Military Transition News - July/August 2013, Oil and Gas/Wounded Warrior Issue

WOUNDED WARRIORS’ TRANSITION ADVICE, PAGE 4 CivilianJOBS.com’s

The Essential Military-to-Civilian Transition Resource

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July - August 2013

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Drilling for Jobs: Your Future with Rowan Companies

by Janet Farley Contributing Editor

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ou’re transitioning out of the military and you probably have some questions.

Where will you find your next paycheck?

Will it be as hard as you’ve heard it could be to land a decent job?

How will you translate what you did in the military into language that a civilian employer will understand?

Let’s drill it down to the basics, shall we?

Your Future in the Oil and Gas Industry Look no further than the oil and gas industry where you will find ample employment opportunities with Rowan Companies, a major provider of global offshore contract drilling services with a leading position in highspecification jack-up rigs, based in Houston, Texas.

Currently, this company operates a fleet of 31 jack-up rigs worldwide in areas such as the Middle East, the North Sea, Trinidad, Southeast Asia and the Gulf of Mexico.

The company is expanding into the ultra-deepwater market and that will mean opportunity for many job seeking veterans, even those without prior industry experience.

“We have started construction on four new drillships that will employ 200 employees each.

With normal attrition, retiring employees and these new hires, we have or will hire almost 1,000 employees to work on or support the drillships,” said Luis Pickens, the company’s recruiting manager.

Rowan is now recruiting for a number of jobs, some of which are based on land and others offshore.

Examples of these jobs include work flow coordinators, human resource specialists, assistant drillers, safety engineers, operations managers, rig managers, welders, IT project managers and more.

Military Experience a Match for Rowan You’ll be happy to know that many of the skills you have used in the military are in demand at Rowan.

“Veterans are a great fit for Rowan Companies because they are usually technically skilled, highly-disciplined, take a handson approach to getting the job done and often have great international experience,” said Pickens.

You bring leadership, respect for the job and ability to live adventurously to the table as well. If anyone can hit the ground running, it’s you and Rowan likes that.

“Veterans don’t have a steep learning curve,” said Pickens.

“Our drillships are state-ofthe-art, with the latest drilling technology, and will be able to work all over the world.”

Depending on the drilling location, employees working offshore usually work on/off rotational shifts which can range from 14 to 35 days.

“Many who have served in the military have experienced a similar lifestyle and are more skilled in adapting to such a closed-quarters environment with co-workers,” said Deanna Castillo, the company’s communications manager.

Rowan offers excellent compensation, good benefits and opportunities for continued advancement.

Benefits include medical, dental, prescription drug coverage, vision, basic life and accidental death

insurance, disability, 401(k), a company cash balance pension plan and an employee assistance plan.

“There is great opportunity for growth with Rowan within the next two to three years. We want to hire good individuals and grow them with the company,” said Pickens.

Rowan’s deep appreciation for the skills honed by many of our veterans is evident in its recent military hires.

From E4 to E&I “I was a 44B metal worker in the Army but my mind was always set on a career in electronics,” said Edwin Cifuentes, who is now an Electronics and Instrumentation (E&I) manager at Rowan.

When he left military in 2001, Cifuentes took advantage of his GI Bill and continued his education.

“My life, while attending school and transitioning out of the military was not easy. There were a couple of times that I was barely able to afford gas to go to school or work, but I never let that bother me because I knew inside of me I was doing the right thing and that it would pay off in the end,” said Cifuentes.

Cifuentes was right. It did pay off for him, academically and professionally.

In 2004, he continued his education by enrolling in and subsequently completing a bachelor’s degree program. Also in 2004, he was hired by Rowan as a roughneck to work on one of Rowan’s land rigs (which were sold in 2011) and quickly worked his way up in the company.

“I became part of the yard, helping to disassemble mechanical parts that came in for service from the rigs. That led me to the electrical side,” said

Cifuentes. “I’ve been doing field services and supporting Rowan rigs around the globe since 2005 and running the Tech Support Department since last year.”

Room for Growth Eugene Barlow came from the Marines and now works in Security and Crisis Management with Rowan. He sees many similarities between his new employer and his former one.

“Rowan is a team-oriented company that allows for growth potential and embraces the aspects of military training,”

said Barlow who retired as an E7 in 2008 after serving 21 years as a combat, environmental and safety engineer.

“My biggest transition challenge was identifying the civilian equivalent to my military skills,” said Barlow. “As a safety manager/ environmental inspector in the Marines, I was required to take specific training and believed that it was equivalent to the civilian training requirements.”

He soon discovered that “equivalent” didn’t necessarily continues page 7

INSIDE THIS MONTH’S ISSUE Transition Talk: Can a hiring manager ask you to “friend them?” ....................page 3

Wounded Warrior: Job Success ..........page 4

Spouse Series:

Career Coach’s Corner:

Job Fairs:

Ready to start your career? ...............page 6

Salary negotiation dos and don’ts ..................page 13

Ready, Set, Go! ........page 14

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Transition Talk Publisher Managing Editor Art Director Associate Editor Contributing Editors

Director of Technology Executive Consultant Account Representative Account Representative

Jake Hutchings Kathy Scott Alec Trapheagen Anthony Morris Janet Farley Carolyn Heinze Heidi Russell Tom Wolfe Don Nowak Marla Smith Rhonda Davis Brett Comerford

Military Transition 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 Military Transition News or its staff.

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Military Transition News and CivilianJobs.com are wholly-owned subsidiaries of Bradley-Morris, Inc. (BMI), the largest military-focused placement firm in the U.S.

by Mike Arsenault Director of Candidate Services

Bradley-Morris answers questions from transitioning military job seekers.

Q:

Can a potential employer require me to give them my social media passwords in order to view my pages?

A: I’m sure a lot of people reading this now think that your

question is absurd, but unfortunately, there have been cases where hiring managers have asked to be given access to a job applicant’s social media accounts. The answer is NO. The issue has become so tense that state legislators are taking action. In May, Washington became the fifth state this year to institute legal protections against such a practice. An employer also cannot ask you to friend him or her in order to gain access to your accounts.

