Author: Erica McMannes (page 1 of 2)

3 Innovative Ways To Source Top Talent

Your organization is seeking candidates that will positively impact operations, culture, and bottom line. The problem is, pressing demand for skilled talent has made hiring more difficult than ever. As the overall talent pool shrinks, especially for highly specialized skill sets, recruiters have to adapt to these challenges by sourcing outside the box.

When it comes to sourcing the best of the best, business leaders are increasingly understanding the value of hiring veterans. After all, many of the qualities hiring managers look for when sourcing talent — such as leadership, drive, problem solving skills, and integrity — are evident in veteran candidates.

Here, we’ll offer tips on how recruiters can source top talent (which includes veteran talent!) more innovatively and effectively.

Seek Out Students

In order to overcome the challenge of sourcing candidates with highly specialized or technical skill sets, seeking out students is a solid strategy. Recruiters can plan to attend skill aligned certification classes and university courses that are being held locally or in the nearest metropolitan area. You can also establish school partnerships to build up your candidate pipeline and have professionals with real life experience come and speak to students and offer guidance.

Since many higher-education institutions have special programs and initiatives for veteran students seeking degrees after they have completed their time in the service, employers looking to hire veterans should look to colleges and universities.

Connect On a Personal Level

A great way to catch the attention of skilled candidates is to leverage their areas of interest in order to connect. You can search for blogs, vlogs, or other social resources that relate to extracurricular activities listed on candidates’ resumes. Prophet is a great tool for discovering more information about candidates via social media. This browser extension will help you find other ways to connect with a candidate when you’re visiting their social media profile, such as other social media sites, blogs, and additional contact information.

You should also consider reaching out to interest-based organizations or meetups that align with requisitions. There are countless local and national nonprofit organizations dedicated to connecting veterans and employers, so be sure to research the ones that serve your area. Larger government-sponsored resources include the U.S. Department of Veterans Affairs, the Department of Labor’s Veterans’ Employment and Training Service (VETS), and Hiring Our Heroes, which is a U.S. Chamber of Commerce affiliate.

Being able speak with potential candidates, personally, helps to create a more effective pipeline.

Use a Talent Sourcing Tool

Talent sourcing tools can accelerate your recruiting efforts in innovative, and even little-known, ways. Consider using a browser extension like Breezy HR that imports candidates from around the web including directly from LinkedIn. Breezy allows recruiters to post to more than 2,000 job boards and easily manage their candidate pipeline on any device.

You can quickly tap into the right talent for your organization by leveraging a talent acquisition platform. GuideOn is a veteran talent acquisition platform that screens candidates via military translation technology. Being able to quickly and accurately translate veteran candidate skills makes the sourcing process a lot easier for recruiters. Knowing exactly which skilled veterans best match your open jobs will amplify your sourcing process and bring more value to your organization — not to mention place veterans in roles they’re best suited for and increase retention.

If you’d like more information about how GuideOn can accelerate your hiring process, request a call with a dedicated member of our team!

The Best Civilian Roles for Veteran Candidates

As an HR professional, it’s your job to place qualified candidates in the right roles. You need to recruit talent that will positively impact your organization — and once you’ve determined the skills and values required for working at your company, you’ll know exactly which type of talent you need.

Business leaders are increasingly understanding the value of hiring veterans. These candidates have proven to be strong leaders and problem solvers with mission focus and team mentality. The problem is, many civilian workplaces are still trying to deepen their understanding of veteran skillsets, as a lot of military experience tends to get lost in translation on veteran resumes.

Employers say that deciphering the acronyms that make up veterans’ work experience on their resumes is too complex to gain an immediate understanding of their capabilities. Furthermore, veterans often have trouble explaining how their military experience can be adapted to civilian roles.

Here at GuideOn, we aim to bridge the gap in translating veteran skills with our team’s military expertise and technology. In an effort to make your hiring process easier, the following are roles that are best suited for veteran skills:

Operations Manager/Team Leader

Candidates with military experience have worked in operations since Basic Training. Whether it was a rifleman in a line company or as a mechanic fixing vehicles, veterans understand how to meet timelines, prioritize, and effectively lead a team.

