Military Transition News - May/June 2013, MVE Issue by CivilianJobs.com, publisher of Military Transition News

IN OBSERVANCE OF ARMED FORCES DAY, MAY 18th CivilianJOBS.com’s

The Essential Military-to-Civilian Transition Resource

Military-Minded

The makings of a great place to work

ack in the 1990s, when every geek with an elevator pitch was blowing hot air into the bursting dot-com bubble, companies were scrambling to prove just how cool it was to work for them. “You can play Hacky Sack on the job!” “We have a pool table in the employee lounge!” “You can take naps after lunch when you work here - we’ll even supply the cot!” “Free gym membership if you sign on the dotted line!” “Work for us and we’ll walk your dog!” “We’ll walk your dog and babysit the kids if you work for us!” The competition for talent was ferocious, and organizations were willing to do just about anything to fill their empty cubicles - mostly, by rarely discussing the actual work. As we know all too well, when it comes to finding a job, it’s no longer a buyer’s market. But savvy organizations know that recruiting and retaining talent is an expensive enterprise, and one of the most effective ways of attracting and keeping good people on board is by being a great place to work. Leslie Caccamese would know. As director of strategic marketing and research at the Great Place to Work Institute in San Francisco the firm behind Fortune Magazine’s annual “100 Best Companies to Work For” list - she’s in the business of, well, great places to work. What’s encouraging is that not only are there lots of organizations out there that are focused on offering positive work environments, a growing number of them are committed to providing great workplaces for transitioning veterans. She points to several companies such as Capital One, Chesapeake Energy and Accenture, which have programs in place to support their veteran employees in a variety of

May - June 2013

militarytransitionnews.com

by Carolyn Heinze, Contributing Editor

ways through networks, mentoring programs and even dedicated military relations departments. Caccamese notes that one way to discern whether or not a company is truly military-friendly is how they handle the salaries of those who, while on the civilian job, get called back into active duty. “A lot of organizations will offer differential pay, so if an employee who is a military member gets called back into active duty, they will pay the difference between their military salary and their usual company salary until they return,” she explains. “Some might cap it off at 12 months, some might not offer it, but I have to say that more often than not, I’m seeing this military differential pay being offered as well.” Another interesting development, Caccamese points out, is the number of companies that are offering career development services to transitioning vets. This doesn’t result in an outright hire, but it does provide ex-military members with some insight into the civilian workplace. Scripps Health in Southern California, for example, has a military mentoring program that enables veterans and their families to job shadow as a means of exploring whether or not they are suited for a career in healthcare. Intel’s employment readiness training programs assist veterans in honing their resume-writing and job interviewing skills. And, Ernst & Young encourages veterans to consider starting their own businesses through its Entrepreneurship Boot Camp. Veterans can also glean clues from the job postings themselves notes Patricia Dorch, the Murrieta, California-based author of continues page 9

VALUING VETERANS:

Companies Targeting the Best Announcing the 2013 Most Valuable Employers (MVE) for Military® by Heidi Lynn Russell When you get right down to it, employers of military veterans, companies like those that make up the 2013 MVE for Military list, become much more than a source of a paycheck. Ask veterans what they value most, and they universally cite examples of how their employers cared for them - not just as military service people, but as individuals. Take Shane Roach of Antioch, TN, who is a route manager for Waste Management. He’s also active with the 278th Armored Cavalry Regiment, Tennessee Army National Guard. He’s been with the company for 14 years, during which time he has had two deployments: 2004-2005 and 2009-2010. “During the first deployment, our AVP (assistant vice president) sat down with me and the district manager and told me not to worry about my job. He would find a position for me to do once I returned. He told me with a firm voice that if myself or my family needed anything while I was gone to call him. While I was deployed, Waste Management made up the difference in my pay, which most non-government employers did

not, bought Christmas gifts for my wife and my two children, sent several care packages and stayed in contact with my wife weekly,” Roach says. And it’s not just during deployments that these employers come to veterans’ aid. Many military service people note that the opportunities for training and career advancement are rife. Kristopher Markham is a driver for TMC Transportation and a U.S. Army veteran. “When I first heard about TMC and how they work with veterans and are very friendly to what we do and have done, I was very excited to be on board with that. I learned I can use my VA benefits to work on a one-year Drivers’ Apprenticeship and get paid through the G.I. Bill while doing it. It’s a great feeling knowing you work for someone who appreciates everything you do. It makes going to work every week that much easier.” Dave Gibson, a Program Manager for URS Federal Services, knew that when he

exited the Navy, he wanted to continue to serve the United States. “URS offered the right mix of projects and opportunities that I was not only able to apply my training and experiences from the military, but also enough new and interesting projects that I was able to continue growing personally. URS has been a great company to work for. The company really understands and put stock in the experiences and training we received while serving,” Gibson says. But don’t just take their word for it. To the many MVEs who hire veterans as part of their HR model, we thank you. Congratulations to the CivilianJobs.com 2013 MVEs for ensuring that your corporate culture honors those who have served.

Continue to page 10 to see how the Most Valuable Employers of 2013 are matching their words of military support with action.

"We are proud to be a part of this effort. From our perspective, we see hiring veterans as a powerful business opportunity. Military experience provides a solid foundation and skills that carry over to duties and responsibilities in the civilian workforce. We salute all the winners of CivilianJobs.com’s Most Valuable Employer Award." - John Finneran, General Counsel of Capital One and a Navy veteran

INSIDE THIS MONTH’S MOST VALUABLE EMPLOYER ISSUE Transition Talk:

Spouse Series:

Career Coach’s Corner:

Job Fairs:

2013 MVE Profiles:

Two jobs, same company. ....................page 3

Seven resume mistakes ...............page 6

Do you fit the profile? ..................page 17

Mark your calendar ........page 18

Veteran-focused companies ........page 10

NEWS

May/Jun 2013

We Hire Veterans

.com

The Crete Carrier family of companies is proud to hire the men and women who have served to protect our country. As a military friendly employer, veterans make up nearly 30% of our employee population. We welcome veterans to transition to an office, shop, or truck driving career. To join our team and learn more about our commitment to hiring veterans and their spouses, visit WeHireVeterans.com. There are no shortcuts.â&#x201E;˘

855-491-3773

WeHireVeterans.com

/ ThePatriotFleet

@ ThePatriotFleet

/ MilitaryVeteransJobs

For Veteran Opportunities Text PATRIOT to 50298. RR InfoAlerts (max 8msg/mth); T/Cs & Privacy Policy at www.50298.mobi; reply STOP to opt-out or HELP for help; Msg&Data rates may apply.

May/Jun 2013

NEWS

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 Rick Parker

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. Subscription rate: $12 per year (6 issues). To subscribe, call 1-866-801-4418. ©2007-2013 Civilian Jobs, LLC. All rights reserved. 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: There’s a company that I’m interested in

working for with several positions posted on their website. Can I apply for all the positions that interest me? Will it work against me?

•A: Good question and this should not work

against you as long as the positions are similar. For instance, you wouldn’t want to apply for a position as a mechanic and for another position as a sales manager in the same company. There are several reasons for this, but the most obvious is that it will make you appear unfocused. Remember that you are competing with others, some of whom will insist that they are perfect for the job. If you do choose to apply for multiple positions within a single company, remember to outline in each cover letter the reasons as to why you feel the specific position is a match for your skills.

designated contact for the job fair by phone or email so you can verify with them to be sure. If you are going to a civilian interview rather than a job fair, you definitely want to wear a conservative dark suit with a dark red or maroon tie (for men) and a white shirt or blouse. This is important because it shows that you are ready to wear the “uniform” of the civilian workplace and assimilate into the civilian work culture. 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.

•Q: I am going to a job fair near the base, but I won’t have time to change into a suit before I go. Is that a problem?

