Ready for Take-Off: G-FORCE Launches National Veteran Franchise Initiative

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G-Force

BEDFORD, N.H. G-FORCE™, one of only two Veteran-focused franchise brands and the only one of its kind awarding franchises exclusively to Veterans, is ready for take-off. The New Hampshire-based concept, which provides expert parking lot striping and other pavement marking needs, seeks to provide business ownership opportunities to hundreds of military Veterans across the country with its one-of-a-kind franchise opportunity.

With one location already servicing various parts of New Hampshire and Massachusetts, G-FORCE™ hopes to open as many as 50 new units over the next 3-5 years. According to founder and CEO Jack Child, the expansion will be accomplished exclusively through franchising and will initially target various cities throughout California, Florida, Georgia, Illinois, New Jersey, New York, Ohio and Texas.

“We know the challenges many of our Veterans face when they return to civilian life and, while there are more resources and assistance programs than ever before to help, there’s always more that can and should be done,” said Child. “We want to do our part. We’ve created a one-of-a-kind, low cost franchise business opportunity just for Veterans.”

Child himself is a more than 10-year veteran of the U.S. Armed Forces, having spent three years in the enlisted ranks of the U.S. Army and seven years in the U.S. Air Force as an officer and pilot. He also has seven years of experience in the pavement services and franchise industries.

With attention-grabbing, distinctive camouflage trucks and serviceG-Force trailers, state-of-the-art equipment and military-influenced logo and uniforms, G-FORCE™ has built its brand around today’s Veteran.

Founded in 2017, G-FORCE™ prides itself as the go-to resource for all things line striping and pavement marking – New Layout, Re-Stripe, ADA Compliance, Stencil Markings, Warehouse Flooring, Parking Structure Markings, Outdoor Basketball Courts, Athletic Field Markings and more. Other routine maintenance services G-FORCE™ franchisees may offer include: parking lot sign installation, sealcoating, crack sealing, hot and cold asphalt repairs, new paving, power washing and other property services.

“This is a stealth business that few know about, but one where the demand for our services is unquestionable,” said Child. “Look around. Parking lots are everywhere; strip malls, hospitals, office buildings, schools, municipal airports, town streets. They all require proper pavement markings by law. Somebody has to install them and somebody has to re-stripe them numerous times over.”

To augment the company’s growth, G-FORCE™ is seeking military Veterans, including active Guard or Reserve, interested in starting a business built on the values of integrity, reliability, respect, and precision, and one that ensures first class, military-style service. The franchise fee starts at just $5,000 and generally ranges between $7,500 and $15,000 depending upon territory size. The initial investment can start as low as $25,000.

G-Force“Veterans have the best leadership training in the world. In addition to coming from an integrity-focused background, they are mission-oriented and have a call to fulfill a higher purpose – all traits needed to run a successful business,” added Child. ‘With our low investment, G-FORCE™ is a more comfortable approach for Veterans to become entrepreneurs and answer the call.”

To date, G-FORCE™ has secured national corporate sponsorships for its Veteran initiative from GemSeal®, Sherwin-Williams®, Graco Industries® and The Pavement Stencil Company offering incentives such as a free traffic paint starter package and nationwide discount pricing for equipment and paints, over $7,000 in value, to each new G-FORCE™ franchisee.

To learn more on the G-FORCE™ franchise opportunity, please visit gogforce.com/parking-lot-striping-pavement-marking-franchise-opportunity/.

About G-FORCE

Founded in 2017 and franchising since 2018, G-FORCE™ is a franchise built by veterans for veterans that provides expert Parking Lot Striping, Pavement Marking, Sign Installation Services and more. Today, there is one location servicing various parts of New Hampshire and Massachusetts. For more information, visit gogforce.com.

NASM Supports Military Families with Career Opportunities

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Young military couple kissing each other, homecoming

By Chris Billingsley

NASM (National Academy of Sports Medicine), a global leader in fitness education and certifications, supports military families – not only on days like the annual – Military Spouse Appreciation Day – but every day by providing 30% off all courses for military members and their families, as well as a free course on mental toughness.

Since 2017, NASM has been recognized as a Military Friendly School, and its Certified Personal Training (CPT) program is also eligible for military funding reimbursement.

Not only do NASM courses offer invaluable health knowledge, for military members and their spouses, NASM also offers flexible career opportunities perfect for a military family’s lifestyle, which can often include multiple moves and makes working in a traditional environment difficult.

