SALUTE TO MVEs and ARMED FORCES DAY CivilianJOBS.com’s
The Essential Military-to-Civilian Transition Resource May - June 2016
militarytransitionnews.com
by Heidi Lynn Russell Contributing Editor
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hen rating the “value” of a civilian employer, veterans agree that it comes down to knowing who has your back at the end of the day. For some, that means an employer has programs and mentors in place to help them advance their careers and professional development. For others, a valuable employer is one that throws full support their way when they are called to active duty. Some companies make special efforts to roll out targeted programs to recruit veterans as new employees. The businesses that are recognized today as winners of the 2016 Most Valuable Employers (MVE) for Military presented by DeVry University share these attributes and more. Take Domino Amjet Inc., where Eduard Mekler, Project Engineer is a team member. The company empowered him to expand his Navy background as an Electronics Technician by offering tuition assistance to further his education in electronic engineering. “It is impossible to walk through Domino’s office without walking past a Soldier, Marine, Sailor or Airman. Much like its slogan, ‘Do More,’ Domino goes out of the way to do more for our veterans,” Mekler says.
At Bank of America, Erika Paulo says the Global Banking & Markets Veteran Associate Program was “fantastic.” It provides selected veterans with job training and experience in the sales, trading, research and banking businesses over a nine-week period. “The fact that I was in this program with 10 other veterans was invaluable. I never felt alone in the process. Being plugged into a network was key to my success. I found that my strengths - communication, leadership, motivation, organization skills translated universally,” says Paulo, Vice President, Operational Risk Senior Specialist. Glenn Donelin is the Worldwide Supply Chain Program Manager at Intel – but also a Colonel in the U.S. Army Reserves, serving as a Civil-Military Operations Officer for Pacific Command supporting Disaster Response and Humanitarian Assistance coordination. Intel colleagues recently backed him in a strong way. “In late April 2015, when the Nepal earthquake occurred, I was asked to support the Joint Task Force relief coordination from 4 p.m. to 3 a.m. each evening. As a worldwide Supply Chain Program Manager for Intel Corporation in the Customer Fulfillment Planning & Logistics Group, my Intel meetings also can occur at many different times
ANNOUNCING THE
2016 Most Valuable Employers (MVE) for Military® with partners around the world. Numerous Intel team members pitched in to ensure deliverables continued to be met, meetings held and that I actually had a chance to sleep each day. It was very much like the whole team was helping support the relief efforts. Of course, we all hope these type of events do not occur, but it is great to know the entire Intel team is supportive and ready to step in and help when ‘we’ get called,” Donelin says. Sometimes it’s the little things that mean the most to veterans, especially if they’re still serving in the Guard or Reserves, and especially if they’re leaving family members behind. That was the case for John Freed, the Director of Operations for the 111th Reconnaissance Squadron at Ellington field in Houston (with 21 years of military service). He also is a first officer at Southwest Airlines and the Military Liaison to Flight Operations.
“The Southwest-militar y partnership is critical for our nation and maintaining balance for me and my family,” Freed says. He notes that he was mobilized for two years for Operation Enduring Freedom, and Southwest Airlines was very supportive. “They kept in contact with me and my family while I was on military duty, sending gifts to my wife, such as a little framed flag. The card included said, ‘Thank you for your sacrifice and contribution to our country.’ A little bit of love from Southwest goes a long way when it comes to your family. When I came off my mobilization, Southwest
treated me as if I had never been gone. Southwest treated me like gold; it was a great experience,” Freed says. Many companies frequently say that hiring veterans isn’t just good business – it’s also the right thing to do. DeVry University, which is sponsoring this recognition, notes that the winners have taken steps to support veterans, even beyond that. There’s more. Turn to page 8 to learn about the recruiting, training and retention programs that the 2016 Most Valuable Employers for Military are delivering for military veterans.
“DeVry University is honored to be able to help recognize the companies who value the contributions of military-experienced employees. As an educator of veterans, we are fortunate to be able to witness the contributions that military service members make in Corporate America on a daily basis, and we salute the employers who are the 2016 honorees.” - Russell Gill, Vice President Military Affairs
Military Leadership in Action:
A Q&A with Lockheed Martin Executive Vice President Dale P. Bennett by MTN Staff
D
ale P. Bennett is executive vice president of 2016 MVE honoree Lockheed Martin and their Mission Systems and Training (MST) business area. In this role, Mr. Bennett oversees the execution of programs for the U.S. Air Force, Army, Coast Guard, Marine Corps and Navy, as
well as for international military, civil and commercial customers. MST employs approximately 17,000 people across the globe, including more than 2,000 in Australia, Canada, Mexico, the Netherlands, New Zealand, United Kingdom and other countries. MST’s portfolio features more than 1,000 programs, such as the Aegis Combat System, Littoral
Combat Ship, MH-60 helicopter avionics, ocean energy, and military and commercial training systems, including for the F-35 Lightning II. Mr. Bennett served honorably in the U.S. Air Force. He holds a bachelor’s degree in engineering from the University of South Carolina-Columbia, a master’s degree in engineering from Johns
Hopkins University and an MBA from the Sloan Fellows Program at the Massachusetts Institute of Technology. To help commemorate the Most Valuable Employers for Military issue and Armed Forces Day, MTN caught up with Mr. Bennett and asked him continues page 4
INSIDE THIS MONTH’S MOST VALUABLE EMPLOYER ISSUE Transition Talk: The First Step ....................page 3
Feature:
Finance:
Career Coach’s Corner:
Job Fairs:
What’s In Your Record? ...............page 6
Maximize Your Benefits ........page 16
The Best Job For You ..................page 19
Coming to a Town Near You ..... page 22
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Transition Talk Publisher Garrett Reed Managing Editor Kathy Scott Art Director Alec Trapheagen Contributing Editors Janet Farley Heidi Lynn Russell Tom Wolfe Director of Technology Don Nowak Senior Consultant Brett Comerford Consultant Tucker Harrell Account Representative Erin Feeley Account Representative Jillian LeBlanc Account Representative Glen Nelson Account Representative John Skinner 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. ©2007-2016 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. Top right cover photo: U.S. Army photo by Staff Sgt. Andrew Porch, 2nd BCT PAO, 4th Inf. Div. Images accompanying the MVE profiles courtesy of The U.S. Army, Loco Steve and the Official U.S. Navy Page.
go online
by Mike Arsenault Vice President of Candidate Services
Bradley-Morris answers questions from transitioning military job seekers.
Q:
I’m about 16 months from transitioning and I feel completely overwhelmed. Even with TAP and some of the hiring fairs, I still don’t feel confident that I’m doing what I’m supposed to be doing. Can you provide some guidance on where I begin?
A: First off, the fact that you are thinking 16 months ahead
about this important step shows me you are planning properly. I admire your initiative as you’re already ahead of the game. One of the most important things for you to remember is that this is your transition and while many are transitioning with you, each of you will have your own unique personal transition plan. As you begin to develop your plan, make sure it’s fluid enough for you to make changes along the way as needed. To get started, I suggest you get a calendar or create one on your smart phone using Google calendars or any other similar app. Label the calendar “Transition Plan” and begin to set goals and milestones. Additionally, if you have a family, get a three-ring binder, use tabs to separate out months and label it “Family Transition Plan.” Keep the family transition plan out in the open so that your significant others can add notes under pages you might label “Wish List,” “No Way,” and “Great Things Ahead,” “Samantha’s Page,” “Mom,” etc. For your transition plan, make sure you include sections on Finance, Paperwork, Job Possibilities, Friends (who can help you with your job search and be references), and any other item that needs to be addressed. Always make sure that you have a deadline attached to each item.
One of the most trying and time consuming tasks is creating a civilianready resume due to the need to translate your military skills into civilian lingo. Your resume will be crucial not just now as you transition, but it will become a vital tool as you grow your career and add to it. With regards to social media, LinkedIn offers an immediate connection to jobs and groups with people willing and interested in helping you get started. When creating your LinkedIn profile, make sure you use a professional headshot and not one cropped from a family photo and definitely not one that includes your kids, your girlfriend/boyfriend or any other family member. This is your page and that is how it is viewed by hiring managers and business professionals. Once your initial page is completed (and it will be fluid because there are opportunities to add postings, multimedia and more over time), join groups that can facilitate your transition such as veteran mentoring and groups that focus on the job role you’re interested in pursuing. Lastly, and this is one that is often overlooked, make sure you have a professional email address such as Joe.Smith@gmail. com. Your email will be an important identifier of who you are, so don’t use something like PitBull@yahoo.com, Ladiesman@ hotmail.com or JoeandMelanie@gmail.com and make sure your voicemail is appropriately professional as well. Make an effort to visit your Transition GPS (Goals, Plans, Success) page to find more resources that will assist in this process. Best of luck! Mike Arsenault is Vice President 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.