However, how do you handle this type of question if it IS asked of you in an interview? Some good advice comes from an article entitled “How to Handle Illegal Interview Questions” on Yahoo Hot Jobs by Todd Anten. An option Anten mentions is, “Don’t answer the question, but answer the intent behind the question. This is usually the best option, since it allows you to provide a tactful answer without sacrificing your rights. To answer the intent behind the question, try to figure out what the interviewer REALLY wants to know.”

So the way you might answer the Facebook password question is, “If you are asking if what I do outside of work hours will impact my job performance, the answer is ‘No’.

I’m excited about this opportunity and will give 110% to this position.”

If they continue to press the issue, you can choose not to

answer on privacy grounds. It might impact your job candidacy, but at this point, you would have to ask yourself if you really wanted to work for an employer that would be that invasive into your private affairs.

Q:

I’m extremely proud of my time in the military, but I am finding that being a veteran is becoming the sole focus of my job interviews and not my skills. How can I steer the conversation back to my capabilities and demonstrate my desire for the job without appearing to negate my time in the armed forces?

A: Hiring veterans is an ongoing initiative in businesses

across the country and the hiring climate overall for those who have served is positive. There is a good chance your military experiences and training are the reason you’re a fit for the position. However, one way to open another line of questions as it relates to your skills is to discuss the company itself.

You could mention that you’ve done extensive research on the company. Bring up some items, initiatives or facts that have impressed you. Once you’ve laid that foundation, you can ask some open-ended questions about the position and use the answers for follow-up responses that showcase your depth of knowledge in the position.

Mike Arsenault is Director of Candidate Services at military placement firm 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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Jul/Aug 2013

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Wounded Warrior Job Success

by Heidi Lynn Rusell Contributing Editor

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t was October 30, 2011. A roadside bomb in Afghanistan had just severely injured Marine 1st Lt. Jake Dobberke, taking both legs below the knees, breaking his left elbow, tearing his left knee and giving him a mild concussion. For the next year, then-Lt. Dobberke underwent therapy at Walter Reed National Military Medical Center before exiting the service with rank of Captain.

Capt. Dobberke was a logistics officer in the Marine Corps, who was advising Afghan forces at the time of his injury. So when he finally was ready to job hunt, he adopted the Marines’ results-oriented attitude to his transition. His logic worked magic on his job search. In February 2013, with the help of Bradley-Morris’ Marine Officer Recruiter, Matt Underhill, he started working full-time as Production Manager for LeJeune Steel Co. of Minneapolis, a subsidiary of APi Companies and part of APi’s leadership development program. He handles projects that range from employee training to efficiency in the shop.

As for his injuries? Dobberke gets around the steel manufacturing operation on prosthetic legs, and one of his personal goals is to jog a mile.

“It’s a matter of playing the cards you’re dealt the best way you can. I was fortunate with my injuries in the sense that my surgeries went well, and recovery went well. But like with anyone, there are some roadblocks around the way,” he says.

Finding a job outside the military is doable for wounded veterans, but, “It’s a matter of perseverance and breaking down things that are hard to do into more things that you can accomplish over a period of time,” Dobberke says. Here are tips from him and others who have successfully made the transition.

Take time to decide which employer traits are most important to you. When Dobberke worked with the Marine Officer Recruiter from Bradley-Morris, some potential jobs were not in his desired Midwest location, but they met his other criteria for employers. “I still did the

interviews and tried to see if the other things I was looking for matched up with their business. So I didn’t just focus on geography. I asked myself whether they had the other values and the position I wanted to do,” he says.

He interviewed with six companies and accepted a position in a rotational program with APi. Ironically, the first subsidiary in the rotation was in Minneapolis – and its culture matched up with Dobberke’s personal style.

“It has a very good group of folks, and the way they do business, they have ethics and values. They don’t take advantage of people. These are basic things that I grew up with and that I applied in the Marines. It is a good company culture,” Dobberke says.

“Don’t shut the doors when they’re really not locked,” says Michael Negron, a former Army Sgt. Major. He now is working as a military pay technician for the Defense Finance and Accounting Service (DFAS) at Fort Campbell.

Negron suffers from Post-Traumatic Stress Disorder. He had two year-long deployments to Iraq and one year-long deployment to Afghanistan and served as a combat engineer for 21 years.

Negron found his current position through a Hire a Hero program at Fort Campbell’s Warrior Transition Unit. He says too many wounded veterans ignore opportunities because they think they aren’t qualified. Recently, the DFAS asked him to attend a job fair to share his personal success story with job hunters.

He was shocked at their response.

“The feedback was, ‘I can’t do that.’

They didn’t have a finance background. I say, ‘Hey! I didn’t, either!’” he says. “Don’t be limited in your job hunt to what you’re doing now. You have basic competencies.

With any job, you will have some type of job training. You can get in on an internship or on-the-job training. Therefore, when a position becomes available, you are afforded the opportunity to work.”

And be willing to start at the bottom, Negron says. “I had to be humble. Your experience only goes so far,” he says, adding that with time, you’ll move forward in your career. “I know my work ethic, and

in time, I’ll be promoted. Get in the door first; then opportunities will be there.”

Realize your military training is a strength in your favor, says Timothy Wanke, an Army Sgt. who exited after nine years this March. He was injured during the latter part of a year-long deployment to Iraq in June 2011, and has suffered from Traumatic Brain Injury.

He’s now a biomedical engineer for Steris Healthcare Corp. “When you go to the doctor’s office, anything plugged in the wall that touches you, we calibrate and maintain that equipment – this is anything you hook up to a human being to make sure you’re getting the right type of reading: anesthesia units, defibrillators, radiology,” he explains.

Wanke went through a year-long Army training program to gain the biomedical engineering skill and did that job while in Iraq for a combat support hospital.