Working as a NASM certified personal trainer, wellness coach, or nutrition coach offers the freedom to work wherever and whenever works best for your family, while offering the purpose and satisfaction that comes from helping others achieve their goals.

In fact, for those that want to coach virtually, now is the best time to get started. NASM is seeing a 23% uptick in graduates who are offering virtual services since 2017, with the online fitness industry projected to grow from $16.15 billion this year to $79.87 billion in 2026.

Military spouses looking for career opportunities can also apply MyCAA scholarship funding to specific programs, including a Group Fitness Instructor certification through AFAA (Athletics and Fitness Association of America).

Learners have many options for their course of study – whether they’re interested in offering clients nutritional support, fitness knowledge, or comprehensive wellness coaching. NASM even offers bundles of courses as well as specializations, such as virtual coaching, to help students create the best program for their career goals.

For more information on how NASM supports military members and their families, visit www.nasm.org/certified-personal-trainer/military-support.

Wells Fargo Launches Military Spouse Hiring Program, Designed to Onboard 100 New Employees Per Year for the Next Five Years

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wells fargo store in the city

By Yahoo! Finance

Wells Fargo & Company (NYSE: WFC) recently announced its Military Spouse Homefront Heroes Hiring program, offering mid- to high-level remote, hybrid, and in-office career opportunities with a focus on portability for spouses of those actively serving. The new program is designed to onboard 100 new employees each year for the next five years.

Wells Fargo’s Military Spouse Homefront Heroes Hiring (HHH) program is now accepting interested candidates into its talent community in preparation for launching 100 open positions in early June 2022. The HHH program team will help prepare candidates and hiring managers for a virtual hiring event, assisting with resume development and interview training to help applicants articulate transferrable skills and potential employment gaps. The virtual hiring event will occur in August 2022, with a program start date of Sept. 12, 2022.

The announcement came in advance of Military Spouse Appreciation Day on Friday, May 6.

“The 24% unemployment rate for military spouses far exceeds the national average; this is largely a result of permanent change of station and the inability to have a portable career,” said Sean Passmore, head of Military Talent Strategic Sourcing and Enterprise Military & Veteran Initiatives at Wells Fargo. “There is no one-size-fits-all solution to military spouse un- or underemployment. The scale and complexity of HHH demonstrate our understanding of the unique career challenges faced by military spouses, and our commitment to helping solve the problem.”

Positions will be available in Human Resources, Consumer & Small Business Banking, Technology, Wealth & Investment Management, and Consumer Lending. Each line of business will host 20 roles, and new hires will begin the inaugural program on Sept. 12, 2022.

HHH is just one of several programs Wells Fargo has implemented to serve and employ the military community. Others include:

The Veteran Employment Transition (VET) Program: A nationwide, competitively paid 8+ week Spring and Fall internship for experienced talent that converts directly to a full-time role based on performance. Interns develop an understanding of the daily responsibilities of a full-time Wells Fargo employee, while networking and participating in special training opportunities.

Military Apprenticeships: A Department of Labor structured experiential training program that results in skills certification for applicants who do not initially meet qualifications for the non-apprentice equivalent role.

Boots to Banking: A Wells Fargo one-of-a-kind program designed to attract, prepare, and hire military talent into various career opportunities through military-specific hiring events. Pre- and post-event components include candidate and hiring manager preparation along with valuable resources for a successful transition.

Corporate Fellowship Program: In partnership with the U.S. Chamber of Commerce Foundation’s Hiring Our Heroes Initiative, the program hosts military personnel within six months of separation for a 12-week fellowship experience to achieve full-time employment.

Applicants interested in joining the HHH talent community should visit the Military Spouse Homefront Heroes Hiring Program website.

Click here to read the full article on Yahoo! Finance.

Diversity in the Healthcare Industry, at Every Step

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Abbott and Local Initiatives Support Corporation (LISC) recently announced a $37.5 million initiative to empower diverse small businesses to help create a more diverse healthcare supply chain. The initiative will provide diverse small-business owners with the tailored solutions, support and resources they need to grow, compete and create jobs – enabling greater diversity in healthcare and a more inclusive supply chain for Abbott and other healthcare companies.

This work advances Abbott and LISC’s shared commitment to create a more diverse healthcare industry and generate jobs and stronger economies in underinvested communities.

