www.CivilianJobNews.com
JAN/FEB
2013
The Essential Military-to-Civilian Transition Resource
Leadership on Demand: Chesapeake Hires Veterans by Janet Farley Contributing Editor
S
ome companies are quick to say they support our nation’s veterans and others let their actions speak more for themselves. Chesapeake Energy falls into the latter camp. “We want to hire the best so we look to hire vets,” said Jason Allbaugh, a military relations representative who works at Chesapeake to recruit veterans for the company. Chesapeake Energy Corporation is the second largest producer of natural gas, a top 15 producer of oil and natural gas liquids and the most active driller of new wells in the United States. The company owns leading positions in numerous natural gas shale plays across the country and is headquartered in Oklahoma City, Oklahoma. Great Plains Oilfield Rental, L.L.C. (GPOR) is one of its 12 affiliated companies and has field offices in Oklahoma, Texas, Ohio, Pennsylvania and West Virginia. GPOR specializes in providing 24/7 drilling solutions such as equipment rental, mud service delivery and water transfer capabilities. Named to Civilian Job News’ Most Valuable Employers (MVE) for Military® in 2010, 2011 and 2012, Chesapeake is widely recognized as one of the most military-friendly employers in the nation. For the past five years,
FORTUNE magazine has included them in the 100 Best Companies to Work For® list. They are also on the U.S. Chamber of Commerce’s Hiring Our Heroes Top 25 Company list. Clearly, the company is doing something right and job-seeking veterans will want to pay attention. Calling All Veterans Looking for a job? Look no further. Chesapeake currently has about 400 positions open, primarily in Pearsall, Texas near San Antonio and in Canton, Ohio. Positions available are varied and include forehand trainees, field technicians, equipment operators, and electronic technicians. “Combat engineers are great candidates for us, but we also like to hire those who have worked in non-combat related positions, too,” said Allbaugh. “We are looking for drilling engineers, managers, assistant managers and process analysts,” added Trey Landry, a business manager for GPOR. The rank you wore in the military doesn’t matter here, either. “We are interested in hiring former officers, non-commissioned officers and enlisted personnel. We don’t try to pigeonhole vets into one type of position. Instead, we try to match their strengths with our required skill sets,” said Allbaugh. Recruiting and Retention: Chesapeake Style “Vets are a special group although they probably won’t
want to think of themselves in that way. Our recruiting and retention activities are special, too. They are way different from other companies out there,” said Allbaugh. “We don’t just tell veterans to go to our web page to find out about openings. We actively seek them out through militaryfocused hiring events, such as the ConferenceHire® events hosted nationwide by Bradley-Morris, Inc. (BMI),” said Allbaugh. “We take the time to meet faceto-face with candidates at these events and we talk to them. We gladly accept their resumes on the spot,” said Allbaugh. “Later, we go back over those resumes carefully. We further screen potential hires over the telephone. Then we prepare a basic profile of those candidates to pass on to our internal recruiters so they can continue the vetting process,” said Allbaugh. It is what happens during the creation of that internal candidate profile by the military relations representatives at Chesapeake that makes their process so unique. Chesapeake takes the extra step to translate the military skills and lingo on the resume for the jobseeker.
“Essentially, we do the application process for them,” said Allbaugh. “We understand what the veteran is trying to express in the resume because we’ve served in the military. We get it and then we actually translate it for the veteran so that our internal recruiters will get it, too,” said Allbaugh. The company also maintains an internal database of its veteran applicants. “If we aren’t able to match them at one point, we revisit their qualifications as new positions open and see if they are still interested in working with us. Positions can come open at the drop of a hat,” said Allbaugh. Chesapeake’s military hiring initiative is a process that seems to be working quite well. “Before we began this process, we may have hired 1 out of 2000 vets. Now we hire 1 out of 10 who apply,” said Allbaugh. If you’re interested in being the 1 out of 10, you may want to consider contacting Jake Hutchings (jhutchings@bradley-morris.com), the BMI account manager for Chesapeake, to find out exactly when the next hiring event is scheduled.
“BMI is able to leverage our national footprint and get candidates hired. We have been able to place candidates with Chesapeake/Great Plains in Pennsylvania, Ohio, West Virginia, Texas, Oklahoma and Wyoming,” said Hutchings. Landry has been particularly satisfied with BMI’s assistance. “In a one year time period, we have attended nine BMI ConferenceHire events and hired 30 employees as a result. As a whole, we couldn’t be more pleased with the candidates we’ve hired from BMI,” said Landry. Why Chesapeake Wants to Hire Veterans “Veterans are a good fit for our fast-paced and tough line of work. We want to hire people who are used to rough work and who aren’t afraid of getting their hands dirty. They show up every day to do their job. They do it right and they do it safely,” said Allbaugh. “Veterans are more detailoriented and disciplined. They don’t need constant oversight. They are groomed to be leaders,” said Landry. Continued on page 4
INSIDE THIS MONTH’S ENERGY ISSUE Ask the Recruiter: Tips for crafting your resume ......................page 3
Spouse Series:
Re-energize your job search ................ page 5
Jobs in Energy
....... page 6
Career Coach's Corner
Using your Q Power ......................page 8
Job Fairs
Companies are looking for you .........page 10
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January/February 2013
JOIN OUR RANKS Our goal is to be the best trucking company in America. Not necessarily the biggest–although we are one of the industry’s largest companies– but the very best, in everything we do. To accomplish this we need to hire more of the best people including: – Professional Truck Drivers – Shop Technicians – Office Management We’re looking for men and women with honesty and integrity, who assume responsibility and adhere to a code of ethics. In other words, if you succeeded in the military, we’d like to enlist your services. There are no shortcuts™
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January/February 2013
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Pete Charest Kathy Scott Alec Trapheagen Anthony Morris Janet Farley Carolyn Heinze Heidi Russell Rafferty Tom Wolfe Don Nowak Marla Smith Rhonda Davis Jason Duarte Leah Penland Rick Potter Geoffrey Reabold
Civilian Job News is published by: CivilianJobs.com 1825 Barrett Lakes Blvd., Suite 300 Kennesaw, GA 30144 1-866-801-4418 Reproduction or use without permission of any editorial or graphic content in any manner is prohibited. The inclusion of advertising is considered a service to our readers and is not an endorsement of products or advertising claims. Opinions expressed in articles are the opinions of the contributors and do not necessarily express the opinions of Civilian Job News or its staff. Subscription rate: $12 per year (6 issues). To subscribe, call 1-866-801-4418. ©2007-2013 Civilian Jobs, LLC. All rights reserved. Civilian Job News and CivilianJobs.com are wholly-owned subsidiaries of Bradley-Morris, Inc. (BMI), the largest military-focused placement firm in the U.S.