Like Negron, he worked with the Warrior Transition Unit at Fort Campbell to make the transition into a civilian job.

“I’m making substantially more than what I was making as a sergeant, and that tends to be helpful,” he says.

Dobberke notes that, even if you are starting a job with little skill training, you can still draw from your military experiences to master a sharp learning curve.

“All the things we do in the Marines are largely training-based. A lot of training is already established as guidelines. You put your spin on it to make it applicable to deployments and the new war environments that we find ourselves in,” Dobberke says. “A lot of junior leaders on both the enlisted and officer sides get a lot of experience organizing and providing instruction for others. So many of those skills come in handy – putting programs together from scratch, applying the way we do things in the military, and providing structure and a routine.”

Heidi Lynn Russell writes about employment and business issues.

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Spouse Series: Taking It to the Next Level

by Janet Farley Contributing Editor

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ou are a great supporter of the others in your life.

If you have children, you tell them to study hard so they can get into a good college one day.

You tell your active duty spouse to take advantage of the military tuition assistance program afforded by Uncle Sam. You tell the soon-to-be-civilian in your life not to forget to use his post-uniform VA educational benefits before they expire.

You are a fabulous cheerleader who boldly encourages others on oh-so-many levels, but who encourages you?

Hopefully, the same team that you provide with never-ending support gives you the same in return. In any case, you should be front-and-center on your own sideline, cheering yourself on to professional greatness.

No one is more vested in your professional development than you. If you want to take your career to the next level, you have to dedicate some quality time and effort to your own goals.

Ditch the guilt. You’re worth it.

The following strategies can help you assess the possibilities: Periodically self-assess your professional situation. Figure out where you are professionally and determine if that’s where you truly want to be. Too often, as the mobile lot we are inclined to be,

we often end up working in second- and third-choice jobs of convenience rather than in careers that we really want to call our own.

After such a soul-searching assessment, if you determine that you aren’t where you would like to be, then take action.

Put a name on that job you want and figure out specifically how you are going to get it.

Don’t let the oft-lamented military spouse employment challenges of the active duty or transitioning variety turn into convenient excuses for why you can’t do something that you would really prefer.

Employment obstacles can be personal victories. Don’t let them stop you.

If you’re not sure where or how to figure all this out, consider paying a visit to your military installation’s family service center for guidance, or go online and check out the recently revamped services available though the Spouse Education and Careers Opportunities program (SECO) (https:// myseco.militaryonesource.mil).

SECO offers a wide range of tools and resources to assist you in exploring career options in order to advance your education and find good jobs.

Do a skills check. Have your resume up to date. Identify your marketable skills and be sure they are showing up on your resume.

Even if it’s professionally painful for you to do so, determine what skills, if any, you

may be lacking in order to secure the job of your choice, and then determine how you can obtain them.

Keep in mind that several different paths may be open to you. For example, you might be able to sign up for a single class or enroll in a certification program.

Maybe a full-blown degree program is the best route. Or perhaps you can pick up the requisite skills on the job you have or obtain them by volunteering somewhere in your community.

Tap into the expertise of others. If you don’t have a mentor, consider getting one.

Set up an informational interview with someone who is already working in the field you would like to enter. You can never have too much information or know too many people in your target career field.

Keep your big picture focused. It’s easy to get caught up in the hustle and bustle of daily events. When we do that, we often push those guiding lights of

the professional variety out of our line of vision. That is a mistake. It’s important to continue moving forward. Keep your eyes on your goals, work hard and make adjustments, if necessary.

If it helps, keep a reminder near you that will encourage you to stay focused professionally. It could be picture of a diploma if you are working towards a degree or a template of a future business card that has your name and dream job title on it. Focus your attention on that vision you have crafted for yourself, and make it happen.

Janet Farley writes about career and workplace issues. She is the author of “Quick Military Transition Guide: Seven Steps to Landing a Civilian Job” (Jist Inc., 2012) and “The Military Spouse’s Guide to Employment: Smart Job Choices for Mobile Lifestyles” (Impact Publications, 2012).

Follow her on Twitter @smartjobchoices and @mil2civguide.

Jul/Aug 2013 “Drilling for Jobs: Your Future with Rowan Companies” continued from page 1 cut it unless the titles matched exactly.

“If you plan to work in a civilian career that requires specific certifications, be sure you research the credentials that will be necessary and obtain those exact credentials using your military education benefits while you still can, if possible,” said Barlow.

Tapping into BMI Expertise A few years ago, Paul Piatt was 1LT in the Army, serving as an Ordnance Officer (91A) on active duty and in the Reserves. Today, he is a Health, Safety & Environmental (HSE) Associate for Rowan.

To make his military-to-civilian career transition, Piatt turned to Bradley-Morris, Inc. (BMI).

He learned about the military job placement firm through word-of-mouth from other transitioning junior military officers.

He was glad he did.

“BMI gave me transition guidance via Internet training, phone and e-mail conversations,” said Piatt.

After preparing him for multiple interviews, Piatt attended a BMI ConferenceHire® military hiring event in Houston, Texas with six different companies.

Several of the companies he interviewed with were interested in him and requested follow-up meetings. After sailing through additional follow-up interviews at the companies’ respective locations, choices had to be made.

“I received three job offers and made the decision to accept Rowan’s offer. I couldn’t be happier with my decision,” said Piatt.

Even with BMI’s expert guidance, making the transition from military to civilian life was not easy for Piatt or for his family.

“Moving to a new location without the military network of friends and colleagues was very intimidating and at times frustrating,” said Piatt.

“I feel as though I made it easier on myself and family by starting the transition process early,” said Piatt who began about one year out.

During this time, he studied, prepared and networked diligently.

That hard work paid off with a rewarding and challenging career at Rowan.

A Good Post-Uniform Fit “I love working for Rowan. I enjoy the people I work with. Everyone here is friendly and the environment sets a family atmosphere,” said Abigail Jimenez, a contracts administrator for Rowan. “The leadership is great. They make employees feel valued and make the effort to make personal connections.”

