Military Transition News – May/June 2015, Most Valuable Employers (MVE) for Military Issue by CivilianJobs.com, publisher of Military Transition News

DON’T MISS The PROFILES Of the Most valuable employers for Military - Page 12 CivilianJOBS.com’s

The Essential Military-to-Civilian Transition Resource May - June 2015

militarytransitionnews.com

by Heidi Lynn Russell Contributing Editor

hen Wade Ward received the call that his son was critically injured in Afghanistan, he says he realized “the lives of my family could have been instantaneously turned upside down.” Ward, a disabled veteran himself, was heartened however when his employer, ManTech International Corporation, immediately took action on his behalf. Ward is a senior project manager at ManTech. “It started with a generous monetary donation and offerings of support from the company president. The support seemed to come from across the company, from peers of every level. (I received) leave donations, family assistance and assisting with the modification of the government contract I work on to allow me to work remotely at the Brooks Army Medical Center, where my son was recovering,” he says. “Having an employer who supports its employees the way ManTech does had the positive impact that I needed, when I needed it. The support we received from ManTech was world-class, and I’m proud to be part of the ManTech family.” Ward’s testimonial is just one of dozens from veterans who work for the 2015 Most Valuable Employers (MVE) for Military.

“We’re honored to present this recognition and excited to help veterans identify these employers who, like Noranda, are committed to employ service members and veterans who made the transition to the private sector and still continue their mission,” says Layle K. (Kip) Smith, President and Chief Executive Officer of Noranda Aluminum. The company’s commitment is evident in their formal employee military support group, their military paid leave policies that extend beyond USERRA requirements as well as their annual military care package drives. Smith continued, “It’s important to honor our nation’s transitioning service members and veterans by providing employment that honors their service and puts their unique skills and leadership ability to use. I congratulate all of these companies on their achievement and urge others to join this important initiative.” Nowadays, when hiring veterans has become more and more commonplace, many companies are simply following the trend or pursuing veteran hiring just to meet government mandates. But CivilianJobs.com’s MVEs go above and beyond, combining innovative recruiting and retention programs with discrete acts such as ManTech’s care of Ward in his time of need, or the example of veteran support set by Noranda’s

ANNOUNCING THE

2015 Most Valuable Employers (MVE) for Military® senior leadership. That can mean anything as complex as family care during deployments, to offering a helping hand for a simple task that can be daunting to veterans. Ron Barry is Sprint’s senior product manager and also the president of Sprint’s “VETS” employee resource group. Barry was a lieutenant colonel who directed planning, training and mobilization at Fort Leavenworth, Kan. He’d served in the Army 21 years. The reason he chose Sprint? A Sprint employee who was a Navy veteran offered to review - his resume. Other companies extend tributes that are acutely felt not only by veteran employees, but also their family members. Several years ago, Alaska Airlines maintenance employees took the initiative to develop a formal protocol for the dignified transport of human remains, which includes the use of a specially designed and adorned

transport cart. The cart, bearing the seals of the five military service branches, was recently blessed by a group of multi-denominational, multi-service chaplains, to honor and protect fallen soldiers “during the last phase of their journey,” says Eileen Bergmann, Manager of Organizational Development & Effectiveness. Over the years, Alaska Airlines has received numerous letters of thanks from family members and even other passengers regarding the very professional, sacred process that the company uses in

delivering military members back to their homes and loved ones. “Each time we transport human remains, our team is called into action to prepare a plan for the movement,” Bergmann says. “Other airlines have followed in our footsteps to create a similar program.” There’s more. Turn to page 12 to learn about the recruiting, training and retention programs that the 2015 Most Valuable Employers for Military are delivering for military veterans.

“It’s important to honor our nation’s transitioning service members and veterans by providing employment that honors their service and puts their unique skills and leadership ability to use.” Layle K. (Kip) Smith, President and Chief Executive Officer of Noranda Aluminum

Avoiding Career Transition Pitfalls Two veterans turned Allstaters share their job transition stories by Janet Farley, Contributing Editor

he facts are crystal clear. Service members making a military-tocivilian career transition understand how complicated, competitive and confusing a job search can be. It is why it’s important to explore all options and even some of the

programs available to assist in that transition. One program you may want to consider learning more about is the Allstate Military Veterans Associate Agent Insurance Training Program. It just might be the path you seek if you like the idea of continuing to take care of others in your postuniform life.

Military-experienced candidates who have been honorably discharged may qualify for a virtual insurance sales training program with the opportunity to begin a career in an Allstate agency. continues page 6

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

Finance:

Spouse Series:

Career Coach’s Corner:

Job Fairs:

What MVE Means to Job Seekers ....................page 3

Your Retirement Account ..........page 8

The Tough Decisions .............page 10

MVPs for MVEs ..................page 26

Polish Up Your Resume ..... page 30

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May/Jun 2015

Publisher Managing Editor Art Director Associate Editor Contributing Editors Director of Technology Executive Consultant Senior Consultant Consultant Consultant Account Representative Account Representative Account Representative Account Representative Account Representative

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Jake Hutchings Kathy Scott Alec Trapheagen Anthony Morris Janet Farley Heidi Lynn Russell Tom Wolfe Don Nowak Marla Smith Brett Comerford Tucker Harrell Garrett Reed Stephanie Brinkley Kyle Friend Rob Hawley Jim Irwin Doug McDowell

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. ©2007-2015 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. Photo credit: SGT Christopher D. Willard; U.S. Army photo by SGT True Thao We are proud to include service members in the MVE section from the following public image feeds: DVIDSHUB, Fort Sill Cannoneer, Georgia National Guard, U.S. Army and U.S. Navy.

Transition Talk

by Mike Arsenault Vice President of Candidate Services

Bradley-Morris answers questions from transitioning military job seekers.

A friend of mine sent me a link to your Most Valuable Employers for Military list and I was curious how the companies are chosen. Clearly they are committed to hiring servicemen and women, but what other advantages exist? There are some companies that I have been researching that I like, but they don’t seem to have anything specifically focused on veteran hiring.

A: Thanks for your great question! It comes during our

2015 Most Valuable Employer (MVE) for Military issue so you will now have even more companies on which to set your sights. In order to be included on our MVE list, companies submit information about how they are working to attract, hire and retain veterans. I often hear concern from transitioning service members about the welcome they might receive when they enter into the civilian workforce. I can assure you that most top organizations around the country are striving to make themselves veteran-friendly companies. Why should you prioritize a company that is known for and committed to hiring veterans? First, they want you! In most of these businesses, the person who runs a veteran hiring program is prior-military. That leader will appreciate, value, and be able to translate/interpret the tangibles and intangibles related to your military service and how that might best fit within the organization. This is also important because as you are “selling yourself”

in the interview process, you don’t have to sell the inherent value of your military experience. They simply “get” it. This might not be the case with a company who is unaccustomed to hiring veterans. Second, MVEs frequently have training programs specifically targeted to onboard those with military experience. They know that while you have been trained on various procedures and equipment in the military, you probably won’t have experience in their specific civilian industry. Their onboarding procedures are normally set up to fast-track you for civilian success. Lastly, many MVEs have military-oriented employee groups (sometimes called military affinity groups) that are set up and run by men and women who also wore the uniform. They know what many service members miss most about serving is the sense of camaraderie. While nothing can replace that entirely, military-focused employee groups can help bridge the gap between the military and civilian worlds. Veterans can connect with other veterans as well as find those within their company who might be best suited to guide and mentor their career progression. Not surprisingly, some reports have suggested that retention is higher in companies that offer these types of internal programs for veterans. So if possible, it obviously makes sense to pursue companies that have earned the MVE designation. 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.

We honor your values. Because they’re our values. MILITARY VETERANS I ACTIVE DUTY I NATIONAL GUARD I AND RESERVISTS You served with integrity, commitment, and a relentless pursuit of excellence. Values like those make America’s military veterans and ideal fit for Intel. And they’ve helped make Intel the world’s largest chip manufacturer. But today’s mission is even bigger. In this decade, we will create computing technology to connect and enrich the lives of every person on earth. And we’re looking for mission-driven veterans to join us on that journey. Your next mission awaits. Apply today at intel.com/go/veterans

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May/Jun 2015

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Transitioning A to Z:

In the upcoming issues of Military Transition News, we will be listing everything a service member needs to know about transitioning from A to Z. In this issue of Military Transition News, we are coming to the end of our A to Z list of everything a service member needs to know about transitioning - we now tackle the final letters of the alphabet, “Y” and “Z”.

“Y”: YES So you’ve been given a job offer. What do you do next? If you haven’t already been provided a written offer, ask for one. Before you answer YES, it’s important that you understand the job offer, the benefits associated with the offer and any other information that affects how you are expected to perform in your potential new position. Nearly every state recognizes the “at will” doctrine that simply says that companies can hire and fire employees at their own discretion. So it’s important to note that an offer letter is not a guarantee of employment and often will spell out stipulations required to successfully begin the job, often referred to as “Conditions of Employment.” These conditions can include a reference check, drug testing, education verification, criminal background check, a financial overview and even a review of your driving record, especially for jobs that require travel by car. Each of these can mean the withdrawal of your job offer, so before you give notice to a current employer or decline a second offer, make sure you can meet the conditions of employment. Other information that can be provided in an offer letter are your job title, duties and compensation. Additionally, there may be a mention of benefits including a brief outline of your insurance, retirement savings plan, vacation and sick days. Before you say YES to any offer, talk it over with your spouse and if you are not comfortable with something in the offer letter, bring it to the hiring manager’s attention.

“Z”: ZZZZZZ

This advice might be easier said than done. According to the National Sleep Foundation’s (NSF) Sleep in America Poll, more than two-thirds of respondents report getting a good night’s sleep only a few nights a month; forty percent take 30 minutes or more to fall asleep and more than one third sleep less than six hours a day on work days. But there is hope. Before you let a job interview or the pressure of transitioning to a civilian job take over your sleep, here are a few tips from Sleep.org, the National Sleep Foundation’s online network, to get you off on the right foot. 1) Stay on a schedule: Get in the habit of going to bed at the same time every night, even on the weekends. Your body likes routine and adjusts your body clock to the schedule you impose, helping you fall asleep faster and stay asleep. 2) Adopt a relaxing nighttime ritual: Getting your mind and body ready to fall asleep requires complete absence of stress or anxiety. Figure out a ritual that works for you. 3) Exercise every day: Your body needs an outlet for physical energy. Working out, walking, biking or running helps to relieve stress and reduce anxiety. It’s also a healthy way to tire yourself out. 4) Organize your room: Trying to fall asleep with clothes on the bed or a cluttered floor will not make you feel relaxed. Make sure your bedroom is tidy and your bed is comfortable. 5) Don’t smoke, drink or eat too close to bedtime: Anything you put into your body has to be digested and worked through your bloodstream. Do your best to be free of anything that can alter your state of mind including a very large meal. A good night’s sleep will have an effect on your quality of life and your ability to successfully land a civilian job. Do what you can to let rest be a top priority.

Our last letter of the alphabet for our popular A to Z column is, perhaps, the most important. Take care of yourself and get a good night’s sleep before any job interview. In other words, make sure you get some ZZZZZZ’s.

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Read this issue online now at Online.MilitaryTransitionNews.com

Montebello is a world-class manufacturer and prefers to hire Veterans! Your discipline and leadership skills are valued here. Visit us at www.montebellopkg.com to learn about the opportunities and benefits of joining our team.

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May/Jun 2015

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GEO HIRES

HEROES

Our hat’s off to you. American is proud to support our veterans and members of the military. Find us at aa.com/careers.

Find your Career Match: www.GEOGroup.com/HiringHeroes The GEO Group, Inc. (GEO) is the world's leading provider of correctional, detention, and community reentry services. GEO is recognized as a Top Military Friendly Employer®, Military Spouse Friendly Employer®, and Most Valuable Military Employer® for offering exciting and rewarding career opportunities to veterans, service members, and military spouses. We invite you to consider joining our team when you are ready to transition from the military to the civilian workforce. To apply online, or see how your skills translate to a job at GEO, visit: www.GEOGroup.com/HiringHeroes GEO offers opportunities in: Administration · Corrections · Food Service · Healthcare Maintenance · Programs · Transportation · And more 866.301.4436, EXT 5863

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We excel at all three. At Devon, we take pride in being a proven top-tier employer for military service men and women. The professionals we hire apply their integrity to move us forward, paving the way to a brighter energy future.