•A: Usually job fairs near military bases make

accommodations for military job seekers to wear the uniform of the day. You can reach out to the

Read this issue online now at Online.MilitaryTransitionNews.com

Ready To Make Another Great Career Choice?

www.Facebook.com/PattersonUTIDrillingCoLLC We Are An Equal Opportunity Employer Committed to building a diverse & Inclusive Workforce

May/Jun 2013

NEWS

Accenture Seeks to Hire Veterans ith 261,000 people working around the world, Accenture is constantly seeking out the world’s best talent, both in the US and globally. As a part of our strategy to find talent, we identify and hire former military service personnel. Our country’s former service women and men have proven their success in challenging and demanding environments, and exemplify many of the core values we live by at Accenture, including stewardship and integrity. We’ve found that much of what veterans learn and use in the military – leadership, discipline, teamwork and organizational skills – is highly transferable and relevant to our work. Many veterans also have highly specialized technology and functional skills, which are in high demand from our clients. As part of recruiting, we recognize we need to help veterans understand the value of a career with Accenture and the tremendous potential it can offer. Veterans can learn about Accenture and explore career opportunities on our US Accenture Careers site, which includes information about the work we do and how we serve clients. We have developed a Military Careers Site, which provides information about available positions and has insights and tips about transitioning to a corporate career. Candidates – military veterans or not – can also visit our site to find out how to connect with Accenture employees they already know to get referred for open roles. Accenture has also partnered with CivilianJobs.com to recruit veterans. Military job seekers can apply for open positions at www.CivilianJobs.com/ Accenture.htm. To ensure we are working to help veterans who may join Accenture as well as those who need help starting careers elsewhere, we are involved with nonprofit and community efforts around the country. Accenture’s corporate citizenship initiative, Skills to Succeed, is equipping 500,000 people around the world by

Where America’s Military Connects With Civilian Careers Employers If you are seeking to recruit / source military talent, let CivilianJobs.com design a staffing solution to fit your needs:

Job Seekers 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 employers including via our job board and military job fairs.

Estes Team?

2015 with the skills to get a job or build a business. This effort includes equipping veterans with the skills they need to transition into private sector careers. Today, more than 100 Accenture executives are serving as mentors to veterans through two partner organizations: American Corporate Partners, a nonprofit that connects veterans with corporate professionals for a year of mentoring, and the Entrepreneurship Bootcamp for Veterans with Disabilities at The Whitman School of Management at Purdue University. We also work closely with programs like the Wounded Warrior Project in San Antonio, Connecting Heroes: From Boots to Business in Boston, Hire America’s Heroes in Seattle, and the Philadelphia Veterans Multi-Service and Education Center. In addition, we team with the Student Veterans of America, a coalition of student veteran groups on college campuses across the United States and overseas, helping to provide veterans with the resources, support and advocacy they need to succeed in higher education and beyond. Working with the Veteran’s Administration at the state and local level, Accenture conducts workshops on topics such as resume writing, online skills (profiles, networking and applications) and interviewing. Connecting returning service members with compelling career opportunities is a priority for Accenture. The benefits to our returning vets, our communities and our company are undeniable, and as more military professionals come home, we will continue our efforts to assist in their transition from deployment to employment.

• Contract Recruiting • RPO • Per Hire or Contingency • “IQ” Talent • Military Base Newspaper/ Employer Advertising • Military Job Fairs • Military Job Board

The leading career resource for the military community.

1-866-801-4418

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

• Great schedules—Most drivers are home daily or every other day • Competitive wages • Comprehensive benefits

• Growth opportunities • Terrific work environment • Company stability (Celebrating 80 years of service!)

Positions Available! • Drivers

(Class A CDL with Hazmat and Doubles)

• Supervisors

• Dock • Clerical • Mechanics

(Power and Trailer)

Why Join the

Be sure to visit www.Work4Estes.com for a complete list of positions available. Toll-free recruitment line: 1-877-WRK4ESTES (1-877-975-4378) Current Operating Area AA/EOE

11-0218 110729 Estes Civilian Job Ad.indd 1

7/29/11 11:50 AM

May/Jun 2013

NEWS

Your military skills and leadership are just what we need to grow one of the nation’s great banks. • Innovative, collaborative culture • Opportunities to grow with a financial services leader • Outstanding benefits, including time off for military training and active duty obligations

www.capitalonemilitary.com Capital One is an equal opportunity employer committed to diversity in the workplace. We are committed to hiring veterans and their spouses and helping them build successful civilian careers.

NEWS

May/Jun 2013

▲ ▲▲▲▲▲▲

▲▲

▲▲▲▲▲▲

▲

▲▲▲▲▲▲▲

▲▲

▲

▲▲

▲

Now placing into Sales / Sales Manager positions as well

▲

▲▲

▲▲▲▲▲▲

▲

Janet Farley is the author of “The Military Spouse’s Guide to Employment: Smart Jobs for Mobile Lifestyles”.

▲

s a military spouse, you understand that finding a new job can be a job all by itself. Whether you are PCSing to a new duty station, or transitioning away from military life altogether, it can be hard to land a good job. A well-written resume can help you navigate through the trying times. When developing your resume, avoid these seven mistakes at all costs. #1. Overstate reality. You exaggerate your credentials, employment dates, former job titles or technical skills on your resume. Everyone does it, right? No, they don’t and you shouldn’t either. If you don’t like the way your resume reads, revise it. Use the services of your transition assistance office to help you if you’re in the process of leaving the military behind, or the military family center if you’re not. Or, use a professional resume writing service such as MilitaryResumes.com which has a special companion service for military spouses. #2. Assume employers will readily understand what you did in a past job by virtue of only your job title. Assumptions, as you know, aren’t a good thing. Employers can’t always read between the lines. You have to spell it out for them on your resume. Job titles and job descriptions

#6. Think your resume is written for you. You may be the subject of your resume, but it is not written for you. It is written for a potential employer in support of a specific job in the hopes that the person making the hiring decision will be impressed enough to actually contact you for a job interview. It only seems like it’s all about you. Make sure you look at the job skills noted in the job post, and do your best to make sure you’ve communicated your fit for those skills in your resume. #7. Send out your resume and then wait around. You go through the drill of crafting, revising, targeting and sending out your resume to the world at large. And, then you wait. Did you know that your competition is doing everything to get in front of the hiring manager? If you want the job, do your best to find someone who can get you noticed – a friend, a friend’s friend – someone with a connection to the company that can put your resume at the top of the pile. Don’t wait. Keep searching for new opportunities and continue that arduous process of crafting, revising, targeting and sending out your resume. Follow up on resumes you’ve sent out, network whenever possible and don’t give up.

▲

don’t always match. Don’t expect the HR specialist to be a mind reader. Help them to help you get that job. #3. Make no effort to significantly update your resume. Let’s be honest, no one really likes to revise his or her resume. It’s a dirty job, but you’ve got to do it. More than that, you’ve got to do it every time you apply for a job and you have to do it thoughtfully. Make the effort to ensure that every line on your resume supports your objective - getting the job you want - and you will be that much closer to landing an interview. #4. Fail to address gaps in employment. The real hallmark of many military spouse resumes is gaps in the employment history. You can’t always avoid them, but you can certainly minimize them. Instead of highlighting your work history with a chronological resume, opt for a combination format that markets your skills and abilities upfront. #5. Undersell your skills. Writing about your accomplishments can be awkward. We don’t always like to toot our own horns, but it’s necessary for your resume. Plug in numbers wherever you can and fully communicate the scope of your responsibilities. Don’t just jot down a generic job description. Wherever you were able to make a quantifiable improvement in or savings for the business, be sure and list it. Focus on what you did in that job to make it your own.

▲

by Janet Farley Contributing Editor

▲

Spouse Series: Seven resume mistakes

May/Jun 2013

NEWS

We are driven to excel. At Exelon, we recognize the value of constant improvement. As the nationâ&#x20AC;&#x2122;s leading competitive energy company, we are driven to perform and our military veteran employees bring the background and training that help drive our progress. From engineering to operations to security and beyond, there are opportunities throughout the Exelon family of companies for you to create a brighter future. www.exeloncorp.com/careers

ÂŠ Exelon Corporation, 2013

NEWS

May/Jun 2013

COMP

CIVILIANJOBS

,white and blue.

