Interview Basics

There are two parts to hiring interviews, in terms of what is being assessed - hard skills and soft skills (culture fit for the specific company, as much as communication). Most companies obsess over culture fit, and know that company-specific onboarding will be needed, especially when hiring cross-industry (including defence). They may make minor discounts on hard skills for someone who is an excellent cultural fit, but never the reverse.

From a transitioning veteran pov, it is key to note that we are going to a corporate arena, and the onus of ‘fitting in’ lies on us, not ‘them’. There are hundreds trying for each good role - so, differentiation and USP (Unique Selling Proposition), aka “Why You” are deciders.

What is de rigeur in uniform - hierarchy, blunt ‘orders’, mandatory Sir-ing upwards, total focus on ‘discipline’ are largely irrelevant in corporate. Think ‘working hours, ways to talk, write, attend social events, time with colleagues off-work too by default, ‘right way’ to dress etc. These are crucial for the military to achieve what it needs to, but are not necessary, or ideal, to ‘get stuff done’ outside. So to each domain, their own ‘naam, namak, nishaan’!

How easily and well one is able to unlearn irrelevant old norms and relearn relevant new ones are what define quick assimilation and fit, along with acceptability as a corporate leader in your chosen new domain.