What is one thing you wish more civilian recruiters knew/did when interviewing you for a job?

Danielle Gray — Fri, 24 Mar 2017 17:07:50 -0400

As recruiters, we research and read all about how we can better adapt interviews to correlate with military experience. I'm curious to hear directly from military members what I can do to make interviewing a better experience.

Response by Sgt Private RallyPoint Member made Mar 24 at 2017 5:49 PM

Sgt Private RallyPoint Member — Fri, 24 Mar 2017 17:49:59 -0400

Danielle Gray Great question! Recruiters can help by having basic knowledge about the military branches, their roles and responsibilities, rank structure, etc. The transitioning service member has to do their part by acknowledging the fact that they are no longer in the military and adjust accordingly.

https://www.thebalance.com/u-s-military [login to see]

US Military 101 - Organizational Structure and Roles

Information about the U.S. military: the mission of the five military branches, organizational chain of command, and an overview of military ranks.

Response by SGT Josheua Cooke made Mar 24 at 2017 6:04 PM

SGT Josheua Cooke — Fri, 24 Mar 2017 18:04:47 -0400

I sincerely wish interviewers either looked into any specified military occupations listed on a resume or at least did some exploratory questioning about the kinds of things we did in our positions. I believe the vast majority would be flabbergasted by the amount of experience most soldiers have in project management, resource acquisitions, material control, operations planning and logistics.

The sad thing is that a good deal of soldiers don't even realize they have these skills because they are not emphasized over soldiering and because the service member/ vets just do what's needed without thinking. A lot of curriculum based training and OJT tends to get over looked in the civilian world.

Response by Capt Brandon Charters made Mar 24 at 2017 6:24 PM

Capt Brandon Charters — Fri, 24 Mar 2017 18:24:51 -0400

Great question Danielle Gray. Just as the recruiter wants the veteran candidate to know more about the company he/she is applying to, I would want my recruiter to know a little bit about the various kinds of military experiences that are out there & that veterans have a very wide range of skill sets and leadership capabilities.
Just a basic understanding of service branches, military specialities, and rank go a long way in my book. I saw the Farmers Insurance team build a great knowledge handbook for their recruiters to use with similar information. This kept their whole team in the know on how to have helpful conversations with veterans. Big salute to Lucas Buck & Michelle Titus for setting the example.

Response by Michelle Titus made Mar 24 at 2017 6:32 PM

Michelle Titus — Fri, 24 Mar 2017 18:32:25 -0400

Hi Danielle - My opinion when I meet military candidates is really to get them to talk about what they did in the military in laymen's terms - this helps you as the recruiter help them to see the correlation from their military role to how it translates into the skill sets you are hiring for. This also helps them as they go into interviews to start talking "civilian speak" rather than military acronyms that some recruiters may not understand.

Response by SGT Isaiah Pacheco made Mar 24 at 2017 6:52 PM

SGT Isaiah Pacheco — Fri, 24 Mar 2017 18:52:22 -0400

I think it really depends on the recruitment you are involved in, if you want to ensure that you get the most relevant information regarding a candidate, you have to know which MOS have relevant skills to the job that you are hiring for. As some have suggested ranks also come with correlating skills in management, logistics, and project management. Your relevant source of inquiry could be an OER or NCOER (Officer Evaluation Report and Non-Commissioned Officer Evaluation Report). Often times (speaking from my experience) enlistees are given additional positions that facilitate requirements for the Company they are in, many of these positions can be held by lower enlisted and have relevant skills in project management in addition to their MOS.

I personally don't think you should completely cater to former military members unless your goal is to hire more veterans. But if you want to get a better understanding of how a prior military candidate can be evaluated, you need to approach the candidate, provide the criteria you are looking for and ask them to translate their individual experience to the needs of your organization.

Maybe even link this veteran candidate with a recent veteran you have in your employ, this mentorship may help you get the right information from your candidate and aid the veteran in marketing themselves to your company.