At Coca-Cola, we have always been behind our troops. In 1941, our Chairman, Robert Woodruff committed…“to see that every man in uniform gets a bottle of Coca-Cola for 5 cents, wherever he is and whatever it costs the Company.” Our partnership with the USO has been going strong for 70 years.

North America. But we aren’t stopping there. In 2013 we’re rolling out even more ambitious programs when it comes to recruiting, retaining and developing dynamic career paths for the Veterans we hire.

MILITARY TRANSITION NEWS

Today we employ over 5,500 Veterans in

N E W

See what we mean at enjoycareers.com/military

No artiﬁcial ﬂavors, added preservatives. Since 1886.

HIREMILITARY.COM

open happiness®

May/Jun 2013

NEWS

“Military-Minded: The makings of a great place to work” continued from page 1 “Military to Civilian Transition: Job Search Strategies and Tips to Get Hired in the Civilian Job Market.” “If you regularly see the same company advertising the same position, over and over again, that’s not good,” she says. It hints that the organization is experiencing high turnover, which, in turn, could very well mean that it’s not a great place to work. But aside from veteran-specific concerns, what makes for a great place to work? The answer, says Caccamese, largely depends on the company’s culture, and whether or not you fit in. When you’re reviewing job descriptions for available positions, not only must you ask yourself whether you possess the right skills, you also have to consider whether the organization will fulfill your own needs as an individual and, in many cases,

Carolyn Heinze is a freelance writer/editor.

Need a resume?

MILITARYTRANSITION.COM

BRADLEY-MORRIS.COM

ANIES

as a household contributor. “Understanding what your own values are is a good start,” Caccamese advises. Are you the type of person who prefers being independent on the job, or are you more of a team player? Do you need personal recognition in order to feel that you’ve accomplished something, or do you succeed when the whole team succeeds? “There are places that reward and recognize the superstars, and then there are places where companies say, ‘There are no superstars here - when one person wins, everybody wins.’ Those are important cultural elements that you need to understand and of which you should be conscious.”

Apprenticeship Training for Veterans

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

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.

Call 1-877-641-8318 to get started.

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

DEDICATION. COMMITMENT. SERVICE.

MILITARYRESUMES.COM

W S

The Air Force Reserve offers great opportunities for people transitioning from active duty or those who have previously served in any branch of the military, including the National Guard and Reserves. Part-time jobs in the Air Force Reserve give you the time and financial support to continue your education or begin a civilian career. As a Reservist, you can retain the close friendships you gained in the military, and you will have the opportunity to do the extraordinary.

800-237-8279 • AFReserve.com/Prior Connect with us

NEWS

The CivilianJobs.com 2013 Most Valuable Employers (MVE) for Military® Below, please find employer profiles of the 2013 MVEs. The brief snapshots capture some of the highlights regarding why these military-friendly companies were recognized as winners, and why they are employers worth seeking out if you are a military-experienced job seeker. www.aecom.com

May/Jun 2013

www.caci.com

CACI International Inc (Arlington, VA): The White House invited CACI to the national Joining Forces initiative. CACI promotes all open positions through its Veterans Job Bank, says Natasha Hunt, communication specialist. Employees in 22 countries deploy biometrics tools, deliver maps and geospatial imagery and provide the supply chain security framework to transport medical supplies. About 20 percent of all employees are veterans. The company seeks those with IT, engineering and tactical law enforcement specialties. Because of its “Deploying Talent Creating Careers” program, CACI’s disabled veteran population has grown by 157 percent over the past five years.

www.capitalonemilitary.com

AC FIRST, LLC an AECOM managed joint venture with CACI (Fort Worth, TX): AC FIRST’s defense-related contracts translate into ideal career opportunities for veterans. “In many cases, the veteran is able to take the uniform off and continue work in the same skill as a civilian contractor. This makes for very high retention and employee satisfaction,” says George Bassut, director of recruiting. AC FIRST is an AECOM-managed joint-venture with CACI that provides maintenance and operational support to the U.S. Army and Coalition Forces in Afghanistan. In 2013, the company will add more than 100 veterans. AC FIRST has a robust military recruiting team in the United States and the Middle East.

Capital One Financial Corporation (McLean, VA): In March 2012, Capital One committed millions to the U.S. Chamber of Commerce’s “Hiring our Heroes” program. The national campaign engages businesses in committing to hire 500,000 veterans and military spouses by the end of 2014. The company saw a 200+ percent increase in military hires from 2011 to 2012. Capital One offers a military mentorship program, connecting new hires with veterans who made the transition. Capital One’s Military Recruiting Program is multifaceted: the company engages with bases, offers competitive benefits, attends and sponsors conferences and job fairs, and partners with military groups.

www.amazon.com/military

www.CapstoneCorp.com

Amazon (Seattle, WA): “A typical work day at Amazon is jam-packed with non-stop problem-solving and process improvement. The tempo is quite quick and challenging,” says Kate Hagar, Amazon In-Stock Books Manager and a U.S. Marine Corps veteran. Hagar isn’t the only military service member who enjoys the Amazon work environment; during the years, veterans “have thrived” and “have found rapid success and career progression,” says Dave Clark, Vice President of Amazon Global Customer Fulfillment. This year alone, Amazon has hired hundreds of veteran leaders into its fulfillment network, corporate business units, customer service and beyond. Amazon will hire more than 1,200 veterans in 2013.

Capstone Corporation (Alexandria, VA): Of the 446 employees at Capstone Corp., 240, or 54 percent, are former military, or current Reserve or National Guardsmen, says John J. McNally III, Senior Vice President of Growth. The Department of Defense and Federal Government service provides military and civil operations, mission systems support, enterprise technical solutions and technical and administrative services. It currently supports customers in more than 30 states and eight overseas locations. Most employees require security clearances. McNally anticipates 130 new hires with military backgrounds in the next 12 months, an increase of 25 percent in the overall company size.

careers.bankofamerica.com/military

www.cbre.us/careers/Pages/ military-veterans.aspx

Bank of America (Charlotte, NC): Bank of America has a history of supporting veterans and their families dating back to 1920, says O’Hentrice Love, communications manager, Corporate Communications and Global Human Resources. The bank has nearly 6,000 military-background employees working across several lines of business. As a global organization in more than 40 countries, Bank of America is always looking for talented individuals, Love says. In 2012, the company hired nearly 1,600 veterans. Bank of America is also a founding member of Veterans on Wall Street, a consortium of five banks that connects veterans to jobs within the financial services industry.

CBRE (Los Angeles, CA): Military veterans are within virtually every line of business in the CBRE organization and serve in vital roles such as IT management and Critical Facilities management, says Simone Fraid, communications specialist. CBRE is the world’s largest commercial real estate services and investment firm, with about 37,000 employees worldwide. Among the 19,000 U.S. employees, approximately 990 are veterans. The firm is similar to the military, says veteran Brandon Keesee, director of engineering, CBRE Global Corporate Services. “If you are willing to work hard and uphold the highest degree of professionalism and class, then the possibilities are endless,” Keesee says.

www.bnsf.com/careers/military or contact: john.wesley2@bnsf.com

www.chk.com

BNSF Railway (Fort Worth, TX): BNSF Railway has a strong military recruiting program and tradition of hiring veterans, says John Wesley, Manager of Military Staffing. “BNSF has hired more than 5,000 veterans since 2005. The company currently employs more than 6,000 veterans, which equates to approximately 15 percent of its workforce,” he says. Opportunities are in the 28 most-western United States and two Canadian provinces. The company also has an exclusive military staffing program. Job opportunities include diesel mechanics, electricians, pipefitters / sheet metal workers, telecommunications and more. BNSF attends approximately 50 veteran-focused recruiting events annually and offers enhanced and extended benefits for those called to active duty.

Chesapeake Energy Corporation (Oklahoma City, OK): Chesapeake Energy has a multi-pronged approach to veteran hiring. The company is the second-largest producer of natural gas and is the most active driller of new U.S. wells. Chesapeake is part of the U.S. Chamber’s New Veteran Employment Advisory Council. In 2012, the company made a commitment to the White House Administration’s Joining Forces program to hire up to 500 veterans, which it exceeded. Chesapeake has also signed with the Employer Support of the Guard and Reserve. Last year, the company hired 685 veterans, and 9.4 percent of all employees are veterans, says Senior Human Resources Analyst, Kelly Lawson.