Veterans are well suited to be Team Leaders because they have had experience leading teams during their time in the military. As soldiers move up the ranks, their leadership duties progress in tandem. Just as there are different levels of hierarchy within a business, soldiers can progress through levels of team leadership roles during their service and, thus, be prepared to continue that leadership after transitioning out.

Project/Program Manager

Project Management hinges on the ability to work well with timelines and strategize how to execute key tasks with your team. Project Managers need to keep their teams focused and hitting timelines. All branches of the military have had this type of experience, especially vets who served in the Army, as the military decision making process has been engrained.

Sales Manager/Business Development Manager

Candidates with military experience have exercised the skills needed to be a great salesperson or business development manager. How?

  • They briefed their commander on a possible courses of action and execution strategies.
  • They had to get the buy in of their team or leadership that their strategy will prove effective.
  • They extended their influence outside of the command structure, building relationships to help the organization run smoother.

Business Intelligence Operations

Veterans who have experience as an Intel Analyst or an S2, or have done extensive research and intel gathering, will succeed in a Business Intelligence Operations role. Being able to research competition, industry trends, and potential business partnerships are all valuable skills that many vets possess.

Technical Fields

When it comes to hard skills, veteran candidates tend to have advanced technical experience.

Military resumes may include:

  • Fixed a tank
  • Worked on a nuclear submarine
  • Underwater welding

These are all valuable skills that are highly specialized jobs that require a good amount of training. Vets have the necessary technical skills to excel in these jobs and add value to the roles and companies they’re placed in.

If you’re interested in learning more about translating veteran skills or have any questions, please request a call below and a member of our team will reach out shortly to assist you!

Thank a Veteran By Placing Them in an Impactful Job

Hiring managers across the United States understand the value that veterans bring to the workplace – from their leadership and problem solving skills to their mission focus and team mentality. However, the reality is that most HR professionals don’t completely understand how military experience tangibly translates into civilian job requirements. According to a report by the University of Southern California School of Social Work, more than 60 percent of Orange County veterans believe employers don’t understand or value their skills. LA county, which borders Orange County, is the region of the US with the highest veteran population.

While corporate America is increasingly advocating for veteran hiring to help the major vet employment problem we’re currently facing, there is still uncharted territory in terms of making the right veteran hires.

If you’re looking to thank a vet for their service, place them in a role that is not only applicable to their skillset, but fulfilling for them. If you can better understand military skills and resumes, you’ll help vets make a stronger impact in the workplace and also increase retention.

So, what types of post-military duties would veterans feel fill their need to continue serving their country in the workforce?

Transitioning vets are looking for their next career, not just a job.

  • They care about working for an organization that is as devoted to teamwork as they are, or else they won’t feel comfortable.

Advancement is also important.

  • In the military, vets are accustomed to opportunities to move forward in their career. Offering training and other skill-honing opportunities, such as conferences, can deepen vets’ appreciation for the job at hand.

According to recent research from Stacie Furst-Holloway, psychology associate professor at the University of Cincinnati, veterans are far more likely to be hired into lower-level positions in compared to their non-veteran peers, despite the fact that they tend to have as much work experience as non-veterans.

Veterans who possess the knowledge and skills for a job may end up being hired for lower level positions because they lack the civilian credentials or education that employers typically expect, and because employers may have difficulty translating military skills into more traditional work experience. If they feel underemployed, they may end up perceiving such lower level jobs as a bad match, leading to higher rates of turnover and job dissatisfaction.

Vets tend to have lower perceptions of their jobs (less job satisfaction, employee development opportunities, workplace innovation, promotion opportunity, and work/family balance) despite stronger feelings of commitment to the mission and values of the workplace than their non-veteran colleagues.

Successful hires and retention simply go hand in hand. You want to hire veterans into jobs where they will be successful and happy with the work they’re doing.

HR managers and corporate organizations can “thank” veterans for their service by providing meaningful careers after their service, allowing their learned skills and valuable experiences from the military to benefit the company, the culture, and our country.

In order to accomplish this, it’s crucial that hiring managers employ “veteran-friendly” recruiting practices, such as matching military skills sets with civilian job descriptions, to help smooth the work transition and improve job fit for veterans. Interested in learning more? Request a call with a member of our team to start easily translating veteran skills and providing these candidates with promising new career paths.