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Ask the Recruiter: by Mike Arsenault Director of Candidate Services
•Q:
My experience is wide ranging and could fall into several job positions. Do you think I should create more than one resume?
•A: Great
question. Ideally, yes, especially when you are submitting your resume online. When uploading your resume to apply for a job, many times there are filters that look for specific skills, phrases, or acronyms on a resume. These types of filters are meant to help the recruiter sift through hundreds (sometimes thousands) of resumes and only review the most likely matches. For a transitioning service member who may not have the exact civilian-termed skills, this can put you at a disadvantage right off the bat. So what is the solution? Number 1: Do your best to customize your resume for the specific job description to highlight your matching military-learned skills in civilian terms. Number 2: Seek out employers that have a dedicated military recruiter, or military recruiting page on their web site. It is likely that these employers understand that it might take a military specialist on their side to fully translate military skill sets for their company’s needs. Number three: Seek out a professional military resume writer such as MilitaryResumes.com to assist with the task.
•Q:
Do hiring managers really scour the web looking for social media accounts of potential hires?
•A:
Some do. I can’t stress enough how important it is to make sure you scrutinize your social persona. Remember – the internet is written in ink. In fact, ask your spouse or a friend to search for you on Google to make sure you know what stories, photos or even websites with which you are associated. Remember, a friend can tag you in a photo that might sink your chances for being hired. If you feel something is questionable, untag yourself. Your email address creates a footprint as well. An employer can simply do a search on your email moniker and find posts and comments you have made. Be sure to create a new email account that is basically some combination of your first name and last name when engaging in job search so that there is nothing that can be linked to it or interpreted improperly. Mike Arsenault is Director of Candidate Services at Military Recruiter Bradley-Morris, Inc. He can be reached at (800) 330-4950 ext. 2105 or by email at marsenault (at) bradley-morris.com.
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January/February 2013
“Leadership on Demand: Chesapeake Hires Veterans” continued from page 1 “Leadership is an important skill that is very marketable in this business. You can’t teach it. It is an intangible skill that the average 18-year old right out of high school or the 23-year old college graduate hasn’t been exposed to before,” said Allbaugh. Leadership is a genuinely transferable skill but don’t you also need to have actual job experience to work for Chesapeake? According to Allbaugh, prior work-related experience helps, but it is not necessary. “You bring the intangible strengths. We’ll teach you the tangible skills you need to know to do the job itself,” said Allbaugh. He continued, “We take a special interest in all veterans. We hire them for the strengths that they bring with them.” Competitive Benefits Chesapeake offers competitive health, dental and vision plans and an “unsurpassed” 401(k) plan. “Most companies only offer a 6-8% matching 401(k) funds option. Chesapeake offers up to a 15% match for its employees,” said Allbaugh. “We also offer a $1K health and wellness bonus. In essence, you are rewarded for maintaining your physical self at peak performance,” he said. Other benefits include stock grants, paid vacation, sick and personal leave and shortand long-term disability coverage. The company also conducts full compensation reviews twice a year and promotes a collaborative and entrepreneurial culture.
AirForceReserve
“I’ve heard others say that working for us is a lot like being in the military environment in terms of family support,” said Allbaugh. “We work hard. We play hard. A lot of other companies say that, but we live it. We believe it translates into productivity,” he said. “We are even beta testing an internal online affinity group for our veteran employees called Troop Connect that allows our vet employees an opportunity to connect with others like them in our company,” said Allbaugh. Benefits may vary depending upon the work location. “If your job is located in Oklahoma City, for example, you have access to a 75,000 square foot campus where you can take advantage of the on-site health and dental center, worldclass fitness center, four on-site gourmet restaurants and theaters used for meetings and movie nights,” said Allbaugh. Guard/Reservist Duty? No problem. “Some veterans may have reservations about finding a civilian job if they are still serving in the Guard or the Reserves. They might think an employer will be hesitant to hire them because they are still deployable,” said Allbaugh. That need not be your concern with Chesapeake. “We will hire them. I’m in the Reserves. Chesapeake and its subsidiaries are extremely supportive of those who have served in the military and those who continue to serve in the Reserves or the Guard,” said Allbaugh. Advancement Opportunities “The veterans we hire today are the future leaders in our company tomorrow,” said Allbaugh.
