Preparing Yourself for Career Transition - life after being in the Forces

14th Jun 2011

Transitioning from a career within the Forces to the Civilian world can be a daunting task however Forces personnel are very much in demand and with the right job hunting strategy, lucrative and fulfilling careers are very much achievable.

The challenges:

1. Round pegs for round holes. Too many careers advisors will tell you to write a Personal Profile that focuses on transferable skills such as working in teams, working under pressure and attention to detail but these rather clichéd and unimaginative behavioural traits are not what employers are looking for on a CV. Your CV will be more effective if you focus on job based skills such as performing security risk assessments, re-engineering operational processes, managing teams, or developing logistics plans. You need to align the skills communicated through your CV with the hot skills that are in demand by your target employer. You need to look like a round peg for their round hole rather than a Forces person with no relevant experience but keen to learn.

2. There’s no I in Team! This might be a very true and worthwhile statement while working within the Forces but it will not assist your job hunting. A potential employer is not looking to hire your squadron / team; they are looking to hire you, so make sure you communicate what you did and what you achieved within your role. Being modest and team orientated is a fine trait but wear a different cap when you attend interviews.

3. I haven’t achieved anything! Many people often feel that their achievements are either shared (as per the last point regarding teams) or non existent, however civilian employers are looking for you to demonstrate that you not only have the skills to do the job that you are applying for, but you have a track record of success. A CV should be approximately 30% focused on achievements and where possible, should provide tangible, measurable and statistical evidence of success. Don’t fall into the trap of merely writing a list of duties and responsibilities; see your CV as a sales document or business case as to why someone should hire you and give them a reason to invite you for an interview.

4. Where are all the jobs? Once you have created a great CV, you need an effective job hunting strategy. It used to be a case of looking in the jobs section of the local newspaper but job hunting is a different animal now. Having a multi-pronged approach is key and inevitably that means embracing online channels. Firstly, you will need to create a LinkedIn profile. LinkedIn has 100 million users worldwide and most recruiters will use it as a tool for sourcing candidates. Make sure your profile is complete, well written, up to date and that your contact settings allow recruiters to find you. Food for thought; 85% of recruiters / hiring managers will check your LinkedIn profile before making a hiring decision! Internet job boards are now the place to find jobs, these are internet sites that recruiters and employers use to advertise their jobs – the problem is there are so many and finding the right ones is a minefield. CV distribution tools like www.freemycv.com are very useful for getting your CV out to all the right places; you can register just the once and Freemycv will post your CV to all the relevant job boards in the UK. By searching these internet sights for suitable jobs (and making applications), you will receive calls from relevant recruitment agencies who you then need to build relationships with to act on your behalf.

5. The dreaded competency-based interview. At some stage in the interview process, you will be asked to demonstrate that you have behavioural competencies desired by the employer, for the role that you are applying for. These are exactly the skills that we advised you not to push in your CV (because they will be explored in the interview). Employers will push for evidence that you can work in a team, handle conflict, be innovative, or perhaps influence others. There are 1000s of potential competencies so it is important to find out in advance (from the job specification or the recruiter) and make sure you prepare at least 2 real life examples, of situations that you have been in, that prove you that that particular competency. You also need to know how to answer competency-based questions without rambling. We recommend using the STAR methodology. This involves firstly describing the situation or problem that existed; secondly, explain how you were involved i.e. your task; thirdly, describe the key things you did to achieve a positive outcome i.e. your actions; and fourthly, make sure you provide tangible and statistical evidence of success.

The CV & Interview Advisors are a leading UK-based Career Consultancy with extensive experience of transitioning Forces personnel into civilian jobs. Contact us on 01274 408 222 / info@cvandinterviewadvisors.co.uk to find out more about how to use STAR and other effective interview techniques, how to create an effective CV, and how to develop a winning job hunting strategy.