Darian Lawless
Avid coffee drinker, devoted mom/dog mom, Disney princess who wore combat boots instead of glass slippers.

Re-training to retain may seem a bit counterintuitive but if you read along you just might see the benefits for your organization. Mind you, I am working the military angle again, as this is what I know and is applicable to many.

Stepping foot into the civilian world is very scary for many Veterans. There is this stigma in the workforce that Veterans are hard to train, can only follow set rules, come with baggage such as PTSD, or simply cannot adapt to the civilian way of life.

Most military veterans go through roughly six to nine weeks of rigorous training with the sole focus of breaking the individual down to build them back up. This training is both mentally and physically exhausting. This training is designed to push individuals out of their comfort zone, hone in on critical thinking skills, drive individuals beyond their limits and capitalize on proficiency. Employers come across military resumes and often make the assumption that the only skills these individuals have to offer is combat training. Little do they know this talent pool can be the answer to their staffing needs.

Experience + Engagement + Education = Success

If you think of employing an individual in the same context of football then you know there is a Draft Day. For all my football fans you may know where I am going with this. If you are not a football fan just bear with me. On Draft Day all NFL team owner’s, general managers, defensive coordinators, offensive coordinators, marketing team, etc. are conducting research on “the talent” – like sourcing a candidate. They are trying to figure out what player or players will be an asset to their franchise. Looking at their experience, education background, how many hours they spend training, how they can utilize them in marketing and especially if their character aligns with their organization’s culture. Sifting through player after player to determine who will be their top pick – interview and selection.

By now you are thinking… okay so how does hiring a military member align with drafting a football player? When looking at this military member’s resume you searching for the same key components as the coaches of a team. You are ensuring that this candidate will be a fit for your organization by asking yourself:

• Does this candidate’s character align with my organization?
• Can they process the work my organization does?
• Are they able to think critically and problem-solve?
• Is their educational background sufficient or extensive?

Nine out of ten military members meet (or exceed) all of the hiring criteria because they are “trained” in these areas and acquired education while serving. Now when you look at their resume you can consider half the battle fought. Choosing this candidate can take your company to the Super Bowl just like a first-round draft pick.

If employers take the time to “retrain” annually or quarterly, or perhaps maybe everyday just like a football team/player. Retention rates will increase, your organization will look professional and every player on your team will know exactly what they should be doing. Leaving us with one question to ask ...

Is stretching your talent dollar on someone who has prior military experience worth it?

You are making an investment in someone with the aptitude and attitude to get things done. Time is money and you need to really think about how you want to spend yours . . . continuously attracting new talent to fill vacancies or retraining to retain the talent you already have. Personally, I lean into developing the known rather than focusing on the short-term gain of filling a seat.

SeeKing HR is a full-service human resource consulting firm offering many creative ways to source and secure high-quality talent. Our successes speak for themselves - let’s continue the conversation.