Posted on Feb 14, 2016
Going into the unknown, who would you want to show you the way - someone who's been where you've been or who's been where you're going?
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I'm curious because I see people who are former military offering coaching and programs to those who are transitioning, but I'm not sure they have the employers' perspective to offer. I'm curious if you had to choose, which ONE would you pay for - the former military person's perspective or the former corporate recruiter's perspective? Thanks!
Employment
Transition
Jobs
Civilian Career
Posted 8 y ago
Responses: 13
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I am not sure why this as framed as an OR condition. There are veterans and Reserve folks that are familiar with both words. Bottom line is results: we need veterans to have opportunities to work after their Military careers. I hope to assist and mentor others, I want some one who can show veterans the way.
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Vikki Nicometo
I agree that it would be ideal if we could find one person with both sets of knowledge. Unfortunately, in life that rarely happens. So then it becomes about which person can get us the results we need. That's the only reason we hire anyone to do anything, right? Results.
For me, I want the person who has been where I'm going and who can give me the inside scoop that I need. I can tell him/her where I've been.
If I were instead to choose to work with someone who's only been where I've been then we're both clueless about where I'm heading. That would not get me the results I need.
For me, I want the person who has been where I'm going and who can give me the inside scoop that I need. I can tell him/her where I've been.
If I were instead to choose to work with someone who's only been where I've been then we're both clueless about where I'm heading. That would not get me the results I need.
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I find this so interesting. If I didn't speak a particular language, I would hire a translator who spoke both my language AND the language I needed to understand. What I see in these answers so far is that most of you would hire someone who only speaks your language to try to translate. Tell me where I'm wrong??
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Neither. I'd go for actual hiring managers. Recruiters are essentially HR wonks who do the up and down lifting, get things in front of decision makers, etc. Recruiters frequently can be the decision makers for low level entry positions. But for positions a good Vet can come in and do well at mid level, the section or department boss is the decision maker. They'd be the best to get to but are also the hardest to get to. My experience is very heavy on hiring civil service employees and contractors. Transition programs are long on the what to do piece and very short on the how to do piece, landmine recognition, etc. Many Vets are good at working on changing how the transitioning SM thinks and perceives. That's only half the equation. You need to know how people who make decisions about hiring you think and perceive.
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CPT Mark Gonzalez
I keep reading forums that say 70-80% of job placement is done through networking. So doesn't that leave only 20% for the recruiters and hr managers to find?
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CAPT Kevin B.
CPT Mark Gonzalez my experience is networking is much more successful in some markets and not so much in others. Also, marketing is overrated in a number of circumstances. Small business fairs are an example. Lots of people networking with each other that are all looking for work. Not really helpful unless you pick up on some work where you live or hear a client you worked with before. The trick is getting in front of people who matter, i.e. hiring managers and recruiters who can get you in front of the hiring managers. That's why we made it a point to have 1-2 hiring managers at our booth along with the SBO and contracting officer so people could talk to people who both hire and contract out. So the 70-80% can be correct in certain industries, just not the ones I rattled around in my career.
Another thing is to make sure you get a seat at the round tables where hiring managers talk about the type of people they're looking for, what's important, etc. Helps with figuring out how to steer your resume. I'd always have one session on resumes. But again, I was doing Fed DoD hiring and contracting. My brother has been in the show business industry his whole life. For the artistic technical stuff like lighting and sound, he'd say 95% is networking and word of mouth. Same thing with high end professionals in the commercial sector. But for the rest of us on the fat part of the bell curve, you work on all angles. Organizations that have a highly structured merit hiring system drives the effectiveness of networking much lower.
Another thing is to make sure you get a seat at the round tables where hiring managers talk about the type of people they're looking for, what's important, etc. Helps with figuring out how to steer your resume. I'd always have one session on resumes. But again, I was doing Fed DoD hiring and contracting. My brother has been in the show business industry his whole life. For the artistic technical stuff like lighting and sound, he'd say 95% is networking and word of mouth. Same thing with high end professionals in the commercial sector. But for the rest of us on the fat part of the bell curve, you work on all angles. Organizations that have a highly structured merit hiring system drives the effectiveness of networking much lower.
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CPT Mark Gonzalez
Sir thank you. I like the logic of working all angles as I believe that can apply to everyone.
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Vikki Nicometo
CPT Mark Gonzalez - networking gets you the introduction - recruiters and hiring managers make the decisions. But I thoroughly advocate networking - done right!
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