Nursing alumna overcame hardship to pursue military nursing career

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At age 5, Bianca de Leon emigrated from the Philippines to start a new life with her family in the United States. Seventeen years later, she graduated from Penn State with a bachelor of science in nursing degree and embarked on a military nursing career.

Along the way, she encountered more than the average American’s share of hardships, which she overcame thanks to perseverance and a strong support system.

“My parents wanted us to grow up in the States because they knew we would have better opportunities here,” she remembered. “At first, it was just my dad, my two older siblings, and myself. We briefly moved in with my aunt and uncle, plus their four kids and my grandma. After that, we moved five more times before I graduated from high school. “

It wasn’t until she turned 13 that de Leon’s mother and younger brother were approved to join them in the United States. “My dad became a citizen in 2004 and petitioned for them to come here,” she said. “Up to then I had only been able to talk to them through a computer screen. It was surreal to be reunited with them after so many years.”

But life didn’t become easier. On her 15th birthday, de Leon applied for her first job. She worked through high school while taking Advanced Placement classes and participating in sports, scholastic clubs, and other extracurricular activities.

“Many times I would come home after a midnight shift at Sonic and see that everyone was already asleep and my mom had left me food on the table,” she said. “After eating I’d usually do my AP Calculus homework, but sometimes I was so tired I just couldn’t. Next morning I’d wake up tired, go to school tired, be unable to pay attention in class because I was tired, then go to work tired. At age 17 I thought this was all I’d ever feel.”

Though challenging, de Leon’s less-than-ideal circumstances helped solidify her life plans. “For one class, I mentored an elementary school student who had behavioral issues, maybe problems at home,” she said. “And I could see myself as that little kid. I was frustrated and angry at things I couldn’t change.”

She also spent part of high school working at a retirement home, where the nursing staff worked hard to take care of the many residents. “I realized I wanted a profession where I could interact with people and help make changes to improve their lives,” she said.

In addition, de Leon’s father had open-heart surgery at age 50. Hospitalized for weeks, he missed his son’s high school graduation. “It was so hard to see him that sick and I knew I wanted to be there for him when I was older,” she said.

Inspired by her older brother, de Leon decided to apply for the Reserve Officers’ Training Corps (ROTC). “I became interested because they had nursing scholarships,” she said. “At the time I wasn’t thinking that I wanted to pursue a military career. I knew that I needed to go to nursing school and this was a way that I would be able to do it.” She received a Naval ROTC scholarship at Penn State and was accepted into the four-year bachelor’s degree program in nursing.

Thanks in part to the financial support she received from ROTC and a Fran Soistman Trustee Scholarship through the College of Nursing, de Leon graduated in spring 2017 as a commissioned officer in the U.S. Navy Nurse Corps. By July, she had passed the exam to become licensed as a registered nurse (the National Council Licensure Examination, or NCLEX) and set out for her first duty station at Fort Belvoir Community Hospital in northern Virginia.

“I remember sitting in my moving truck just thinking, ‘Wow, this is it. I did it,'” she said. “This was a day I thought would never come.”

Continue onto Penn State Newsroom to read the complete article.

Which College Majors Are Student Veterans Pursuing and Why?

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Female soldier with books on USA flag background

Originally posted by Suzane L. Bricker, M.A., HigherEd Military

Warrant Officer Randall Johnson had enjoyed his military career; but now, he had other concerns on his mind. At 39 years old, with two kids, a wife, and a dog, he knew that unless he returned to the civilian world and tried to make more money, he was not going to provide for his family the kind of lifestyle he had always dreamed of giving them.

Johnson had entered the military at 18. He wanted to achieve something no one else in his family had been able to obtain: a college degree.

Thinking back on that time in his life, Randall remembered that he never really considered himself to be much of a student. But now, as he considered his options; the military officer thought that maybe he had just needed time to mature, and he would do better in his classes this time around.

His attitude changed and Randall got a bit excited as he realized how much he wanted that college degree as insurance, so that he could get a good-paying job once he re-entered the civilian workplace. And now, as he was turning 40, he realized he needed to take that next step, before his age began to stand in the way of finding a meaningful career.

Warrant Officer Johnson’s conflicting opinions about his future are not that unusual, according to Abby Kinch, interim chief of staff for the Student Veterans of America (SVA). The primary reason for enlisting in the military is to get education benefits and go to college, she said. This trend has gotten even greater since enlistment numbers surged after 9-11.