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Pride. Commitment. Patriotism.

May/Jun 2015

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“Avoiding Career Transition Pitfalls” continued from page 1 First Step: The Screening Process Interested candidates are first vetted through the recruitment process where they learn more about what an associate agent does in an agency. They also have the opportunity to speak with a member of the Allstate family to get a better feel for the program itself. As a part of the pre-screening process, candidates will complete an application and take an online personality assessment; however, the outcome of that assessment will not affect the candidate’s ability to participate in the program. Next Phases The program will give the candidates the necessary tools to prepare for their state Property and Casualty licensing exam. Upon completion of the exam, candidates will be eligible for a completion bonus in recognition of their accomplishment. Candidates will then begin a virtual training around Allstate specific education. Included are educational elements around resume building and interview tips specifically tailored towards veterans looking to take the associate agent position. Completing the Program Individuals who successfully complete the program are then given the opportunity to interview to be a member of an Allstate agency as an associate agent. Participation in the program does not guarantee that you will receive a job offer from an Allstate exclusive agency owner, however, there will be no obligation or contract stating the candidate must work for an Allstate agency or pay back their completion bonus. The program is designed to equip interested and qualified veterans with the tools they need to become an associate agent. As Luck Would Eventually Have It The Allstate Veterans Associate Agent Training Program is an excellent opportunity for service members who may be interested in a career in the insurance industry. “When it was time for me to get out of the Army, my wife wanted me to work for the Border Patrol. I didn’t want to work in a job where I could get shot at again, however,” said Emcie Martinez. Martinez now works as an Allstate associate agent for a San Antonio, Texas agency owner. “The Allstate Veterans Program just fell into my lap,” he admitted.

“I wasn’t actively looking for a new job but it just appeared,” said Martinez, who transitioned out of the Army in 2010 after serving eight years. It didn’t just fall into his lap right after he separated from service, however. It took a little bit of time, a couple interim jobs and some soul searching. After leaving the military, Martinez initially returned to Puerto Rico where he worked for a medical supply company in sales. It was then he realized how good he was at sales and how much he enjoyed it. “I can be very persuasive and confident,” said Martinez adding that those are allimportant skills to have in sales. Still, he felt like something was missing. “I had the skills and experience to work in sales, but I felt like I lacked the education to excel in it,” he said. Later, he and his family relocated to Texas and while working in the insurance industry, Martinez learned about the Allstate Veterans Associate Agent Insurance Training Program. “I had the required licenses already at that point, but I really liked what I heard about the program and I wanted to do it,” said Martinez. “I knew 100% that once I entered that program, I was going to be the best at it,” he said. He gave his then employer a two-week notice and started the training program. After successfully completing it, Martinez had the lucky predicament of having to decide between seven different offers to work at an Allstate agency. He ultimately chose to work with a team in San Antonio where he continues to hone his skills and serve his customers to this day. It’s not the final job destination for Martinez, however. “I want to eventually have my own office one day. It will happen, I’m certain of it,” he said. Keeping It in the Family Damion Anglin, a veteran and Allstate exclusive agency owner in San Diego, knows what it’s like to own your own insurance business. He didn’t start in the Associate Agent Insurance Training Program, but does know what it’s like to transition from military to civilian life with Allstate. “It’s not easy [making the transition],” said Anglin. “You have to be willing to put in a lot of hard work.” But the work ethic required to succeed as an owner of your own business is one reason Allstate targets veterans for both opportunities – the associate agent positon and an Allstate agency owner. After obtaining his credentials, Anglin

opened up his own Allstate Agency in 2007. He hired his wife and his three daughters in the process, making it a family-run business. Hard work doesn’t appear to be an issue for Anglin. “I spent 10 glorious years in the Marine Corps and I wouldn’t change that for anything,” he said. When it was time to transition out, a close family friend who worked in the insurance industry told him that he would be a good fit for it, too. “I didn’t want to just jump at the first thing, though. I wanted to see who had the best options to offer. I checked out every insurance company thoroughly,” he said. “Hands down, Allstate impressed me the most. “What I liked most about Allstate was that I could own my own business from day one,” Anglin said. “And of course, Allstate has its own trusted brand name recognition. It is a premier company that takes care of its people and its customers.” According to Anglin, one way you can take care of others is to teach them. “I do that with my daughters on the job and I do that with our customers,” he said. “We’re in the business of educating our customers versus selling products to them. We want our customers to understand their coverages so they can make the best decisions possible for themselves,” he said. “For us, our clients are a part of our family.” Military Experience Helped “Your military skills can translate into business ownership. Don’t be afraid to make that happen,” said Anglin. “I worked a lot in administration in the military. Those important organization skills and problemsolving abilities are vital to my current business.” Martinez agrees. “Mental preparation, physical readiness and the ability to effectively plan operations and be accountable for them are also important,” he said. “In Afghanistan, we trained all the time without ever knowing if we would need to use those skills. When the time came that we had to, all that training paid off and instincts kicked in.” “Just like in the military, in your civilian job, you have to be able to effectively assess a situation and take the appropriate action,” said Anglin. “For example, say you have a customer who is upset. Something happened and they are emotionally involved. You have to remain calm, listen and really hear what they are saying so you can help them promptly resolve the situation. “Attention to detail is also very important. You have to check and double check the

Read this issue online now at Online.MilitaryTransitionNews.com

facts,” said Anglin. Anglin further observed that the common practices in the military of not making assumptions, communicating clearly and concisely and being ten minutes early to appointments fit well in the civilian workplace, too. And of course, taking care of people is essential. If you are interested in exploring opportunities such as these with Allstate, contact Jessica Doll at jdoll@civilianjobs.com. 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 2015

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May/Jun 2015

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What to Do With Your Retirement Accounts When You Get a New Job

by Ashley Feinstein Contributing Writer

oon, you’ll be receiving congratulations for your new civilian job! With the excitement of taking these next steps in your career, along with the work ahead to transition into the new role, your retirement accounts might be the last thing on your mind. If retirement is an important financial goal, you will want to understand your options so that you can make informed choices that will work best for you and your life goals. If this is your first civilian job after transitioning from the military, you might have a Thrift Savings Plan (TSP). Many military members take advantage of the benefits of a TSP account because it’s a tax-advantaged way to save for retirement. When you transition from service, there are four options to consider: 1. You can roll the money over to your new employer’s plan. Many consider this option, as it’s convenient to have your retirement funds all in one place. It’s important to understand the investment choices and fees associated with your new employer’s plan. You can typically get this information from a human resources or benefits representative with your company. More and more, employers are offering the option of both a traditional and Roth 401(k). If you contribute to a traditional 401(k) your contributions are made pre-tax and grow tax-deferred, and distributions are taxed when you retire. If you contribute to a Roth 401(k), your contributions are taxed and grow tax-deferred, and you pay no tax on your distributions. 2. You can leave the funds in your TSP account. This is often a very attractive option if your new employer’s plan has limited options or expensive fees, or if your new employer doesn’t offer a retirement program. 3. You may want to roll your TSP funds into an Individual Retirement Account (IRA). This option is also very popular as IRAs often have more investment choices and lower fees than the typical employersponsored program. 4. Finally, you also have the option to cash in on your TSP. I highly recommend avoiding this option if at all possible. Not only do you miss out on years of growth and compound interest by cashing out, but you also will be responsible for paying taxes as well as penalty fees, which will eat away at a significant portion of your retirement savings. If you are transitioning to a new

company and already have an IRA or an employer-sponsored retirement account in place, you have an array of options: 1. You can roll over your IRA or 401(k) into your new employer’s plan. Rolling over your IRA into your new employer’s 401(k) is called a reverse rollover. This option is useful for a simplification of your retirement accounts - it’s easier to have everything in one place. There are many factors that should weigh into your decision to do a reverse rollover, and these will depend on the rules and fees of your new employer’s program. Some workplace plans may allow for early retirement, taking out a loan on your assets and the deferral of retirement because there are no forced distributions. If these benefits are a good fit for you, it might make sense to roll over your IRA into your new employer’s 401(k). Rolling over your account to your new employer’s plan typically will not have any fees associated with it. 2. You can leave the funds with your previous employer. This option may sound appealing because it involves the least amount of work. While nothing will change with your investments and you may even be able to continue rebalancing your investments, you are at risk if there is a plan change. If your previous employer moves their retirement program to another company, you will be dealing with a new set of investment options, fees and regulations. 3. You can roll over the funds to an IRA. This is a very popular option as a rollover to an IRA is also free of charge but typically has a wider array of investment opportunities and lower fees. While some prefer not to have two separate retirement accounts - in this case, the IRA and the company-sponsored 401(k) account - the low fees and investment flexibility may outweigh the inconvenience. 4. You also have the option to cash in on your previous employer’s 401(k). I highly recommend avoiding this option if at all possible as it is tremendously costly. Not only will you be paying taxes on your entire retirement balance, but also there are many fees associated with cashing in. Not to mention, you are giving up the future growth in your retirement savings. Regardless of which option you choose, you will want to start contributing to your retirement savings either through your company’s program or through an IRA. If your company offers a 401(k) matching program, make sure to maximize it! Often employers will match a certain percentage or amount of your contributions to encourage retirement saving. For example, if your company offers a 6 percent 401(k) match, it will contribute an additional 6 percent of your annual salary to your retirement savings if you do the same. If you earn $50,000 and your company offers a 6 percent 401(k) match per year, it will match your retirement contributions up to $3,000. Some 401(k) match programs don’t vest all in the same year. If your 401(k) match has a vesting period of three years, for example, you will only earn one third

of your match each year. This incentivizes employees to stay with the company. Some people choose to contribute to both a 401(k) and an IRA in order to maximize their tax advantaged retirement savings. Some companies offer defined-benefit or pension plans. Make sure to understand your eligibility and the vesting options before you start to contribute. If you leave before your options fully vest, you will most likely not receive full payments in retirement. While the transition to a civilian job is very exciting and often stressful, don’t forget to make time to set your retirement accounts up for success. Retirement is often one of our most important financial goals but can take a backseat to more pressing and urgent matters. Understand your options so you can make a decision that will work best with your priorities, needs and goals.

GREAT JOBS

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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 Ashley Feinstein is a certified money coach and founder of Knowing Your Worth, where she empowers her clients to redefine success on their own terms by knowing their value and fearlessly going for it. Find out more, check out her blog at KnowingYourWorth. com and connect with her on Facebook and Twitter at The Fiscal Femme.

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May/Jun 2015

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May/Jun 2015

Spouse Series: 7 Strategies for Making the Hard Decisions N

othing about military life is easy. We don’t need to go through the laundry list of its many challenges because you’re no doubt familiar enough with them by now. Transitioning out of uniform isn’t any easier. Surprise, surprise. There are hard and potentially life-changing decisions to be made at nearly every turn. • • • • •

Should you take Job A over Job B? Should you move across the country? Can you justify asking for a higher salary? Should you stay in your current field or switch career gears now? Given the opportunity, should you delay this military-to-civilian transition altogether?

To say that the process is stressful is a gross understatement. Like all stress, though, it can be effectively managed with the right approach. What is right for one person, however, isn’t necessarily right for another. Even the most decisive among us can waiver when we shouldn’t. Whatever your personal style of decision making, one or

more of the following strategies may help you along the way. 1. Use a time-honored pro/con list. We could get into the pros and cons of a pro and con list, but that somehow seems redundant. Suffice it to say, visualizing through careful analysis the potential good and the bad of any situation can go a long way to helping you arrive at a good decision. How can you create one? Easy. There’s an app for that. It’s called pencil and paper. Or if you are too millennially-minded for that solution, you can check out any number of online apps to help you, such as T-Charts (Pros and Cons) by Tekk Innovations LLC; Decision Wheel by Nitrex Pro and even Coin Flip Free by iHandy Inc. 2. Play the worst-case scenario game. Move past the pro and con list by making a pretend decision complete with pretend consequences. Let’s say you take Job A over Job B and you move across the country. Let’s say you soon discover you made the worst decision of your life. Let’s say you cry tears of regret every night into your pillow. Let’s say your family members will no longer speak to you. If the worst happens, what then?

