Posted on Mar 4, 2014
Is the military adequately preparing soldiers to transition to civilian life when they leave service?
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When I left the military, I had my checklist in hand and had to go to various places to get stamps and initials so I could properly 'clear'. One of those stops was the equivalent of an External Employment Office where there were some print outs of job listings and a couple of civilians who taught basic resume writing classes every so often. That was pretty much all I remember. The question is - is that enough? Military life and civilian life are very different. Most civilians cannot relate to the life of a soldier, and soldiers have a hard time 're-entering' civilian life. RallyPoint is a tool in the transition process, so lets use this venue to air some thoughts and ideas. What is in place these days to help soldiers in the transition, and is it enough? I have only touched on career transition in the dialogue here. How about transition from hostile zones back to garrison then to civilian world? We are put in situations that most will never face and then we are trying to assimilate into regular society and workforce. Is there enough being done to help soldiers in that transition?
ETS/EAS
Transition
Resume
Civilian Career
Posted 10 y ago
Responses: 21
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yes! but the problems very from base to base, Some services I can't speak for, As much I love the ARMY I still struggled with resume and cover Letters when I got out. I do not know how many times I have rewritten my resume but I remember when I was getting ready to leave the service my resume was not that long, and that is the problem. Trying to make the wording from FIELD ARTILLERY to todays modern world. It is true, it can be done, with the help of friends, counterparts, In DOD we call them SES because of the Langue they know, and the supervisors I worked for as well, Field Artillery is in the past. But never forgotten because I have my Artillery button by my desk everyday I look up at because I know what I have been through. I know there are some REDLEGS out there who serviced with me or we went to school together for NCOES. I'm here to help. I've been in the CIV world for about 10 years now and I just learned from websites and a little time away, the correct way a Cover letter should be, and I feel my resume is very good, not the best but still, I got this job and I work for great agency, not company. SO I been on the other side of the tracks and know some who still are there trying to find their way, For transitioning soldiers listening up. that dream job will not fall in your lap. I was Senior Sergeant when I got with 2 years of college and where did I end up working PEPSI. Stocking and doing displays, I was sick of a 27 year old telling my old ass what to do, so I began to draft my resume some more, JOB after crappie job and then I worked for the prison. I had nothing left but I always want to do security and I used my Army background to get that job. Building more of the resume, NETWORKING was the key, So I said "I'm going to start putting all of this together and when I started posting my resume on line, on US JOBS and etc., the KEY came to me. I have to admit looking back at my resume to what I have today I had a crappie resume. I've been in this security position for 6 years and I'm not guard or a uniform person, I work security for an agency and for a FA guy I'm doing well. Right now looking for the dream job I want because I feel there are other security positions I can feel with my level of training. You can do it, You need help I'll help you, it takes time and dedication.
Any one in the services who had a shity job like me can get a good job. 13Z STEPHENS
Any one in the services who had a shity job like me can get a good job. 13Z STEPHENS
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I wanted to share a few summary articles on the great skill sets that veterans have and bring to the workplace. Translating and applying military skills to business is the only way to make your military skills apply to your post-military career and convince employers that your military skills will go the distance for them.
(1) How to Get Ahead Using Your Military Skill Sets - http://taskandpurpose.com/get-ahead-using-military-skills/
(2) Five Military Skills That Can Help Junior Business Leaders - http://www.bizjournals.com/orlando/blog/2014/08/5-military-leadership-skills-that-can-help-junior.html
(3) Translating Military Skills For Your Civilian Employer - http://www.everyveteranhired.com/2014/08/06/translating-military-skills-civilian-employer-primer/
In 2014, the Institute for Veterans and Military Families (IVMF) and VetAdvisor sponsored a survey for military veterans to discover their job retention success. The survey revealed three primary findings:
1. ~50% stayed in their first post-separation position 12 months or less.
2. The three employment-related issues of greatest importance to respondents were: opportunities to apply their skills and abilities; adequate benefits and pay; and meaningfulness of the work.
3. Third, respondents’ biggest obstacle to obtaining initial employment was finding opportunities that match their military training and experience.
Source: Syracuse University Institute for Veterans and Military Families’ and VetAdvisor’s “Veteran Job Retention Survey Summary,” page 1, released 10/01/14.
The reason this study is so vital for veteran career success is that you have to ensure your position, company, and career possess the elements that caused other veterans to leave their positions. By understanding what drives people to leave, veterans discover what can cause them to join and to remain with a company that will help them have a successful post-military career.
Here are a few pointers how to discover what makes a great company:
Veteran Company Retention Point #1 – What Are the Steps to Your Next Three Positions.
As you interview and network within a company, ask what are the steps, timing, and qualifications necessary to move into the next three possible positions within the company. If people stumble, cannot cite examples, or state that everyone within their department has been their 10+ years, then promotion may not be something to expect in 2-3 years.
Veteran Company Retention Point #2 – Talk to Other Veterans In the Company.
The military has a unique view of promotions. In the military, after we complete assigned schooling, succeed in a position, and meet the qualifications for the next position; we EXPECT to be promoted. The military concept of promotion is unique and it’s best to talk to other military veterans to see how the company is similar and dissimilar in their concepts of advancement. A veteran-to-veteran conversation is the best way to do this.
Veteran Company Retention Point #3 – Determine How to Translate Military Skills to Your New Career.
For the vast majority of veterans (I was an Infantry and a Special Forces officer), there will be little direct relationship between your assigned military duties and your future civilian career. However, there will be hundreds of highly valuable indirect points of value from planning, competitive intelligence, creating safe working conditions, leading, and conducting After Action Reviews (AAR’s) that your employer will find incredibly valuable. It is translated military experience applied to business challenges that are valuable – you have to determine how to translate and apply your military skills.
