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I just ran across a particular barrier to employment I was unprepared for. I did get the job offer, and I am running through pre-employment processing. I wanted to share with fellow vets and also start a discussion for others to share and learn from.
I was asked point blank, "Will you leave us for a $90,000 / yr contracting job as soon as it is offered?"
I had to think fast because ACAP does not prepare you for this. My answer was, "If you treat me right, and give me a clear path to advancement you will benefit from my tendency to be loyal."
While I hope this helps others in their search I would like you all to share the knowledge you have gained and steps to overcome barriers to employment you have faced that you may not have expected to be present.
I was asked point blank, "Will you leave us for a $90,000 / yr contracting job as soon as it is offered?"
I had to think fast because ACAP does not prepare you for this. My answer was, "If you treat me right, and give me a clear path to advancement you will benefit from my tendency to be loyal."
While I hope this helps others in their search I would like you all to share the knowledge you have gained and steps to overcome barriers to employment you have faced that you may not have expected to be present.
Posted in these groups: 
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Posted >1 y ago
Responses: 9
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I recently received this and thought it worthwhile pushing to the community at large:
Do you know a veteran or servicemember who is transitioning from the military to the civilian sector? Or do you have a friend or colleague who is looking for a job? If so, here is your chance to help. Unfortunately, the unemployment rate for veterans is unusually high.
The best way to get in the door of an employer is through referrals, and not by blindly responding to posted job opportunities. Just ask yourself that if you were looking for someone to join your team who would you look at more - a person who responded to a posting that you created, or a trusted colleague or friend who referred them.
Military-to-Civilian Transitioners (Largest LinkedIn Military-related Open Group) has over 11,400 members and 250+ actiive discusiions. Though the site was originally intended for transitioning military veterans, it has increasingly attracted a lot of other job seekers.
Over 10% of the group members are recruiters or HR professionals. Why? Because they can both post their jobs for FREE and respond to members seeking help or employment.
If you are not presently a member of LinkedIn.com, you will need to create a user profile on LinkedIn first before you can join this group. Membership is FREE.
To join this group for FREE, go to: http://www.linkedin.com/groups?groupDashboard=&gid=1870541
Regards,
Bret Hollander, Former Transition Assistance Program Instructor | Military Veteran
Do you know a veteran or servicemember who is transitioning from the military to the civilian sector? Or do you have a friend or colleague who is looking for a job? If so, here is your chance to help. Unfortunately, the unemployment rate for veterans is unusually high.
The best way to get in the door of an employer is through referrals, and not by blindly responding to posted job opportunities. Just ask yourself that if you were looking for someone to join your team who would you look at more - a person who responded to a posting that you created, or a trusted colleague or friend who referred them.
Military-to-Civilian Transitioners (Largest LinkedIn Military-related Open Group) has over 11,400 members and 250+ actiive discusiions. Though the site was originally intended for transitioning military veterans, it has increasingly attracted a lot of other job seekers.
Over 10% of the group members are recruiters or HR professionals. Why? Because they can both post their jobs for FREE and respond to members seeking help or employment.
If you are not presently a member of LinkedIn.com, you will need to create a user profile on LinkedIn first before you can join this group. Membership is FREE.
To join this group for FREE, go to: http://www.linkedin.com/groups?groupDashboard=&gid=1870541
Regards,
Bret Hollander, Former Transition Assistance Program Instructor | Military Veteran
Statistics about Military-to-Civilian Transitioners | LinkedIn
When you join a group, other members will be able to see your profile and message you. The group logo will be visible on your profile unless you change that setting.
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Before any interview it is good to review a site about behavioral interview questions. You can get an idea about the type of questions you may be asked and how to prepare for them. Kind of like a Soldier of the Year Board.
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I generally respond to such questions (in their many forms) with "I would't leave an employer due to compensation, unless it was an over 20% increase."
This may lose me a particular job, but only if they are intentionally offering me below market.
This may lose me a particular job, but only if they are intentionally offering me below market.
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SSG Trevor S.
SPC P K.
