As a military job search counselor, I once worked with a job seeking veteran who contacted me and wanted his resume rewritten. After I read his resume, I told him it was just fine. He then told me he had been applying to Lockheed Martin for months and never got a response.
I asked him if he knew anyone who worked for the company. Yes, my neighbor's wife is a Lockheed Martin human resources assistant, he said. I told him to walk his resume over to his neighbor and give it to her. He didn't have any job problems after that.
The concept of job networking is foreign to most military veterans' experience so they usually never use it even though they can get much better results seeking out personal contacts or employee referrals to help them get employed than spending hours applying for jobs online. This is understandable. If you are a military job seeker and want assistance in resume writing then you can visit this site.
After all, getting "hired" in the military is very different from seeking employment in the civilian world. To join the military, most prospective recruits go down to their local recruiting office for the service branch they are interested in and fill out some forms, take a few tests, and are "hired" after they pass a physical and sign the contract. It's a get-in-line and wait-your-turn approach to obtaining employment and is quite different from job seeking in the civilian world.
In the civilian world, successful job searching is really a relationship-building exercise. It may not seem like that for all the resume writing you initially do at the start of a job search or all the online job applications you complete in the hopes of scoring a job interview.
But what every military job hunter discovers after a month or so into a job search campaign is that a good resume for applying to every job that exists in their occupational specialty rarely gets them a job offer. Why? Too many job applicants and too much job competition. Jobs that most early- to mid-career military veterans are qualified for can receive 100 to 500 job applicants. Remember, this big group of applicants is usually pruned down to 10 applicants who are given onsite job interviews.