Posted on Sep 8, 2015
Did you know about Lies They Tell Transitioning Veterans, Part 1: Your MOS is Your Destiny?
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RP Members this is just one author's opinion - what feedback to you have with regard to Transition Programs in your various branches? (See Complete article below)
Did you know about Lies They Tell Transitioning Veterans, Part 1: Your MOS is Your Destiny?
By Peter Gudmundsson
CEO & President at RecruitMilitary
https://www.linkedin.com/pulse/lies-tell-transitioning-veterans-part-1-your-mos-peter-gudmundsson?trk=pulse-det-nav_art
For some years, all transitioning military personnel have been required to complete career planning classes before they leave active service. Known by acronyms like TAPS, ACAPS or GPS, these courses aim to confer to the soon-to-be veteran the skills, attitude and contacts he or she will need to conduct an effective job search. During those precious hours, well intentioned contract instructors labor to convey the best-practices experiences of the thousands of personnel who have transitioned before. Much of the content is good, like how to write a resume, but many of the learning points are unhelpful at best and damaging at worst. While teachers struggle to hold the attention of daydreaming of home men and women of all ranks, the service members learn lessons that will be damaging to their transitions. Veteran job seekers who are ambitious and driven will do well to beware of these counterproductive messages and in many cases do the opposite of what is taught.
This is the first in a series entitled “Lies They Tell Transitioning Veterans.” The title is not intended to be incendiary but it should grab the attention of the veteran reader. The cumulative effect of these transition class errors is to derail the job search of many and to diminish the effectiveness of the others.
First, we look at the pernicious message that one’s assigned Military Occupational Specialty (“MOS”) will dictate one’s civilian career options. In subsequent installments we will review other assumptions and errors.
In the past few years, “experts” have explained partially the apparent disconnect between the demand for effective workers and the supply of high quality veteran talent as a matter of the former simply not understanding the latter. In this view, if the hiring company or the job candidate veteran were to simply insert her Military Occupational Specialty code into a software box, an algorithm could “translate” the job experience into a civilian job title that would make sense. Most MOS translation software is either humorously obvious (e.g. an Army truck driver can drive civilian trucks) or discouragingly limited (an infantry sergeant should be a security guard). For most veterans these software programs are an exercise in limiting their options rather than expanding them.
Veterans spend an inordinate amount of time focused on the superficial terminology of their resumes and become restricted in what they think they are qualified to do. Instead, job seekers should think of their MOS like a college major. If an MOS is directly applicable to a civilian job that the veteran wants to continue (e.g. medical technician, pilot or electrician), he should use it to demonstrate his fit and qualification. If not, as with those who served in the combat arms, it should be seen as an opportunity to demonstrate intangible characteristics rather than specific job skills. For example, a former Army Ranger should have no trouble communicating that he is tough, team oriented and doggedly determined to accomplish his quota in a sales job. This is much like the fact that no one who understands the value of a quality liberal arts education should ever suggest that a History or English major is good for nothing but teaching.
Who you are is much more important that what you were classified to do in the military. Know how your military experience might be valuable in the civilian market on a conceptual level if the literal aspects are not compelling. For example, there is little demand for computing artillery firing data in the civilian world but there is tremendous need for people who can work with numbers on team with very tight deadlines and lots of pressure. Concentrate on communicating those benefits rather than apologizing that you don’t fit exactly the enumerated job skills of the civilian position.
Your military experience is in high demand in the civilian world. It is the reason why veteran unemployment is lower than civilian employment. Veterans make great employees. Have confidence in who you are and what you are capable of accomplishing. Tell your story and don’t let any piece of software or a misguided classification of your experience hold you back.
Peter A. Gudmundsson is a former US Marine artillery officer and is the CEO of RecruitMilitary, the nation’s leading provider of veteran hiring solutions. He may be reached at @PAGudmundsson or on Linkedin.
Did you know about Lies They Tell Transitioning Veterans, Part 1: Your MOS is Your Destiny?
