Posted on Oct 20, 2014
How to Bridge the Gap with employers and transitioning Veterans
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With all the veteran friendly, ready to hire companies out there, it seems as though unemployment shouldn't be a problem for anyone transitioning out of the military, yet so many vets face difficulties entering the civilian workforce. The military experience that we thought would make us marketable to employers seems to be misunderstood or dismissed entirely.
Why is there a large gap between employers and transitioning Veterans? How do we begin to make the connections?
In my opinion, part of the problem is that people transitioning out of the military are not properly equipped to enter a work force. They have award bullets but not resumes. They pass the promotion board but not an interview. They have battle buddies on Facebook but not a diverse network on Linkedin.
Thinking about these critical aspects of job search should not only be developed the last week of out processing in a 2-3 day transition program. This leaves recently separated military with high hopes but not enough job search skills. I believe it should start much earlier - 1 year to six months before separation if possible.
From my own experience, it took a long time to translate my Army talk to language that civilians could understand and relate. Being immersed in the military for so long, it was hard to speak or write from the perspective of an employer without a military backgroud.
I still have trouble once in a while conveying my military experience to civilians. Recently, I was trying to revamp my resume. I did some admin work while in the Army, processing promotions and awards. I had my recruiting (civilian) friend take a look at it but she couldn't comprehend the value in my experience nor the amount of scrutinizing editing that took place to process the awards and keep it in line with Army regs.
It takes coaching, mentorship, and practice to enter into the civilian workforce and it doesn't happen overnight. More should be done to help vets in this arena.
Also, if companies are smart (and really want the tax breaks from hiring vets) they would seize the opportunity coach qualified candidates well before they exit the military with classes and workshops aimed to develop their professional skills. This would also give companies an opportunity to market their awesome employment opportunities to diamonds in the rough.
Why is there a large gap between employers and transitioning Veterans? How do we begin to make the connections?
In my opinion, part of the problem is that people transitioning out of the military are not properly equipped to enter a work force. They have award bullets but not resumes. They pass the promotion board but not an interview. They have battle buddies on Facebook but not a diverse network on Linkedin.
Thinking about these critical aspects of job search should not only be developed the last week of out processing in a 2-3 day transition program. This leaves recently separated military with high hopes but not enough job search skills. I believe it should start much earlier - 1 year to six months before separation if possible.
From my own experience, it took a long time to translate my Army talk to language that civilians could understand and relate. Being immersed in the military for so long, it was hard to speak or write from the perspective of an employer without a military backgroud.
I still have trouble once in a while conveying my military experience to civilians. Recently, I was trying to revamp my resume. I did some admin work while in the Army, processing promotions and awards. I had my recruiting (civilian) friend take a look at it but she couldn't comprehend the value in my experience nor the amount of scrutinizing editing that took place to process the awards and keep it in line with Army regs.
It takes coaching, mentorship, and practice to enter into the civilian workforce and it doesn't happen overnight. More should be done to help vets in this arena.
Also, if companies are smart (and really want the tax breaks from hiring vets) they would seize the opportunity coach qualified candidates well before they exit the military with classes and workshops aimed to develop their professional skills. This would also give companies an opportunity to market their awesome employment opportunities to diamonds in the rough.
Posted in these groups: 
Employment
Employment
Posted >1 y ago
Responses: 4
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SPC Honey Rowold, that's a well written post. I'm guessing it's because you're writing from experience. Don't ACAP and job fairs cover some of what you address? I retired from the Army, and we were encouraged to attend ACAP well ahead of separation, as much as a year, so that we could start our job search before those final few days, as you noted. And I know that job fairs are not "the answer," but they are a place to start.
I'm sure there's room for improvement in connecting veteran-friendly companies with separating veterans. Unemployed vets are proof of that.
I'm sure there's room for improvement in connecting veteran-friendly companies with separating veterans. Unemployed vets are proof of that.
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SSG Mike Busovicki
ACAP is good, but you won't see those folks ever again after you clear post. So you won't have anyone to ask questions to after leaving. Plus, if you are ETS'ing, you're likely moving back home or your spouse's home (could be states and hundreds of miles away). You're not focused on the minutia of these classes they blow you through right before leaving. It would be better to do a class a few months out and then another follow up one before you leave. I hope things are better than when I got out in 2007.
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You hit two nails on the head in one swing. Yes we Veterans need to know how to decipher our value to the civilian work force. The potential employer needs to do some of that too. I have often suggested a Veteran liaison position either in HR departments or as a consulting service. This would be a civilian system experienced Veteran that can still speak both languages (GI and Business English)that helps the company and the Veteran find a good fit.
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