www.ncdps.gov/jobs
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4 “Military Leadership in Action: A Q&A with Lockheed Martin Executive Vice President Dale P. Bennett” continued from page 1 for his advice for transitioning military and veterans. Q: You served in the U.S. Air Force. What were some of your best experiences? What were some of the challenges? A: I entered basic training just a few weeks after I graduated high school. As you can imagine, my four-year enlistment was a growth experience, and I still value the lessons I learned. When the safety and security of others are at risk, you begin to understand accountability and integrity in ways you hadn’t even considered before in civilian life. I also understood what it really meant to deliver on your commitments - to carry out what you have pledged to do. Q: What was your transition/separation like? Anything you would change? A: I went from the service into college, courtesy of the G.I. Bill. At the time, there was little in the way of preparation for reentry into civilian life, let alone college. However, I believe the maturity and self-confidence I attained in the Air Force really prepared me for success in college and later life. After graduation, I was hired by Martin Marietta, which later merged with Lockheed to become Lockheed Martin. At the time, there was no orientation or on-boarding process. I just showed up on my first day and they put me to work. That has all changed now, of course, but at the time I remember it felt a little like being in the service - you showed up and did what you were expected to do. Today, our country pays a lot more attention to the transitioning process. At Lockheed Martin, we are committed to helping transitioning veterans and their families reconnect to civilian life, and we are a part of the White House’s Joining Forces Initiative. In 2014, we signed on to the Philanthropy Joint Forces Impact Pledge to commit $25 million over five years to support military and veteran-
NEWS focused organizations, so we sponsor a number of organizations that have this mission in mind. For example, we actively support The Mission Continues, which helps veterans build new social and professional networks, among other activities, and also work with the U.S. Chamber of Commerce’s Hiring Our Heroes program, which has assisted more than 25,000 veterans find quality employment. Unfortunately, there is a serious lack of rigorous research surrounding the effectiveness of transition programs - that is, how do we know what really works? So, in 2015, Lockheed Martin entered into a $300,000, 5-year commitment to support the Henry M. Jackson Center for the Advancement of Military Medicine’s Center for Public Private Partnerships. The Center will lead a study called The Veterans Metrics Initiative (TVMI), which will track 7,500 veterans from all branches of service and all ranks over a three year period. Through the study, the Center hopes to get a better understanding of which resources veterans are using and which common program elements create the most impact. Q: As executive vice president of Lockheed Martin’s Mission Systems and Training (MST) business area, you are actively engaged with the U.S. Military. How would you compare and contrast the training and skills of the service members who are transitioning today versus those from when you transitioned? A: The U.S. Military is undoubtedly the world’s leader in technical training, and every branch of the service produces highly skilled, capable men and women. As a result, veterans have skills that are keenly in demand in the civilian world - the trick is that many employers do not know much about how readily military training translates into civilian expertise. They often do not know how, for example, a quartermaster might revolutionize your logistics stream. Or they may not be aware of how a radar technician might be your next electrical engineer or data security analyst. Of course, that’s not Lockheed Martin. We are committed to helping veterans transition back to civilian life. We believe it’s the right thing to do, and from our perspective,
it makes good business sense. The military and Lockheed Martin share many of the same values. The military teaches and instills important qualities, such as accountability, empowerment, integrity, delivering on commitments and leadership. Veterans have a lot to offer a private sector company, and for Lockheed Martin, qualities instilled in veterans during their service fit extremely well with our culture. They respond well in high-pressure situations, are strong leaders and solid team players, and are focused on mission success. That is why we actively recruit veterans and have built a dedicated Military Relations team to support recruitment. Each year, this team meets with more than 10,000 transitioning military and veterans at about 200 military job fairs and transition assistance events at military bases. Q: Lockheed Martin has proven its commitment to the men and women of the U.S. Military by hiring a substantial percentage of your workforce from their ranks. How does having a big part of your workforce that is military-experienced affect the culture of Lockheed Martin? A: Lockheed Martin employs more than 22,000 veterans, and in 2015, 36 percent of the company’s external hires were veterans. We were recently recognized as one of 139 semifinalists for the 2016 Secretary of Defense Employer Support Freedom Award given annually to employers for their support of National Guard and Reserve members. From their time in the military, veterans bring a unique perspective to the business. As an end-user, they understand better than any engineer what works and what doesn’t out in the field. This is a tremendous benefit to our business. By incorporating their thoughts and insights into our solutions, we can provide our customers with better systems and services to help them successfully complete their mission and return safely.
May/Jun 2016 encourage everyone to seek education in the pursuit of new skills. After gaining my engineering degree from the University of South Carolina, I continued my education once I began working. I received a master’s degree in engineering from Johns Hopkins and an MBA from the Sloan Fellows Program at the Massachusetts Institute of Technology. This training, as well as lessons learned from my mentors, most of them being veterans, has been invaluable to my career. Whether that’s through a formal program, an online course, or simply seeking out a mentor, there is really no downside to expanding your knowledge base. Q: MTN reaches 200,000 transitioning military and veteran job seekers every month. What advice do you have for them as they seek a civilian career? A: First, look into building a strong social and professional network. Seek out those who have already made the transition and try to get a better understanding of what worked and what didn’t - for them. Lockheed Martin partners with American Corporate Partners (ACP), a national non-profit organization dedicated to establishing one-on-one mentoring relationships between transitioning veterans and business leaders. Second, look us up. Veterans make up a substantial part of Lockheed Martin’s employee population, and for good reason: we actively seek them out. I encourage your readers to check out the site we put together for transitioning veterans at http://www.lockheedmartinjobs.com/ transitioning-military.asp
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Q: It appears from your bio that you advanced your education over your career. Why did you feel that was important? A: I consider myself a lifelong learner, and
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What’s In Your Record? by Heidi Lynn Russell Contributing Editor
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o the civilian world, Nav y LT Tim Mossholder “took a ship out to sea and rode around with guns in boats,” he says. But as Mossholder Tim Mossholder prepared to exit the Navy after serving from 2006 to 2012, he wanted potential employers to see something more. “I was looking for a job to mentor teams of folks and focus on the personnel element of getting things done,” he recalls. Mossholder scored. Today, he’s the Project Manager for Candidate Services at recruiting firm Bradley-Morris, Inc., the parent company of CivilianJobs.com and Military Transition News. How did he figure out how to convey to employers his love for leading? Simply put, he analyzed his military records and gleaned the nuggets that civilian recruiters would appreciate and understand. “Whatever the project happened to be, such as a radar system upgrade, it was very much secondary to my contributions to the agenda of the mission,” he explains. Don’t shortchange any experience, school or training you received during your service, say Mossholder and others. Something that you may discount as “routine” or minor could be highly prized knowledge or an essential skill for a company. But to find the skills that employers value, you have to know how to decipher your records. Here’s how to break it all down. Find Soft Skills in Your Verification of Military Experience and Training (VMET) Report Reading through your records, such as evaluation reports and Verification of Military Experience and Training (VMET), will provide complete and verifiable information about your skills and duties. But focus on the obvious – the soft skills that are right under your nose, Mossholder says. When you look over your documentation, where do you see examples of how you stood out from the crowd? And what skill sets got you to that point? Look for rankings in specific evaluations of your performance or your contributions where you were highly successful. “The goal is this: I don’t care that you turned wrenches, but I want to know you got there 10 minutes early every day,” Mossholder says, adding that companies
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want to see that you’ve put out an effort “to do the best job possible.” When evaluating his own VMET, Mossholder also picked out something else: “There were a lot of things on there I enjoyed doing that were not a part of the job.” Focus on those things, because they could lead you to a rewarding career that you haven’t previously considered, he says. COL Thomas Hiebert, U.S. Army Retired, oversees the Veterans’ Talent Initiative at ADP of Roseland, NJ. Hiebert notes that you can never overemphasize to recruiters the leadership Thomas Hiebert experience found in your VMET. “What we are seeing at this company and across America is that veterans with leadership and management experience are most comfortable doing that – leading teams. At ADP, we have teams. We’ve found that veterans are not only good at that, but also in crunch time, they stand out,” Hiebert says. “They’re so comfortable leading that there are times in the company when things are perceived as being stressful, and the veterans lend cool and calm to teams.” Realize Your Skills are Transportable There are some military occupational specialties that will transport directly into a civilian job. Take Quality Assurance Supervisors or Quality Assurance Inspectors in the Navy. “Most who work in the nuclear capacity don’t realize this is an entire career field,” Mossholder says. You can look for civilian roles such as “Quality Assurance Program Manager” in manufacturing or shipping. “A middleman makes sure that the product is of a high quality before shipping to a customer,” Mossholder says. “If you said, ‘I’ve always worked with pumps, valves and compressors,’ whatever widget it is, you can transport that skill set of verifying that something is ready for the customer.” Look for “Quantifiable” Skills Most employers are looking for results, says Ann Reiter. She’s Regional Veteran Connector for Where Opportunity Knox, an organization that links Fort Knoxarea veterans with civilian jobs around Louisville, KY. Evaluation reports will show quantifiable results on the task, your role in the task and whether you were successful, Reiter says. Say you’re an NCO who oversaw an
infantry platoon. You may not realize this, but you were a Human Resources worker, too. Look for bullets in your evaluations that mirror HR skills. Be ready to offer anecdotes about how you guided your troops in combat or even counseled someone in a crisis. “I say, ‘Find your inner rock star.’ Those are the moments that you did something outstanding that other people should know about. A lot of soldiers laugh initially, but they then come up with good situations with rock-star moments,” Reiter says. Tailor Each Application with Findings from Your Evaluations Deborah Carter is the program manager for Raytheon’s IT Leadership
Development Program. She served 14 years in the United States Air Force in various intelligence, surveillance and reconnaissance roles. Carter notes that most evaluation forms contain a description of the key duties, tasks and responsibilities, and a place where the supervisor provides an assessment of how those duties were performed. Use this as a starting point and framework for tailoring your application to each description posted by the employer. “In my experience, most veterans are providing complete lists of all their training. I think the key is to highlight those schools or experiences that are relevant to the role,” she says. “The hardest thing for me, when I was writing and rewriting my resume for civilian roles, was understanding that even though I had some pretty amazing experiences, if I couldn’t provide the translation, I ran the risk that the hiring manager would skim over it and miss the significance.” When military training doesn’t seem to have a logical fit to skills needed in the civilian job market, there may be ways to augment or bridge the military training with civilian industry professional certifications, she adds. “Training as an air battle manager is very military-specific, but there are portions of that training and work experience that may translate well to roles in the FAA and in airport control tower management,” Carter notes. Heidi Lynn Russell writes about employment and business issues.
Deborah Carter
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Service ∙ Relationships ∙ Teamwork These are the values that define our employees at Rentokil North America. If you are passionate about providing world class service, working in a team environment, robust training, and advancement and development opportunities, then we want to talk with you!
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The CivilianJobs.com 2016 Most Valuable Employers (MVE) for Military® Below and on the pages that follow, please find employer profiles for the 2016 MVEs. The brief snapshots capture some of the highlights regarding why these military-friendly companies are recognized as winners, and why they are employers worth seeking out if you are a military-experienced job seeker. www.accenture.com/military
Accenture (New York, NY): Accenture recently launched initiatives to attract veterans and reservists with aptitude to be successful in a technology, operations or consulting career. The company also waived its standard college-degree requirement for some positions in which veterans are already job-ready with their skills. One initiative, the Accenture Veteran Technology Training Program, helps veterans become Java programmers. Accenture awards scholarships to a two-month course provided by Udacity, an online education company included in the White House TechHire Initiative. Other primary military recruiting initiatives include the Accenture Student Veteran Program and the Accenture Junior Military Officer Program. Accenture’s top five U.S. locations for veteran hires are: Washington, D.C.; San Antonio, TX; Atlanta, GA; Charlotte, NC; and Austin, TX. www.aecom.com
AECOM (Los Angeles, CA): Nearly one-third (27 percent) of AECOM’s employees are veterans. The defense, aerospace and engineering firm provides services to more than 20 federal agencies, including Defense, NASA, Energy, Homeland Security and intelligence areas. AECOM conducts business in nearly 100 countries and veterans have access to opportunities in a network of any office globally, says Kenneth L. Reese Director, Talent Acquisition. “Our primary recruiting focus is on skilled trades with a preference for military experience,” he says. “Our recruiting strategy has been to develop and maintain solid working relationships with local (Department of Labor) offices, military transition offices and technical schools within the state.” AECOM has also held numerous job fairs on military installations. www.aetna-veterans.jobs/
Aetna (Hartford, CT): As one of the nation’s leading diversified health care benefits companies, Aetna serves an estimated 46.5 million people with health care resources. The company attends multiple virtual veteran recruiting fairs throughout the year, says Joseph Motes, Senior Recruiter. “We have implemented a process that ensures every Veteran that applies to an open position be contacted within 21 days,” Motes says. He adds that the company performs “a competency-based screen” designed to translate veterans’ skill sets into Aetna’s open positions. Opportunities range from IT, to nurses and doctors, to customer service. Locations include Connecticut, Pennsylvania, Florida, Texas, Arizona and multiple work-at-home options. “Military values equate to Aetna values: Integrity, Excellence, Inspiration and Caring,” Motes says.