“In the military, you have a specific career track that was laid out for you. All you had to do, particularly if you were an officer, was meet the milestones and move on. That’s not necessarily the case in civilian life,” said Allbaugh. “In this company, there is room for tremendous growth and advancement. I’ve seen some employees get promoted after working here only six months to a year.” “Whether that happens to you depends on the amount of effort you’re willing to put in to reach it,” he said. Marcus Poyer is a good example of a veteran who did just that. “I love working for Chesapeake,” said Poyer, a former USMC intelligence officer who was hired via a BMI ConferenceHire event for an operations analyst job with the company. Within 18 months of employment, Poyer was promoted to be a field manager of an air drilling division. “I worked hard and thought outside the box,” said Poyer who says he sees a continued bright future with the company. “I want to stay with Chesapeake, learn all I can about this business and continue to move up the company ladder,” he said. Good to Know When you make the decision to get out of the military, time seems to speed up and everything seems to happen at once. Voices of experience can help you. “Be geographically flexible. Go where the great opportunities are and leverage your experiences,” said Hutchings. Let others who are connected to employers, like BMI, help you out. “My transition was a very busy time. There was so much going on all at once. I
@AirForceReserve
appreciated the detailed work that BMI did for me that I didn’t have time to do myself. They were very active and aggressive in hunting and finding talent. They really helped facilitate my job search and prepare me for interviews,” said Poyer. Josh Holden, a former Army field artillery captain who is now an assistant manager at GPOR, agrees. “There are so many moving parts in a transition. Thanks to BMI, I had a happy and smooth one,” said Holden. Networking is key, according to Holden. “Talk to as many people as you can. Ask them for advice. I found out about BMI through friends who had used them in the past. It made a difference for me,” said Holden. Holden also suggests you join the local chamber of commerce and take advantage of military alumni networks that might apply. Poyer recommends that you interview effectively, remembering that it is a two-way process. “Be curious and get details. Learn about the mission of the company. Try to determine the possible career paths you might take and get a clear picture for what the day-to-day work flow would be like for you,” said Poyer. “Let the company see what they would really be getting if they hired you. As a vet, you are someone who comes with an accelerated learning curve, a respect for policy and procedures and the ability to get things done correctly and quickly,” said Poyer. Janet Farley writes for the Stars and Stripes Newspaper and is the author of Quick Military Transition Guide: Seven Steps to Landing a Civilian Job (Jist Inc, 2012). Follow her on Twitter @mil2civguide.
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For more information scan this QR code with your smart phone*
A part-time job in the Air Force Reserve made a difference. It gave me the time and financial support to continue my education and begin a civilian career. It’s ideal because I wanted to continue to serve but stay close to home. And I discovered the Air Force Reserve is offering signing bonuses up to $20,000. If you’ve served in any branch of military, you can join the Air Force Reserve without repeating Basic Training. I kept my rank as well as the sense of service and teamwork I’ve learned to love. Best of all, now I serve my country from where I choose to live.
Scan the QR Code with your smart phone for AFR news, events and information * Message and data rates may apply. Text CHAT to 71212 to initiate an SMS conversation with an Air Force Reserve advisor. Text STOP to 71212 to opt out. Text HELP to 71212 for more information. This program employs operators who are paid to participate in chat. Hours of operation: Monday through Friday, 8:00 am to 10:00 pm EST. See program terms and conditions and privacy policy at http://sms.afreserve.com.
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Text CHAT to 71212 to reach an advisor* 800-237-8279 • AFReserve.com/Prior 3/23/12 12:45 PM
January/February 2013
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Spouse Series: 7 ways to re-energize a stalled job search by Janet Farley Contributing Editor
T
he process of finding a job is not only a job itself, but it can be a lengthy task at best. Generally speaking, the average search takes about eight months. During that time, obstacles, real or imagined, can suck the wind out of our proverbial sails. We’re sometimes left deflated, wondering what we’re doing wrong and why we can’t seem to get hired. When that happens, it’s easy to become discouraged and give up. Or worse, we continue doing what we’ve been doing in the past without success. Einstein defined insanity as doing the same thing over and over again and expecting different results. He had a valid point. Stop the job search insanity. Instead, as this issue is all about the energy industry, I’d like to offer these techniques to re-energize stalled efforts. 1. Go back to the drawing board. Assess your current strategy and tweak it one degree on either side of the unemployment line. For example, assume you interviewed for a particular job already. You thought the meeting went well, but you haven’t heard anything yet and it has been a couple weeks. Instead of waiting around as a strategy, follow up. Contact the employer. Find out if a decision has been made. If you were not selected for the job, find out why, if possible. Get constructive feedback so you can avoid making the same mistake, if one was made, in the future. 2. Network meaningfully. Schedule a meeting or lunch date with your mentor and ask for pointed advice and referrals. If you don’t have a mentor, consider getting one. Of course, you could also reach out to someone who may not be a mentor per se, but who may still be able to guide you in a better direction. In the end, it comes down to good, old-fashioned networking. 3. Brutally revise your resume. If potential employers aren’t showing an interest in your resume by scheduling you for interviews, then you need to make it more interesting. You certainly can’t flaunt what you don’t have, but you shouldn’t undersell what you do have. Understand the difference and revise your resume in a way that communicates your skills in a job relevant way. 4. Think outside your industry. Are you guilty of stereotyping yourself? Do you assume that your next job has to
be in the defense industry just because that is where you’ve been the last few years, in uniform or married to it? Step back and ask yourself a couple questions. Answer them objectively. What do you do professionally? What industries or kinds of companies employ those skills? For example, teachers not only work in a classroom but they work as corporate trainers, consultants, tutors, school administrators, university instructors and curriculum designers. Don’t limit yourself unnecessarily. Enough people out there are already doing that for you. 5. Commit to learning a new skill. Upgrade your marketability by acquiring a new and industry-desired skill set. Visit the education center, a local community college or university or go online for ideas. You’ll only make Tip #3 that much easier on yourself. 6. Quiet your mind. Your job search and accompanying military-to-civilian life transition may be consuming you mentally, emotionally and physically. It’s understandable. Give yourself a break, however. Breathe. Meditate. Take a run or a hike, or just spend some time outside to recharge. Play a round a golf or spend the afternoon at a day spa. It’s good to strive for life balance even in the midst of life change. 7. Appreciate the status quo for what it is. When we’re in the process of changing jobs and lives, it’s easy to get wound up. In addition to quieting your mind, take a moment to appreciate what you do have instead of what you’re lacking at the moment. For example, you may not have a new job yet, but you do have the marketable skills necessary to get one. Rest assured, this unemployed moment won’t last forever even if it seems sometimes as if it will. Perspective can be calming. A calm mind thinks more clearly. Janet Farley is the author of "The Military Spouse’s Guide to Employment: Smart Jobs for Mobile Lifestyles”.