Tips To Spend Less Time Translating Veteran Resumes

More than ever, hiring departments across corporate America are creating company goals and missions with veterans in mind as critical components for success. Not only do these individuals bring in standout hard and soft skills but thanks to the Protecting Americans from Tax Hikes Act (the PATH Act) signed by President Obama in 2015, companies are now incentivized to hire veterans to get tax credits.

Statistics from the Departments of Defense and Veterans Affairs show that an average of 300,000 active-duty soldiers will transition from the military to civilian life each year for the next five years. That’s more than 1.5 million service members that need to be placed in jobs in veteran-friendly organizations.

While this seems like a simple win-win situation, many hiring managers struggle with  actually understanding how certain military skills apply to private-sector workplaces before they hire veterans. Overcoming this hurdle will enable companies to fully comprehend the value vets bring to the workplace and place them accurately, combatting attrition and improving retention rates.

The solution lies in effectively translating veteran resumes while not allowing a lag to occur in the normal onboarding process. Here are some key ways to efficiently translate veteran resumes so that you’re able to hire vets with the necessary acumen.

Hire a veteran internally who understands what veteran resumes mean.

Having a veteran on your internal hiring team means having an expert on vet skills at your disposal. Military experience differs across branches. So if you’re considering hiring a vet to join your internal team, it is crucial that this individual has a diverse knowledge of skills in each area of the armed forces. 

This solution will ensure your hiring team has extensive knowledge and understanding of veteran resumes and capabilities in the civilian workforce. Keep in mind that this route will not make sense for every organization. If your veteran hiring initiative involves hiring hundreds of vets per year, spending a significant cost to hire a dedicated specialist – that will bring in the right talent — is in your wheelhouse.

Use a military-skills translator or resume generator.

Translators and resume generators have been growing in popularity over the last few years. For instance, AT&T, Microsoft, and have translators on their sites, and they work well. This is a great tactic for quickly decoding military jargon into work experience more relevant to your needs.

But, these tools have limitations. While all the candidates look solid, the resumes are essentially identical; the listed job skills and experience aren’t differentiated. It’s important to understand each veteran candidate’s unique skillset so that you can accurately fill your organization’s needs.

Leverage a veteran-talent acquisition platform that serves up pre-vetted candidates.

Every hiring manager wants to efficiently source the best candidates, and that comes down to tapping into the right talent off the bat through translating veteran resumes experiences.

With a pool of pre-vetted veterans, you’ll have instant access to candidates that fit your open roles.

GuideOn is a veteran-talent acquisition platform that pre-vets candidates via military translation technology that makes their skills and experience easier for you to understand. Having pre-translated resumes and knowing exactly which skilled veterans best match your open jobs will amplify your sourcing process and bring more value to your organization, not to mention place veterans in roles they’re best suited for.

If you’re interested in learning more about how to leverage a veteran-talent acquisition platform that serves up pre-vetted candidates to transform your hiring process, request a call with a member of our team!

Why Tech Leaders Are Set To Hire 110,000 Veterans In 2016

The United States workforce is undergoing a drastic shift, as more companies are discovering the real value of hiring veterans. Since less than 1 percent of the U.S. population has served in the military, few companies have historically sought veteran hires. But the reality is, nearly 50,000 veterans are expected to transition out of the military in the next five years, and they need a new place from which to serve.

Today, many large corporations are working to achieve lofty veteran hiring goals. Tech employers, specifically, are responding to First Lady Michelle Obama and Dr. Jill Biden’s Joining Forces, a national initiative to expand employment and career development for veterans and military spouses launched five years ago.

Since the program launch, over 1.2 million veterans and military spouses have been hired. Additionally, 40 companies — many of them in the tech space — have pledged to hire more than 110,000 veterans and military spouses.

Tech giants like Dell, Hewlett Packard Enterprise and EMC pledged to hire 1,000 to 3,000 veterans or military spouses over the next five years. In addition, GoDaddy, SpaceX and Seagate Technology pledged to hire 200 to 500 veterans, and Amazon pledged to make 25,000 veteran and military spouse hires over the next five years.

