how to make a resume for experienced

How to write an MBA resume and make sure it stands out in the stack

Applying to business school, or an MBA program, can be nerve-racking. You’ll need to lasso together transcripts and test scores, fill out an application, and likely ace an interview—but perhaps the most critical piece of it all is an MBA resume. This important document will list out many of the same elements as a traditional resume, such as your educational background and work experience. 

But an MBA resume also has a different primary function than the typical resume you might submit to try and land a job: It’s designed to land you a spot in an MBA program. If writing an MBA resume feels intimidating, knowing what to put on it, and some other framing tactics, may help calm your nerves.

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Mba resume vs. a job resume  .

As noted, an MBA resume should feel familiar to many prospective business school students. 

“An MBA resume is very similar to a job resume,” says Kaneisha Grayson, the founder and CEO of The Art of Applying , an MBA admissions consultancy. She adds that both types of resumes will, or should, comprise a single page, incorporate clear, professional formatting, and lay out an applicant’s educational and career accomplishments. 

“I’d say one difference between the two is that I advise our clients to put their education at the top—whereas with a job resume, you’d see education at the bottom,” Grayson says. She recommends this variation because an MBA resume’s specific aim of landing an applicant at an educational institution. 

So, in that sense, there may not be a whole lot of differences between an MBA resume and a job resume, but there will be some additional focus on specific aspects of your background, all in an effort to win over an MBA program’s selection or admissions committee. 

How to write an MBA resume

Again, writing an MBA resume shouldn’t differ a whole lot from writing a traditional resume, but you’ll want to try and keep your end goal in mind, which is landing a spot in an MBA program. As you write your MBA resume, keeping that goal in mind should prove helpful, because it can help you parse out the information you’ll want to include, and the things you won’t.

“An MBA resume is very specialized toward the application cycle,” says Ellin Lolis, President and Founder of Ellin Lolis MBA Consulting . So, again, keep the end goal in mind. “Your education section is going to be important,” Lolis says, “but we mostly want to see your career focus.”

As for the nuts and bolts of writing an MBA resume? Keep it simple by deciding what to rope in, what to leave out, and how to structure it all so that it’s easy to read. 

What to include in your MBA resume

The main elements that your MBA resume should include are an education section, a job experience or professional experience section, and a portion that details a bit more about you, personally, such as your hobbies and interests. 

You can leave out photographs, information related to your high school, and even most of your contact information—that’ll be included on your program application, the experts say. 

Again, do your best to keep what you include to one page. The only time you could probably get a pass for using more than one page is if you have extensive professional experience, and are applying to an executive MBA program. A good rule of thumb? “When you have more than seven years of full-time, post-college work experience,” says Grayson. 

How to structure an MBA resume

As for structuring an MBA resume, do your best to contain most elements to the aforementioned sections: Education, professional background and experience, and a section dedicated to your personal hobbies, interests, skills and certifications, and community service work.

List the schools you attended and the degrees you earned, perhaps with any relevant coursework and GPAs in the education section. Your professional section may differ depending on your specific experiences and industries you’ve worked in, but try to frame it as a sort of professional “story,” which can showcase how an MBA can help you take the next step.

Professional background

“Generally speaking, the MBA is not a purely academic degree, as a majority of people are going to earn one to get a better job,” says Lolis. “They’re doing it to boost their career—and at that point, the most relevant thing is your recent job and your professional track record,” she says.

Get into the weeds, too, about your accomplishments. “Don’t just reiterate your job responsibilities,” says Grayson. “Communicate the results of your efforts. Quantifying the results is much more significant and meaningful—describe the impact,” she says.

Hobbies, interests, and more

As for the more personal portion? “One of the main things that’s different from a job resume is that they want you to share some of your hobbies and interests,” Lolis says. “Be very specific,” adds Grayson, “because 90% of people will list ‘travel’ as a hobby. “But that’s not interesting—maybe something like ‘slow traveling to find the best street food.’ That’s interesting.” This, she says, can help spark a conversation, or help your resume stand out from the pile.

In addition to specific hobbies or interests, you might include, add volunteer or community work as well, and perhaps relevant technical or language skills. Again, this may help tip the scales in your favor by showing you have specific know-how related to a given industry or task. Any applicable awards you’ve earned may be good to include, too, as they showcase that you’re capable of excelling in a given area.

Should you customize your resume for each business school?

Experts generally don’t recommend changing up your MBA resume when applying to different schools. Instead, look for specific instructions relayed by the school, if there are any, and make any needed changes accordingly. So, unless you have a really compelling reason, you can probably use the same resume for a number of applications.

Also, don’t go overboard in terms of design to make your resume stand out. “Just stick to traditional formatting,” says Lolis, since that’s what most admissions teams are used to seeing, and are generally looking for. Let the contents of the resume speak for you—not the design.

Where to go if you need help  

For many prospective MBA students, piecing together a resume shouldn’t be terribly difficult, given that it’s mostly the same process as writing a traditional resume. However, if you need help, you can reach out to consultants, or even check out some of the resources schools make available to help you along the process. 

• Consultants : There are many MBA consultancies out there, including the firms that Lolis and Grayson founded. They can help create, review, and critique an MBA resume and get it into shape. 
• Examples and templates : Some schools even make templates available , and example resumes to help students create their own. 