This funding opportunity is open to qualified diverse small businesses and offers support through:

  • Growth capital: interest-free capital to help businesses overcome hurdles to expansion, such as investing in management systems to comply with regulatory and environmental requirements
  • Business loans: flexible, affordable loans that would not typically be available through conventional lenders
  • Tailored coaching and technical assistance: targeted, customized support, including help with fulfilling investment and loan requirements and identifying and addressing specific business challenges

Eligible diverse small businesses for program participation and funding must be:

  • Diverse-owned, defined as those that are majority owned by people of color (including Black, Latino, Asian and Native Americans), women, veterans, people with disabilities, people who identify as LGBTQ, and other historically underrepresented groups;
  • In business for more than two years and are based in the U.S. with an annual revenue of $250,000 or more; and
  • Focused on manufacturing nutrition, diagnostics, medical devices or other health technologies, or offering business-to-business products and services that the healthcare industry can use.
  • Sole proprietors are not eligible for the program.

For more information about this initiative, please visit the LISC site. And to learn more about Abbott’s work to support a more diverse supply chain, visit Abbott’s site.

Plans for the World’s Tallest Flagpole and Most Comprehensive Veterans Memorial to be Unveiled in Maine

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Flagpole of Freedom logo

The Park will create thousands of jobs and catalyze year-round economic opportunity

WHAT: Born from a desire to advance unity and patriotism in America, the founder of Wreaths Across America, Morrill Worcester, will unveil Flagpole of Freedom Park – an apolitical project 12 years in the making.

This Park will become the only place in the country to honor all 24 million American veterans in one location.

Standing taller than the Empire State Building, the Park will fly the world’s largest American flag from the tallest flagpole in the world, symbolizing the commitment and sacrifice veterans make to protect America’s freedom.

The Park will humanize key milestones that have shaped American history and will feature immersive educational experiences and living history museums. Phase 1 will open on July 4, 2026 – America’s 250th birthday.

Located in Columbia Falls, the large-scale project will catalyze economic development for the State of Maine, creating an estimated 8,000+ year-round jobs and $27M in tax revenue.

WHEN: Tuesday, March 29, 2022 11:00 a.m. Eastern

WHERE: Livestream link

WHO:

  • Morrill Worcester, Founder & Chairman of the Board, Flagpole of Freedom
  • Senator Marianne Moore (R), Washington County Maine
  • Chris Gardner, Washington County Commissioner
  • Tony Santiago, Chair, Columbia Falls Select Board
  • Tim Gatz, Maine Tourism Alliance
  • Maine State Chamber of Commerce
  • Tricia Thurston, American Legion, Department of Maine

DETAILS: Flagpole of Freedom Park: https://www.flagpoleoffreedom.com/launch/

Relying on Military Experience During Times of Uncertainty

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By Chris Wayne, Verizon Small Business Essentials

I spent nearly four years in the military as a member of the 82nd Airborne Division. During that time, I learned a lot about perseverance, discipline, and determination from the military standards for working as a team.

Little did I realize how much those skills and experiences would shape my leadership during a global pandemic.

In the military, we prepare for a variety of scenarios and rely on our team to play their individual roles to achieve a greater goal. The belief in this process is how we navigate and survive the challenges we encounter. When you have clear expectations of yourself and those around you, it’s easy to follow through, execute a plan, and be accountable.

As the COVID-19 pandemic unfolded in early 2020, my organization, like many, was unsure of what the future held. But what we did know is we owed it to our customers and our employees to ensure there was minimal disruption to their daily lives, especially as we all hunkered down at home and learned to work in new ways.

Nearly two years later, many companies, large and small, are still grappling with the disruptions of COVID-19. Thus making it imperative to maintain a sense of stability and ensure our teams have the resources they need to work effectively against a set of challenges that constantly evolve.

Here are four ways my time in the military taught me how to lead during times of uncertainty, and it’s my hope that sharing these experiences can help you lead when you are met with adversity.

Create a culture of open communication
Leaders can face an uphill battle when it comes to managing unforeseen or unprecedented issues. Being in charge — whether leading a large team, company or battalion — requires that those who report to you buy into the fact that you are the one who makes the final decision. But just like any endeavor, those in charge can lose control of their team if they don’t earn their respect and trust.

Maintaining that respect starts with open and frequent communication, especially in times of uncertainty. Fostering an environment where your team feels connected and comfortable to express concerns will create trust and ultimately lead to respect. Earning respect can also mean remaining consistent in your work, setting clear expectations with your team, and making sure everyone understands the impact and importance of their role.

