By Laura Schmiegel, SVP Strategic Partnerships, Orion Talent
For service members eyeing civilian life, the Department of Defense’s SkillBridge program appears to be a golden ticket. It offers military personnel the opportunity to participate in internships and training programs with civilian employers during their last 180 days of service, theoretically providing a seamless transition into the workforce. However, the reality is more complicated. With limited slots, competing [and priority] mission requirements, and no guarantee of a job offer at the end, SkillBridge alone is not the fail-safe transition plan many hope it to be.
A Lack of Data Makes SkillBridge Difficult to Assess
SkillBridge placements are highly competitive. The exact percentage of applicants who secure a spot is not widely published. Eligibility Requirements for SkillBridge vary by service branch, and data collection across DoD is spotty.
A recent GAO report has noted the lack of consistent reporting – and reporting requirements – about SkillBridge applicants and participants as a barrier to assessing the effectiveness of the program. Available DoD numbers show that around 20,000 transitioning servicemembers participate in SkillBridge programs each year. That figure represents only 10-15% of the total number of transitioning servicemembers per year. Even among those who do secure a placement, the job conversion rate is not tracked, and hard to measure. Anecdotal reports from veteran support groups, industry professionals and our own recruiters suggest that a significant portion of SkillBridge participants do not receive a formal job offer from their host company. That leaves many service members scrambling for employment after their service ends.
The takeaway? Relying solely on SkillBridge as a transition plan is a gamble. A failed application, an internship that doesn’t translate into a job, or a mismatch in expectations could leave a service member without stable employment post-military. Given these limitations, it is crucial for transitioning personnel to have multiple strategies for entering the civilian workforce.
A Multi-Faceted Approach Is A Necessity, Not A Luxury
For many service members, the transition from the military is their first time navigating the civilian job market. Unlike their counterparts in the private sector, they often lack established industry networks, civilian job-hunting experience, or a clear understanding of pay scales and benefits. Given this steep learning curve, relying on a single path—whether it be SkillBridge, the Transition Assistance Program (TAP), or a self-directed job search—is a risky move.
Instead, service members should pursue multiple avenues simultaneously. This includes networking with industry professionals, obtaining relevant certifications, leveraging veteran hiring programs, and working with expert recruiters who understand both military skills and the private sector.
The Role of Expert Recruiters in the Transition Process
Recruiters can play a critical role in helping veterans transition into meaningful civilian careers. However, not all recruiters are created equal. Many generalist recruiters lack an in-depth understanding of military occupations and their civilian equivalents. While they may see a “Logistics Officer” on a resume, they may not fully grasp the depth of experience in supply chain management, budgeting, or personnel leadership that comes with that role.
Veterans need recruiters who not only understand military skillsets but also have expertise in industry pay scales, job locations, and workplace cultures. The best recruiters act as advocates, helping service members translate their experience into marketable skills, negotiate competitive salaries, and find organizations where they will thrive.
Additionally, military-friendly recruiters should offer insights into high-demand fields, alternative career paths, and relocation strategies—especially since many veterans are open to moving for the right job but need to weigh the cost of living, local job markets, and family considerations.
Military Spouses Also Need A Varied Approach To Job-Seeking
While much of the conversation around military employment focuses on veterans, military spouses face significant career challenges as well. Frequent relocations due to Permanent Change of Station (PCS) moves disrupt career progress, leading to income gaps and job instability. According to the annual Military Family Lifestyle Survey by Blue Star Families, military spouses take an average of six months to secure employment after a PCS move. This lag not only impacts family finances but also leads to long-term career stagnation.
Many military spouses are not in professional careers, making job placement services even more critical. Just like transitioning service members, they would benefit from resources that can help them find remote work, portable careers, or local opportunities that match their skills and experience.
Conclusion
SkillBridge is a valuable tool, but it is not a guaranteed path to employment. The competitive nature of the program and the uncertainty of job conversion rates mean that service members must explore multiple transition strategies. Working with industry-savvy recruiters, networking extensively, and planning for contingencies are essential steps for success.
Additionally, the challenges faced by military spouses in maintaining their careers should not be overlooked. Providing them with expert job placement services can help ensure financial stability for military families and improve overall quality of life.
Transitioning out of the military is not a one-size-fits-all process. By diversifying their approach, service members and their spouses can better navigate the complexities of the civilian job market and secure long-term career success.
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