Congratulations on Your Military Service… Now Here Are 9 Reasons Why I Won’t Hire You

Why I Wont Hire You Congratulations on Your Military Service… Now Here Are 9 Reasons Why I Won’t Hire YouSo, you’ve decided to hang up the uniform after years of distinguished service to our great nation. You’ve attended a few transition classes and have your interview suit and shiny new resume as you make the leap into the civilian world.

You feel confident, because you’ve seen your colleagues leave the uniform on Friday and come to work the following Monday in a suit and tie making twice as much salary. You storm the job boards and job fairs. Never mind that although you’ve drafted a plan of action and milestones (POA&M) for every significant evolution of your military career, some of you have invested the least amount of time and effort into your own transition POA&M.

Those of us in the hiring and recruiting business know firsthand that not all veterans are created equal, and, sometimes, it’s a great business decision to hire a military professional into our companies. Often, though, many don’t. Why? Because you’re just not the right fit. A more impressive candidate captured our attention, or maybe, through no fault of your own, we found someone internally or received a referral from one of our own employees.

The irony is that many veterans and servicemembers have the skills and experience to make the cut, or even get the second interview, but blow it. As a military candidate recruiter, I see consistent themes in why military professionals don’t get the job. Many may blame the new Transition GPS, their branch of service’s career center or even the employers themselves, but here are the top real reasons why you’ll never get hired:


1. You Can’t (or Won’t) Accept That You’re Starting Over

Let’s suppose that immediately after graduating from college or high school, I went to work for one of the well-known defense contractors. During the course of my 20+ year career at that company, I was very successful and promoted to the position of Program Manager, frequently working with the military. However, I’m now at that point in my career where there isn’t any opportunity for further advancement, or I’m simply weary of the industry.

I’m now in my late 30s or early 40s and decide it’s time to leave the company to pursue a different career. I’ve worked with the military my entire adult life, so I decide I want to join its ranks. Because of my previous experience with managing multimillion dollar budgets and hundreds of personnel, I feel I’m the equivalent of a Commanding Officer or Senior Enlisted Leader. When I talk to a recruiter about my level of entry, what would they tell me?

The cold dose of reality is that despite all of my experience, I’d have no idea what the organizational culture is like in the military. I’d be set up for failure if someone allowed me to don the collar devices and step into a command position. On day one, something as basic as sending an email to a flag officer could go very sour very quickly. This is because even though I may have transferable skill sets, I lack the knowledge of industry norms and protocol experience to succeed.

A senior military professional transitioning into the private sector faces the same dynamic. The transition is a bit easier within the Department of Defense and Federal arenas, but you’re starting anew. It’s imperative that you understand this. As a result, you should seek ways to learn the organizational structures of potential employers many months before you’ll be entering the job market.

Just as I would have been far better informed had I spoken to a military recruiter before I left my civilian job, so should you be similarly informed before entering your last year of service. Use recruiters, headhunters, employment counselors, hiring managers, etc. to gain intelligence and information so you can be pragmatic in your expectations and planning. Also, getting a mentor who has successfully navigated into the private or government sector and is also a veteran will provide invaluable insight from a perspective you’ll be able to relate to.


2. You Believe You’re Unique (Just Like Every Other Transitioning Person That Day)

Each and every day, 200 to 300 servicemembers exit the military. This number will only increase as the nation’s wars come to an end and forces continue to draw down. In 2012, an average of 470,000 resumes were posted on Monster each week. Essentially, for every job opening in the U.S., there are roughly 187 qualified and unqualified job applicants.

This is the challenge you face in relying on job boards as your sole method of getting a job. I suggest you think of hitting the “apply” button as being similar to walking down to the local convenience store and buying a lottery ticket, then deciding to not do anything else (or continue buying lottery tickets) until they call your number.

Are job boards still relevant? Yes. However, it’s best to post your resume to a niche job board that aligns with your background or industry — and make sure your resume is targeted specifically for the jobs you apply to.


3. Your Resume Is Longer Than the CEO of Our Company’s (or Shorter Than a Recent College Graduate’s)

A long resume doesn’t impress me at all. Even worse, a resume that has neither definition nor clarity is guaranteed to be placed in the trash. I’m probably going to look at it for six seconds, tops.

Your resume should be a windshield document. That is, it should reflect the positions you’re going towards. (Click here to tweet this thought.) It shouldn’t be a rearview mirror which simply lists all of the duties you performed. It should contain keywords, which websites such as wordle and tagcrowd can help you identify in both job announcements and your resume. This is because your resume will most likely be filtered by Applicant Tracking Software before it even gets to a human resources screener.