And, among the roughly 75% of veterans who do pursue a four-year degree, the majority are full-time students, who simultaneously choose to work a full- or part-time job. Their spouses may work too.

Kinch is an Airforce veteran, who worked as an airborne cryptologic linguist in the military. Like many other service members and veterans, her motivation to enlist was the terrorist attacks on the Twin Towers in New York and on the Pentagon.

“I was a sophomore in college on Sept. 11,” said Kinch. “At that time, I was slow to realize what was going on.” But, at 19 years old, Abby enlisted; just 24 hours after the Twin Towers fell.

After she left the service, Dr. Kinch went back to school, where she continued to pursue her education until earning a Ph.D. in public administration and policy at Florida State University. She also joined SVA as a chapter member in 2011. The nonprofit agency reaches about 750,000 student veterans a year, she said.

“Our main goal is empowering student veterans to, through, and beyond higher education. We advocate for student veterans on the campus level.”

Dr. Kinch pointed out that student veterans are looking for meaningful, highly compensating careers. That is why, she said, the vast majority of veterans go to four-year public universities and major in business, STEM, or health-care related fields.

Top Five Majors of 2023

According to Dr. Michael T. Nietzel, president emeritus of Missouri State University, and a senior contributor to Forbes online, “In the past decade, there has been a substantial shift toward practically oriented majors with greater job prospects.” He added that the move away from liberal arts majors has created more interest in the computer sciences.

Dr. Nietzel’s Feb 16, 2022, Forbes article identified the most popular majors among the class of 2023. This list is based upon Niche, a data-gathering resource for prospective college students:

  • Business (6.57%)
  • Medicine/Pre-Medicine (5.99%)
  • Psychology (5.36%)
  • Biology (5.04%)
  • Nursing (3.89%)

Majors Preferred by Student Veterans and Military Students

So, how does this list stack up against the majors preferred by military students? Dr. Kinch commented that many of these same options are likely to be chosen by military learners too, with one exception: psychology.

“Social sciences are not among the top majors these veteran students usually pursue, because they tend to be more purposeful in their money decisions. They are looking for a career before, or directly after separation, and want to find the college majors that will get them those options.”

Dr. Kinch also stated that the vast majority of student veterans are not distance learners, because they’re looking to be full-time students. Distance learners; on the other hand, are usually active-duty service members who are using tuition assistance to pay for their classes.

According to Dr. Nietzel, who obtained his Ph.D. in clinical psychology from the University of Illinois in 1973, student veterans have a good sense of the job market. As a result, enrollment in majors in IT and the healthcare professions are definitely benefiting from this trend, as are standard business majors, like finance and accounting.

But, he said, he has also seen evidence of another emerging trend on the horizon.

“You see a movement toward communications,” Michael said. In the last couple of years, the enrollment is rising, as companies attach more importance to a strong communications department. Whether or not communications will emerge among the top five popular college majors has yet to be seen, he added.

Drs. Kinch and Nietzel both pointed out that the influx of military students on college campuses in recent years has had very positive impacts upon the student population overall.

“I’d like to emphasize the benefits that veterans bring to colleges campuses,” Kinch said. “They are funded students who graduate with high GPAs and get outstanding careers.”

Dr. Nietzel agreed, “I think that faculty generally like to have diversity in their classes; the experiences that former military would bring to the classroom should be seen as an asset.”

Read the original article here.

Tips for Every Stage of the Interview Process

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Interviewing is a critical part of the job selection process and allows you to discuss your experience, education and training.

It is also a chance for you to gain a better understanding of the organization and the position. As important as resumes and applications are, it is essential to remember that hiring managers are the ones who do the hiring, and this is your chance to connect with them.

The job interview is a two-way discussion between you and the interviewer. The interviewer is attempting to determine if you have the skills the position requires, and you are trying to decide whether you will accept the position if the job is offered. Both of you are trying to gain as much information as possible to make an informed decision.

Preparing for the Interview:

  • Research the position and organization (e.g., mission, goals, etc.) prior to the interview. Familiarize yourself with the duties, responsibilities and requirements of the position. Don’t assume you know everything about the organization, even if you have experience with the organization. Always do your research.
  • Review your application and resume and be prepared to support past accomplishments with specific information targeted towards the position requirements. Be sure that you focus on your paid and non-paid experience. Consider that the interviewer doesn’t know everything about you.
  • Practice interviewing. Take the time to research and review typical interview questions to help give you a framework for your responses.
  • Be flexible with scheduling and allow sufficient time for the interview. Be sure to ask for specifics regarding the time, location, point of contact (POC) and any other logistical details.
  • Ask whether there will be one or multiple interviewers.