Jimenez served in the Air Force for six years as an E4 working in medical logistics before being hired by Rowan.

She learned about the company though an online career website.

“My career transition was not easy at first. My challenge was being able to explain my work experience in the military and the projects I was involved with in civilian terms,” said Jimenez.

She learned how to make the connection and encourages job-seeking veterans to do the same.

“For example, in medical logistics, we were responsible to take inventory of all our pallets that we shipped to different locations of the world for support. In the civilian world, this could be translated into project management.”

“I think Rowan is a good fit for someone who has been in the military before,” said Jimenez adding that the company and the military share similar attributes.

Some of those common attributes include familiarity with global operations, a need to pay close attention to detail and a need to ensure safety in the workplace.

“I also enjoy the fact that our company holds yearly events that involve their employees and their families. It shows that our leadership values families,” said Jimenez.

Teamwork, a concept widely recognized in the military, is one that Rowan also values.

“Although each department performs a different job duty, we all work together as a team knowing that without the other department’s input or support we would not be able to achieve our company’s goals,” she added.

carefully market your skills on paper and in person.

“Document all the projects you are involved with and your key responsibilities.

These are experiences that can help you format your resume,” said Jimenez.

Piatt offers several suggestions.

“Make an effort to start learning the civilian employer’s industry and the language they speak, but be careful.

Never throw out words and acronyms you are unsure of in an attempt to impress because a civilian employer will see right through it and your attempt to impress will backfire,” said Piatt. “Know how to translate your skills so that it matches up with the civilian employer’s values and priorities. Reputable placement firms like Bradley-Morris can help you.”

“Practice interviewing with a civilian who has never served in the military.

Have a civilian read over your resume and cover letter to critique it for military jargon and abbreviations,” adds Piatt.

There are also some good suggestions for making the cultural shift.

“Keep up with your core values and attention to detail. The training that the military has provided you can really help you stand out from your civilian counterparts,” said Jimenez.

Barlow suggests that you make the effort to truly adapt to civilian life.

“If you’ve been in uniform for a long

time, you are military-minded. In the civilian sector, acting that way can sometimes come across as being pushy or rigid,” said Barlow. “It sounds funny, but learn how to be a civilian. Embrace it for what it is.”

It helps when you transition to a company that values military backgrounds and experiences in their civilian jobs – a company like Rowan.

To find out about Rowan’s current career opportunities, visit the Careers section of their website at www.rowancompanies.com.

Janet Farley is the author of Quick Military Transition Guide: Seven Steps to Landing a Civilian Job (Jist, Inc, 2012) and writes about careers and workplace issues.

Follow her on twitter @mil2civguide.

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Read this issue online now at Online.MilitaryTransitionNews.com MilitaryTransition_Layout 1 5/31/2013 10:50 AM Page 1

Rowan supports transitioning service members!

Currently hiring: Electricians • Mechanics Safety Technicians • Roustabouts To apply, view Career Opportunities at www.rowancompanies.com

We Offer:

Career Growth • Opportunity to •

Abigail Jimenez,who served in the Air Force, is a contracts administrator for Rowan.

A Health, Safety & Environmental (HSE) Associate for Rowan, Paul Piatt served in the Army.

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Advice for You from the Rowan Vets Today’s veterans who work at Rowan can certainly give you some valuable advice for every stage of your military-tocivilian career transition.

Before you leave the military and after it, both Cifuentes and Jimenez stress education.

“Use the educational tools, such as the GI Bill, to help you accomplish the goals for a better future,” said Cifuentes.

“Take advantage of the school tuition reimbursement program the military offers,” said Jimenez.

All the Rowan vets suggest you

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Rowan is a leading offshore driller with a global fleet of high-spec jack-up rigs and four ultra-deepwater drillships on the way.

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Marriott International: Where Veterans Belong M

arriott International recently made it easier for job seekers to find employment at its thousands of properties around the world. The new “Marriott, Where I Belong” campaign features real associates, including military veterans, and highlights what it feels like to work for a company that is consistently recognized as an employer of choice around the globe.

Job seekers can access jobs and more information about the company through Marriott’s first-ever mobile careers site or the redesigned “Marriott, Where I Belong” careers website. There is a special page on the site that focuses on the company’s efforts to welcome veterans as associates and features three associates who are veterans of the United States military such as Steve Bauman who retired as a Lieutenant Colonel in the U.S. Army.

After finishing the Reserve Officers’ Training Corps at the University of North Dakota, Bauman went on to have a successful 20 year military career, including assignments in Vietnam, at West Point and the Pentagon. During a year appointment to the Army’s Training With Industry program, Bauman was “on loan” to Marriott International to learn how corporations such as Marriott trained associates, built training programs and established succession planning. Two years after returning to his Army assignment, Bauman was offered a job in Marriott’s training department.

Now more than 20 years later, Bauman is vice president of global learning deployment and has helped to grow the department to meet the needs of more than 300,000 headquarters, managed and franchised associates worldwide.

Marriott is a strong supporter of our nation’s veterans. The company’s Executive Chairman, J.W. Bill Marriott, Jr., served in the U.S. Navy as an officer.

‘Spirit To Serve’ is an important part of Marriott’s culture and echoes the values of the brave men and women in uniform.

In 2012, Marriott began a partnership with VetFran to promote the opportunity for veterans to franchise hotels and through VetFran’s Operation Enduring Opportunity, Marriott announced its commitment to hire 1,500 veterans to add to its growing corps of veteran associates.

“Our purpose as a company is to ‘open doors to a world of opportunity’ for our associates, business partners and guests,” said Apoorva Gandhi, vice president of multicultural markets and alliances. “We recognized that being a job seeker is not always easy. Tools like the Marriott’s careers website help job seekers and those job seekers who are veterans to access jobs and information about the company. We know that veterans will make great associates and we want to make sure that we provide a world of opportunity to our heroes.”