Aside from respecting Michelle Obama’s initiative, there are definite reasons why so many industry leaders are seeking to hire the most talented veterans.

Many men and women serving in the military have already utilized and proven aptitdue in tech-related skills. They have also worked in the most challenging and stressful environments imaginable. Hiring managers are looking to hire tech leaders who can invent, think big, have a bias for action, and who want to deliver for customers. These principles run strong through the men and women who have served our country.

Veterans are strong leaders, quick thinkers, and good problem solvers. They are comfortable in uncomfortable situations and apply the discipline, motivation, and hard work learned in the military to their civilian careers.

From engineering and manufacturing to cybersecurity, IT services to construction, skilled trades to logistics, and communication to marketing, veterans possess a wide range of skills and experience that will benefit not only tech industries, but every industry in the nation.

Today’s military vets who are transitioning into the workplace have all of the traits that make for an excellent employee. They are dependable, loyal and disciplined, not to mention the transferable skills that make them great leaders, team players, and workers.

The initial hurdle hiring managers need to overcome is actually understanding veteran resumes and skills before they hire veterans. Once they can fully comprehend the value vets bring to the workplace, they’ll be eager to hire even more qualified veterans.

Don’t know where to start? Learn about our platform for veteran talent to discover how to easily translate skills and quickly bring the best candidates to the table.

Spend Less Time on Veteran Resumes and More on Getting Life Situated

Veteran resume writing can be tedious. It can also be expensive if you outsource, upwards to $2,500 for custom written veteran resumes. If you google “tips on preparing a veteran resume” you’ll find thousands of conflicting pieces of advice. If you ask a buddy for help, they’ll more than likely have gone through the same revolving door of resources with little substantial, meaningful outcome. So where is the REAL start and how do you know the BEST way to spend the right amount of time on a resume without letting it overshadow the rest of the checklist as you transition from active duty status?

Your veteran resume should be a quick capture of your organizational skills, your preparedness, your experience, and function as your vessel to market yourself. It is an example of your value as an employee to a potential employer and your ability to thrive in any job setting. Sounds easy, right? Truth: It’s hard to explain 5, 10, 15, 30 years of experience in ANY job in a concise, organized manner. Add in the expertise and intensive training and job experiences of soldiers, sailors, or marines and you’ve taken job translation to a whole new level.


This sub-standard experience for veteran resumes was the catalyst for GuideOn. Our CEO and Co-founder, Anthony Garcia, experienced exactly what most veterans experience: frustration and time suck during a very critical transition period. He had a fellow veteran and his father assist in translating his military service to private sector understanding. He admits he would have been completely lost without their assistance. The process involved digging up old OERs/NCOERs, looking at past assignments, and focused reflection on career experience.

As he reached out and started talking to others transitioning about this experience, he noted that assistance from other warriors who have made the similar transition successfully provides validation that what you did while serving CAN translate to the private sector. It helps you to understand how you can contribute after service and what possible gaps need to be filled through education and training to be successful. But all of that could be done for service members in a more productive and automated fashion.

Years of behavioral science and skill based translations have fueled GuideOn’s automated resume service. Kickstarting your transition with an automated resume will save you time and resources and ultimately connect you into the network of job opportunities you need to be successful. Spend time on the family transition, the medical paperwork, the interviews and job opportunities. Don’t waste unneeded time on rigorous resume work when the muscle has been done for you.

Begin your translation experience here today.

Myth vs. Fact: Debunking Veteran Hard and Soft Skills

Today, many corporate leaders are in search of veterans that will bring real value to the workplace. According to a survey report from CareerBuilder, one-third of surveyed employers reported they are actively recruiting veterans over the next year, up from 27 percent in last year’s survey. Estimates are that by the year 2023 there will be 3.5 million military veterans in the U.S. workforce.

While this is an exciting initiative for companies seeking to leverage skilled and talented Veterans in their workplace, it’s also challenging. Many hiring managers and recruiters don’t understand veterans’ experience and the related hard and soft skills — which likely stems back to the myths civilians have about military veterans.

Let’s now discuss some common veteran misconceptions and uncover how hiring managers can strengthen their understanding of the real skills veterans can bring to civilian jobs.

Myth #1: All veterans serve in combat.

