I admit that despite my years of experience and sometimes jaded outlook, there are times where I have to beg ignorance.

I discovered one of those last week while manning a job fair table at Fort Dix. The Ultimate Warrior Career Fair (photos from the 2009 event are here) provided hundreds of emloyers the chance to meet thousands of active and retired military personnel, some of whom were just back from tours in the Middle East.

At our table was an employee of my host company; a reservist who is on active duty and a champion of hiring the military within the organization.

A soldier would approach the table and present their military experience, and ask what jobs we might have for them. My other staffing colleague and I found ourselves pointing them toward our co worker more often than not; he would listen intently, ask them about rank and security clearance, and much like an Egyptian tour guide would present the pyramids to a bus full of mid western tourists, would put in layman’s terms to us what opportunities this particular lad or lass may be suited for. Demonstrating his depth of knowledge about the industry, frequently he would talk directly to the troops about job titles they should consider and set up expectations for securing that opening – even down to what location they could find career openings.

It was a humbling and eye-opening experience, one that got me thinking about how general recruiters lack the familiarity with the world of the military to evaluate candidates from that background.

For example, I was shocked to be reminded that soldiers, especially those on active reserve, are by definition drug free, have developed and demonstrated leadership skills and can follow detailed orders in the most stressfull of situations (My colleague ranks as Major, and as such had 27 direct reports under his command). I don’t know of many Ivy League graduates who can make the same claim, as the results of one too many pre-employment drug tests have shown.

I recognized that my discomfort with viewing soldiers as applicants just as qualified – and sometimes moreso – than individuals actively in the work world says much about how corporate America fails to bridge the gap with military personnel. But I came away from the event with the desire to research how other companies make that transition, and how to better educate line HR recruiters on the strengths these men and women can bring to any job they apply for.

That being said, the overall advice I would offer to the newly available soldier looking for work is:

1. Consider your audience. Many larger coporations have less experienced individuals in line recruiter positions, and they may not have the saavy to recognize your value. Additionally, more seasoned civilian recruiters who hire for niche positions are looking for certain keywords and don’t have a lot of time to cull through the military jargon.
2. Utilize a skills-based or functional format for resumes. Highlight your strengths, rather than list every detail you accomplished in your service time.
3. Use a cover letter to introduce yourself. This is the best way to talk directly to the gatekeeper. Craft a different cover letter for each position, using their job description as a guide to answer how you best fit the position. A good explanation on using cover letters is here.
4. Consult with the organizations who assist returning service personnel with jobs like Tip of the Arrow, a group who has civilian recruiters like myself volunteer time with. Another is VETS through the US DOL.
5. Many corporations have programs to hire military personnel or a liason within Human Resrouces, email and ask them.
6. Get involved: A 2009 bill enacted by President Obama encourages companies to hire woulnded service men and women. Contact your representatives to fight for veteran’s rights.

You best beleive that the next resume that comes across my virtual desk with military experience on it will get respectful review by this staffing manager.