DISCUSSING FUTURE DEPLOYMENTS
DISCUSSING FUTURE DEPLOYMENTS
Job interviewers may be confused about the requirements of your service. They don’t know what it will mean if you’re called up for training or deployment. Who will do your work? Who will supervise your employees? And why should they be expected to take up the slack when they’re paying you? Prove that your service is a benefit to them.
PROVIDE A PREVIEW
People fear what they don’t understand. Proactively bring up your training schedule and what would happen if you were called up to deploy. Let the employer know that if you were called up to deploy, you would likely know months in advance and would be able to notify the company immediately. Explain that you could give your manager your training schedule for the entire year ahead.
REASSURE THEM
If you’re a supervisor, you’ll train leaders to fill your shoes for the time you will be away. Explain that this does two things: 1) It builds confidence and morale among your subordinates; and 2) It maintains an active pipeline of future managers. Also, emphasize that while you’re on military duty, you receive professional development training at no charge to the company. Yes, you’ll be away serving the country, but you’ll bring back knowledge and experience that will drive the business forward.
ASK FOR QUESTIONS
Ask the interviewer if they have any lingering questions or concerns. This gives the individual permission to voice any misgivings and allows you a chance to debunk any myths or misunderstandings before they take root.