Veteran Company Retention Point #4 – What Are Company Sponsored Professional Development Opportunities.
Distinct professional development opportunities tell a lot about a company. Ask about both formal and informal opportunities to learn, develop, and share skill sets.
If your current company or future company does not have all of these opportunities for professional development or future advancement, do not despair. Realize that you will have to exercise initiative to create opportunities for your own advancement and development. Remember, on the battlefield, the enemy rarely says, “It would be great if you could attack me here – I will leave this spot undefended.” Likewise, success in your current and future career depends on your own initiative and development.
Further Research and Reading on Success & Challenges to Veteran Post-Military Careers:
1. Veteran Job Retention Survey Summary - http://vets.syr.edu/wp-content/uploads/2014/10/VetAdvisor%20Report(FINAL%20Single%20pages).pdf
2. Monster Veteran Talent Index (2011 – 2014) - http://www.monster.com/about/veterans-talent-index
3. Center for New American Security - Employing America's Veterans: Perspectives from Businesses - http://www.cnas.org/sites/default/files/publications-pdf/CNAS_EmployingAmericasVeterans_HarrellBerglass.pdf
4. RAND – Veteran Employment: Lessons from the 100,000 Jobs Mission - http://www.rand.org/content/dam/rand/pubs/research_reports/RR800/RR836/RAND_RR836.pdf
(1) How to Get Ahead Using Your Military Skill Sets - http://taskandpurpose.com/get-ahead-using-military-skills/
(2) Five Military Skills That Can Help Junior Business Leaders - http://www.bizjournals.com/orlando/blog/2014/08/5-military-leadership-skills-that-can-help-junior.html
(3) Translating Military Skills For Your Civilian Employer - http://www.everyveteranhired.com/2014/08/06/translating-military-skills-civilian-employer-primer/
In 2014, the Institute for Veterans and Military Families (IVMF) and VetAdvisor sponsored a survey for military veterans to discover their job retention success. The survey revealed three primary findings:
1. ~50% stayed in their first post-separation position 12 months or less.
2. The three employment-related issues of greatest importance to respondents were: opportunities to apply their skills and abilities; adequate benefits and pay; and meaningfulness of the work.
3. Third, respondents’ biggest obstacle to obtaining initial employment was finding opportunities that match their military training and experience.
Source: Syracuse University Institute for Veterans and Military Families’ and VetAdvisor’s “Veteran Job Retention Survey Summary,” page 1, released 10/01/14.
The reason this study is so vital for veteran career success is that you have to ensure your position, company, and career possess the elements that caused other veterans to leave their positions. By understanding what drives people to leave, veterans discover what can cause them to join and to remain with a company that will help them have a successful post-military career.
Here are a few pointers how to discover what makes a great company:
Veteran Company Retention Point #1 – What Are the Steps to Your Next Three Positions.
As you interview and network within a company, ask what are the steps, timing, and qualifications necessary to move into the next three possible positions within the company. If people stumble, cannot cite examples, or state that everyone within their department has been their 10+ years, then promotion may not be something to expect in 2-3 years.
Veteran Company Retention Point #2 – Talk to Other Veterans In the Company.
The military has a unique view of promotions. In the military, after we complete assigned schooling, succeed in a position, and meet the qualifications for the next position; we EXPECT to be promoted. The military concept of promotion is unique and it’s best to talk to other military veterans to see how the company is similar and dissimilar in their concepts of advancement. A veteran-to-veteran conversation is the best way to do this.
Veteran Company Retention Point #3 – Determine How to Translate Military Skills to Your New Career.
For the vast majority of veterans (I was an Infantry and a Special Forces officer), there will be little direct relationship between your assigned military duties and your future civilian career. However, there will be hundreds of highly valuable indirect points of value from planning, competitive intelligence, creating safe working conditions, leading, and conducting After Action Reviews (AAR’s) that your employer will find incredibly valuable. It is translated military experience applied to business challenges that are valuable – you have to determine how to translate and apply your military skills.
Veteran Company Retention Point #4 – What Are Company Sponsored Professional Development Opportunities.
Distinct professional development opportunities tell a lot about a company. Ask about both formal and informal opportunities to learn, develop, and share skill sets.
If your current company or future company does not have all of these opportunities for professional development or future advancement, do not despair. Realize that you will have to exercise initiative to create opportunities for your own advancement and development. Remember, on the battlefield, the enemy rarely says, “It would be great if you could attack me here – I will leave this spot undefended.” Likewise, success in your current and future career depends on your own initiative and development.
Further Research and Reading on Success & Challenges to Veteran Post-Military Careers:
1. Veteran Job Retention Survey Summary - http://vets.syr.edu/wp-content/uploads/2014/10/VetAdvisor%20Report(FINAL%20Single%20pages).pdf
2. Monster Veteran Talent Index (2011 – 2014) - http://www.monster.com/about/veterans-talent-index
3. Center for New American Security - Employing America's Veterans: Perspectives from Businesses - http://www.cnas.org/sites/default/files/publications-pdf/CNAS_EmployingAmericasVeterans_HarrellBerglass.pdf
4. RAND – Veteran Employment: Lessons from the 100,000 Jobs Mission - http://www.rand.org/content/dam/rand/pubs/research_reports/RR800/RR836/RAND_RR836.pdf
How To Get Ahead Using Your Military Skills
In the workplace, how you translate your military experience into competitive work traits matters
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