Can you reverse it or can you take action to create a new decision? Are you stuck with your situation for a given period of time? Is the worst thing that can possibly happen career ending or simply a side trip on your path to true satisfaction and success? When you take the time to worst-case it, more often than not, the worst that can happen falls into the realm of massive inconvenience, at most. 3. Phone a trusted friend. It works on “Who Wants to be a Millionaire.” It could work on “Who Doesn’t Want to Make the Wrong Decision,” too. The key word here is “trusted.” 4. Seek guidance from your mentor. This is perfect occasion to call upon your mentor. Give him or her the chance to strut their mentor stuff and offer sage advice and guidance. That’s what they are there for. What, you don’t have a mentor? It’s one of my key checklist items for spouse job seekers; see more here: http://bit.ly/192Lsb3. 5. Stop overthinking the decision. It’s all you can think about, day or night. It’s all you talk about with your spouse, your kids, your best friend or any unsuspecting stranger that crosses your path. You have become utterly one-dimensional and you’ve just got to end the madness now.

When we’re stressed about a decision we have to make, it’s often all we can think or talk about. Strangely enough, that really doesn’t help the situation. When that starts to happen to you, take a mental break. Focus on something else altogether for a while. That neutral space in between often creates the clarity you genuinely seek - and it makes you more fun to be around, too. 6. Calm yourself and listen to your gut. Trust yourself. You’re a pretty smart person, and your gut is hardly ever wrong. 7. Make a decision and move forward. Avoiding the decision isn’t an option but some people try to get away with it anyway. The bottom line is easy. You have a decision to make in a specific period of time. Work to gather the facts as best as you can. Make an educated decision based on those facts. Run with it and see where it takes you. Welcome to your post-military life. 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.

MILITARY TRANSITION NEWS

by Janet Farley, Contributing Editor

COMP

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N E W

Anita D. Corporate Financial Manager

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The CivilianJobs.com 2015 Most Valuable Employers (MVE) for Military® Below and on the pages that follow, please find employer profiles of the 2015 MVEs. The brief snapshots capture some of the highlights regarding why these military-friendly companies were recognized as winners, and why they are employers worth seeking out if you are a military-experienced job seeker. www.aarcorp.com

AAR CORP (Wood Dale, IL): “Fortyone percent of AAR CORP’s sales in the last fiscal year were to government and defense customers, making AAR CORP an attractive employer to military service members,” says Candace Goodpaster, V.P. Human Resources, Repair & Engineering Group. AAR CORP is a charter member of the Illinois Veteran Consortium and also an active member of the Veterans Working Group (a group of employers focused on recruiting veterans). In addition, AAR CORP has participated in recruiting events sponsored by the 100,000 Jobs Mission. Twenty-one percent of U.S. employees are veterans. About one-third of the company’s annual charitable donations go to veteran-related causes including: The Army Navy Club, Marine Corps Scholarship Foundation, Pizzas 4 Patriots, Navy Seal Foundation and USAFA Endowment. www.accenture.com/military

Accenture (Dublin, Ireland): Accenture, a global technology company with 44 U.S. locations, offers wide career opportunities to veterans. “Many apply their experience in the government environment with Accenture Federal Services, while others choose to apply their functional skills, such as management, logistics, cyber security or accounting,” says Christopher Green, Military Recruiting Lead. Accenture uses a number of training programs for transitioning veterans, such as training for Mortgage Analyst jobs. Accenture also has a Military Employee Resource Group of more than 1,000 members. Among its many initiatives, Accenture is a national sponsor of the Student Veterans Success Corps. The company created the “Accenture Student Veteran Network,” which informs student veterans of campus and entry-level opportunities. www.airproducts.com

Air Products (Allentown, PA): Small teams of 12 to 20 people run 200 U.S.-based plants for Air Products, a leading industrial gases company. For nearly 75 years, the company has provided atmospheric, process, and specialty gases and related equipment to manufacturing markets. “We know military-trained people will assimilate into this culture and thrive in their civilian careers,” says Connie Metzger, Talent Acquisition Supervisor/ Recruiter. Air Products hired 30 veterans last year. “The training programs in our plant are very similar to the training programs in the military,” Metzger says. “The existing team in most of our plants already consists of veterans, and the culture feels very comfortable for new hires.”

www.alaskaair.com

Alaska Airlines (Seattle, WA): Alaska Airlines is often called upon to transport remains of military members. It “is a duty that is executed with pride and professionalism at every turn,” says Eileen Bergmann, Manager of Organizational Development & Effectiveness. That’s just one aspect of the company’s supportive corporate culture. MSgt Robert Ernst, Air Force Reserve, says employees supported him and his wife during a sixmonth deployment. “Deployments are never easy on family and civilian employers, but the continual support from Alaska Airlines speaks volumes of the quality of people we have in our company,” Ernst says. Alaska also supports Paralyzed Veterans of America, Nisei Veterans Committee, VFW and USO Northwest.

May/Jun 2015

www.amazon.com/military

Amazon.com, Inc. (Seattle, WA): Many veterans are excelling in a variety of careers across Amazon. “We actively seek leaders who can invent, think big, have a bias for action and deliver results on behalf of our customers,” says CEO Jeff Bezos. “These principles look very familiar to men and women who have served our country in the armed forces, and we find that their experience leading people is invaluable in our fast-paced work environment.” The Amazon Military Talent Partnership aids the transition of veterans into the Amazon culture. Additionally, the AMTP has partnered with external organizations such as the 100,000 Jobs Mission Coalition, Corporate Gray, Military One Click and the Military Spouse Employment Partnership. www.adm.com

Archer Daniels Midland (Chicago, IL): As a global, leading agricultural processor, ADM meets the need for quality foods, feed ingredients for livestock, alternative fuels and environmentally friendly alternatives to traditional chemicals. “Employees also have a history of supporting military colleagues, whether they are away for two-week Guard training or deployed overseas,” says Dean Espenschied, Employee and Labor Relations Representative. ADM has held a military hiring event in the local National Guard armory for the past two years, partnering with the Illinois Department of Employment Security, ESGR, Illinois National Guard, VA representatives and Heroes to Hired. In 2014, ADM participated in 12 military career fairs. The company is also establishing the Veterans Engagement and Transition Resource Group. www.bakerhughes.com

Baker Hughes (Houston, TX): Baker Hughes, one of the world’s largest oilfield services companies, brings veterans on board via its Military Recruiting Program. The company partners with the U.S. Chamber of Commerce in the Hiring Our Heroes initiative, acts as a Bronze Partner with NCOA/Military.com in their career fairs and placement, and actively participates with RecruitMilitary, attending numerous career fairs throughout the country. “In addition, we have developed relationships with military-friendly schools and community colleges to support their student-veteran population,” says Mark J. Szabo, Military Recruiting Program Manager. Veterans run the Baker Hughes Veterans Resource Group. It has 10 Chapters and 20 satellite groups in the United States.

www.bankofamerica.com/ militarysupport

Bank of America (Charlotte, NC): Bank of America is the secondlargest bank holding company in the United States by assets. The corporation employs nearly 10,000 veterans, Reservists and service members. “We’ve hired more than 4,000 in the last two years and, over the next several years, we’ll maintain that pace and hire 10,000 into positions throughout the bank,” says O’Hentrice Love, Communications Manager. The bank participated in about 150 military job fairs in 2014. This year, the bank is rolling out a series of training for military employees, as well as the people who manage them, to help them adjust to the corporate setting. The company provides ongoing support through its Military Support and Assistance Group. www.bennett-hires-vets.com

Bennett International Group (McDonough, GA): With an industry-wide driver shortage, Bennett plans to tap into military-experienced talent. “Veterans are valuable because of experiences in transportation, logistics and supply chain management,” says Tana Suggs, Public Relations Specialist. The company launched a Veteran Hiring Initiative in August 2014. Bennett management and recruiting personnel also began attending career fairs. Most of Bennett’s drivers are hired as owner operators and work on a contract basis. Currently, Bennett has more than 2,500 total owner operators, with more than 120 drivers that are self-identified veterans. “No matter where a veteran or transitioning military person is or will be located after deployment, chances are that Bennett has a terminal nearby,” Suggs says.

May/Jun 2015

NEWS www.bnsf.com/careers

BNSF Railway (Fort Worth, TX): “BNSF Railway hired 1,670 military veterans in 2014, and approximately 17 percent of the workforce is prior military and/or National Guard/Reservist,” says Caleb Roberson, Manager, Military Recruiting. Military recruiters travel across the country, conducting military base visits, military hiring events and attending job fairs. BNSF also recently donated $3 million to the USO and committed to hiring 5,000 veterans in five years as part of its commitment to the White House’s “Joining Forces” campaign. Paid, on-the-job training is available for most positions. All locations span the western 28 states. BNSF is the second-largest freight railroad network in North America and one of seven North American Class I railroads.

www.crengland.me/vets

C.R. England (Salt Lake City, UT): “Trucking company C.R. England recognizes all veterans from day one as they enter the company with an honored ‘veteran’ ball cap,” says Mike Lynch, Military Marketing Specialist. “When they complete the 17-day school and two paid overthe-road training phases, they receive an honored veteran crew shirt and branch-specific decal for their company truck,” he says. The company has a veterans’ committee that meets monthly. It will continue to host events on military installations throughout the year. “We will hire over 1,700 veterans this year. We continue to hire over 100 veterans a month and look forward to doubling that in 2015,” Lynch says.

www.caci.com

CACI International Inc. (Arlington, VA): CACI provides information solutions for intelligence, defense and federal civilian customers. “Last year, 3,544 new hires were veterans,” says Denyse S. Gordon, Senior Manager. CACI’s Veteran Support & Inclusion office has five dedicated military employment advocates, plus there is a Veteran Employee Resource Group. Some philanthropic organizations that CACI has supported include Comfort for America’s Uniformed Services, Project Healing Waters, Final Salute Inc., Operation Second Chance, the Aleethia Foundation, the Yellow Ribbon Fund, the Wounded Warrior Project, the Armed Forces Retirement Home, and wreath laying and collection at Arlington National Cemetery. In addition, CACI sponsors several education scholarship programs for veterans.

www.cae.com

CAE USA (Tampa, FL): CAE USA provides turnkey training solutions and training support services (such as simulator instruction and maintenance) to Department of Defense and international military customers. “The company hires military-experienced employees at corporate headquarters in Tampa, FL, as well as at 21 military site locations,” says Marissa Holdorf, Group Leader, Human Resources. CAE USA has also expanded recruiting efforts and participated in the 2014 and 2015 MacDill AFB Career Fairs in Tampa. Its Community Involvement Committee has created partnerships in local communities that support service members. Some projects include Operation Helping Hand, Southeast Guide Dog Association, Steven Stiller Tunnel to Towers Foundation, Birdies For The Brave and The American Legion.

www.capitalonemilitary.com

Capital One Financial Corp. (McLean, VA): Capital One is an active supporter of the U.S. Chamber of Commerce’s Hiring Our Heroes program and committed $4.5 million to the effort. “The company’s Military Recruiting program is proactive and multifaceted,” says Chris Giacchi, Military Recruiting Manager, and Julie Rakes, Corporate Communications. During the past year, Military Network members have volunteered in mentoring programs and shepherded candidates. Capital One also launched a Military Skills Translator. The tool uses a custom-designed algorithm to translate military service, pay grade, Military Occupational Specialty (MOS), Air Force Specialty Code (AFSC), and/or military job titles and makes recommendations of potential jobs at Capital One that match those skills.

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To search for jobs using our Military Occupation Code Translator and learn about Marriott ’s commitment to U.S. Veterans, visit marriottvetcareers.com.

