Don't Let the Military Jargon Stop You

US Bank, Target Corporation, and UnitedHealth Group are just a few of the many US organizations that prioritize hiring veterans as part of their recruitment practices. They don’t do it just to be good corporate citizens. These organizations understand the value that veterans bring to a business. “From day one, these candidates were taught on the job how to maximize resources, how to work with folks with all kinds of backgrounds, and how to commit themselves to a job until it is done, even under terrible conditions,” says Jim Finley, director of veterans employment programs for the Minnesota Department of Employment and Economic Development. But these leadership and teamwork skill sets don’t always translate well in a job interview. Most military folks are taught to cut to the quick in conversations, and to focus on team versus individual accomplishments, which can come across as ridged and intimidating, Finley says. “That doesn’t always translate well in an interview.” Finley’s organization works with veterans and the organizations trying to hire them to help bridge the communication gap that often crops up between veterans and recruiters. He offers these tips on how to avoid communication conflicts when interviewing vets, and how recruiters can make sure they have a clear picture of the value that veteran candidates bring to the table.

1. If you have a vet on-staff, have them join the interview. An experienced vet can act as a go-between for the vet and interviewer, asking clarifying questions and translating military jargon – ie “how does ‘sergeant first class’ translate to civilian terms? After the interviews, they can help put the candidate’s experience into a business context so the interviewer understands whether they are right for the job.

2. Translate the job in military terms. To figure out ahead of time who might be a good fit for a certain role, visit the Department of Labor’s Career One Stop website. Along with advice for companies looking to hire veterans, the site offers a military-to-civilian translator that translates military skills and experience to civilian occupations; and a civilian-to-military translator that allows recruiters to align civilian job titles with military experience.
3. Encourage candidates to ask follow-up questions. Service people are accustomed to being self-sufficient so they may not proactively ask for clarification, even if they aren’t sure what you want. Taking a moment to ask if they have additional questions can break down this barrier.
4. Ask clarifying questions yourself. If a vet is using jargon you are unfamiliar with, or sharing an experience in response to a behavioral question that is confusing, stop and ask for an explanation. This will give them a chance to put their experience into a context you understand.
5. Participate in veteran networking events. Many veteran organizations offer networking events where companies and recruiters are invited to give presentations. This is a great opportunity for a company to let the veteran community know they are “vet friendly” and to connect with talented workers. To find a group in your area, check out Career One Stop’s American Job Centers (or AJCs).
6. Consider on the job communication training. A lot of vets make the transition to the civilian world with little trouble, though others can struggle to fit their military experience into a more casual workplace environment. If that’s the case, a little coaching, mentoring or communication training can help them settle in.

This may all seem like a lot of effort to help veteran candidates meet your hiring needs but it’s worth it. “Veterans are leaders, and team players, and problem solvers. Finley says. “It may take a little bit for them to make the transition to a civilian workplace, but they make great hires in the end.”