Currently HR and employers have been looking for a specific criteria to fill positions. I call it "checking the boxes". When resume's come into your system's inbox the hiring formula is spun around and spits out what it considers to be viable candidates. Then they are filtered through HR (if they make it that far to a hiring manager) who unless she/he are prior service has not been trained to make the translation from military experience into the traditional "check the box" skill set.
So with the lack of translation there is no "special value" attached to a military skill set. However, if you dig deeper what you will find that what doesn't quite articulate into the traditional box is exactly what you are looking for in an efficient, productive and loyal employee to augment the organization.
So while veterans may not look "good" on traditional paper or check the boxes it certainly doesn't mean they don't have the experience. A majority of service members have not had the time nor propensity to pay attention to water cooler gossip. They have seen and experienced and shown or driven more team work than most management teams. They have done it while in intensely stressful environments, constantly adapting and overcoming on the fly. They know how to deliver. While in service to their country no matter what their designation, most likely someone's life was or is on the line if they didn't deliver.
How does this translate into a win/win for a veteran and private sector business? Quite simply you are hiring a proven individual who is highly trained to be disciplined, flexible, focused with stamina and loyalty.
They born ready to deliver the results necessary to drive the business.
I have great hope that like Microsoft other private sector employers AND DC will understand the "lost in translation" and begin to embrace transitioning service members who don't fit into the BA, MBA, PHD, internship, Big 4 traditional Resumix algorithm. Where results oriented actually translates into Hooyah!
(Hey CodeforAmerica.org can you help with the algorithm redesign?)
So with the lack of translation there is no "special value" attached to a military skill set. However, if you dig deeper what you will find that what doesn't quite articulate into the traditional box is exactly what you are looking for in an efficient, productive and loyal employee to augment the organization.
So while veterans may not look "good" on traditional paper or check the boxes it certainly doesn't mean they don't have the experience. A majority of service members have not had the time nor propensity to pay attention to water cooler gossip. They have seen and experienced and shown or driven more team work than most management teams. They have done it while in intensely stressful environments, constantly adapting and overcoming on the fly. They know how to deliver. While in service to their country no matter what their designation, most likely someone's life was or is on the line if they didn't deliver.
How does this translate into a win/win for a veteran and private sector business? Quite simply you are hiring a proven individual who is highly trained to be disciplined, flexible, focused with stamina and loyalty.
They born ready to deliver the results necessary to drive the business.
I have great hope that like Microsoft other private sector employers AND DC will understand the "lost in translation" and begin to embrace transitioning service members who don't fit into the BA, MBA, PHD, internship, Big 4 traditional Resumix algorithm. Where results oriented actually translates into Hooyah!
(Hey CodeforAmerica.org can you help with the algorithm redesign?)
No comments:
Post a Comment