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Jerold Ramos

Jerold A. Ramos Sr., CABR, CRM, is the manager of talent acquisition for AlliedBarton Security Services, the industry’s premier provider of highly trained security personnel to many industries. He can be reached at

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Military Matters: Why Hiring Veterans and Their Families Should Be Top Priority for HR Leaders

by Jul 16, 2012, 5:10 am ET

As a U.S. Navy veteran and talent acquisition professional for America’s leading physical security services company, I commit each and every work day to pursuing gainful employment of our country’s military. My organization partners with a number of military assistance groups including The Employer Partnership of the Armed Forces, Employer Support of the Guard and Reserve, and the Wounded Warrior Project, to name just a few. We also keep an open line of communication with veterans, reservists, and their families and caregivers, to help ensure our career opportunities are visible. Our company-wide military hiring program, Hire Our HeroesSM, is an essential part of our recruiting strategy.

It is time for human resource leaders, from every sector, to salute our military’s service, value their skills, and welcome their unique experience and talents into the civilian workplace. These individuals make a positive contribution in every civilian profession and will continue to do so with your help. These are the men and women who we trust to defend our freedom. Now is the time to return the favor with career opportunities that will benefit the veteran and your organization.

Following are my top 10 reasons to hire military:

#10 — Battle-Tested Real World Experience: Today’s human resource directors are interviewing warriors who may have been deployed to Iraq or Afghanistan and who have done everything from coordinating ground and air support during combat, to hiring local contractors, and restoring schools and hospitals. “Human resource professionals need to develop their own ‘military to civilian decoder’ systems to help explain the significance of how military skills and experience translate to the employment landscape,” says Johnny Dwiggins, Employer Partnership of the Armed Forces, contract program manager.

When counseling veterans transitioning from active duty to the corporate world, I advise them to use civilian terms when describing military experience. Not every corporate employer understands what a battalion, platoon, or brigade is. By repositioning the responsibilities into language that non-military can understand, more hiring managers will be able to relate the experience to the duties they are hiring for. keep reading…