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NEWS www.capstonecorp.com

Capstone Corp. (Alexandria, VA): “In 2014, 59 percent of new hires at Capstone Corp. were former military, and we expect that number to increase this year,” says John J. McNally III, Senior Vice President-Growth. In all, Capstone expects to hire an additional 158 employees with military backgrounds in the next 12 months. “More significantly, we are proud to manage the Wounded Warrior Program for our Joint Staff customer, where we are responsible for identifying Wounded Warriors to serve as interns as they re-enter the work environment,” McNally adds. Most of Capstone’s work is in support of the Department of Defense and Department of Homeland Security.

May/Jun 2015

www.careers.davita.com/military

DaVita Kidney Care (Denver, CO): Since January 2010, DaVita Kidney Care has hired more than 2,000 veterans - more than 400 during the past year. “Hires vary, from Patient Care Technicians to the Chief Development Officer,” says Jennie Lacey, Project Lead Employment Strategy and Branding. DaVita Kidney Care has received the Freedom Award from the Department of Defense, the highest recognition given to employers for exceptional support of Guard and Reserve employees. In 2014, the company attended 10 military career fairs and joined the 100,000 Jobs Mission as a representative of health care organizations. In addition, DaVita continues to partner with the Employer Support for the Guard and Reserve and Military Spouse Employment Partnership.

www.schwab-veterans.jobs

Charles Schwab & Co., Inc. (San Francisco, CA): In 2012, Charles Schwab & Co. launched a strategy to propel veteran hiring called Forward March: Taking the Next Step With Schwab. “It provides expanded training for Schwab talent advisors to translate military resumes and spot the most transferrable skills to the company,” says Ryan Kosowsky, Managing Director, Talent Acquisition. The program also aims to provide training in interviewing for hiring managers and assimilation help for veterans and their supervisors. The company’s Military Veterans Network is an Employee Resource Group that performs community service and fundraising activities. The MVN also sponsors “Military Veteran’s Network Career Skills Forums,” where members assist in preparing resumes for veterans seeking employment.

www.deloitte.com/us

Deloitte LLP (New York, NY): Deloitte employs more than 1,000 former military personnel, with nearly three-quarters employed in its Federal Practice arena. Deloitte’s Armed Forces Business Resource Group also provides development and networking opportunities. “Once veterans join the Deloitte family, our focus shifts to turning their skills into business talents. Through our Veteran Practitioner Program, veterans are paired with experienced practitioners of similar backgrounds,” says David Coyle, Senior Consultant. To support retention and provide a sense of community, Deloitte created the Armed Forces Business Resource Group. And its Military Leave Policy offers supplemental payment of salary and benefits continuance for those called back to active duty.

www.jobs.cn.ca

www.devonenergy.com

CN – Rail (Montreal, Quebec): A combination of retirements and growing business means CN – Rail is looking to replenish its workforce “with talented new railroaders,” says Todd Taylor, Senior Manager, Human Resources. “A veteran’s ability to work in all types of conditions with a sense of urgency and leadership are skills that successful railroaders need,” he adds. CN encourages the educational excellence of members of the military. With its Scholarship program, best-in-class veterans can benefit from a $3,000 grant towards their studies, in addition to the chance of being selected for an internship with the company. CN – Rail is also a partner of the White House’s Joining Forces program.

Devon Energy (Oklahoma City, OK): In 2014, Devon Energy raised the bar for hiring veterans to seven percent. “We currently sit at nine percent,” says Adam Ward, Recruiter, Military Affairs. Devon became a member of the Military Spouse Employment Partnership in 2013 and added applicable tracking programs for spouses in 2014. Retention efforts include full pay for deployed members for the first three months of activation and differential pay for the following nine. All deployed employees receive full benefits for one year. The company holds multiple military appreciation events at games for Oklahoma City’s minor league teams. It also attends Service Academy Career Conferences and multiple military career fairs, and holds in-house workshops for veteran talent.

www.csx.com

CSX Corp. (Jacksonville, FL): CSX will add former military in 175 locations throughout the Eastern United States. “Employees will also be hired in almost all areas of our organization due to recent mandated federal regulations that call for additional control of our freight trains,” says Steve Toomey, Talent Advisor, Military Recruiter. In 2014, CSX hired 897 veterans, nearly 26 percent of the company’s new hires. CSX works with Disabled Veteran Outreach Program Representatives and Local Veteran Employment Representatives that are attached to each state’s Department of Labor Employment Division or Employment One-Stop Centers. CSX has a Military Inclusion Group, consisting of a network of employees who are current National Guard/Reserve or former military members.

www.domino-printing.com

Domino Amjet, Inc. (Gurnee, IL): “In hiring for technical roles, Domino has found that military employees have the skills to learn equipment quickly,” says Witney Rightler, Human Resources Supervisor. “The majority of the roles targeted with military experienced talent are in our Service department. Domino plans to create new jobs for Field Technicians in 2015,” Rightler says. In 2014, 26 percent of all new hires were military and 11 percent of employees were veterans. Domino’s Corporate Trainer is a Reservist who helps new military hires. All new Field Technicians go through three to six weeks of training to learn specific technologies. They also “shadow” another technician before they start doing their own calls.

www.eaton.com/militarycareers

Eaton (Cleveland, OH): Eaton focuses specific attention and resources to two specific military populations: Junior Military Officers and transitioning military professionals. “The corporation participates at career fairs at the Service Academy Career Conference, Military MOJO, Corporate Gray, Navy Nuclear Power Officer Career Conference and base/post sponsored events,” says George Bernloehr, Senior Military Talent Acquisition Consultant. Eaton also has launched a Veterans Employee Resource Group. In addition, it deployed a Military Talent Scout Network, which assists transitioning veterans with resources and support as they start their careers and educates managers about the military. In 2014, veteran hires equaled 6.7 percent of Eaton’s new U.S. hires.

May/Jun 2015

NEWS careers.edwardjones.com

Edward Jones (St. Louis, MO): Hiring veterans is ingrained in Edward Jones’ history, stemming from the tenets of founder Edward D. Jones who served in the Navy in World War I. In 2012, the company introduced a first-of-its-kind program featuring tailored training, mentoring and a structured compensation package for the unique needs of veterans. “FORCES tailored training has been found to be conducive to military veterans’ learning style and provides them with an added advantage when they open their branch,” says John Boul, Global Media Relations Manager. At the start of 2014, Edward Jones set a target hiring figure of 450 veterans and ended up hiring 471 by the end of the year. www.lilly.com/Pages/home.aspx

Eli Lilly and Company (Indianapolis, IN): Eli Lilly is the only major U.S. pharmaceutical company founded by a U.S. military veteran. The company takes a number of proactive steps to recruit veterans, including attending military career fairs and participating in the Operation Hire a Hoosier Vet event. Eli Lilly is also a partner with Employer Support of the Guard and Reserve/Indiana Army National Guard Employment Coordination Program. Eli Lilly’s Veterans Leadership Network sponsors an event called Boss Lift. The program gives supervisors and senior leaders the opportunity to experience military service through simulation and experiential learning. In addition, the company offers specific training for members of employee resource groups to assist in training and retaining veterans.

go.enterpriseholdings.com/ career-home.html

Enterprise Holdings (St. Louis, MO): Enterprise’s commitment to the military goes back nearly six decades. The company is named after the USS Enterprise, an aircraft carrier on which the company founder, Jack Taylor, served during World War II. In 2013, nearly 2,000 veterans and Reservists launched careers with the company. Last year, the company updated its military recruitment website with content from current employees who are veterans. More than 10 percent of all employees are veterans. Enterprise also has an online internal resource group for employees with military experience. It has developed training tools about recruiting the military for its talent acquisition team and hiring managers.

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Epes Transport System Inc. (Greensboro, NC): Army veteran Eddison Cyrus, a Driver Recruiter at Epes Transport System Inc., says the company culture reflects military values of “high morale, integrity and selfless service.” He adds, “Epes is constantly creating opportunities for myself as well as other employees to go further in whatever career path that they may choose.” Epes offers an apprenticeship program, in which veterans can receive on-the-job training while receiving G.I. Bill benefits. “Our goal last year was to increase our veteran hires, and we succeeded by a 50 percent-plus growth,” says Melissa Nishan, Director of Recruiting. In 2012, six percent of hires were veterans; by 2013, that number had jumped to 12 percent. www.exeloncorp.com/careers

Exelon Corp. (Chicago, IL): Exelon, one of the largest competitive U.S. power generators, also has a powerful outreach to veterans. “The company has 18 sites approved for the On-The-Job Training Program, which allows veterans to learn a trade or skill,” says Griffin Goldin, Senior Analyst, National and Strategic Programs. In 2014, Exelon attended 47 military recruiting events, and the company plans to increase the number of events it attends this year. Exelon also targets military candidates for the Cornerstone Program, a comprehensive developmental training initiative for leadership personnel. The company’s military employee resource group, Exelon Militaries Actively Connected, was instrumental in acquiring more than 10 percent of new hires with military backgrounds in 2014.

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FDM Group (New York, NY): “FDM Group finds that a large number of veterans possess a high aptitude for Information Technology,” says Monica Hogan, U.S. Marketing Team Lead. In the FDM Academy, veterans quickly learn and adapt to the technical systems and programs used by a large number of FDM clients. Once trained, employees go onsite with clients nationwide. FDM worked closely with the VA to review training curriculum. As a result, eligible veterans are able to use generous education support benefits (including their G.I. Bill) while receiving intensive IT training. FDM sponsors organizations that include the United War Veterans Council, Veterans on Wall Street, Army Week and Wall Street Rocks for the Veterans.

www.frontier.com

Frontier Communications (Stamford, CT): “Frontier Bootcamp is Frontier Communications’ specific training for all Human Resources, recruiters and hiring managers when it comes to bringing veterans on board,” says Gregg Barratt, AVP, Veterans Affairs. Thirteen percent of Frontier’s workforce is former military. “In recruiting, we emphasize our three pillars for Veterans Affairs: Recruitment and Retention, Veteran Recognition, and Veteran Community Engagement,” he says. The company supports veteran employees with a veteran intern program, a veteran mentoring program (matching new employees with existing Frontier veterans) and a work-at-home program for veterans and military spouses for customer service roles. Frontier received numerous ESGR awards throughout 2014 and is a member of the 100,000 Jobs Mission.

www.halfaker.com

Halfaker and Associates, LLC (Arlington, VA): President Barack Obama recently appointed Dawn Halfaker, CEO of Halfaker and Associates, to the USO Board of Governors. She is a retired Army CPT and combat wounded veteran who started her government contracting company in 2006. “Hiring veterans has always been a priority for her,” says Tammi Cockerham, Senior Technical Recruiter. One resource that the company uses to locate veterans is the Wounded Warrior Project, where Dawn Halfaker is a board member. Halfaker has also developed a Wounded Warrior Transition Program, which has an important mentoring component. “Halfaker identifies certain positions within the company that would offer a Wounded Warrior the challenging career they desire,” Cockerham says.

www.hiltonworldwide.com/militarycareers www.g4s.us

G4S Secure Solutions (USA) Inc. (Jupiter, FL): G4S Secure Solutions offers expertise in analyzing security needs for its clients. “As such, the company has over 110 field offices across the United States and they all actively recruit military personnel daily,” says May Zelner, Manager, Field Training Services. Twenty-six percent of the workforce is former military, and the company has hired more than 15,800 veterans since its commitment to the White House’s Joining Forces initiative in August 2011. In addition, about 42 percent of the company’s “Custom Protection Officers,” who are an elite group that have completed intensive training, are veterans. Veterans can also tap the G4S Military Community, which offers networking opportunities and mentoring support.

www.ge.com/veterans

GE (Fairfield, CT): GE has a long-standing tradition of hiring military talent and made a public commitment to hire 1,000 veterans per year for five years (between 2012-2016). It offers a GE Veterans Network, which helps with the transition into the GE culture. GE is also known for its world-class Junior Officer Leadership Program, a two-year rotational program that provides structured training and mentoring support to participants. They are immersed into a business through three rotations lasting eight months each. “The company also supports organizations such as the USO, DAV, ACP, Hiring our Heroes and Ride to Recovery,” says Kris Urbauer, GE Program Manager, Military Recruiting and Junior Officer Leadership Program. www.groendyke.com/careers/military

Groendyke Transport (Enid, OK): “Groendyke Transport hauls and handles highly volatile products, so it takes a special type of individual possessing discipline, attention to detail and composure under pressure and stress. These characteristics align extremely well with our military personnel,” says Becky Hodgen, Communications and Brand Manager. Twenty-eight percent of total new hires in 2014 were veterans. Their CEO, John D. Groendyke, is a former Army CPT. Through various partnerships, including the Chamber Foundation’s Heroes to Hire, Groendyke attends military job fairs and has brought on new managers. The company also sends a Christmas tree and wreaths to all immediate families of employees who are serving on a base stateside or who are deployed.