And, while I appreciate that you volunteered to clean up a highway or had some collateral duties in addition to your main assignments, I’m looking for candidates who have years of matching relevant experience, the right job titles and are in the same industry. Most importantly, I’m not looking for a “jack of all trades”; if I were, the job posting would have said so.

How do you craft a resume that’s forward-looking? Find about 15 to 20 job announcements that match up with your ideal target job title. Incorporate their language into your resume and make it contextual by inserting your metrics. Review each bullet point you’ve chosen to use by asking yourself if it demonstrates a problem you solved or action you took and the results that were accomplished. The actual length of your resume? It depends on your audience. Seek out current or former employees at the companies you’ve identified in your target list and ask them what their company’s preference is.


4. You Didn’t Proofread Your Resume

I would be a millionaire if I got 10 bucks for every time I come across a candidate who’s an “experienced manger.” There isn’t any substitute for attention to detail here. Don’t trust spellcheck, and don’t rely solely on your own review. Have your resume reviewed and critiqued free of charge by as many eyes as possible. The trained professionals at your Fleet and Family Support Centers, Army ACAP, and Airman & Family Readiness Centers are the best resource to catch those mistakes before I do.

After getting your resume reviewed for spelling and substance, take it to the local university’s English department and have it critiqued for proper grammar. Seem a bit excessive? Well, if I see misspellings and poor grammar on your resume, what will I expect from you if I need you to communicate with my clients?


5. You Don’t Have a LinkedIn Profile (Or, Even Worse, It’s Not Complete)

In a 2012 JobVite survey, 89% of hiring decision-makers and recruiters reported using social media sites such as LinkedIn to find their candidates. If this is the case, shouldn’t you have a profile already?

Your knowledge of managing your online presence lets me know how proficient you are in using technology to communicate. It also allows me to see your skills, even if they’re nascent. If you have an incomplete profile, it may communicate that you might also expect me to complete your work for you.

Take the time and get your LinkedIn profile set up right. There are lots of places and resources available online to get help at no cost, so there isn’t any excuse for not having one. Additionally, a complete LinkedIn profile allows you to take advantage of LinkedIn Labs’ Resume Builder to automatically generate 11 different resume styles based on your LinkedIn profile. Talk about a time saver!


6. You Think Social Media Is For Kids or Sharing War Stories

If you think social media is a huge waste of time and doesn’t offer real value, watch this video.

The reality is that two out of three job seekers will get their next job using social media. What does that mean to you? It translates to lesser-qualified people using technology to their advantage to get hired. They know how to use each of the social networking sites to the maximum extent in their transition action plans. If you think Twitter is of little use to a job seeker or professional, your competition will be happy to land the job you want because they’re using it and you aren’t.


7. You Didn’t Prepare For The Interview

During the course of your military career, you’ve conducted countless boards and interviews. It seems to make sense that you should have no problem interviewing. After all, you did pretty well in your transition class mock interviews, didn’t you?

Wrong approach. I’ve seen instances where the most junior servicemember outperformed a much more seasoned military leader because of one simple strategy: practice, practice, practice. Practice with someone who regularly hires or who has hired people at your level recently.

Why do you need to practice? Because you need to be able to be conversational, convey energy and yet let me know you’re aware of what my business is, who my competitors are and even who I am. Did you go to the company’s website to see if we have a Facebook, LinkedIn or Twitter page? Did we make the news recently? Google News is a great way to find this out.

I want you to distinguish yourself from the regular job seeker. I want to know you’re as passionate about my company and what we do as I am, not just out to get a paycheck and benefits. Make sure you have a set of questions that I haven’t heard before, and when we’re about to finish the interview, ask for the job. Don’t worry; I’m not going to be offended, because I want to see that fire in your belly. Just don’t overdo it by saying something presumptuous such as, “So… when do I start?”


8. You Wrote a Thank You Note (But Only to Say Thank You)

Sending a thank you note is something that sets you apart from the competitors also vying for this position. And while it’s appreciated and infinitely better than sending nothing at all, don’t just send the note to say thank you; use it to tell me how much passion you have for my company and the job. Remind me of those things that excited you during our interview and, if there were any areas you looked vulnerable in, ease my concerns.


9. You Don’t Know What You Want to Do

When asked what you want to do, the worst possible answer you can give is, “I don’t know” or “anything.” You have to be able say specifically what types of positions you’re interested in and how you can add value to them. If you don’t, you’re essentially saying, “Invest lots of time and money in me, and maybe it will help me figure out if I want to do something else.”