May/Jun 2016
www.adm.com/en-US/careers/militaryrecruiting
Archer Daniels Midland (Decatur, IL): Archer Daniels Midland employees support military colleagues, whether they are away for their two-week National Guard training or deployed for extended periods of time, says Dean Espenschied, Employee and Labor Relations Representative. “This can be through the distribution of care packages to the service member, checking in on family members who remain at home and making accommodations to ensure a smooth transition upon their return,” Espenschied says. The company is one the world’s largest agricultural processors and food ingredient providers. It has partnered with the Illinois National Guard, ESGR and Illinois Department of Employment Security to host a hiring event, participated in 11 military career fairs in 2015 and worked with military installations to support transition assistance programs.
www.bankofamerica.com/ militarysupport
Bank of America (Charlotte, NC): Since 2009, Bank of America has provided more than $17 million in financial support to military nonprofits, including $3.3 million in 2015. “We also had nearly 4,700 employees contribute more than nearly 40,700 volunteer hours at nearly 660 military events in 2015,” says O’Hentrice Love, Communications Manager. A world-leading financial institution, Bank of America offers investing, asset management and other financial and risk management services. The company provides veterans with career advancement programs, such as the Global Banking & Markets Veteran Associate Program and the Global Technology & Operations program. It also offers a Military Support & Assistance Group, which offers leadership development for veterans through networking, mentoring and information forums. MSAG has 36 chapters and more than 7,000 members.
www.bnsf.com/careers/military
BNSF Railway (Fort Worth, TX): Today’s BNSF Railway is the product of nearly 400 different railroad lines that merged or were acquired during a 160-year period. The company has a strong military recruiting program with a long tradition of hiring veterans. During the last 10 years, BNSF has hired more than 8,000 veterans, which equates to about 17 percent of its workforce, says John H. Wesley III. The railway offers enhanced and extended benefits for veteran employees called to active duty in support of Overseas Contingency Operations. Those include make-whole pay and company-provided sustained health care benefits for the duration of the orders, to include coverage for family members. BNSF also attends about 50 veteran-focused job fairs and recruiting events annually.
www.boeing.com/careers/ military-and-veterans/
www.alliedbarton.com
AlliedBarton Security Services (Conshohocken, PA): The transition from a military career to AlliedBarton Security Services “is typically a very smooth one due to the nature of our industry, as our operating procedures and organizational structure are often similar,” says Jennifer Jones, Director, Regional Recruiting. “They arrive with knowledge and experience in security practices that allow them to hit the ground running.” Jobs include: Security Officer, Supervisor, Account Manager, Field Operations Manager and Recruiter. AlliedBarton’s “Hire our Heroes” initiative involves a Veteran Hiring team leader, who oversees an effort to partner with many Veteran Service Organizations. The company also trains non-veteran recruiters on hiring the military and interpreting resumes.
The Boeing Company (Chicago, IL): Boeing “is fully committed” to supporting veterans by employing more than 21,000 veterans and backing a variety of veteran-specific programs, says Sandra Parker, EEO Compliance Specialist. Boeing and its employees support more than 780 military- and veteran-related organizations and events annually and contribute more than $10 million dollars annually to military and veterans’ organizations and efforts. The company has invested heavily in The Mission Continues Fellowship Program, supporting 90 “fellows.” Additionally, as a lead partner of RallyPoint/6, Boeing works with the veteran service community in the Pacific Northwest to establish a community-based model of collective support. Boeing participates in numerous career fairs annually, such as the Veterans in Aerospace Symposium, which educates veterans on transitioning to aerospace careers.
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CACI International Inc. (Arlington, VA): CACI provides information solutions and services in support of national security missions, and nearly one-third of its 16,300 employees are veterans. “CACI offers ongoing peer support, mentorship and a culture of understanding where veterans can continue to thrive and grow,” says Denyse Gordon, Senior Manager, Veteran Support Diversity & Inclusion. CACI will be adding military-experienced employees in every state, Western Europe and Asia. For the last four years, the company has hired 800 veterans on average per year, and during the first five months of fiscal year 2015, CACI hired over 900 veterans. Veterans are employed in 563 different job titles, and disabled veterans are employed in more than 300 different CACI job titles.
www.capitalonecareers.com/military
Capital One (McLean, VA): Capital One’s military recruiting team has attended a veteran hiring event nearly every week since 2012, says Thomas Downs, Manager, Military and Diversity Talent Acquisition. In addition to hiring more than 2,000 veterans and military spouses in the past three years, Capital One was awarded the Employer Support of Guard Reserve Freedom Award from the Secretary of Defense/ Department of Defense in 2014. The company is also an active supporter of the U.S. Chamber of Commerce’s Hiring Our Heroes program. Capital One has a military network at every location for associates to join. Additionally, the company has a military mentorship program for new employees, to ensure their transition to corporate America is smooth, Downs says.
www.csx.com
CSX Corporation (Jacksonville, FL): All veterans are welcomed into CSX Corporation’s central training center, where they receive information about VA “On the Job” programs to see if they qualify for VA benefits while training at CSX. The company also has a military Employee Resource Group, where all new Veteran employees are provided a military mentor at their new worksite, says Steve Toomey, Military Talent Advisor. The company also partners with over 40 active duty military facilities; Guard and Reserve Career contractors in 20 states; many technical schools and colleges with veteran students; military groups such as VFW, DAV, AL, VEC, FRA; and many local organizations such as Operation New uniform, Wounded Warrior Project and Jacksonville Military Veteran Coalition. www.careers.davita.com/military
DaVita Kidney Care (Denver, CO): As a national leading provider of dialysis services, DaVita Kidney Care treats patients with chronic kidney failure and end stage renal disease. More than one-third of veterans hired in 2015 were licensed professionals, including registered nurses, registered dietitians and social workers. The company attended 17 military career fairs. DaVita partners with the Veteran Jobs Mission, Employer Support for the Guard and Reserve and Military Spouse Employment Partnership. Last year, DaVita launched Veterans 2 Village, a program to support current veteran employees and help new hires adjust to the company culture. “The program is still in its infancy but will be a great impact to DaVita and its veterans,” says Mike Blackburn, Military Recruiter.
www.capstonecorp.com
military-veteran-jobs.deloitte.com
Capstone Corporation (Alexandria, VA): Veterans are in high demand at Capstone, a solutions and services provider that supplies missioncritical support to the federal government. The company has several new pending contracts “that will require almost exclusively current and former military personnel to support our customers. In all, we expect to hire an additional 168 employees with military backgrounds in the next 12 months, an increase of 25 percent in the overall size of our company,” says John J McNally III, Senior Vice President, Growth. The company supports customers in over 20 states and six overseas locations. Most expert positions require security clearances. “We find that former military meet all these requirements and perform to our high expectations,” McNally says.
Deloitte (New York, NY): A significant portion of Deloitte’s militaryexperienced talent supports the company’s Federal practice, primarily based around Washington, D.C. However, Deloitte has over 100 office locations nationally, and military-experienced talent is in most of them, says Laura Cogan Cerria, U.S. Communications. “Many veterans utilize their experience and relationships as Specialists, which allows them to focus on specific industry/agency or role knowledge,” she says, adding that this “allows Deloitte to harness our military-experienced talent’s extensive knowledge base to bear to solve complex government and industry problems.” Deloitte participates in about 25 hiring events per year, including Service Academy Career Fair, Military Officer Job Opportunities, RecruitMilitary hiring events, MBA Veteran Hiring Event, as well as many local on-base events.
www.aboutschwab.com/work-at-schwab/military
Charles Schwab & Co. (San Francisco, CA): In 2012, Charles Schwab & Co. began work on a new strategy to propel veteran hiring, called, “Forward March: Taking the Next Step with Schwab.” It provides expanded training for Schwab talent advisors “in working with service members and their families, helping to translate military resumes and spot key talents and strengths most transferrable to the work done at Schwab,” says Allison Hubbard, Sr. Team Manager. The program also provides training for hiring managers and help to new employees to get used to the company culture. Schwab offers the Military Veterans Network, an Employee Resource Group. Schwab also signed a statement of support with the ESGR. Beginning in 2012, numerous managers have received Patriot Awards.
www.devonenergy.com/
Devon Energy Corporation (Oklahoma City, OK): Devon Energy is a leading independent oil and natural gas exploration and production company. It has more than doubled its onshore North American oil production since 2011. The company was selected as a Freedom Award recipient in fall 2015. Devon offers resume and interview workshops to local veterans. “We have combined our efforts with the local National Guard and Reserve bases to reach as many veterans as we can and we will continue to do so in 2016,” says Kalley Hamilton, Military Affairs and Recruiter. Devon sponsors events to bring military families together. Recently, the company donated over $30,000 worth of NBA tickets to military families. It also has a veteran knowledge network intranet site to help employees stay connected.
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NEWS www.domino-printing.com
Domino Amjet (Gurnee, IL): Domino Amjet printers have electrical components, and the training provided in the military is “a great base for learning,” says Witney Rightler, Human Resources Manager. “Domino has a strong commitment to sourcing for technical positions with military experienced candidates. Our experience has been these employees can get up to speed quickly with the technology and are committed to getting the job done right,” she says. Domino Amjet targets military-experienced personnel for many technical roles, specifically, Customer Service Engineers and Installation Engineers. This year, Domino is adding onsite meetings with the Great Lakes Naval Base to get the word out about opportunities. Eighteen percent of 2015 new hires were military, and overall, 13 percent of employees have military experience.
www.eaton.com/militarycareers
Eaton (Cleveland, OH): Eaton has developed a “Hire to Retire” philosophy, which is based on assessing and selecting talent “that demonstrates the best potential to grow a long-lasting, rewarding career at the company,” says Jerome Richard, Senior Military Recruiter. The company hosts regular virtual meetings for those who are transitioning. It also has a Veteran Employee Support Group. And a Military Talent Scout Network ensures each Eaton U.S. facility has a local attraction and retention strategy. Additionally, to ensure an outstanding start to a military veteran’s career, Eaton has established a Buddy Program as part of the Military Talent Scout Network. “We often receive benchmarking requests from other companies so they can learn from the success we have enjoyed,” Richard says.
