Author: Anthony Garcia (page 1 of 2)

Soldier to Civilian: Networking as a Veteran

When I left the military in 2007, my next move was business school. As a fresh veteran, I knew little about the private sector, let alone business. What I learned one short week after arriving was that networking is everything.

Networking can be unusual and unnatural for soldiers. We do little of it in our military careers. For the most part, our OER and NCOERs (military performance appraisals) speak for our professionalism and experience. The Army and sister branches rely on this system, in my opinion, for these three reasons:

  • Efficiency – The Army is the large organization with an enormous Human Resources challenge.
  • Continuity – If everyone operates under the same grading system, with all soldiers given equal opportunity to succeed (shine), promotions and job assignments should be fair.
  • Community – When we enter the service we’re designated to a career within a specific branch or corps. In short, everyone will eventually know each other or be one degree away from knowing each other before long.

This system is designed to practically eliminate the need to network the way our counterparts do in the private sector. So where does that leave veterans as they transition into the civilian workforce?

My first week of business school was a networking nightmare. Everyone was doing their best to leave strong first impressions while discovering what each other’s past careers were and where future careers were headed. This felt hokey to me and I was reluctant to participate. After a few weeks I made some friends who asked, “why aren’t you attending networking events?” I explained my reasons and they explained why I was making a mistake.

Here’s why networking is everything

I graduated from Cornell in 2009. Since then I have had three jobs. I worked at a New York start-up straight out of school doing business development. After this experience, I moved to San Francisco and landed a job doing operations management with SRI. Finally, in early 2011, I left to begin my first of three businesses for military service members. My third and the one I’m most proud of is Purepost.

Over the past 9 years, what got me work and allowed me to start funding my company was meeting with hundreds of people over coffee, lunch, dinner, drinks, running groups, biking groups, dinner parties… you get the idea. It’s all about networking.

In the private sector, every professional is looking for the next opportunity, even if they say they aren’t. I was in the Army for eight years and never networked to get a job. My father was a Cold War soldier for 21 years and never networked to get a job. It’s because you’re always, technically, in the same organization.

In the private sector people don’t share their performance appraisals when interviewing for a new job with a new company. What they share is a resume and, nowadays, their LinkedIn profile.

I’m not going to tell you how to get over the hokey feeling of networking. You are a veteran or a Soldier, Airman, Marine, or Sailor. You’ve been in tougher situations. What I can provide are some tips to help with the networking process to ease your transition as a veteran entering the private sector:

  • Find a mentor and coach who has made a successful transition from military service to the private sector. No need to re-create the networking wheel — learn from another veterans’ mistakes and successes.
  • Find a mentor and coach who has been in the private sector for their entire career. They can provide just as much guidance and assistance as a veteran. In many cases, their advice may be more valuable as you begin.
  • Prior to leaving service, start translating your military experience to private sector relevance. You’ve accomplished some amazing feats – now you need to translate them. Before you know it, you’re a year way from leaving the military and need that resume and a year of preparation to find your next job.
  • Create a LinkedIn account a year to six months prior to leaving the military. LinkedIn is currently providing a free, one-year subscription for their premium account. The premium account allows you to send messages between other LinkedIn users and gives access to benefits to other features. This is how you get a free premium account: a. Join LinkedIn and complete the profile.
b. Be sure to add your military experience, so LinkedIn can verify you are serving or have served.
c. Join the Veteran Mentor Network and then join the subgroup, “LI Job Seeker Subscription.”
 LinkedIn will later connect you to information on the premium upgrade.
  • Create a 30-second personal pitch. What’s your story?
  • Create a Meetup profile and start searching for groups that interest you in your local education or business community. Meetup will help you meet non-military people who enjoy the same activities and have the same interests as you do. This is a good way to network without feeling like you are ‘actively’ networking.
  • Be courageous and put yourself out there! It’s scary at first and seems uncomfortable, but as with everything else, you will succeed and land yourself the jobs and opportunities you deserve and desire!
Anthony Garcia
Purepost, CEO and Co-Founder

3 Ways To Hire Qualified Vets Faster and Easier

While quickly and cost-efficiently finding qualified veterans to fill your open positions is your goal, it takes particular tools to accomplish. You ideally want to source from the most qualified candidates on an easy-to-use platform that will help you speed up your time to hire and increase ROI with the right hire.