The takeaway  

In all, you should write an MBA resume in the same way you’d write a traditional resume, with some slight variations. The resume should focus on your professional background and previous education, while also detailing some of your personal interests, too. Stick to classic resume formatting as well, and keep it to one page, if possible.

It’s also important, experts say, to use some basic formatting and style—use 11 or 12-point font, a normal font style (Arial, Times New Roman, etc.), and overall, keep it professional. And remember: don’t go overboard trying to score style points with the resume’s design or other elements.

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Work Experience on a Resume - How to List It Right

Imagine you’re a hiring manager who goes through countless resumes on the daily.

What’s the first thing you look at?

If your guess was work experience, then you’re right.

And if you spot a few relevant keywords in their work experience section, then you’re more likely to continue reading about their background, contact information, and so on.

The most important thing hiring managers want to know is whether you can do the job you’re applying for, and that’s where the work experience section of your resume comes in.

So how do you make your work experience do the heavy lifting?

Don’t worry! Our article is here to help.

We’re going to cover:

• What Information Your Work Experience Section Needs

How to Format Work Experience on Your Resume

• 11 Real-Life Examples of Work Experience on a Resume

Let’s get started.

What to Include in Your Work Experience Section

The work experience section is the most important part of your resume.

This is the section that gives hiring managers a look at your professional journey so far, including your skills and achievements, and it’s the section they base their hiring decisions on the most.

Your work history can show how likely you are to excel at the job, how committed you are to career growth , and what industry know-how you ought to have.

This section is going to look different depending on your career level, how recent your work experience is, and what the job you're applying for is.

Let’s look at what information employers expect from your work experience section:

• Job Title/Position . Add this at the top of each work experience entry. You want the hiring manager to know at a glance that you have relevant work experience for the job, so use the actual job title instead of any buzzwords.
• Company Name. Include the name of the employer. Sometimes, if the employer isn’t well-known, you might want to describe the company in a sentence or two to give the hiring manager context.
• Location. The general location, such as the city and state/country where you worked, is more than enough information.
• Employment Dates. Write down the approximate timeframe of your employment. There’s no need to give exact dates since the standard format for this is mm/yyyy.
• Responsibilities and Achievements. The core of each work experience entry is what you achieved while you were there. List your responsibilities and achievements in bullet points instead of paragraphs to make them easier to read. Use 5-6 bullet points for newer job entries and 2-3 for older ones.

Here’s an example of a work experience section that includes all of the above:

Want to know more about other resume sections? Learn how to write a resume with our detailed guide!

You know what to include in your work experience section, so let’s talk about how to include it.

First things first - your work experience section should always follow a reverse chronological order . Add your latest work experience at the very top, and work your way backward.

Hiring managers aren’t interested in what you did ten years ago. Instead, they’d rather know what you’ve been up to right before applying for this specific job.

That being said, if you have a lot of experience, you shouldn’t include every single job you’ve ever had.

Your resume is supposed to be one page long , so feel free to omit any summer gigs or part-time jobs to free up space. It’s also extremely important that your work experience is easy to find and that the information is well-structured and readable.

Here’s an example of how to format your work experience section:

Making Your Work Experience Stand Out

Now that you know how to list your work experience, you need to describe it in a way that makes you stand out from other candidates.

We’ve divided this process into several steps, starting with:

#1. List Achievements Instead of Responsibilities

Too many resumes focus on the day-to-day tasks in the work experience section.

The thing is, hiring managers already know what those responsibilities are. They’re the ones who write the job ads, so you won’t impress them by telling them you did just what they would expect you to do.

For example, if you’re a QA engineer, your responsibilities could include:

• Identifying software bugs.
• Ensuring test coverage for all features.
• Making detailed reports on product quality.

These same responsibilities show up in 99% of QA engineer resumes out there.

So, if you want to stand out from the crowd, you want to focus on your most impressive achievements instead. Show the hiring manager how you helped your previous employer and the difference you made while you were there.

Let’s compare how the same work experience entry looks like when we use achievements and when we use responsibilities:

• Increased test coverage by 25% by implementing new automated test suites.
• Reported and triaged over 100 high-priority defects ahead of major releases.
• Executed manual test cases across web and mobile applications.
• Logged defects into bug-tracking systems as they were encountered.

But there are some fields where there aren’t that many achievements you can mention in your resume. For example, if you’re a server , serving 120+ patrons a night, or earning a lot of tips aren’t achievements that look good on your resume.

Your daily tasks probably include:

• Taking orders, serving food and beverages, and ensuring customer satisfaction.
• Preparing tables for meals, including setting up items such as linens, silverware, and glassware.
• Assisting in opening and closing the restaurant, including cleaning duties and setting up for the next service.

In this case, it’s okay to focus on responsibilities instead. You can still distinguish yourself by following the rest of our tips on how to make your work experience shine.

#2. Tailor Your Work Experience to the Job

If you want your resume to go from “okay” to "outstanding," what you need to do is tailor it to the specific job you’re applying for. 

The hiring manager doesn’t need to know details about every job you’ve had or about the skills you gained in a different field. 

So, your work experience should reflect what the job requirements are. This way, you’re more likely to really catch the hiring manager’s attention and land a job interview .