If you have no clue where to start, start by looking at colleagues with backgrounds similar to yours who have recently transitioned. Which industries are they in? What companies are they working for? Where are they living? What job titles do they have now? The LinkedIn Labs Veterans App is a great tool to help with this. Be sure to check it out. Start volunteering to gain professional experience and seek out internships long before you sign your DD214.

Employers want to feel secure in knowing that you’ll last and that they can depend on you in your new work environment. Doing an internship or volunteering will help both the employer and you determine if a position is a good fit. Additionally, due to the flood of resumes that come in for each job posting, applicants who have volunteered or performed internships will stand out well ahead of the others.

Military professionals, especially senior ones, have a lot to offer our country when they hang up the uniform. The President and American companies are working hard to ensure that servicemembers and veterans have well-paying jobs with opportunities to advance. However, no one is ever guaranteed a job, and the more senior you are, the more challenging the transition can be in terms of education, credentials, certification and relevant industry experience required. Having a powerful network is essential and can open doors for you. That said, your comrades, friends and family can generally get you to the door, but it remains up to you to be fully prepared when the door is opened.

Eager to hear your thoughts — please share them in the comments!

Image: Flickr

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  • @RBullentin

    Congratulations on Your Military Service… Now Here Are 9 Reasons Why I Won’t Hire You via @CareerAttract

  • @CF_Coach_Jason

    Congratulations on Your Military Service… Now Here Are 9 Reasons Why I Won’t Hire You via @CareerAttract

  • Jay

    Personally, I think you are vague and full of crap. Everyone has a different situation and have to adjust their goals based on current pending issues. My goal is to make money and I don’t care how I earn it. I see lots of wealthy people who made good money in the military. I went in with my education (MS/BS) and other skills in Lean Management. Quite frankly I made the easiest money while serving as an Officer. It is politics and at the end of the day, I had more liquid cash than people with flashy titles and their “house” or as they like to say “I am homeowner”. Please!

  • travis

    This is a great article for common sense thinking but falls short on a few points.

    Retired military personnel transitioning to a commercial entity to learn something new will take advantage of any opportunity presented to them (if they desire it). However, your point on social media misses lots in translation…perhaps your business model does require social media to make money…we get that, but on the other side of this social media is a distraction to personnel’s performance. I think my staff plays on social media 4 hours out of their 8 hour day…yes (my fault), but in numerous government positions we have over inflated our mission requirements (not my fault–it’s what I’m given) which generates downtime that turns into unproductive time even if you have tons of training opportunities on standby to keep them busy. With everyone having smartphones…you can’t help but be distracted by them–I’m all for banning them in the workplace–unless they are company phones strictly for business use.

    As for the #2 comment of being over confident, perhaps you have had a perception from a few military personnel that we are too over confident…this may have some truth. Just to disagree a little, lets throw out some examples of why we have confidence:
    Things you don’t have to tell a senior/seasoned military person…
    1) How to operate a computer
    2) What is a due date–never have to handhold us through a task–we figure it out on our own with little assistance–or know how to ask the right people for assistance vice coddling in our cubicles like a typical graduate student waiting for you to come along to ask how’s it going?
    3) Dress, customs/courtesy around your clients, appearance & respect…ideals you don’t get from college grads…they understand the basics, but again while talking with you have their cell phone on during interview receiving text…you’ll get these goof-ups on young transition military, but senior people–VERY unlikely!
    3a) Yes…likely, we have led more people than your CEO, but we respect you are the boss and is why if sign us on your team, we’ll take you further than another
    3b) So yes, I would air on the side of a little confidence as long as I respected your position and you respected mine as a seasoned professional…but in this block you sound like you have an inferiority complex when we’re comparing resumes. We don’t!

    The military has given us a lot and if chosen to be part of your team, we don’t want to be disrespected with salaries or expectations from you provided a young 20 something. We want to challenged, be integral in your system/team on the 1st day, we deliver, and I can’t say that about younger professionals/college grads…and yes we have experience in this as well; we get young professionals/college kids (civilians & military)–all may not go to Stanford or Harvard, but come with growing pains
    This is why I’ve made this statement and disagree with your comment of over confidence–there is a reason we come across this way–ITS NOT DISRESPECT we EARNED IT.

    • Bravo Zulu

      In addition to your commenst – and I agree by the way – I wonder how many Steve Jobs or Bill Gates have not been hired because someone thought that that a spelling error or a misplaced comma was earth shattering?