Here, we’ll break down three surefire ways to broaden your knowledge on the veteran hiring front and ensure you’re finding top veteran talent in the most efficient way possible.

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  1. Get on board with job boards.

Posting your open jobs on military job boards is a cost-efficient and easy way to inform veterans that you’re a veteran-friendly employer that is looking to offer them a civilian role relevant to their skillset. Websites like Military.com and HelmetstoHardhats.org are great places to tap into a pool of vets looking for jobs. Furthermore, on most military job boards, posting a job is free of charge.

  1. Tap into transition-ready vets.

Connecting with veterans is one thing; finding more qualified vets is another. You can simplify and speed up your search for the best vets for the job via transition support sites. For example, Workforwarriors.org is a site that takes a personal approach to helping veterans transition into the workforce through dedicated transition assistance and access to veteran-friendly companies hiring. If you’re one of those companies, you’ll be able to tap into a pool of transition-ready vets that are ready and able to dominate your civilian roles. When considering costs and retention, this route simply makes sense.

3.Guarantee ideal fits.

Transition-ready veterans are solid candidates, but if you want to increase efficiency and efficacy of your job placements even more, consider a veteran-talent acquisition platform that provides you a pool of veterans that have been pre-vetted. This means they’re the most qualified veteran candidates out there. Why? Their military experience has been translated by veterans to correlate with the skills and experiences required in your open positions. Not only is their experience easier for you to understand, but you will have access to more qualified candidates that fit your roles. Quickly sourcing from top talent can reduce cost to hire and attrition, which will impress leadership and make your hiring process a whole lot easier.

If you are looking for the best way to hire the highest quality veterans, the Purepost team is more than happy to walk you through our service. Click below to request a call and start finding the best vets!

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Proof That Your Service is Valued In the Workforce

We spend a lot of time talking about connecting and explaining military experience and credentials in ways the civilian world understands. It’s our passion and vision at Purepost. It’s who we are and what we do best. But, it’s important not to miss the amazing rise of veteran awareness, outreach, and connectivity outside of the military community. People are listening. Companies are creating initiatives to hire and place qualified veterans. Communities are rallying together to support the veteran population across the board.

If you are uncertain as to where and how your service and skills are being valued and doubt the workforce is aware of your transition as a veteran into the civilian community, here are 3 ways we see it happening as we work with corporate America in placing veterans into civilian positions.

Veteran Focused Hiring Departments

Human resource and hiring departments throughout corporate America are developing entire teams, programming, and funding focused on veteran hiring initiatives. Company goals and missions are being devised daily with veterans in mind as critical components for success. To see how some of the top companies are doing it best check out the most influential companies hiring veterans.

Veteran Employment Tax Incentives

On December 18, 2015, President Obama signed into law the Protecting Americans from Tax Hikes Act of 2015 (the PATH Act) that extended and modified the Work Opportunity Tax Credit Program and the Empowerment Zones. In summary, it retroactively reauthorized the WOTC program target groups for a five-year period, from December 31, 2014 to December 31, 2019. Unemployed veterans have been identified as one of the target groups umbrelled by this act. To read more, check out the WOTC here.


Veteran Culture Shifts

There have been incredible shifts in company cultures to embrace the veteran community. This goes beyond simply filling positions but also encompasses a duty to cultural competency from the core of the organization. They strive to understanding who they are working with, how to speak with them, knowing their language, what they accept and don’t accept, and how they approach someone that has a different set of experiences than maybe most of the company. As a part of this movement, we can assist companies in better understanding the culture of the veteran community and their place in the civilian workforce through our translation services.

If you’d like to continue receiving valuable advice on how to utilize your unique military skills in the civilian world, subscribe to our blog! We’re here to guide you.

