Thank you for your military service — now here are 9 reasons why I won't hire you

What's happens to the service member that does not have an MOS that translates very well or at all in the civilian world? And why do civilian companies assume that NCOs or Mid-grade Officers will be good Managers? If you had a tough time being a leader in the military, it probably won't be any different in the civilian world.

LCDR Wright thank you for posting this article and sparking this discussion. By way of background, I spent 29 years in the public sector and the last 4 years in the private sector in a large global Fortune 100 firm. I too have hired numerous veterans as well as mentored scores of others. In short, I share this article with all I mentor and here’s why. When one transitions, like the military, there is a culture one must adapt just like when we all entered our respective services. The civilian world is no different however there are big differences between the public and private sectors. The public sector is closer to the military but different. My comments below are geared toward the private sector.

I encourage all to read points #1, 3, 4, 5, 7, 8 and 9. I’ll hit these key takeaways. Number 1, this is important. Most people don’t know the difference between a Colonel and a Corporal or a BSM from SSM or an AAM. It is important one tells their story and sell their value. Numbers 3 and 4, there is a difference between a CV and a resume. Most often we as service members provide CVs (listing every class and assignment) versus a simple two page resume. Resumes should hit the high points of the last five years emphasizing leadership, budgeting and people managed. This is actually a test of one’s ability to write clearly and concisely. Number 5, this the digital version of one’s business card. The absence of a profile says a host of negative things about someone such as they’re unprepared, out of touch or even worse a scam/fraud. I know this sounds harsh but one needs to see this from a potential employer. I can’t how many times a client or potential employee has checked my LinkedIn before an initial meeting. I’ll hit 7, 8, and 9 together. Prepare by doing research on the internet and the most beneficial and under used resource, schedule an informational interview. The informational interview is actually a meeting with someone in the field. This allows you to ask questions of someone who can explain their background, duties and qualities they seek in a candidate. The best part there is nothing at risk and a lot to gain (a mentor, resource or a referral later on). Be mindful most large firms have large internal veteran groups who are willing to help and get one prepared if one is open minded. I’ll end here and wish you all the best of luck.

I had all of that done...went for interviews...got called back on two for further interviews...was told by one that I got beat out by another and the other one, the HR manager at the Def Contractor where I applied told me that I had more experience in Program management and new more of the actual job than he did and wouldn't hire me for fear I would take his job...I told them I don't want his job...I have had that responsibility before and wanted to start at ground zero and work up. I worked in industry for a year and I was told not to show up early for work or stay one minute past closing time and that I needed to quit dressing up...it was making everyone else look bad...just not the same work ethic and that took some getting used to.