Know when to lead and when to bring others in
The mark of a strong leader is someone who understands when there are smarter people in the room. There will be instances where it’s the right decision to lean on others who might have more expertise or more insight into the issue you are facing. True leadership can look different in various scenarios, especially when your team is navigating uncharted territory. Knowing when to step back and allow your team members to lead won’t lessen your leadership; in fact, it might do the opposite.

Failure is a catalyst for growth
Failure is an inevitable part of life. In the military, we know failure can mean the difference between life and death. But that doesn’t mean you should completely dismiss failure when the stakes are not as high.

For our customers, the stakes are always high, just in a different way. They are small business owners and entrepreneurs who put their livelihood on the line to realize their dreams. We recognize and respect that they face challenges every day, and our job is to help them solve those challenges. At Verizon Small Business Essentials, we learn from our failures to help refine our strategies. Making data-driven decisions to help our customers compete and succeed, as well as creating an environment for our employees to learn and innovate in their roles, is key to our success.

Build a network of trusted peers
Leading can be lonely. While you might have a team that looks up to you for guidance, the buck stops with you, meaning success or failure falls squarely upon your shoulders. When you go home at the end of the day, it can be difficult to shake the feeling that you have nowhere to turn to vent.

This is when your network becomes vital. Chances are good your network contains people you trust, who may also have served in the military. Our common experiences can be helpful when seeking advice or a sounding board to work through a variety of challenging scenarios. If you can find the right people to bring into your trusted circle, it will make all the difference when uncertainty arises.

I credit my military service for my ascension in the civilian ranks to becoming a leader with one of the largest companies in the country. Everything I picked up along the way has led me here, and I know I wouldn’t be where I am today without that experience.

Leadership is defined as the capacity to influence others through inspiration, motivated by passion, generated by vision, produced by conviction, and ignited by purpose. As veterans, our paths to leadership opportunities are diverse. And I firmly believe we are uniquely suited to lead because of our history of military service and sacrifice.

Chris Wayne is the managing director for Verizon Small Business Essentials. Prior to this, he was the company’s Chief Technology Officer. Chris holds a Master of Business for Veterans (MBV) degree from the University of Southern California and is a certified Data Center Management Professional (CDCMP). Before joining Yahoo Small Business, Chris was a Sergeant in the U.S. Army’s 82nd Airborne Division.

Supplier Diversity Certifications: Game Changers for the Disadvantaged

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In today’s competitive environment, every owner must take advantage of any opportunity to differentiate their company from the competition.

Supplier diversity certifications for disadvantaged businesses are an often-overlooked option with great potential. Qualifying companies include those with veteran, minority, LGBTQ+ or women owners, as well as those in historically underutilized business zones, or HUBZones. These certifications grant access to private-sector opportunities and contracts with local, state, and federal government agencies that want to do business with a diverse pool of suppliers.

Certification History

According to “A History of Corporate Supply Chain Diversity” (WEUSA 4 [2020]: 95), certification programs were born out of the U.S. Civil Rights Movement and guided by legislative mandates enacted to end discrimination that gave large businesses a disproportionate share of opportunities. The program flourished in 1969, when the Office of Minority Business Enterprise was established to provide guidance and support. In 1978, the Small Business Act re-categorized minority businesses as socially and economically disadvantaged and required federal agencies to comply with new goals for federal contracts.

In the 1990s and early 2000s, new legislation fostered the advancement of federal contracting opportunities to businesses in HUBZones and those owned by women, veterans, service-disabled veterans and members of the LBGTQ+ community. Today, as more companies invest in diversity, equity and inclusion efforts, the demand for diverse suppliers will only increase.

How Certifications Benefited Our Company

The owner of Black Box Safety, Jackson Dalton, is a military veteran who was disabled while serving in the U.S. Marine Corps. That status could put a small business owner at a disadvantage, but it qualified Black Box Safety for certifications and network memberships that introduced us to new and otherwise inaccessible clients.

Certification with the National Veteran-Owned Business Association (NaVOBA) gives us access to special events (such as its recent Marching Forward Monday) and networking connections that resulted in at least $90,000 in contract wins in the company’s first year of certification. Black Box also received NaVOBA’s 2021 Disabled Veteran’s Business Enterprise of the Year award.

