As employers face growing talent shortages, organizations are beginning to look beyond traditional hiring pipelines to find the skilled, adaptable employees they need. In a recent SHRM feature, Meg O’Grady, senior vice president of military and government programs at National University, joined other workforce experts in emphasizing the importance of inclusive infrastructure that welcomes veterans, military spouses, older workers, and others whose career paths may not follow conventional trajectories.
O’Grady noted that automated hiring systems often screen out qualified candidates, particularly military spouses and veterans, whose experiences may not fit typical job templates. By rethinking job architecture, retraining managers to recognize nontraditional talent, and partnering with workforce organizations, employers can broaden their hiring reach while improving engagement and retention. As O’Grady explained, inclusive hiring systems aren’t just about equity, they’re a strategic advantage for organizations seeking resilience and innovation in an evolving labor market.
Read the full article featuring Meg O’Grady on SHRM. Learn more about National University’s mission to support working adults, service members, and lifelong learners at nu.edu.
