Benefits to Hiring Military Men and Women

By Megan McQuade On July 5, 2018

Initiatives to hire current and former members of the military have increased over the years. TruPath sits down with one of its service men to discuss the topic of military hiring.

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Before we share military perspective, let's give you 5 stand-out benefits of hiring current and past military men and women.

1. Adaptable - the business environment is ever changing. Many service men and women have traveled the world due to different assignments and stations. They demonstrate the ability to embrace change quickly.

2. Diverse - corporate environments are a melting pot of various cultures. Many service men and women have interacted with several different cultures during their service tenure experiencing new languages, customs, etc. They bring a worldly perspective to the workplace.

3. Loyal - many service men and women are proud to serve the United States. They demonstrate loyalty and the ability to do what it takes to get the job done. These potential employees look for a job that will become a career and teammates that will become family.

4. Fast Learners - many service men and women are put into high-risk or high-stress environments and learn new skills, processes, or programs quickly. They continuously demonstrate the ability to learn.  

5. Team players - leaders guide, show, and do. Service men and women are no strangers to giving and receiving direction. While they take pride in individual skill, they understand that a mission is about the success of the team as a whole.

I had the pleasure of sitting down with Peter, a Navy veteran, to discuss military hiring. Check out his perspective on the topic!

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Meet Peter Difilippantonio. AKA Peter D.

Peter served 6 years in the U.S. Navy in the nuclear engineering program. After training, he reported to the USS Abraham Lincoln (CVN-72) in Alameda, CA where he spent the next 4 1/2 years qualifying and running different stations - eventually qualifying as Chief Reactor Watch (Reactor Room Supervisor). During that time, Peter was deployed on two Western Pacific Cruises (WESTPAC) that took him from Alameda to Hong Kong, Singapore, Dubai (9 times!), Perth, and twice to Pearl Harbor. Peter separated with Honorable Discharge upon completion of service in June 1997.

Megan: Did you ever experience difficulty translating your military experience to civilian career opportunities?

Peter:had some difficulty convincing a little-known startup in Phoenix (Jobing.com) that my nuclear background was equivalent to a BA/BS and that they needed smart people vs. a degree. Fortunately, after researching the program, they took a chance and gave me an opportunity. Ten years later, I was running half the company. I completed my BA in Management using my GI Bill and the assistance of my employer!

Megan: What is one valuable skill you learned in the military that has made you a better employee or leader?

Peter: The Navy's nuclear program - the most academically rigorous program the U.S. military has to offer - taught me how to be a student and how to learn and internalize incredible volumes of new, difficult, and highly technical information very quickly. I'm a voracious learner because of it. The nuclear program effectively puts its sailors through a nuclear engineering degree in 24 WEEKS and you have no choice to learn at their speed or fail out. Because of the rigor of the program, I've been able to very quickly learn new industries and skills, and take on newly created roles which has made me very valuable to my employers.

Megan: What can companies do to attract more military talent or benefit from service men and women?

Peter: Being a Veteran - in and of itself - doesn't make a candidate "better" or "worse" in any way. I think recruiters and hiring managers should do the same thing for Veterans and they should do for non-Veterans: consider the person and rely on human eyes and interpretation as much as possible to ease translation of military experience to their company's unique culture and context. Today, the use of ATS and AI systems to pre-screen candidates results in many phenomenal candidates being dismissed out-of-hand because their "keyword match percentage" wasn't quite high enough. Look to each individual and see the value they bring to the table. Be human and seek to understand. I'm ever grateful for that little startup that did exactly that - and changed the course of my life and career by doing so!

Peter's perspective is refreshing to hear and gives us additional insight into assessing talent.


As a trusted recruitment source for more than 15 years, recruiters at TruPath have a customizable process that helps our partners feel comfortable in their search for a candidate. Contact TruPath today to tell us about your staffing needs.

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