Response by LTC Kevin B. made Mar 24 at 2017 6:56 PM

LTC Kevin B. — Fri, 24 Mar 2017 18:56:30 -0400

Most of the responses so far have focused on recruiter/interviewer knowledge of military jobs, work experiences, skill sets, organizational structure, and terminology, but I'll take a different path and focus on interpersonal interaction. I wish recruiters/interviewers had a better understanding of the concept of "military bearing". I've heard numerous people mention that military people come off as direct, curt, stoic, cold, blunt, stiff, etc. I wish that civilian recruiters/interviewers understood that the military setting isn't an environment where people "beat around the bush", pontificate, avoid giving direct answers, pal around with bosses/co-workers, act overtly jovial, etc. They are almost overtly professional and laser beam-focused on accomplishing their jobs. In the private sector, this often comes across as being too stiff for many organizations when assessing them for positions. However, just like most service members evolved throughout their careers to adopt that demeanor, it can also be "unadopted" once they take off the uniform. That military bearing, and its misinterpretation, is often most problematic at the point when a service member is transitioning out of the military. Before long, that will subside when stepping into a work setting that is more relaxed than a military setting. I wish more recruiters/interviewers would take into account the work culture people are leaving when assessing them for the fit within the work culture they are trying to enter.

Response by LtCol Robert Quinter made Mar 24 at 2017 10:57 PM

LtCol Robert Quinter — Fri, 24 Mar 2017 22:57:32 -0400

I liked Michelle Titus's response the best of all so far. Her point of digging a little to get the rest of the story is on target. It would not be possible for most recruiters to be familiar with all the specialties, but getting the serviceman to talk about what they actually did will work wonders. Most personnel folks would be amazed at the responsibilities the military lays on their young people of any rank. Learning leadership and management techniques starts on day one in the military. Cross training and ad hoc assignments happen all the time. The young person applying for a position after a successful enlistment is a great investment.

Response by LTC Private RallyPoint Member made Mar 25 at 2017 1:21 AM

LTC Private RallyPoint Member — Sat, 25 Mar 2017 01:21:39 -0400

Danielle Gray coming from the military we are used to structure and it is a two-fold thing that we give and receive orders and generally do not question. Leaders just knock it out and take charge. This can be what you are looking for or you may be looking for a follower. Know what the company wants then see what type of military person you are interviewing to ensure a good fit to avoid struggles for both the company and the individual.

Response by SFC J Fullerton made Mar 25 at 2017 1:42 AM

SFC J Fullerton — Sat, 25 Mar 2017 01:42:37 -0400

I wish they knew then what they know now 3 years after they hired me. To understand military leadership experience relates to civilian managerial experience.

Response by SFC J Fullerton made Mar 25 at 2017 1:53 AM

SFC J Fullerton — Sat, 25 Mar 2017 01:53:05 -0400

If you interview an applicant that is a former Non-commissioned Officer (Sergeants), ask him or her questions to judge analytical and organizational skills. One of the biggest killers of productivity is wasted time. Find out about their ability to manage time to complete all required tasks on a sustainable basis. Are they able to work effectively as a team to accomplish set goals? Can they effectively communicate and motivate others? Stop focusing on "specific industry experience" and look at desirable attributes and skills

Response by CAPT Kevin B. made Mar 25 at 2017 1:31 PM

CAPT Kevin B. — Sat, 25 Mar 2017 13:31:49 -0400

A good recruiter that understands the exMIL candidate can sort out the added benefit the candidate brings to the table AND the potential baggage that comes with it. Overall, you want the benefit to outweigh the negative risk. So it's a matter of not over/under weighing any particular aspects. It's also about not having unreasonable expectations or fears. It's understanding what motivates vs. pisses off the Vets. You're recruiting for a particular skill set to fit in well with a particular culture. Cultures are on the bell curve too. To one extent to another, the fit ranges from great to hell.

So for me, I'd wish more civilian recruiters would understand the dynamic well and understand more of what it takes to make a good fit vs. not. Too much is generically assumed about the Vet, but when it gets down to it, we're talking about one person and one job.

