Prima Donna Military Veteran (Candidate) Stereotypes at Corporate

Lessons from the corporate front. Stereotypes still exist. Even in this age of tolerance, kumbaya and understanding, they’re still embedded in our unconsciousness. This can’t be helped. We’re humans; humans go to work and humans manage and evaluate (judge) other humans. And despite another common stereotype to the contrary, military veterans are not stoic robots; to a fault, very much human.

While the census estimates that there are 18 million veterans in the country, this equates to about 5-7% of the population. And currently, < 1% make up our active and reserve forces. What do we all have in common? Stereotypes and being judged by 93-95% of our fellow citizens. Much comes from the main stream sources including media and journalistic entertainment outlets. But are they true? If it’s on the Internet, they must be.

On a positive note, here are a few that are we are glad to be (mostly) true in the corporate setting:

·       Veterans are punctual

·       Veterans are trainable

·       Veterans are loyal

·       Veterans are resilient

·       Veterans will work until the job is done

On the flip side and as is often the case, all these good faith efforts, selfless actions and countless hours striving for perfection, are easily undone by acts committed by a small few yet echoed around corporate water coolers, breakrooms, internal communication platforms some notorious enough to resonate skyward to the boardrooms. One stereotype we have a difficult challenge debating:

·       Veterans, especially senior enlisted and officers, are prima donnas

Yes, we put it out to the “cloud” universe (Internet) so it must be true. And this particularly damaging stereotype can be a hard one to debunk when our civilian peers experience them during the corporate hiring process. We won’t focus on their “walks on water” fitreps and evals with accompanying awards, citations, bits of colored ribbons (that civilians don’t quite comprehend) or their meticulous accountability of x millions dollars’ worth of equipment to and from various vast wastelands near and afar or the sharing of examples of “job related” accomplishments while on deployment during the interview process. Wait, we thought what happens on deployment stays on deployment. Instead, we will focus on ENTITLEMENT.

Yes, you served. And honorably, thank you. And you most likely achieved far greater ranks than your peers who decided to opt out earlier. Congratulations. That is why you were senior enlisted and/or officer material. You had the wherewithal and foresight to be invaluable enough to your country and remain in the game. And we thank you. But please, don’t reinforce this prima donna stereotype as it reflects on ALL of us.

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RHIP (Rank Has Its Privileges) and unless you are going to work for another paramilitary organization or defense contractor or an entity requiring your merc skills in the name of good versus evil, accept the fact that people are going to call you by your first name. No, we won’t call you Chief or Gunny (although against HR’s better judgement it does sound cool having a Gunny on the team). And please don’t expect us to continue with the Ma’ams and Sirs and we certainly don’t expect the same in return. When you retire your shadow box and/or plaque(s) to the mantel of your s/he cave, retire your rank along with it.

First, it all starts with being approachable. Warm, engaging, friendly, SMILING…be approachable. On paper too. And most definitely also applies to your professional photos and profiles. No “command scowl” just to prove what a badass you were/are. We get it. In fact, to the average civilian all of us that served were/are badasses, even pogues have that distinction. Who’s going really going to do a reference check to determine your badassness?

So being approachable as well as having a smiling exterior may take some practice. And are necessary. Who wants to work with a scowling, unapproachable badass anyway? More importantly, who wants to interview them in the first place? If you aren’t invited to interview, you’re simply not going to get the opportunity to display your warm, charming personality and compete for the job. You’re just not.

Next, leave your non-relevant achievements that have nothing to do with the job (description) off the table. Not saying that they are not important or to diminish any of your outstanding accomplishments but stick to being relevant to the job. AND if it happened more than 10 years ago and again not relevant to the role, don’t even list them on your resume and don’t keep them as personal stories for the interviews. Did we mention be RELEVANT yet?

There once was a Gunnery Sergeant. He applied to a fortune technical company. His resume was 3-4 pages long. Why? He documented his entire career (and this was his abridged version) that started with “Platoon Distinguished Honor Grad, Bootcamp Class xyz” as his list of accomplishments. When we attempted to coach Gunny and advised him to condense his resume further, he chose to keep the Honor Grad recognition. His reason, “Well, I want them to know that my track record of excellence has been consistent my entire military career starting at bootcamp.” Ok Gunny, if it means that much to you…you forgot to include that you were varsity captain in high school. After all, it happened in the same year! Lesson learned: Keep everything relevant to the role and focus only on the past 10 years of employment history (and relevant accomplishments). Did we mention RELEVANT yet?

