistent recruitment practices across your institution.
Transforming Your Talent Pipeline With a Professional Internship Program — Texas Christian University’s Story — Learn how TCU built a successful internship program that strengthens talent pipelines, supports student success and addresses workforce needs.
Workforce and Succession Planning Toolkit — Actionable resources to prepare for talent gaps, plan future workforce needs and strengthen long‑term institutional stability.