Hilton Worldwide (McLean, VA): Operation: Opportunity is Hilton Worldwide’s commitment to hire 10,000 veterans, spouses and dependents by the end of 2018. “The travel and tourism industry is predicted to add 1.3 million jobs by 2020, and veterans possess the unique skills necessary for success in the hospitality sector,” says Melissa Stirling, Director of Military Programs. So far, Hilton Worldwide has hired more than 4,000 veterans. In 2014, Hilton embarked on a Military Program Kickoff Tour to spread the word about workplace opportunities. “These aren’t just career fairs; they’re opportunities to find out specific details about open positions (and) talk to hiring managers,” Stirling says. Hilton also has a Veterans Team Member Resource Group with nearly 300 team members in 164 locations.

www.jobs.net/jobs/humana-veterans

Humana Inc. (Louisville, KY): “Humana has a strong history of hiring veterans and their spouses. Many veterans also hold executive positions,” says James Tongate, Veteran Recruiter. To recruit, Humana maintains relationships with local veteran employment representatives, National Guard & Reserve Units, Military TAP programs, colleges with Student Veteran groups, professional military organizations, ESGR and Veteran Service Organizations. Humana also has a Veterans Network Resource Group, which provides professional development opportunities such as resume writing skills and leadership coaching, plus community volunteer opportunities like placing flags on graves of Veterans for Memorial Day. In addition, it provides mentorship to newly hired veterans and military spouses.

May/Jun 2015

NEWS

Answer another call-of-duty. Looking to turn your military service into a civilian career opportunity? You should look to Southern Company. Veterans exemplify the values we strive for every day at Southern Company – teamwork, responsibility and a dedication to service. Plus, the skills you acquired through your service are compatible to opportunities throughout our company, including jobs in nuclear, IT, engineering, security and operations. Be a part of the only electric utility company in the U.S. that’s actively developing all available resources to ensure our country’s energy security. Join Southern Company, where Energy, Innovation and Opportunity meet. Considering your next move after service? Make it a power move and consider Southern Company.

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NEWS

May/Jun 2015

www.intel.com/go/veterans

www.lq.com/military

Intel Corp. (Santa Clara, CA): “All new veteran employees are offered Veteran Transition Resources training, which assists their transition to civilian work,” says Kim McLaughlin, Marketing Manager, External Relations. The company also offers an American Veterans at Intel Employee Resource Group. Among its activities, the group assists Intel in recruiting veterans and offers supervisors training on how to best manage a veteran. Intel has more than 3,900 self-identified veteran employees. Intel attends several recruiting events, including military base career fairs, Hiring Our Heroes career fairs, state workforce employment agency veteran-focused career fairs, Marine for Life, Soldier for Life and the Veteran MBA career fair. In addition, Intel sources veterans at college campuses.

La Quinta Inns & Suites (Irving, TX): La Quinta Inns & Suites has created an enterprise-wide approach to embracing the military, specifically military families. “Encompassing six pillars, our effort starts with hiring veterans, military spouses and caregivers,” says Derek Blake, Vice President, Marketing & Military Programs. La Quinta focuses on providing portable jobs and careers for military families while also offering flexibility and advancement opportunities. With more than 850 locations, the La Quinta Talent Acquisition team participates in U.S. Chamber Hiring Our Heroes Job Fairs and Military Spouse Employment Partnership’s Networking Events and Spouse-Specific Hiring Fairs, conducting interviews on-site during the fairs. Each year for the past three years, the company has more than doubled military hires.

www.jdogjunkremoval.com

www.leidos.com

JDog Franchises, LLC (Berwyn, PA): “JDog Franchises is an exclusively veteran-branded company and the only franchise concept for veterans and family members,” says Erika Land, Administrator. “Because of this, we have extremely high visibility in the market. People want to know who we are, and they talk about us,” Land says. The company is part of Greater Philadelphia Veterans Network, AMVETS, Military Connections and Veterans Hired. Wayne Turner, Regional Director of Operations and retired CW3, is the point of contact for new veterans. The company also has a MajGen from the U.S. Marine Corps on its Board of Directors. Seventy percent of new hires in the past year were veterans.

Leidos (Reston, VA): Employees at science and technology company Leidos support vital missions for the government and commercial sectors. They defend the nation’s digital and physical infrastructure from “new world” threats. Veterans have a focused, mission-oriented mindset, which allows them to “hit the ground running and provide an immediate impact to the program’s effectiveness and mission execution,” says Michael Bruni, Talent Acquisition Manager, Mission Support Group. Fifteen percent of employees are veterans. “We participate in over 100 transition events annually and participate in military events and job fairs where we touch hundreds of veterans each month,” he says. During the past six years, Leidos has participated in more than 1,100 events.

www.johnsoncontrols.com

www.level3.com

Johnson Controls (Milwaukee, WI): Employees at Johnson Controls create products and services to optimize energy and operational efficiencies of buildings, lead-acid automotive batteries and advanced batteries for hybrid and electric vehicles, and interior systems for automobiles. “Veterans are needed for everything ranging from IT and engineering positions, to supply chain management, to accounting,” says Ray A. Cuttino, Military Recruiting Program Specialist. The company is developing a guide covering the hiring, onboarding and training of veterans. Last year, veterans made up 9.8 percent of all new hires. The company’s recruiting approach includes using military placement firms, attending career fairs and maintaining a presence at TAP/ACAP on military bases. www.kccmaterials.com

Kenny Construction Company (Northbrook, IL): “Veterans possess an ability to think through complications and develop solutions,” says Dan Kobyra, Kenny Construction Logistics Manager. Their contribution has allowed Kenny to “rise to the top of the Material Management industry,” Kobyra says. Within the construction industry, many positions require certifications, degrees or years of industry experience to even get a foot in the door for interviews. The Logistics Solutions Team at Kenny Construction Company has established an on-the-job training process to convert veterans’ knowledge from active duty to the construction industry. “We recognize the experience, intelligence and hardworking attitudes of veterans and give them the opportunity to learn the industry with our Logistics Solutions Team,” Kobyra says. www.kraftcareers.com/veterans

Kraft Foods Group (Northfield, IL): Kraft Foods, in business since 1903, has been hiring veterans for decades, but it stepped up its efforts in recent years. “We have grown our internal education of employees to understand how military experience adds value to our team. We have increased our new employee veteran hiring from 2.1 percent in 2011 to six percent in 2014. We are also researching new and creative ways to attract and train both veterans and spouses,” says Tim Corrigan, Veteran Employment Outreach. In 2014, Kraft launched a company-wide Veteran Employee Resource Group, signed the ESGR Statement of Support, joined MSEP and worked with veteran representatives in the states where it has a presence.

Level 3 Communications (Broomfield, CO): Level 3 Communications is hiring veterans into its Operations Tech Academy and IP Technical Academy. “Currently, we are aiming for inclusion of 30 percent military veteran hires in our 2015 classes,” says Amy Dietrich Director, Organization Development & Effectiveness. Veterans who enter the Ops Tech Academy prepare for roles within North American Operations in the areas of Field Operations, Planning, Access Management, Managed Services, Service Management, Media Operations and Service Delivery. Level 3 recruits directly at selected bases and also attends military recruiting events through the recruit military network. The company is a partner of Direct Employers, Recruit Military, LeaderQuest and several Veteran Service Organizations. www.lockheedmartinjobs.com/ military.aspx

Lockheed Martin Corp. (Bethesda, MD): Global security and aerospace company Lockheed Martin has extensive veteran outreach, with longstanding partnerships with such organizations as Employment Partnership of the Armed Forces, Army Partnership for Youth Success and the Military Spouse Employer Partnership, among others. “It has redesigned a content-rich website for transitioning veterans and has enhanced a military skills translator to help veterans find appropriate positions,” says Teri Matzkin, Manager, Military Relations and Strategic Sourcing. Military Relations Managers attend approximately 200 military hiring events nationwide. In 2014, the corporation held its third annual enterprise-wide Military Veterans Leadership Forum, in which veteran senior leaders from all parts of the enterprise met to drive veteran-related projects.

www.mantech.com

ManTech International Corp. (Fairfax, VA): In January 2013, Humana hired 1,000 additional veterans and military spouses. Total hires since the company’s original commitment in August 2011 reached 1,593 by the end of 2013, says Jay Brethen, Talent Acquisition, Veteran & Military Spouse Programs. Humana attended the December 2013 national conference for the Student Veterans of America. “Our current area of focus is to attend Student Veteran Chapter engagements and invite them to military career events within our business markets,” Brethen says. Humana is a winner of the Secretary of Defense’s Employee Support of the Guard, Reserve Freedom Award for 2013, and was a finalist in 2012.

May/Jun 2015

NEWS www.mmc.com/join-us/overview.html

Marsh & McLennan Companies (New York, NY): “Marsh & McLennan Companies wants to hire 500 veterans by 2016,” says Edward Dunn, Director of Military & Veterans Affairs. The company has grown its Veteran Colleague Resource Group to more than 250 members in less than two years. New employees joining the group are assigned a “buddy” peer advisor. The company is putting a strategy in place to become one of the top military hiring programs in the country based on Dunn’s experience over the last several years when he was building the 100,000 Jobs Mission for JPMorgan. With annual revenues of $13 billion, the global professional services firm offers solutions in risk and strategy in more than 130 countries.

www.Safeway.com/careers

Safeway (Pleasanton, CA): JA combination of classroom, independent study and on-the-job training prepares veterans for careers in Safeway’s retail environment. “From our stores to our corporate headquarters, and with positions ranging from Store Management to IT to Manufacturing to Distribution, we offer location transfer availability and careers that build your skills and your future,” says Evan Proctor, Senior Military Recruiter. Proctor himself started with Safeway in 2012 as an NCO 1 Assistant Manager and was steadily promoted to military recruiter. JMOs and NCOs go through a six-to-ninemonth training program and are paired with skilled mentors. Once they complete their paid training, they are promoted into the role for which they were hired.

www.nabors.com

Nabors (Houston, TX and Hamilton, Bermuda): Nabors owns and operates the world’s largest land-based drilling rig fleet and has one of the largest well-servicing rig fleets in North America. “The company is working to partner with over 200 military transition offices nationwide,” says R.J. Maggard, Program Manager, Talent Acquisition. Prior to a hiring event, Nabors is researching and targeting the local military population. “Hiring managers will attend events with the program recruiters, which allows the ability to conduct on the spot interviews and extend job offers,” he says. Nabors has corporate policies in place supporting the National Guard and Reserve related to drill and deployment requirements.

www.navyfederal.org/about/careers.php

www.schneiderjobs.com

Schneider (Green Bay, WI): “From traditional over the road routes to opportunities in the Regional, Dedicated, Bulk Chemical, Expedited/ Team and Intermodal areas, Schneider plans to hire more than 25 percent of its drivers in 2015 from the veteran population,” says Janet Bonkowski, PR Manager. The company is a key partner with the ARMY EPO, PaYS, ESGR and the VETBIZ organizations, and is also involved in Marine For Life programs and the 100,000 Jobs Mission. By the end of 2015, Schneider plans to add more than 800 veterans into Schneider’s VA-approved Apprenticeship Program. This is a unique, collaborative program with the U.S. Department of Veterans Affairs that provides on-the-job-training while veterans tap their G.I. Bill benefits. www.southerncompany.com/military

Navy Federal Credit Union (Vienna, VA): For nearly 82 years, Navy Federal has employed military-experienced talent to serve its military members. Its 257 branches are primarily near a high concentration of military personnel. In 2014, Navy Federal participated in numerous job fairs, including Hiring our Heroes Job Fairs and the Warriors to the Workforce Hiring Fair, both in Washington, DC. Navy Federal is one of the first 30 organizations to partner with the Military Spouse Employment Partnership to help spouses from all branches find jobs. Navy Federal also offers various career development and educational programs, including The Executive Development Program, a two-year curriculum to develop employees for senior level positions.