May/Jun 2013

NEWS www.jobs.cn.ca

CN - North America’s Railroad (Montreal, Quebec): “As a veteran, your attention to detail and your ability to multi-task and work autonomously can take you far here,” says Adam Miller, division trainmaster, about CN, North America’s Railroad. CN – Canadian National Railway Company and its operating railway subsidiaries – spans Canada and mid-America. “We are looking to hire hundreds of new employees this year,” says Todd Taylor, senior manager of Human Resources. “Ideal candidates are strong, safety-focused leaders with a background in transportation, mechanics and/or operations.” The company attended more than 20 military recruiting events in 2012 and is a partner business with the White House’s initiative, Joining Forces.

www.convergys.com

Convergys Corporation (NYSE: CVG), a global leader in customer management (Cincinnati, OH): Convergys “stepped up our military recruiting efforts tremendously in 2012,” says Rebecca Martin, sourcing specialist. The customer management firm helps businesses find new ways to enhance their customer relationships. It hires customer service, sales and technical support representatives in customer contact centers nationwide and in its Convergys Anywhere (work from home) program. Convergys has partnerships with several agencies to attract military veterans and spouses, which include: Military Spouse Employment Partnership, Military Spouse Corporate Career Network, Hiring Our Heroes Job Fairs, Veteran Recruiting Services Virtual Career Fairs, the White House Joining Forces Initiative and Military Officers Association of America.

wehireveterans.com

Crete Carrier Corporation (Lincoln, NE): Throughout Crete Carrier’s company history, military veterans have been key members of the team, says Andrew R. Brabec, director of communications. Nearly 30 percent of employees have military backgrounds. The company seeks truck driving, shop and office professionals for all of its terminals nationwide. Crete launched “WeHireVeterans.com,” as part of its veteran recruiting efforts. It has partnerships with the Employer Partnership of the Armed Forces and Hero 2 Hired. The company is working with the VA to develop an Apprenticeship Program for training during the first year of employment. In 2012, Crete hired 630 military-experienced employees, 26 percent of hires.

www.deloitte.com/us

Deloitte LLP (New York, New York): When it comes to job candidates, Deloitte seeks “versatility, innovative thinking, analytical skills, flexibility and leadership qualities.” Military candidates offer “the total package,” says Analyst William Hubbard. Deloitte specializes in audit, tax, consulting and financial advisory services with clients in over 20 industries. The company employs more than 1,000 veterans, with nearly three-quarters in its Federal Practice. In addition, Deloitte’s Armed Forces Business Resource Group provides development and networking opportunities for veterans. The majority of veterans join the consulting practice, which includes Strategy and Operations, Human Capital, and Technology Consulting areas.

www.ejcareer.com/us/military

Edward Jones (St. Louis, MO): It’s important that Edward Jones provides trusted financial advisors, says John Boul, global media relations manager. In a survey commissioned by Edward Jones, 75 percent of responders say they would be likely to work with a veteran. Clients say veterans have the values and skills to help them reach long-term goals. Currently, more than 1,300 veterans are Edward Jones financial advisors, 11 percent of the total. Jeff Quesenberry, general partner, financial advisor and marine veteran, says Edward Jones “did an incredible job” of teaching him how to show civilians “that I am worthy of their trust.”

www.elliott-turbo.com

Elliott Group (Jeanette, PA): Elliott has spent ample resources during the past few years “ramping up our commitment to employ military personnel as they return from tours of duty. In our Houston headquarters, we have a Wall of Fame dedicated to honoring our heroes,” says Naveed Agha, talent acquisition manager, North and Latin America. Elliott’s business is turbo-machinery. Veterans are “fast tracked” into leadership positions after evaluations and currently comprise 25 percent of the workforce. Job positions include: project managers, shop engineers, industrial sales representatives and mechanics. The company will launch a military web page in 2013 that will code military experience to current openings.

www.exeloncorp.com www.csx.com

CSX Corporation (Jacksonville, FL): In 2012, CSX hired 766 veterans, about 24 percent of its new-hire workforce, says Steve Toomey, Manager of Military and Diversity Recruiting. CSX’s rail and intermodal businesses provide rail-based transportation. Customer Service Manager John D. Gipe is a Senior Enlisted Advisor to the Assistant Secretary of Defense for Reserve Affairs and also a CSX Locomotive Engineer. “CSX has supported each of the more than 550 CSX employees who have been deployed with benefits that go far beyond what is required by law,” Gipe says. CSX recruiters attended 144 veteran-related job events in 2012. Military retention for CXS is 92 percent for the first year.

www.davita.com

DaVita (Denver, CO): DaVita delivers dialysis services. The company recruits veterans because they “share the idea of embracing teammates and patients as a village,” says Corissa Keuler, recruiting manager/military recruiting. Since January 2010, DaVita has hired more than 1,020 veterans. It seeks registered nurses, social workers, registered dietitians, operational leaders, biomedical technicians, patient care technicians, and administrative, corporate, and business office support. Last year, DaVita attended 11 national career fairs, 15 virtual career fairs and one international event in Kuwait. DaVita offers pay differential of up to 100-percent salary for mobilized service members, for up to five years.

Exelon Corporation (Chicago, IL): When Exelon changed its hiring process in 2012, it identified more military veterans among its job applicants, says Griffin Goldin, Senior Analyst National and Strategic Programs. “The new process allowed Exelon to identify almost 40 percent more veteran new hires,” Goldin says. Exelon handles every stage of the energy business, from generation, to competitive energy sales, to transmission, to delivery. The company has 18 sites approved for the On-The-Job Training Program, which offers an alternative for veterans to use the GI Bill education benefits. Exelon also targets veterans for the Cornerstone Program, a comprehensive developmental training initiative for leadership personnel.

NEWS www.express-scripts.com/careers/ militaryopportunities

May/Jun 2013

www.hon.com ®

Express Scripts, Inc. (St. Louis): Express Scripts actively works with the Department of Defense as a client. “We believe there are intrinsic benefits to employing veterans, as well as active members of the National Guard and Reserve,” says Aaron A. Jones, Human Resources/Talent Acquisition. Express Scripts provides integrated pharmacy benefit management services. Its Talent Acquisition department finds veterans through various channels, including Veterans Workforce representatives, Show Me Heroes, Hero2Hired, Wounded Warriors and Recruit Military. It also supports a myriad of organizations, including the Regional Alliance for the Troops, Operation Homefront care packages, the Armed Services YMCA Kids Comfort and the Families of the Fallen, among others.

HON and Allsteel Manufacturing (Muscatine, IA): HON, a leading designer and manufacturer of workplace furniture including chairs, storage, panel systems, tables and desks, is in the early stages of recruiting veterans. The company plans to attend military career fairs and events, use military-focused third-party recruiters and advertise on social media sites, says Adrienne Wheeler, community relations. “We offer specialized training for all of our new employees, including business skills training, leadership training, interpersonal skills training and time management skills training.” Company hiring needs include production team leaders, production supervisors, engineers and factory managers. It is hiring in Muscatine, Cedartown, GA; and Florence, AL.

www.fluor.com

www.humana.com

Fluor (Irving, TX): Fluor serves on the Veterans Employment Advisory Council and wants to increase veteran hires in 2013, says Luke M. Hardaway, military recruiter. The company serves a global client base in the energy, chemicals, government, industrial, infrastructure, operations and maintenance, manufacturing and life sciences, mining, power and transportation sectors. During the past five years, Fluor has hired more than 1,800 veterans. Fluor supports organizations assisting military personnel through the Fluor Military Support Coalition program. The company seeks veterans in the following areas: engineers, logistics, project controls, contracts, craft, procurement and safety.

