How do you recognize symptoms of PTSD & also foster a successful post military career?

I am not the least bit qualified to know the difference between what is PTSD, and what is just pure nervousness in learning to deal with the civilian world. With that being said, if I did feel strongly that the Veteran I was talking to was suffering from PTSD, I would most likely do the following -

1. Take a pause in the interview (grab coffee or something similar)
2. Start a conversation that put us on equal ground as combat Veterans
3. Try to make a more informed assessment based off of that interaction
4. If I was convinced he/she was in real trouble, I would offer my personal number, and ask that they give me a call to talk after the conclusion of the interview, and then help them out as a fellow Soldier.

Doing anything at your place of work in trying to help or make this assessment is fraught with risk and legal peril. I would always encourage my brethren to help as much as they can - but don't put your co-workers at risk in the process.

This would be a very difficult situation to navigate in a productive way for sure.

I think that every case will look, feel and behave differently. I often try to coach potential employers on PTSD and what it usually is....and what it isn't. Foremost I tell them that it often doesn't result in violent or dangerous behavior (this is a HUGE concern for civilians, mostly based on pop-culture and media). Unfortunately, in many professional settings, if the hiring manager or recruiter doesn't have a good experience from a disengaged applicant, they likely won't be advanced in the process. To add, laws prevent recruiters or hiring managers from asking questions that would identify PTSD or any other condition.

In the workplace and in interviewing, like any other disability, we have to be careful how it is addressed so that someone isn't feeling excluded, singled out, discriminated against or having their rights violated. In the military, this is a bit different...a bit more direct.

In some cases (outside of the military, or in the workplace), and much of this is un-tried, un-tested and un-documented, mentorship or sponsorship is a good start. Creating a professional contact for that person to lean on (preferably someone who has "been there and done that", like another veteran) is a first step. Setting ground rules and expectations is also key. The mentor and protege both have to realize the "contract" of the mentorship, which might include addressing apparent issues and information that isn't being openly volunteered. If one or the other parties isn't willing to be open and honest, the mentorship may not be effective.

I would like to be more aware of how to recognize signs of PTS (I refuse to label it as PTSD- others can and that's fine). I was a Cold War Navy guy, and so never had contact with anything close. I've been in military recruiting for a while, and have not experienced most of the symptoms mentioned below. However what I have learned is that PTS is not limited to military- emergency responders, assault victims, or just a witness to a person getting hit by a bus- civilians experience these things too, and to just label vets as those that suffer from, and pose a threat as a reult of PTS is wrong- flat out wrong. It is not a disorder, not a threat to the civilian workplace, and not something that should be held against a vet looking for a job. Just the fact that they are trying to be active in theri job search should speak volumes about their recovery. I also feel confident that in most cases, PTS is treatable, and accomodations can be made in the workplace for those that have more difficulty with their treatment.
Perhaps we need some 'experts' in the field to let us know what to look for, what are facts, what are fallacies surrounding PTS.