Helping Veterans Find Jobs: 'Other than Honorable' Military Discharge

Most employers have a positive view of veterans and value their loyalty and work ethic. However,  if a veteran was OTH (other than honorably) discharged from the military, employers may have serious concerns about their loyalty, maturity, reliability, character, and work ethic. 

Here is a process and tips to consider when working with a client who was other than honorably discharged from the military:

What The Employer Needs (and Needs to Know)

• Consider leaving the military experience off the resume and out of the marketing campaign entirely.  
• Choose a job target (preferably work that is unrelated to their military service which fortifies their decision not to include it in their job search marketing materials).
• Identify the employer’s needs in an ideal candidate for the job (in each area of PADMAN – Presentation, Ability, Dependability, Motivation, Attitude, Network).

What to Put on the Resume

• Pull proof of the client’s ability to meet those needs from various sources without using evidence that comes solely or mainly from their military service. For a list of places to look, and the 9 rules to get employers to buy proof of qualifications from non-employment or non-traditional sources, see “The 6 Reasons You’ll Get the Job” for more information.
• On the resume, do not include the military experience, and minimize the appearance of the gap by using the heading ‘Related’ or ‘Relevant’ experience for the chronology, and stating years only or the duration of time for each job (e.g., 2004-2009 becomes 5.5 years). 
• Have the client review their resume with anyone acting as reference for them to highlight their strengths for the job, acknowledge the omission of the military service, and request that the reference not bring it up. 

Thank you for acting as a reference for me. Here is a copy of my resume to keep on hand. I am targeting work as a [job target]. My top strengths include … As you may know, my military service did not end the way I had hoped, plus my responsibilities do not align with the work I am pursuing now, so I have chosen to market myself for the job without using it. I hope you will do the same. Thanks again for your support.

What to Do About The Actual Job Search

• Craft an individualized job search strategy using the hidden market and side doors so employers see the client’s value before being distracted by this issue—making cold calls, joining job search or industry specific networking groups, getting introductions to potential employer from people who value the client’s talent and are credible to employers, volunteering, or going in as a customer. 
• Consider targeting target mid-sized and smaller companies less likely to do background checks that would reveal the military service and discharge.

All this may result in the issue not arising. If the employer does not bring it up, the client should not either. 

• Craft a good answer in case it does arise (through a reference, or on the employment application), or clients accidentally tell on themselves (using military language, or accidentally referring to their service).

I was in the service. I was even considering making a career of it, but it didn‘t turn out to be a good fit for me. The details are relevant to the work I am hoping to do for you, so I won’t get into them, but (share an impressive detail that markets them as an employee or for the specific job: was stationed in…, deployed to…, completed training as a …) and I broke a rule and did not complete my tour. I learned some valuable lessons and don’t regret any of it, and today I am looking forward to …

This article is based on a portion of the curriculum of the Certified Tough Transitions Career Coach Program developed and delivered by Elisabeth Sanders-Park. For more information on how No One is Unemployable, check out this extensive three-step program.