Tim: Former Sergeant Barnes, U.S. Army, proudly served 6 years and is the 4th generation of his family to serve. He supported his country in Operation Enduring Freedom and Operation Iraqi Freedom and received numerous awards including 3 Commendation Awards.

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Tom Wolfe, USNA ‘72 www.out-of-uniform.com

888-362-8603 Averitt is an Equal Opportunity Employer; Females and Minorities are Encouraged to Apply!

tom@tomwolfe-careercoach.com www.TomWolfe-CareerCoach.com cjn-AV-july-experienceED2.indd 1

6/5/13 6:53 PM

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Jul/Aug 2013

NEWS

Transitioning A to Z In the upcoming issues of Military Transition News, we will be listing everything a service member needs to know about transitioning, from A to Z. This month, we move on to “C” and “D”.

“C” CONNECT. CONNECT. CONNECT. In a job search, one can never Connect too much. It’s also important to remember that you must be easy to connect with as well.

Connect: Make sure you have a professional email. Use your first and last name. It’s not easy these days to get the user name you would like, but you have several options. First, play around with underscores and dots at sites like Google and Yahoo, attempting to secure your professional email: Joe.Smith@gmail.com, Joe_Smith@gmail.com, JSmith@gmail. com, J.Smith@gmail.com, or J_Smith@ gmail.com. Don’t use a family account: TheSmiths@gmail.com, KarenandJoe@ gmail.com. Don’t be cute: TopDog@ gmail.com, FoxyMarine@gmail.com or LovetheLadies@gmail.com.

Connect: Join LinkedIn. Join Groups.

Connect with people in groups. Connect with CivilianJobs.com on LinkedIn.

Connect with other veterans. Attend mixers. Join professional business groups like the Rotary Club or Kiwanis.

Connect: Work backward. Instead of looking for a company that might be hiring someone of your skill set, research companies that interest you. Review their job opportunities and contact the hiring manager. You might even ask if they have a special initiative for hiring veterans. If so, ask to speak with their contact.

Connect: Write a personal handwritten thank you note to whoever interviewed you. Personal notes are rarely done anymore. A brief email directly after the interview is fine, but if you want to stand out, a personal handwritten note will do it - don’t forget to check your spelling!

“D” DON’T GET DISCOURAGED. One of the most stressful times in one’s life is looking for a job. It’s subjective and often has so many moving parts. It’s difficult to know the best course of action. If you don’t get that job you thought you were

perfect for, it’s ok. Don’t get Discouraged.

You’re in great company.

Walt Disney lost his job with the Kansas City Star newspaper in 1919 because his boss said he “lacked imagination and had no good ideas.”

Sidney Poitier, one of America’s most respected actors, was once told in an interview, “Why don’t you stop wasting people’s time and go out and become a dishwasher or something?”

Steven Spielberg tried three times to get into the University of Southern California School of Theater, Film and Television and three times was rejected.

Babe Ruth struck out a record 1,330 times, but also hit the most home runs when he was playing. Dr. Seuss’ first book was rejected 37 times, yet he went on to sell over 600 million copies. And, Abraham Lincoln lost eight elections before becoming President of the United States.

Like these figures from history and culture, don’t get discouraged – stick with your search to find a great civilian career.

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Jul/Aug 2013

Natural Resource Oil and gas strikes gold with veterans

by Carolyn Heinze Contributing Editor

A

11

NEWS

n increasing number of oil and gas companies are actively targeting transitioning military because of the skills and experience they offer their organization.

The combination of management and technical skills that soldiers develop while in the service result in a good fit both in the office, as well as out in the field.

Among these organizations is Halliburton, whose overall recruitment process includes a focus on hiring veterans. The company is often present at military-friendly job fairs and on-base activities in the interest of advertising its job opportunities, and already employs many active reservists as well as veterans working as operator assistants, service operators, service specialists and district managers. According to a company statement, many of the qualities that military members acquire while in the service go hand-in-hand with Halliburton’s core values and the

competencies the organization requires of its employees, such as leadership, the ability to work effectively as part of a team, integrity and accountability, and in many cases, a familiarity with hightech equipment. For active reservists, Halliburton offers military differential pay when they are on reservist duty or active duty. Veterans who are called to service for military purposes are awarded time off.

Qualified veterans may apply for available positions, which they can view under the “Job Openings” link at www. gohalliburton.com, as well as Halliburton’s Facebook page. Through this site, visitors may also access a number of features targeted at transitioning military members and veterans. Of notable interest is the site’s military skills translator tool, which allows potential candidates to search open positions using Military Occupation Codes or titles.

Where America’s military Connects With Civilian Careers

EmployErs

Carolyn Heinze is a freelance writer/editor.

Read this issue online now at Online.MilitaryTransitionNews.com

Job sEEkErs

The Town of Vail, Colorado...

Photo courtesy of Jack Affleck Photo courtesy of Vail Resorts

CivilianJobs.com is more than a great place to post your resume. Your skills are valuable and marketable, and we provide you with the best methods to pursue military-friendly companies including via our job board and military job fairs.

If you are seeking to recruit / source military talent, let CivilianJobs.com design a staffing solution to fit your needs: • Contract Recruiting • RPO • Per Hire or Contingency • “IQ” Talent • Military Base Newspaper/ Employer Advertising • Military Job Fairs • Military Job Board

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individuals to join our team. The Town of Vail offers careers in Administrative, Fire, Police, Public Works & Community Development.

Full-time employees are offered an excellent benefit and compensation plan, including health and dental coverage, town-funded retirement, 457 pre-tax savings plan, ski, tennis, and golf passes and other wellness benefits.

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Founded by military veterans with years of experience in placing military candidates in new careers.