Here’s an example of a well-tailored job ad:

As you can see from the picture, it’s easy to figure out what the most important requirements for the role are. 

So, to tailor your resume to this ad, you need to show how you meet every one of these job requirements.

Let’s look at an example of how the same work experience would be tailored differently according to different job ads.

Say, you were an advertising intern.

Here’s what your work experience would look like when you’re applying for a position as a social media assistant:

INTERNSHIPS

Marketing Intern

Full Picture Company

New York, NY

09/2023 - 12/2023

• Analyzed various social media platforms for trending content.
• Managed company social media accounts.
• Posted interesting content on the company's Facebook page, increasing engagement by 25%.

Pretty easy, right? Now, let’s look at what the same work experience entry would look like for a job as a content writer .

• Assisted the Marketing Manager in writing press releases and new blog posts, which increased web traffic by 25%.
• Created engaging content for email marketing campaigns and boosted newsletter subscriptions.
• Revitalized old blog posts with updated information and SEO optimization, improving organic search rankings by 30%.

The internship is still the same but this way, the experience you’re focusing on is tailored to the job you’re applying for. The hiring manager can immediately see your most important skills for the job and the value you could bring to their team.

#3. Add the Right Amount of Work Experience

If you’ve had a lot of jobs so far, you might be wondering if they all belong on your resume.

The answer is usually no. Your full, detailed work history belongs on your CV instead of your resume .

The hiring manager only wants the most recent and relevant information, not your full life story.

So, the amount of work information your resume should include depends entirely on your level of experience.

Let’s break it down:

• No Experience. If you’re currently looking for your very first job , you simply won’t have any jobs to fill in your work experience section. In that case, we recommend skipping this section and instead focusing on any experience gained in clubs, extracurricular activities , volunteering, and other projects.
• Entry-Level. When you’re applying for an entry-level job, you can list most of your work experience so far. Likely, some of it won’t be relevant, but it still shows the hiring manager that you have some work experience, and that’s better than none.
• Mid-Level. At this level, you should only mention relevant work experience. Don’t waste precious space listing old internships or jobs you had as a teenager .
• Senior-Level. You only need to list up to 15 years of relevant work experience. You might even need a two-page resume to apply for an executive position at this stage, but only if you have too much relevant work experience to fit onto a single page.

#4. Optimize for the Applicant Tracking System (ATS) Software

Before the hiring manager reads your resume, it has to make it to them.

The fact is that 70% of resumes get discarded before the hiring manager even reads them.

That’s because most companies use specialized Applicant Tracking Software (ATS) to go through hundreds of resumes and automatically filter out ones that don’t have what the hiring manager is looking for.

Unfortunately, this means that if a resume is missing a specific skill or isn’t formatted in a way that the ATS can process , it gets rejected immediately.

So, how can your work experience make the cut?

Here are a few tips:

• Don’t go over one page. The ATS can have a limit on how long a resume is allowed to be, so we recommend always sticking to a single-page resume.
• Format everything carefully. Don’t give your resume sections quirky names. Your work experience section should be titled “Work Experience,” not “The Journey So Far.” If you try being too creative, the ATS might not recognize what that section is and reject you.
• Tailor carefully to the job ad. If you want to beat the ATS, you need your resume to be as tailored to the job ad as possible. Include as many relevant keywords as you can in your work experience section. Just make sure they’re all used in a logical context since the hiring manager is supposed to read them, too.
• Keep everything in an active voice. Describe your previous jobs with clear and specific language. (E.g.: Instead of “A team of ten people was managed by me,” say “Managed a team of ten people” ).
• Use power words and action verbs. Hiring managers don’t want to hear how you “were responsible” for this or “helped with” that. Make your work experience pop by using impactful language like “spearheaded,” “designed,” “conceptualized,” and more.

Choose one of our ATS-friendly resume templates to make sure your resume passes the test.

Where to Place Work Experience on Your Resume

The work experience section should always be one of the first sections on your resume, along with the skills section.

Typically, it comes just after your resume header , so that the hiring manager can read it immediately after your resume headline .

If you are using the reverse-chronological resume format, work experience should go at the top of your resume. This way, hiring managers can quickly evaluate your qualifications based on your most recent roles.

However, if you’re using a different resume format, such as functional or combination resume formats, you can make an exception. These resume formats emphasize skills over work history, so you could move your work experience further down, towards the middle of your resume.

Recent graduates are another exception to this rule

Suppose you’re a student with minimal professional experience. In that case, you can put your education section on top instead of your work experience section to emphasize your academic achievements and show that you’re ready to put your knowledge to good use.

Want to learn about the other popular resume formats ? Check out this article to see which one is right for you.

Complimentary Resume Sections

While your work experience might be the single most important section of your resume, at the end of the day, it works in sync with the rest of it.

Other resume sections , like your resume summary or certifications, can show the hiring manager how experienced you are and how much industry know-how you bring to the table.

So, here are a few other resume sections that come into play if you want to back up your work experience and increase your chances of getting an interview:

#1. Resume Summary

A resume summary is a short section at the top of your resume that highlights your most relevant skills and achievements related to the job.

