Navigating Career Transition: A Guide for Transitioning Service Members to Avoid Underemployment

Transitioning from military service to civilian employment presents a unique set of challenges and opportunities. While military training equips individuals with leadership, discipline, and technical skills, these assets often go underutilized in civilian roles due to a lack of clear translation. This article outlines strategies and resources to help service members secure fulfilling and appropriately aligned civilian careers, reducing the risk of underemployment.

Understanding the Challenges

Transitioning service members often encounter the following barriers:

1. Difficulty Translating Skills: Many veterans struggle to communicate their military experience in civilian terms, leading employers to undervalue their expertise.
2. Risk of Underemployment: Research shows that subjective and objective measures of underemployment significantly affect income and job satisfaction among post-9/11 veterans (Morgan, Davenport, Balotti, Aronson, & Perkins, 2024).
3. Limited Civilian Work Experience: Employers may prioritize industry-specific experience over transferable military skills.
4. Cultural Adjustments: Veterans often need to adapt to the norms and expectations of corporate environments.

Addressing these challenges requires a comprehensive approach that emphasizes skills translation, credentialing, networking, and targeted industry engagement (Traslavi?a, 2024).

Strategies for Success

1. Translate Military Experience into Civilian Terms

• Focus on Transferable Skills: Highlight leadership, problem-solving, and operational expertise—skills valued across industries.
• Update Resumes and LinkedIn Profiles: Use civilian-friendly terminology to align your military achievements with industry standards.
• Leverage Resources: O*NET Military Crosswalk (https://www.onetonline.org/) – Helps map military roles to civilian job descriptions. LinkedIn for Veterans – Provides free LinkedIn Premium memberships and career-building tools. Oplign - can help with military/rank/MOS skills translation as well.

2. Build Relevant Skills and Credentials

• Education and Certifications: The GI Bill is a vital resource for acquiring industry-relevant credentials and degrees, reducing underemployment risks (Domnisoru, 2023). IVMF Learning Pathways provides no-cost industry-focused and validated career skills programs. CompTIA Certifications – For careers in IT and cybersecurity. Project Management Institute (PMI) – Offers Project Management Professional (PMP) certification. Lean Six Sigma Certification – Aids in securing roles in operations and logistics. Hire Heroes USA has a plethora of training partners/opportunities that offer practical work experience in civilian industries during transition.

3. Leverage Networking Opportunities

• Join Veteran Organizations: Veterans Bridge Home, Upstate Warrior Solution , The Warrior Alliance , Got Your 6 Network, VOWS and others – Facilitates connections with regional employers. NextOp – Specializes in matching veterans with high-demand industries.
• Engage in Mentorship Programs: American Corporate Partners (ACP) – Pairs veterans with industry mentors for personalized guidance.
• Attend Networking Events: FourBlock – Hosts career readiness programs for transitioning veterans.

4. Target High-Demand Industries

Focus on sectors that value military skills, such as:

• Technology: Opportunities include cybersecurity, software development, and IT infrastructure. Explore programs like Google’s Military Hiring or Microsoft Software & Systems Academy.
• Healthcare: Transition into administration or clinical support roles through Veterans Affairs Careers or Hiring Our Heroes Healthcare Fellowship.
• Logistics and Supply Chain: Companies like 亚马逊 and 美国联合包裹服务 actively recruit veterans for operational roles.

5. Utilize Veteran-Specific Employment Services

• Comprehensive Career Support: Veterans Bridge Home and Hire Heroes USA – Provide free career coaching and résumé assistance. Department of Labor Veterans’ Employment and Training Service – Features veteran-specific employment resources.
• Employer Partnerships: Engage with initiatives like Veteran Jobs Mission to connect with veteran-friendly employers.

Moore (2021) highlights that employers who implement targeted retention strategies, such as fostering inclusive workplace cultures, see better outcomes in veteran career success and satisfaction.

6. Research and Negotiate

• Understand the Market: Glassdoor – Provides salary benchmarks and company insights. LinkedIn Salary Insights – Offers compensation data tailored to roles and locations.
• Negotiate Offers: Leverage market research to ensure job offers align with qualifications and provide growth opportunities.

7. Employers with Military-Veteran Landing Pages

Many employers recognize the unique value that military veterans bring to the workforce and have created dedicated landing pages to support veterans in their career transitions. These pages often highlight the company’s commitment to hiring veterans, provide resources tailored for service members, and showcase veteran-friendly programs, benefits, and career paths. Below are some examples of such employers and the support they offer:

A. Truist

• Military-Veteran Program Highlights: Truist is committed to empowering veterans through roles that match their leadership and operational expertise. Offers programs like mentorship for veteran employees and connections to internal veteran-focused groups.
• Veteran Resource Page: Truist Military Careers

B. Wells Fargo

• Military-Veteran Program Highlights: Provides a robust Veteran Employment Transition (VET) program. Offers resources for military spouses and a dedicated Military Talent Community for ongoing engagement. Focuses on financial wellness programs tailored for veterans and their families.
• Veteran Resource Page: Wells Fargo Military & Veteran Programs

C. Duke Energy Corporation

• Military-Veteran Program Highlights: Recognized as a military-friendly employer, Duke Energy focuses on hiring veterans into roles in energy operations, project management, and cybersecurity. Supports transitioning service members through its partnership with SkillBridge and other training programs.
• Veteran Resource Page: Duke Energy Careers for Veterans

D. Bank of America

• Military-Veteran Program Highlights: Offers the Military Support & Assistance Group (MSAG) to help veteran employees transition into the company and thrive in their careers. Provides specific recruiting initiatives for veterans and military spouses. Promotes financial literacy and planning support tailored to military personnel.
• Veteran Resource Page: Bank of America Military Careers

E. Atrium Health

• Military-Veteran Program Highlights: Prioritizes hiring veterans and reservists in clinical, administrative, and operational roles. Offers flexible work arrangements for National Guard and Reserve members. Provides mentorship programs and networking opportunities for veteran employees.
• Veteran Resource Page: Atrium Health Military Careers

Why These Pages Matter

These military-veteran landing pages serve as gateways for service members to explore:

• Veteran-Specific Opportunities: Roles that leverage military-acquired skills and leadership.
• Support Networks: Access to Employee Resource Groups (ERGs) and mentorship programs designed for veterans.
• Tailored Resources: Information on navigating benefits, financial planning, and adjusting to corporate culture.

By proactively exploring these pages, transitioning service members can better understand how their military experience aligns with civilian roles and identify companies that prioritize veteran inclusion.

Conclusion

Transitioning service members bring unparalleled skills and experiences to the civilian workforce. By emphasizing transferable skills, obtaining relevant credentials, and utilizing targeted resources, veterans can avoid underemployment and achieve meaningful career outcomes. Employers also play a crucial role by fostering veteran-friendly hiring and retention practices (Morgan et al., 2024).

Call to Action

If you’re a transitioning service member or an employer committed to supporting veteran careers, explore resources like Veterans Bridge Home, Upstate Warrior Solution , The Warrior Alliance or NextOp. Together, we can unlock the potential of this exceptional talent pool.

References

• Domnisoru, C. (2023). The GI Bill and Underemployment.
• Morgan, N. R., Davenport, K. E., Balotti, B. A., Aronson, K. R., & Perkins, D. F. (2024). Subjective and Objective Measurement of Underemployment and Income Among Post-9/11 Veterans. Armed Forces & Society, 0095327X241293706.
• Moore, L. R. (2021). Strategies Used to Retain United States Veterans.
• Traslavi?a, A. J. (2024). Veterans Transitioning Out of The Military (Doctoral dissertation, California State University, Northridge).