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NEWS

Jul/Aug 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

Jul/Aug 2013

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NEWS

Good Faith & Salary Negotiation career coach’s corner

by Tom Wolfe Career Coach and Contributing Editor

A

career change is a voyage and, as with any voyage, successful completion depends on setting goals, obtaining information, planning carefully, and taking the necessary action to stay on course while minimizing risk. Although a part of risk management is avoiding problems, there is one problem you might actually want to have.

Picture this. Your search is in full swing. You continue the interviewing process beyond the initial filtering stage, pass the tests, interview successfully, and receive a formal offer. So far, so good. Well, what if that offer is less than expected? Yes, that’s a problem, but it’s really not so bad - at least you have an offer!

Research and filtering often minimizes or eliminates the occurrence of this problem.

Early in the sourcing and screening process, companies may use salary as a filter by making sure your requirements are in line with what they intend to pay. If not, why proceed? However, at times, these filters fail or expectations change and salary negotiation does enter the picture. You would be wise to prepare accordingly. For help, consider this Q & A. What is the corporate culture? Although you can attempt to negotiate an offer, there is no requirement for your potential employer to agree. Corporate culture comes into play.

Some companies fully expect to negotiate and the first offer they make is not their last.

This is often the case when the job requires effective negotiation skills, such as sales or contracting. Other companies are like those

old Saturn dealerships: you get their first, last, and best price upfront. It would be prudent to have advance information on the company’s culture on this issue.

What is your leverage? Why are you asking for a higher offer? That’s easy - you want more. Well, we all want more, but that is not a valid reason. To an employer, when you ask for more money, it means that you believe you can add value in excess of what the company is offering. How do you know that you can produce that added value?

Where is your proof? You need leverage and your desire for more simply does not carry enough weight. Do you have higher offers to do similar work? Have you made cost-ofliving adjustments? Is there something in your background that they missed? No, my degree is not complete, but it will be by the time I start working here. How about your current salary? Is that leverage? Be careful. Let’s say you are a helicopter pilot and the Army pays you an additional $600 per month for that skill. If you are interviewing to be the Channel 9 Eye in the Sky, you have leverage. On the other hand, the manager at the distribution center could care less about your stick skills.

How much room is there? Most companies use salary ranges, which allows them to consider level of experience and education, among other things. It also gives them flexibility during performance and salary reviews. Many companies bring you on board near the midpoint of the range.

Why? The person they want in the job is probably too good to land at the bottom. On the other hand, bringing someone in at the top leaves no way to increase the salary until a promotion. Since that could be several years, your salary is frozen until then. John, you have been doing outstanding work for the past 12 months, but since you will not be promoted for awhile, we can’t give you any more money.

Sound familiar?

How far apart are you? Rule of thumb: if there is more than a ten-percent difference

in the offer they have made and the offer that you would accept, then you probably should not be interviewing for this job in the first place. Normally, this issue gets resolved much earlier in the process, as mentioned earlier.

Are you negotiating in good faith? This is essential, both professionally and ethically.

What does this mean? Simply stated, it implies that both parties sincerely want the deal to go through and are working together toward that goal. Here is an example. XYZ Company offers you $60K. You counter-offer at $66K and the employer agrees. You call back later and decline the offer because you decided the job was not right for you. Whoa!

That’s bad faith! When you asked for the additional $6K, you were in effect saying, This is a great match and the only deal breaker is the money. If you fix the money by raising it by $6K then I am coming to work for you. Moral - do not ask for more money until and unless all other issues are resolved and you are ready to accept the offer.

When should you ask? One of the biggest mistakes is making a counteroffer at the end of the decision timeline. For example, if you and the company have agreed that you will respond to the offer by October 1, it is bad form to call that day and ask for more money.

Assuming the company will negotiate, the process required to modify and approve the offer may take several days.

Whom should you ask? Your best bet is your future boss. He or she wants you on the team, has lobbied for you, and has strongly recommended and/or approved your offer.

Hopefully, your boss will go to bat for you again. As a matter of courtesy, you should also keep human resources in the loop, although it is also possible that that department will take the lead in the negotiation.

Have you set the stage properly? When a company makes an offer, the employer is telling you that the company wants you on its team. The company believes you are the right person for the job and you have sent

very strong signals of interest. It is important to let the company know that you are excited and enthusiastic about the opportunity, but there is one area in which you need help. The employer will want to help you solve this problem. You let the company know that you are ready to commit if it can up the ante.

Using your leverage, you explain why you believe the offer undervalues your worth and ask if there is any room for negotiation. You should be prepared to propose a counteroffer, one at which you are prepared to accept the position.

Finally, will you pass this test? There are three possible responses to your request for more money: yes, no, or something in between. Here is a test. If this is really the right opportunity for you, then you should be prepared to accept, regardless of the response. Think about it. The first possibility is a no-brainer, assuming you are indeed negotiating in good faith. As to the second and third possibilities, let’s revisit our $60K example. The company offers $60K, you counter at $66K, it comes back with $63K, and you decline. If you are walking away from the opportunity because of $3K, then this was not a good fit anyway. Do the math. $3K divided by 12 paychecks, less taxes, works out to about $180 per month. If the difference between ‘yes’ and ‘no’ is $180 per month, then it is most likely a mismatch anyway.

Even if the company does not budge from $60K and the delta becomes $360 per month, the same logic applies. Factor in a reasonable increase at the one-year point and the spread evaporates.

Negotiation is hazardous. It is a process with rules, but they are not simple. Navigating these waters is tricky. Let good faith be your polar star, stay off the reef and complete your journey successfully. Good hunting!

Tom Wolfe is a Career Coach, Columnist, Author and Veteran and can be found at www. out-of-uniform.com.

Need a resume?

Make sure you stand out from your peers Get a resume that best translates your military experience for civilian hiring authorities.

Backed by 20 years of military placement experience - Companies have told us what they want to see on an ex-military resume.