In 2-3 simple sentences, a good resume summary tells the hiring manager:

• Your years of experience in that type of role.
• Your top qualifications or impressive accomplishments.
• What kind of responsibilities you’re familiar with.
• What your motivation for the position is.

By summarizing the core of your work experience upfront, your resume summary lets the hiring manager know what they can expect from the rest of your resume. So, when done well, an eye-catching resume summary can make you stand out from the crowd.

Here’s an example of a resume summary:

Another important section is devoted to your most important skills.

The skills section lets you list abilities that supplement your work experience, and it should be divided into two categories:

• Hard Skills. These include technical skills, tools, and specific knowledge that’s directly applicable to the role.
• Soft Skills. These can be personality traits or interpersonal skills that demonstrate how you work with others and how well you’d fit into the company’s team.

Along with your work history, the skills section helps employers quickly evaluate your credentials and relevant expertise for the position. While your work experience highlights skills in context, the skills section provides an easy-to-reference summary.

Make sure the skills you list on your resume align with what the employer is looking for. Use the job description as a reference to pinpoint the keywords you should add to your resume .

Here’s an example of a skills section on a resume:

#3. Certificates

Professional certificates and coursework can show your commitment to continuous learning and honing your skills.

Listing certificates on your resume allows you to showcase specialized knowledge and skills that might not be evident from your work experience.

For example, say you’re applying for a position as an SEO content marketer.

If you’re experienced in digital marketing but don’t have formal work experience with SEO, that could be a problem. However, listing a certificate from an SEO course can tell the hiring manager that you have the necessary knowledge to take on the role.

Relevant certificates can provide evidence of your advanced skills, industry expertise, or any other necessary qualifications for the role. They can back up your skills and distinguish you from other candidates with similar work experience.

Depending on the context, any certificates you have can either be listed in the education section or a dedicated resume section.

If the certificates are more recent and different from your formal education, we recommend listing them separately. Here’s an example:

#4. Personal Projects

One of the best ways to show your passion and dedication is through your projects.

Hiring managers love candidates who do cool stuff in their spare time.

If any personal passion project you’ve been working on is relevant to the role you’re applying for, make sure to add it to your resume. It can back up the skills and experience on your resume, and help you stand out from other applicants.

For example, if you’re applying for a job as an animator , any published flash animation videos on YouTube are a great addition to your resume.

However, personal projects should only be listed if they’re relevant. If you’re looking for a job as an architect , your incredible cosplay sewing abilities just won’t cut it.

Here’s an example of a personal projects section:

11 Real-Life Examples

Not sure how to list work experience for your field?

Check out the practical work experience in these resume examples for different professions:

#1. Marketing Executive Resume Example

Check out our full guide to writing a marketing executive resume here.

#2. Teacher Resume Example

Check out our full guide to writing a teacher resume here.

#3. Cashier Resume Example

Check out our full guide to writing a cashier resume here.

#4. Software Engineer Resume Example

Check out our full guide to writing a software engineer resume here.

#5. Career Change Resume Example

Check out our full guide to writing a career change resume here.

#6. Illustrator Resume Example

Check out our full guide to writing an illustrator resume here.

#7. Esthetician Resume Example

Check out our full guide to writing an esthetician resume here.

#8. Stay-at-Home Parent Resume Example

Check out our full guide to writing a stay-at-home parent resume here.

#9. University Graduate Resume Example

Check out our full guide to writing a university graduate resume here.

#10. University Student Resume Example

Check out our full guide to writing a university student resume here.

#11. High School Graduate Resume Example

Check out our full guide to writing a high school graduate resume here.

Work Experience Section FAQs

Are you still wondering about something related to your resume’s work experience? Check out the answers to these popular questions about listing work experience on a resume:

#1. What If I Don’t Have Any Work Experience?

If you don’t have any work experience, there are two things you should consider: first, hiring managers don’t expect candidates for entry-level roles to have a ton of experience, so you don’t have to worry too much.

And second - there are plenty of ways to make an impressive resume even without any professional experience .

For example, if you're a recent graduate, you can focus on highlighting your education, relevant coursework or extracurricular activities.

Include any internships, volunteer roles, or student organizations that show you have the skills necessary for the job.

You can also highlight universal skills like communication , teamwork, problem-solving, and computer skills . If you use a strategic approach, your lack of work experience won’t hold you back from writing a great resume.

#2. Can I List an Internship Instead of Work Experience?

Yes, you can list internship experience on your resume instead of work experience.

Internships provide valuable on-the-job training and give you exposure to a professional work environment, so they’re always a great thing to add to your resume.

Like work experience, internships allow you to gain important skills, learn about a particular industry or role, and build accomplishments you can use to show potential future employers. 

Internships can be a vital resume section for candidates with less experience, such as students, career changers, or stay-at-home parents re-entering the workforce, since they show hiring managers you have enough relevant hands-on experience to succeed at the job.

#3. How Can I Explain an Employment Gap on My Resume?

The key to managing a gap in your work experience section is to address it briefly and positively on your resume or cover letter .

In a line or two, explain what happened and move on without dwelling on it, since employment gaps are relatively common and can happen for different reasons.

For example, if you had to take a year off to recover from a medical issue, just say so in your resume without going into details. The important thing is that you’re now better, ready to resume work, and the hiring manager knows it won’t be a problem.

