As the Middle East wars slowly come to an end, all four branches of the military will no doubt be shrinking, leaving employers with a growing talent pool to draw from. In anticipation of this, here are three important considerations HR professionals and hiring managers need to know as they interview transitioning military folks.
1. Ease up on the Stereotypes. Stereotypes, whether positive or negative are always flawed. The list of stereotypes for military folks is endless, ranging from “they are great leaders” all the way to “they might suffer flashbacks of combat right here in the office.” While either extreme may indeed be true, it’s important to evaluate all candidates objectively, matching their skills and experience against the open position. It’s what you do when interviewing non-military candidates and shouldn’t change when interviewing veterans.
2. Generally speaking though, military folks do have very unique, transferrable skills. Certainly some veterans might have perfect skill-for-skill matches, but don’t automatically discount those that might not have a direct correlation. While some military jobs don’t have a direct match in the civilian sector, veterans often bring intangible skills such as the ability to work well under stress, vague instructions, rapidly changing conditions, and with tasks that require great attention to details. While these may not be evident in resumes, you can easily uncover them in an interview…, which brings us to the third important consideration:
3. Be prepared to interview them. One area where military folks have a disadvantage is in their preparation for transition. Current formal transition classes may be using outdated materials (although they are being updated) and instructors may not be up to speed on current hiring trends. Additionally, some vets are rushed through their out-processing (particularly those in reserve units) and are not able to attend transition classes. That said, you might find candidates for your open positions showing a lack of confidence when interviewing and negotiating salary. Do NOT mistake this as a lack of ability. That candidate may possess the tangibles and intangibles you’re looking for and you won’t want to let them get away! Take your time in the interview and ask lots of open-ended questions such as “tell me about a time where you had to make an important decision in a hurry. How did you handle it?” Allow the candidate to tell their story and take note of the key details that give you the answer you’re looking for.
All employers want to hire motivated, loyal, skilled, and hard-working employees. That describes most successful veterans. When looking for qualified candidates for your open position, be sure to extend your search to those folks to have honorably served in uniform. You may find your best workers coming from this source!