Watco continues to garner awards, workers from military hiring program
11/25/2024
By Jeff Stagl
Watco has won a number of awards of late for its efforts to recruit, develop and promote former military members.
The short-line holding company earlier this year received the American Short Line and Regional Railroad Association’s Veterans Engagement Award. To receive that honor, a short-line industry employer must demonstrate successful veteran policies and implement unique programs and practices aimed at hiring, supporting and engaging veterans in the workplace and broader community.
Watco also landed a 2024 Employee Veteran Leadership Award and Veteran Champions of the Year in Corporate America Award from G.I. Jobs magazine’s Military Friendly program, and a 3 Star Employer Award from VETS Indexes.
Most recently, the company garnered a 2024 HIRE Vets Medallion Award from the U.S. Department of Labor’s Veterans’ Employment and Training Services (VETS). Watco won a gold medallion through the award program, which recognizes a company’s or organization’s commitment to veteran hiring, retention and professional development.
The medallion honors Watco’s “exemplary efforts” to recruit, employ and retain veterans, according to VETS. The only federal award that recognizes exceptional veteran hiring achievements, the honor demonstrates the company’s commitment to its military hiring program, Watco officials say.
In 2023, Watco appointed Shannon Parker as a dedicated military and veteran recruiter. She is a nine-year veteran of the Army National Guard. Watco“It shows that we are a company that recognizes the positive impact veterans bring to our company, and hopefully will attract more veterans to Watco,” said Shannon Parker, a military and veteran recruiter for the company, in an email. “Watco has always recognized the sacrifice and honored the commitment of the men and women of the armed services.”
Watco’s Military Outreach & Hiring (MOH) Program targets military members and veterans who are transitioning to the civilian workforce. Created in 2022, the program in part established a dedicated military and veteran recruiter position in 2023.
“This enables Watco to meet with veterans on a one-on-one basis to provide information on our company, describe career opportunities and share how our values align with those who have served,” said Parker, who is a nine-year veteran of the Army National Guard. “We meet and grow relationships with hundreds of retiring or separating service members by attending career fairs on and off military installations and virtual events focused on helping our veterans find quality employment after service.”
The MOH program offers both direct hire and internship opportunities to veterans, who can consider joining Watco at any stage of their separation process. A veteran who’s close to separation has the option to enter Watco’s Army Career Skills Program internship or become a SkillBridge fellowship, a Department of Defense-sponsored program for all military branches. SkillBridge program partners offer real-world training and work experience in various high-demand fields for military members who have 180 or fewer days of service remaining prior to discharge.
“These opportunities offer the veteran a chance to work for an industry leading logistics company, bringing the skills they learned while serving and building new skills that will help secure a successful transition to the civilian workforce,” said Parker.
Watco’s military and veteran recruiters attempt to talk to every veteran who applies for a position at the company.
“We want every veteran to have a memorable experience, whether they work at Watco or not, because we appreciate the sacrifice they made to serve our country,” said Parker.
In 2023, Watco recruiters met with more than 1,150 veterans and separating service members at more than 75 in-person and virtual hiring events and military installation town halls across the nation. Currently, Watco employs 332 self-reported veterans, who account for 7.6% of the total workforce.
“We have veterans serving in all areas of our company, from entry level to senior leadership positions,” said Parker. “We work hard to find the best fit for our veterans based on their skills, their desires and the company’s needs.”
She cited two main challenges in recruiting newly separated military service members: location and timing. Many transitioning service members are still determining what they want to do after completing their service.
“An attractive opportunity for them may not be available in the specific area where they are relocating, or the timing of their availability may not support the timing of the career opportunity,” said Parker. “Still, we know that if we cannot overcome these challenges today, by continuing the relationship with veterans, we could see them become a valuable part of the team in the future.”
