If you answered yes to this question, which just about covers us all, please keep reading to learn more about an interesting paradox.

Wikipedia says: “…a paradox is a logical statement or group of statements that lead to a contradiction or a situation which [if true] defies logic or reason.”

So, here we go…a group of statements.

One of the consistent messages from hiring managers is they are challenged to find people to hire who can learn, can communicate, are adaptable and are willing to go above and beyond. Companies now hiring are saying, “Economic realities have spread our workforce thin, and now we can afford to hire, they have to be good.” Companies are realizing that a good hire is someone who fits their company culture and who brings the desired skills, attitudes and attributes. Most of us know how time consuming it can be to have a person working for or with you who “just doesn’t fit,” who doesn’t “get it,” who isn’t a “team player.” It’s painful when a company spends time and money to hire someone only to realize they have kissed a toad!

Let the paradox continue. Did you know:

• People transitioning from active military duty represent the single largest source of prospective employees?

• Armed forces veterans are among the best-trained candidates in the job market?

• Over 95 percent of armed forces veterans have high school diplomas?

• Over 35 percent have attended college with almost 25 percent having college degrees?

• Most armed forces veterans have received hundreds of hours of specialized management, professional or technical training?

And as technology becomes more important to everyone, did you know:

• Modern military service members are considered leaders in technology as they have received specialized technical training which would have cost your company thousands of dollars to provide?

Think about this when hiring: The military relies on continual learning and adaptation. Combat troops face new, uncertain and hostile situations on a regular basis. Adaptability is not only key to their success, it’s also key to their survival. Doesn’t this fit the criterion of a candidate who knows how to go “above and beyond?”

Conversely, a consistent message from veterans is they are challenged with the job market and are perplexed on how to market their skills and abilities to companies unfamiliar with military terminology and culture. One veteran’s highly accurate résumé discussed his prior work experience using words like wing, flight, battalion, company, commander of. The client said, “Commander of what?” Between the lines, this client was asking, “What does all this stuff mean to my company? What is the correlation? What has the applicant done that translates to what I need? How does any of that make this candidate a valuable asset to our organization?”

These questions represent the disconnect.

Returning military personnel are finding that translating the successes achieved during their military service to a civilian career is not an easy, nor familiar, task—and then what happens? Their phones don’t ring and they can’t land interviews. A recent candidate was quoted as saying: “Now that I need a job, where are all the people who waved their flags saying ‘Support our Troops’?”

The people who waved the flags are still here. But the companies are asking veterans to communicate in order to know how the applicant fits into their organization. The veteran is saying, “I’m not sure I understand what you need to hear from me in order for you to understand how I fit into your organization—you waved the flag.”

The translation between the two groups is essential.

As a company, should you hire a veteran because of the tax credits or because it’s the right thing to do even if the veteran doesn’t fit your culture? Of course not—culture and fit are still critical to any successful hire for companies to make money. But companies need to be aware that veterans bring a proven track record of success and have worked in a culture that strives to exceed standards. Veterans have been in many situations that caused them to adapt quickly and think fast on their feet and are used to a high stress environment. A veteran can hit the ground running, learn fast and be an immediate contributor. These are only a few reasons why you should hire a veteran.

Also, keep in mind that if you do hire a veteran, federal and state tax credits are potentially available for the hiring company.

To have impact upon this paradoxical unemployment rate, we must seek to increase understanding so companies and veterans can communicate with each other on the values both sides bring to the table; the values are immense. .

		Julie Mann is the CEO and President of JMann Consulting Group, The Rock Star Factory and newly-launched company, RockStar Warriors. Offices are located in Downtown Lansing at 216 N. Chestnut Street. Mann can be contacted via e-mail at  This e-mail address is being protected from spambots. You need JavaScript enabled to view it .