TransUnion is Looking for Talent by MOS/AOC Code

When we first sat down with TransUnion, they explained three things up front:

  1. They want to hire Veterans because they contribute to the bottom line; In other words, they value our talent
  2. They require experienced talent; Something we all have – Officers, NCOs, Junior Officers, and Junior Enlisted
  3. They also know what they’re looking for

Lets look at point 3 – Here is what TransUnion is currently searching for in MOS/AOC speak:

Army

  • Army Cyber Operations – Officer (AOC 17A)
  • Army Cyber Operations Specialist – Enlisted (MOS 17C)
  • Army Cyber Network Defender – Enlisted (MOS 25D)
  • Army Cryptologic Cyberspace Intelligence Collector/Analyst – Warrant Officer (MOS 35Q)
  • Information Protection Technician – Warrant Officer (MOS 255S)
  • Army Information Services Technician – Warrant Officer (MOS 255A)
  • Army Network Management Technician – Warrant Officer (MOS 255N)
  • Army Information Systems Operator/Analyst – Enlisted (MOS 29)
  • Army Operations Research and Systems Analysis (ORSA) – Officer (FA 49)
  • Army Intelligence – Officer AOC (35)
  • Army Finance – Officer (AOC 44)
  • Army Engineer – Officer (AOC 12A)
  • Army Signal – Officer(AOC 25A)
  • Army Acquisition Officer (FA 51)
  • Army Intelligence Analyst – Enlisted (MOS 35F)
  • Army Operations Specialist – Enlisted (All Combat Arms MOS)

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Air Force

  • Air Force Cyber Operations – Officer (AFSC 17SX)
  • Air Force Operations Research Analyst – Officer (AFSC 61AX)
  • Air Force Intelligence – Officer (AFSC 3 Or 4)
  • Air Force Network Operations – Officer (AFSC 17DX)
  • Air Force Acquisition Manager – Officer (63AX)
  • Air Force Intelligence – Officer (AFSC 3 Or 4)
  • Air Force Operations Intelligence – Enlisted (AFSC 1N0X1)
  • Air Force Knowledge Operation Management – Enlisted (AFSC 3D0X1)
  • Air Force Computer Systems Programming – Enlisted (AFSC 3D0X4)

Register With TransUnion

Navy

  • Navy Cyber Warfare Engineer Officer (NEC 184X)
  • Navy Cyber – Warrant Officer (784X)
  • Navy Network Security Vulnerability Technician – Enlisted (NEC 2780)
  • Navy Operation Research – Officer (NEC 3211E)
  • Navy Intelligence – Officer (NEC 183X)
  • Navy Information Systems Technician – Warrant Officer (NEC 782X)

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Marines

  • Marine Corps Cyberspace Officer Officer (MOS 17XX)
  • Marine Corps Cyber – Warrant Officer (MOS 170A)
  • Marine Corps Cyber Technicians – Enlisted (MOS 0689)
  • Marine Corps Operations Research Specialist (MOS 8051)
  • Marine Corps – Officer (MOS 0203)
  • Marine Corps Network Operations and Systems Officer – Officer (MOS 0605)
  • Marine Intelligence Specialist – Enlisted (MOS 0231)
  • Navy Operation Research – Officer (NEC 3211E)
  • Marine Corps Operations Research Specialist (MOS 8051)
  • Marine Corps Tactical Communications Planning and Engineer Officer – Warrant Officer (MOS 0620)

If you fall in one of these MOS or AOC categories and are interested in a potential career with TransUnion, click the button below to get started. If you don’t, I recommend registering anyways! Purepost has partnered with TransUnion to hire Veterans and it just takes 10 mins to create a profile that TransUnion will see immediately.

Register With TransUnion

 

Thanks for your time!

Anthony Garcia, CEO

3 Innovative Ways To Source Top Talent

Your organization is seeking candidates that will positively impact operations, culture, and bottom line. The problem is, pressing demand for skilled talent has made hiring more difficult than ever. As the overall talent pool shrinks, especially for highly specialized skill sets, recruiters have to adapt to these challenges by sourcing outside the box.

