Veteran Recruiting Mistakes: 5 Questions to Avoid in Interviews

Veterans are a tremendous asset to any organization, but the interviewing process can be tricky unless you know what you are doing. Some well-meaning questions may sound intrusive or even insulting. Keeping track of what to ask versus what not to ask is essential when recruiting veterans. Now, we will examine five questions that you should not ask to conduct a proper and respectful interview.

Question 1: Do You Have PTSD?

This question raises a privacy concern and may be discriminatory under the Americans with Disabilities Act (ADA). You cannot ask about the candidate’s mental health until they disclose it themselves. Avoid making assumptions and instead focus on how they handle pressure, adapt to the new environment, or solve problems. 

Questions relating to PTSD may make the interview situation awkward as well as biased. Valuing merit and skill set, treat boundaries, and evaluate applicants and candidates.

Question 2: Did You Ever Kill Anyone?

Such a question is very untasteful and intrusive. Some veterans may have been combatants, and inquiring about this aspect during a job interview is inappropriate and rude, besides the fact that it does not define how they will perform in the job. 

In veteran recruiting, you must target the traits that truly matter, such as leadership, flexibility, and collaboration. You should aim at learning how their experience in the military can be valuable to your organization. Make the interaction polite, work-related, and concentrate on the issues that actually matter at work.

Question 3: Can You Handle A Regular Work Environment?

This question is patronizing and suggests that a veteran might not adjust well, which is entirely opposite. The majority of veterans are very flexible, as they have worked in complex and high-stress situations. 

It is a better idea to learn about their transition by inquiring how they have adapted to being a civilian or what sort of working conditions suit them best. Do not demean their experiences and embrace their capacity to adjust and become an eminent addition to fast-growing teams in a business environment.

Question 4: You Were In The Military—So Are You Really A Team Player?

Ironically, the military teaches teamwork better than many corporate settings. This question undermines the collaborative experience veterans bring. Most service members are trained to operate in teams, rely on others under pressure, and lead with accountability. 

Instead, ask about situations where they worked in teams to accomplish goals. You’ll likely hear impressive examples of leadership, support, and communication. Trust their training and give them the opportunity to demonstrate their value in real-world terms.

Question 5: Why Didn’t You Stay In The Military?

This may sound judgmental and will put the candidate on the defensive. There are numerous reasons why people leave the military, including family, career development, or personal objectives. 

Rather, you should question what inspired them to follow a civilian path or what their desire is in their upcoming job. Maintain an uplifting tone that highlights future possibilities. This would be a respectful method, and it would initiate a good discussion.