Humana Inc. (Louisville, KY): “Humana is taking a holistic approach to attracting military talent,” says Joshua Galle, Talent Acquisition, Military Veteran and Spouse Programs. Humana offers a range of insurance products. In January, the company announced it surpassed a goal of hiring 1,000 veterans and/or their spouses by mid-2014, and it now aims to hire 1,000 additional veterans during the next two years. Humana’s success is due in part to its 42,000 associates, who referred qualified veterans and veterans’ spouses, Galle says. Humana fills positions in Medicare Service Operations, Medicare Sales, Direct Marketing Services, Clinicians (Nurses and Physicians), Pharmacy and Information Technology.

www.ge.com/veterans

General Electric (GE) (Fairfield, CT): General Electric (GE) is one of a handful of companies selected for the prestigious Secretary of Defense Employer Support Freedom Award. GE employs more than 10,000 U.S. veterans, including 79 Reservists and National Guardsmen. The company has a world-class, two-year rotational Junior Officer Leadership Program. In 2012, GE launched the Get Skills to Work program to help veterans translate their military experience and provide training in Advanced Manufacturing. In 2012, GE hired 1,095 veterans and in January 2013, 107 veterans. The company has committed to hiring more than 1,000 veterans for each of the next four years.

www.intel.com

Intel (Santa Clara, CA): Most jobs at Intel for veterans are at high-tech manufacturing facilities. “These roles offer the veteran work experience in some of the most cutting edge technologies in the world,” says Robert B. Polston, Director of Military Veteran Recruiting. Veterans work in finance, sales and marketing, supply chain, Human Resources, manufacturing, legal and corporate services. Intel created a new training package for managers of veterans and also has an integration presentation for new veteran employees. The company is part of the 100,000 Jobs Mission and plans to be a part of Operation Impact, which is dedicated to employing severely wounded warriors.

www.halfaker.com

Halfaker and Associates, LLC (Arlington, VA): As President and CEO of Halfaker and Associates and a disabled veteran, Dawn Halfaker advocates for employment of veterans, particularly those with Traumatic Brain Injury and/or PostTraumatic Stress Disorder. The award-winning professional services and technology solutions firm advises and assists government organizations. More than 75 percent of its leadership has had a direct connection to the military, and veterans comprise 45 percent of employees. The company has developed a Wounded Warrior Transition Program; an important element of its mentorship. It also has a flexible work environment and promotes “an open communication atmosphere,” says Jessica Johnson, director of Human Resources.

www.homelandsecurityinc.com

Homeland Security Solutions, Inc. (HSSI) (Alexandria, VA): Instructors, security experts and intelligence analysts are sought by Homeland Security Solutions Inc. The veteran-owned company provides military and civilian law enforcement training and security services. Forty-two percent of employees are veterans, and 16 percent are dependents of active duty military personnel. “Vets bring decisiveness, discipline, work ethic, integrity, team building and loyalty – all traits that provide the foundation of our company values, beliefs and ethics,” says Alan A. Malinchak, chief learning officer. The company reaches job applicants via advertising in military publications, offering a military point of contact within its Human Resources office and partnering with academic institutions.

www.ChaseMilitary.com

JPMorgan Chase & Co. (New York, NY): JPMorgan Chase and 10 other firms launched the 100,000 Jobs Mission in 2011 with a hiring goal of at least 100,000 veterans by 2020. In fewer than two years, the initiative has grown to 94 member companies that have hired more than 51,000 veterans. JPMorgan Chase hired more than 5,000 since 2011, says Tim Keefe, vice president of communications and senior manager. A main effort is to bridge the gap between military and corporate cultures. To that end, the company launched Military 101, an internal training program for hiring managers. Body Armor to Business Suits is another program to help veterans assimilate into the firm.

www.lockheedmartin.com

Lockheed Martin Corporation (Bethesda, MD): Since late 2004, Lockheed Martin has had a recruiting team dedicated to transitioning military, says Teri Matzkin, Manager of Talent Acquisition, Military Relations and Strategic Sourcing. The team attends more than 200 military career events and more than 60 TAP presentations yearly. Lockheed Martin partners with the USO and Hire Heroes USA to participate in their Wounded Warrior Transition workshops. The company also has a new partnership with American Corporate Partners, which provides one-on-one mentoring relationships with business leaders. Lockheed Martin became a member of the U.S. Chamber of Commerce’s Veterans Employer Advisory Council to guide the Hiring Our Heroes endeavor.

May/Jun 2013

NEWS www.Makino.com

Makino (Mason, OH): The aerospace, die/ mold and automotive, medical, construction and mining industries use Makino’s machines to form precision components for diverse products. “Anyone that loves challenges and exposure to amazing opportunities, well, Makino has them,” says Chris Sultan, field service engineer. Makino provides veterans with a 20-week Personal Qualification Program, says Tom Botelho, recruiting and onboarding leader. The veteran attends relevant lab work and online course work with Sinclair College. After training, veterans receive 17 college credits and certification. Employees are then ready to move to a region and support a product team, Botelho says.

www.ManTech.com

ManTech International Corporation (Fairfax, VA): Roughly 75 percent of ManTech’s recruiting budget is for attracting veterans, says Charles Miles, director of Military Programs. The $3 billion public company provides support in the areas of defense, intelligence, law enforcement, science, administration and other fields. In 2012, veterans represented 45 percent of total new hires. Recruiters attended 50 military job fairs and ultimately hired 1,601 veterans. Through a partnership with CharityWorks, ManTech is supporting the Injured Marine Semper Fi Fund, which supports those injured in support of Marine forces. Military outreach includes ongoing support for the Fisher House Foundation, which allow families to stay near hospitals.

www.MEITechinc.com ®

MEI Technologies, Inc. (Houston, TX): One of the major thrusts that MEI Technologies continues to pursue is Department of Defense work. Veterans possess essential discipline and experience to succeeding in this industry, says Claudia Ramirez, lead recruiter. MEI Technologies services include systems design and development, applied engineering, cyber and Research and Development for the aerospace, defense and biotechnology markets. Vietnam and Service-Disabled Veteran, Air Force Lt. Col. Edelmiro Muniz, retired, is owner and operator. Onethird of the executive team comes from a military background. MEI Technologies supports the Warriors to Work program and is part of the Employer Partnership of the Armed Forces.

www.navyfederal.org

Navy Federal Credit Union (Vienna, VA): The customer base for Navy Federal Credit Union covers the Department of Defense, military members, civilian personnel and their families, so a veteran is a “natural fit” for this organization, says Gina White, senior communications specialist. The credit union’s 229 branches are situated near military bases. “Frequently, when a spouse relocates, a family member will be able to continue his/her career at a location within our large branch network,” White says. The company is also is an “Employer Who Wants to Hire Veterans” with the Army Career and Alumni Program, a comprehensive program offering transition services.

www.northropgrumman.com

Northrop Grumman Corporation (Falls Church, VA): Northrop Grumman is a leading global security company. And, at a place like this, veterans “have the ability to make significant contributions to our development of cutting-edge technology,” says Kathleen E. Berger, talent acquisition communications specialist. During the last year, 31 percent of new hires were veterans. Through December 2012, Northrop Grumman successfully hired 108 Operation IMPACT employees. (Operation IMPACT’s mission is to assist severely injured service members with their transition to civilian careers.) The company has sponsored military support organizations, including Association of the United States Army and Non-Commissioned Officers Association. Various Northrop Grumman Corp. business campuses have also supported the USO.

www.patenergy.com

Patterson-UTI Drilling Co LLC (Houston, TX): Patterson-UTI Drilling Company LLC operates in oil and natural gas producing regions in the continental United States, Alaska and western and northern Canada. The company offers veterans its “New to Industry” program, which blends classroom training with structured training on a live operating drilling rig, says Brent Hollenbaugh, Human Resources Manager. More than 35 percent of the workforce are veterans. The company hired 405 veterans in 2012. “We have a goal of hiring a minimum of 40 percent ‘New to Industry’ from former military employees,” Hollenbaugh says. The company visits 10 military installations annually through the ACAP/TAP Programs and hosts hiring events.