      I can not imagine even one person who has NEVER made an error. Even if that paper was proof read by multiple people – it does happen!

      Catch my intentional spelling error?

      Did it REALLY make a difference in how you read this?

      But what the heck – toss that resume in the garbage – after all the low life that sent it in obviously did not care enough to proof read it and have several others do the same thing.

      Or did he?

      The arrogance of HR – makes me think of them as human resistance and not human resources.

  • Curently

    Now Here Are 9 Reasons Why I Won’t Hire You, Sultan Camp explains why transitioners sometimes struggle when making the leap from milit google

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  • John Smith

    This article is a bunch of shit. Why don’t you go and serve your country and know what it feels like to be in that type of situation. You fucking people have no idea what we go through for your freedoms that you enjoy everyday.

    • Al G

      I’m pretty sure the person who wrote this is a military vet. It says it at the bottom. I do agree, however, that it can be quite frustrating as a veteran job-seeker; sometimes it feels like your experience means nothing at all…

    • FormerGreenBeret

      I retired three+ years ago, and I think these statements can help some people get focused, if they don’t apply to you so be it. Looks like he should have added another reason vets don’t get hired, and that reason is, as your post implies, some don’t have an open mind and think everyone should be obligated to feel sorry for them and give them handouts; a perspective that personally embarrasses me. You also might want to clean up your vocabulary.

  • Noneof yourbiz

    ah, the lovely asshole hiring manager on a power trip genre. Tragic to see it directed at *veterans*, of all people.

  • Dave

    Great article. I don’t know about the rest of you, but after 22 years in the military, I have no idea what to expect after retirement. Articles like thus are a grea way to find out about pitfalls of the job search process without the pain of first hand experience. Thank you Mr. Camp, and thanks for your service.

  • carleton


    This article was hit the nail on the head. When you transition, unless you worked in finance, construction, etc. With a directly transferable skill set, that can be applied the very next day. You are starting over. It was a little hard for me to swallow early this year, but I know with 3 yes exp. It double because of my military exp. Just eat a little humble pie and it will pay off in the end with the right company and the right attitude. You should also use your network. Others left before you and they should be willing to reach out a helping hand. An employee referral is a valuable tool in finding your next job.

  • Mike B

    I agree that these 9 reasons apply to some but not all. Having made the transition myself, it was up the list of most challenging things I’ve done. I think that some service members are unprepared simply because they don’t know how to prepare. There is no FM on going into the civilian business world. While the Army has ACAP and many other programs to help, it’s very easy for someone to really have no idea what they want to do and more importantly, how to go about it. Most companies I interviewed with on terminal leave could care less about teaching me about their business, they wanted somebody that already had leadership experience, since that is what really takes time to develop.

  • Danny

    After serving in the Air Force for 21 years and have 3 associates degrees, a bachelors degree, currently working on my MBA at Rutgers University and have 17 years of managing people and programs…..why should I start at the bottom? The problem appears to be with HR departments and hiring managers with the mentality that management in the military and in the civilian sector are two different things. I have managed more people than most senior executives in the civilian sector…..because I am not wearing the uniform any longer does not make my management and leadership skills rendered ineffective. I have been retired for a year now and have been on numerous interviews….I believe I am not being hired because the hiring managers (the people I will be working for) are intimidated by the experience level I bring and they feel threatened. I have considered dumbing down my resume and not speaking about my accomplishments during interviews because I have not been hired. I prepare and interview very well, but I am not being hired and that is the only thing I can think as to why. Hiring managers either are afraid of hiring an experienced manager who brings something to the table or they do not realize how valuable military people can be and minimize the experience they bring stating the civilian sector is different than the military. After reading your article, I find it very demeaning and you come across as an arrogant jerk. After dealing with many people in civilian jobs to include the federal government and how lazy many of them are….I scratch my head and ask myself how they ever got hired……and I have the feeling you are one of those……you probably were worthless when you served and were more of problem for your supervisor and you bitched and complained about everything that happened and got out at the first chance you had….you got a job because your buddy or frat brother got you in. I would like to see your numbers as a recruiter…..I bet they are not that great because if you talk to people like this as motivation….I do not see you doing that well. I was a very successful recruiter for 11 years for the Air Force and finished my career as a senior leader in recruiting service. If you have any kind of integrity you will respond to my comment, if not, my assumptions were correct……worthless, arrogant, jerk. I would never work for you……not even if you paid me a million dollars.