During the Interview:

  • Plan to arrive early. Check with the POC regarding appropriate arrival times, check-in procedures and logistics. Keep in mind that security/access requirements and time to get on the site may vary by location. Remember, you get one chance to make a first impression.
  • Be prepared to summarize your experience in about 30 seconds and describe what you bring to the position.
  • Listen carefully to each question asked. Answer questions as directly as possible. Focus on your achievements relevant to the position using examples of how your knowledge, skills and abilities fit the job. Be sure to ask the interviewer to restate a question if further clarification is needed.
  • Remain positive and avoid negative comments about past employers.
  • Be aware of your body language and tone of voice. Remain engaged by giving your full attention to the interviewer.
  • Take limited notes, if desired.
  • Be sure to ask any final questions about the organization or the position. Also, ask about the next steps in the selection process, including timeframes. Request POC information should you have any follow-up questions.
  • Reinforce your interest in the position and thank the interviewer(s) for the opportunity to interview.

Note: Conversations regarding salary, benefits and other human resources (HR) matters should be addressed with the servicing HR POC listed on the job opportunity announcement.

After the Interview:

  • Provide any additional requested information as soon as possible.
  • Be patient. Remember, the hiring process takes time. You can follow up with your POC if you have not been contacted within the established timeframe.

The hiring official is looking for the right person with the right skills to fill the vacant position. During the interview, it is up to you to demonstrate that you are that person.

Remember, you will not get a job offer for every interview you attend, which is okay. Just keep your head up and know that you are qualified and will find your future career.

Source: Department of Labor

How Colleges Can Better Support Veterans

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Choosing a college can be challenging for anyone, but as a veteran, you want to ensure that you select an educational institution that understands your experiences. To help you know what to look for, we sat down with Senior Director of Student Success Initiatives at ASU, Nicolette Miller, who has firsthand experience working with veterans returning to school. Here are her thoughts:

What support should veterans be looking for when choosing a college?

Students should select a college that has dedicated support for their unique needs. There are a lot of nuances with applying for military benefits. Attending a university with specialized and dedicated military and veteran programs can help eliminate funding barriers as well as recognize life experience and the challenges that veteran students might encounter as they acclimate to a new life and routine and balance their studies.

It’s helpful to select a university with an established community of students who provide peer encouragement. At ASU Online, we have a dedicated success coaching team that is specially trained to understand the unique needs of veterans, active-duty military and family members or dependents. The Pat Tillman Veterans Center at ASU, which assists both campus and online students, understands the challenges that our veteran, military and dependent student population faces and helps simplify the academic process and build a successful college experience.

What programs are best for veterans reentering the workforce?

We often see our veteran students enter STEM fields based on their military experience. We also offer degree programs such as a Master of Arts in Global Security which appeals to those with military backgrounds. It trains students to critically engage global conflict and international security in a comprehensive manner designed to aid professional advancement in the military, government and private sector careers.

Programs like ASU Online also offer resources for students that may be unsure of what degree they would like to pursue or what careers might be a good fit for them. We offer enrollment coaching guidance as well as tools to help narrow down the programs that best align with their educational and professional goals.

How do I find a school that will offer course credit for my military training and experience?

NICOLETTE MILLER headshot
Nicolette Miller

Students should look for schools that accept Joint Services Transcripts (JST) and/or Community College of the Air Force (CCAF) Transcripts. The CCAF is a regionally accredited community college. If students received credit for courses taken through the CCAF while serving in the Air Force, they will submit this transcript as part of their undergraduate application. The JST will be reviewed for possible transfer credit as well.

What’s your advice for achieving a balance between academics and work when pursuing an online degree?

Identify and leverage a network of family and friends or through ASU Online with a Success Coach. Our coaches will help you formulate a plan to manage your time and set incremental goals as you navigate your degree program. They will also help you navigate the variety of resources that are available to you as a student. Expect the unexpected. Obstacles will come up along the way, but your Success Coach is available to help you overcome any academic or personal challenges you may encounter and provide you with the tools to allow you to continue your progress toward graduation.

What should I be considering as I research online degree programs?

First and foremost, you should ensure your university is regionally accredited and has a solid technology platform, flexibility and great support from staff and faculty. It’s important your university puts students first and surrounds them with a community that is committed to their success.