www.pse.com

Puget Sound Energy (Bellevue, WA): The military and utilities have a lot in common, says Rachael Brown, senior recruiter for Puget Sound Energy (PSE). “We both have rules, regulations and compliances that leave little room for interpretation.” PSE is Washington State’s oldest local energy company, primarily serving the Puget Sound area. Almost all power generation workers are veterans. PSE also has strong IT military hires. In 2013, it will offer Gas Worker Trainee opportunities. PSE is a sponsor of Hire America’s Heroes. Military bases are nearby, so the company doesn’t rely on external recruiters. “We have such a strong population of qualified individuals,” adds Brown.

www.ryder.com

Ryder (Miami, FL): In November 2011, Ryder System Inc. made a concerted effort to focus on veteran hiring, says Ed Tobon, director of staffing. “We partnered with the Hiring our Heroes campaign and pledged to hire 1,000 veterans by the end of 2013,” he says. Since then, Ryder has hired more than 900 veterans, has launched a military website and increased veteran population from 8 percent to 9.6 percent. Ryder System Inc. is a leading provider of commercial transportation, logistics and supply chain management solutions. Available jobs are diesel mechanics, CDL truck drivers, logistics managers, customer service coordinators and warehouse positions.

www.careersatsafeway.com/ military

Safeway, Inc (Pleasanton, CA): From being paired with a training manager during the six-to-nine month training program, to on-the-job training, military members are set up for success in a promising career with Safeway, says Patrick Mireur, senior recruiter, Retail Talent Acquisition. Safeway is one of the largest food and drug retailers in North America with 1,644 stores. The company hired 1,498 military veterans in 2012. Safeway is also participating in the White House initiative, Joining Forces. The company committed to hiring 1,000 veterans in 2012, and exceeded that goal by 498. It has committed to hiring at least another 1,500 veterans in 2013.

NEWS

May/Jun 2013

www.saytr.com

s3s.com

SAYtr (San Antonio , TX): SAYtr, a womanveteran-owned small business specializes in transition leadership for Department of Defense changes. “Speaking the language of the government is paramount to our success; every member of our team is either a veteran or prior Department of Defense civilian,” says the CEO, Tamara D. Say. The company’s motto is, “Work Hard, Play Hard,” so, “Work-life balance is important to us, and it is also important to the people who are coming from the military,” adds Say. As a small firm, SAYtr allows employees to create the job package that is right for the individual, including the ability to customize benefits.

Stage 3 Separation, LLC. “When your mission is critical” (Houston, TX): “It is a great privilege to have a company that will take a veteran with little or no experience, and train you and bring you into the Stage 3 Family, and allow you to better yourself and your family,” says Jason Woods, a field technician and Marine veteran at Stage 3 Separation. This company specializes in high-quality solid control equipment and services to the oil industry. Stage 3 provides training to make the transition easier for military members, says Matt Medford, veteran liaison officer, recruiting/hiring/ training manager. Stage 3 Separation works with multiple government agencies, military bases and non-profits to recruit veterans.

www.schneider.com

www.sunbeltrentals.com

Schneider National, Inc. (Green Bay, WI): Schneider National has provided transportation and logistics solutions for more than 76 years and is a $3.5 billion company. “Schneider anticipates growth and new hires in all areas of the business,” says Janet Bonkowski, Public Relations manager. She adds the greatest opportunities are for truck drivers. In 2012, Schneider National committed to hire 650 veterans; the company actually hired three times that number. A former Army officer leads the military recruiting team. Schneider National is also a key partner with the ARMY EPO, PaYS, ESGR and VETBIZ and is involved in Marine for Life programs and the 100,000 Jobs Mission.

Sunbelt Rentals (Fort Mill, SC): Veterans who are mechanics, drivers and managers can find a place at Sunbelt Rentals, says Corrie Harrell, recruiter, Sunbelt Rentals. The company is a wholly-owned subsidiary of Ashtead Group and one of the largest equipment rental companies in the United States. Sunbelt recruits via military job boards, hiring conferences and military job fairs. Sunbelt Rentals also provides plenty of training support once veterans are on board, Harrell says. “We know that going from a military background to the civilian world can be a struggle, so, however we can assist our military employees with on the job training, and we will do so.”

www.searsholdings.com

www.geogroup.com

Sears Holdings Corporation (Hoffman Estates, IL): Sears Holdings Corp. understands the diversity of military candidates and, as a result, “we do not seek to quarantine them into particular areas of our businesses,” says Mario Nino, military talent acquisition program manager. Veterans serve as vice presidents, directors, store managers, and assistant store managers, among other roles. This integrated retailer has more than 2,600 full-line and specialty stores in the United States and Canada. Sears Holdings will participate in more than 40 military career expos in 2013, including Hiring our Heroes, NCOA and SACC. The company also works with PaYS, MSEP and individual TAP and ACAP programs.

The GEO Group, Inc. (Boca Raton, FL): Since 2004, The GEO Group has hired 3,975 veterans. “We are consistently improving our [recruiting] practices,” says Nichole Adamson, Manager, National Recruitment. GEO is the world’s leading provider of correctional and detention management and community reentry services to federal, state and local government agencies. This year, the company is launching the website, www.geogroup.com/hiresheroes, to allow exclusive access to veteran benefits, awards, recognition and jobs matched to military titles. GEO hires in the areas of administration, management, healthcare and food service. The company recruits via military publications, Recruit Military and Hire Heroes events, as well as through GEO’s dedicated URL for veterans.

www.southerncompany.com/military www.tmctrans.com

Southern Company (Atlanta, GA): Southern Company actively recruits veterans for jobs at the cutting-edge integrated gasification combined cycle plant under construction in Kemper County, Miss., and the new nuclear power units in development outside of Augusta, Ga. The company owns electric utilities in four states and a growing competitive generation company, as well as fiber optics and wireless communication. Southern Company is one of six energy partners sponsoring the Troops to Energy Program, a pathway for veterans to gain awareness about careers in the energy industry and participate in more than 30 military recruitment events annually, including the U.S. Chamber of Commerce “Hiring Our Heroes” events.

careers.sprint.com

Sprint (Overland Park, KS): Casey Muilenburg, an Air Force Sgt., was deployed to Iraq twice over her nine-year employment with Sprint as a regional account manager. “Sprint went above and beyond to support us, which allowed me to focus on my troops and my mission,” she says, adding, “My co-workers put together care packages for me, my unit and an Iraqi village.” Sprint seeks “to fill a wide range of opportunities in technology, management, retail and customer care,” says Jerri Cofran, recruitment services manager. Employees support veterans, too: more than 800 are members in Veterans and Employees Helping Others through Sprint, an Employee Resource Group.

TMC Transportation (Des Moines, IA): As the transportation industry’s premier flatbed carrier, TMC touts its “integrity, innovation, highly-trained drivers, impeccably maintained latemodel equipment, superior safety record and unwavering dedication to quality and customer service.” So veterans are essential to TMC’s employment force, says Cheryl Freauff, recruiting manager. The company has a full-time military recruiter and a VA-approved apprenticeship program. TMC has a state-of-the-art training center and provides fast-track training for transitioning veterans with a transportation MOS. TMC pledged to hire 500 veterans by 2014 in conjunction with the U.S. Chamber of Commerce “Hiring Our Heroes” program.

www.triplecanopy.com

Triple Canopy, Inc. (Reston, VA): Triple Canopy supports critical programs in austere locations worldwide. “We have always and will continue to seek military-experienced talent in 2013 because of the challenging work we perform and the complex regions we perform it in,” says Katy Pultz, marketing communications supervisor. U.S. Army Special Forces veterans founded Triple Canopy in 2003. Candidates need extensive experience in military combat arms, military special operations, military police, security police or security force management, and law enforcement. At least 85 percent of personnel are required to maintain specialized certifications. In 2012, 88 percent of new hires were veterans.