Southern Company (Atlanta, GA): Southern Company, an electric utility holding company, actively recruits veterans for jobs at new and existing company facilities. “Those include a cutting-edge integrated gasification combined cycle plant under construction in Kemper County, MS, and the new nuclear power units in development outside of Augusta, GA,” says Linda Sykes, Military Programs Specialist. Southern Company annually participates in more than 30 military recruitment events, and through the Military Veterans in Power employee resource group, the company provides support to veterans. Seventeen percent of new hires in 2015 are veterans, Reservists or National Guard members. Southern Company is a founding partner of the Troops to Energy Jobs program, which tells veterans about energy jobs.

www.novonordisk-clayton.com

Novo Nordisk Pharmaceutical Industries Inc. (Clayton, NC): With world headquarters in Denmark, Novo Nordisk Pharmaceutical Industries has more than 90 years of leadership in diabetes care. It also has leading positions in hemophilia care, growth hormone therapy and hormone replacement therapy. Many Process Maintenance Technicians are veterans. “We have found their mechanical and electrical background is extremely beneficial,” says Michelle Norris, Talent Acquisition Coordinator. In 2014, 27 percent of new hires had veteran status. Novo Nordisk provides military leave for active duty reserves and has supported employees who faced deployment. The company attends many career fairs and has also participated in the Capital Area Workforce Development Board Military Round Table.

www.ryder.com/career/military-recruiting.aspx

Ryder System, Inc. (Miami, FL): Ryder provides transportation and supply chain management products and is especially known for its fleet of rental trucks. “We’re hiring veterans as diesel mechanics, CDL truck drivers, logistics managers, customer service coordinators and various warehouse positions,” says Patrick Pendergast, Senior Director, Talent Acquisition. The company participates in the Hiring Our Heroes campaign and has pledged to hire 2,000 additional veterans by the end of 2017. In addition, it created a resource page for veterans who still require their CDL and partnered with FastPort.com to mentor service members. “We also are working hard to hire more female veterans in 2015, including partnering with Women in Trucking.Org,” Pendergast says.

www.southwest.com/html/about-southwest/ careers/index.html

Southwest Airlines (Dallas, TX): Southwest Airlines operates more than 3,400 flights per day and has scheduled service to 93 destinations across the United States. “We hire for all of these locations, as well as for our corporate positions at our Headquarters in Dallas,” says Tina Clanton, Senior Corporate Recruiter/Military Recruiting. The company partners with the ArmyPaYS program, Marines for Life, ESGR and the Texas Veterans Commission and attends Hiring Our Heroes events/ job fairs and Military MOJO job fairs and focus groups. This year, the company will target veterans to participate in its Emerging Leadership Development Program. Southwest also has a Manager in Training Program, plus numerous other opportunities at a state-of-the-art training facility.

NEWS

May/Jun 2015

www.sprint.jobs/content/military

www.ussecurityassociates.com

Sprint (Overland Park, KS): In 2014, the Secretary of Defense nominated Sprint for the Employer Support Freedom Award, given to employers for support of National Guard and Reserve employees. “Sprint employs more than 1,500 veterans,” says Summer Dean, Talent Acquisition Supervisor. Sprint’s involvement in national military organizations such as Business Executives for National Security and Association of the United States Army helps the company stay connected with potential future employees. Sprint’s employee resource group called VETS - Veterans and Employees helping others Through Sprint - has more than 940 active members. One of their notable programs is the Deployed Associates Committee, which gathers feedback from associates after deployments about their experience with Sprint’s support.

U.S. Security Associates, Inc. (Roswell, GA): U.S. Security Associates (USA) is a national security company founded by a formal naval officer and is one of America’s fastest growing security companies with revenues increasing from $900 million to $1.3 billion over the last three years. “Staffing requirements at each office are constantly fluctuating as we continue to grow,” says Ginger Dillard, Marketing Manager. In 2014, the company attended eight RecruitMilitary job fairs and assorted Hiring Our Heroes and Military Spouse job fairs, sponsored by the U.S. Chamber of Commerce. The company has hired a record number of veterans since launching its “Recruiting America’s Brave” military hiring campaign in 2012. www.UP.jobs

www.sunbeltrentals.com

Sunbelt Rentals (Fort Mill, SC): “Sunbelt Rentals focuses on attracting military service members by being where they are,” says Shawn Leo, Regional Recruiting Manager. The company attends workshops on base and assists transition teams. It attends career fairs through multiple organizations nationwide and partners with the Wounded Warrior Project/Warriors to Work program. Sunbelt created “SBR Veteran Spotlight on Success,” which highlights the success of a veteran employee each month. Sunbelt Rentals, one of the largest equipment rental companies in the nation, offers clients an extensive $4 billion equipment fleet for construction, power generation and other jobs. New hires work with a seasoned professional, gaining knowledge to be successful in their position.

www.geogroup.com/hiringheroes

The GEO Group, Inc. (Boca Raton, FL): Veteran hiring at The GEO Group, Inc. has steadily risen since in the past four years, from 481 hires in 2011 to 717 hires in 2014. “GEO is rapidly growing, so the prospect for veterans to be hired is excellent,” says Gina Larsen Manager, HR and Marketing. A Military Job Translator on GEO’s website allows Veterans to plug in their current rank/title and receive a matching job for their current position. The company also posts jobs on more than 20 veteran-specific websites and attends eight or more military recruiting events yearly. The GEO Group, Inc. specializes in the design, financing, development and operation of correctional, detention and community re-entry facilities around the globe.

Union Pacific (Omaha, NE): Following the Civil War, thousands of veterans helped build the first transcontinental railroad for Union Pacific. Today, veterans still play a key role. “One in five employees has military experience,” says Amanda Treiber, Sr. Marketing Specialist. Recruiting efforts involve a high-touch and hightech approach. A recently revamped website uses tools such as Military Skills Translators and Notify Me options so candidates are alerted when specific positions or locations they select are available. Recruiters attend everything from Hiring Our Heroes to TAP events. Virtual career fairs also allow for chatting about opportunities, even if soldiers are deployed. In 2014, 28 percent of total hires were veterans.

www.unitedrentals.com/en/ourcompany/careers/military-veterans

United Rentals, Inc. (Stamford, CT): “More than 1,300 veteran employees possess skills needed by United Rentals, which provides construction equipment rentals,” says Laura Zattola, Director, Human Resources, Corporate Operations. The company offers a groundbreaking veteran workstudy program - Service to Employment Program - for Service Technicians. Intensive technical training lasts 10 to 12 weeks, and successful graduates are offered positions. United Rentals has also participated in the Be a Hero virtual career fair, sponsored by Hire Disability solutions. Company policies comply with the Uniformed Services Employment and Reemployment Rights Act of 1994 and other applicable federal, state or local laws. The company sponsors Educated Canines Assisting with Disabilities, which focuses on providing extraordinary dogs to injured veterans. www.phoenix.edu/mil

www.tmctrans.com

TMC Transportation (Des Moines, IA): TMC Transportation is an industry leader for its training and onboarding process. Since 2008, it has offered a two-year, VA-approved Education Apprenticeship. “Our program is longer than many in our industry, allowing veterans an easier transition into their new civilian career,” says Cheryl Freauff, Driver Recruiting Manager. In 2014, veterans made up 37 percent of new hires; they are 33 percent of the entire workforce. Eighty percent of job openings are for Class A Drivers. TMC is a partner of the U.S. Chamber of Commerce’s Hiring Our Heroes Program. It attends various military job fairs throughout the county. TMC supports veterans’ organizations such as Wounded Warriors and Toys for Tots.

University of Phoenix (Tempe, AZ): “With advisors that speak the same language, University of Phoenix military students feel understood as they work towards their educational goals,” says Andrea Woods, Marketing Manager, and Brian Weaver, Senior Manager, Talent Acquisition. In 2014, University of Phoenix opened additional military-specific positions in San Diego to better align with San Diego’s military population. Military-experienced employees may also be hired at select University of Phoenix campus locations in 36 states. The university has worked with the Severely Injured Veterans Program (encompassing Operation Comfort in Texas; Soldier’s Angels in Northern California; Armed Forces Foundation in Washington, DC; and Heroes to Hometowns in Arizona). Full-tuition scholarships were awarded to severely injured veterans. www.aecom.com

www.triplecanopy.com

Triple Canopy, Inc. (Reston, VA): Founded by U.S. Special Forces veterans, Triple Canopy provides mission support, security and training services in support of the U.S. federal government in high-risk, complex locations throughout the world. “Due to the challenging scope of work we perform, Triple Canopy will continue to seek military-experienced talent in 2015 to exceed the required expectations of the U.S. government,” says Katy Pultz, Communications Manager. Sixty-two percent of new hires in 2014 were veterans. Former military personnel are in key leadership positions across the organization. Triple Canopy utilizes many recruiting efforts to attract veterans, including working with the Army Career and Alumni Program.

URS, an AECOM Company (Los Angeles, CA): URS, a leading provider of engineering, construction and technical services, is now part of AECOM. With nearly 100,000 people in more than 150 countries, the merged corporation has the ability “to deliver more capabilities to more veterans around the world,” says Kenneth L. Reese, Director, Talent Acquisition. Reese is also a retired Army MSG. Whenever possible, the corporation assigns newly hired veterans to mentors, including connecting mentors to those with known physical and mental health disabilities. It also provides training opportunities that are equitably accessible to disabled veterans. Finally, a Veteran Recruiting Team establishes partnerships with local Department of Labor Veteran Representatives and Military Transition Offices throughout the country.

May/Jun 2015

NEWS www.usaajobs.com

Why Join the

USAA (San Antonio, TX): “Like his predecessors, new USAA CEO Stuart Parker, an Air Force veteran, has made military hiring a top priority,” says Mike Kelly, Executive Director, Military Advocacy. A mutual insurance company for military members, USAA has grown to more than 27,000 employees, 24 percent of whom are veterans. In 2014, more than 30 percent of all hires were veterans and military spouses. Besides attending more than 50 military hiring events, USAA also visits the Warrior and Family Support Center at Ft. Sam Houston, Texas. Recruiters brief transitioning wounded warriors about job searches. The company has a successful “cohort program,” in which it trains groups of veterans and spouses who serve together.

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

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• Comprehensive benefits

Werner Enterprises (Omaha, NE): Werner Enterprises is a freight carrier and transportation and logistics company. In conjunction with the White House, Werner pledged to hire 1,000 Veterans each year for five continuous years starting in 2012. In December 2014, Werner met and exceeded this goal, having hired 5,109 veterans. About 20 percent of the workforce is veterans. “Werner established the very first apprenticeship program in its industry that focuses on veterans,” says Rick Buchholz, Government Hiring Manager. Eligible veterans who have G.I. Bill benefits can receive up to $14,215.20 of their taxfree benefits in addition to their Werner pay. More than 45 corporate Werner Associates are trained to recruit and hire veterans.

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

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(Class A CDL with Hazmat and Doubles)

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www.westgateresorts.com/careers

Westgate Resorts (Orlando, FL): Westgate Resorts has former military personnel at all levels including C-level executives, resort management, information technology professionals, engineering, call center leaders, sales and marketing. “In fact, our Chief Operating Officer is a retired Air Force Officer, and both our Chief Executive Officer and Chief Financial Officer are former military,” says Clint Boldt, Executive Director of Team Member Services Field Operations. In 2014, Westgate participated in a variety of military job fairs, and 3.4 percent of new hires had military experience. The company has given more than 2,000 free vacations in the past two years to soldiers who have served in Iraq and Afghanistan. Westgate has also donated to charities for wounded warriors.