Many civilians (and HR professionals) immediately associate all veteran experience with combat — but there are a plethora of jobs in the military that don’t involve combat. According to the Department of Defense, less than 20 percent of service members serve in front-line combat roles.

In fact, military jobs are categorized into more than 7,000 occupational specialty codes, from radio operator to pilot and tower equipment installer to logistician to procurement clerk and mechanic, just to name a few. That adds a laundry list of both hard and soft skills to the mix, and it’s crucial that hiring managers understand vets’ real qualifications and experiences.

Myth #2: Military skills aren’t transferable to civilian jobs.

You’ve undoubtedly heard that hiring veterans is valuable because of their leadership, teamwork, values, resiliency, focus on mission, accomplishments, etc. While this is all true — and will benefit your workplace— veterans also possess many hard skills that directly transfer to jobs in the civilian world.

The 300,000 veterans transitioning out of military service each year are bringing hard skills to industries such as healthcare, aviation, finance, logistics, and administration. Because of the training they received in their military careers, veterans are qualified to fill roles such as Patient Care Technician, Registered Nurse, Biomedical Technician, and Clinical Manager.

In this case, there is a cost reduction associated with training and skill building, as veterans already have the skills needed to get to work.

Myth #3: All veterans have PTSD.

A lot of people think that all veterans have post-traumatic stress disorder (PTSD), making them “unstable” and “unreliable” in the civilian work setting.

In reality, 8 percent of all Americans suffer from PTSD, and the number of military veterans with PTSD is relatively low when compared to the total number of those who have served. Hiring managers should not generalize veterans and assume right off the bat that they’re unfit for fast paced, and often high stress, civilian positions. In actuality, veteran skills enable success in competitive environments.

Setting the Record Straight

Veteran hard and soft skills can greatly impact organizations that value integrity, commitment, and accountability. Hiring managers should keep in mind that veterans are capable of succeeding in roles where independent thinking and self-motivation are critical. Veterans’ soft skills like determination, adaptability, and leadership allow them to succeed in challenging, competitive civilian roles.

HR professionals can reframe the way they comprehend veteran skillsets by asking as many questions as possible, engaging their colleagues to further their knowledge on military skills, and analyzing their perceptions and beliefs.

Understanding the real value of veterans in the workplace can provide your company a wealth of opportunity. To learn more about how to improve your understanding of veteran skills for a veteran to civilian resume, request a call with a dedicated member of our team.

Proof That Your Service is Valued In the Workforce

We spend a lot of time talking about connecting and explaining military experience and credentials in ways the civilian world understands. It’s our passion and vision at GuideOn. It’s who we are and what we do best. But, it’s important not to miss the amazing rise of veteran awareness, outreach, and connectivity outside of the military community. People are listening. Companies are creating initiatives to hire and place qualified veterans. Communities are rallying together to support the veteran population across the board.

If you are uncertain as to where and how your service and skills are being valued and doubt the workforce is aware of your transition as a veteran into the civilian community, here are 3 ways we see it happening as we work with corporate America in placing veterans into civilian positions.

Veteran Focused Hiring Departments

Human resource and hiring departments throughout corporate America are developing entire teams, programming, and funding focused on veteran hiring initiatives. Company goals and missions are being devised daily with veterans in mind as critical components for success. To see how some of the top companies are doing it best check out the most influential companies hiring veterans.

Veteran Employment Tax Incentives

On December 18, 2015, President Obama signed into law the Protecting Americans from Tax Hikes Act of 2015 (the PATH Act) that extended and modified the Work Opportunity Tax Credit Program and the Empowerment Zones. In summary, it retroactively reauthorized the WOTC program target groups for a five-year period, from December 31, 2014 to December 31, 2019. Unemployed veterans have been identified as one of the target groups umbrelled by this act. To read more, check out the WOTC here.

Veteran Culture Shifts

There have been incredible shifts in company cultures to embrace the veteran community. This goes beyond simply filling positions but also encompasses a duty to cultural competency from the core of the organization. They strive to understanding who they are working with, how to speak with them, knowing their language, what they accept and don’t accept, and how they approach someone that has a different set of experiences than maybe most of the company. As a part of this movement, we can assist companies in better understanding the culture of the veteran community and their place in the civilian workforce through our translation services.