It’s Time to Serve Our Veterans

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James Banks of SHRM standing behind chair

By Kimberly Gladden-Eversley

It takes unprecedented bravery to serve in the U.S. military. It also takes courage to walk away from the commitment to sacrifice, service and the only life you may have ever known. Transitioning into the civilian world means removing the camouflage uniform to enter the uncertainties of the civilian workforce. Fighting for freedom, with the opportunity to finally experience freedom, makes this transition sound like a moment of a lifetime. Instead, for many of our active-duty members, this transition is quite daunting.

As countless programs surface in support of veteran transitions, vets continue to face exasperating fear. According to military-transition.org, 48% of veterans found their transition from the military community into the civilian workforce more difficult than expected, 52% found their transition confusing, and 76% found it extremely stressful. Thankfully, veterans who have successfully transitioned have not ended their commitment to serve their country.

James L. Banks, (pictured) a veteran who serves as SHRM’s (Society for Human Resource Management) General Counsel, key lawyer and legal advisor, continues to offer his unwavering dedication to serve without a uniform. During SHRM’s Diversity and Inclusion conference, Banks shared his expertise on transitioning vets and accessibility. “When you want to get out of the military, you’re back in your home, but you feel like you’re not…because so many people around you don’t quite get it,” said James L. Banks. “What you’ve been through and what your perspective is, and what you can bring to the table in this new civilian environment,” he continued.

Military members are not walking away empty-handed; they walk away with valuable skills that can enhance the civilian workplace. “When I was on active duty, it was only afterward that I began to understand the analytical abilities and skills that I picked up,” said Banks. “I can tell you from having both been in the military and lots of different jobs in the civilian sector, how much we would pay to have an employee go through leadership, training, management and develop those skills,” he continued. “Like almost everybody coming out of the military already has… you’ve been practicing every single day…we would spend good money, in the civilian world to put somebody through that.

SHRM has created a military job translator that will interpret veteran service skills for job opportunities nationwide. Active-duty members can translate the skills they’ve gathered during their mission-based commitment to the armed forces easier now than ever before. This tool also provides a candidate database for employers who are looking for qualified veterans actively searching for jobs. “We’ve got lots of excellent toolboxes that will help employers in that regard; the SHRM foundation is sort of leading the effort in that,” said Banks. “One of which is as simple as…a translator for military specialties… it will also help to identify some of the soft skills that that person has,” he continued.

Internships and various informal job opportunities are also available to military personnel as they complete their final years of service. Providing opportunities for active-duty and civilian employers to collaborate, bridge the gap, increase familiarity and ease the transition. Although entering the unknown is part of the challenge, Banks suggests changing the focus and lens through which employers and military members see themselves as the greater obstacle to overcome.

The military community has received continuous praise for their hard skills, but it’s time to recognize their exceptional soft skills too. “They look at a military infantry officer; what can he do here at this company?” said Banks. “What he can do is lead your workforce and manage your workforce in a way that you’ve been spending thousands of dollars to send frontline leaders to courses and classes about how to lead,” he continued.

Removing barriers to improve accessibility takes recognizing the skills and values only a veteran who has carried the country on their shoulders can possess. “I think of the…barrier to access as sort of a thin curtain in front of all of these great abilities and talents…so our job is to understand that thin curtain is there and find a way to move it to the side,” said Banks. “When you’ve gone through training that is required for any length of any tour of duty…you can do almost anything, there’s nothing that’s beyond you, there’s no limit.”

Photo Credit: KIMBERLY GLADDEN-EVERSLEY

Leveraging Honor and Respect to Improve Recruitment and Retention

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Larry Broughton in business suit arms folded and smiling

By Larry Broughton

Leaders struggle with securing, maintaining and exporting one product more than any other: respect. This is due in no small part to our current cultural mindset, which is counter industrious.

Our media declares the “little guy,” the marginalized majority, to be the constant victim of tyrannical bosses, teachers, owners and basically anyone else in a leadership role. The modern American distrusts leadership, at best, and resents leadership, at worst. So, how does a leader actually recruit, retain and lead people who consider themselves victims? The answer is found in the core values of honor and respect. Leaders, not employees, are responsible for setting the standard and the pace of the values.