Whelan Security (St. Louis, MO): Whelan Security is one of a handful of companies in the contract security industry that has significant experience servicing critical U.S. infrastructures. “Veterans and their experience are valued where the company is responsible for security operations and major contingency planning agreements,” says Mark Porterfield, Senior Vice President and Chief Security Officer. Whelan maintains a partnership with Employer Support for Guard and Reserves and is registered with the Army Career Alumni Program. Local branches partner with military bases, military career fairs and/ or career centers to attract talent. Whelan recruiters participated in a social media campaign in December 2014 specifically targeting members of the National Guard and Reserve Units.

www.xcelenergy.com/Company/Careers

Xcel Energy (Minneapolis, MN): In 2014, Xcel Energy, a major electric and natural gas company, signed a National Statement of Support with the ESGR. It participated in more than 30 veteran-specific job fairs across the country, connecting with more than 4,000 job seekers and more than 1,400 veteran applicants. “We also implemented a robust social media marketing strategy to engage veterans all over the country,” says Kynnie Martin, Senior Recruiter, Veterans and Diversity (Martin was named a 2014 winner of the “Top 40 Under 40 Military” by CivilianJobs.com). Xcel Energy has implemented training for transitioning veterans using curriculum called “Bring Your A Game to Work,” which teaches veterans about their corporate culture.

www.whelansecurity.com

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

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May/Jun 2015

United States Army Veteran Leads the Way as Coverall Franchised Business Owner Provided by our sponsor

he Story of Veteran and Coverall Franchised Business Owner, Martel Brown “If you told me twenty years ago that I’d own a business and work for myself, I’d probably laugh,” said Martel Brown, United States Army Veteran and former infantry soldier. Like many other military veterans, Brown has a story to tell, one that includes a lifelong relationship with the girl of his dreams, being deployed overseas, the blessing of children and grandchildren, and the chance to live the American Dream as a business owner. Everything he does, or has done, meets the definition of commitment. After all, he spent seven years in the Army, is coming up on 27 years of marriage and has been a business owner for 15 years. “My wife Tara and I met in fifth grade,” said Martel. “We’ve been together ever since.” This engrained sense of commitment stuck with Martel as he and Tara continued their journey through school and into adulthood. That’s when Martel entered the United States Army. It put him on a path, not only to his future, but a future with his soon-to-be wife. They progressed on the journey together, at first with Martel overseas while Tara was back home. After seven years of active duty, the time had come to move forward, out of the military and into the business world.

But what would he do? How would he make the transition from veteran to new husband, father and working man? Fresh out of the service, Martel worked part time for a friend who owned a franchised commercial cleaning business. It was during this time that he found the answer and before long, realized he could do this on his own with the right opportunity and support. He found both in Coverall. “I chose Coverall without hesitation,” said Brown. “After researching other commercial cleaning franchisors, I felt Coverall offered more support and training with a smaller investment.” He continued, “They also offered a Veteran discount when other franchisors didn’t.” Today, along with his wife and business partner, Brown relies on the dedication and discipline he learned in the Army to help him run his business, MTB Services LLC, based in York, South Carolina. “After 15 years in business, my wife and I look back on the moment we realized we could do this and laugh to ourselves – we did it!” Q: How has your military background been of service to you as a business owner? A: My military background has come into play quite often. Owning a business is a 24/7 commitment. There are days you’d like to have off, but being in the military taught discipline, dedication and hard work. You

need all three to run a business. Q: What advice would you give a fellow veteran just starting their business? A: Be patient. Learn everything you can about the services you provide so you can give your customers everything they need to be fully satisfied. And always leave a good impression no matter what. Small things like this can help you earn new customers and keep current ones. Q: Would you recommend a Coverall franchised business to your fellow veterans? Why? A: Yes, I would recommend Coverall to a fellow veteran because Coverall is a veteran friendly company. And it gives veteran discounts for the start-up of a Coverall franchised commercial cleaning business. Military veteran today, business owner tomorrow. You have what it takes. Call 800.537.3371 or visit www.coverall.com/ ownyourfuture today. For 30 years, Coverall has been a leading franchised brand in the commercial cleaning industry. With more than 8,000 franchised business owners in 90 markets across the globe, veterans from all branches of the military have fulfilled their American Dream as Coverall business owners. Offer of Franchise made by prospectus only. See Franchise Disclosure Document for details.

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As a Military-Friendly Franchise, Coverall offers Veterans a 10% Discount.* © 2015 Coverall North America, Inc. This offer is made by prospectus only. See Franchise Disclosure Document for details. *Qualified Veterans receive a 10% discount on the initial franchise fee on the purchase of a Coverall Franchised Business.

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May/Jun 2015

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Do you want to be in charge of your own future and be your own boss? Do you enjoy working outside? StoneMakers Academy can help you easily attain these goals. StoneMakers has developed innovative ways to build and install water features, retaining walls, fire pits and outdoor living areas in half the time as traditional methods.

For more information call Mark E. Spear at (603) 556-7670

There is no cost to go through training for qualified veterans and StoneMakers provides a grant to cover lodging and travel expenses for each new independent contractor. Once licensed and certified you can install StoneMakers outdoor living features anywhere in the country.

May/Jun 2015

NEWS

Military Leadership in Action: A Q&A with John Finneran of Capital One

ohn Finneran is General Counsel and Corporate Secretary of Capital One Financial Corporation, a diversified Fortune 200 company and one of the top ten banks in the United States based on deposits, with one of the most widely recognized brands in America. Mr. Finneran is the senior legal advisor to the Board of Directors and the senior management of Capital One. He is a key member of Capital One’s executive team with broad responsibilities and oversight over the activities of Capital One’s Corporate Reputation and Governance organization, including the Legal Department, Government Affairs, Regulatory Relations, Corporate Audit & Security Services, and Corporate Affairs. Mr. Finneran received his J.D. from Georgetown University Law School and served as an officer in the United States Navy. To help commemorate the Most Valuable Employers (MVE) for Military® issue and Armed Forces Day, MTN caught up with Mr. Finneran and asked him for his advice for transitioning military and veterans. Capital One has become one of the most respected financial businesses in

the world. What advice would you give to a military service person transitioning into a civilian career who is also interested in entrepreneurship? Innovation and entrepreneurial thinking have been central to Capital One’s business since day one, and they continue to drive the company forward today. Many veterans would make great entrepreneurs. The military teaches you a kind of self-reliance, and a willingness to do whatever it takes to achieve your goals. That sense of dedication, ambition, resilience, and leadership skills are essential, but there is a much more to learn about the practicalities of running a successful business. There are resources and support systems available to help, and I would encourage military men and women to take the time to tap into all of the tools that are at their disposal. For example, Capital One has been able to engage with hundreds of aspiring entrepreneurs through our partnership with Count Me In and our Women Veteran Entrepreneur Corps (WVEC), a program that helps women who have served to start and grown their own businesses. The goal of WVEC is to provide the tools, mentorship and support systems that aspiring business owners need. It has been inspiring to see the creativity and passion they’ve displayed for their work and it has been gratifying to support this important program and play a small role in helping these women veterans achieve their dreams. Capital One has grown to be a leading bank in just 20 years. What qualities does Capital One look for in a successful candidate to help propel it forward another 20 years? Every decision we make at Capital One is driven by our core values, from how we interact with our customers to the people we hire to work at our corporate offices and branches. We attract and hire talented individuals who are committed not only to demonstrating excellence in their particular job functions each day, but also to consistently doing the right

thing for their customers and colleagues. As a company, we are also very futurefocused. We are consistently challenging ourselves to innovate – offering new products, services and technologies – and we look for talented individuals who are thinking about how they can challenge themselves and continue to grow and develop at Capital One over the course of their careers. Capital One earned a spot on our Most Valuable Employers for Military list. Thank you for your commitment to our veterans. What does Capital One gain from veteran employees within their ranks? As a longstanding supporter of our military, Capital One, is privileged and honored to have veterans from every branch of service as colleagues, team members and leaders throughout our company. We know from firsthand experience the value that our colleagues with military experience bring to our business. We find that military experience gives our new “recruits” a head start and provides a tremendous personal foundation for success. Hiring veterans makes great business sense. We know that the skills and qualities that made them outstanding assets in the military – the strong work ethic, rigorous discipline, the creativity to overcome obstacles – are precisely the kinds of qualities that can invigorate the American workforce and drive businesses forward. These are talented men and women and by providing job opportunities and investing in their success, the business community and our country have a great deal to gain. Do you have programs for veterans once they join the Capital One team? From the outset, our goal for all of our associates has been to hire the best people and give them the tools and support they need to be great and our military hires are no exception to that rule. We go to great lengths to ensure that veterans and military spouses are wellpositioned for success within the company

and have ample resources available to ease the transition into the civilian workforce. We have a talented team of associates who are dedicated to support our military colleagues. We also have very strong Military Network comprised of associates who are veterans, have a family member who serves, a spouse or partner who is in the military, or associates that are just interested in supporting military-related causes. The Military Network runs a series of programs within the company to provide mentorship, career guidance, encouragement, and support for a variety of veteran and military family needs. In addition, we created the Military New Hire Transition Program, which uses webinars, live instruction and one-on-one conversations to position veterans for success at Capital One. I am humbled to say that the various programs and layers of support that we offer to our veterans and those associates who continue to serve in our military have clearly made a great impact. What advice would you offer military seeking civilian employment today? As a Navy veteran, I know first-hand the obstacles returning veterans face as they enter the civilian job market. Looking for a job can be a daunting task for anyone, but add on to that the challenge of translating military skills and experience to a more traditional job market, writing a resume that resonates with civilian employers and a job search that is already difficult – it can seem even harder. First and foremost, I would tell any military service member or veteran looking to join the private sector to start the process with a sense of confidence and pride. Know that the very attributes that made for a successful military career are precisely what civilian employers are looking for in their new hires. Too often, I’ve spoken to men and women who seem to undervalue and undersell the amazing skills, talents and qualities their military service has helped them acquire. Secondly, I would encourage military service members to be thoughtful about their career plans. Be open to new experiences, find an industry that really excites you, and look for an employer that values and celebrates what you bring to the table.

Need a resume? Make sure you stand out from your peers Get a resume that best translates your military experience for civilian hiring authorities. Backed by 20 years of military placement experience Companies have told us what they want to see on an ex-military resume.

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May/Jun 2015

NEWS

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May/Jun 2015

Want To Work For an MVE? Get There By Being an MVP! competition will help you stand out.