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January/February 2013
Industry Spotlight: Powering up your career in the energy industry by Heidi Lynn Russell, Contributing Editor
T
he energy industry is so hungry to hire military veterans that when recruiters go to job fairs, “sometimes we physically grab them as they go by,” says Elton Richards, regional manager at ComEd and a retired Army 1st Sgt. Problem is, most veterans’ eyes glaze over when they see an energy company’s moniker, because they just don’t think they have what it takes to land a job. But nothing could be further from the truth, say Richards and other industry insiders. “A lot of times, senior NCOs and officers forget that leadership is a skill and believe that the only thing they have is the background in a specific job,” Richards says. “They see ‘utility’ at a job fair and think they have no experience.” Not only that, there are jobs for everyone, even if you spent your entire military career driving a tank, says Ann Randazzo, Executive Director of Center for Energy Workforce Development. The non-profit, in Washington, D.C., is a consortium of electric, natural gas and nuclear utilities and their associations. They work together to find solutions to the coming workforce shortage in the utility industry. Ironically, the same industry that veterans may not consider is one whose mission closely aligns with theirs: an obligation to serve, Randazzo says. A perfect example of how the mission mentality plays out was during Hurricane Sandy, when “people jumped in trucks and helped people get their lives back together,” she says. “In a lot of cases, the utilities are the first responders. We put together the logistics that have to happen. All that is the same kind of thing you’re trained to do in the military. As utilities, we have an obligation to serve. We are here to make sure that the lights come on and that you have safe, reliable electricity and power. That’s the way our economy grows. So having people who have that service mentality is most fundamental to us for the equipment and processes. A person can learn those things, but it’s difficult to learn that service mentality if you don’t already have it,” Randazzo says. During the next decade, nearly 62 percent of the energy industry has the potential to retire or leave for other reasons, according to a 2011 survey that the Center conducted. With retirements inevitable, utilities “recognize we need to be able to make it easier for people to find our jobs right now,” Randazzo says, adding that she expects to see more and more “good jobs” in the next five to 10 years. Top Energy Job Outlook The five critical job categories the energy industry is most concerned to fill are line workers, power plant operators, transmission and distribution technicians for electric and natural gas companies, generation technicians and engineers. Between 2009 and 2011, the number of workers decreased specifically in the areas of line workers,
transmission and distribution technicians and plant operators, according to the Center’s survey. Further, 36 percent of skilled utility technicians and engineers (excluding those in the nuclear area) may need to be replaced by 2015 due to retirements or attrition, the survey says. An additional 16 percent may need to be replaced by 2020, equating to nearly 110,000 employees. Already, ComEd is seeing the fallout, say Richards and Suzanne Baugher, HR recruiting manager. The company is recruiting the military to fill a number of positions, but especially for firstline supervisor, which is responsible for crew safety in the field and managing day-to-day projects “to keep the lights on,” Baugher says. During the past 12 months, ComEd launched a pilot rotational program for military hires to introduce them to various aspects of the company: safety, work management, environmental health, HR training and how to manage union personnel. “We’re the only one out there with something this robust,” Baugher says. “We just piloted with four individuals but would love to have 36 next year.” Other top jobs for which the company is recruiting are: safety and fleet, engineering (mostly electrical and mechanical) and technical field engineering. In addition, the company hires a significant number of veterans into meter reading jobs. Troops to Energy Jobs Initiative The Center for Energy Workforce Development has also launched its own pilot program to lure more veterans into the energy industry as a whole, Randazzo says. The Troops to Energy Jobs initiative (http:// www.troopstoenergyjobs.com) involves six of the largest utility companies in the country. They provided resources, capital, and people and their experiences to figure out the best way to move military members into jobs, she says. Those companies are: American Electric Power, Arizona Public Service, Dominion, National Grid, Pacific Gas and Electric Co., and Southern Co. In some cases, the Troops to Energy Jobs program helps veterans start working immediately in an energy industry-related job. Most companies hire professionals directly from the military for certain positions, which have been dubbed “ready now” jobs, Randazzo says. As part of the program, career coaches are available both in person and online (offering virtual support) to help veterans determine how their knowledge and skill sets align with various energy careers. They can also help identify prior learning credits for which veterans are eligible through the American Council on Education’s CREDIT system. And, once a veteran is hired, Troops to Energy Jobs provides mentors—veterans who are experienced in the new hire’s particular job category. Randazzo advises that above all else, veterans shouldn’t box themselves into the line of thinking that their skills or experience won’t dovetail into a successful job in the energy industry. “If you were driving a tank in the
military, it’s true, there’s not much call for that. But, if you drove a tank, we have big vehicles and commercial driver’s licenses that transfer that skill easily. You can drive heavy machinery. Think about what you’ve done in civilian terms,” she says. In the meantime, Randazzo advises that if the perfect job isn’t out there for a veteran’s specific skill sets, keep looking. The market is loosening up with the impending retirements and attrition. “Sometimes you don’t get the job you’re
trained for immediately. Take a job and keep an eye out. We know the jobs will open up in the next decade,” she says. “If you know you want to be a technician that works in a power plant, even there’s if not a job open today, establish the contact with the power company. Be able to know where to go to find the jobs and take something in the short term.” Heidi Lynn Russell writes about employment and business issues.