In setting the standard, leaders must recognize and respect the time, energy and effort of those around them. This requires listening, thinking and approaching people as if they are just that — people. Most bad leadership comes from a soured mindset toward followership. Many in management positions have had enough of trying to be kind, supportive and considerate; eventually, they just want results: productivity, plain and simple. The problem with that mindset is evident: people are not cogs in the machines of a leader’s choosing. They are individuals with strengths and weaknesses, good days and bad, dreams and limitations. They cannot be demoted to the level of a cog — that logic is just as faulty as the aforementioned “little guy syndrome.”

Those in management and leadership positions must look at their followers and realize their own job is to optimize their employees’ potential to succeed, not simply fume as they seem to maximize their ability to fail. Many resistant followers have never shared respect with a leader in their lifetime and are not properly equipped to start any time soon. This is the first challenge of leadership: see “employees” as “team members” and draw the potential out of them. Do this by taking the first step. Establishing a standard of respect will not only enable your followers to fulfill their potential, but it will also cause the majority of them to respond in kind.

Regarding pace, leaders have to acknowledge that the process of gaining, sustaining and expanding respect and converting that into a productive and tenured team member is usually lengthy and arduous. To unwrap a pessimistic employee from their cynical cocoon is no small feat. Again, the antidote is simple, free and readily available: respect. It begins at the top and works its way down, not the other way around.

Leadership requires us to control the flow of respect and to drive it into every hour and corner of our organization. Once it does, it breeds a culture of honor, and anyone who enters it will either rise due to its effects or leave quickly. Many leaders will see this step as futile and counterintuitive. “Employees respect me because I am the boss. If they earn my respect, then so be it.” That mindset may have worked well enough in generations past; however, modern followers do not subscribe to this logic, so it simply won’t work today. Respect them first and farthest; then coach them up or coach them out if they do not meet the standard. By taking the first and farthest step, a good leader will completely eliminate excuses and tolerable failures — followers, will either meet the pace of respect set by the leader or find another placement.

Many view leadership as passionless and visionless. They see managers as the ultimate cogs in an even larger machine. To reverse this mindset, leaders must seek to see the value of every team member and offer honor, respect and understanding even before it’s deserved or earned. Some followers will buck this treatment and run — their presence is undesirable anyway. Some will respond almost instantly with loyalty and trust — these people were most likely conditioned for work by whoever reared them and will make excellent team members. Most will come around slowly but treat their leaders more fairly because they recognize the goodwill the leader has extended them first. This style of leadership does require considerable effort at first; nevertheless, working smarter and accomplishing more is certainly preferable to leading a group of maligned, untrusting misfits to merely adequate performance.

Now, take rapid action and go do something significant today.

Larry Broughton is a former U.S. Army Green Beret, best-selling author, award-winning entrepreneur, keynote speaker and leadership mentor. TheLarryBroughton.com

Photo credit: Westover Photography

The “Stable Job” Myth

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veteran standing outside convention center wearing a suit carrying a briefcase

By Paul Peng

We all want predictability and stability in our lives; who doesn’t? The sad truth is that we are not living in the post-boom period of World War II, where individuals can work in the same job for 40 years and then retire with a company-sponsored pension and a Rolex.

In our modern-day environment, we live in a fast-paced society where corporate job security is a thing of the past. There is no such thing as a “stable job” in corporate America; here’s why.

Placing Your Faith in Your Employer

Let’s get something straight right out of the gate. Businesses are just that, businesses. They are run by people that must juggle all the complexities of the entrepreneurial machine and the mistakes (sometimes massive ones) that the owners and C-suite executives can make. You may have done nothing wrong but may be laid off out of necessity due to poor decision(s) made by your employer. Remember that the number one goal is the survival of the company, not the people that work for them.

Tenure Doesn’t Mean What It Used To

Tenure in corporate America is essentially dead. Why? Tenured employees are usually the highest paid, and during recessions, employers start asking if the salary they are paying these tenured employees is worth it. Are these employees still providing good value for the money they are being paid? Or can I bring in a younger, higher-energy but perhaps an inexperienced person with half the salary and train them up? According to an article published by Indeed in February of 2021, one of the most common tenure traps is performance complacency, meaning you do just enough to get by, and the quality of your work diminishes. So, reinventing yourself or being consistently engaged with the company’s goals will help you get away from the chopping block.

Job Insecurity

We have all been there. If your company is acquired by another, depending on your position, your role (especially in mid to upper management) may be eliminated as new companies generally like to bring on their own people. Or perhaps your boss with whom you have a good working relationship leaves, thus taking away any protection you had, leaving you vulnerable to a new boss. Don’t you just love office politics?

