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BY Joel Junker
JMOs Only .2% of US Workers. What that means!
According to the Military Onesource 2021 Military Demographics Report, approximately 132,000 junior military officers (JMOs are in ranks O-1 to O-3 (At Cameron-Brooks, we rarely partner with O-1s as they have yet to complete their initial commitment nor have enough experience, and while we do work with some O-4s; I wanted to keep things simple to generate an approximate number of JMOs for the purpose of this article).
According to the Bureau of Labor Statistics, BLS.gov, 64,994,000 people in the US labor force are twenty-five years old or older and have a college degree.
This means that JMOs make up .2% of the professional working population in the United States.
What does this .2% statistic mean if you are a JMO considering transitioning to a business career? Here are five points to consider.
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The JMO is a non-traditional hire.
By being .2% of the working population, most companies do not have experience hiring JMOs. They traditionally hire from competitors, other industries, or campuses where they find people with business experience. While more companies have initiated veteran recruiting programs, even then, JMOs are the minority of veterans transitioning, and most veteran programs are geared towards enlisted veterans separating or people retiring. The JMO has a different skill set and trajectory.
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Most information about changing careers is not targeted toward the JMO demographic.
You can conduct numerous searches for books, blog posts, and podcasts about career management, but many of them are not relevant or specific to the JMO background. The information available is geared to the masses. A lot of the traditional tried and true advice does not apply to the JMOs’ unique experiences and situations.
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JMOs possess a wealth of valuable experience, including leadership, problem-solving, project management, initiative, and resilience.
While JMOs may have functionally relatable experience to defense contractors, Three Letter, and other government agencies, they have less functionally relevant experience in the commercial business sector. However, those companies that hire JMOs do so because they recognize and value the unique skills and experiences you bring from your military service.
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The AI and algorithm resume and application screening process can be challenging for JMOs.
More companies are using AI and other algorithms to screen resumes and applications. These systems are not designed to identify less than 1% of the population. In fact, they are intended to rule them out. It’s a frustrating reality. Many JMOs I talk to say they send out ten to thirty applications and either rarely hear back, or if they do, they receive a rejection. However, it’s important to remember that these challenges are not unique to you, and with the right strategies, they can be overcome.
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When interviewing for business leadership opportunities, JMOs need to translate their experience into business language.
The behaviors and skills to lead a deployment from Camp Lejeune to Norway, or Fort Stewart to Germany, or pass an inspection as a Division Officer relate to the skills necessary to be successful in business. However, they will need to help hiring managers understand how they relate. It’s like traveling to a foreign country and having to speak a new language. This takes preparation and practice.
It does not seem fair that JMOs who have been so successful and served our country face such challenges in the transition. Fortunately, they do not have to do the transition alone. Cameron-Brooks can serve as a guide to help the JMO navigate these challenges. We have assisted officers in transitioning to business leadership roles for over fifty years. We know the companies who value the JMO skillset, the hiring managers who will invest in them, and how to help you prepare so you can overcome these obstacles.
You can read our success stories here.
To learn more, check out our book, PCS to Corporate America 4th Ed., and our podcast, PCS to Corporate America, on iTunes, Spotify, Pandora, and Google Play.