May/Jun 2016
www.fdmgroup.com
FDM Group (New York, NY): Veterans who come through the FDM Group’s employment program demonstrate “workplace know-how that puts them ahead of the curve for adapting to the corporate work environment of our clients,” says Monica Thysell, U.S. Marketing Team Lead. The company aims to fill positions for entry level IT Consultants. “In addition, we will be recruiting more experienced veteran individuals for opportunities as Senior Project Managers,” Thysell says. FDM’s Head of Veteran Initiatives attended 57 veteran-specific career fairs in 2015 and visited various military bases. FDM also worked closely with the Department of Veterans Affairs to review training curriculum. “Eligible veterans are able to utilize generous education support benefits (including their G.I. Bill) while receiving their intensive IT training with FDM,” Thysell says.
www.wehireleaders.com
First Command Financial Services Inc. (Fort Worth, TX): Forty-four percent of First Command’s workforce is former military. The company actively recruits transitioning military service members and military spouses to work in its home office in Fort Worth, Texas, (as financial advisors) and to work in field offices in over 180 locations, primarily near military bases, says Susan Smith, Program Manager, Advisor Recruiting. Ten recruiters seek new hires through a variety of channels. First Command pays for each Advisor Trainee’s licensing materials and testing. Once they acquire their appropriate licenses, it provides a robust training program. All new advisors have mentors. First Command is also a supporter of Employer Support of the Guard and Reserve and a partner of the Military Spouse Employment Partnership.
www.careers.edwardjones.com www.firstdatasalutes.com
Edward Jones (St. Louis, MO): Edward Jones has found veterans’ skills align with those needed to be a successful financial advisor, says John Boul, Global Media Relations Manager. Veterans-turned-financial advisors make up about 12 percent of financial advisors. Veterans hired under the recruiting program, called FORCES, participate in extra branch training. When a financial advisor is called to active duty, the firm works one-on-one with the branch team to support the office during their absence. “It is common to hear stories from financial advisors who have returned from active duty talk about their families receiving gift baskets, being helped with home or yard repairs, in addition to their own receipt of care packages from other branch teams and clients while abroad,” Boul says.
First Data (Atlanta, GA): Through a strategy called “First Data Salutes,” the military community at First Data has access to career opportunities and “best-in-class education resources,” says Melissa Bird, Military Project Manager and Communications. Since the launch of First Data Salutes in 2014, the percentage of new hires has increased from 2.5 percent to 15 percent. In 2015 alone, First Data’s overall U.S.-based military-affiliated population grew from 6.4 percent to 7.8 percent. In early 2015, the company also launched the Military Affinity Group, a company-wide network. First Data opportunities span a wide variety of positions, including IT, security, operations and production, project management, human resources, finance and sales. First Data has signed several commitments with the Employer Support for the Guard and Reserve.
www.exeloncorp.com/careers www.fluor.com
Exelon Corporation (Chicago, IL): Exelon offers veteran employees the resources “to design, build and enhance a successful career,” says Griffin Goldin, Talent Acquisition Programs Manager. The company has 18 approved sites for the On-The-Job Training (OJT) Program, which offers an alternative way for veterans to use the VA (GI Bill) education and training benefits. Exelon’s approved programs include Nuclear Station Operators, Overhead Linemen, Equipment Operators, Instrument Maintenance Technicians, Reactor Operators, Electricians and Security Officers. The company also targets military candidates for the Cornerstone Program. This 12-week, comprehensive developmental training initiative is for leadership personnel as they enter the company and also is for seasoned veterans in the industry who desire to build upon their skills.
Fluor Corporation (Irving, TX): Much of Fluor’s overseas work was once the responsibility of the military. Positions include engineering, logistics, project controls, contracts, craft, procurement, safety, administrative, project management and military-specific positions. “As Fluor takes on these assignments, we will continue to have opportunities to hire the military veterans who held similar positions while they were in uniform,” says Holly Snow, HR Recruiting Supervisor. She notes that Fluor’s greatest recruitment tool is its participation in the Chairman’s Circle of Hiring our Heroes’ Veteran Employment Advisory Council. Fluor also is connected to the ACAP and TAP offices at military bases worldwide. The company maintains a strong relationship with local Wounded Warrior groups and other veteran staffing agencies that provide veteran hire referrals.
May/Jun 2016
11
NEWS www.frontier.com/careers/overview
www.hiltonworldwide.com/ militarycareers
Frontier Communications (Norwalk, CT): Frontier Communications offers telecommunications products to small/medium town and rural areas in 28 states. The company is growing exponentially and wants to expand hiring to include not only military members but also their spouses and partners, says Karlian Brown, Recruiting Specialist. Open positions include engineering, technology, sales, customer service, marketing, finance, accounting and field operations technician. “Frontier has training setup based on business units to ensure employees are getting the proper resources to complete their job,” Brown says. The company participates in veteran job fairs and maintains partnerships with Veterans Jobs Mission, Joining Forces, Armed Forces Foundation and Honor and Remember Foundation. Thirteen percent of the workforce is former military, and in 2015, the company hired 375 veterans.
Hilton Worldwide (McLean, VA): “Operation: Opportunity” is Hilton Worldwide’s commitment to provide extensive support to military veterans and their families, including helping 10,000 veterans, military spouses and dependents find a hospitality career, says Nina Madoo, Military Programs Contractor. Hilton Worldwide is one of the fastest growing hospitality companies in the world, with more than 4,600 properties in 100 countries and territories. The top five hiring states are Florida, Nevada, California, South Carolina and Hawaii. Veterans who self-identify and meet the basic qualifications for the position are given screening preference. The Military Programs team regularly reaches out via resume databases like Hiring our Heroes, Heroes 2 Hired, Indeed and LinkedIn. In addition, Hilton continues to seek and hire National Guard and Reservists.
www.usajobs.g4s.com
www.careers.homedepot.com/ military-commitment
G4S Secure Solutions, (USA) Inc. (Jupiter, FL): Since committing to the White House’s Joining Forces initiative in August 2011, G4S Secure Solutions has seen more than 16,000 veteran hires and has retained more than 50 percent of them, says Nikki Gordon, Director, Talent Acquisition. The company focuses on advancing the security of businesses and governments and has operations in more than 100 countries. “Consistently, our new hire population is between 22 percent to 26 percent military veteran each year,” Gordon says. The company’s relationship with the U.S. military “is both valued and nurtured by everyone at G4S,” Gordon adds. For example, G4S assisted the Navy by participating in a review of basic training curriculum for the Master-at-Arms (MA) rating. G4S also attends career fairs at military bases nationwide.
Home Depot (Atlanta, GA): In 2012, The Home Depot committed to hire 55,000 veterans in five years. The company reached that goal in mid-2015, thanks in part to the hiring of 19,000 veterans last year, says Matthew Harrigan, Manager, Public Relations. The company offers a mentorship program for associates with military backgrounds. It also participates in the Army’s Transition Assistance Program. An employee resource group, called the “Military Appreciation Group,” assists activated Reservists and has developed transition programs for new hires, as well as community support for military families. And The Home Depot Foundation has committed more than $110 million to the improvement of 25,000 homes for veterans since 2011. Through Team Depot, an associate-led volunteer force, veterans can join the Foundation’s efforts.
www.ge.com/veterans
www.HyundaiCareers.com
GE (Fairfield, CT): In 2012, GE’s CEO made a public commitment to hire a minimum of 1,000 veterans a year for five years. “We are entering our last year of that campaign and have hired 4,801 veterans through December 31, 2015,” says Kris Urbauer, Program Manager, Military Recruiting. “We plan to begin a renewed campaign once we reach the 5,000th hire,” she adds. The company has veteran talent in all of its businesses. It also has a world-class rotational program, the Junior Officer Leadership Program, in which participants experience three business functions. GE has a Veterans Network affinity group, which helps with referrals and support. Last year, the company attended 35 hiring events and ran multiple referral campaigns to attract talent.
www.halfaker.com
Halfaker and Associates (Arlington, VA): Halfaker and Associates is not only hiring former military, but also supports charity organizations, says Adam Snow, Project Manager. All employees can join the Continuing to Serve Committee, which plans and executes all of Halfaker’s “Corporate Social Responsibility” activities. The company also was a sponsor of the Department of Defense Warrior Games. Employees volunteered at the Warrior and Family Transition Fair and also at Swimming and Track and Field events. Halfaker creates technology solutions in the areas of Advanced Analytics, Software Engineering, IT Infrastructure and Cyber Security to help government organizations perform critical missions. In addition to using job fairs, military organizations and an extensive network to locate candidates, the company works closely with Wounded Warrior Project’s “Warriors to Work.”
Hyundai Motor America (Fountain Valley, CA): Hyundai Motor America has created a website (HyundaiCareers. com) where dealership managers can identify veterans and reach out to them via email regarding open positions. Hyundai targets veterans with logistics or diagnostics experience, because they have some needed training already. The company visits career fairs and base career centers to offer advice for separating veterans and their spouses. Those who register on the site can take advantage of Hyundai Technical training at no cost online and in Hyundai Training Centers. The company has placed 116 veterans in dealerships in the last year and over 1,500 since 2007. Hyundai Motor America is an Army PaYS corporate partner. This spring, Hyundai headquarters launched an Employee Resource Group targeted toward veterans.
www.intel.com/go/veterans
Intel Corporation (Santa Clara, CA): Intel set a new Guinness World Record on Veterans Day 2015, when hundreds of employees at major U.S. sites suddenly dropped to their hands, en-masse, to do pushups. The goal was to break the existing Guinness World Records mark of 734 people sweating out pushups all at one time. “We succeeded with a total of 1,286 employees sweating for vets at our site in Hillsboro, Oregon,” says Tonya Bowes, Sr. Marketing Manager, Global Diversity and Inclusion. As a result, Intel gave $100,000 to a pair of veterans’ non-profit groups as part of the national #GiveThem20 program. Intel is affiliated with the American Corporate Partners, Hiring Our Heroes, U.S. Chamber of Commerce Foundation and the Veteran Jobs Mission.
www.CCC-NORTH.com
Heavy Equipment College of California (Stockton, CA): Instructors and Admissions Reps that are military are desired by Heavy Equipment College of California, due to their ability to easily connect and assist a military student population says Tina McGee, Veteran Education Representative. This Accredited Training Facility offers three training levels in heavy equipment operations and is also an approved testing site for the National Commission for the Certification of Crane Operators. In 2015, the school opened a new location in San Bernardino, CA, and it is in the process of opening a new location in Tacoma, WA. Instructors, Veteran Education Representatives, Admissions Representatives and Career Services Representatives are needed. Instructors receive training through the National Association of Heavy Equipment Training Services to become Certified Trainers.