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NEWS

Jul/Aug 2013

Job Fair Calendar

Date: Location:

Sponsor:

July 10, 2013 Ft. Hood - ACAP Summer Job Fair - 10 a.m. - 3 p.m. Abrams Field House POC Linda Christ, TSM (254) 288-6735

Date: Location:

Sponsor:

July 16-17, 2013 Ft. Campbell - 9 a.m. 7/16, 3p.m. 7/17 English Education Center, second floor 202 Bastogne Ave., Ft. Campbell, KY POC Harold Riggins Harold.Riggins@us.army.mil (270) 798-6410

Date: Location:

Sponsor:

July 23-24, 2013 Ft. Campbell - 9 a.m. 7/23, 3p.m. 7/24 English Education Center, second floor 202 Bastogne Ave., Ft. Campbell, KY POC Harold Riggins Harold.Riggins@us.army.mil (270) 798-6410

Date: Location:

Sponsor:

July 25, 2013 Ft. Rucker Job Fair 9 a.m. - 1 p.m. Enterprise High School, 1801 Boil Wievel Circle, Enterprise, AL POC Bryan Tharpe, TSM bryan.tharpe@us.army.mil (334) 255-3932

Date: Location:

Sponsor:

July 31, 2013 Ft. Bragg - 9 a.m. - 2 p.m. Ft. Bragg Club CivilianJobs.com (866) 801-4418

Date: Location:

Sponsor:

August 1, 2013 Camp Lejeune - 10 a.m. - 2 p.m. Marston Pavilion CivilianJobs.com (866) 801-4418

Date: Location:

Sponsor:

August 6-7, 2013 Ft. Campbell - 9 a.m. - 8/6, 3p.m. - 8/7 English Education Center, second floor - 202 Bastogne Ave., Ft. Campbell, KY POC Harold Riggins Harold.Riggins@us.army.mil (270) 798-6410

Date: Location:

Sponsor:

August 8, 2013 Ft. Drum - 10 a.m. - 2 p.m. The Commons POC Lori Guler - (315) 772-3284

Date: Location:

Sponsor:

August 13, 2013 Ft. Leavenworth - 10 a.m. - 2 p.m. Frontier Conference Center, 350 Biddle Ave., Ft. Leavenworth, KS POC Brett Rosene brett.l.rosene.civ@mail.mil (913) 684-2590

Date: Location:

Sponsor:

August 14, 2013 Ft. Stewart - 10 a.m. - 2 p.m. Stewart Club CivilianJobs.com (866) 801-4418

Date: Location:

Sponsor:

August 20, 2013 Ft. Campbell - 9 a.m. 8/20, 3p.m. 8/24 English Education Center, second floor 202 Bastogne Ave., Ft. Campbell, KY POC Harold Riggins Harold.Riggins@us.army.mil (270) 798-6410

Date: Location:

Sponsor:

August 22, 2013 Ft. Leonard Wood - ACAP Mini Job Fair - 11 a.m. - 2 p.m. National Guard Armory, Bldg. 986, Iowa, MO POC Beverly Rowe Beverly.d.Rowe.civ@mail.mil (573) 596-1727

Date: Location:

Sponsor:

August 27, 2013 Ft. Huachuca - ACAP Job Fair 10 a.m. - 2 p.m. Murr Community Center, BLDG 51301, Ft. Huachuca, AZ POC Roger Shepard roger.shepard@us.army.mil (520) 533-7314

Date: Location:

Sponsor:

August 28, 2013 Ft. Lee - 10 a.m. - 2 p.m. The Lee Club CivilianJobs.com (866) 801-4418

Date: Location:

Sponsor:

August 29, 2013 Norfolk - 10 a.m. - 2 p.m. Hilton Norfolk Airport CivilianJobs.com (866) 801-4418

Date: Location:

Sponsor:

August 29, 2013 Carlisle Barracks Annual Job Fair - 10 a.m. - 2 p.m. Army Heritage Dr., Carlisle, PA POC Jeffrey Hanks ACS (717) 245-3684

Date: Location:

Sponsor:

September 3-4, 2013 Carlisle Barracks Annual Job Fair - 10 a.m. - 2 p.m. Army Heritage Dr., Carlisle, PA POC Jeffrey Hanks ACS (717) 245-3684

Date: Location:

Sponsor:

September 9, 2013 Cobb Energy Performing Arts Centre Atlanta - 9 a.m. - 2 p.m. CivilianJobs.com (866) 801-4418

Date: Location:

Sponsor:

September 17, 2013 Ft. Polk - 10 a.m. - 2 p.m. Warrior Community Center CivilianJobs.com (866) 801-4418

Date: Location:

Sponsor:

October 10, 2013 Ft. Benning - 10 a.m. - 2 p.m. Benning Conference Center CivilianJobs.com (866) 801-4418

For more job fair dates and locations, go to CivilianJobs.com

Bradley-Morris, Inc. (BMI) is the largest military-focused recruiting firm in the U.S. that for over 20 years has specialized in placing prior military job seekers with Fortune 1000 companies.

CivilianJobs.com helps militaryfriendly companies who actively recruit candidates from the military by offering cost-effective and customized solutions to meet their hiring needs.

NEWS Military Transition News is a bi-monthly publication providing military job seekers with relevant career and transition advice. It is distributed in print and online to over 500 military bases.

MilitaryResumes.com provides professional resume writing and consulting services for transitioning military, veterans, and their spouses seeking a civilian or federal career.

Essential Events and Travel, Inc. provides expert event planning services for corporate events and meetings. We excel in managing specialized events.

HireMilitary.com is a blog dedicated to educating and assisting employers (HR Recruiters) with sourcing and hiring candidates with prior-military experience.

MilitaryTransition.com is a blog devoted to providing transition assistance information and tools to service members transitioning from the military to a civilian career.

LARGEST MILITARY FOOTPRINT

Jul/Aug 2013

HOT JOB OPENINGS MISSISSIPPI Raytheon, Tech Support Senior Associate Raytheon is seeking a Tech Support Senior Associate with six+ years experience in the use of oscilloscopes, logic analyzers, network analyzers, spectrum analyzers, signal generators, frequency counters, and AC/DC power supplies.