If you’d like to continue receiving valuable advice on how to utilize your unique military skills in the civilian world, subscribe to our blog! We’re here to guide you.

3 Ways To Hire Qualified Vets Faster and Easier

While quickly and cost-efficiently finding qualified veterans to fill your open positions is your goal, it takes particular tools to accomplish. You ideally want to source from the most qualified candidates on an easy-to-use platform that will help you speed up your time to hire and increase ROI with the right hire.

Here, we’ll break down three surefire ways to broaden your knowledge on the veteran hiring front and ensure you’re finding top veteran talent in the most efficient way possible.

  1. Get on board with job boards.

Posting your open jobs on military job boards is a cost-efficient and easy way to inform veterans that you’re a veteran-friendly employer that is looking to offer them a civilian role relevant to their skillset. Websites like,, and are great places to tap into a pool of vets looking for jobs. Furthermore, on most military job boards, posting a job is free of charge.

  1. Tap into transition-ready vets.

Connecting with veterans is one thing; finding more qualified vets is another. You can simplify and speed up your search for the best vets for the job via transition support sites. For example, is a site that takes a personal approach to helping veterans transition into the workforce through dedicated transition assistance and access to veteran-friendly companies hiring. If you’re one of those companies, you’ll be able to tap into a pool of transition-ready vets that are ready and able to dominate your civilian roles. When considering costs and retention, this route simply makes sense.

3.Guarantee ideal fits.

Transition-ready veterans are solid candidates, but if you want to increase efficiency and efficacy of your job placements even more, consider a veteran-talent acquisition platform that provides you a pool of veterans that have been pre-vetted. This means they’re the most qualified veteran candidates out there. Why? Their military experience has been translated by veterans to correlate with the skills and experiences required in your open positions. Not only is their experience easier for you to understand, but you will have access to more qualified candidates that fit your roles. Quickly sourcing from top talent can reduce cost to hire and attrition, which will impress leadership and make your hiring process a whole lot easier.

If you are looking for the best way to hire the highest quality veterans, the GuideOn team is more than happy to walk you through our service. Click below to request a call and start finding the best vets!

Supporting Your Spouse During a Military Transition

Whether you are crossing off the days on the calendar or wringing your hands in anticipation of the new adventures ahead, the active duty to civilian career transition process can be long and stressful. As most spouses know, there is really very little official work that can be done on behalf of the soldier in helping them navigate, prepare, finalize paperwork, attend workshops, and take phone calls on the Army side of the house.

So, what can spouses do?

You’ve been by your soldier’s side through it all. You’ve endured and outlasted the many odds against you and you are ready to be just as involved in this military transition process as everything else. But how?

Here are a few ideas to get you started:

  1. Networking – The military spouse community is small, but the connections are wide! Between units, schools, locations, volunteer organizations, and moves, you’ve created an expansive network of connections. In mind of employment and career options, reach out to those you know who’ve already positioned or who used specific services for job placement and resume assistance. A few emails with a, “Hey, we are getting out soon. Any advice or direction?” can go a long way. Sit down together with your spouse and make a list of 10-20 people you can reach out to and reconnect with. Use the strong community ties to your advantage.
  2. Research – Knowledge is power. While most of the transition is out of your control, you can understand and utilize the many venues and services out there catered to the military community. Whether you start by filtering through the various VSOs (Veteran Service Organizations), veteran community organizations, or work to understand the purpose and place of the VA in your retired life, the more clarity and information you have to align with your changing path the better.

  3. Active Listening – Resiliency training and re-integration phases often stress the importance of communication with your spouse. The cycle of stress is real. Mutual support and understanding of each others’ goals, needs, and wants during this phase of life will impact the overall emotional and mental success of the transition. Serious conversations on course of career, relocation, financial changes, and role reversal PRIOR to the transition beginning will assist in an easier roadmap as the transition plays out. But just as active duty life changes with little notice, this experience together will be no different. So stay open, connected, verbal, and also listening to your partner.

If you’re eager to help your spouse gauge how their military experience can be translated into the civilian workforce, click below to quickly create an accurate resume for free! 

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