If you have a short employment gap, you can probably skip the explanations. Simply list the start and end dates for each role without explaining the time in between. A couple of months between jobs is perfectly normal, and hiring managers aren’t likely to ask about it.

#4. What If My Work Experience Isn’t Relevant?

If you're applying for a job and none of your work experience is relevant, it’s a bit more complicated.

As a general rule, any work experience is better than no work experience. Most soft skills are applicable across industries, so you can focus on them in your resume.

If you’re an entry-level candidate, you might want to leverage other areas to show the hiring manager that you’re a good fit for the role.

For example, if you want to be a graphic designer but only have experience in customer service , emphasize your art education, portfolio work, and personal projects instead. If you’ve taken any more recent courses related to the field, you can list them before your work experience.

However, if you’re an experienced professional looking to change careers , things are a little different.

For a career change, you need to articulate your transferable skills and show how your previous experience can help you in this new role.

Let's say you're a sales professional interested in marketing. You could highlight skills like communication, market analysis, client relationship-building, and goal-oriented achievements that show your valuable marketing skills.

Key Takeaways

You’ve made it to the end!

Now, you’re all set to write a flawless work experience section.

But before you go, let’s recap what we talked about:

• Always list your work experience reverse-chronologically so the hiring manager can see what your most recent achievements and experiences are.
• If possible, focus on work achievements over day-to-day tasks. This way, you can immediately show the hiring manager what you’ve done for your previous team and what the value of hiring you would be.
• Carefully format your work experience so it passes the ATS and so that the hiring manager can easily read it.
• Instead of paragraphs, use bullet points to describe your previous jobs. For newer experiences, 5-6 bullets are good, but for older ones, 2-3 bullet points are enough.
• If you don’t have work experience, use this section to list your internship, volunteer experience, personal projects, or extracurricular activities. Treat them the same way you would treat work experience, and list your responsibilities and achievements in bullet points.
• Make sure the other sections in your resume complement your work experience for a flawless job application.

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From the military to the workforce: How to leverage veterans’ skills

US employers face multiple challenges when it comes to filling jobs and retaining workers, including a shortage of skilled labor and an aging workforce. To meet the moment in this era of technological change, some companies are broadening their hiring lens beyond the traditional college résumé. They are evaluating candidates on their capacity to learn , their intrinsic capabilities, and their transferable skills.

About the authors

This article is a collaborative effort by Scott Blackburn , Michael Kim, Charlie Lewis , Hannah Oh, and Kallman Parry.

This is where military veterans can make a difference. Veterans represent a source of labor potential that is untapped relative to the breadth of experience and depth of skills  that they acquire and develop during their service. Members of the military receive technical training, operate under pressure in austere environments, and develop strong interpersonal skills throughout their service, making them well qualified for numerous civilian occupations. While not every military role is directly transferrable to a civilian job, most skills are—including those that correspond to US industries experiencing labor shortages, such as infrastructure and manufacturing.

And veterans aren’t the only ones who stand to benefit from a longer look by employers: the economic opportunity of unleashing the value of veterans’ work experience through skills-based hiring could reach almost $15 billion over a ten-year period, new McKinsey research shows.

In this article, we explore the complex employment picture for military veterans , including in jobs and industries that will be most affected by automation and generative AI . We look at actions the military can take to help service members prepare for their transition to civilian work. We focus particularly on enlisted veterans, who make up the majority of those shifting out each year but who tend to fare worse in the labor market because employers don’t recognize their technical skills. We then discuss ways that the military and the private sector can close the veteran opportunity gap by improving employment outcomes.

The veteran employment landscape

Military veterans are not a homogeneous demographic, nor is their labor profile. Veterans’ work experiences differ by age, skills, and educational degrees. Our research shows that, in the aggregate, veterans with bachelor’s degrees and those skilled through alternate routes (known as STARs 1 According to the not-for-profit Opportunity@Work, STARs are individuals who are at least 25 years old, are currently active in the workforce, and who have a high school diploma but no bachelor’s degree. ) outearn their nonveteran peers (Exhibit 1).

Veteran STARs are, on average, eight years older and earn $3.91 more per hour than civilian STARs, though they tend to cluster in fewer, technical occupations. The largest veteran STAR group is aged 45 to 54; this cohort has the highest median hourly wage ($26.44) of all STAR groups. The group with the highest median hourly wage overall ($42.58) is made up of veterans aged 55 to 64 and with a bachelor’s degree or higher.

The roles with the highest representation of veterans are often analogs of military specialties. These roles include aircraft pilots, flight engineers, and aircraft mechanics and service technicians, as well as detectives and criminal investigators. Veterans are also well-represented in middle- to high-wage occupations that are accessible from low-wage jobs and rarely require an undergraduate degree. These roles include occupational-health and safety specialists and technicians, crane and tower operators, paramedics, and construction and building inspectors.

When viewed as a monolith, veterans are doing relatively well. But when broken down into subsets, many veterans are struggling to find jobs that use, recognize, and compensate them commensurate with their level of military experience. This is especially true for those who have difficulty translating their experience to civilian employment opportunities—in particular, veterans without a four-year degree, who represent 61 percent of all employed veterans. 2 Opportunity@Work analysis of the Integrated Public Use Microdata Series (IPUMS) 2021 Annual Social and Economic Supplement (ASEC) to the Current Population Survey (CPS).