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January/February 2013
Over 60,000 military alumni within our ranks. Having already helped so many members of the military community, we understand the challenges veterans, active duty servicemembers and military spouses face. Whether in the military or civilian world, we can help you enhance your career. See how our education is preparing military members to get to work at phoenix.edu/mil
Florida: Licensed by the Florida Commission for Independent Education, License No. 2308. Georgia: Authorized under the Nonpublic Postsecondary Educational Institutions Act of 1990. Illinois: University of Phoenix is authorized to operate as a post-secondary educational institution by the Illinois Board of Higher Education, 431 E. Adams, 2nd Floor, Springfield, IL 62701-1404, www.ibhe.org. Indiana: Fully accredited by the Indiana Commission for Postsecondary Proprietary Education. AC-0188. Indianapolis Campus: 7999 Knue Rd., Suites 100 & 500, Indianapolis, IN 46250; Northwest Indiana Campus: 8401 Ohio St., Merrillville, IN 46410. Ohio: Registration Number 1154320. Cleveland Campus: 5005 Rockside Rd., Ste. 130, Independence, OH 44131-2194; Cincinnati Campus: 9050 Centre Pointe Dr., Ste. 250, West Chester, OH 45069-4875; Columbus Campus: 8415 Pulsar Place, Ste. 100, Columbus, OH 43240-4032. Oklahoma: University of Phoenix is accredited by The Higher Learning Commission and is a member of the North Central Association (ncahlc.org). College credit granted by University of Phoenix. Transferability of credit is at the discretion of the receiving institution. It is the student’s responsibility to confirm whether or not credits earned at University of Phoenix will be accepted by another institution of the student’s choice. Puerto Rico: University of Phoenix operates under a renewal license granted by the Puerto Rico Council on Education. South Carolina: 1001 Pinnacle Point Dr., Columbia, SC 29223. Licensed by the South Carolina Commission on Education. Tennessee: Memphis Campus: 65 Germantown Court, Ste. 100, Cordova, TN 38018; Nashville Campus: 616 Marriott Dr., Ste. 150, Nashville, TN 37214; Chattanooga Campus: 1208 Pointe Centre Dr., Chattanooga, TN 37421. Clarksville Learning Center: 141 Chesapeake Dr., Clarksville, TN 37040; Murfreesboro Learning Center: 2615 Medical Center Pkwy., Murfreesboro, TN 37129. Virginia: The State Council of Higher Education for Virginia has certified University of Phoenix, Richmond Campus, to operate in Virginia. University of Phoenix, Richmond Campus, 6600 West Broad Street, Ste. 200, Richmond, VA 23230. © 2013 University of Phoenix, Inc. All rights reserved. | MIL-01941
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January/February 2013
Q Power career coach’s corner by Tom Wolfe Career Coach and Contributing Editor
A
s you read this issue of Civilian Job News and learn about employment opportunities in the energy industry, you will be reminded of the importance of electrical power in our daily lives. As a job seeker, you would be wise to also consider another important energy source—the power of questions. Questions, especially the ones you ask in an interview, are among the most powerful tools in your career transition toolbox. For any tool to be effective, however, it needs to be both well honed and appropriate for the task at hand. To understand why questions are so important, let’s ask ourselves one: why do we ask them? There are two answers; one is fairly obvious and the other somewhat obscure. The obvious reason we ask questions is to get answers. Before we can commit to a new career, we have much to learn about a potential position and a new organization. What are the responsibilities of the job? What is the potential for career growth? How is individual performance measured? What is the corporate culture? Will the
compensation, benefits, and location support quality-of-life goals? The answers to these and other questions will help the job seeker decide if the opportunity is right for him or her. However, since you cannot accept an offer you do not have, we need to dig a little deeper. I know a U.S. Marine Corps command sergeant major named Michael who was turned down for a position that he felt was ideal for him. When asked for the reason for rejection, the company said that although Michael was well qualified for the position and highly regarded by the entire interviewing team, he did not appear to be interested in the job. The company reached this conclusion based on the fact that Michael asked very few questions during the interviewing process. In the company’s opinion, this lack of questions indicated a lack of interest, hence the rejection. Showing interest in the opportunity and the company is one of the most important keys to successful interviewing. Asking questions is the single most powerful tool available to us to express this interest. A lack of questions is one of the most often cited reasons for rejection in the interviewing process. Keep in mind the dual-purpose nature of asking questions: First, to send to the potential employer strong signals of interest; second, to gather information about the position and the organization so that you can decide whether or not to accept an offer of employment if one is extended. Additional factors to consider are scope, timing, and content. We can address these factors by taking a look at some typical interview questions, specifically these ten:
1. Why is this position available? 2. When is the first opportunity for promotion? 3. Who would be my supervisor? 4. Can you tell me about the medical/ dental benefits package? Is tuition reimbursement included? 5. What is the biggest challenge of this position? 6. How much will the company spend on R & D next year? 7. Is there anything absent from my experience that is important in this job? 8. When will I be eligible to participate in the 401(k) plan? 9. What is the next step in the interviewing process? 10. Are exercise and child daycare facilities available on site? For the sake of this discussion, assume you are interviewing for a distribution manager position, you are in the early stages of the interviewing process, and the interviewer, Richard, is in charge of distribution operations for the company. Scope. When asking questions, it is important to consider the perspective of the individual with whom you are interviewing. This is called interviewing empathy—what is important to Richard and what falls under his span of control? Look at question #6. Even if he knows the answer, is this subject appropriate? Well, if Richard just happens to also be the director of R & D, then yes; otherwise, no. Timing. Look at questions 4, 8, and 10. Are these questions appropriate during the job-hunting process? Everyone cares about
