Jon Macaskill

The biggest difference between military evaluations & resumes? On a military eval, you take credit for the entire organization (whether you did it or not) On a resume you take credit for your direct reports (subordinates) & only list the things you actually did #quinnsights Out here you don’t get credit for the things every single person under you does It doesn’t matter if you were “responsible for” So in “resume speak” As the INSCOM G3 SGM, I didn’t lead the operations for 17,000 people in 45 countries They had multiple command teams between us I was an individual contributor I didn’t rate anyone But I did lead a lot of really cool efforts the impacted the enterprise And those went on the final resume Questions?

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What 10x common #militarytransition phrases really mean to industry: 1. Strategic Leader - I don't want to actually do anything, just be in charge 2. Change Agent - I'm smarter than you and will change everything immediately 3. Servant Leader - People before business...but I really don't know business 4. Seasoned - Old 5. Remote Only - Other things are more important than work 6. Responsible for - Didn't actually do anything, but take credit for everything 7. Executive - Think you are a big deal...or that your rank is 8. Cross-functional - You think it is important to tell us you can work with others 9. Extensive - You don't know exactly how much, but think it is a lot 10. Skilled - You think you know how to do it, but can't quantify it Questions? Any that you would add? #quinnsights There is not a single instance where I have ever seen these words used on a profile or resume and thought it was well done Other than being an actual corporate CEO, EVP or Account Executive That is all Use them at your own risk

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Transitioning from the military to the civilian workforce can be challenging. One of the biggest challenges I see? Underestimating civilian industry requirements. Here are 7 areas where service members often need a translation plan: 1️⃣ Specialization – Broad military roles don’t always match narrowly defined civilian job titles. 2️⃣ Certifications – Civilian industries often require credentials to even be considered. 3️⃣ Industry Knowledge – Civilian employers want familiarity with their specific tools and methods. 4️⃣ Leadership vs. Expertise – Leadership alone may not outweigh technical know-how in some industries. 5️⃣ Soft Skills & Culture – Civilian workplaces value collaboration, persuasion, and adaptability (try not to bark orders and while giving them the knife hand). 6️⃣ Recognition – Military awards must be explained in terms of impact, not just titles (just listing that you got a Bronze Medal, COM, etc. won't be helpful because the civilian recruiter/hiring manager won't understand what they mean). 7️⃣ Networking – In the civilian world, relationships often drive opportunities. Instead of automatic camaraderie, you build trust over time by showing professionalism, consistency, and reciprocity. 👉 The good news: these are fixable. With the right resume strategy, translation of skills, and some targeted upskilling, veterans can bridge the gap and thrive in the civilian sector. Maloney out! ✌

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"Recruiters are the worst!!" "How hard could it be to look at some resumes" "I'm qualified and never heard back..." As an 11-year veteran in recruitment and talent acquisition, I can't tell you how much these statements hurt my soul. Over my career, I have interacted with the brightest, most intelligent, and creative minds in the field of talent acquisition. Many of them want nothing more than to make other people's career dreams come true. So let me go ahead and set some things straight. Myths: - Recruiters don't hire you, hiring managers do. - Recruiters don't work for the candidate. But I promise you, if you are a fit for the position, they will be your biggest advocate. - Recruiters want to fill the role, their metrics depend on it. They aren't intentionally moving slowly. - Good recruiters know good talent, even if it isn't for the job you applied for. - Yes, you might be qualified for the job. But so are tens or hundreds of other applicants in some situations. - Hiring managers have other priorities on top of hiring you. Sometimes things take time. - Just because someone reached out to you for a job, it doesn't mean you have the job. So on this #GlobalTalentAcquisitionDay remember this. We all strive to be in the perfect job, at the perfect company. Millions of people are looking for that "perfect fit" and recruiters are the tip of the spear. The advocates you need, and the tireless and unseen heroes building the greatest companies to ever exist. In a world of AI, talent is still the engine that makes companies go. So next time you speak to a recruiter, remember what we really are and what we really do. - We are the connectors - We are strategists - We are quasi-therapists - We are advocates - We are negotiators - We are brand ambassadors - We are salespeople Happy Global TA Day to everyone! 

