When it comes to hiring for federal service civilian careers and federal contracting companies, the question often arises: Why do these employers frequently prefer to hire former military personnel? The assumption often is that the government and contracting companies favor ex-military candidates due to their familiarity with federal operations, especially within the Department of Defense (DoD). There’s also the added element of security clearance, which many believe is a driving factor. But is the preference for hiring military veterans truly warranted in every case?
Let’s break this down.
The Security Clearance Factor
A big reason many assume that former military personnel are favored in federal hiring is the security clearance requirement. For positions, particularly those within the DoD, a certain level of clearance—ranging from Secret to Top Secret—can be a necessity. This clearance process is time-consuming, often taking months to complete. However, here’s the catch: not all federal positions require a Top Secret clearance, and most information technology (IT) roles in the government, for instance, only require a Secret clearance unless they’re dealing with highly classified systems or top-secret enclaves.
So, why do some agencies lean toward veterans, especially when the clearance levels needed for most positions are relatively modest? It’s a matter of convenience. Veterans typically already possess the necessary security clearances from their military service, but the reality is that hiring civilians with a clean background could achieve the same result. Issuing a Secret clearance for a civilian can take less than two months, provided the individual doesn’t have a history of criminal or financial issues. With the availability of talented civilians who could easily meet the clearance requirements, it seems that hiring veterans based on clearance alone may not always be the most efficient or necessary choice.
Familiarity with the Federal/Military Structure
Another argument in favor of hiring former military personnel is that they are already familiar with the military and federal government environment. The thinking is that ex-service members will have an easier time adapting to the complex systems and structure of federal agencies, particularly those within the DoD. Veterans understand military rank, chain of command, and the culture of working for a federal agency.
While there’s some truth to this—veterans do bring with them an understanding of military structure—there’s a flip side to this assumption. Teaching someone who has never served in the military how to navigate federal bureaucracy may not be as hard as it seems. The real challenge is not understanding the rank or chain of command, but learning how to function in an environment where daily duties are different from military life. For instance, civilians don’t have to salute or adhere to the day-to-day military protocol, yet they still need to respect the organizational hierarchy and understand the nuances of the work culture.
In fact, individuals without military experience may actually adapt quicker to the civilian aspects of the job. They wouldn’t be bogged down by military customs, and their lack of a “military mindset” might actually make it easier for them to integrate into the civilian workforce. They don’t need to “unlearn” military habits or attitudes in order to thrive in a non-military work environment.
Broader Pool of Talent in the Civilian Sector
Another point worth considering is the sheer volume of untapped talent in the civilian workforce. The federal government and contracting companies often limit their recruitment pool by focusing on former military members, assuming they have the skill set and familiarity required for federal positions. But when the need for military experience is overstated, it can close the door on skilled professionals from other backgrounds who could thrive in federal service or contracting roles.
For example, in IT roles, there are countless talented professionals in the civilian sector who can meet the technical requirements of the job, with or without a military background. If security clearances are the only significant barrier, these candidates can be vetted and granted the appropriate clearance without the need for military experience. Focusing on military veterans, while admirable, may unintentionally overlook top talent in other fields who could bring fresh perspectives and innovative ideas to the federal workforce.
The Takeaway: It’s Not Always About Military Experience or Clearance
In conclusion, while former military personnel bring many valuable skills to the table—discipline, leadership, and an understanding of the federal structure—the preference for hiring veterans for civilian federal roles, particularly in federal contracting companies, may not always be necessary or the best approach.
For most positions, especially those within IT, the clearance requirement could be met with civilians who are willing to undergo the vetting process. The clearance itself is not always the barrier it’s made out to be. A civilian can obtain a Secret or higher clearance in a relatively short time, usually within a few months, provided they don’t have a history of criminal or financial issues. So, the idea that hiring veterans is the only way to avoid lengthy clearance processing doesn’t hold up, especially when a qualified civilian could meet the requirements just as efficiently.
Similarly, the complexities of military bureaucracy can be taught to non-veterans, so long as they are willing to understand the rank and chain of command structure. The federal government and contracting companies should focus on a broader, more inclusive hiring strategy that prioritizes skill, adaptability, and the willingness to learn, rather than exclusively relying on military experience or clearance as the key qualifier. This would open up the pool of talent and ensure that the most qualified candidates, regardless of their background, are considered for the important roles that keep our federal services running smoothly.