By Peter Gudmundsson
CEO & President at RecruitMilitary
https://www.linkedin.com/pulse/lies-tell-transitioning-veterans-part-1-your-mos-peter-gudmundsson?trk=pulse-det-nav_art
For some years, all transitioning military personnel have been required to complete career planning classes before they leave active service. Known by acronyms like TAPS, ACAPS or GPS, these courses aim to confer to the soon-to-be veteran the skills, attitude and contacts he or she will need to conduct an effective job search. During those precious hours, well intentioned contract instructors labor to convey the best-practices experiences of the thousands of personnel who have transitioned before. Much of the content is good, like how to write a resume, but many of the learning points are unhelpful at best and damaging at worst. While teachers struggle to hold the attention of daydreaming of home men and women of all ranks, the service members learn lessons that will be damaging to their transitions. Veteran job seekers who are ambitious and driven will do well to beware of these counterproductive messages and in many cases do the opposite of what is taught.
This is the first in a series entitled “Lies They Tell Transitioning Veterans.” The title is not intended to be incendiary but it should grab the attention of the veteran reader. The cumulative effect of these transition class errors is to derail the job search of many and to diminish the effectiveness of the others.
First, we look at the pernicious message that one’s assigned Military Occupational Specialty (“MOS”) will dictate one’s civilian career options. In subsequent installments we will review other assumptions and errors.
In the past few years, “experts” have explained partially the apparent disconnect between the demand for effective workers and the supply of high quality veteran talent as a matter of the former simply not understanding the latter. In this view, if the hiring company or the job candidate veteran were to simply insert her Military Occupational Specialty code into a software box, an algorithm could “translate” the job experience into a civilian job title that would make sense. Most MOS translation software is either humorously obvious (e.g. an Army truck driver can drive civilian trucks) or discouragingly limited (an infantry sergeant should be a security guard). For most veterans these software programs are an exercise in limiting their options rather than expanding them.
Veterans spend an inordinate amount of time focused on the superficial terminology of their resumes and become restricted in what they think they are qualified to do. Instead, job seekers should think of their MOS like a college major. If an MOS is directly applicable to a civilian job that the veteran wants to continue (e.g. medical technician, pilot or electrician), he should use it to demonstrate his fit and qualification. If not, as with those who served in the combat arms, it should be seen as an opportunity to demonstrate intangible characteristics rather than specific job skills. For example, a former Army Ranger should have no trouble communicating that he is tough, team oriented and doggedly determined to accomplish his quota in a sales job. This is much like the fact that no one who understands the value of a quality liberal arts education should ever suggest that a History or English major is good for nothing but teaching.
Who you are is much more important that what you were classified to do in the military. Know how your military experience might be valuable in the civilian market on a conceptual level if the literal aspects are not compelling. For example, there is little demand for computing artillery firing data in the civilian world but there is tremendous need for people who can work with numbers on team with very tight deadlines and lots of pressure. Concentrate on communicating those benefits rather than apologizing that you don’t fit exactly the enumerated job skills of the civilian position.
Your military experience is in high demand in the civilian world. It is the reason why veteran unemployment is lower than civilian employment. Veterans make great employees. Have confidence in who you are and what you are capable of accomplishing. Tell your story and don’t let any piece of software or a misguided classification of your experience hold you back.
Peter A. Gudmundsson is a former US Marine artillery officer and is the CEO of RecruitMilitary, the nation’s leading provider of veteran hiring solutions. He may be reached at @PAGudmundsson or on Linkedin.
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Edited >1 y ago
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Responses: 25
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I recently attended a veteran event held by a major company. They had a key speaker that was still active and he went on about how the transitioning men and women get to attend TAPS before they leave, and they could attend it several times if needed and if command allowed. So if you got no real help the first time you could go back for even less information the second time.
Sorry TAPS is a joke. My last 2 tours, the whole Yellow Ribbon / TAPS was a waste of resources and family time. I walked out of TAP with a binder full of flyers and papers with website and names, and everything they could think to print. Nothing was useful.
There were about 20+ soldiers from other states including myself there, no information was provided to soldiers from outside of MN. We were told to talk to our units when we go back. Well, our units were in MN, but we lived in Iowa, N and S Dakota, IL, WI, but no resources for those states. Like I said useless.
