When Dr. Maureen F. Linton’s friend retired from the US Navy, he faced a dilemma.
“He was rapidly discharged and directed to write his resume in order to get a job,” Linton explains. “The trouble was, having entered the Navy at age 18, he had zero experience in resume writing, even after building a superior career as a Navy SEAL.”
As a result, Linton’s friend struggled for some time before landing his first civilian job. Linton felt there had to be a better way — and that’s why she became a professional recruiter with the help of the Recruiter.com Certification Program, an online training portal designed to teach anyone, anywhere how to succeed as a recruiter.
“After hearing of this ex-Navy SEAL’s struggles, I was inspired to get certified as a recruiter,” Linton says. “I hope that one day I will get the opportunity to prepare and recruit veterans to successfully make the transition to the civilian workforce.”
How Recruiters Can Better Serve Veterans
More than half of veterans struggle to find work in their desired fields after leaving the military, according to a 2018 survey from the marketing firm Edelman. In part, that’s because many of them run into the same kinds of challenges Linton’s friend ran into. The civilian workforce operates according to a different set of norms than the military, and it can be daunting for retired service members to learn the ropes, especially when competing against other job seekers who have spent more time in the civilian world.
Employers themselves often contribute to the challenges veterans face. Many civilian companies don’t quite understand how to engage with veterans or how to translate their military skills into a civilian context.
Linton, who helps job seekers of all kinds find jobs they’ll love through her staffing and recruiting firm UCA Consulting, LLC, believes there is a lot a recruiter can do to help service members make a smoother transition into the civilian workforce. It all starts with understanding military occupational speciality (MOS) codes.
MOS codes identify specific jobs a person can hold in the military. By understanding how these codes work, Linton says, recruiters can “verify which areas would be best suited for a veteran’s transition to a civilian career.”
Going beyond that, Linton also advocates that “recruiters should be willing to be mentors and let veterans know of their willingness to help them reassimilate into civilian life.” That may mean helping veterans find additional training or brainstorming ways to recontextualize their military jobs in civilian terms.
“When a soldier … faces the challenges of integration to civilian life, it is the duty of the recruiter with the right strategy to get [them] the job [they] need,” Linton says. “This is important, as veterans add value to organizations, and many have specialized training they received while in the service. Invariably, they are able to transfer the skills learned within their military training to the civilian workforce — including leadership, development of subordinates, and project management — when they are successfully mentored by the right recruiters.” Read more here…