By Ken Cates, Speaker | Consultant | Veteran
Veterans transitioning to civilian careers have something unique: a wealth of skills honed under pressure. Yet many of them hit a wall during the hiring process, often because companies rely on outdated hiring methods that prioritize job titles over real capabilities. Spoiler alert: veterans have the skills you want; you’re just looking for them in the wrong way.
Let’s dive into why a skills-based hiring process isn’t just a buzzword – it’s the key to unlocking veteran talent.
Job Descriptions: The Ultimate Buzzkill
If you’ve ever read a job description and felt your soul leave your body, you’re not alone. But for veterans, the problem runs deeper. They’ve led teams, managed multimillion-dollar budgets, and navigated complex operations, only to see job ads with requirements like:
- “Must have 5 years of corporate project management experience.”
- “Proficient in [insert random software they can learn in a week].”
- “A master’s degree in underwater basket weaving preferred.”
Veterans don’t always check the traditional boxes, but they bring something even better: proven skills. The problem? Most companies don’t know how to see past their own rigid requirements.
The Military Translation Problem
Here’s a fun exercise: try explaining what a “Platoon Sergeant” does to someone with zero military background. You’ll get blank stares. This isn’t the veteran’s fault – it’s a failure of the hiring system to recognize and translate military skills into civilian terms.
- Military Reality: “I coordinated supply chains for 700 personnel across three continents.”
- Corporate Speak: “I managed international logistics for a mid-sized organization.”
Platforms like Major Talent bridge this gap by translating military jargon into language that resonates with hiring managers. Imagine the possibilities if all companies adopted this approach.
Skills-Based Hiring: What Is It Really?
Skills-based hiring means looking at what a candidate can do, not just where they’ve been. Instead of fixating on degrees or industry-specific experience, focus on core competencies like:
- Leadership
- Problem-solving
- Adaptability
- Communication
For veterans, this is a game-changer. It shifts the conversation from “Do you meet every bullet point on this list?” to “What can you bring to the table?” Spoiler alert: it’s a lot.
Why Employers Should Care
Let’s talk numbers for a second.
- Companies that prioritize skills over credentials see 20-30% lower turnover rates.
- Skills-based hiring widens the talent pool, which is crucial in today’s tight labor market.
- Veterans are statistically more loyal employees, meaning they’ll stick around longer.
Still not convinced? Think about your competition. While you’re sifting through resumes looking for a perfect match, your rival is snapping up the candidates who can actually do the job – veterans included.
How to Make It Happen
Transitioning to a skills-based hiring process doesn’t require reinventing the wheel. Here’s how to get started:
- Revamp Job Descriptions: Focus on what the role requires, not arbitrary credentials.
- Train Your HR Team: Help them understand how military skills translate to civilian jobs.
- Use Platforms Like Major Talent: (Yes, I’m plugging it again because it works.) Let veterans showcase their skills in a way hiring managers can understand.
- Incorporate Skills Assessments: Test for what actually matters—whether candidates can do the job, not where they’ve been.
The Veteran Advantage
Veterans bring a mindset that’s hard to teach:
- They lead without hesitation.
- They adapt without complaint.
- They execute without excuses.
A skills-based approach doesn’t just benefit veterans—it benefits employers who are willing to think differently. It’s time to stop chasing unicorns with perfect resumes and start hiring the real rockstars who can drive results.
The Bottom Line
If you’re not hiring based on skills, you’re missing out on some of the most qualified candidates out there—veterans who’ve already proven they can deliver under pressure.
So, if your hiring process is stuck in the stone age, maybe it’s time to evolve. Or don’t. But when your competitors start thriving with the talent you overlooked, don’t say I didn’t warn you.