There once was a Limited Duty Officer. A “Mustang” as he proudly referred to himself. Scene is a corporate lobby, prior to a job interview. LDO seemed annoyed when the young receptionist asked him to fill out a simple form. The same routine the receptionist asked of hundreds of candidates interviewing at this organization. Nonetheless, he snatched the clipboard and even though he brought his nice leather portfolio with him (assuming enclosed was a matching executive pen), pointed out to the receptionist that she didn’t give him a pen to fill out the form; not noticing there was a bin full of pens (as well as breath mints) on the same counter available for the taking. Finding a seat, he filled out the sheet then returned to the front desk literally dropping the clipboard. Brow still furled, he returned to his seat. He seemed to be even more bothered to be kept waiting, constantly looking at his watch. No smile, no engagement, little if any eye contact with anyone. It was if the receptionist wasn’t even present, like she didn’t matter to his success. Finally, the big glass doors parted and the angelic recruiter emerged. LDO’s brow unfurled, smile suddenly appeared as if on cue, a warm and engaging LDO came to life. They shook hands and proceeded to the interview area. Apparently, to the LDO it didn’t even feel like an interview. It felt more like a conversation (hint, good recruiters are trained to make it feel like a conversation). We know because the LDO mentioned this to the recruiter in his ‘thank you.’ The interview ended and the LDO departed never acknowledging the young receptionist on his way out. Unbeknownst to most, a lot of times admins, coordinators, secretaries and yes, even receptionists contribute to the interview process by completing their own evaluation feedback on candidates. Informal or formal, they are as much of the process as the saintly interviewers themselves. Is it really such a surprise that the LDO received a ‘Thanks but no thanks’ message from the recruiter? Wait, what? But “it didn’t even feel like an interview.” It wasn’t the interview Gunny; it was the way you treated others. Lesson learned: It costs nothing to be civil (nice, kind, professional) to everyone. Even if you think they don’t matter.

There once was an Air Force ‘leader.’ He wasn’t looking for much. He just wanted a comfortable (cush) retirement and had his sights set on working at a reputable home improvement store. After all, they give military discounts and hire a lot of veterans so he noticed. Well he applied. Unfortunately, his recent military skillset did not match to any of the openings listed. His experience listed enlisted consultant to the commander, senior management, executive director, chief of operations and so on. When he hadn’t heard back, he networked. In the process he met a fellow Air Force veteran who worked at the local VA whose job was to help veterans find jobs. After a few sessions on updating his resume and polishing his interviewing skills, the VA veteran secured an interview at the home improvement establishment. His resume got him the interview and the interview apparently went well enough that the regional General Manager extended an offer to join the store. Of course, he would have to start at the ground level and work his way through the various departments to learn all about the responsibilities and duties of the store while he worked his way to management. The Air Force retiree was offended at the offer. “I served over 20 years for my country. I got promoted to one of the highest ranks surpassing many of my peers, I was responsible for x hundreds of personnel and y millions of dollars of equipment…I’m already qualified to run this store. I deserve this position.” So despite all the good faith efforts and hours the VA veteran spent training and coaching the Air Force retiree to land an interview spot with the desired home improvement store, all was for naught. Worse was the damage to the VA Veteran’s reputation caused by vouching for a fellow Airman. Lesson learned: “Deserve’s got nothin’ to do with it.” -Wm Munny, outlaw.

There once was a Soldier. Sadly, medically retired. We do not wish any misfortune on any of our brothers and sisters or family. He was fortunate however to be able to attain four degrees and at the time was pursuing his JD. Good for him that he took advantage of the resources available. One of our “gatekeepers” found his resume in the company database. His MOS and his bachelors, in a relevant technical major, were matches to the position. His MBA and his JD, not so much. In any case the gatekeeper gave him a call. The Soldier’s response upon identifying the company, “I was wondering when you guys were going to call me. What position do you want to hire me for? I' applied to a lot (of your openings).” Wow!!! A plus plus for cockiness. F minus minus for humility. When asked which and how many other companies were blowing up his email and voicemail with job offers, he admitted, “None, yet.” And how long had he been applying to positions? His answer, “About a year…but I’ve been in school. So I’m being selective.” Even so, the gatekeeper continued with the phone screen, if only to document the contact in the applicant’s record. The very confident and highly educated soldier abruptly asked, “I don’t want to waste my time…” catching himself, “or yours. What’s the pay...?” He went on how he was going to law school (not relevant), already had his MBA (not relevant) and that he should merit a certain pay range. For one, this same Soldier has not worked a civilian job in the desired field. Two, his higher degrees were not relevant to the role or per listing in the job description as being preferred let alone required qualifications. And three, HE APPLIED TO THE POSITION! Which brings another contradiction. If his career goals were to eventually become a lawyer, why was he, of free will, applying to lower level technician positions? And then command attorney level salary? We suppose he was “trying to get his foot in the door” then work his way up to the corporate legal suite. Well you can imagine how the rest of the phone screen went. But to close, it was HE who rejected the COMPANY and that’s how his story ended, with this particular company at least. And how it was recorded in the applicant’s notes. Lesson learned: it’s perfectly ok to think it but never admit out loud, “I’m just trying to get my foot in the door.” But that is a story best shared for another day.

This is primarily a HR blog aimed at helping veterans transition to civilian life. On occasion, we’ll recount “real world” stories and personalities as examples to emphasize teaching moments. There will be examples and tips of “What to do” based on true events, of course. But isn’t it better to learn “What not to do” so as not to make the same mistake(s) ourselves? Plenty more operational headspace and timing alibis to come.

So what cringe worthy prima donna stories or experiences have you heard? From a friend, of course.

Welcome to this blog. In this series, we will reminisce about that we did not think we would ever miss before we got out; hopefully with a good dose of healthy humor. With tips, tricks and secrets to reintegrating back to the civilian workforce and with the proper mindset. And we welcome positive feedback from those of us who have already made the transition to the real world. xUSAmp is a group of determined veterans, allies and family members who have worked in corporate HR and specialize in preparing veterans and military spouses to transition to corporate America.

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