By Larry Broughton
Change is the natural order of the universe. For those of us who are approaching the “third half” of our lives, change seems to be coming at us faster each year. Transitioning service members can also attest to this speed of change as they embark on new careers in the civilian sector. Hiring managers today face a rapidly changing workforce and job market as well.
The skills required for many positions are evolving quickly, especially with the advent of new technologies. For veterans transitioning to civilian roles, this can present both opportunities and challenges.
SKILL TRANSLATION
Challenge: Veterans often struggle to translate their military skills into civilian job requirements, making it difficult for hiring managers to recognize their value. Many veterans possess valuable leadership, teamwork and problem-solving skills, but these may not be immediately apparent on a traditional resume.
Solutions:
- Craft a Civilian-Friendly Resume: Use online tools or consult career coaches who specialize in veteran transitions to translate military terminology into language that resonates with civilian employers. For example, replace “platoon leader” with “team manager” or “operations coordinator.”
- Leverage STAR Stories: Use the STAR (Situation, Task, Action, Result) method to describe achievements in a way that highlights transferable skills like leadership, project management and problem-solving.
- Certifications & Training: Identify certifications or courses that align with your military experience but are recognized in the civilian sector (e.g., PMP for project management or IT certifications like CompTIA Security+).
ADDRESSING BIAS
Challenge: Misconceptions about veterans, such as concerns about PTS or adaptability, can create barriers during hiring.
Solutions:
- Proactively Address Concerns: During interviews, highlight examples of adaptability and resilience. Share stories of navigating high-pressure situations or adjusting to new environments during deployments.
- Showcase Emotional Intelligence: Emphasize interpersonal skills by discussing how you’ve built trust and collaboration within diverse teams.
- Educate Through Advocacy: Join veteran-focused networking groups or mentor programs to help educate employers and peers about the strengths veterans bring to the table.
COMPETITIVE TALENT MARKET
Challenge: Veterans must stand out in a crowded labor market where top talent is highly sought after.
Solutions:
- Develop a Personal Brand: Build a LinkedIn profile that showcases your unique skills and experiences. Share insights, write posts about leadership lessons from your service and engage with industry-specific content.
- Network Strategically: Attend veteran-specific career fairs and connect with recruiters who specialize in hiring veterans. Use platforms like American Corporate Partners (ACP) for mentorship opportunities.
- Tailor Applications: Research each company thoroughly and customize your resume and cover letter to align with their mission and values.
REMOTE WORK CONSIDERATIONS
Challenge: The rise of remote work presents new challenges in assessing candidates and ensuring they can thrive in a potentially less structured environment.
Solutions:
- Upskill in Remote Tools: Familiarize yourself with tools like Zoom, Slack, Asana or Microsoft Teams to demonstrate comfort with remote collaboration technologies.
- Create Structure at Home: Establish a daily routine that mirrors the discipline of military life, ensuring productivity in a less structured environment.
- Communicate Proactively: Highlight your ability to work independently by sharing examples of self-directed projects during interviews.
ONBOARDING & INTEGRATION
Challenge: Veterans may face challenges integrating into civilian workplace culture after being hired.
Solutions:
- Seek Out Mentors: Request a workplace mentor—ideally another veteran—who can help you navigate cultural nuances. Many companies have veteran employee resource groups (ERGs) designed for this purpose.
- Be Open to Feedback: Approach integration as a learning process. Ask questions about workplace norms and actively seek constructive feedback from colleagues.
- Bridge the Gap Through Communication: Share aspects of your military background that align with company values while showing eagerness to learn civilian workplace practices.
LEVERAGING TECHNOLOGY IN RECRUITMENT
Challenge: Technology-driven hiring processes can unintentionally exclude veterans due to differences in language or nontraditional career paths.
Solutions:
- Optimize Keywords in Applications: Research job descriptions carefully and incorporate relevant keywords into resumes and online profiles to pass applicant tracking systems (ATS).
- Practice Virtual Interviews: Prepare for video interviews by simulating common questions using platforms like HireVue or Big Interview. Ensure you’re comfortable presenting yourself on camera.
- Highlight Adaptability to Tech: Mention any technology used during service (e.g., logistics software, data analysis tools) to showcase your ability to learn new systems quickly.
CONTINUOUS LEARNING & DEVELOPMENT
Challenge: The fast pace of change in industries requires candidates who are adaptable and committed to lifelong learning.
Solutions:
- Embrace Lifelong Learning Mindset: Enroll in online courses through platforms like Coursera, LinkedIn Learning or SkillBridge programs tailored for transitioning service members. Focus on areas like data analytics, cybersecurity or leadership development.
- Showcase Growth Potential: During interviews, discuss instances where you quickly acquired new skills during your service (e.g., learning new technology under tight deadlines).
- Stay Current on Industry Trends: Subscribe to industry newsletters or join professional associations related to your target field.
BUILDING A VETERAN-FRIENDLY EMPLOYER BRAND
Challenge: Companies may struggle to create an authentic reputation as veteran-friendly employers.
Solutions (to Influence Employers):
- Advocate Internally Post-Hire: Once employed, propose initiatives like veteran mentorship programs or ERGs that support other transitioning service members.
- Share Success Stories Publicly: Highlight positive experiences working at veteran-friendly companies on social media or during networking events—this encourages other organizations to follow suit.
- Engage with Veteran-Focused Organizations: Partner with groups like Hiring Our Heroes to connect employers with resources that help them better support veterans.
The ever-evolving landscape of recruitment offers both challenges and opportunities for transitioning service members and hiring managers. Veterans bring invaluable skills, experiences and perspectives that can significantly enhance today’s dynamic workforce.
Your military background equips you with resilience, adaptability and leadership—qualities essential in a fast-paced, technology-driven world. Embrace this transition with the same determination you showed in service, knowing that your ability to learn and lead will set you apart in civilian careers.
For hiring managers, actively seeking to understand and integrate veteran talent enriches your teams with individuals who have proven their commitment and integrity under pressure.
Together, we can create a future where the transition from military to civilian life is seamless, where veteran talent is recognized and utilized and where workplaces thrive on the diversity of experience. The recruitment landscape isn’t just a challenge; it’s an opportunity to build a more dynamic and resilient workforce that benefits everyone involved. Now, go get ’em!
Larry Broughton is a former U.S. Army Green Beret, best-selling author, award-winning entrepreneur, keynote speaker and leadership mentor. For more information, visit LarryBroughton.com or @LarryBroughton.
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