Response by SFC Private RallyPoint Member made Mar 26 at 2017 4:46 PM

SFC Private RallyPoint Member — Sun, 26 Mar 2017 16:46:02 -0400

Great question Danielle Gray , having been on both sides of the spectrum it's important indeed to know proper language as a recruiter and recruit. I usually did panel interviews for jobs I applied for so I had to research types of questions normally asked in panel interviews and also the reason for them. Most questions in regard to service from a civilian recruiter was also to test if I knew how to break down what my military job skills were and how they would benefit the company if hired.
And always always always!!!! No matter if your in front of one recruiter or a panel or you are the recruiter. Be prepared for when your asked or are asking the question:

"Do you have any questions for me?"

Always answer as follows:

Recruit response: "What was it about my résumé that helped in your decision to consider me a candadent for the ______________ position I applied for?"

Recruiter Answer for prior service: "After reading your skills and training, I was most impressed with __________ and __________, which gives me confidence in your ability to ___________ in a position such as this."

Both sides should slways be prepared, because the interviewee never knows when they may become the interviewer. Companies want the same confidence you displayed in the service.

Hope that helps. :)

Cheers

Response by SFC William Stephens A. Jr., 3 MSM, JSCM made Mar 27 at 2017 1:17 PM

SFC William Stephens A. Jr., 3 MSM, JSCM — Mon, 27 Mar 2017 13:17:04 -0400

Ms. Gray, Coming from a Combat arms guy, I had to learn the hard way in the civilian world because it don't mater if you did 2 years or 20 years a lot of job recruiters care or less if you fought in any wars or did your time, they are looking to see what you can bring to the table, even if you were a leader it don't mean you going to be a leader were your going because in this world you have to prove yourself like in that world. It is much hard these days because in the military you didn't need a Cover letter of a resume to shoot your way to the top. What I saying give the veterans a chance on resume writing like they did when I came to my agency here where I am because once your inside the people will help you form the best resume and cover letter that you need because not just one set of eyes is looking at groups of eyes and higher representatives keep them and push them on and you don't even know it until you're up for the next interview. Being on RP I have seen many veterans, soldiers when many years who can not build a resume or follow through on a interview because its a different world. I understand its not a promotion board but we not used to phone interviews or one on one most of the time. A lot of people are used to being in charge and just can't put down they have to start at the bottom again. If your hiring veterans then I just review closely and maybe they do fit the bill and they are the person you are looking for, maybe you just have to walk with them a little until they catch on. Veterans are your best pick to go with.

Response by PO3 Michael Townsend made Mar 30 at 2017 1:42 PM

PO3 Michael Townsend — Thu, 30 Mar 2017 13:42:49 -0400

Nice dialogue & question Danielle! As a former recruiter & Navy veteran, the private sector doesn't know enough about military occupations and the military veterans have a hard time communicating their skills to the language of the private sector. Solution: If you truly care about recruiting veterans, not only find out about the responsibilities of Ranks (E1 - E9/O1 - O6) but also know about the jobs/rates that individual did. For Vets: Once you figure out where you're going to settle, find a company you feel you identify with and network with folks on the inside. Get on LinkedIn, Twitter, join FB groups and participate. Not enough is done to prepare vets for the private sector.

Response by SPC Private RallyPoint Member made Apr 19 at 2017 3:23 PM

SPC Private RallyPoint Member — Wed, 19 Apr 2017 15:23:41 -0400

I am not entirely sure if this still holds. When I came off active duty and became a reservist, employers would place on their applications "Do you now or have you ever been diagnosed with PTSD?" What is the point in that? The Jobs I applied to did not involve firearms. So why do they ask? I had a friend of mine who was diagnosed with PTSD and was told thank you for your application but we can not hire you. He had the experience and qualifications and yet they turned him down. I have heard before that some employers will immediately turn you down once they see you have had PTSD. I wish employers would understand that not everyone with PTSD is a liability. In some cases, it makes it harder to obtain employment.