Could you elaborate on those kinds of jobs? Obviously relative few companies hire people to plan artillery strikes, etc, but I suppose those aren't what you mean. Does a purchasing department at Big Corp really differ that much from logistics and supply work?
It's actually less to do with military as in fighting, and more in the direct application of the skills they're supposed to have. For example:
Most requests for our returning vets come from transportation and trade (we're a river town relatively close to major north/south and east/west highways and a major railway line). The largest portion of our returning vets were in the army or army national guard, in the local transportation groups. We don't have infantry in our area, we have truck drivers and mechanics. Anyway, the requests and the expertise seemed a custom fit - the soldiers ran big trucks and trains, and there is no better organization than the United States Army when it comes to large-scale logistics.
Our returning vets, though, are unable to branch outside of their assigned mode of operation.
The mechanics are able to work on, say, heavy machines and diesel engines so they're able to work on the trains and barges really well, but are unable to translate those skills to tractor trailers or small(ish) engines like pick-ups or delivery vans.
The Army transport drivers are able to drive tractor trailers or operate barges. BUT, they do not have the certifications necessary to legally do that work stateside, AND they lack skills in the classroom to be able to sit and pass the test for the licenses. Usually it's because they have never been able to do math well, and are unable to pass a college level mathematics course (it's applied math, so it has practical applications in their jobs - not college algebra or statistics or anything like that). Along with that, they're unable to translate their existing skills into heavy machinery for construction, demolition or excavation.
The leaders/officers are unable to transition out of the military 'because I said so' mentality and into the corporate 'because it's in your best interest' mentality. Our retraining in this area has been the biggest failure; they don't see the need to change their mode of people management, and we don't have a reason for them to either (other than long-term employment).
The paperwork individuals, like you use in your example, transition easily. If the person worked in an office, they will come back and find employment almost immediately.
This could all be helped if the military provided training ON THEIR END before they come back to the world. Believe it or not, the transition from the military to a college environment is incredibly difficult for most folks.
I have worked in two industries that hire a lot of ex-military with essentially a high school level of education.
The first is nuclear power. A lot of the people working in the control rooms are from the military, and it is a very high paying and comfy job for someone without a college degree. The other is high skill technician and assemblers in manufacturing.
The things these jobs have in common is they need a strict adherence to rules and procedures, which is something military training makes people well suited to.
I'll note with the nuclear power example that they don't simply hire ex-military, they hire from a very specific subset of Navy nuclear propulsion workers.
Even being good at following orders isn't going to help you get your civilian SRO license, but sailors who have been trained on the Navy's various reactor types have easily-transferable knowledge for civilian PWR and BWR plants, and so they get picked up quite easily in the civilian sector.