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NEWS www.jdog.com
JDog Junk Removal and Hauling (Berwyn, PA): Franchisor JDog Junk Removal and Hauling has expanded, both with locations and also in offerings to veterans wanting to open their own franchise operations. The company has grown from five to 33 locations, with a goal of having more than 100 locations by the end of 2016. Lauren Lampe, Marketing Director, says JDog has a “sustainable competitive advantage,” because it franchises exclusively to military families. The franchisor wants to eventually employ 10,000 veterans. It has instituted a flat-rate royalty structure rather than a royalty based on sales, and it doesn’t charge franchisees for website support or any press exposure. “This enables the franchisee to retain more of their hard-earned revenue (and) enjoy the benefits and support they deserve,” Lampe says.
www.jpmorganchase.com/veterans
JPMorgan Chase & Co. (New York, NY): The JPMorgan Chase Military and Veteran Recruiting team, 80 percent of whom are veterans or Reservists, creates annual recruiting plans to support each Line of Business (e.g., Corporate & Investment Banking, Commercial Banking, etc.) in their veteran hiring goals, says Kim Morton, Communications Senior Associate. Just as integral to the firm’s success in hiring veterans and service members are its Military Veteran Internship and Military Officer Executive Development programs, she says. Initially launched three years ago in JPMorgan’s Corporate & Investment Bank, the 12week paid internship program will be firm-wide in 2016 and is expected to double to approximately 70 participants. Additionally, the Office of Military and Veterans Affairs works with many teams to ensure veterans remain engaged and supported.
May/Jun 2016
www.lendmarkfinancial.com
Lendmark Financial Services, LLC (Covington, GA): Aligning with its parent company, The Blackstone Group L.P., Lendmark Financial Services committed to supporting and hiring military veterans and their spouses last year. In January 2015, the company launched the Veterans Integration Program. Ten percent of new hires were veterans or military spouses. “Our recruitment strategy involved ESGR, National Guard, Hiring Our Heroes, Military Spouse Employment Program and DOL VETS,” says Paulette R. Jones, HR Program Manager. During the last quarter of 2015, Lendmark implemented a military buddy new hire onboarding program, designed to partner existing employees who are veterans with new military veterans for 12 months of adjustment. Lendmark also created a Veterans Forum, consisting of executives and veterans, “for ideas and proactive, real-time engagement,” Jones says. www.level3.com
Level 3 Communications (Broomfield, CO): Between 2013 and 2016, Level 3 Communications has been actively recruiting veterans into the Operations Tech Academy, a developmental opportunity as part of Level 3’s North American Operations team. The goal is to include 30 percent military recruits in 2016 classes, says Amy Dietrich, Director of Organizational Development & Effectiveness. Ops Tech Academy prepares employees for roles in Field Operations, Planning, Access Management, Managed Services, Service Management, Media Operations and Service Delivery. In 2015, Level 3 attended 19 career events on military bases. The company is a partner of Direct Employers, Recruit Military, LeaderQuest and organizations such as Employer Support of the Guard and Reserve and Hiring Our Heroes. Additionally, the company’s Veteran Employee Resource Group provides transition assistance.
www.kpcareers.org/article/military www.lockheedmartin.com
Kaiser Permanente (Oakland, CA): During the past two years, Kaiser Permanente has been recreating its entire military recruitment process, says Tabitha S Harper, Project Manager, Veterans Recruiting. Kaiser Permanente is one of the nation’s largest not-for-profit health plans, serving 10.2 million members. The group has initiated a two-year Junior Military Officer Associate rotational program. Its website, kpcareers.org/military, includes a Military Skills translator and access to the Military Talent Network. Veterans may fill various roles including analyst, manager, project lead, director, RN and physician. In the past year, Kaiser Permanente hired a Manager of Military Recruiting and designated specific recruiters within each of the KP regions. The group also offers leadership courses to help veterans develop as they continue to grow within the organization.
Lockheed Martin (Bethesda, MD): About one-quarter of the workforce at defense/aerospace contractor Lockheed Martin is former military, and the company plans to hire more in all parts of the business, potentially in 47 States and in foreign locations, says Teri Matzkin, Manager, Strategic Sourcing and Military Relations. Military Relations Managers attend approximately 200 military hiring events across the country, plus conduct coaching and transition planning meetings for “returning warriors” (217 in 2015). Lockheed also offers a fully military-branded transitioning careers website, with military occupational code translation, career path suggestions, regular military/wound warrior chats with military recruiters and social media feeds and links. In total numbers, during the past six years, Lockheed Martin hired 17,944 veterans, of which 5,322 transitioned directly from military service.
www.leidos.com www.mantech.com
Leidos (Reston, VA): Leidos designs and develops high-technology products. Those include customized and standard hardware and software such as automatic equipment identification technology, sensors and nondestructive imaging and security instruments. The company participates in over 100 veteran-related events annually and also in military events and job fairs, where it reaches hundreds of veterans each month. Open positions range from intelligence analysis, to systems/ software engineering, to healthcare and biomedical research. “Our percentage of veteran employees rose from 15 percent to 17 percent and veteran hires rose from 17 percent to 18 percent from 2014 to 2015,” says Alex Verhulst, Talent Acquisition Specialist, Military Veteran Outreach. An employee resource group, called the Military Alliance Group, is dedicated to veteran-related efforts around the company.
ManTech International Corporation (Fairfax, VA): ManTech has a Military and Veteran Affairs Office dedicated to hiring and retaining veterans. “One of the MVAO’s responsibilities is to ensure that veteran resumes receive visibility from our recruiters and hiring managers,” says Charles Miles, Director of Military Programs. ManTech handles defense, intelligence, law enforcement, science, administration, health and other governmental needs worldwide. During 2015, ManTech recruiters attended 48 military oriented job fairs and connected with thousands of veterans, ultimately hiring 733, which accounted for 31 percent of ManTech’s total new hires last year. Many employees with military experience work overseas, supporting active military in missions of national importance. Therefore, ManTech’s “ConstantCare” program gives them and their families direct contact with knowledgeable ManTech HR staff to manage concerns.
May/Jun 2016
13
NEWS www.mmc.com/join-us/overview.html
Marsh & McLennan Companies (New York, NY): Marsh & McLennan Companies has publicly agreed to hire 500 veterans by the end of 2016 and has brought on a full-time veteran director to achieve the goal. In 2015, the company also hired a full-time veteran program manager to provide expert management of a Veteran Talent Initiative. Upon hire, new employees are encouraged to join the Veteran Colleague Resource Group, where they are assigned a “buddy,” or peer advisor. The company has grown that group to over 700 members in two years, says James Tongate, Program Manager of Military & Veterans Affairs. Marsh & McLennan Companies is a global professional services firm with 60,000 employees that offers advice and solutions in the areas of risk, strategy and people. www.navyfederal.org
Navy Federal Credit Union (Vienna, VA): Navy Federal is a member-owned, not-for-profit financial cooperative with almost 6 million members, a global workforce of more than 13,000 employees and more than $72 billion in assets. Nine percent of employees are veterans. “We frequently partner with centers on post or base, e.g., Fleet and Family Readiness Programs, to advertise job openings,” says Gina White, Communications Specialist II. The credit union focuses on professional development with its Learning and Development branch, which has offered 888 workshops and 159 virtual workshops attended by 14,996 employees. “We’ve had no layoffs during our nearly 83-year history. Even during economic downturns that have significantly affected other institutions in the financial industry, we have absorbed excess positions through attrition and reassignment,” White says.
www.pw.utc.com/
Pratt & Whitney (East Hartford, CT): Veterans can apply to all Pratt & Whitney’s (P&W) rotational/training programs, including shop floor, general management, finance and engineering, says Michael Flatley, Program Manager, Israel. Additionally, P&W is running both Quality and Tool Making apprentice programs and is making selections for a Machine Tool apprentice program. P&W has former and current military leaders serving across all areas of the company and at all levels, to include the President of Aftermarket, the Vice President of Military Engines Business Development and the Director for Military Engines Domestic and Aftermarket Business Development (who continues to serve as a Colonel in the Air Force Reserve). Pratt & Whitney is a world leader in the design, manufacture and service of aircraft engines and auxiliary power units. www.pse.com
Puget Sound Energy (Bellevue, WA): Puget Sound Energy (PSE) is seen by the local military community as “a great option” for civilian employment, says Tyler Friess, Recruiter. “PSE is very lucky in that we have local Army, Air Force, Navy and National Guard bases, where we participate in seasonal recruiting fairs and networking events,” he says. Former military employees work in a variety of departments, including, HR, Accounting, Executive, Administrative and Skilled trades. The company boasts “a strong core” of employees who mentor and provide resume and interview coaching. In 2015, the company attended 11 events focused on military outreach. “We also try to catch any new employees as they go through our New Employee Orientation and link them with the affinity group (for veterans),” Friess says.
www.omniplex.com and www.omniplex.jobs
www.ryder.com
OMNIPLEX World Services Corporation (Chantilly, VA): OMNIPLEX is not just a military-friendly company. Its work environment is similar to a military organization’s, says Matthew J. Keller, Director, Recruiting. “Our uniforms may be different than those formerly worn by our veterans, but the mission is the same,” he says. OMNIPLEX delivers high-quality background investigations and personnel security to government agencies. It has partnered with the Veteran’s Administration and has an approved training program designed by veterans. Veterans can receive monthly G.I. Bill payments while learning physical security, investigations and human resources skills. The company is also partnered with Employer Support for the Guard and Reserve and has policies to allow Reserve and National Guard personnel to attend trainings without losing full-time pay and benefits.