Of the roughly 150,000 active-duty service members who transition from the military each year, 3 Demographics report , US Department of Defense, 2021. approximately 90,500 earn less in their first year after being discharged than they did on active duty, resulting in billions of dollars of lost economic value (Exhibit 2). 4 Integrated Public Use Microdata Series (IPUMS) 2022 Annual Social and Economic Supplement (ASEC) to the Current Population Survey (CPS), as well as data analysis of the US Census Bureau’s Veteran Employment Outcomes. And while some categories of veterans fare better than others—including former officers, as well as Special Forces and personnel who specialized in intelligence, IT, and cyber operations—veterans across categories are, on average, entering the civilian workforce at lower median wages than they had in the military.

Enlisted service members are disproportionately affected: veteran STARs tend to occupy lower-paying and more physically demanding roles than veterans with bachelor’s degrees, indicating that they may be hampered by not having a four-year degree.

Our methodology

To understand the lost economic opportunity associated with the lower wages for transitioning enlisted service members, we grouped junior enlisted service members who had undervalued occupational skills and noncommissioned officers (NCOs) who had undervalued managerial skills. We identified the one-year postdischarge salary for each category as a baseline, then assigned best-fit skills-based careers to each category. We narrowed the field of choices by factoring in required education, preparation needed, and projected annual job openings. Based on those choices, we identified salaries and calculated projected future earnings. We then determined the economic difference between current and potential salaries for all categories. Top careers included registered nurses; electricians; first-line supervisors of mechanics, installers, and repairers; industrial-machinery mechanics; and municipal and forest firefighters.

The cohort of enlisted veterans postdischarge excludes occupational groups (intelligence, Special Operations forces, and IT) that earn roughly equal to or greater than their last year of active-duty regular military compensation. The comparison of actual and potential average salary for enlisted veterans postdischarge is based on the latest data set to track income relative to military occupation from the US Census Bureau’s Veteran Employment Outcomes, which covers army veterans who left active-duty service between 2000 and 2015. 1 “Veteran Employee Outcomes,” US Census Bureau, accessed October 24, 2023. Actual earnings are from the Department of Labor; future-earnings projections are based on the 2023 Bureau of Labor Statistics annual wage increase and converted to 2018 dollars to match the Department of Labor data set. We also referred to the Department of Defense’s digital employment tool, Occupational Information Network, or O*NET; a 2023 RAND report on service members’ knowledge, skills, and abilities 2 Elizabeth Hastings Roer, Jeffrey B. Wenger, and Jonathan P. Wong, Military-to-civilian occupational matching: Using the O*NET to provide match recommendations for the US Navy, Marine Corps, and Air Force , RAND, 2023. ; and an internal survey of veterans working at McKinsey that matched the RAND findings.

McKinsey analyzed what the total potential loss of annual earnings for a cohort of 90,500 transitioning enlisted service members would mean in terms of lost overall economic potential (Exhibit 3). The research, which combined labor data and a skills-based analysis, found that the economic potential of improving employment outcomes for a single cohort of transitioning veterans could be almost $15 billion over a ten-year period (see sidebar, “Our methodology”). This presents a significant opportunity for the military, the private sector, and not-for-profit organizations supporting veterans as employers seek workers with ready-made skills.

How veterans’ skills apply to jobs—now and in the future

In the broad economic context, McKinsey research on the US labor market shows a disconnect  between available jobs and people qualified to fill them. Two industries in particular stand out: infrastructure and manufacturing.

The Bipartisan Infrastructure Law (BIL) is expected to create hundreds of thousands of additional jobs on projects ranging from roads, bridges, and waterways to clean energy and electric vehicles. However, a labor crunch in construction jobs exists across sectors, occupations, and geographies . In manufacturing, McKinsey analysis suggests that reviving the industry —in which the bulk of employees don’t need four-year degrees—could boost GDP and add up to 1.5 million jobs. 5 “ Delivering the US manufacturing renaissance ,” McKinsey, August 29, 2022.

Veterans map well to these high-demand jobs. To identify the specific actions that can help improve veterans’ employment outcomes in these industries and others, the research matched military specialties and skills to their full spectrum of civilian occupations. The goal was to identify high-potential pathways that are likely to improve veterans’ livelihoods based on skill overlap. 6 To focus the analysis and gain an understanding of the distribution of veterans across occupations, their education attainment levels, and incomes today, we examined employment and demographic data from external sources such as the US Bureau of Labor Statistics and the US Census Bureau, in addition to analysis from internal sources such as the McKinsey Global Institute. For the purposes of this research, veterans’ livelihood represents their overall well-being, as well as the strength of their means to provide essentials (for example, food, shelter, clothing, healthcare) to support themselves and their families. Our ratings of veterans’ occupational skills were based on a 2023 RAND survey of more than 5,100 veterans and augmented with a small sample of McKinsey veteran employees. For more, see Elizabeth Hastings Roer, Jeffrey B. Wenger, and Jonathan P. Wong, Military-to-civilian occupational matching: Using the O*NET to provide match recommendations for the US Navy, Marine Corps, and Air Force , RAND, 2023.

