Approach Hiring with A Growth Mindset

In today’s rapidly evolving job market, adopting a growth mindset for future employment prospects can benefit both employers and job seekers. Outdated views and biases surrounding job titles and experience have historically created challenges for hiring managers and job seekers alike. The current job market requires we adapt a more holistic approach to the hiring process.
Reframing Your Search
There is a very real drive on both ends of the hiring equation to get the most bang for your buck. Job seekers want top dollar for their skill sets and employers want employees who can do it all without incurring the high costs associated with payroll and training. These competing priorities can make it difficult to see long-term impacts on growth, innovation, and perspective from both parties.
For employers, a growth mindset means seeking candidates who are not only capable but also adaptable and eager to grow within the company. It signifies valuing potential over perfection and recognizing that a candidate’s willingness to learn and evolve is as crucial as their current skill set. This approach can lead to a more dynamic and innovative workforce, ready to tackle future challenges.
For military job seekers, approaching job prospects with a growth mindset positions each opportunity as a steppingstone for personal and professional development. Roles with potential for growth allow you to pursue your long-term career goals and provide valuable opportunities for learning and advancement.
The Veteran Perspective
Veterans leave service with valuable skill sets. While many skills easily translate to the civilian sector, employers may not always make the connection to their job opening. As a result, organizations may extend what seems like a basic, entry-level offer. However, these ‘entry-level’ jobs are often gateways to higher-level opportunities.
To those approaching the military-to-civilian transition:
I’m not advocating for settling. Rather, I’m advising a strategic play. Bet on your proven ability to excel and leverage it in the corporate world.
In the private sector, the speed of your advancement is not as structured as it is in the military, which can be positive. In fact, the data is in your favor—veterans are 39 percent more likely to receive a promotion than nonveterans.
When considering offers, look beyond immediate compensation. While salary is important, so are benefits, bonuses, and incentives. Companies often offer comprehensive packages that include health benefits, retirement plans, and performance bonuses, which can be quite substantial.
The type of role you accept can set the stage for your career trajectory. Look for positions that allow you to utilize your strengths while also challenging you to grow. Whether it’s a management role, a technical position, or an operations job, choose a path that aligns with your long-term career aspirations.
And importantly, investigate the career pipelines within the company. Does the organization have a track record of promoting from within? Are there mentorship programs, training opportunities, and clear pathways for advancement? A company with robust career development programs can turn an entry-level position into a fast track to leadership.
So, choose a company that aligns with your interests and offers room for advancement. Then embrace the long view and use these opportunities as launchpads for the career you deserve.
Investing in Potential
Employers seeking to cultivate a thriving and sustainable workforce should strongly consider veterans for roles with growth potential. Veterans bring a wealth of experience, discipline, and leadership skills honed through their military service, making them uniquely suited to excel and advance within a company.
First and foremost, hiring veterans aligns with the strategy of growing talent internally. Veterans often possess a sense of loyalty, strong work ethic, adaptability, and a proven ability to perform under pressure. These qualities make them ideal candidates for roles where they can grow, develop, and eventually take on higher levels of responsibility. By investing in veterans, employers can cultivate a pipeline of capable leaders who understand the company’s culture and operations.
Their propensity for advancement means that initial investments in training and development are likely to yield substantial returns as veterans ascend the career ladder, contributing ever more value to the organization. By promoting from within, companies reduce the need for extensive external recruitment efforts, which can be both costly and time-consuming. Veterans who are nurtured are more likely to display loyalty and commitment, translating into increased employee longevity, reduced turnover rates, and decreased costs of onboarding new hires.
Both employers and job seekers have a lot to gain by adopting a growth mindset. Don’t allow your preconceived notions of titles, level of responsibility, and experience be the biases that prevent a valuable employee-employer connection.
Written by: Tim Best
Chief Executive Officer, RecruitMilitary
U.S. Army Veteran