May/Jun 2013

NEWS www.ttt.ky.gov and www. proudtoserveagain.com

Troops to Teachers-Kentucky (Frankfort, KY): Troops to Teachers (TTT) is a federally funded program that assists eligible veterans in transitioning to a public school teaching career in “high-need” schools. Veterans are needed in Kentucky public school classrooms, says Wayne A. Eccles Jr., state program coordinator. “Veterans make great role models. Veterans bring both academic and life experience into the classroom,” he says. TTT offers information on job openings, coaches veterans and provides resume assistance. Staff offers briefings to Transition Assistance Programs at all Kentucky military installations and attends job fairs for Hire Our Heroes, Yellow Ribbon and CivilianJobs.com events.

www22.verizon.com/jobs/ workinghere_transitioningmilitary.html

Verizon Communications, Inc. (New York, NY): “Verizon’s desire is to add qualified veterans in our corporate offices, retail stores and network locations,” says Emilia Williams-Gaston, Manager of Leadership and Talent Management. In 2012, Verizon launched a series of recruiting efforts to attract military service members and veterans: a Military Installation pilot to develop relationships with transition offices on key bases across the country; established a Veterans Transition Program; worked on increasing the Verizon employment brand effectively in veteran communities; and launched a military “Skills Matcher” on the Verizon Careers website. The company also developed educational forums for hiring managers.

www.ur.com

United Rentals, Inc. (Greenwich, CT): United Rentals was founded in 1997 and has become the world’s largest equipment rental provider. It deploys over $7 billion of fleet through more than 850 branches, a centralized reservation service and online capabilities. The company is supporting veterans this year through Educated Canines Assisting with Disabilities (ECAD), says Ruth Somoza, Human Resources Generalist. ECAD trains dogs to assist disabled Iraq and Afghanistan veterans. Six percent of new hires in 2012 were veterans; 15 percent are in management roles. United Rentals has participated in several job fairs, such as Bradley-Morris, Hire a Hero, Be a Hero virtual career fair and Recruit Military.

www.phoenix.edu

University of Phoenix (Phoenix, AZ): Many University of Phoenix students are active duty, veterans, or military spouses. “To support them, we have a military division comprised of military veterans to serve as advisors and counselors who speak the same language and understand their needs,” says Garland Williams, associate regional vice president. Since 2002, the Military Division has assisted about 68,450 military students. The University also sponsors military events and provides scholarships. Darryl L. Jones, is retired Army and now a military enrollment advisor. He notes, “The benefit of working for University of Phoenix is that it provides an opportunity to work with a group of like-minded professionals.”

www.urscorp.com

URS Federal Services (Germantown, MD): Veterans are familiar with URS, because employees work hand-in-hand with organizations that support them. “Some of this is through corporate-sponsored programs such as AdoptA-Platoon or a gold-level sponsorship for the annual Crane Honor Ride/ National Ride 2 Recovery, and sponsorship of Veterans of Foreign Wars events,” says Marian Hyder, Vice President of Talent Management. URS Federal Services is a division of URS Corp., an engineering, construction and technical services organization. Thirty-seven percent of employees are veterans. In 2012, 47 percent of hires were veterans; 4 percent were disabled. A recruiting team devotes 80 percent of its time to targeting veterans for hire.

www.usaa.com

USAA (San Antonio, TX): USAA provides a full range of financial products and services to the military and their families. “USAA realizes that one of the best ways to serve our membership is to employ those with the same common life and career experiences,” says Nick Herrera, senior communications partner. In 2012, 25.8 percent of all hires were veterans and their spouses. The recruiting team, consisting of more than 50 veterans, strengthens relationships with USAA members through a wide variety of venues. These include MWR/Service-sponsored activities, National Guard/Reserve Family Days, air shows, service academy visits, yellow ribbon events, national conventions, job fairs and conferences.

www.wm.com/careers/index.jsp

Waste Management, Inc. (Houston, TX): Waste Management gets involved in many local community projects relating to veterans, says Wes Reel, staffing manager. “Recently, we had many employees volunteer to build houses for vets through a joint Home Depot/Habitat for Humanity project. In addition to our volunteerism, we donated $10,000,” adds Reel. Waste Management partners with customers and communities to manage and reduce waste from collection to disposal while recovering valuable resources and creating clean, renewable energy. In 2012, veteran hiring reached an all-time high of 600. “This exceeded our previous high by over 20 percent,” Reel says. The company has more than 3,500 veteran employees.

whelansecurity.com

Whelan Security (St. Louis): Employees with military experience easily transition into the culture at Whelan Security, a privately owned company that provides outsourced and contract security staffing services. “We actively recruit for positions in 24 branch locations across the United States,” says Allison Galanti, Director of Human Capital and Human Resource Services. Veterans make up 20 percent of their workforce. To recruit, local branches partner with military bases, military career fairs and/or career centers, as well as key contacts. “We also attend numerous BMI, Orion, and other JMO conferences by different organizations to target our needs for our Leadership Development Program,” adds Galanti.

xcelenergy.com

Xcel Energy (Minneapolis, MN): Xcel Energy provides a portfolio of energy-related products and services to 3.4 million electricity customers and 1.9 million natural gas customers in eight states. The company will fill 2,000 jobs in 2013. By 2021, it predicts that 75 percent of its workforce will turn over due to retirements and natural attrition, says Shelly Giroir-Johnson, Consultant, Inclusion and Engagement. Xcel has invested in an employee network group called “Military Ombudsmen for Veterans and Employees,” which focuses on development, implementation and communication of programs and policies centered on the welfare of veterans. Xcel is developing processes to help new military-experienced employees acclimate to their new working environment.

NEWS

May/Jun 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

May/Jun 2013

career coach’s corner by Tom Wolfe Career Coach and Contributing Editor

NEWS

n this issue, you will find the 2013 Most Valuable Employers (MVE) for Military®. What is unique about the MVE list is that the eligible companies can be any size, not just the largest with the most resources. As such, they represent a broad spectrum of job opportunities as well. Although these MVEs want to hire people like you, does it necessarily follow that at least one of those companies wants to hire you? Maybe yes, maybe no. Even if the answer is ‘yes,’ does that mean you want to go to work for that company? Again, maybe yes, maybe no. Both parties answer those questions through an information exchange commonly referred to as interviewing. Before you start interviewing, you should know something about how an organization determines the best background for each opening. Many organizations profile their jobs before they begin the recruiting process. Each opening will have three associated profiles: academic, professional and personality. The first two are often classified as either preferred or required. The third one is always required. Academic profile - This is frequently the first one in the equation. For most organizations, your academic and skills training has to meet certain minimum requirements before you can be considered for the opening. These may include high school graduation, courses of study in college, degrees conferred, degree equivalency, technical or trade schools completed, licenses and other classroom or academic-oriented certifications. Notso-obvious criteria include academic performance (as reflected in class standing or grade point average) and honors. Additionally, some companies look very closely at your non-classroom activities during your academic endeavors. Campus leadership, athletics, service organizations, clubs and volunteerism can be components of your academic profile. The circumstances under which you received your training will also receive scrutiny. Did you self-finance your education? Receive merit, academic or athletic scholarships? Work part- or fulltime while completing your education? Were you deployed at the time or on remote assignment? Were you holding down a job and supporting a family? Were you serving your country? Professional profile - Having passed through the company’s academic wicket, experience is the next category to be appraised. Many organizations will task their staffing personnel and recruiters to keep in mind a specific professional and experience profile for each of their openings. They use historical data to predict the profile for the type of individual who is most likely to succeed in that role. By screening resumes, application forms, service records, performance evaluations