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Your military skills can translate into numerous skills that Federal employers like VA value. Check out this blog for tips on how to frame your military experience in your civilian job applications: https://lnkd.in/ergbPcm8

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Your first civilian job out of the military shouldn't be teaching TAPs to other transitioning service members. I know that sounds harsh—especially when those positions may be available and you've got solid training skills from your military background. But here's the reality: Teaching transition requires more than knowing how to facilitate a class. Here's what happens when inexperienced instructors lead TAPs: You end up with people who've never actually navigated a civilian job search trying to teach others how to do it. They repeat textbook advice without the scars of real-world application. They can't answer the tough questions because they haven't faced them yet. The result? Service members get generic guidance instead of battle-tested wisdom. Get out there and actually transition first. Apply for jobs. Get rejected. Learn what really works. Figure out how to translate your military experience in a way that resonates with civilian hiring managers. Get a job, maybe even change careers. Then, consider teaching others. Because the best instructors aren't just good trainers. They're people who've walked the path and can show others the shortcuts they wish they'd known. Your fellow service members deserve instructors who've earned their credibility in the civilian world. Do the work first. Teach from experience, not theory. Don't get me started on how little the pay is for those positions. There are a lot of problems with transition classes but, the point of this post is --> It should not be the first step out of the military. Thank you for coming to my Friday night TED talk. -Brad Founder, BestMilitaryResume.com | Navy Veteran | Helping Veterans Get Hired! → https://lnkd.in/gwQkSqWp

