Mission Ready: Lessons from Military Strategy for Hiring in a Contested Environment

Guest post by Jericho Urmenita

I had the pleasure of presenting to the HRO Today Association earlier today and am pleased to share a summary of that discussion here. Our session, Mission Ready: Lessons from Military Strategy for Hiring in a Contested Environment, explored how military recruitment offers a proven framework for identifying, engaging, and retaining the kind of team-first talent every organization needs today.

Understanding the New Hiring Battlefield

The hiring environment continues to grow more competitive. Candidate attention spans are shrinking, interview timelines are tightening, and post-hire drop rates are increasing. The effort it takes to hire keeps rising while the number of hires stays relatively flat. In 2015, the ratio of hires to postings was 5:1. By 2019, it was 3:1. Today, it has dropped to 2:1. Median job posting duration has also increased from 23 to 24 days over the past year. These trends show that even small delays in communication or decision-making can mean losing qualified candidates.

The military has long operated in contested environments where timing, readiness, and discipline determine success. Applying those same principles to recruiting can help organizations regain control in a talent market defined by complexity and competition.

Character First, Skills Second

The Marine Corps has exceeded its recruiting targets three years in a row while other branches have struggled. Their success lies in a character-first model that prioritizes commitment over convenience. Marines do not accept “one of my options” candidates. They look for individuals who align with their values and are fully committed to the mission. For employers, this translates to hiring for who you want before what you want.

Once character is established, skills follow. The military defines each occupational specialty through clear competency frameworks, entry assessments, and structured training pipelines. Advancement is based on performance, not tenure. This mirrors the growing movement toward skills-based hiring, which focuses on demonstrated ability rather than years of experience. As leadership expert John C. Maxwell said, “Maturity does not always come with age; sometimes age comes alone.” Employers who define the skills required to do the job, rather than relying on years of experience, open the door to highly capable candidates who might otherwise be overlooked.

Operational Tempo: Speed Wins

In both combat and recruiting, speed is an advantage. The U.S. Marine Corps operates under the 70% solution: a good plan executed now is better than a perfect plan executed later. The U.S. Air Force uses the OODA loop framework (Observe, Orient, Decide, Act) to maintain momentum and stay ahead of the competition. General George S. Patton put it best: “A good plan violently executed now is better than a perfect plan next week.”

The same thinking applies to hiring. With a median posting duration of 24 days, you can outperform half of your competitors simply by shortening your process to under three weeks. If a candidate meets 80% of your criteria, move forward. You can develop the remaining 20% through training. U.S. Air Force recruiters move from initial contact to signed contract in just two weeks. Civilian employers who adopt that sense of urgency can dramatically improve their results.

Prepping Fires: Set Conditions for Success

In military operations, Marines reduce opposing forces through long-range fires before deploying ground troops, creating a 3:1 advantage in combat effectiveness. In recruiting, this concept translates to preparation. Before launching a job post or sending outreach messages, remove internal obstacles that slow down hiring. Know what you are ready to pay, stop searching for top talent in the bargain bin, align hiring managers on candidate fit, and make sure interviewers have flexible schedules. Streamline your offer approvals so that when the right candidate appears, you can move decisively. Preparation sets the conditions for success.

The Real Target: Team-First Talent

The perfect candidate is not the one with the perfect resume. It is the one who shows up, contributes, and grows. Character attracts character. Specificity attracts specificity. Define your jobs and your company clearly and authentically. Do not let values exist only on your website, you must live them. Veterans and other mission-driven professionals gravitate toward organizations that demonstrate consistency between what they say and what they do.

Growers attract growers. Investing in development builds loyalty and capability. Training and mentorship are powerful tools for attracting and retaining high-performing employees who want to advance and contribute to the success of the team.

From the Battlefield to the Boardroom

The military’s approach to recruiting and development offers a model for how to compete in today’s contested hiring environment. Hire for character, train for skill, act with speed, and prepare your systems to move quickly when opportunity arises. Employers who do this build resilient, high-performing teams capable of winning every day and into the future.

Whatever your military hiring goals, Orion Talent can help you find the right talent for your mission.

For organizations ready to strengthen their hiring strategy, Orion Talent provides end-to-end support for connecting with the military community: from Military Recruiting and Military Hiring Conferences, to large scale Military Talent Programs, pipeline building and on-base access through HirePurpose®, and Muster, our new solution for small employers.

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