The analysis found that enlisted veterans are highly rated on occupational skills associated with trades such as electricians, mechanics, and construction professionals. For example, veterans were consistently rated higher on technical skills such as installation, equipment maintenance, repairing, and troubleshooting than the threshold required for the average civilian occupation.

Conversely, enlisted veterans were rated lower on “softer” occupational skills associated with management, sales, and office and administrative-support roles, such as reading comprehension, persuasion, and negotiation, suggesting real or perceived deficiencies in interpersonal skills that are required to succeed in business environments. However, these lower ratings tended to improve with military rank and the accompanying experience that rank brings, as both midlevel and senior noncommissioned officers (NCOs) scored above average on all occupational skills. 7 Melissa A. Bradley et al., Helping soldiers leverage army knowledge, skills, and abilities in civilian jobs , RAND, 2017.

Veterans overall score higher on service orientation, which the analysis defined as “actively looking for ways to help other people,” than the threshold for the average civilian occupation. However, this skill may not fully capture inherent veteran strengths, such as dependability, punctuality, discipline, and integrity.

While the typical veteran tool kit favors technical ability over verbal and written communication, veterans can consider developing and refining their soft skills to allow for better access to high-potential “gateway” roles , while continuing to pursue in-demand occupations that require technical skills. 8 “New research finds workers without four-year degrees not realizing wage gains despite having the skills for higher-wage work; identifies 51 job roles that unlock economic mobility,” Opportunity@Work press release, accessed October 30, 2023. These roles create a bridge between frontline work and destination roles, which require higher-level skills training and academic credentials.

The top 15 occupations that employ veterans today are generally expected to experience strong positive labor demand change and low change-of-work activities in the coming years as digitization and other technological changes take hold  (Exhibit 4). These occupations include nursing (expected to experience a 41 percent increase in labor demand); laborers and freight, stock, and material movers (a 26 percent increase); construction laborers (a 22 percent increase); and truck drivers (a 12 percent increase). Veterans can continue to pursue these occupations at even higher rates.

On the other hand, certain occupations that employ veterans are at risk of displacement due to declining job demand and adoption of automation, as well as the acceleration of generative AI in these occupations. This includes retail salespeople (expected to experience a 23 percent decrease in labor demand), supervisors of office and administrative-support workers (a 20 percent decrease), and customer service representatives (a 14 percent decrease).

Transitioning veterans can consider avoiding these roles, and veterans already in these occupations can continue to focus on upskilling, while taking advantage of reskilling opportunities to move into more secure occupations. Veterans looking to move into more senior positions can also use generative AI tools to their own advantage to help boost their capabilities and output.

Veterans looking to move into more senior positions can use generative AI tools to their own advantage to help boost their capabilities and output.

Several gateway occupations offer high potential to improve veterans’ livelihoods, including heating, ventilation, and air-conditioning (HVAC) mechanics and installers, human resources specialists, and industrial-machinery mechanics. However, these occupations are being accessed by less than 2 percent of employed veterans today (Exhibit 5).

Closing the opportunity gap: Actions stakeholders can take

We’ve looked at the skills that many veterans offer and the potential roles that a majority of veterans pursue, including gateway jobs for those without four-year degrees. To carve out better pathways and help make transitions more successful for those who need more support, the military services and employers can consider the following interventions.

The military: Recruit, retain, retrain

The military can address three recruiting and retention challenges by communicating the value of service and how skills developed in the military can translate to future careers.

Reverse declining interest in military service. The US military itself is facing a recruiting crisis that is likely to worsen if the value proposition of employment beyond military service doesn’t improve. 9 Ben Kesling, “The military recruiting crisis: Even veterans don’t want their families to join,” Wall Street Journal , June 30, 2023. The general population is largely unaware of the benefits of service, with 50 percent of young people saying they know little to nothing about military service and its unique professional-development offerings. 10 “Facts and figures,” US Army Recruiting Command, accessed August 29, 2023.

To shift perceptions and to help support candidates on their holistic career journey, the military can train recruiters to promote how service-developed skills can lead to well-compensated civilian careers and improved livelihoods, including how different military specialties map to various civilian occupations. As discussed earlier, there are several high-potential career pathways that are open to veterans that will continue be viable even as AI adoption increases. Recruiters who can communicate the value of military service in the context of these pathways could improve interest levels over the longer term.

The US Department of Defense (DOD) and service branches can launch a public relations campaign that highlights how the military develops desirable skills during service and provides support, education, and training opportunities during and beyond the transition. These programs include the GI Bill, tuition and credentials assistance, leadership academies, military occupation-related training, and SkillBridge, which allows transitioning service members to intern with civilian employers during the last 90 to 180 days of their service. 11 For more, see Army Credentialing Opportunities Online (Army COOL), US Army; “Education and training,” US Department of Veterans Affairs; “Tuition assistance,” US Army; and “What is SkillBridge?,” US Department of Defense, all sources accessed October 23, 2023.

