By Ken Cates, Speaker | Consultant | Veteran
Well into the year, and it’s still the same old story: that frustrating disconnect between veterans and employers. We love to celebrate military service, and that’s great, but sometimes that appreciation just scratches the surface. Sure, we see the banners, the discounts, and the job fairs. But let’s be real, how often does all that actually lead to lasting, meaningful jobs for our veterans? Honestly, not often enough.
The Veteran’s Angle: “I’ve Got the Skills, Why Am I Stuck?”
Many folks leaving the military are loaded with leadership experience, discipline, and the ability to adapt to anything thrown their way. Yet, they often find themselves either underemployed or stuck in that dreaded “application purgatory”. What gives? Well, employers often just don’t get how military roles translate to the civilian world. A platoon leader, for instance, might not have “team manager” on their resume, but that’s exactly what they were – plus handling combat stress with zero room for error.
And let’s not ignore the elephant in the room: those persistent stereotypes. Despite growing awareness, some employers still unfairly see veterans as ticking time bombs: too rigid, too aggressive, or too “damaged” to fit in. It’s flat-out insulting, totally outdated, and just plain wrong.
The Employer’s Dilemma: “Why Can’t I Find the Right Fit?”
Now, employers aren’t usually the bad guys here (most of them, anyway). A lot of them genuinely want to hire veterans but struggle with how to actually do it. Job descriptions are often crammed with jargon that veterans don’t understand, and interviews frequently fail to dig deep enough to uncover those crucial transferable skills. Throw in a lack of training for hiring managers on how to assess veteran candidates, and you’ve got a recipe for missed opportunities. Don’t worry there’s a fix for this.
Then there’s the cultural shift. The military is all about the mission; the civilian world? It’s often about profit first. That transition isn’t always smooth, and employers worry about onboarding costs or whether a veteran’s “military mindset” will clash with their existing team.
Bridging the Gap: What Needs to Change
The solution starts with honesty – and a bit of tough love for everyone involved.
For Veterans:
- Learn the Language: If your resume still says “Squad Leader” without translating it into civilian terms like “Team Supervisor,” you’re making it harder than it needs to be. Help employers understand what you bring to the table.
- Adapt and Overcome: The military taught you to pivot under pressure. Use that skill to navigate the corporate world, even if it feels like enemy territory at first.
For Employers:
- Stop the Jargon: Seriously, rewrite those job descriptions. Make them clear and accessible. Terms like “synergy” or “business acumen” are just as confusing to veterans as explaining the difference between an MRE and a gourmet meal to someone who’s only eaten at five-star restaurants.
- Invest in Training: Equip your HR and hiring teams with the tools to understand military experience. It’s not rocket science, but a workshop or two might be exactly what’s needed. (And hey, if you need help with that, you know who to call).
The Path Forward
It’s clear that both veterans and employers need to meet each other halfway. Veterans have to own their stories and present themselves as clear assets, not mysteries. Employers, on the other hand, need to drop their assumptions and approach hiring with a bit more creativity and understanding.
This is where a solution like Major Talent comes into play. Think of them as a translator at the table – they help bridge the gap between military rigor and corporate opportunity. They can help veterans articulate their skills in civilian terms and assist employers in building truly veteran-driven hiring pipelines, not just “veteran-friendly” ones. Together, we can actually start to dismantle those myths and stereotypes that are holding everyone back.
So, let’s get to work. It’s time to move beyond the banners and discounts and forge a permanent path forward for unlocking veteran potential.