Ryder System Inc. (Miami, FL): Ryder System Inc. offers a Veteran Buddy Program, pairing current Ryder veteran employees with new veteran employees. The “buddy” is available to help new hires assimilate to their work environment, says Michael Raley, Manager, Recruiting and Veterans Initiative. Ryder System is an active member of the Veterans Employment Advisory Council with Hiring Our Heroes through the U.S. Chamber of Commerce. Ryder attends multiple Veteran recruiting and transition events throughout the year, and nine percent of the workforce is former military. “We also have a veteran widget on our recruiting dashboards to alert each recruiter to a new veteran application immediately,” Raley says. The company is a leading provider of commercial transportation, logistics and supply chain management solutions.
www.orthoclinicaldiagnostics.com
Ortho Clinical Diagnostics (Raritan, NJ): Ortho Clinical Diagnostics makes in vitro diagnostics products. As the company continues to transform its organization, identifying top talent is critical, says Everette Brown, Head of Talent, North America. “We have recently this year hired veterans in director level roles down to analyst level, and these colleagues are acclimating and performing well,” Brown says. Last year, 25 percent of new hires were veterans, totaling 500 in all. Jobs where former military members are a good fit include Engineering (Electrical, Electro, Biomedical and Mechanical), Operations, Supply Chain, Sales, Marketing, Human Resources, Quality, Regulatory and Compliance and Finance. The company also goes to Fort Drum, NY, up to four times per year for Army Career and Alumni Program Career Fairs.
www.schneiderjobs.com
Schneider (Green Bay, WI): Transportation, like the military, is fastpaced and dynamic, says Janet Bonkowski, PR Manager. “We’re looking for associates who can hit the ground running with critical thinking skills, leadership and motivation. We find all of these characteristics in those with military experience,” she says. Currently, over 28 percent of associates have a military background, including many senior leaders. Schneider is a key partner with the ARMY EPO, PaYS, ESGR and the VETBIZ organizations. The company is also involved in Marine For Life programs and the 100,000 Jobs Mission. A notable veteranfriendly initiative is the Vet to Vet Training Program, which matches newly hired driving school graduates coming out of the military with Schneider driving training engineers with a military background.
www.patenergy.com/drilling
Patterson-UTI Drilling Company LLC (Houston, TX): Patterson-UTI Drilling has a “New To Industry” training program that assists veterans in making the transition to the corporate culture, say Rob Emr, Director of Talent Acquisition, and Methella Green, Military Recruiter. Patterson-UTI and its subsidiaries operate land-based drilling rigs, primarily in oil and natural gas-producing regions of the continental United States and western Canada. Given market conditions, Patterson-UTI is currently not hiring. However, the company works with various military organizations such as NextOp and LoneStar Vets, to help with resume writing, interview skills and to build a candidate pipeline for future positions. Employees also volunteer with Hiring Our Heroes and ESGR, among others. The company’s goal is to hire 40 percent military veterans. Thirty-two percent of employees are veterans.
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NEWS www.saic.com
Science Applications International Corp. (SAIC) (McLean, VA): AIC designs and develops services that support diplomatic missions, warfighter requirements and advanced exploration of the ocean floor and outer space. “In addition to excellent work ethic, our veterans also hold security clearances vital to a timely and successful completion of our contract requirement,” says Lauren Presti, Sr. Media Relations Specialist. SAIC offers formal training courses and certifications based on the needs of specific job tracks. Veterans can sign up for a sponsor to help with their career transition through SAIC’s Military Alliance Group. The Reservist Support Network also assists SAIC employees who are being recalled to active duty. SAIC has established relationships with multiple nonprofits supporting veterans, including The Wounded Warrior Project, Paralyzed Veterans of America and Operation Homefront.
May/Jun 2016
www.stanleysecuritysolutions.com/
STANLEY Security Solutions (Indianapolis, IN): Jim Cannon, President of STANLEY Security Solutions, was an Armor Officer and Infantry NonCommissioned Officer in the Army. “He has firsthand experience to know what it takes to be successful in the military, as well as at STANLEY,” says Heather Halmi, Director, Talent Management. STANLEY produces state-of-the-art automatic entrance systems for an array of commercial, institutional, industrial and transportation applications. The company has designed a training program specifically for military new hires who may not have industry experience. They participate in a job shadowing program for the first four to six weeks with a more experienced technician and then receive three-day training to become Certified Alarm Technicians. The company also launched a veteran affinity group in 2015.
www.southerncompany.com/military www.sts-llc.com
Southern Company (Atlanta, GA): Many military veterans are immediately qualified to take on a growing number of roles at Southern Company, including positions in line operations and maintenance, power plant and nuclear operations, as well as security and information technology. Southern Company actively recruits veterans at company facilities, including the integrated gasification combined cycle plant under construction in Kemper County, Miss., and the nuclear power units in development outside of Augusta, Ga., says Linda Sykes, Talent Acquisition Manager. Southern Company annually participates in more than 30 military recruitment events. Through the Military Veterans in Power employee resource group, the company provides internal support to help integrate veterans into the workforce. Ten percent of its 26,000 employees are veterans or National Guard and Reserve. www.southwest.com
Southwest Airlines (Dallas, TX): At Southwest, voluntary turnover is less than two percent, and training and retention initiatives contribute to overall retention rates, says Tina Clanton, Military and Veteran Liaison. The airline likes hiring veterans with leadership potential for an 18-month job rotational program, called the Emerging Leader Development Program, or ELDP. Participants work as supervisors in three areas. Southwest also hires veterans for all positions across the country, including those at Headquarters, a state-of-the-art training facility and a Pilot Training Center, all in Dallas. Southwest also is proud of 12 national sponsorships with military-focused nonprofit organizations. “This represents our second-largest focus area of charitable contributions and was an investment of more than $1 million in 2014,” Clanton says.
www.sprint.com and careers.sprint.com
Sprint (Overland Park, KS): Sprint uses its internal resources, including an existing network of employees with military experience, to easily integrate qualified military hires into their roles, says Summer Dean, Manager, Talent Acquisition. Some of Sprint’s activities to further military hiring efforts include training for recruiters on translating military skills, hosting military transition workshops, posting available positions on military bases and transition offices and a site that includes a Military Occupational Specialty (MOS) skills translator. The company also credits its success with veterans to an employee resource group, called Veterans and Employees helping others Through Sprint (VETS). With more than 940 active members, the group provides professional-development and mentoring opportunities. The VETS ERG also supports employees’ families if someone is called to active duty.
Summit Technical Solutions (Colorado Springs, CO): Summit Technical Solutions (STS) maintains a special focus on veterans, especially those operating in critical and classified fields, as well as those possessing active Security Clearances. The company offers technical support and professional services to meet mission-critical needs of customers worldwide. “We maintain a special focus on recruitment for our three primary business focuses: Systems Engineering, Test and Training and Data Management, of which we find many skilled veterans,” says Jaime Socotch, Program Management Analyst. The company participates bimonthly in Transition Assistance Program classes at Fort Carson, U.S. Air Force Academy, and Peterson AFB. STS has most recently participated in the Military Veterans Employment Expo and the Front Range Military, Veterans & Spouse Career Fair at the U.S. Air Force Academy. www.tmctrans.com/drive-for-tmc/militaryveterans.aspx
TMC Transportation (Des Moines, IA): TMC has been hiring veterans well before it was a national initiative, says Cheryl Freauff, Driver Recruiting Manager. Currently, 35 percent of employees are veterans. TMC ensures that those who have National Guard and Reserve commitments are home in time for Drills. Over 300 veterans are enrolled in TMC’s Driver Apprenticeship Program, allowing each veteran to collect on their education benefits for up to two years. The company’s structured onboarding program involves pairing new hires with a Veteran Driver Trainer for the first five weeks, then assigning them to a veteran to discuss transition issues in the early months of employment. “We also engage with their spouse to ensure all their questions and issues are being addressed,” Freauff says. www.UP.jobs
Union Pacific Railroad (Omaha, NE): Every year, United Pacific Railroad ships thousands of rail cars of ammunition, Humvees, tanks and other military equipment to support armed forces. “It was a Union Pacific employee who suggested, following 9/11, that we apply U.S. flags to our locomotives,” says Terry Huntington, Director, Recruiting. In 2015, 947, or 24 percent of total hires, were veterans. A total of 52 veteran hires (five percent) were disabled veterans. Today, approximately 19 percent of all employees are veterans. Last year, Union Pacific participated in 14 Hiring Our Heroes fairs, 11 military virtual career fairs and 135 other military recruiting events. Union Pacific is a member of the Army Reserve’s Employee Partnership Initiative and supports the Army Partnership for Youth Success program.
May/Jun 2016
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United Rentals Inc. (Stamford, CT): The work environment at United Rentals places a high value on veterans’ skills while also providing them flexibility for National Guard or Reserves commitments. The company provides pay differential during active duty deployments and job protection during an active leave or medical leave. “We have 1,467 veterans employed across 607 of our approximately 900 locations, which is 68 percent of our locations,” says Laura Zattola, Director, HR, Corporate Operations. The Veterans Employee Resource Group leads the company’s focus on causes such as Fisher House, Soldier Socks/EKSO Suit, ECAD and Wounded Warrior Project. United Rentals has donated equipment to help build Fisher Houses nationwide. “We provide our employees the opportunity to get involved at a local Fisher House or Valour Place,” Zattola says.
www.vinnellarabia.com
Vinnell Arabia (Herndon, VA): Vinnell Arabia is an international corporation based in Saudi Arabia, dedicated to providing the best in military training, logistics and support to the Saudi Arabian Ministry of the National Guard. Ninety-two percent of the total 760 employees are former U.S. military. They fill roles as military trainers. Vinnell Arabia’s expertise in designing, developing and executing training systems is only achieved by highly qualified former U.S. military and other U.S. government agency personnel, the company says. Vinnell Arabia lists open positions as: Infantry, Artillery, Armor, Snipers, Rangers, Security, Vehicle Maintenance, Aircraft Maintenance (Rotary), Medical Personnel, Logistics, Doctrine Developers, Combat Engineers and more. The company gives employees a contract completion bonus, in-house advancement, travel pay and other incentives.
LACEY, Veteran Recruiter
MING-WA, Transmission Manager
We’ve Got Your Six Resilient. Adaptive. A problem-solver. Your military training and experience has taught you how to be your best. Now bring those skills to Xcel Energy and we’ll give you our best—a purposeful career with top benefits, transition support and advancement opportunities.
www.xcelenergy.com
What makes Xcel Energy best for veterans and active reservists? • A dedicated, veteran liaison who provides guidance. • Ongoing transition support—a special on-boarding program for new hires, a veteran employee group, quarterly training for hiring managers and a customized transition program just for you. • A wide range of positions across the company —in the office, in the field or on the lines. • Apprenticeships that allow you to get paid while you learn.
Explore the possibilities today at xcelenergy.com/Military. © 2016 Xcel Energy Inc.
Xcel Energy (Minneapolis, MN): It takes years of training to build up skills required for jobs at Xcel Energy, but veterans have already been taught many of these by the military, says Lacey Golonka, Veteran and Diversity Consultant. Xcel’s CEO is personally committed to hiring veterans and has spoken on Congressional panels, at veteran-related events and is a strong supporter of balancing priorities of active duty Guard and Reservists. The company is launching an internal veteran campaign to help educate employees on the value of veteran hiring. Xcel Energy has a dedicated veteran recruiter/consultant who works on supporting the CEO’s goal of having one in 10 new hires be a veteran.