benefits, but consider the timing. In the early stages of the process, the answers to these questions are irrelevant. Unless you work for the company, what difference does it make what perks are available? When should you ask these and other self-centered questions? Wait until the job offer is on the table. With the offer in hand, the answers to the selfish questions will influence your decision whether or not to accept. Content. Look at the odd-numbered questions. See how powerful they can be? Asking them gives you information that you need and sends a strong I am interested signal to the interviewer. They are appropriate for both the scope of the interviewer and the timing of the interview. Question #2 was saved for last because it deserves special analysis. Since both you and your potential employer care about your growth potential, this question needs to be asked. Be careful of your phraseology, timing, and frequency, however. Bring it up too early or too often, and you might send a signal of disinterest or impatience. Questions are powerful tools in your transition toolbox. Like the skilled craftsman about to begin an important project, you need to decide which ones to use, gather them together, sharpen them, practice a little, and time their usage appropriately. Applying the right tools at the right time will help you build a successful career transition. GOOD HUNTING! Tom Wolfe is contributing editor & columnist for Civilian Job News and author of ‘Out Of Uniform: Your Guide to a Successful Militaryto-Civilian Career Transition.’
January/February 2013
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Now... or Then? Tricks to timing your job search by Carolyn Heinze, Contributing Editor
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n your quest for a job, hard work and due diligence pays off, but there is something to be said for timing. What’s the best time to find a job? That depends. Chris Forman, founder of StartWire, a Lebanon, New Hampshire-based Internet company, believes that while there really is no bad time to look for a job, more favorable periods of the year exist-particularly when private sector organizations are refreshing their budgets. “If they are on a fiscal calendar year where it runs from January to December, starting in August, they start looking at their budgets and their plans and their headcounts, and there is back and forth and people are arguing about resources,” he explained. At some point, the budget is approved, usually producing the following results: “Either they get to start recruiting for their new positions immediately. Or, as soon as the fiscal year starts, let’s say January 1, they get to start recruiting for their new positions.” He adds that approaching a company at the beginning of its fiscal year is always a good bet, because budgets rarely survive an entire year. “You want to hit when everything is fresh and new, and there is always a spike that comes up.” It’s also useful to gain an understanding of business cycles as they apply to specific industries. The holiday season is a prime example. Retailers begin hiring for it in September and October. The pharmaceutical
industry ramps up hiring when a drug is approved and ready to be sold or marketed. “If you are in the pharmaceutical industry, and if a drug that has widespread appeal is going through its Phase Three approvals, they are going to be hiring a sales force to go sell that drug at some point in the next three, six or eight months,” Forman illustrated. “There are cycles in every industry.” But what if circumstances are such that you are seeking a job during a specific industry’s downtime? “Then it’s a numbers game,” Forman said. “Somebody is always hiring.” This even applies to organizations that may have recently announced layoffs, he points out. “Even when companies do that, 6 out of 10 times, they are hiring someplace else. They might be shutting down the third shift, but they may still need five maintenance people for the first shift.” The same goes for the holiday season or the summer: just because the majority of hiring professionals are on vacation doesn’t mean that hiring is on hold everywhere. “Somebody has got a problem that they need to have solved. It just means that you’ve got to spend more time getting yourself in front of businesspeople that have problems that need to be solved by someone like you.” Carolyn Thompson, author of Ten Easy Steps to a Perfect Resume (BookSurge); Ten Steps to Finding the Perfect Job (BookSurge); and Ten Secrets to Getting Promoted (CreateSpace), has worked in executive recruiting for over 20 years. In her experience,
companies do most of their hiring between Labor Day and Thanksgiving. She also notes that February, rather than January, is a good month to look for a job, because the amount of competition among job seekers is somewhat decreased. However, she underscores that the best way to find a job at any time of the year is through networking with other veterans. “Those people have been in the same situation, and you already have something in common with them — not the people who are still in the military, but those who have successfully left,” she said. “And, they are willing to help.” Forman urges transitioning military members to make contact with fellow vets through social media networks such as Facebook and LinkedIn, as well as via more veteran-specific sites. His reasoning is similar to Thompson’s: Having the military in common with someone who has already established themselves in the civilian workforce can go a long way to getting your resume considered. “What gets you to the top of the resume pile is someone in that organization walks over to HR, or walks over to the hiring manager, and says, ‘Hey, would you be sure to check out Bob?’ That’s all they have to say. They don’t have to say, ‘I endorse Bob’, they don’t have to say, ‘I love Bob.’ They just have to say, ‘Hey listen, he was in the service with me,’or, ‘He’s a fellow Army vet - be sure to give him a look.’” This simple statement can serve to shuffle a resume that was in the middle of the pile straight to the top. This is important, Forman notes, because
of the sheer volume of resumes that human resources professionals receive. “If they have a stack of 100 resumes and they’ve got a position for a customer service manager, they are going to start at the top of that stack and they are going to go through it until they get seven or eight really qualified candidates that they are willing to phone screen,” he explained. If they find those first seven or eight qualified candidates in the first 10 resumes at the top, they will often stop there. “They’re not going to go through the whole pile. Their policy may say that they should. The best practice may say that they should. But if you’ve got 25 open positions (to fill) on your desk, you are going to do the minimum amount of work on each to finish the job. If your resume is not in the top 10, you’re not going to get there.” While timing and networking definitely assist in working various leads, if you aren’t prepared to demonstrate the value that you can offer an organization, it’s doubtful that your job search will bear much fruit. As a job seeker, your “job,” then, is to make it clear that you are the solution to their need – a qualified, skilled employee. For veterans, Forman believes that this should come naturally. “In the military, everybody gets that they are there to do a job and to solve a problem, and it’s very outcomes-focused,” he said. “That is something that is an incredibly valuable asset to private employers.” Carolyn Heinze is a freelance writer/editor.