When it comes to sourcing the best of the best, business leaders are increasingly understanding the value of hiring veterans. After all, many of the qualities hiring managers look for when sourcing talent — such as leadership, drive, problem solving skills, and integrity — are evident in veteran candidates.

Here, we’ll offer tips on how recruiters can source top talent (which includes veteran talent!) more innovatively and effectively.

Seek Out Students

In order to overcome the challenge of sourcing candidates with highly specialized or technical skill sets, seeking out students is a solid strategy. Recruiters can plan to attend skill aligned certification classes and university courses that are being held locally or in the nearest metropolitan area. You can also establish school partnerships to build up your candidate pipeline and have professionals with real life experience come and speak to students and offer guidance.

Since many higher-education institutions have special programs and initiatives for veteran students seeking degrees after they have completed their time in the service, employers looking to hire veterans should look to colleges and universities.

Connect On a Personal Level

A great way to catch the attention of skilled candidates is to leverage their areas of interest in order to connect. You can search for blogs, vlogs, or other social resources that relate to extracurricular activities listed on candidates’ resumes. In fact, as per CareerBuilder

70% of employers are snooping candidates’ social media profiles

You should also consider reaching out to interest-based organizations or meetups that align with requisitions. There are countless local and national nonprofit organizations dedicated to connecting veterans and employers, so be sure to research the ones that serve your area. Larger government-sponsored resources include the U.S. Department of Veterans Affairs, the Department of Labor’s Veterans’ Employment and Training Service (VETS), and Hiring Our Heroes, which is a U.S. Chamber of Commerce affiliate.

Being able speak with potential candidates, personally, helps to create a more effective pipeline.

Use a Talent Sourcing Tool

Talent sourcing tools can accelerate your recruiting efforts in innovative, and even little-known, ways. Consider using a browser extension like Breezy HR that imports candidates from around the web including directly from LinkedIn. Breezy allows recruiters to post to more than 2,000 job boards and easily manage their candidate pipeline on any device.

You can quickly tap into the right talent for your organization by leveraging a talent acquisition platform. Purepost is a veteran talent acquisition platform that screens candidates via military translation technology. Being able to quickly and accurately translate veteran candidate skills makes the sourcing process a lot easier for recruiters. Knowing exactly which skilled veterans best match your open jobs will amplify your sourcing process and bring more value to your organization — not to mention place veterans in roles they’re best suited for and increase retention.

If you’d like more information about how Purepost can accelerate your hiring process, request a call with a dedicated member of our team!

Implementing a Successful Veteran Hiring Initiative That Attracts Top Talent

As companies continually seek talent that contributes loyalty, passion, resilience, and commitment to the workforce, they look to veterans.

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The values of the military align with many corporate goals, such as being customer-centric, providing a consultative approach, and focusing on collaboration and teamwork. It’s no wonder the Department of Veterans Affairs estimates that by the year 2023, there will be more than 3.5 million veterans in the civilian job market.

As companies like yours implement veteran hiring initiatives, it’s crucial that you understand how to optimize your efforts in order to ensure success. This means keeping the cost to hire as low as possible, recruiting top talent, improving retention, and increasing your ROI.

In order to quickly and cost-efficiently fill your veteran initiative with the most qualified candidates that will increase ROI, where do you start? The following tips will help you implement a successful veteran hiring initiative that attracts top talent.

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Executive Support

It’s important that you have buy-in from senior management when working to hire qualified veterans. This will allow you to conduct research, create unique programs, form alliances, and build visibility as a veteran-friendly company. Without this support, many initiatives fall short of meeting objectives, or are phased out as interest and enthusiasm become hard to sustain.

Skill Translating Savvy

Reconnaissance, NCO, Brigade… what do these terms mean? The military uses job codes with descriptions of responsibilities and duties — but most veterans do not have the civilian employee background to intuitively know how those codes translate into civilian roles. If you educate yourself on how to translate military skills into civilian roles — that will likely fit your open job descriptions — you’ll not only help vets understand their true capabilities in the workforce, but you’ll tap into a candidate pool that will help you find extremely qualified individuals for your jobs. Why?