KIM, Marketing Portfolio Manager
ARMY
MARIO, Compliance Training Consultant
NAVY
We promote a drug-free workplace. Equal Opportunity Employer
AIRFORCE
Werner Enterprises (Omaha, NE): In September 2015, Werner Enterprises became a Coalition Member of the “Veteran Jobs Mission,” which is committed to hiring 1 million veterans by 2020. To date, the mission has nearly 300,000 hires since 2011. The Werner Veteran Enrichment Toolkit website has reached out to nearly 300 associates and continues to grow since October 2015. “Associates are networking, mentoring each other, and collaborating on projects as part of an associate-wide affinity group,” says Rick Buchholz, Associate Director of Field and Government Recruiting. Additionally, based on the success of Werner’s apprenticeship program, the Department of Labor invited Werner Enterprises to become one of the Apprenticeship USA Leaders in the Transportation Industry in 2015. Approximately 15 percent of Werner’s workforce is veterans.
carmax.com/militaryhiring
ARMY
www.werner.com
Proud to Support
5x6.625_2016_VetRecruting_P01.indd 1
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How to Maximize Your Benefits at a Most Valuable Employer for Military Company insurance as you would want, but it can be a great supplement to your total coverage. Disability insurance provides income protection in the case that you are physically or mentally unable to work for a short or long period of time. While we often don’t think this could happen to us, one in four people will not be able to work over the course of their lifetime. This is an extremely important benefit that you can receive simply by opting in via your company benefits. by Ashley Feinstein Contributing Writer
“A
lways treat your employees exactly as you want them to treat your best customers.” – Stephen R. Covey When a company has talented, motivated and happy employees, they are at a huge advantage over their competition. In today’s competitive job market, a great compensation package is not enough to attract and retain employees. That’s why more and more companies are now offering creative benefits and fostering company culture to increase employee satisfaction and success. As an employee, you don’t want to let these great benefits go to waste because you will be essentially leaving free money on the table. Maximizing these benefits can help you make great progress toward your goals while increasing your overall wellness. 401(k) Matching Program 401(k) matching is a very important retirement benefit that can be offered to employees. For example, if your company offers up to 3% 401(k) matching, they will match your 401(k) contributions dollar for dollar up to 3% of your salary. In this scenario, if you are contributing anything less than 3% to your 401(k), you are missing out on free money - literally. I urge people to think of 401(k) matching programs as part of their overall compensation. While the money is going to retirement, it can help you reach your retirement goals faster or even decrease the amount you have to contribute out of pocket to reach those goals. Health Savings Account Health savings accounts offer employees the opportunity to fund medical expenses from pre-tax dollars. If you utilize these accounts, it’s as if you are getting all of your medical expenses on sale. It’s important to understand which expenses qualify for your health savings account (http://www. hsacenter.com/what-is-an-hsa/qualifiedmedical-expenses/) so that you can plan for the year accordingly. There is now no time limit on when the funds have to be used. They roll over year after year, so if you have money in your account that you don’t use, it will not go to waste. You can use that money in the coming year. Life and Disability Insurance Life insurance provides protection against the loss of income that would result for your family if you passed away. Many times, employers don’t offer as much total
Transit and Commuter Benefits Similar to a health savings account, many companies also offer transit and commuter benefits out of pre-tax dollars. Typically, there are various options, so you can select the benefit that makes the most sense with your lifestyle and commute. Wellness Benefits In addition to health insurance and the health savings account, some companies also offer wellness reimbursement as well as rewards for investing in your fitness and wellbeing. You may be able to get a certain amount of money reimbursed for gym memberships, fitness classes and even sports leagues that you may participate in. Some companies offer prizes and rewards for working out, attending certain events or achieving specific milestones. You may also find intercompany sports leagues that are a complimentary way to stay fit, have fun and get to know your colleagues. Discount Stock Purchase Plan If you work for a publicly traded company, you might have the opportunity to participate in an employee stock purchase plan. Companies offer this type of benefit to allow employees to share in the success of the firm. Employees are often offered the stock at a discount from the market price, and in many cases you can have this purchase deducted directly from your paycheck, before the money hits your account. Purchasing investments at a discount can be a tremendous perk! Other Perks There are many other creative benefits that companies provide. Depending on the industry and position, you might be offered flexible work hours or the ability to work remotely. There can be various discounts offered to companies on anything from your cell phone service to education to department stores. If you have access to a corporate card, some companies are allowing their employees access to use their points and miles. This can provide free travel, upgrades and cash back opportunities. Some companies extend benefits associated with having a family in the form of daycare, emergency day care and college coaches. While many companies are offering an array of benefits to their employees, you’d be surprised by how many people aren’t actually using their benefits. If you are unfamiliar with what your company offers, check out the human resources section of your company website or reach out to a
(http://unbouncepages.com/30-days-tofinancial-bliss-military-transition/) - free for Military Transition News readers.
human resources or benefits professional. These benefits are there for the taking, and you work hard to have these perks! Make sure to maximize them. Ashley Feinstein Gerstley is a money coach demystifying the world of money and personal finance. Get her exclusive how-to guide “30 Days to Financial Bliss”
We want you. For your leadership, teamwork, integrity and talent. For so many reasons, veterans are great dentists. And we’re looking for a few great dentists to lead exceptional practices. You’ll focus on your patients and we’ll help with administrative tasks, giving you more time to enjoy your family, friends and everything else you love to do. Great Dentists Wanted.
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May/Jun 2016
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Where America’s military Connects With Civilian Careers
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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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CCSD
Clark County School District
LAS VEGAS, NEVADA
HAVE A DEGREE, NOT IN TEACHING? NO PROBLEM! CHANGE CAREERS IN LIGHTNING SPEED Learn about alternative pathways to be a teacher in Clark County School District, possible financial support/incentives, and what living in fabulous Las Vegas is really like!
CCSD CHANGES LIVES, STARTING WITH YOURS Ready to change careers and be a hero for our students? Accept the challenge and teach where you can make a difference. We are searching the globe for those committed individuals with extraordinary passion, the keen ability to connect with students, and a relentless drive to achieve life-changing results.
Don’t wait; apply today at www.teach.vegas.
May/Jun 2016
May/Jun 2016
The Best Job For You career coach’s corner by Tom Wolfe Career Coach and Contributing Editor
O
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ne of the most important goals of the military-to-civilian transition process is landing a new job and starting a new career. Most conventional wisdom says you must figure out what you want to do before you interview. I tend to disagree, especially when the you in that wisdom is a military service member making the transition for the first time. I believe it is much more important for you to know who you are, what makes you tick, what are your strengths, attributes, skills, traits, advantages, weaknesses and detriments. What are your needs and your wants? (No, they aren’t the same.) How about additional search and decision criteria? For example, where are you willing to live? What hours are you willing to work? How much travel can you handle? What is your minimum acceptable compensation? The greater your level of self-knowledge at the beginning of your search, the higher the likelihood you will end up in the best job for you, the first time. As you begin the search, focus more on information gathering rather than the job title itself. Think of it as a two-way process. The potential employer interviews you to determine what you bring to the table in terms of skills,
attributes, motivators, style, personality, drive and ambition. At the same time, you learn more about the company, the job, the culture and the people who work there. At some point, the employer will decide whether or not to offer you a spot on the team and, if they do offer you that spot, then you decide whether or not to accept the offer. Although the job title may have been missing or unclear at the beginning of that interviewing process, it will become perfectly clear to you by the time the offer is extended. Here is another way to look at this: Your resume, assuming it is a good one, is a presentation of your past experience written in such a way as to indicate your future potential. That resume generates an interview, and the employer uses that interview to verify what’s on the resume and measure what no resume can convey - your personality, desire, interest, style and attitude. Are you the kind of person they want on their team? This works both ways. By the time that employer has found the answer to that question, you are also ready to answer this one: Is this the right organization and opportunity for me? For some of you, this will not be much of an issue, especially when there is a direct or logical civilian equivalent to your military expertise and you want to continue your career doing that kind of work. Here are three examples of that scenario: • Supply Chain Analyst for an International Integrated Logistics Company • Quality Assurance Engineer in the Power Generation Industry • Jet Aircraft Mechanic in the Field of Commercial Aviation
For the rest of you, it will not be that simple. You think of yourself in terms of your management skills, leadership, coordination, liaison, operations and missionaccomplishment abilities. You self identify as an honorable, reliable, ethical, loyal and hardworking individual. You want to be a part of something important where you can contribute and be recognized for the value that you add to the organization. Well-done! What company would not want you on their team? But here’s the rub: How do you convert that into a job objective? How about this? The right job for you is one in which: • You will be very good at it on a consistent basis. • You will be content and happy, at least most of the time. • You (and your family) will be afforded the quality of life you desire. • The future prospects for those first three to remain true are positive. I imagine that sounds good to you, but I also imagine that you feel something is missing, specifically what is that job actually called? That would seem to be pretty important, right? How are you supposed to convert those four bullets into a job objective on your resume or an answer to the “what do you want to do?” question in an interview? Try this: OBJECTIVE: A job at which I will excel and from which I will obtain satisfaction, high quality of life and the opportunity for career growth. That pretty much sums it up, right? No, not really. The person who sees that on your resume or hears those words come out of your mouth during an interview is highly likely to ask a follow-up question: “That sounds fine, but what would you actually like to do?” Hmmm … now what? There are two ways to handle
this dilemma, your choice of which depends on the scenario. Scenario One: You are targeting a specific opportunity, about which you know enough to write a targeted objective and/or present yourself accordingly in the interview. The importance of the self-knowledge mentioned in the second paragraph is critical here. Say you are interviewing for Job X. Make the objective on your resume sound like Job X, give your resume an emphasis on X and make sure that when you find yourself in the interview, every attribute you highlight, every example you use, every question you ask and every question you answer in some way is flavored in terms of X. What if the next time it’s Job Y? No problem just substitute your Y for your X. Scenario Two: You have no idea what job you are applying for or being considered for. Now what? Again, your excellent selfknowledge will come to the rescue. When the interviewer asks you what kind of job are you looking for, you respond, “The best job for me is one in which I can apply my talents and attributes, for example (finish the sentence with your best ones) and one that will also meet my needs in the areas of (fill in the blanks with what really matters to you). With luck, the company has just the right job for you. Lacking that, fine, it’s not the right place for you. In summary, you must know yourself well enough to be able to make the interviewer see you in the job, doing it well and with a smile on your face. Yes, you are telling the interviewer exactly what he or she wants to hear, but it also happens to be the truth! This will go a long way to helping you land the best job for you. Thanks for your service and good hunting! Tom Wolfe is a Career Coach, Columnist, Author and Veteran and can be found at www. out-of-uniform.com.
GREAT JOBS
THOUSANDS OF INTERVIEWS If you are a transitioning junior officer or enlisted technical candidate, contact us to take advantage of our free military-to-civilian placement service.
www.Bradley-Morris.com/Apply 800-330-4950 ext. 2105
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Transitioning A to Z: “A”, “H” and “U” Everything you need to know about transitioning can be found between A and Z of the alphabet. In the upcoming issues of Military Transition News, we are reprising the A to Z list of everything a service member needs to know about transitioning. Three of the “greatest hits” are the letters “A”, “H” and “U”.