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A transitioning officer with 14+ years in the Navy asked me recently - "Should I invest in an industry-recognised HR certification? It’ll take time, effort, and I have just 4 months before retirement. Or should I do short courses on Udemy, Coursera, or LinkedIn? Will employers take them seriously, or will I be at a disadvantage compared to others?" Her voice carried something I hear often from veterans - 𝐭𝐡𝐞 𝐩𝐚𝐫𝐚𝐥𝐲𝐬𝐢𝐬 𝐨𝐟 𝐨𝐯𝐞𝐫𝐭𝐡𝐢𝐧𝐤𝐢𝐧𝐠. In the Forces, we were trained to analyse before acting. In transition, too much analysis can cost us valuable time. Here’s the perspective I shared with her: 𝐀 𝐟𝐮𝐥𝐥-𝐟𝐥𝐞𝐝𝐠𝐞𝐝 𝐜𝐞𝐫𝐭𝐢𝐟𝐢𝐜𝐚𝐭𝐢𝐨𝐧 (like SHRM-CP or CIPD) carries strong weight but demands time and commitment - ideal if you’re certain about your HR path and can start early. 𝐒𝐡𝐨𝐫𝐭 𝐨𝐧𝐥𝐢𝐧𝐞 𝐜𝐨𝐮𝐫𝐬𝐞𝐬 are lighter, flexible, and can help you understand the domain, build vocabulary, and show recruiters your intent to learn - perfect if time is short. Think of it like preparing for a new role onboard: sometimes you deep-dive into a year-long course, other times you quickly learn enough to be effective in the mission. My suggestion? - 𝐃𝐨 2–3 𝐬𝐡𝐨𝐫𝐭 𝐭𝐚𝐫𝐠𝐞𝐭𝐞𝐝 𝐜𝐨𝐮𝐫𝐬𝐞𝐬 now to hit the ground running. - Once settled in a corporate role, 𝐩𝐮𝐫𝐬𝐮𝐞 𝐭𝐡𝐞 𝐚𝐝𝐯𝐚𝐧𝐜𝐞𝐝 𝐜𝐞𝐫𝐭𝐢𝐟𝐢𝐜𝐚𝐭𝐢𝐨𝐧 - now with context, experience, and may be ..... company sponsorship. Transition is a marathon, not a sprint. The key is to start moving. 𝐀𝐟𝐭𝐞𝐫 𝐚𝐥𝐥, 𝐚 𝐬𝐡𝐢𝐩 𝐨𝐧𝐥𝐲 𝐜𝐡𝐚𝐧𝐠𝐞𝐬 𝐜𝐨𝐮𝐫𝐬𝐞 𝐰𝐡𝐞𝐧 𝐢𝐭 𝐥𝐞𝐚𝐯𝐞𝐬 𝐭𝐡𝐞 𝐡𝐚𝐫𝐛𝐨𝐮𝐫. 𝘐𝘧 𝘺𝘰𝘶 𝘢𝘳𝘦 𝘢 𝘮𝘪𝘭𝘪𝘵𝘢𝘳𝘺 𝘷𝘦𝘵𝘦𝘳𝘢𝘯 𝘵𝘳𝘢𝘯𝘴𝘪𝘵𝘪𝘰𝘯𝘪𝘯𝘨 𝘵𝘰 𝘤𝘰𝘳𝘱𝘰𝘳𝘢𝘵𝘦, 𝘐 𝘤𝘢𝘯 𝘩𝘦𝘭𝘱 𝘺𝘰𝘶, 𝘣𝘶𝘪𝘭𝘥 𝘢 𝘴𝘵𝘳𝘰𝘯𝘨, 𝘤𝘭𝘦𝘢𝘳 𝘳𝘦𝘴𝘶𝘮𝘦, 𝘱𝘳𝘦𝘱 𝘺𝘰𝘶 𝘧𝘰𝘳 𝘪𝘯𝘵𝘦𝘳𝘷𝘪𝘦𝘸𝘴 𝘸𝘪𝘵𝘩 𝘤𝘰𝘯𝘧𝘪𝘥𝘦𝘯𝘤𝘦, 𝘢𝘯𝘥 𝘮𝘢𝘬𝘦 𝘺𝘰𝘶𝘳 𝘓𝘪𝘯𝘬𝘦𝘥𝘐𝘯 𝘱𝘳𝘰𝘧𝘪𝘭𝘦 𝘴𝘵𝘢𝘯𝘥 𝘰𝘶𝘵 𝘴𝘰 𝘵𝘩𝘦 𝘳𝘪𝘨𝘩𝘵 𝘱𝘦𝘰𝘱𝘭𝘦 𝘯𝘰𝘵𝘪𝘤𝘦 𝘺𝘰𝘶.   𝘋𝘳𝘰𝘱 𝘮𝘦 𝘢 𝘮𝘦𝘴𝘴𝘢𝘨𝘦 𝘰𝘯 𝘞𝘩𝘢𝘵𝘴𝘈𝘱𝘱 𝘢𝘵 8700869680. 𝘓𝘦𝘵’𝘴 𝘥𝘰 𝘵𝘩𝘪𝘴 𝘵𝘰𝘨𝘦𝘵𝘩𝘦𝘳.   #Militarytransition #Careeradvice #Corporatecareers #Commanderram #Transitiontips #Veteransupport #transitioningveterans #jobsearchstrategies

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Should veterans do a better job of explaining their military experience… Or should companies make more effort to understand it? Honestly, I see both sides. When you transition out of the military, you do need to create a CV aligned to the job you want. It’s on you to translate your experience and show how it fits the role you are applying for. That’s the reality — especially in a competitive job market. But companies are missing a trick. Too often, a great candidate gets rejected. Not because they aren’t qualified — but because no one reading their CV understood what they actually did. That Royal Signals Corporal? They weren’t just “in the Army.” They were a IT engineer, handling 2nd/3rd line support across complex infrastructure, often in highly secure environments where failure simply wasn’t an option. So yes — veterans should translate. But companies and recruiters need to dig deeper. Your next top performer might already be in your inbox. Just not in the language you expected.