Veterans are among the most highly skilled and experienced employees and managers in the U.S. workforce. The jobs within the military are as diverse and varied as in the civilian world. Many veterans have strong leadership and managerial skills because they were given more fiscal and people management responsibility at younger ages than civilian workers. They have been responsible for equipment worth millions of dollars, and for the safety of dozens to hundreds of people. In short, you can hold them accountable.

Transition Coaching

Offer veterans in the market for a civilian job support in their transition. You can educate them on the accepted ways and customs of civilian employment and company culture. Provide them with mentors and coaches — like the guidance they got in the military from higher ranks — who can help them identify the differences and learn to adapt to new expectations. Investing in these hires and showing your commitment to their career will also improve retention.

Want to learn more about where and how to hire the most qualified veterans for the job? Request a call with our team!

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Supporting Your Spouse During a Military Transition

Whether you are crossing off the days on the calendar or wringing your hands in anticipation of the new adventures ahead, the active duty to civilian career transition process can be long and stressful.

As most spouses know, there is really very little official work that can be done on behalf of the soldier in helping them navigate, prepare, finalize paperwork, attend workshops, and take phone calls on the Army side of the house.

So, what can Military Spouses do?

You’ve been by your soldier’s side through it all. You’ve endured and outlasted the many odds against you and you are ready to be just as involved in this military transition process as everything else. But how?

Here are a few ideas to get you started:

  1. Networking – The military spouse community is small, but the connections are wide! Between units, schools, locations, volunteer organizations, and moves, you’ve created an expansive network of connections. In mind of employment and career options, reach out to those you know who’ve already positioned or who used specific services for job placement and resume assistance. A few emails with a, “Hey, we are getting out soon. Any advice or direction?” can go a long way. Sit down together with your spouse and make a list of 10-20 people you can reach out to and reconnect with. Use the strong community ties to your advantage.
  2. Research – Knowledge is power. While most of the transition is out of your control, you can understand and utilize the many venues and services out there catered to the military community. Whether you start by filtering through the various VSOs (Veteran Service Organizations), veteran community organizations, or work to understand the purpose and place of the VA in your retired life, the more clarity and information you have to align with your changing path the better.
  3. Active Listening – Resiliency training and re-integration phases often stress the importance of communication with your spouse. The cycle of stress is real. Mutual support and understanding of each others’ goals, needs, and wants during this phase of life will impact the overall emotional and mental success of the transition. Serious conversations on course of career, relocation, financial changes, and role reversal PRIOR to the transition beginning will assist in an easier roadmap as the transition plays out. But just as active duty life changes with little notice, this experience together will be no different. So stay open, connected, verbal, and also listening to your partner.

If you’re eager to help your spouse gauge how their military experience can be translated into the civilian workforce, click below to quickly create an accurate resume for free!

Tips To Overcome Culture Shock After the Army

cul·ture shock (noun):
the feeling of disorientation experienced by someone who is suddenly subjected to an unfamiliar culture, way of life, or set of attitudes.

The most common hurdles in military transitions are frequently discussed: employment, VA benefits, paperwork, medical out processing, etc. But what other elements of this transition experience exist that aren’t being as openly discussed?

We often tend to keep “culture shock” in strict reference to locational or geographical changes. A deployment to the Middle East warrants culture shock. A duty assignment in Korea warrants culture shock. A redeployment from Iraq back to Fort Bragg after 15 months is an acceptable reason for culture shock. (Even a PCS from Fort Drum to Fort Polk can be deemed worthy of culture shock. If you’ve been to Fort Polk, you’ll get it.)

But what happens when the “shock” isn’t so widely accepted or understood? It quickly changes from a cliché term thrown around in vague description to something deeply personal and conflicting.

If you ask a transitioned soldier what the hardest part of assimilating into a civilian job was, it’s going to be navigating through the unfamiliar culture, daily routines, interactions, attitudes, language, jargon, terminologies, and values of a civilian company. It’s not a simple job transfer. It’s not as easy as “took a new job today.” It’s a deep mental shift from one way of life to another and the more we continue to acknowledge, accept, and discuss this phase of transition, the better off our soldiers, families, and services will be.