Adapt or Die

In the era of employment fluidity, our natural ability to respond to our changing environment allows us to succeed. You must be aware of making the necessary adjustments. Start with the mindset that you are a free agent. By promoting yourself and making yourself more valuable to your employer and potential future opportunities, you may find yourself in a better position with a higher salary. Another tip is to become an expert in the next wave of technology. As we continue to evolve as a civilization, staying current with the latest technology trends can only help you.

So, get after it!

Tips for Transitioning to a Fulfilling Civilian Career

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Todd Stiles talking with soldiers next to semi truck

By Todd Skiles

My service in the military was rewarding and invaluable to my development not only as a professional but as a man and an American. It gave me life lessons, a support system and an inner strength that few experiences could replicate.

Returning from active duty can feel a bit like starting back at square one. But if you understand how your time in the military sets you ahead of the pack, you can go from strength to strength in your transition to civilian life. In the corporate world, veterans have the skills that are needed across different fields and industries.

When I first stepped into a management trainee role with Ryder System, Inc., I never expected it would evolve into a successful career in logistics and transportation solutions spanning decades at the company. Over the years, I’ve learned tips and strategies that I believe each transitioning serviceman or -woman can use to set them on the path to success.

Plans are useless, but planning is indispensable

No plan survives first contact with the enemy. But in civilian life, no plan survives the opportunities and challenges of finding a job, a house, a car or obtaining further education. That’s why preparation — learning about your options and taking stock of your military career — can position you to handle whatever life throws at you.

Before you even begin to think about signing your discharge papers, you should familiarize yourself with the vast array of resources for transitioning servicemen and -women. One example is the Transition Assistance Program the Department of Veterans Affairs offers. Your post-military support system is extensive. From the Hiring Our Heroes Corporate Fellowship Program to the hundreds of private sector initiatives that recruit and train veterans to the totality of your VA education and training benefits, understanding your unique opportunities is the first step toward success.

Ryder’s Pathway Home program is another great example: The 12-week technician training course gives participating soldiers hands-on diesel technician training during their final days of service. Service members who complete the program are offered employment.

Next, you should take the time to lay out everything you’ve accomplished in your service career — basic training, any courses and certificates, your awards or recognition, plus any deployments or missions you’ve been a part of. It may be helpful to put each experience on its own notecard. On the back, write the names of commanders or teammates you worked alongside, their contact information and a list of the skills or qualities you demonstrated in that experience.

Taking stock of your service career can help you determine your strengths, weaknesses, interests and skills. It may also help you understand where you can provide unique value in the civilian workforce. Most importantly, it may help you tell your story to prospective employers. Watch how quickly your cover letters write themselves!

Know your worth and your values

As you begin your job search, do not underestimate the qualities you convey through your military service. Even values as fundamental as honor and trustworthiness can be worth their weight in gold to prospective employers. In my role in sales and solutions, for instance, my military service translated to confidence in my ability to engage with people honestly, in good faith and with my full commitment to their success.

With sought-after attributes like loyalty, dependability, leadership, teamwork, attention to deadlines and detail, and the ability to make critical decisions under pressure, employers recognize that veterans are an immense asset to their teams. And for veterans, I also think it’s essential to search for and find the right culture that values the same things we value.

My military training served as a springboard in my development as a leader, enabling me to rise through sales and sales leadership positions within Ryder over the past 34 years. Today, I report directly to the president of our division and our chief sales officer with sales goals of just under half a billion dollars and a team of 100 sales professionals and support staff in three countries.

The key is understanding your unique value and the tangible and intangible skills you can leverage in the next phase of your life. That’s why I always urge veterans to think outside the borders of their military occupational specialty (MOS) beyond their direct experience and help their prospective employer understand their immeasurable worth as part of their team.

The only easy day was yesterday

Taking that first job, that first class, that first mentorship opportunity after your service can be daunting. Will the opportunity meet your expectations? Will people relate to you?

The unity and camaraderie of military service do not have to end when you step into civilian life: I encourage you to seek out opportunities where you can have a shared sense of purpose with your team and your employer. Many companies have veterans-only resource groups, trainee classes, as well as group chats and Slack channels where you can ask questions and get advice. Ryder, for instance, has a Veteran Buddy program that pairs veterans already employed at the company with new veteran hires. This adds a layer of support that can help ease the onboarding process and transition to civilian life.