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Career transitions aren’t easy whether you’re leaving the military or switching industries. ✔️ I’ve done it. ✔️ I’ve also sat on the hiring side of the table. So here are six tips to help you stay prepared before, during, and after a transition: ➡️ Track your tasks weekly: what you did, how you did it, and what impact it had ➡️ Always be networking even when you’re not job hunting ➡️ Look for ways to grow in your current role (job enrichment matters) ➡️ Keep learning: upskill, cross-train, or dive deeper into what you already know ➡️ Volunteer to fill experience gaps and build your resume ➡️ Stay curious! Get involved in other things that could expand your knowledge, skills, and abilities. ✔️ Transitions are hard. ✔️ Being prepared makes all the difference. What helped you stay prepared for your last career move?

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The day you hang up your uniform, you already have what it takes to be a Project Manager. That’s not hype—it’s fact. The military doesn’t just train warriors, it builds planners, leaders, and problem-solvers. Those are the exact skills employers want in project management roles. But here’s the challenge… Just because you can do the job doesn’t mean hiring managers see it. You have to translate your experience into their language. Here’s how to land a project management job straight out of the military: ✅ Earn a Credential Early Use Army COOL or Credentialing Assistance for PMP, CAPM, or PMI-ACP. Credentials prove you meet industry standards. ✅ Translate Your Story Swap “I led a platoon” for “I managed a cross-functional team of 40 on time-sensitive operations with a $20M budget.” Missions = projects. ✅ Network with Purpose LinkedIn is your new formation. Share your story, ask for informational interviews, and connect with veterans in project management. ✅ Leverage Free Programs SkillBridge, Hiring Our Heroes, PMI’s veteran initiatives—these exist to give you a head start. ✅ Interview Like It’s a Mission Brief Use STAR (Situation, Task, Action, Result). Clear. Concise. Mission-focused. Remember… You’re not starting over—you’re earning another promotion. So… If you’re transitioning, start today. And if you’re already in the project profession, be the bridge—mentor a veteran. The next great PM may be just hanging up their uniform. Agree? #QuickNote #ProjectManagement #Military

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You don’t have to be an influencer to be a great networker. When folks in the military community hear “networking,” many picture something big and loud: posting your life story, building a brand, chasing likes. That approach is okay, but it’s not the only way. When it’s done well, career networking is often a quiet skill. For instance, I worked with a job seeker who recently landed a great role without ever posting publicly. Instead… ➕ He applied to a job he was excited about ➕ He searched LinkedIn to see if anyone at the company shared his military background ➕ He found someone and reached out with a clear ask, not a generic message: “I served in a similar capacity as you. I’m applying for this specific role. If you know the hiring manager, would you be open to passing along my info?” That’s it. And it worked. The person passed the resume along. The job seeker got a call, crushed the interview, and got the offer. You don’t need to be everywhere online to make progress with your career. You don’t need a viral post or personal brand, either. Sometimes, all you need is a thoughtful connection and the courage to ask.

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𝗪𝗵𝘆 𝗤𝘂𝗮𝗹𝗶𝗳𝗶𝗲𝗱 𝗩𝗲𝘁𝗲𝗿𝗮𝗻𝘀 𝗦𝘁𝗿𝘂𝗴𝗴𝗹𝗲 𝘁𝗼 𝗚𝗲𝘁 𝗛𝗶𝗿𝗲𝗱 Even the most skilled veterans face challenges in the job hunt. Here are common obstacles to overcome: 1. Resume Isn’t Civilian-Friendly – Translate military skills into terms employers understand. 2. Applying Without Targeting – Tailor each resume to the specific job description. 3. No Interview Practice – Confidence and clear communication take practice—prepare for common questions. 4. Overlooking Online Presence – Update LinkedIn and keep your digital footprint professional. The right strategy can turn these roadblocks into opportunities.

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