I was recently talking with the remarkable Maria Abdullah who was telling me about her work with the Pentagon helping veterans find jobs in industry. After she described some of the challenges they were facing I asked our Performance-based Hiring GPT if it could help. The following is a summary of its recommendations. Feel free to reach out to learn more.
We Need a New Language for Hiring Veterans
Hiring military veterans is one of the smartest moves a company can make. Veterans bring leadership, problem-solving skills, and the ability to perform under pressure. Yet, one of the biggest challenges they face is translating their military accomplishments into civilian job roles. Too often, their experience is overlooked simply because it does not fit neatly into traditional job descriptions filled with industry-specific jargon.
The real issue is not a lack of experience or capability – it’s the language of hiring.
Performance-Based Hiring provides the bridge by shifting the focus from rigid job titles and industry familiarity to clear performance objectives. Instead of filtering out exceptional candidates based on specific industry experience, companies can evaluate all candidates – including veterans – based on their ability to deliver measurable results.
This same approach can also be applied to roles that are too narrowly defined by industry experience. Companies that insist on hiring only from within their industry limit their ability to find high-performing individuals who have done comparable work in different environments. Performance-based Hiring removes these barriers and creates a common language by defining as performance objectives rather than skills and experiences, enabling companies to access a broader, more capable talent pool.
The Problem with Industry Jargon and Traditional Job Descriptions
Most job descriptions are filled with industry-specific terminology and boilerplate requirements that exclude otherwise strong candidates. For example:
- A logistics manager role might require “10+ years in supply chain operations in the retail industry.”
- A cybersecurity position might ask for “prior experience in corporate IT environments.”
- A leadership role might require “proven success in SaaS enterprise sales.”
These criteria automatically exclude veterans, who may have led large-scale military supply chains, defended national security networks, or driven strategic partnerships – but under different job titles and environments. By focusing on labels rather than actual work performed, companies miss out on exceptional talent.
How Performance-based Hiring Creates a Common Language
Performance-based Hiring eliminates unnecessary jargon by defining success in terms of measurable objectives and problem-solving ability. Instead of screening for industry familiarity, it assesses candidates based on:
- Scope – The size and complexity of past projects they’ve managed.
- Scale – The impact of their decisions on operations, costs, or efficiency.
- Complexity – The challenges they’ve faced and how they solved them.
- Decision-Making – How they assessed risks, led teams, and drove results.
For example, instead of saying “Experience managing retail logistics for major distribution centers,” a Performance-based Job Description (PBJD) would say:
“Lead the successful setup of a new distribution hub within six months, ensuring full operational readiness, a 99%+ on-time fulfillment rate, and a 10% reduction in logistics costs.”
Now, a military veteran who set up forward-deployed supply hubs in high-pressure environments can clearly demonstrate their ability to meet these objectives – even without prior retail experience.
Assessing Candidates Based on Accomplishments, Not Labels
Once job performance is defined in clear, outcome-based terms, assessment becomes more objective. The Quality of Hire Talent Scorecard ranks candidates based on actual evidence of past performance in relevant situations. This ensures that hiring decisions are based on what candidates have accomplished – not just where they’ve worked.
For example, a veteran applying for a Logistics Manager role could present their experience in a way that aligns with civilian hiring expectations:
- Military Version: “Managed convoy operations and supply chain logistics for deployed units.”
- Performance-based Version: “Led the rapid setup of a high-volume supply hub supporting 5,000 personnel, reducing logistical delays by 30% and ensuring 100% operational readiness in 90 days.”
By removing jargon, both hiring managers and job seekers can speak the same language and make more informed, unbiased hiring decisions.
The Bottom Line: A Smarter Way to Hire and Unlock Hidden Talent
Companies that embrace Performance-based Hiring don’t just expand their talent pools – they also make better hiring decisions. Instead of screening out top talent due to unfamiliarity with industry lingo, they identify high-performers based on measurable accomplishments. The benefits:
- Hiring managers gain access to a broader, more capable talent pool.
- Veterans and career changers get a fair chance to prove their value.
- Organizations improve retention by hiring people who are motivated to succeed.
If your company is struggling to find great talent, it might be time to ask: Are we looking for the right skills, or just the right labels?
Performance Matters: It starts defining success before defining the skills.