As you work to gain civilian employment, don’t forget that you offer something that other candidates do not. Be confident. Ask questions. Be brilliant and you’ll get it Handled. If you aren’t the right fit, address it with a bit of good humor and a positive attitude and move on to your next interview.
“A”: Assess, Action, Advantage
According to HealthStatus.com, moving and job loss are two of the top five stressors for an individual. Military transition not only weighs heavily on the Airman, Marine, Sailor or Soldier, it also affects the people he or she loves the most. It doesn’t take much to imagine the scenario played out when an entire family is dealing with such upheaval and how it impacts the psyche of the service member. Take a deep breath. Not just you, but everyone in the household. If anyone knows the adversity that life can bring, it’s the families of the U.S. Military. But you’ve undoubtedly witnessed examples of how clear thinking and an ability to stay focused on a task can assist in overcoming difficult obstacles. In addition, keeping communication lines open and collectively taking small steps toward a successful transition are key. When the entire family can exhibit these qualities, then staying Unified as a unit will make the transition manageable.
Don’t wait until you’re 30 days away from separation before starting the military to civilian transition process. Assess your options and create an Action plan. The ideal time to begin preparing for military transition is one year before you are available to begin employment in the civilian workforce. Take Advantage of all the free services that are available (military placement firms, military job boards, military job fairs, TAP/ACAP) and don’t be afraid to network on your own to find a military connection (VFW, former military you know, military associations such as AUSA, MOAA, Marine for Life, etc.). “H”: Humor, Honor, Handled Humor is the best weapon any of us have against the daily grind. Rest assured, there are hundreds of organizations working to help veterans find jobs, but there are no assurances. Transitioning military are Honored for the sacrifices they have made and the skills they have gained, something that is unique to you. You are in a class and position all your own.
“U”: Unified
JOIN US AND CONTINUE THE MISSION
Veterans, we salute your service and value your dedication. Explore new opportunities with Harris, a global leader in mission-critical communications. harris.com/careers
See the complete A to Z list here: http://bit.ly/TransitionAtoZ
Build your career with Eaton, and build power management solutions that keep the world moving more efficiently, reliably and safely.
Read this issue online now at Online.MilitaryTransitionNews.com If you are searching for a career with a company that values the training and experience that veterans bring, then Eaton is
your ideal company. Military professionals at Eaton are part of an organization that focuses on providing power management solutions to global customers while doing business right.
Search and apply at www.eaton.com/MilitaryCareers Eaton is a global power management company. We help customers manage power, so buildings, airplanes, trucks, cars, machinery and entire businesses can do more while consuming less energy. As an integrated global company, we are unified in our commitment to powering business worldwide. Eaton is an Equal Opportunity & Affirmative Action Employer, minority/female/ disabled/protected veteran.
May/Jun 2016
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Read this issue online now at Online.MilitaryTransitionNews.com
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May/Jun 2016
Job Fair Calendar Date: Location: Sponsor:
May 5, 2016 Joint Base Lewis McChord, WA - 10 a.m. - 2 p.m. American Lake Club, 8085 NCO Beach Rd. CivilianJobs.com (866) 801-4418
Date: Location: Sponsor:
May 12, 2016 Ft. Benning - 10 a.m. - 2 p.m. Columbus Convention & Trade Center, 801 Front Ave. CivilianJobs.com (866) 801-4418
Date: Location: Sponsor:
May 18, 2016 Lawton, OK - 10 a.m. - 2 p.m. Hilton Garden Inn, 135 Northwest 2nd St. CivilianJobs.com (866) 801-4418
Date: Location: Sponsor:
May 24, 2016 Hurlburt Field, FL 10 a.m. - 2 p.m. Emerald Coast Convention Center, 1250 Miracle Strip Pkwy SE, Fort Walton Beach CivilianJobs.com (866) 801-4418
Date: Location: Sponsor:
May 26, 2016 Ft. Belvoir - 10 a.m. - 2 p.m. American Legion Post 176, 6520 Amherst Ave. Springfield, VA 22151 POC: Janet Giles, Jobzone www.JobZoneOnline.com (434) 263-5102 or (540) 226-1473 -
Janet.Giles@JobZoneOnline.com
Date: Location: Sponsor:
May 26, 2016 Tampa, FL - 10 a.m. - 2 p.m. The Westly, Grand Ballroom, 6308 Paddock Glen Dr. CivilianJobs.com (866) 801-4418
Date: Location: Sponsor:
June 8, 2016 Ft. Knox - 10 a.m. - 2 p.m. Saber & Quill, 1118 Chaffee Ave. CivilianJobs.com (866) 801-4418
Date: Location: Sponsor:
June 9, 2016 Dayton, OH - 10 a.m. - 2 p.m. Hope Hotel & Richard C. Holbrooke Conference Center, 10823 Chidlaw Rd. CivilianJobs.com (866) 801-4418
Date: Location: Sponsor:
June 15, 2016 Houston, TX 10 a.m. - 2 p.m. / TBD CivilianJobs.com (866) 801-4418
Date: Location: Sponsor:
June 15, 2016 Ft. Lee - 10 a.m. - 2 p.m. Regimental Club and HideAway, 2609 C Ave. POC: Janet Giles, Jobzone www.JobZoneOnline.com (434) 263-5102 or (540) 226-1473 -
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.
Janet.Giles@JobZoneOnline.com
(845) 938-5658 Date: Location: Sponsor:
June 22, 2016 Ft. Bragg - 10 a.m. - 2 p.m. Fort Bragg Conference & Catering Center, Bldg. 5-5348, 2658 Reilly Rd. CivilianJobs.com (866) 801-4418
Date: Location: Sponsor:
June 23, 2016 Ft. Bragg - 10 a.m. - 2 p.m. Fort Bragg Conference & Catering Center, Bldg. 5-5348, 2658 Reilly Rd. CivilianJobs.com (866) 801-4418
Date: Location: Sponsor:
June 30, 2016 Fredericksburg, VA 3 p.m. - 7 p.m. Fredericksburg Expo Center and Conference Center, 2371 Carl D. Silver Pkwy. POC: Janet Giles, Jobzone www.JobZoneOnline.com (434) 263-5102 or (540) 226-1473 -
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 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.
Janet.Giles@JobZoneOnline.com
Date: Location: Sponsor:
July 13, 2016 Colorado Springs, CO 10 a.m. - 2 p.m. Doubletree by Hilton, 1175 East Cheyenne Mountain Blvd. CivilianJobs.com (866) 801-4418
Date: Location: Sponsor:
July 20, 2016 Norfolk, VA - 10 a.m. - 2 p.m. Ted Constant Convocation Center, 4320 Hampton Blvd. CivilianJobs.com (866) 801-4418
Essential Events and Travel, Inc. provides expert event planning services for corporate events and meetings. We excel in managing specialized events.
HireMilitaryBlog.com is a blog dedicated to educating and assisting employers (HR Recruiters) with sourcing and hiring candidates with prior-military experience.
Date: July 21, 2016 Location: Norfolk, VA - 10 a.m. - 2 p.m. TBD Sponsor: CivilianJobs.com (866) 801-4418
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 For more job fair dates and locations, go to CivilianJobs.com
May/Jun 2016
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Spouse Series: Military SpouseFriendly Companies by Janet Farley, Contributing Editor
F
inding a job is so easy… said no military spouse ever. Obstacles to meaningful employment continue to exist, despite great strides made by many to negate them in recent years. Why is this so? • The community you live in doesn’t have enough jobs to go around. • You’re way overqualified for the jobs that are out there. • The competition for jobs is stiff or the application process is too complicated. • Childcare is too expensive or simply non-existent. • You don’t have the right degree or certification. • You’re moving soon. Again. • You don’t know how to look for a job. • Your spouse is always deployed and someone has to be home to raise the kids. • Employers assume that, as a military spouse, you will leave the job when PCS orders come and that, somehow, you won’t have the time to make a meaningful contribution to the organization. A one size fits all solution to the longrunning list of military spouse employment obstacles just doesn’t exist.
Instead, professionally minded spouses have to tap into those powers of resiliency and reinvention each and every time they jump back into the job market. One smart way to approach your job search is to begin it by targeting employers who appreciate you in the first place. Believe it or not, they are out there and they want to hire you. Here’s how to find them. The Military Spouse Employment Partnership (MSEP) We could create a laundry list of military spouse-friendly companies, but the DoD has already worked very hard to do that for us. You can check out a list of 300+ militaryfriendly Fortune 500+ businesses at https://msepjobs.militaryonesource.mil/ msep/partners. A small sample of companies (called partners here) includes such giants as Amazon, Citi, Dell, Hilton Worldwide, Kenneth Cole, Robert Half, Time Warner Cable, Toys R Us and Xerox Services. There are many, many others of all sizes, too. Eligible military spouses can register to use the site, create a resume using MSEP’s builder and apply actively for jobs. To date, MSEP has placed more than 80,000 military spouses and has a reported number of 215,005 active jobs available.
The Military Spouse Corporate Career Network (MSCCN) Founded by amazing military spouse extraordinaire Deb Kloeppel, the MSCCN is a 501(c)(3) nonprofit organization that offers employment readiness program and job placement solutions at no cost to all militaryaffiliated spouses, retired military spouses and caregivers to war wounded heroes. You can take advantage of this program by visiting http://msccn.org/JobSeekers and clicking on the “Upload Your Resume Here” button. Soon after you upload your resume, you will be contacted by an MSCCN applicant specialist who will work with you to help you achieve your job search goals and needs. In addition to being spouse-friendly itself, MSCCN works with many military spousefriendly businesses such as USAA, Boeing, IBM and Magellan Health. Free online training and five one-hour sessions with a job search pro are only two reasons of many why you should check out MSCCN today. Hiring Our Heroes If anyone is able to connect military spouses with military spouse-friendly companies it is the U.S. Chamber of Commerce Foundation
and its Hiring Our Heroes Program. Since 2011, Hiring Our Heroes has hosted worldwide brick and mortar and virtual job fairs assisting veterans, transitioning service members and military spouses in finding meaningful employment. To locate a Hiring Our Heroes job fair near you, visit https://www.uschamberfoundation. org/events/hiringfairs. Another Possibility There is one other potential military spousefriendly business person to consider here. She’s easy to find, too. Just look in the closest mirror. You could be the boss you’ve been searching for all along. If the prospect intrigues you, start the exploration and education process through the US Small Business Administration’s website (https://www.sba.gov/starting-business/howstart-business/entrepreneurship-you). Janet Farley is a workplace and careers strategist and the author of several job search books, including Quick Military Transition Guide: Seven Steps to Landing a Civilian Job (Jist/EMC, 2013). Follow her on Twitter @ mil2civguide for news you can use in your own transition.
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May/Jun 2016
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