Humana’s Spotlight on Veterans
‘Humana is an amazing company to work for’ René Brown – Project Manager, Humana Pharmacy Solutions Louisville, Kentucky
René Brown developed exceptional business and leadership skills during more than 26 years in the U.S. Army. Now the highly decorated combat veteran is serving Humana and its members.
René holds a bachelor’s degree in microbiology and a master’s in global business management. He’s also a graduate of the U.S. Army Command and General Staff College with a concentration in strategic operations.
“My military experience as a logician greatly assists me in my role as project manager,” says René, who joined Humana in January 2012. “It allows me to successfully manage multiple projects across a wide spectrum from pharmacy to IT.”
“If you are looking for an exciting work environment where you feel valued, empowered, trusted, and that you matter, Humana is an amazing company to work for,” René says. “The bottom line: I’m very honored and humbled to work alongside ® such a talented group of Humana associates who epitomize Perfect Service !”
Lt. Col. Brown held a variety of senior management and leadership positions in the Army, including combat tours in Iraq, Kuwait, Somalia, Yemen, and Saudi Arabia. After retiring from the military, he was a senior logistics planner for Base Realignment and Closure at Fort Knox, Kentucky.
Be part of something special again. Humana is looking for veterans and their spouses for positions across the country. Go to www.jobs.net/jobs/Humana-Veterans to find out more and apply.
1,000 strong by 2014
Humana is proud of our long history of serving veterans. GNHHEJ5HH 1012
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January/February 2013
Job Fair Calendar Date: Location: Sponsor:
February 7, 2013 Camp Lejeune, NC Marston Pavilion, 10 a.m. - 2 p.m. CivilianJobs.com, 866-801-4418
Date: Location: Sponsor:
February 22, 2013 JBLM Hire America’s Heroes Career Day, 9 a.m. - 3 p.m., Century Link Field, Seattle, WA Robin Baker, TSM, 253-967-1808
Date: Location: Sponsor:
February 7, 2013 Yuma Job Fair and Career Fair, 9 a.m. - 1 p.m., Bldg. 519, Yuma Proving Grounds, AZ 85365 POC Martin Clark martin.clark14.civ@mail.mil 928-328-2332
Date: Location: Sponsor:
February 28, 2013 Ft. Wainwright Job Fair, 9 a.m. - 3 p.m. Physical Fitness Center, Ft. Wainwright, AK Joan Roth, 907-353-2285
Date: Location: Sponsor:
February 7, 2013 Fort Hood Howdy and Job Fair, 10 a.m. - 3 p.m., Club Hood, TX 76544 POC Deidra Brown, 254-288-0827
Date: Location: Sponsor:
March 6, 2013 Ft. Lee, VA - The Lee Club, 10 a.m. - 2 p.m. CivilianJobs.com, 866-801-4418
Date: Location: Sponsor:
February 13, 2013 Folk Polk, LA, Warrior Community Club, 10 a.m. - 4 p.m., 1321 Corp Road, Bldg. 352, Fort Polk, LA 71459 CivilianJobs.com, 866-801-4418
Date: Location: Sponsor:
March 19, 2013 Ft. Hood, TX - Club Hood, 10 a.m. - 2 p.m. CivilianJobs.com, 866-801-4418
Date: Location: Sponsor:
February 13, 2013 ACS Mini Job Fair Ft. Hood, 10 a.m. - 3 p.m., Club Hood POC Deidra Brown, 254-288-0827
For more job fair dates and locations, go to CivilianJobs.com
IF YOU WANT TO BUILD A BETTER CAREER, GIVE AVERITT A LOOK. To see the difference in Averitt, look at the lives of our associates. At Averitt, our driving concern is safety, and it shows in the equipment, training and other resources we provide our drivers. Averitt can help you become a safer, more professional driver, as well as provide you with other rewarding opportunities.