Sorry TAPS is a joke. My last 2 tours, the whole Yellow Ribbon / TAPS was a waste of resources and family time. I walked out of TAP with a binder full of flyers and papers with website and names, and everything they could think to print. Nothing was useful.
There were about 20+ soldiers from other states including myself there, no information was provided to soldiers from outside of MN. We were told to talk to our units when we go back. Well, our units were in MN, but we lived in Iowa, N and S Dakota, IL, WI, but no resources for those states. Like I said useless.
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Maj Chris Nelson
COL Mikel J. Burroughs - The program is mandated by DoD for ALL branches of service. The AF has our version of TAPS. Just as with any program, it is as good (or bad) as the people leading the program. Malmstrom's program isn't too bad (I think). I am going to be going for the second time in October.... Now, MY take-away is that I will be specifically focusing on the VA benefits and programs, and specifically on the Resume writing aspect. I will also surmise that I have done more to my resume by the time this meets then almost everyone...but Malmstrom also has one of 15 Official Resume Writers that is on the AF Budget for specifically assisting with Resume Writing. I will be bringing my resume in for additional critique. Some of the TAPS program IS a waste of time, and I gloss over that, focusing on the information that I feel is most pertinent for me.
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COL Mikel J. Burroughs
Maj Chris Nelson Great information for others to pick up on this post - thanks for sharing!
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LTC Keith Ensley
I agree entirely that TAPS is unlikely to get you directly hired. For me, it was a good time to "get my head in the game" to start thinking hard about transition. I learned a ton about resume techniques and enjoyed talking to other service members around Ft. Lewis who were in the same boat as me. Some people are lucky enough to get hired right out of the military--not me. But maybe it wasn't luck; they may have been networking and laying groundwork a long time before separation.
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SSG Mike Busovicki
"...and if command allowed". TAPS has lots of lessons you could get if you went back to follow up. But that is not likely to be approved. I don't know about anyone else, but I don't always become a subject matter expert the first time I hear something - especially in the "drink from a fire hose" agenda while clearing post.
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It definitely depends on your MOS but more important is the fact that many service members don't want to pursue a career in their related field. I was a 63j quartermaster chemical equip repair which was a dead end mos. when I got out after 8 years I had no idea what I wanted to do or was qualified to do. I transitioned to Swarovski Optik assembling riflescopes and was promoted within 2 years to customer service/west coast sales. You just got to find your own path.
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I think TAPS, like any military program, is stymied by the need for "results" that can be tracked. You have contract, pseudo-governmental employees answering to someone pretty high up on the "GS" scale...likely with an O-6 riding shotgun...who have to report on the effectiveness of a program that drops the service member as soon as the ink is dry on their DD214. In an effort to provide a "concrete" assessment, I'm sure it's tempting to tell infantry personnel their future lies in law enforcement, or supply officers that they would be a great fit for WalMart. As an aviation officer with a degree in history, I ended up working as a sales manager for an engineering firm...just goes to show, you never can tell.
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LCDR (Join to see)
Your right one piece of advise that I would give a transitioning veteran is pay attention to the information presented in the class because it is good info but in the end you never know where the chips may fall. I followed USA jobs and USAA's job postings for six months and never got anywhere. USAA told me I was not even qualified to be a gate guard. Then I fell into this job and as they say the rest is history.
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Your duty MOS is certainly a part of major training and experience COL Mikel J. Burroughs. For those veterans who only served in one duty MOS I would expect that the MOS is part of the destiny or more likely the foundation of future endeavors.
Many of us had multiple duty MOSs throughout our military careers. The training and experience gained within these specialties helps to shape us and make us more useful in the military and alter in a post-military career.
Many of us had multiple duty MOSs throughout our military careers. The training and experience gained within these specialties helps to shape us and make us more useful in the military and alter in a post-military career.
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I have taught both adults and children many different things over the span of my life and if nothing else, I've learned that no one can teach anyone anything. They have to learn. A teacher is merely someone to hold their hand while they are learning. Thus, everyone learns in their own way. Some can handle conflicting viewpoints. Personally, I love them. I want to be exposed to every point of view so that I can decide for myself. Others hate the confusion and want one consistent message. (A recent article about college students complaining that some professors were exposing them to alternate theories really surprised me but reinforced my view) I would hope that those who have served would be better able to handle contradictory views. After all, haven't we all learned what opinions are worth?