Experience on the following is desired: ground base or airborne radar system, high power RF equipment, high voltage power supplies and hipot testers. Qualified candidate must have a thorough knowledge of engineering and mechanical drawings and the ability to understand and troubleshoot to specifications for root cause analysis down to the component level.

Additionally, candidate will have the necessary skills and experience for identification of failure trends within a production environment with the ability to identify test station problems and generate appropriate problem reports. Candidate should have strong background in measurement techniques using programmable test equipment and manually operated test equipment and be able to obtain Secret Clearance. An Associate degree in electronics science or equivalent military electronics experience is preferred. Apply at www.forestcareers.com or visit CivilianJobs.com to learn more.

Raytheon, Senior Electrical Engineer Raytheon is seeking a senior electrical engineer candidate to work in Mississippi with six+ years experience in design and or testing of digital signal processing and communications subsystems. A strong digital design background and software analysis tool skills are required.

Experience in programming in C++, HP/HT Basic, LabView, Test Stand, LabWindows and JTAG are desired. Use of CAD simulators, such as Mentor or ORCAD (Cadence) are a plus. College course work with emphasis on digital design, signal processing and microprocessor based data acquisition subsystems is highly desirable. The qualified candidate will have a strong background in combinational logic, PLD, and microprocessorbased digital circuit design and analysis as well as sound knowledge in radio/communication theory of operation and digital receiver design and functionality. Candidate should also possess working knowledge using Boundary scan and JTAG tools used in evaluation of digital/processor based functions implemented with ASICs, BGAs and EEPROMS, and flash memory devices. A BSEE or MSEE is preferred. Log onto CivilianJobs. com to apply or to learn more about positions available for transitioning military personnel.

SOUTH CAROLINA Michelin North America, Maintenance Troubleshooters - Michelin North America is hiring maintenance troubleshooters for the

15

NEWS Lexington, SC plant. You will ensure that our highly automated manufacturing equipment is kept in proper working order by performing inspections, planned service, and diagnostics. Our technicians are encouraged to continuously search for and implement new methods and technologies that will improve our uptime, quality, and cost.

Apprenticeship Training for Veterans

We look for candidates who have a two year technical degree or equivalent Industrial/Military experience in Electrical-Electronics or Mechanical Engineering Technology.

We offer competitive pay, an award winning benefits program including medical, dental, vision, and life insurance, 401K, paid vacation, paid holidays and much, much more! We also offer an ongoing in-house training program for technicians. Michelin North America offers scholarships to select students in the Electronic Engineering Technology (EET) major at Midlands Technical College. The Lexington, SC site is home to Michelin’s radial passenger plant and earthmover facility. Established in 1981, Michelin’s passenger plant produces tires for family sedan, minivan, luxury touring, and high performance cars. The plant occupies 1.2 million square feet and employs approximately 1,400 people. The earthmover facility produces tires for front end loaders. The earthmover facility was built in 1998 and employs approximately 500 employees.

Please apply at www.michelinlexingtoncareers.com.

NATIONWIDE Roofing and Restoration Services of America (RRSA), Various Openings - Are you independent and highly motivated? Have you ever wondered what it would be like to be a part of a team that is creating and leading cutting edge initiatives and revolutionizing the roofing and restoration industry? Do you like to travel? Are you willing to temporarily relocate to various parts of the United States? Then Roofing and Restoration Services of America (RRSA) is looking for you! We have several immediate openings for highly motivated sales-minded individuals. This energetic and driven individual will be able to launch a rewarding career based on your dedication and commitment to the company. We offer advancement opportunities to move up through our training process with the possibility to manage one of our many locations throughout the United States. This position offers the opportunity to learn about sales operations, production management, collections, goalsetting, and growing sales. Some light physical activity is required including the ability to carry/ climb a ladder and lift up to 50 pounds. Benefits offered after 90 days including medical, dental, short term disability, long term disability, and optional 401K with a company match. Apply by simply emailing your resume to Lmadsen@ roofsbyrrsa.com.

We Are Hiring

Local Drivers, & Regional - Company, and IC's

What We Have To Offer Benefits package to include: Medical Insurance, 401k, Dental Insurance, Vision Insurance, Disability Insurance, Life Insurance, Paid Vacations, Paid Holidays Weekly Time at Home Assigned Equipment No-Touch Freight 55% Drop and Hook Career Advancement

3400 Edgefield Court Greensboro, NC 27409 Phone 877-340-3888 www.epestransport.com

It’s time to visit www.sunbeltrentals.com/Careers

We’re More than Backhoes and Lifts.

We’re looking for you.

Sunbelt Rentals is the second largest equipment rental company in the U.S. The people on our team stay motivated and exceed our customers’ expectations. Here, you will find more than backhoes and power equipment; you’ll discover a place where initiative and hard work get you the rewards you deserve.

It’s time to visit www.sunbeltrentals.com/about/Careers.aspx

Proud To Be A 2013 Recipient Of The Most Valuable Employer For Military Winner EOE

We offer competitive compensation and an outstanding benefits package.

Now Hiring: Service Managers/Shop Foreman, Service Technicians, Class A & B Drivers, Customer Service/Counter Sales, Outside Sales Representatives Positions Available in 37 States.

Jul/Aug 2013

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NEWS

This is your invitation to join an organization offering greater opportunity, greater challenge and greater satisfaction. An organization dedicated to teamwork and collaboration. An organization working in the forefront of technology, including 89 of the Fortune Global 100 to reinvent business.

As a military man or woman, your strong work ethic, commitment to excellence and attention to detail mirror many of the same core values we live at Accenture. And, with our wide range of career opportunities for military professionals, you can transfer these values – and the lessons you’ve learned – to the work we do.

We are proud of our vibrant community of Accenture military employees. Join Accenture and discover how great you can be. Visit accenture.com/military today.

© 2013 Accenture. All rights reserved.