Regional Van » Regional Flatbed » Dedicated Van » Dedicated Flatbed » Local Also offering paid driver training programs for recently graduated students & CDL-A drivers with limited experience
888-362-8603 » AverittCareers.com
Facebook.com/averittcareers
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Equal Opportunity Employer Females and Minorities Encouraged to Apply
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January/February 2013
HOT JOB OPENINGS TEXAS, NEW MEXICO and OKLAHOMA Blueknight Energy Partners Route Drivers, Logistics Specialists, and Mechanics - Blueknight Energy Partners supports companies in the oil and gas industry. Drivers must possess a CDL and two years of driving experience. Most routes are out and back the same day so you’ll be home every night. If travel is okay, long distance routes are also available. If you have four to six years of military logistics experience, please apply for the logistics specialist positions which are all at BKEP headquarters in Oklahoma City. Military candidates with four years or more years of vehicle maintenance experience are encouraged to apply for any location with the states listed above. To apply, send your résumé and a copy of your DD 214 to Jonathan Hill, jhill@civilianjobs.com . SOUTHERN, SOUTHWEST and MIDWEST STATES Averitt, Professional Truck Driver – Regional Runs - If you’re looking to turn your truck driving job into a long-term rewarding career, Averitt has an opportunity for you to join the most professional fleet in trucking, just like the 600+ Associates who’ve been with us for over 20 years. Benefits include paid driver training for drivers with limited experience. Job positions are primarily in Southern, Southwest and Midwest driving lanes (31 states). No NYC or Canadian routes. Positions include Assigned trucks: Volvos and Freightliners with majority of trucks having APUs; Drivers are home EVERY week (with driver option of being out 14 days); Over 90% no-touch freight. Averitt offers highly competitive pay and benefits. Requirements include one-year of verifiable tractor-trailer truck driver experience within past 3 years; must have Class-A Commercial Driver’s License (CDL-A); and a clean driving record. Apply by phone at (888) 605-5240 or visit CivilianJobs.com’s Job Board to apply and view other company openings. VIRGINIA/ Martinsville Healthcare / Facility Administrator, DaVita, Inc - DaVita is dynamic, growing and entrepreneurial. We are seeking an ambitious, operationally-focused and results-driven leader. As the Dialysis Healthcare Administrator (aka Facility Administrator or FA) the perfect candidate will directly impact patient care as the trusted front-line leader in an outpatient clinic. Responsibilities include all aspects of the center’s operation to
Ferring Corporate Recruitment ad_8.14.12_final.pdf
including financial management, patient care and team motivation. We are seeking a candidate that impacts patient’s lives and delivers optimal clinical outcomes. We also require that the Healthcare/Facility Administrator be able to develop, mentor and inspire teams as well as drive bottom line results. Work at a company that honors its Core Values. What are our seven Core Values, you ask? They are: Service Excellence, Integrity, Team, Continuous Improvement, Accountability, Fulfillment and Fun. DaVita employees thrive in a company that challenges its employees to “Get Stuff Done,” then rewards them with incentives. While this role is said to be one of most challenging, you’ll receive the training, resources and support you’ll need from your leaders and peers. This is a village after all! Visit CivilianJobs.com’s Job Board to apply. CONNECTICUT/Windsor Oakleaf Waste Management, Accounting III - The Oakleaf Accounting III position applies highly complex principles of accounting to analyze financial information and prepare financial reports, and coordinates the implementation of accounting control. Qualifications include: Bachelor’s Degree or equivalent experience in Accounting; 5 or more years of previous experience. Job responsibilities include analyzing general ledger accounts for accuracy; analyzes accrual accounts to ensure proper accrual; collecting and analyzing financial data and prepares monthly combined financial statements and reports. Oakleaf Waste Management offers a competitive total compensation package, which includes Health Care Benefits, Life Insurance, Short Term Disability, Vacation, Personal Days, Stock Purchase Plan, Retirement plan, Tuition Reimbursement and more. Please note that benefits may vary by location. Visit CivilianJobs.com’s Job Board to apply.
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Who am I? A person just like you who enjoys helping others while growing as an individual.
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GEORGIA/Atlanta Account Manager, MSP Sales Checkpoint Software - The Account Manager team leader will oversee Check Point software and Appliance solutions sales to large Telecommunication companies/Managed Service Providers. Qualifications include a background in selling network/ Internet Protocol network-related applications; strong selling skills into major accounts, with an understanding of complex and large business organizations and their buying cycles. This position requires day-to-day and overnight travel. Responsibilities include developing strategic account plans including sales to AT&T and also AT&T as a channel; ensuring CP solutions are utilized internally for managed services. The job candidate will be willing to meet short- term revenue goals as well as long-term revenue potential. Visit CivilianJobs.com’s Job Board to apply.
Ferring considers recruitment as an investment in the future. Our recruitment process is intense, challenging and we are passionate about identifying true leaders. Leaders of people, projects, processes and products. We aim to attract, select and retain people of the highest quality who have the talent and the potential to progress within the company. Ferring fully recognizes that the performance of its employees are fundamental to long-term success. Ferring Pharmaceuticals offers career opportunities to skilled individuals in a wide range of disciplines in the following areas: ▪ ▪ ▪ ▪ ▪
Finance Regulatory Affairs Research Compliance Clinical R&D
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Sales Medical Affairs Human Resources Quality Manufacturing
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Marketing Legal Technical Operations Regulatory Affairs
To learn more about career opportunities at Ferring Pharmaceuticals and to apply online, please visit our website a www.ferringusa.com/careers ©2012 Ferring B.V.
Do the best work of your life. At URS, we believe that when you create an environment that encourages individuals to collaborate and solve complex problems, you attract the best people. As a leading provider of management and technical services to the U.S. Government, URS values the wealth of experience, discipline and integrity that veterans bring to our business. So if you thrive on meeting complex challenges and are looking to do the best work of your life, we invite you to explore careers at URS.
POWER INFRASTRUCTURE FEDERAL INDUSTRIAL & COMMERCIAL
Visit us at www.bestworkofyourlife.com.
URSCORP.COM
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Idea Power.
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We’ve found more than a few good men and women. Southern Company is committed to building a staff comprising the most talented people possible. That’s why, this year, 15 percent of our hires have been veterans, guardsmen or reservists. And currently, 11 percent of our workforce has a background in America’s military. These men and women exemplify the values we strive for every day–leadership, responsibility and innovation. Some work in our offices while others work in the field, but all work hard to lead their communities into a new and brighter energy future. To see how Southern Company is turning ideas into power, go to southerncompany.com/military.
©2012 Southern Company