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

s you read this issue of Military Transition News, you will learn much about MVEs the Most Valuable Employers for separating military personnel and veterans. Although these organizations may be different when it comes to their business models, best practices, mission statements and corporate culture, they share a special bond that makes them unique among their competition - a demonstrated appreciation for the workplace talent offered by military personnel and a proven track record of hiring and retaining the best among that population. This selectivity and acknowledgement earns them that most valuable accolade. I congratulate them for their support and commitment to our servicemen and women. You, the readership of this publication, are likely to have or will soon develop a strong appreciation for these MVEs, and many of you might choose to obtain employment with one of them. There are many ways to pursue that goal, but all of those paths have something in common - you must develop a personal connection with someone who works there. That is exactly what networking is all about - finding that individual and creating and fostering a relationship that helps get your foot in the door. In my book, OUT OF UNIFORM, I refer to that connection as your Uncle Harry or Aunt Mary, and I lay out seven different ways to find him or her. One of the best is attending a job fair or hiring event, such as the ones sponsored by CivilianJobs.com or its parent company, Bradley-Morris, Inc. These events bring job seekers and hiring companies together at convenient locations all over the country. You would be wise to make one or more of these affairs a part of your overall career transition and job search strategy. However, if you do so, I strongly suggest you do everything in your power to make sure you are one of the MVPs - Most Valuable Prospects - in attendance. To be that MVP, you must do more than just show up. Yes, the companies are looking for good people, but there are always more good people than there are good jobs. You will have stiff competition, and you need to separate yourself from the crowd. Here are 10 ways to make that happen. 1. Research: Do your best to find out the names of the hiring companies that will be attending the event. Better yet, narrow down the field by selecting the ones in which you have the most interest. If the interviews are pre-scheduled, then focus on those companies. Do your homework. Research them on the Internet, visit their web sites and check them out on LinkedIn. Put in the work before you show up. Doing more than your

2. Asking around: Although you may be new to all of this, you are not a pioneer and you are not alone. Seek out feedback from those who have already gone down this road. Ask for advice. What lessons-learned can they share with you? What did they do that worked well or not-so-well? Seek out guidance from the organizers of the event. Look for tips on military transition web sites and blogs. Put your “G2” skills into action. 3. Empathy: Focusing on your wants and needs is important, but so is having a sense of what matters to the potential employers. Be sensitive to their needs as well as yours. Knowing their hot buttons and pressing them will elevate their feelings about you. 4. Self-knowledge: Knowing as much as possible about the companies and their openings is critical. But no matter how extensive that knowledge happens to be, if you are not also in touch with yourself, you are doomed to fail. All the knowledge and empathy in the world will get you nowhere without also knowing who you are, what makes you tick, your strengths, your weaknesses and what really matters to you. 5. Time management: You have a limited amount of time at the event. Use it wisely. Doing the research mentioned above will help you allot your time appropriately. If you must stand in a line to speak with an employer, then figure out in advance which lines you really want to stand in. If the interviews are pre-scheduled, then your time is already allocated for you. Sometimes you will be told that a particular employer has requested to see you. That does not give you permission to cut the line, but it does encourage you to put that line high on your list. 6. Proper attire: Dress for the job you want, not the job you have. In most cases this means classic business attire, i.e., a business suit with the appropriate accessories. Sometimes this requirement is waived to make it more convenient for military service members to attend, in which case you will be told that it is OK to show up in uniform. In any case, do not guess! Check with the organizers of the event to be sure. 7. Business cards: You will be collecting business cards at the event, but will you also be handing them out? Consider having some made up. They don’t have to be expensive or fancy. Include the basics: name, mailing address, phone numbers and email. You may also consider including your branch of service and specialty, but don’t include rank or pay-grade information. Possibly include a picture. Due to some Department of Labor restrictions, many companies will be unable to accept your resume, instead sending you to their web site to apply. However, those same companies may be able to accept your business card.

8. Appearance: This relates to the proper attire mentioned above. Military personnel are known for pride in personal appearance, excellent grooming and physical fitness. Do your best to live up to that expectation. Haircut? Fingernails? Shoes shined? Clothing fits properly?

have to schedule second-level interviews. “Thank you/I am interested” notes might be appropriate. Perhaps you were asked to call, or provide additional information, or apply online. Regardless, stay on top of the paperwork, follow instructions, be timely and communicate well.

9. Something extra: In theory, you and all of your competition will do everything on this list to enhance the chances of being the MVP at the job fair or hiring event. Under that premise, this all becomes a common denominator, so now what? Do something above and beyond, something no one else thought to do. Here’s an example: Let’s say you expect to interview with Home Depot. In advance of the event, go visit one in your town. Talk to the staff. Seek out the manager. Let them know you are interested in working for the company and you are prepping for an interview. Ask questions. Gain insight. Use this information and share the fact that you did this during the interview. They will probably be surprised and impressed.

Stir in some basic common sense, courtesy, reasonable expectations and self-confidence, and you’ll be well on your way to an MVP award and a new career with an MVE! Thank you for your service and GOOD HUNTING!

10. Follow-up: When the event is over your work has just begun. There will be web sites to visit and applications to complete. There may be communication with the sponsoring organization to receive feedback from your interviews. You might

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

Join CivilianJobs.com on...

May/Jun 2015

NEWS

TRANSITIONING FROM ACTIVE DUTY?

The Air Force Reserve offers great part-time opportunities for people transitioning from active duty. It gives you the time and financial support to further your education, or begin a civilian career, while continuing your military service toward retirement. As a Reservist, you can continue to do the extraordinary and maintain the camaraderie experienced while serving in the military.

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May/Jun 2015

JDog Junk Removal: A 4-Star Service Franchise by Janet Farley, Contributing Editor

ou are a bold, audacious, risk-taking warrior, and while you may not be 100% certain about what you want to do in your next job, you’re quite certain you don’t want to squander the years sitting behind a desk and answering to someone else. If this sounds like you, consider doing what Army Reservist Roy Birdwell did last year in Nashville, Tenn. Become your own boss as a JDog Junk Removal franchisee. JDog Junk Removal & Hauling, a rapidly growing national company, is on a mission to offer business ownership opportunities to veterans and their family members. JDog franchisees provide junk removal and hauling services to both residential and commercial customers, delivering service the military way: with respect, integrity and trust. The company believes that when given the choice, the American public will always choose to support a veteran business. JDog sells franchises exclusively to military veterans and their family members. Franchise owners operate easily recognizable, camouflage vehicles and trailers and wear military-style uniforms. JDog Junk Removal offers its business owners a familiar sense of community that

can’t always be found in other franchises. “It is a military family itself that is militaryfriendly and themed,” said Birdwell, who adds that it offered him the career flexibility he sought. “Through my years in the Navy, the National Guard, the Army Reserves and as a civilian contractor in the Middle East, I’ve spent a lot of time away from my own family. Now that my son is in kindergarten, I want to be at home as he grows up,” said Birdwell. “It was also important for me to work in a job that meant something to me personally. I wanted a job where I could give back to the community,” he added. “Being a business owner gives me more control over my time and, as a result, a better quality of life,” observed Birdwell. “JDog makes it easy for you to be a business owner. If you follow the success plan they have developed, you’ll do fine.” According to Birdwell, those used to life in and around the military have what it takes to excel in business ownership. “I don’t have any exact numbers on it, but I do know most military members are self-motivated and that’s what you have to be to make a franchise successful,” said Birdwell. Becoming a JDog Junk Removal franchisee is relatively simple and may be the right fit for you, your family members or

other veterans. “You pay an initial franchise fee of about $25K. Of course, there are other costs involved as well,” said Birdwell. “You have to secure your business license and insurance. You have to get a vehicle and a trailer and then you have to get the vehicle wrapped in vinyl advertising,” he said. According to Birdwell, a reasonably set fixed monthly royalty is paid to the franchise. “This is unique. Other franchises want you pay them a monthly percentage, usually 12%, on your business profit,” said Birdwell. That’s not the only way things are different, either. “Unlike other businesses, the individual franchisees are not in competition with one another. We share best practices with one another and help each other,” said Birdwell. New franchisee owners are provided one week of intensive training at the corporate headquarters in Philadelphia, Pa., and a follow-up week of training is provided on the new franchisee site shortly afterwards. All JDog franchisees are also supported by an experienced board of advisors, including decorated military officers and business professionals, who understand the unique attributes and qualifications of veterans. Birdwell advises you to think carefully about your civilian job after the military. “Find what works for you. Start by figuring

out what you’re trying to accomplish,” said Birdwell. “Look at others in similar situations. Based on how things are going for them, can you see where you might be 10, 15 or 20 years down the line doing the same thing?”

The bottom line is simple, according to Birdwell. “If you don’t enjoy doing your job, it’s not worth it. You can always find a job making decent money but will it allow you to have a life, too?” he said. To learn more about the advantages of joining the JDog Movement, visit www.jdogjunkremoval.com. 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.

Build your career with Eaton, and build power management solutions that keep the world moving more efficiently, reliably and safely.

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 2015

NEWS

Read this issue online now at Online.MilitaryTransitionNews.com

NEWS

May/Jun 2015

Job Fair Calendar Date: Location: Sponsor:

May 5, 2015 Ft. Benning, GA Job Fair 10 a.m. - 2 p.m. Benning Conference Center CivilianJobs.com (866) 801-4418

Date: Location: Sponsor:

May 5, 2015 VA Beach Career Fair 1 p.m. - 4 p.m. Stratford University; 555 S. Independence Blvd. POC: Janet Giles, Jobzone www.JobZoneOnline.com (434) 263-5102 or (540) 226-1473 -

Janet.Giles@JobZoneOnline.com

Date: May 6, 2015 Location: Ft. Leonard Wood, MO Transition Summit 10 a.m. - 4 p.m. Nutter Field House Sponsor: POC: Beverly.d.rowe.civ@mail.mil Date: May 6, 2015 Location: Ft. Campbell, KY Weekly Job Fair 9 a.m. to 3 p.m. Soldier For Life Center Sponsor: POC: Sean Solorzano, sean.p.solorzano.civ@mail.mil (270) 798-6507 Date: May 6, 2015 Location: Ft. Knox Employer Day 10 a.m. - 12 p.m. Bldg. 1378; 70 Pershing Dr. Sponsor: POC: Frank Johnston, TSM, francis.h.johnston.civ@mail.mil (502) 624-2627 Date: Location: Sponsor:

May 14, 2015 Belvoir-Springfield VA Job Fair 10 a.m. - 2 p.m. American Legion Post 176; 6520 Amherst Ave. POC: Janet Giles, Jobzone www.JobZoneOnline.com (434) 263-5102 or (540) 226-1473 -

Janet.Giles@JobZoneOnline.com

Date: May 21, 2015 Location: Hunter AAF, GA Spring Job Fair 10 a.m. - 2 p.m. Tominac Fitness Center; 314 Billy Mitchell Blvd., Bldg. 919 Hunter AAF, GA Sponsor: POC: Kathleen Heneise, kathleen.s.heneise.ctr@mail.mil Date: May 22, 2015 Location: Ft. Carson, CO Military Veterans Employment EXPO - 10 a.m. - 2 p.m. Freedom Financial Center; N. Nevada Ave. Sponsor: POC: Lyle Dickason, lyle.e.dickason.civ@mail.mil Date: Location:

May 27, 2015 Ft. Polk, LA Job Fair 10 a.m. - 1 p.m. 7438 California Ave., Bldg. 4275

Sponsor: POC: Tami Culbreath, (Cont.) tami.b.culbreath.mil@mail.mil (337) 531-1594 Date: Location: Sponsor:

June 6, 2015 West Point, NY Mini Job Fair Employer Networking Event 11 a.m. - 1 p.m. ACS Bldg. 622 POC: Rachel Coleman SFL TAP - (845) 938-0634; Ellen Stoneham ACS (845) 938-5658

Date: June 8, 2015 Location: Ft. Hood SFL - TAP Mini Job Fair - 9 a.m. - 1 p.m. Oveta Culp Hobby Soldier & Family Readiness Center; Bldg. 18000 Sponsor: POC: Robert Schumacher; robert.c.schumacher.ctr@mail.mil (254) 288-0827 Date: June 11, 2015 Location: Ft. Bliss, TX SFL - TAP Mini Career Fair - 8 a.m. - 1 p.m. Center Bldg. 503A, 1st Floor Open Area; Pershing Road Sponsor: POC: Zulemma Carranza, M.A./LNO, zulemma.carranza.ctr@mail.mil (915) 568-4210 Date: Location: Sponsor:

June 17, 2015 Ft. Knox - 10 a.m. - 2 p.m. Saber and Quill CivilianJobs.com (866) 801-4418

Date: June 17, 2015 Location: Ft. Lee, VA Job Fair 10 a.m. - 2 p.m. The Regimental Club; 2609 C Ave. Sponsor: POC: Jasmine Byrne, jasmine.e.byrne.civ@mail.mil (804) 765-7601 Date: Location: Sponsor:

June 24, 2015 Ft. Sill - 10 a.m. - 2 p.m. Patriot Club CivilianJobs.com (866) 801-4418

Date: Location: Sponsor:

July 22, 2015 Norfolk, VA 10 a.m. - 2 p.m. Ted Constant Convocation Center CivilianJobs.com (866) 801-4418

Date: Location: Sponsor:

July 23, 2015 Fredericksburg Expo Center and Conference Center - 3 p.m. - 7 p.m. 2371 Carl D. Silver Pkwy. 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.

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.

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.

Janet.Giles@JobZoneOnline.com

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 2015

NEWS

HELPING YOU GO FROM BOOTS TO SUITS!

Navy Federal actively recruits candidates with military experience and helps them transition from Active Duty to active careers. That’s one reason we made Military Transition News’ 2015 Most Valuable Employer List.

Check out our career opportunities at navyfederal.org.

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May/Jun 2015

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