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Veterans have to get out of the military mindset if they’re going to adapt to the civilian workplace. And that means gearing up for a new outlook even before they leave the armed forces behind.
While it’s important to be proud of military service, it’s also critical for a vets career to know how to play up and play down their years serving your country, advised Randy Plunkett, the director of community and government outreach for Military.com, during our live web chat Wednesday.
“Two common mistakes transitioning military make are to not start early in transitioning and to use military jargon on their resumes,” he told readers.
One reader, Phil, a captain in the Army with a degree in history from West Point, asked Plunkett: “What kind of jobs are available for someone with my background?”
Plunkett’s response:
“Think about your ancillary experience. Not only do you have a degree, you have more than just your army job. You are a human resources manager - talking with soldiers about their careers, you supervise and manage extensive training programs, you actively participate in performance reviews, and you have extensive diversity and inclusion workplace experience.”
It’s all about taking your experience in the military, he explained, and pointing out how what you did can fit into the real work world.
“We need a fundamental change in thinking,” he stressed. “Military members have to think in terms of their big picture, large category experience, not just their classification.”
Here’s the entire Q&A with Plunkett:
Join us next Wednesday for another live web chat with an expert that will address money or work issues.
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Employers have to pick-up some of the responsibility along with the military. The excuse heard too often now is employers are too "concerned" about PTSD to hire a vet.
A real simple law would also help. If companies depend on the govt (taxpayers) for contracts (especially no bid, sole supplier), bail-outs, favorable and targeted tax treatment then they have to ante up and train their hiring managers on how to interview vets and to spend money to train them if they have the basic skill set. That means a liaison office at the Labor Dept, military, and DOJ to make certain that enforcement of the law occurs. Remedies should include financial penalties all the way to debarment, especially when vets are openly discriminated against.
One violation means a large fine directly to vets who apply and are turned away. The second violation means the taxpayer benefits they get (that add to the massive bonuses in the such as the financial sector, healthcare and defense sectors and the C-Suite) are turned off cold. No drip. Automatic.
Companies that enjoy huge profits from Govt largesse especially ones that benefit when troops are deployed to "protect American Vital Interests" meaning private interests, absolutely have a inherent responsibility to make a significant investment in making certain that Vets get jobs at their companies. Lets make it the law and enforce it.