By Ken Cates, Speaker | Consultant | Veteran
If there’s one thing veterans know how to do, it’s lead under pressure. Need someone to run a project, keep a team motivated, or deliver results in a high-stakes environment? Look no further than a veteran. Yet somehow, employers often overlook this invaluable resource in favor of candidates with a shinier LinkedIn profile.
So, let’s set the record straight about the unique, often underappreciated, and frankly unparalleled skills veterans bring to the workforce.
Leadership That’s Earned, Not Theorized
Veterans don’t just learn about leadership in a cozy classroom while sipping overpriced coffee. They live it. They’ve managed teams in situations where “failure” isn’t an option—it’s a catastrophic consequence. Think about it:
- They’ve led diverse groups of individuals, often in highly stressful and unpredictable environments.
- They’ve developed solutions with limited resources (translation: they can handle your outdated CRM software).
- They’ve mastered the art of communication, whether motivating a team or giving direct, actionable feedback.
Hiring managers say they want leaders, but then overlook veterans because they don’t have “corporate experience.” Here’s a wake-up call: leadership doesn’t come with a cubicle.
Discipline That Drives Results
You know what doesn’t faze a veteran? Deadlines. Why? Because they’ve been meeting deadlines with life-or-death stakes.
- Veterans thrive in structured environments where accountability is key.
- They don’t just follow processes—they improve them.
- Their time management skills are unmatched (because punctuality isn’t optional when the stakes are high).
If you’ve ever heard someone say, “We need someone who can hit the ground running,” you’ve just described a veteran.
Adaptability: The Superpower Employers Overlook
Military life is the ultimate adaptability boot camp. Veterans learn to pivot quickly, whether it’s adjusting to new roles, locations, or missions. They don’t just “go with the flow”; they navigate it, steer it, and sometimes redefine it.
- Unclear job scope? They’ll define it.
- A team that needs direction? They’ll lead it.
Employers often complain about a lack of candidates who can “handle change.” Here’s the irony: they’re ignoring the very people who’ve made careers out of thriving in change.
Why Aren’t Employers Lining Up?
So why isn’t every company beating down the doors of veteran talent? A few reasons:
- They Don’t Understand the Value: Many employers focus on industry-specific experience while overlooking transferable skills.
- Stereotypes: The myth that veterans can’t adapt to civilian workplaces still lingers.
- Military Jargon: A poorly translated resume can mean the difference between landing an interview and getting ghosted.
How Employers Can Get It Right
If employers want to harness the value veterans bring, they need to change their approach:
- Focus on Skills, Not Titles: A platoon leader is essentially a project manager. Learn to make those connections.
- Educate Your Teams: Train HR and hiring managers to understand military backgrounds.
- Leverage Platforms Like Major Talent: Shameless plug alert—Major Talent specializes in translating military experience into civilian job qualifications.
Final Thoughts
Veterans bring leadership, discipline, and adaptability—qualities that every employer claims they need. Yet many fail to see the potential in a candidate who has proven they can handle far more than a quarterly sales goal.
The next time an employer complains about the “talent shortage,” maybe they should look toward the people who’ve already led, adapted, and delivered results under the toughest circumstances imaginable.
And hey, if you’re not ready to see the value in hiring veterans – enjoy watching your competition soar with the best hires you missed out on. There’s that hard pill to swallow.
