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Hiring, Retention, Training

Could your hiring team be contributing to military veteran turnover if they are unable to effectively translate military resumes?

Often times translating a military resume is oversimplified for the purpose of simply making a hire. However, an approach should be taken that looks beyond recruiting, and takes into consideration employee performance and retention in order for an organization to achieve real ROI. 

A common roadblock to effective hiring of military veterans is the inability of hiring teams to effectively match their job requirements to relevant military experience. Many employers who seek to hire military veterans are unable to effectively “decode” the veteran’s resume into a narrative that translates to the private sector. When recruiters and hiring managers struggle to effectively translate military resumes, they become challenged to correctly align a candidate with a job requirement. Further, when a military veteran is hired into a role that is misaligned with their skills and abilities, the likelihood for turnover is significantly increased. Why? According to a study conducted by the Institute for Veterans and Military Families, a clear association was found between job alignment and job tenure with veterans. One of the findings from that study was that 90% of veterans identified the opportunity to use their skills and abilities as the most important aspect of their employment. 

For any organization that looks to be successful in hiring AND retaining veterans, they must take the time to provide the right training and resources to their hiring teams, enabling them to correctly align a military candidate with the right role within the organization. With all the benefits and ROI that veterans bring to an employer, when the employer takes proactive steps to enabled their teams through training, they create a recipe allowing for reciprocal success for them themselves and military veteran candidates, alike. 

Here are a few tips to enable hiring managers and recruiters to more clearly understand military experience found on resumes in order to align a candidate with their position requirements:

Tip #1 – The reality is that not everything a veteran did in the military may directly translate over to your open role, but many things do even if it doesn’t seem that way when you see military experience listed on their resume. Don’t just rule the candidate out if you are simply unsure of their military experience or how it maps to your open position.

Tip #2 – When you see military experience on a candidate’s resume, take a bit more time to thoroughly read the resume. If some of the military wording is unfamiliar to you, see if there are veterans within your organization that can assist in decoding the resume and provide clarity on how they might translate to your position.

Tip #3 – When you come across lingo you are unfamiliar with, take time to research it. Here are a few areas you should spend a little time researching when you see them listed on a military resume:

MOS or Military Occupation – This is the job the individual did. Take time to understand the role, responsibilities, and training they may have received in the role. They may also have received occupational certifications and/or licenses that are accepted in the private sector. 

Rank or Pay Grade – By learning about the rank or pay grade, you will have a better understanding of seniority, experience, and additional skill sets they may have developed.

Billets – This is a position that an individual held while in their occupation, such as a Company Commander or Squad Leader. By taking time to understand the billet you may see listed, you will get a sense of the level of management, accountability, and experience that an individual had.

Military Medals – Not all military awards are earned for combat related action. Many military awards are earned for competency, occupational achievement, and going over and above an individual’s duties. By learning about the awards an individual may have received while in the military, you will have a clearer picture of their track record and successes they had while in the military.

The above serves as simple and high-level guidance that can be easily leveraged by any hiring team to begin approaching military resumes differently. The success of any military hiring program comes down to the ability of the hiring teams to effectively execute. While there are a myriad of best practices and resources that should be considered by employers as they pursue creating effective military hiring strategy, enabling front-line teams to effectively understand and align military talent to an organization’s needs, is critical.

Military Talent Group has developed the most innovative on-demand tools for recruiters and hiring managers looking to quickly decode military resumes and to align military occupations to private sector roles. To learn more, contact us to arrange a demo of our platform and tools.



Research shows that 99% of employers believe that veterans perform their jobs with equal or greater proficiency compared to their non-veteran counterparts.


The US Government has spent a lot of time and money educating and training our military service members so that they can accomplish their missions across the globe. Those missions require technical skills, authentic leadership, physical fitness, effective communications, and the ability to work in a diverse environment. Naturally, military veterans retain those skills when they leave the military, and any employer putting an effort in place to capture this talent is in a very fortunate position. However, without proven practices and the right tools in place, the ability for companies to hire these talented veterans becomes challenged.


The first step in effectively hiring veterans is to understand how their military skills translate to your company and its open roles. While the military does have many military specific occupations, there are over 3,600 jobs in the military that have direct civilian job correlation. The chart below helps to outline the occupations that exist in the military and the number of active duty enlisted and officer personnel that work in those roles. You may be surprised at the number of trained personnel in the military working in occupations similar to roles you have hiring needs for.



An effective and impactful military hiring program requires a strategic effort across your entire firm.  This includes educating all levels of your organization on the value of a veteran, specific training for HR professionals and hiring managers, and incorporating current veteran employees in your hiring efforts.  Whether you are brand new to military hiring or already have a robust program in place, the Military Talent Group platform provides all the necessary education, data, and processes you need.



When it comes to veterans, most companies are working hard to put in place strong hiring strategies. But what happens once those veterans are on board?


Every company has struggled at one time or another with an effective recruiting and retention processes to ensure they hire and keep the best talent available. It should come as no surprise that the impact from losing an employee not only slows down a business, but also comes with a heavy price tag. According to the Society for Human Resources Management, research shows that the total cost associated with turnover can range from 90%-200% of an employee’s annual salary. As it relates to veterans, 68% of employers do not have a retention program in place to serve their veterans. These two facts highlight that without a strong military retention program in place, companies are losing significant money and efficiency in their businesses. Our platform and engaging training videos will help you retain veterans and develop military friendly work environments, which will truly affect your bottom line in a positive way.


There are a myriad of reasons that contribute to workforce attrition. However, understanding the reasons why employees leave a company will provide valuable insight into the gaps that exist in your current retention program. For veterans, some of those reasons are unique to them, and employers need to put an effort into building a retention plan specifically for them. In order to help employers think more seriously about this, a comprehensive study was done to provide insight as to the reason why veterans leave their jobs.



To provide contrast to that data, and to provide further clarity of the issues that veterans face in the workforce, the survey also pulled together data on what reasons would have kept those veterans from leaving their respective jobs.



The top reasons veterans leave include: lack of career development and advancement, low quality of work (not meaningful, unchallenging, tedious, etc.) and because of new employment opportunities. However, the top reasons that would have made them stay include: increased opportunities for career advancement or promotions, increased opportunities for professional development, and increases in compensation and benefits.




Companies, regardless of size, need to put in place a focused and proven practice to better retain their military talent. This requires a concerted effort throughout your company to ensure these programs are specifically focused on the veterans and the challenges they may face in your workforce. The return on your investment is pretty clear – by putting in place a military retention program you increase your bottom line by reducing extremely high turnover costs and increase workforce morale and performance.


So whether you have a program already in place, or now recognize the importance of doing so, the Military Talent Group platform provides all the education, tools, and processes you need to create and enhance a successful military retention program. It is never too late to start, and your efforts will directly increase the quality of life for the veterans at your company as well as their tenure with you.