A recent independent study on veterans in the workplace from the Burton Blatt Institute and Competitive Edge Services reports that “transition experiences can be complicated by a number of factors: physical and psychological service-related injuries (including PTSD), the lack of an easy way to communicate one’s experience and skills, and the lack of a written rule book on the prevailing unspoken corporate rules. Some reported being misunderstood by co-workers due to differences in one’s manner, expectations, and speech. Others were frustrated by the lack of a clear chain of command and a clear path for advancement. Others described missing the sense of mission and urgency within the military that resulted from knowing that the lives of others might depend on the speed and quality of one’s own work. Some also spoke of missing the camaraderie and bonds fostered by working and living in close quarters and depending on each other in critical, life and death situations. And others described how losing such bonds can create feelings of painful loneliness.”

In short, culture shock.

So how do you assimilate? How do you ease the stress of the cultural transition? In an ideal world, observation, research, and time to adapt would be key. But in a fast moving market, on the job training and job performance are expected immediately leaving little time to ease into the culture of your new career. So as you prepare, here are a few tips to keep in mind:

Knowledge is power. Ask questions. Be bold and clear in your intentions. At any point in the employment seeking process the following set of questions are appropriate to ask:

“Could you explain the chain of command within your company’s structure?”

“How would you describe the daily pace of work here?”

“What are the defining elements of the team culture in this company?”

This short clip will provide you great additional material for conversations with potential employers: Top Ten Interview Questions to Ask an Employer

Stay involved. Staying connected to a community the understands where you’ve been, what you’ve done, where you struggle, where you thrive, and where you are going is life preserving. Even if you relocate and are far removed from a military installation or active military community, still seek out ways to remain connected. Veteran organizations that offer local chapters like Team RWB or Team Rubicon that offer events, get togethers, and physical training outlets are incredible morale boosters, networking, and destressor opportunities. Engaging in LinkedIn or Facebook communities geared towards veteran networking and support also provide real time, interactive platforms to stay engaged. Don’t shut yourself out. Don’t suffer in silence. A community exists to support you, just have seek out and reach out.

Focus on the commonalities. While the finer threads connecting military roles to civilian jobs may not always be strong, the encompassing strategy is the same. There is a job to be done, a team put together the get the job done, and specific parameters and expectations in which the job is to be done. Channel the energy and strong skill set you possess towards positive momentum in your new career.

Set realistic timeframes for adjustments. Two days on the job won’t leave you fully adjusted. The first 4-6 weeks in a new job are often training and information overload. Expect this and plan for it. If anything, veterans are apt to adapt and envelope loads of information under stressful situations, just remember those skills still exist it’s only the stream and source of information that has changed.

A smooth transition out of the military can be difficult, so here are some helpful tips to set yourself up for success in your new endeavors!

Myth vs. Fact: Debunking Veteran Hard and Soft Skills

Today, many corporate leaders are in search of veterans that will bring real value to the workplace. According to a survey report from CareerBuilder, one-third of surveyed employers reported they are actively recruiting veterans over the next year, up from 27 percent in last year’s survey. Estimates are that by the year 2023 there will be 3.5 million military veterans in the U.S. workforce.

While this is an exciting initiative for companies seeking to leverage skilled and talented Veterans in their workplace, it’s also challenging. Many hiring managers and recruiters don’t understand veterans’ experience and the related hard and soft skills — which likely stems back to the myths civilians have about military veterans.

Let’s now discuss some common veteran misconceptions and uncover how hiring managers can strengthen their understanding of the real skills veterans can bring to civilian jobs.

Myth #1: All veterans serve in combat.

Many civilians (and HR professionals) immediately associate all veteran experience with combat — but there are a plethora of jobs in the military that don’t involve combat. According to the Department of Defense, less than 20 percent of service members serve in front-line combat roles.

In fact, military jobs are categorized into more than 7,000 occupational specialty codes, from radio operator to pilot and tower equipment installer to logistician to procurement clerk and mechanic, just to name a few. That adds a laundry list of both hard and soft skills to the mix, and it’s crucial that hiring managers understand vets’ real qualifications and experiences.

