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SSgt Boyd Welch
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I think one area most separating military members need help is in the resume that gets the interview. I can't tell you how many times I've gotten a 9 page resume listing every task or area of responsibility that a member had during a 12-25 year career.
When I, as an HR Manager, look at the resume, I am primarily looking for accomplishments: ie "Reduced troop rotation schedules thereby increasing unit efficiency.."
"Reduced training time and increased learning retention for troops under my supervision/command." This is what piques my interest. The reason why is that a person who is looking for ways to improve their organization, can bring their skill to my company. I know that the military is a standardized process and is regimented to specific rules of operation. When you are able to get something changed or improve something, that is a stellar accomplishment. That's someone I want to talk to. For me, the interview is to gauge cultural/organizational fit. If I select someone for the interview, they are already way up on the list. Confidence and ability to communicate are key.....Everybody at some point is going to blow a question, but at some point the interviewer is going to ask "Do you have any questions for me?" That's a great time to circle back to that "bonehead answer you gave to question #3 (whatever that was!) and say "Do you mind if we take a minute to revisit the question about ___________________? I was a little nervous but I've had time to sort it out, this is what I would like to say...."
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Danielle Gray
Danielle Gray
4 y
That is great advice. Having the confidence to bring up the blundered question at the end of the conversation can go a long way towards recovery.
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Capt Brandon Charters
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The section on "You didn’t toot your own horn enough." As service members, I think many of us are guilty of this.
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