What Will It Take To Hire A Vet?

That awkward expression when you realized the veteran 'dumbed down' their resume so as to not embarras you

What can the government do to help correct this problem? What if the government is part of the problem?

I don't have any direct evidence that government is standing in the way of veterans obtaining employment in the civilian sector but then, when has the government ever helped? How often has government been the problem?

The truth is that the economy sucks. Everyone is having great difficulty finding employment. Under employment has risen to statistical significance. Politicians like to claim otherwise to entice us to vote for them, but we know it's all a house of cards. Unemployment is at least double if not triple reported levels. Every report of a gain in GDP is retracted after the fact.

It can be argued that government meddling is largely responsible. Create a better business climate, one in which investors aren't afraid of the next government initiative that will cut the legs out from under them, and there will be plenty of good jobs for everyone, veterans included.

As I continue to read responses I see that there is a common theme when looking for work and being rejected. I too have been rejected by many "Hiring Heroes" companies because they decided to hire within. Each interview came and went with common concerns, mostly my years of "experience" or age. The military entrusts us at a young age to lead and manage. When we try to apply this to the civilian world with minimal specialized training and certifications we are quickly shot down. I have been rejected on two interviews due to years of "experience" they would end that statement by saying the folks I would be in charge of were 15 years my senior. So again I urge everyone to seriously consider school upon separation/retirement if you do not have a firm employment contact/connection/friend to help you. Most of us lack much needed skills and we do not qualify for entry level work when you have management experience.

I have often wondered the same thing. I think the challenge is to change the perception of soldiers. In the 1980's and early 1990's, soldiers were picked up quickly by the civilian workforce. Since the first gulf war that perception has changes as news networks began 'highlighting' the problems soldiers face upon returning from combat. This has cast a perception that we all have PTSD and hence we become a liability to businesses. I myself have struggled to find meaningful employment since retiring and I have an MBA. The funny part is most of my rejections come from employers who claim to 'Hire Heros'. It shouldn't be like this especially living in the Philadelphia area. Unfortunately the perception of under educated and suffering from PTSD is an all to common perception that needs to be changed.

I do not believe being a veteran has anything to do with this matter. The problem is how the military shapes its personnel. Enlisted personnel for the most part are trained in a trade and even fewer are certified in that trade. Then they are moved up to a position of responsibility before they can truly master their trade or they have been certified in a field that is not their passion. For officers they are bred for leadership and responsibility with minimal training in a marketable trade. This does not directly apply to Program Managers, Contracting, Pilots, Firemen, Police, CE, any type of directly transferable occupation in the civilian world. For the rest, they are subject to careers in staff positions with minimal time allowed to specialize in any one trade or field. Now, the point of this is to get military vets in the process of transitioning to realize that they have to get honest feedback about their experience. Look through job boards at jobs you may want to do when leaving the military. See what experience of yours matches the descriptions and what you may be lacking in. Most will be surprised to see that they lack fundamental skills, software knowledge, or certifications. Have civilians look at and critique your resume and compare it to a particular job you want to apply for. TAPs will give vets the tools they need to apply and interview for a job but proper education and experience will get the job. The Post 9/11 GI Bill and Yellow Ribbons schools are the best weapons a vet can have when leaving the service. Although we may live in denial that education is important we must understand that the military does not prepare us for the transition well enough and that we may have to go back to school to seek our passion. Otherwise you will end up doing dead end job after dead end job to make ends meet and lose the opportunity to pursue a dream job.

That's a great article sir. As one of those Veterans under 30 I've struggled to find anything other than dead end service jobs. When I put a uniform on I'm responsible for a 131 man Infantry Company. Once it comes off I'm told I don't have enough experience for an entry level management position. When I deployed in 2011 we had an unemployment rate of almost 40% within the same demographic. Those of us within the USAR and ARNG often face a second level of discrimination with employers as well. Many don't want to work with IDT weekends, Annual Training, and potential deployments. While I'm generally opposed to such mandates, I think if nothing else we're raising awareness of this issue.

That I see as a flaw os this. We are nanda ting contractors to hire Veterans is good and everything. Yet, we need to make sure both the Vet and the Contractor will be a good fight for each other. They shouldn't be force to hire and then retain a person who is poisoning their system like so many Unionize Shops in the past and present dealing with. That doesn't help the Vet or the Conteactor.