Reduce disparities in commercial-sector employment opportunities . As noted earlier, the military has effective transition programs aimed at increasing the presence of veterans in the tech space and elsewhere. In one example of a successful transition, a naval flight officer looking for a civilian job emphasized her experiences in combat, as a NATO instructor, and in leading teams. Through the DOD SkillBridge program, she found a role focusing on public sector sales at a tech start-up. Starting as a customer success manager, she was promoted three times to a director-level role at the company, which is now a unicorn.

However, in many cases the digital career tools available to those transitioning to civilian work are inconsistent and often focus on literal job translations, neglecting inputs beyond military occupational specialties, such as rank, education, and formal training. For instance, recruiters from the Army and the Marine Corps receive different career recommendations from a widely used digital tool, the DOD’s Occupational Information Network, or O*NET, which transitioning service members are encouraged to use to evaluate potential careers.

Service members with critical skills, such as cyber-operations specialists and unpiloted-aerial-systems operators, are more likely to leave for commercial opportunities after their first enlistment, while other specialties are less in demand because of a lack of clear occupational analogs. The services could adopt reenlistment incentives that amplify the value of more military experience for skill development, rather than providing potentially ineffective financial incentives for service members so they stay for an additional enlistment.

For instance, promoting the long-term NCO tool kit, with a focus on leadership of personnel and resources, could improve both retention and recruiting outcomes. The services could enhance NCO leadership academies to offer upskilling and additional training, which improve the likelihood of employment in civilian occupations that offer increased earning power.

The military could also promote occupations such as nursing, which has a significant labor shortage, with more than 200,000 openings annually . Veterans with experience as medics are well suited for nursing roles. In addition, the military could offer nursing prerequisites on base as a part of its Installation Education Centers and highlight veterans in diverse nursing careers (in intensive care units, emergency rooms, and flight or transport roles).

In another individual example, an air force aerospace medical technician earned his associate’s degree in nursing while in the service, then used the GI Bill to complete his bachelor’s degree in nursing after leaving the air force. He then went on to earn his MBA and is now a healthcare consultant.

Increase job satisfaction rates. Twenty-two percent of active service members report dissatisfaction with their military experience, 12 See “Military-to-civilian occupational matching,” 2023; and “Navy readiness: Actions needed to evaluate and improve surface warfare officer career path,” US Government Accountability Office, June 17, 2021. a percentage that spikes further in certain demographics, such as the 88 percent of female Naval Surface Warfare Officers who leave within their first ten years.

To encourage younger generations to seek out military service as a career, the military can partner with more universities, trade associations, and employers to diversify the service member experience and to allow service members to pursue opportunities outside their specialty while still contributing to the capabilities of their service.

The private sector: Build a talent model around skills

As the United States invests in infrastructure- and climate-related projects, the labor shortage the country is currently experiencing may only grow . And as generative AI and other technologies take off, productivity changes will likely affect the occupations that veterans pursue and the skills that transitioning service members will need to be competitive for employment.

To help expand talent pools , corporate leaders should take note that 60 percent of American workers over the age of 25 don’t hold a four-year degree. 13 “Hire for the skills it takes to do the job,” Opportunity@Work, accessed October 24, 2023. That roughly matches the percentage of those transitioning out of the military who don’t have a bachelor’s degree.

By moving to a skills-based approach, companies can boost the number and quality of applicants  who apply to open positions. Internally, they can build skills and retrain their existing workforces to prepare people for new roles. Retention improves when workers find more opportunities to advance internally, McKinsey research shows . 14 Sandra Durth, Asmus Komm, Florian Pollner, and Angelika Reich, “ Reimagining people development to overcome talent challenges ,” McKinsey, March 3, 2023. Skills-based practices have a greater impact when they’re implemented across the whole talent journey, including in sourcing, hiring, and career development.

Companies can also set targets for veteran recruitment and hiring. One company that has pledged to hire veterans is Micron, which is building a $100 billion semiconductor plant in upstate New York. 15 Steve Lohr, “Micron pledges up to $100 billion for semiconductor factory in New York,” New York Times , October 4, 2022. Of the 9,000 people it expects to hire for the plant, Micron is aiming to hire 1,500 veterans, or 17 percent of its workforce. The company has found that veterans are a good fit for the semiconductor industry because of their experience with heavy machinery and technology, along with their disciplined mindset and team-building skills.

In the public sector, US states and local governments that are receiving BIL funding  can reserve a portion of jobs for veterans, just as they have for stakeholders such as local construction companies, engineering firms, trade schools, and others.

A hiring strategy that focuses on expanding the pool of potential talent can help communities by creating more and better job opportunities for a broader, diverse pool of workers. It can also provide upward mobility for millions of workers—including veterans—at a crucial time for the US economy.

The military can take more steps to support veterans, particularly enlisted service members, as they navigate the transition to civilian work. Companies can open their hiring practices to consider veterans for a variety of roles, not just those that match perfectly with their military skills. Together, these actions can add billions in value to the US economy as veterans moving into civilian jobs maintain or increase their earning power to support their families and build their communities.

Scott Blackburn is a senior partner in McKinsey’s Washington, DC, office, where Kallman Parry is a senior analyst; Michael Kim and Hannah Oh are consultants in the Southern California office; and Charlie Lewis is a partner in the Stamford, Connecticut, office. All are veterans of the US armed forces.

This article was edited by Barbara Tierney, a senior editor in the New York office.

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