When I was 26 and serving in Desert Storm as a company commander in a war zone, I was ordered to pull together resources from all five units in my battalion and lead a convoy of over 200 transportation assets through Iraq. Although I look more like a PowerPoint Ranger these days, traveling between warehouses, customer locations and Ryder logistics centers, my fundamental mission to serve people hasn’t wavered. You may find that you, too, can carry that purpose into civilian life.

Todd Skiles is the Senior Vice President of Sales for Supply Chain Solutions (SCS) and Dedicated Transportation Solutions (DTS) at Ryder System, Inc., focused on matching Ryder’s solutions with the real and vital needs of customers. Todd is responsible for overseeing the sales and solutions team for SCS and DTS. Under his leadership, sales revenue has grown by more than 130% and sales productivity has doubled.

OPERATION H.I.T.–Heroes in Transition

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operation hit logo with eagle and flag

There are thousands of people leaving active duty every month, and those people are looking for a new career that allows them to fulfill their own purpose.

The Data Center industry is projecting a shortage of over 250,000 professionals by 2025.

The MISSION of Operation HIT is to bring the transitioning veterans that are looking for a new purpose together with the data center companies that have demands for selfless leaders to contribute to culture and execution.

When we can align talented veterans with businesses that see their value, we can solve the threat of labor shortages in the data center industry while simultaneously reducing the suicide rate among veterans by giving them meaningful careers that have significance and purpose.

 

 

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Top Questions to Expect in a Job Interview

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hiring manager shaking hands with a newly hired veteran

Job interviews consist of two types of questions — questions about you and questions about what you know. The latter type, knowledge questions, are usually related to the particular requirements of the job you’re applying for and are very specific. Here are the top questions to expect:

Tell me about yourself.

This may be your best opportunity to highlight what you believe are your most important characteristics related to the job. Maybe you have a passion for a particular part of the position. For example, “In my previous role as a customer service representative, I enjoyed helping people solve their problems.” Or maybe you were recognized for a special talent. For example, “I won several awards for training new employees at my last job.”

You may also consider explaining large resume gaps when responding to this question. If you’ve decided to disclose your disability during the interview, you can explain medical leave. You can also use this as a chance to talk about any hobbies or volunteer work you pursued during the employment gap that helped you build your skills and gain experience.

Why are you interested in this position?

Before your interview, learning more about the company or the job is prudent. Is there something about the job requirements that you think is a good fit for your strengths? Maybe your skill set aligns well with the job tasks or company goals. Perhaps it’s their reputation for how well they treat their employees. Answering this question with facts about the company or the job tells the interviewer that you care enough to have done your homework.

What are your strengths? What are your weaknesses?

Talking about your assets can be tricky. Make sure you’ve thought about how your strengths will relate to the job requirements and come up with an example of how you’ve used your skills.

If the interviewer asks about a weakness, indicate that you’ve thought about that question and identify a particular trait that will not affect the job position. For example, if you’re applying for a programming position, acknowledging that you aren’t a skilled public speaker may not hurt your chances if the job doesn’t require public speaking. It is also good to mention what you are doing to address your weakness or provide an example of how you learned from it.

Why are you the best person for this position?

As you prepare for the interview, reread the job description to see how your skills match the job requirements and responsibilities. During the interview, discuss how you’ve used the same skills in previous jobs or had similar duties during training, volunteer work or internships. As you detail why your background is a good match for the position, explain what excites you about the job and how you think you can make a difference for the company.

Can you tell me about a time when you faced a challenge and how you handled it?

Many employers use this question to seek concrete examples of skills and experiences that relate directly to the position. This type of question is based on the idea that your success in the past is a good gauge of your success in the future.

It may be hard to answer a question like this “on the spot,” so take some time before your interview to prepare. Think of an actual situation you faced that had a successful outcome. Describe the situation and give details on what you did and why. Then describe how it turned out. You may even want to add what you learned from the experience and how you might apply that to future challenges.

Do you have any questions for me?

It’s always a good idea to have a few questions prepared to ask the interviewer. It allows you to learn more about the position and responsibilities, the person interviewing you and the company. It also shows the interviewer that you’re enthusiastic about the job. However, this is not the time to ask about salary or benefits. Instead, ask questions about the company or position to demonstrate your interest.

Keep in mind that an interview helps hiring managers determine that your skills and experience match well with the responsibilities of the job, but also that your personality would fit well with the other employees on the team. Preparing to answer questions about yourself and your professional experience may help you feel confident and leave a lasting impression during your next interview.