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I went through TAPS in 2004 and it was 2 weeks wasted time. Like you hear from so many others you get a few folders full of sample resumes and key phrases along with some websites to go to for help.
Power point slides that tell you how great life will be after the military is a waste of time. For people retiring its not like we have a choice to stay in, myself I was at 24 years as an E-6, 2 waivers to stay longer because of 9/11 happening. For the guys who are deciding to get out at their 3, 4, 5, 6, plus years they are doing it for a reason and they need better information to be successful on the outside.
As a Culinary Specialist in the Navy I know I could easily have gone the restaurant route, I had been working part time in a few different local restaurants in Virginia Beach. I was tired of working every major holiday, I was tired of working weekends and nights, that's where the real money is made in most restaurants. I love cooking but not for a career any longer.
People who transition need up to date information from people who have a good grip on the civilian world, not some retired E-7 who is working at Family Service Center in a comfy job.
TAPS needs to get some real Human Resource people from various companies who can give you the straight information so that you can have that information to help you decide. Get some people who understand how the company operates and can talk about the environment of those companies.
And the VA briefing needs to be done by someone who really understands the process of submitting claims, deciding if VA medical, TRICARE (for those who can), or Private healthcare is the way to go. Again some retired senior enlisted in a cushy job pushing papers at the VA is not the person to come in and act like its fleet week reunion time.
TAPS can be a great tool for people exiting the service but it needs a major overhaul to make it effective.
Power point slides that tell you how great life will be after the military is a waste of time. For people retiring its not like we have a choice to stay in, myself I was at 24 years as an E-6, 2 waivers to stay longer because of 9/11 happening. For the guys who are deciding to get out at their 3, 4, 5, 6, plus years they are doing it for a reason and they need better information to be successful on the outside.
As a Culinary Specialist in the Navy I know I could easily have gone the restaurant route, I had been working part time in a few different local restaurants in Virginia Beach. I was tired of working every major holiday, I was tired of working weekends and nights, that's where the real money is made in most restaurants. I love cooking but not for a career any longer.
People who transition need up to date information from people who have a good grip on the civilian world, not some retired E-7 who is working at Family Service Center in a comfy job.
TAPS needs to get some real Human Resource people from various companies who can give you the straight information so that you can have that information to help you decide. Get some people who understand how the company operates and can talk about the environment of those companies.
And the VA briefing needs to be done by someone who really understands the process of submitting claims, deciding if VA medical, TRICARE (for those who can), or Private healthcare is the way to go. Again some retired senior enlisted in a cushy job pushing papers at the VA is not the person to come in and act like its fleet week reunion time.
TAPS can be a great tool for people exiting the service but it needs a major overhaul to make it effective.
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I think there should be "tracks" for the VA briefings, much like vocational and/or college tracks.
Very little time was focused on education/GI Bill, and the majority was on medical. I am not going to be claiming any VA disability so it was a complete waste of time, but "mandatory" for me to attend. I know and understand many more people want to know about medical though. It has gotten better from what I was told. I was stationed in the DC area, and TAP was more focused on goverment employment than anything else in 2011 when my supervisor attended, and no he didn't go to the executive course. He was going back to SC and art school, so a waste for him.
Very little time was focused on education/GI Bill, and the majority was on medical. I am not going to be claiming any VA disability so it was a complete waste of time, but "mandatory" for me to attend. I know and understand many more people want to know about medical though. It has gotten better from what I was told. I was stationed in the DC area, and TAP was more focused on goverment employment than anything else in 2011 when my supervisor attended, and no he didn't go to the executive course. He was going back to SC and art school, so a waste for him.
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I disagree with this article. As a person that has gone through the process a little over a year ago, the program doesn't focus on your MOS as being your destiny. It gives the individual the tools to choose what career they want to go in. The individual can choose to select a field totally different from their MOS or they can choose a field related to their MOS. Since a lot of people have not planned to leave the military some choose to select a field close to their MOS as a way to provide for their families. Another track they are given is the ability to go to college or a vocational school. This allows them to change careers but it normally requires that they be a fulltime student. Another track is to be a business owner. This track allows the person to develop a business plan and have it evaluated by current business owners to see if it is sustainable. There is a lot of information there for the person and they have access to it for the rest of their life. So they can go back at any time and retake a course or seek advice.
