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They are exceptional leaders
& strong contributors.
Not only do JMOs gain firsthand leadership experience in
their 4 to 14 years of military service, they also learn
to deal with a range of challenges, from difficult decisions
to crisis situations. Their knowledge and capabilities are
further honed and sharpened by the Cameron-Brooks Development
and Preparation Program© and can be invaluable to companies
that expect their new employees to contribute early, offer
fresh perspective and translate their skills into bottom
line results. They have a level of real-time experience
that most companies find hard to duplicate in the first
4 to 10 years of corporate life. Among many other qualities,
they offer maturity, judgment, accountability, adaptability,
and problem solving skills. They have proven track records
of managing people, materials, projects, budgets and themselves.
You eliminate many risks when you hire proven performers.
They are worth their weight in performance.
You get a lot of value for your dollar when you hire high-quality
JMOs. Hiring managers would agree that one results-oriented
employee is worth more than numerous average ones. When
you add the myriad of other strengths that JMOs bring to
the table, along with their preparedness to hit the ground
running, their value in performance quickly overshadows
all costs to hire them. In addition, they also have government
relocation assistance upon leaving the military, which covers
full or partial movement of their household goods.
They have powerful experience.
Cameron-Brooks
candidates are accustomed to handling tough, demanding jobs.
Their experience dealing with results-oriented, mission-critical
assignments has trained them to carry huge responsibility
and overcome obstacles. Whether you hire experienced business
candidates, or graduate or undergraduate students, it's
hard to find the same type of experience you will find with
top performers from the military.
They want a career—not just a job.
For high-caliber JMOs, the transition to Corporate
America is not taken lightly. Their decision to leave the
military is seen as a career move and a life change—not
just a job. They want to grow career roots and are more
apt to look for the challenges within their own company
than look for the next job opportunity elsewhere. This attitude
brings with it a sense of duty and loyalty to the company,
which from our experience, results in higher retention for
our client companies. This is a huge factor to consider
when hiring and developing your future leaders.
Their career search is proactive—not reactive.
Our candidates have chosen
to leave the military and have already resigned their contract.
They are actively seeking a challenging and rewarding business
career. With non-military candidates you either have to
lure them away from their current employer or they have
had the choice made for them via termination and are seeking
a position in more of a reactionary mode.
They offer built-in diversity.
Because the military draws from a variety of socioeconomic
backgrounds, skill sets and perspectives, there is a built-in
diversity that goes beyond race and gender. This diversity
provides you with a pool of talent that is not only tolerant
of differences, but embraces the qualities of fellow colleagues
to promote success and accomplish the job. Over 25% of Cameron-Brooks
annual placements are diversity candidates.
They understand how to get the job done.
Most officers have served both as
team leaders and individual contributors and have learned
how to function in an organization to get their job accomplished.
They are excellent team players. They learn how to develop
internal and external relationships; learn from their superiors,
peers and subordinates; identify what matters; adapt as
needed to get the job done and do so with integrity and
professionalism for the good of the company, not themselves.
