If you are one of the many young servicemen and women returning home to start new jobs and careers, you've got tons to offer the civilian workforce. The hard part will be explaining that to the nonmilitary audience you want to work for.

I don't have to tell you what it's like out there. Unemployment rates of young military personnel have been consistently higher than that of non-veterans, says a CBS News story. Among veterans ages 20 to 24, the rate was nearly twice as high as nonveterans in 2005. In 2006, the rate was lower but still higher than civilians in the same age group.

In the same news story, Army Maj. Gen. William H. Wade II, adjutant general of the California National Guard, says, "They learn unique skills — communications, technology, managerial, logistics. Employers need to understand how to translate those skills to the civilian sector."

No disrespect, sir, but this kind of advice doesn't help.

No matter who you are, it's up to you, the job seeker, to translate your skills into an employer's business. It's not up to the employer.

I have worked with younger and older members of the military who wanted to transition into the civilian workplace. They had skills and knowledge as managers, communicators, leaders, technicians, logistic and procurement experts, not to mention personal attributes like commitment and dedication. All of that translates into a civilian workplace, but you won't get the chance if you don't explain how.

As part of your job campaign you might post your profile on a Web site like hireahero.org, which strives to bring those with military experience together with civilian businesses. So far the site claims to have helped more than 1,000 veterans, National Guard members and Reserve troops find jobs.

But if you want to make hay, based on what I saw in many profiles, drastic editing is called for. To make it easier for civilian employers to see your value on sites like these, in correspondence and face-to-face discussions, here are some tips.