Myth #2: Military skills aren’t transferable to civilian jobs.

You’ve undoubtedly heard that hiring veterans is valuable because of their leadership, teamwork, values, resiliency, focus on mission, accomplishments, etc. While this is all true — and will benefit your workplace— veterans also possess many hard skills that directly transfer to jobs in the civilian world.

The over 200,000 veterans transitioning out of military service each year are bringing hard skills to industries such as healthcare, aviation, finance, logistics, and administration. Because of the training they received in their military careers, veterans are qualified to fill roles such as Patient Care Technician, Registered Nurse, Biomedical Technician, and Clinical Manager.

In this case, there is a cost reduction associated with training and skill building, as veterans already have the skills needed to get to work.

Myth #3: All veterans have PTSD.

A lot of people think that all veterans have post-traumatic stress disorder (PTSD), making them “unstable” and “unreliable” in the civilian work setting.

In reality, 8 percent of all Americans suffer from PTSD, and the number of military veterans with PTSD is relatively low when compared to the total number of those who have served. Hiring managers should not generalize veterans and assume right off the bat that they’re unfit for fast paced, and often high stress, civilian positions. In actuality, veteran skills enable success in competitive environments.

Setting the Record Straight

Veteran hard and soft skills can greatly impact organizations that value integrity, commitment, and accountability. Hiring managers should keep in mind that veterans are capable of succeeding in roles where independent thinking and self-motivation are critical. Veterans’ soft skills like determination, adaptability, and leadership allow them to succeed in challenging, competitive civilian roles.

HR professionals can reframe the way they comprehend veteran skillsets by asking as many questions as possible, engaging their colleagues to further their knowledge on military skills, and analyzing their perceptions and beliefs.

Understanding the real value of veterans in the workplace can provide your company a wealth of opportunity. To learn more about how to improve your understanding of veteran skills for a veteran to civilian resume, request a call with a dedicated member of our team.

Spend Less Time on Veteran Resumes and More on Getting Life Situated

Veteran resume writing can be tedious. It can also be expensive if you outsource, upwards to $2,500 for custom written veteran resumes. If you google “tips on preparing a veteran resume” you’ll find thousands of conflicting pieces of advice. If you ask a buddy for help, they’ll more than likely have gone through the same revolving door of resources with little substantial, meaningful outcome. So where is the real start and how do you know the best way to spend the right amount of time on a resume without letting it overshadow the rest of the checklist as you transition from active duty status?

Your veteran resume should be a quick capture of your organizational skills, your preparedness, your experience, and function as your vessel to market yourself. It is an example of your value as an employee to a potential employer and your ability to thrive in any job setting. Sounds easy, right? Truth: It’s hard to explain 5, 10, 15, 30 years of experience in ANY job in a concise, organized manner. Add in the expertise and intensive training and job experiences of soldiers, sailors, or marines and you’ve taken job translation to a whole new level.

SO WHAT’S THE ANSWER?

This sub-standard experience for veteran resumes was the catalyst for Purepost. Our CEO and Co-founder, Anthony Garcia, experienced exactly what most veterans experience: frustration and time suck during a very critical transition period. He had a fellow veteran and his father assist in translating his military service to private sector understanding. He admits he would have been completely lost without their assistance. The process involved digging up old OERs/NCOERs, looking at past assignments, and focused reflection on career experience.

As he reached out and started talking to others transitioning about this experience, he noted that assistance from other warriors who have made the similar transition successfully provides validation that what you did while serving can translate to the private sector. It helps you to understand how you can contribute after service and what possible gaps need to be filled through education and training to be successful. But all of that could be done for service members in a more productive and automated fashion.

Years of behavioral science and skill based translations have fueled Pirepost’s automated resume service. Kickstarting your transition with an automated resume will save you time and resources and ultimately connect you into the network of job opportunities you need to be successful. Spend time on the family transition, the medical paperwork, the interviews and job opportunities. Don’t waste unneeded time on rigorous resume work when the muscle has been done for you.

Begin your translation experience here today – with a Purepost professional profile and free resume.

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