Do you fit the profile? and military-to-civilian skills translators, they are able to identify candidates who appear to have the right professional skill set for each position. What are they after? There is no single answer, as it varies from company to company and from job to job. For example, some companies prefer one branch of service to the others. Some have a preference for junior versus senior personnel; other companies may focus on line or staff assignments. Sometimes a specialization within a given branch is a requirement for the job. Frequently, companies look for a particular sequence of assignments or duty stations. Specific designations, military occupational specialties, clearances or certifications may be important. The level of performance or degree of success is also scrutinized. An individual with an excellent track record will almost always be selected ahead of someone with average performance. For many companies, what you have done is not nearly as important as how well you have done those things. Previous success is an excellent indicator of potential success, even if the goals of the new organization differ from those of the former one. Personality profile - Assuming safe passage through the first two profiles, this third profile enters the picture. Unlike the first two, having the right personality for the job is a requirement, not a preference. This profile also differs from the first two in another significant way - it is almost purely subjective. Academic and professional profiles can be appraised through an impersonal review of paperwork (resumes, performance evaluations, application forms, etc.), but an individual’s ability to match up to the personality profile of a particular position can only be determined through face-to-face meetings. Although some companies will utilize telephone interviews and/or testing services during the early stages of the interview process to get a feel for the candidate’s interpersonal skills, it is only through direct personal interviewing that they are truly able to determine the personality profile. Getting to the personal interview stage is always a good sign because you normally only get to this step if the first two profiles meet or exceed the interviewer’s expectations. With this prescreening already accomplished, it is the responsibility of the interviewer to see firsthand if the characteristics of your personality match the personality profile of the position. Although every company has its own set of standards for each opening, in general you can count on an appraisal of traits such as communication skills, impact, eye contact, body language, self-confidence, sense of humor, warmth, empathy, energy, integrity, honesty, friendliness, positive attitude, social skills, humility, work ethic, etc. Assuming this appraisal is positive, you match up nicely against the three profiles for this position and you can expect an offer. Congratulations! Your search is over! Right? Not necessarily. Just because a company has decided to offer you the

job does not mean that you will accept it. Your acceptance or rejection depends on a fourth profile - does the opportunity match your requirements? Every job seeker must develop a set of decision criteria with which he or she will evaluate an opportunity. Once these criteria have been determined and prioritized, the candidate will know how well the opportunity matches up against what is important to him or her - that fourth profile. Although each individual determines his or her personal set, issues such as job satisfaction, growth potential, compensation, location and quality of life

appear on most people’s lists. If the job offer matches up well with these criteria, either initially or potentially, then the fourth profile has been satisfied and the offer will probably be accepted. Take a hard look at the Most Valuable Employers featured in this issue; you just might find your next career. Good hunting! Tom Wolfe is a Career Coach, Columnist, Author and Veteran and can be found at www.out-of-uniform.com.

VETERANS! Here’s a great new mission:

Northern California College of Construction Stockton, California

www.ccc-north.com toll free: (800) 870-9757

Red Rock College Oklahoma City, Oklahoma

www.redrockcollege.com toll free: (888) 616-5446

May/Jun 2013

NEWS

Job Fair Calendar May 1, 2013 Marine Corp Air Station Yuma Job Fair - 9 a.m. - 2 p.m. Marine Corp Air Station Yuma Bldg 1200, Yuma, AZ POC Alicia Rucalba (928) 269-2680

Date: Location: Sponsor:

May 2, 2013 Ft. Drum Job Fair 10 a.m. - 2 p.m. The Commons - Ft. Drum, NY POC Lori Guler - (315) 772-3284

Date: Location: Sponsor:

May 7-8, 2013 Ft. Campbell 9 a.m. 5/7, 3p.m. 5/8 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:

May 7, 2013 Ft. Gordon DOL/ACAP Job Fair 10 a.m. - 2 p.m. Army Reserve Center Bldg., 14401 15th Street, Ft. Gordon, GA 30905 POC - Ella Freeman ella.g.freeman.civ@mail.mil (706) 791-7333

Date: Location: Sponsor:

May 14, 2013 Ft. Carson Job Fair 10 a.m. - 2 p.m. Elkhorn Catering and Conf. Center - Ft. Carson, CO CivilianJobs.com (866) 801-4418

Date: Location: Sponsor:

May 14-15, 2013 Ft. Campbell 9 a.m. 5/14, 3p.m. 5/15 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:

May 21-22, 2013 Ft. Campbell - 9 a.m. 5/21 3p.m. 5/22 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:

May 30, 2013 Ft. Benning Job Fair 10 a.m. - 2 p.m. Benning Conference Center, Ft. Benning, GA CivilianJobs.com (866) 801-4418

Date: Location: Sponsor:

June 4-5, 2013 Ft. Campbell 9 a.m. 6/4 - 3p.m. 6/5 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:

June 11-12, 2013 Ft. Campbell 9 a.m. 6/11 - 3p.m. 6/12 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:

June 12, 2013 Ft. Campbell Wounded Warrior Disabled Veteran Job Fair 9 a.m. - 2 p.m. - 1610 William C. Lee Road, Ft. Campbell, KY 42223 POC Harold Riggins Harold.Riggins@us.army.mil (270) 798-6410

Date: Location: Sponsor:

June 18, 2013 Ft. Huachuca - ACAP Job Fair 10 a.m. - 2 p.m. - Murr Community Center, BLDG 51301, Ft. Huachuca, AZ 85613 POC Roger Shepard roger.shepard@us.army.mil (520) 533-7314

Date: Location: Sponsor:

June 18-19, 2013 Ft. Campbell 9 a.m. 6/11, 3p.m. 6/12 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:

June 20, 2013 Robins AFB - Heritage Club 10 a.m. - 2 p.m. CivilianJobs.com (866) 801-4418

Date: Location: Sponsor:

June 25, 2013 Ft. Bragg - Ft. Bragg Club 9 a.m. - 4 p.m. - Bldg. 1-4930, Totten & Armistead Streets, Ft. Bragg, NC 28310 POC Dianna Williams Dianna.Williams@us.army.mil (910) 643-2984

Date: Location: Sponsor:

June 25-26, 2013 Ft. Campbell 9 a.m. 6/25, 3p.m. 6/26 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:

June 26, 2013 Ft. Campbell - Cole Park Commons 9 a.m. - 2 p.m. CivilianJobs.com (866) 801-4418

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.

Date: Location: Sponsor:

July 18, 2013 Ft. Benning - Benning Conference Center - 10 a.m. - 2 p.m. CivilianJobs.com (866) 801-4418

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

Date: Location: Sponsor:

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

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

Read this issue online now at Online.MilitaryTransitionNews.com

Opportunities at Metro Metro honors military service with veteran-friendly hiring. Careers in transportation o=er service members an opportunity to apply their skills and training to succeed. Metro serves as transportation planner and coordinator, designer, builder and operator for Los Angeles County. More than 9.6 million people – nearly one-third of California’s residents – live, work, and play within its 1,433-square-mile service area. Metro One Gateway Plaza Mail Stop: 99-PL-6 Los Angeles, CA 90012-2952 213.922.6217 13-1653tr ©2013 LACMTA

Date: Location: Sponsor:

jobs.metro.net

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 military-friendly companies who actively recruit candidates from the military by offering cost-effective and customized solutions to meet their hiring needs. NEWS

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

May/Jun 2013

NEWS

Innovative product development

Every tenth employee works on new products and processes Generating a business volume of 6 billion USD, Brose is the fourth largest family owned company in the automotive supplier industry. More than 21,000 employees in 23 countries are engaged in the development and production of mechatronic components and systems for doors and seats as well as electric motors in vehicles.

NOW HIRING To apply, please go to www.brose.com or send your resume to detroit@brose.com More than 80 automotive manufacturers and over 30 suppliers trust Brose’s intelligent product solutions designed to meet the ever-increasing demands for environmental compatibility, safety, comfort and cost effectiveness.

Jim, Averitt Associate

experience It is really about the

Whether you’re a veteran CDL-A driver or just starting your career, Averitt gives you the knowledge and experience you need to succeed. To ensure that you get the most out of working with us, we offer positions that will fit you and your lifestyle, no matter how that may change over the years.

Air Wisconsin, a leader in the regional airline industry has openings in Customer Service, Flight Operations, Aircraft Maintenance and Management all across the county. Visit www.airwis.com to learn more about Air Wisconsin and our current openings. We offer great benefits including 401(k), Health Insurance, Vacation and Sick time, Worldwide Travel privileges plus more! Air Wisconsin is an Equal Employment Opportunity Employer.

IF YOU WANT TO BUILD A BETTER CAREER, GIVE AVERITT A LOOK. » 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

cjn-AV-may-experience.indd 1

» Equal Opportunity Employer » Females and Minorities Encouraged to Apply Facebook.com/AverittCareers .

4/2/13 11:06 AM

May/Jun 2013

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.