I am addressing some of the more camouflaged barriers to employment specifically dealing with civilian perceptions of our abilities to conform to the civilian workplace as well as our value to government service in roles that may provide more lucrative options in my own example.
My question was posed to help others address this, and other unrecognized barriers that may be employer based instead of individual based. More specifically, an unintentional or even intentional prejudice created by our perceived value to defense contractors.
I am addressing some of the more camouflaged barriers to employment specifically dealing with civilian perceptions of our abilities to conform to the civilian workplace as well as our value to government service in roles that may provide more lucrative options in my own example.
My question was posed to help others address this, and other unrecognized barriers that may be employer based instead of individual based. More specifically, an unintentional or even intentional prejudice created by our perceived value to defense contractors.
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COL Vincent Stoneking
SSG Smith,
The biggest barriers I see over and over again (And I am a hiring manager, and just about always hiring it seems) is inability to "talk civilian."
I've commented about this is in several other posts (If RP has a good way to search a specific post, I haven't realized it yet), but it boils down to:
1. Your resume & cover letter need to be readable and IMMEDIATELY clear to a civilian HR person and/or hiring manager. When we scan resumes, we are quite honestly looking to limit the pool. Ie. The intent is to screen anyone who isn't OBVIOUSLY a candidate. I I don't understand your experiences from your resume, it isn't obvious to me that you are a good candidate. It doesn't matter if I don't understand because you weren't clear or I am not "educated enough" in military matters. The gulf in language is HUGE. Simple example: I guarantee that 7 of 10 civilians cannot grasp the importance of "Selected as Soldier of the Year three times running." Which means that it's NOT IMPORTANT. (It is, if you write it in such a was as to explicitly call out that you were essentially EMPLOYEE of the year for three years in a row, in an organization of NNNN people, and this is a very rare occurrence."
2. You need to be able to comfortably TALK about your military experience in everyday civilian english. The more quantifiable the better. A lot of the stuff that the Army puts in duty descriptions - and evals - sounds like platitudes to a civilian ear. "Responsible for the training, education, and mission performance of a 135 Soldier HHC Company." Sweet - Now, what did you do?
Keep in mind, I can speak both languages, so I don't have a huge problem myself. However, I do know that one person that I had told to apply for a job, because I knew they were a perfect fit, had had their resume circular filed by HR before it got to me, because "it didn't sound relevant."
I have also seen it more than once when I was on hiring panels, and found myself translating a resume for the other panel members.
The biggest barriers I see over and over again (And I am a hiring manager, and just about always hiring it seems) is inability to "talk civilian."
I've commented about this is in several other posts (If RP has a good way to search a specific post, I haven't realized it yet), but it boils down to:
1. Your resume & cover letter need to be readable and IMMEDIATELY clear to a civilian HR person and/or hiring manager. When we scan resumes, we are quite honestly looking to limit the pool. Ie. The intent is to screen anyone who isn't OBVIOUSLY a candidate. I I don't understand your experiences from your resume, it isn't obvious to me that you are a good candidate. It doesn't matter if I don't understand because you weren't clear or I am not "educated enough" in military matters. The gulf in language is HUGE. Simple example: I guarantee that 7 of 10 civilians cannot grasp the importance of "Selected as Soldier of the Year three times running." Which means that it's NOT IMPORTANT. (It is, if you write it in such a was as to explicitly call out that you were essentially EMPLOYEE of the year for three years in a row, in an organization of NNNN people, and this is a very rare occurrence."
2. You need to be able to comfortably TALK about your military experience in everyday civilian english. The more quantifiable the better. A lot of the stuff that the Army puts in duty descriptions - and evals - sounds like platitudes to a civilian ear. "Responsible for the training, education, and mission performance of a 135 Soldier HHC Company." Sweet - Now, what did you do?
Keep in mind, I can speak both languages, so I don't have a huge problem myself. However, I do know that one person that I had told to apply for a job, because I knew they were a perfect fit, had had their resume circular filed by HR before it got to me, because "it didn't sound relevant."
I have also seen it more than once when I was on hiring panels, and found myself translating a resume for the other panel members.
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