Insights from Devin Treadaway
Author: Sydney Gallup
When a military member leaves service and intends to enter the civilian workforce, one of the first challenges is the transition itself. There are skills and competencies military members develop during their service, but it can be unclear where to apply those skills or how to communicate them effectively to potential employers. That is why Devin, a Marine Corps veteran and now a recruiter with AAA, wanted to share his perspective with us. Devin shares insights that are handy for both employers hiring veterans and military affiliated students.
Devin served as a MAGTF Enlisted Planner (0511) in the Marine Corps, a role requiring exceptional strategic and operational planning skills. "The Marine Corps uses a lot of acronyms," he notes, "but at its core, my job involved strong data analytics, communication, and financial accountability, managing billions of dollars on a daily basis." At the end of the day, his responsibilities and skills obtained continue to benefit his current career.
So let’s start with resources. There are many services and resources available to veterans looking to overcome that initial challenge and prove they are sufficiently prepared and qualified. Devin recalls his experience in 2005, when resources were a bit more limited than they are today. He now recognizes that there are many resources available that veterans have to sift through. He recommends the Veteran Bridge Home in Charlotte, and we recommend starting with the Military & Veteran Services office here at UNC Charlotte.
Veterans’ work experience in the military is, of course, varied. Some roles provide specific technical skill development, while all of them develop soft skills—skills that are highly transferable. Common skills that can be communicated to employers are leadership, communication, accountability, and self-sufficiency. Devin particularly endorses the multitude of soft-skills Veterans develop. His hiring strategy is to “hire good people and teach them to do things.” He believes that veterans come into any workplace with a strong mentality and willingness to learn.
Landing the job, of course, requires a strategy. Devin offers this advice: “The interview is how you get hired; the resume is how you get the interview.” Veterans should invest time in creating strong resumes that focus on transferable skills, seek feedback from mentors, and prepare for mock interviews to refine their communication. He adds, “Ask for help—it’s hard, but you’re not alone.” We can’t emphasize that enough, we are here to support you. Plus, we want every job-seeker to start with their personal brand and know how to talk about themselves. That’s the foundation. Devin reminded us of something key with resumes, cover letters, and communication: be careful using military jargon and acronyms. And for any job seeker, are you tailoring your resume to the job application?
But there is another key part of the job search that we emphasize, and so does Devin: connections. Veterans are part of a unique, exclusive community, and they should leverage that network to find opportunities and advance their careers. Devin urges you to put yourself out there: “Connections, networking, and people have never been more important than they are right now.” If you haven’t heard us say this before, networking is a key component of any job search strategy. Utilize the veterans office on campus to find community, tap into alumni from your degree program, and attend networking events on and off campus.
For employers, there are a few important points to keep in mind as you engage with veterans. Devin highlights a common misconception that all veterans have combat experience or want to talk about their military service. "The vast majority of veterans do not serve in combat, and not all want to share their military experiences," he says. It’s important for employers to approach veterans’ military backgrounds with respect and sensitivity. Another misconception is that veterans may take longer to train or are somehow less capable than civilians. Devin strongly disagrees with this stereotype, pointing out that veterans have developed problem-solving skills, leadership abilities, and resilience that make them highly capable in the workforce.
He is hopeful that employers are interested in hiring veterans (as are we). So he shared this: “If you want to hire a more qualified candidate with exceptional intangibles like leadership, accountability, and work ethic—hire a veteran.” And to create that pipeline you have to connect with veteran organizations.
Devin’s insights provide valuable guidance for both veterans and employers. For veterans, translating military experience, honing interview skills, and seeking help are crucial to a successful job search. For employers, veterans offer leadership and soft skills that are developed in unique ways. By recognizing the value veterans bring to the workplace, employers can tap into a highly skilled and motivated talent pool.