In Part 1 of this series, we talked about why using a generic, “one-size-fits-all” resume will not serve you well in a job search, and encouraged the right kind of company research, preparation for interviews, and knowing your value. Consider these next three points as you search for your next civilian career as well:

###Mission Readiness###

How did you get ready for a mission? Put the efficiency skills you learned in the military to work for you by effectively managing your job search. Completing online applications, forms, and assessments in a timely manner is a critical piece of the process. Waiting too long could send the message to an employer that you’re not truly interested in the role.

No one makes good decisions when they are overwhelmed. Take inventory of the situation, set priorities, devote time to preparing, and create deadlines. Missing the discipline of military service? Work at developing a constant set of tasks that you do every day that propel your job search forward.

###“Right” Versus “Any”###

A common mistake newly transitioning veterans make is using a shotgun instead of a rifle when it comes to finding a civilian job. A focused search aimed at uncovering the right opportunity will yield far better results in the long run than grabbing any job out of fear, desperation, or disorganization.

Thoughtfully consider these critical factors about where you want to work: job satisfaction, sense of purpose, growth potential, location, cultural fit, and competitive compensation.

###Do A Gut Check###

Before you commit, make sure you are 100% committed to the job opportunity. Consider every aspect, from location and salary to travel time and shifts? Equally important is ensuring ensure your family is on board with these factors as well.

Michelle DeLauder is a recruiting partner at Bradley-Morris, Inc. and sources veteran candidates for contingency placement with employers. “A lot of transitioning military are excited and initially want to consider every possible opportunity. But often once they get farther into the process with an interview or a site visit, they then have a conversation with their families about the details. For example, a job with 70% travel may not sound too bad at first, but I advise veterans to compare their current lifestyle with what the job lifestyle will be,” DeLauder said. "To not have those conversations up front can amount to a huge waste of time on everyone’s end, and it’s very frustrating for employers.”

DeLauder recalls her best veteran candidate: “He was a guy who was 100% committed.
He was considering two locations, and really preferred Texas, but said he’d be open to Oklahoma City. He made sure his family was completely on board, found a place in Oklahoma City, and was very thankful for everything.”