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COL Mikel J. Burroughs
MAJ Anthony Henderson Thanks for a different perspective on the article altogether! I've never used the program because it wasn't aroudn when I left active duty.
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MAJ Anthony Henderson
Even if you left the service before this new program was establish, you can still use it. You would just have to contact the office closest to you or the virtual office which is located at Fort Knox, KY. ACAP changed its name to Soldier For Life Transition Assistance Program (SFL-TAP).
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SSG Mike Busovicki
A re-tread of one of my earlier comments: "they can go back at any time and retake a course or seek advice". Command might permit that for officers, but I don't see many enlisted being granted this permission. And once you're out, you're out - TAPS is for military personnel, not veterans that hit the skids a few years out of service, looking for a lifeline.
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SSG Mike Busovicki
MAJ Anthony Henderson - From the Soldier For Life Website, accessed on June 22, 2016:
"The mission of the Transition Assistance Program (TAP) is to assist military personnel, Department of Defense Civilians, and their Family Members with the employment search process by providing the highest quality guidance, training, resources, and support during their career transition.
Eligibility
All Soldiers, including full-time Active Guard Reserve, Reservists and DA Civilian, are eligible for all of the services that TAP has to offer."
I'm missing the part that says veterans that have been out for a while can get help. That, plus Ft. Knox is an 8-hour drive from my house (each way).
Soldier for life? Maybe until the end of your reserve obligation or IRR time.
"The mission of the Transition Assistance Program (TAP) is to assist military personnel, Department of Defense Civilians, and their Family Members with the employment search process by providing the highest quality guidance, training, resources, and support during their career transition.
Eligibility
All Soldiers, including full-time Active Guard Reserve, Reservists and DA Civilian, are eligible for all of the services that TAP has to offer."
I'm missing the part that says veterans that have been out for a while can get help. That, plus Ft. Knox is an 8-hour drive from my house (each way).
Soldier for life? Maybe until the end of your reserve obligation or IRR time.
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I do agree with the "military skills translation software" is somewhat of a joke. The transitioning program only guides you, but one should also take it among them self to look into their overall MOS/AFSC, etc and see how well it can translate.
For example, I used to be a 2W1 (Aircraft Armament Systems) and also worked special duty as a Functional Systems Administrator. I will use my Armament systems job as an example as my FSA position shows more opportunities. As a 2W1 poorly translated, it came out to warehouse worker, logistics, etc. While that may be true if someone briefly looks at a skillet, there is more that an armament technician does. We monitor, document, and maintain inventory, and databases. We do a lot of administrative work as well. This can all be translated into database management, and other administrative duties. While doing my daily AFSC, I also had programs under my belt, one was to make sure all aircraft configurations were correctly documented. Program management is something else military members under my AFSC can use. I have extended my experiences to working in the support section, which I became Haz manager, Unit Active Shooter Response Representative, etc. All this can translate into project management.
Again, this was all based on my experiences and I know many members here may have similar experiences in other MOS/AFSC, and skill sets.
For example, I used to be a 2W1 (Aircraft Armament Systems) and also worked special duty as a Functional Systems Administrator. I will use my Armament systems job as an example as my FSA position shows more opportunities. As a 2W1 poorly translated, it came out to warehouse worker, logistics, etc. While that may be true if someone briefly looks at a skillet, there is more that an armament technician does. We monitor, document, and maintain inventory, and databases. We do a lot of administrative work as well. This can all be translated into database management, and other administrative duties. While doing my daily AFSC, I also had programs under my belt, one was to make sure all aircraft configurations were correctly documented. Program management is something else military members under my AFSC can use. I have extended my experiences to working in the support section, which I became Haz manager, Unit Active Shooter Response Representative, etc. All this can translate into project management.
Again, this was all based on my experiences and I know many members here may have similar experiences in other MOS/AFSC, and skill sets.
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