    • Jay

      It would seem to me sir, that this article was written specifically to help people just like you. Yet, you attack the author pretty personally, questioning his service, and his ability to do his current job. Perhaps if you’d stop patting yourself on the back for how amazing your service was and focused on numbers one and two, you would land a good job that allowed you to prove your experience is relevant and gain the promotion to upper management you so obviously crave. The idea that you are such an amazing candidate that you intimidate all hiring manners, and that’s why you don’t have a job, is profoundly arrogant. And by the way, from somebody who has managed in the military, and now private sector, I can assure you they are quite different. Good luck to you though.

      • Danny

        Last I checked through all of the management training, experience, and formal education in Management and Human Resource Management I have….. there were not two different sets of principles taught, one for military and one for the civilian sector. Management principles taught in academics apply to both sectors. Taking the role of a leader and/or a manager requires the same skill set and the application of the same management principles no matter what set of clothes you put on in the morning…..what you are saying is that a senior leader in the military who managed a 140 person shop of mechanics or 68 recruiters daily in a traditional business environment is not capable of taking on a management position in the civilian sector and that is not true. Yes, every organization is different that is obvious, but the management of people is not. No matter what job a person takes on, there is going to be a learning curve even if the person is making a lateral move to another company holding the same position because every company conducts daily business different….that does not mean that a person needs to start at the bottom as if he or she was 20 years old and has never held a job, that is insulting and for you, as a veteran, to discount 20+ years of work is just sad. That is why the unemployment rate of veterans is where it is because of mentalities just like yours and others. Yes, there are veterans who do nothing to prepare themselves for the transition. They do not further their education and do nothing to better themselves while they are in the military. However, there are many that do and spent the last 10 years of their military career raising families while they were completing their education..sacrificing all of their spare time to ensure they are taking the right steps to be successful….then they walk into the civilian sector and all of a sudden all the work they did is a waste because the civilian sector has a mentality that our skills “are ok” but they don’t match what we are looking for……….military members have always been viewed as second class citizens why should I have expected that to change over my years of service…it is the mentality that our skills are different in the civilian sector that prevents people from getting jobs. No acknowledgement is given for military experience by hiring managers. Being a veteran yourself I would think you would like to see other vets make the transition….and I find myself going back to my original thought I have dealt with many young people during their first and second term of service who all they did is complain about how much they hated the military and they were getting out as soon as they could, but then they did not have a problem taking advantage of all of those education benefits after they separated those people are the hiring managers now (yes, you are in this category). It is ok, that is why I served so people can burn the flag and the freedom to speak poorly about military members. I will get a management position shortly in human resource management and I will ensure that qualified vets get a fair shot and weed out the people in the organization who feel that vets do not have the required skills….of course you and I know that when I let them go it would need to be linked to job performance and I see some very poor performance by people who claim they are better qualified than the vets applying to those same positions. To see you, as a vet, talking down to a former military member that has served from the time I was 21 years old and I am now 43….its just sad…..I am the guy who spent the last 11 years of my career preparing for my retirement date. I don’t want to be a CEO of a company, I just want a normal job and be valued for the experience I bring to the organization and I should not be reduced to working at Arby’s (which is where I worked before I went into the military) after I have taken the proper steps to get my education and have 21 years of work experience to go with it. I’m not saying I am the most qualified candidate on the face of the earth, but I am just as qualified as any other candidate applying for the same jobs I am applying for…. I’m done wasting my time with you………you did not even deserve my time with this comment, but I just could not resist.

        • esteban

          Danny, you haven’t a clue what you are talking about. First you personally insult the author, then whine about how great you are and attribute this obvious greatness to why you aren’t being hired. Someone who has BTDT comes along and offers you some advice and you then attack HIM and his service, once again claiming yours is to be exalted. And I think you were an air force recruiter and shop mechanic, from what I could understand in your poorly written, rambling screed. If that is the case, you where barely in the military, I don’t care how many years you served or how many wingnuts where on your sleeve.
          You then moved on to the fictional “management position in human resources” you seem to imagine is waiting for you, and how you will not only hire veterans, but also weed out non-veterans that don’t think like you do. Here’s a question for you: what role in “HR management” are you expecting? Are you going to be a recruiter, perhaps, to help facilitate the hiring of real veterans? Or a generalist, where you might have a hand in conducting exit interviews of employees, but will certainly have no ability to “weed out” employees who don’t think like you do. You claim all this education, including being an MBA candidate at Rutgers, but haven’t the slightest clue how a simple business function like a human resources department functions. I think we all know why you are unemployed. Good luck at McDonald’s.