Consider practicing your responses with family members and friends. Going over your answers with someone else may help you find a more conversational tone and cadence, which can help you relax when answering questions during an interview.

Source: Ticket to Work

Job Hunting Strategies as a Seasoned Veteran

LinkedIn

Does it sometimes seem like your age or experience is working against you in your job search? Some employers may have reservations, but many see that hiring and retaining older workers will be vital to staying competitive, especially if you’re a veteran. Whether you’re considering a new job in the same field or looking to make a career switch, here are some tips to keep in mind:

Don’t Let the Bias Stop You

Many older workers perceive that they are passed up for jobs, promotions or pay raises because of their age. This practice is not only illegal but simply untrue. As a veteran, you are a hot commodity on the job market. Often, veterans are considered valuable employees in the workplace as they tend to hold advanced skills in management, organization, task fulfillment, punctuality, adaptability, commitment and team-building.

You likely have plenty of skills, knowledge and work experience that employers seek. You also may have a mature sense of what you value — and don’t value — in your career. Remember that you have an essential skillset and are entitled to help from the Equal Employment Opportunity Commission if you face such discrimination. Take advantage of free in-person assistance.

Update Your Resume

It is imperative for experienced workers to custom-fit their resumes for each job opening. Two decades or more of professional skills is a lot to draw from. When your resume is filled with extensive experience and military service, it can be hard to know what to work on. However, employers won’t sift through it to find the gems. Instead, analyze your skills and emphasize those related to the job you are applying for. Minimize or even drop off minimally related work history. Tips you may want to include in your updated resume include:

  • Write a combination resume to emphasize skills and accomplishments and downplay the length of your career. Cluster your skills under three or four categories relevant to the open position: leadership, teamwork, innovation, computer skills, communication skills, supervisory skills and so on. Briefly list your employment history for the past 1-15 years, citing two to three significant accomplishments for each job.
  • List where you went to college or completed job training and any degrees you’ve earned, but not the years you received them.
  • Leave out irrelevant jobs you’ve held, particularly those from more than 15 years ago.
  • Include your social media accounts (LinkedIn, Twitter, Facebook, blogs, etc.) in the contact information on your resume. Potential employers and networking contacts increasingly use these to identify and learn about job seekers.

Utilize Veterans Job Search Networks

As a veteran, you have access to the Veterans Employment Center (VEC), the federal government’s single authoritative internet source for connecting transitioning service members, veterans and their families to meaningful career opportunities. The VEC is the first government-wide product that brings together a reputable cadre of public and private employers with real job opportunities. It provides transitioning service members, veterans and their families with the tools to translate their military skills into plain language and build a profile that can be shared — in real-time — with employers who have made a public commitment to hire veterans.

Through the VA, you can access job search tools and career opportunities that may not be available to the rest of the public. Websites you can utilize to help you with your employment search:

  • The VEC lists upcoming veteran career fairs: va.gov/careers-employment
  • USAJOBS houses all federal employment listings: usajobs.gov
  • S. Department of Treasury offers job opportunities and non-paid internship opportunities to wounded warriors and veterans: treasury.gov/careers/Pages/veterans.aspx
  • VAforVets includes job listings at the Department of Veterans Affairs: vaforvets.va.gov

Remember, you can visit your local VA for more information about job opportunities and career help.

Take Advantage of Free In-Person Assistance

Along with the assistance you can receive through veteran-specific programs, you can get in-person support through programs sponsored by the Department of Labor. You can also access free job search assistance at your local American Job Center.

The Senior Community Service Employment Program (SCSEP) serves low-income, unemployed seniors. It helps subsidize part-time employment and training in community service positions that can lead to unsubsidized, private-sector jobs. There are several locations across the country. Find your closest location at careeronestop.org/LocalHelp/EmploymentAndTraining/find-older-worker-programs.aspx.

 

Utilize Job Banks for Older Workers

Job banks are websites where job seekers can search and apply for job openings online. They are sometimes called job boards. Some trustworthy job boards available to older job seekers include:

  • AARP.org
  • com
  • com
  • com
  • org

Remember, a legitimate job board will never ask for payment to search their database and won’t ask for your social security or national ID number online. Finding work can be difficult, but it is never impossible. Utilize your resources, and good luck!

Sources: CareerOneStop, Department of Veterans Affairs, Military.com

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