Certification with Disability:IN led to our nomination for the organization’s Pitch Perfect Challenge. We presented our pitch to a panel of experienced judges and took first place, landing a five-figure prize and a subsequent feature in a November 2021 Forbes article. Black Box also served on the Re-Imagining Your Business from 2020 Learnings conference panel, which put us in front of potential clients such as Bristol Myers Squibb.

Membership in the Veterans in Business (VIB) Network connects us with private entities, third-party nonprofits and federal contractors through conferences and events. Through VIB alone we secured at least one new regular customer per quarter, and we also increased our visibility as general-session presenters on supplier diversity at the 2021 VIB National Conference.

Black Box Safety put time, money and energy into engaging with these organizations, approaching each with a sense of how our goals and values align with theirs. That investment paid off not only in great opportunities — putting our name in front of Disney, Shell Oil, T-Mobile and other market giants — but also motivation to reach and exceed our own expectations.

The Process

When applying for diversity supplier certifications, begin with the end in mind. Define your target market and evaluate which certifications that market will value. For example, if you manufacture garden and patio decor and want to expand distribution, consider certifications accepted and valued by big-box retailers. NaVOBA certification puts you in front of their corporate sponsors, which include Lowe’s Home Improvement. Many large buyers post a list of accepted certifications on their website, and you can also ask them directly.

Next, evaluate honestly which certifications best reflect the status of your company and whether you meet their requirements. Certification is a rigorous process managed by government agencies or third-party agencies that advocate for the development of disadvantaged-owned businesses. Each has its own conditions, but most require a business to be at least 51 percent diverse-owned. Some require that the owner be a U.S. citizen or permanent resident. The application process does have associated costs, and you should also set aside time to navigate the documentation, screening, interviews and on-site visits needed to prove that your company is qualified.

For businesses that qualify, the advantages of obtaining diverse supplier certifications far outweigh the costs of earning them. Business partners admire this classification, and certification is alluring to diverse supplier programs. It is not an easy process: it takes not only time and money, but also perseverance and patience to earn these certifications. However, for Black Box Safety, diverse supplier certifications opened doors enough to be well worth the effort and hard work.

Source: Black Box Safety

2022 Hot Jobs for Veterans

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black female soldier using laptop with apply now page appearing on screen with her military experience

By Natalie Rodgers

It’s a new year, and with the many social and economic changes from the last two years, many veterans are looking for a fresh start in 2022. While veterans are equipped to work in just about any job position, there are a few job fields that could change your 2022 for the better. Here are some of this year’s most popular hot jobs:

Healthcare

If you already have medical experience from your time in the field, healthcare may be the perfect option. Veterans with medical training are properly equipped to work in a variety of different positions in the medical field. They are even at an advantage for opportunities to sharpen their skills for a higher-paying position through veteran-supported programs and the perks of the GI Bill. Some of the most popular jobs in the medical field amongst veterans are:

  • Physicians Assistants: $96,000 per year
  • Registered Nurses: $73,000 per year
  • Chiropractic Care: $71,454 per year
  • Radiologic or Cardiovascular Technologist: $50,000-$61,000 per year
  • Medical Lab Technician: $45,000 per year

Federal Jobs

Federal organizations not only want to hire veterans but actively seek them out. They are already aware of the skillsets, mindsets, and needs of veterans transitioning into work and are willing to provide any additional, necessary training that veterans may need. Government jobs also tend to come with great benefits, solid routines and sturdy pay. There are many kinds of government jobs across organizations such as the Department of Veterans Affairs, the Federal Bureau of Investigations, Parks and Recreation, the Department of Transportation and more.

  • Transportation Specialist: $83,748 per year
  • Police Officer: $61,936 per year
  • Social Worker: $54,923 per year
  • Firefighter: $51,368 per year
  • Substance Abuse Counselor: $41,610 per year

Outdoors Work

Veterans have a long track record of working outdoor jobs, from park security and landscaping to working with animals. While many like the idea of working indoors or in an office, many veterans prefer to be in an open, outdoor space. This environment can be especially helpful for veterans with PTSD, depression or other mental conditions.

  • Landscape Designer: $64,307 per year
  • Land Surveyor: $63,094 per year
  • Park Ranger: $51,481 per year
  • Veterinary Technician: $43,964 per year
  • Farm Hand: $35,296 per year

Skilled Trades

Learning a trade is one of the most popular options for veterans transitioning into civilian life. It provides them an opportunity to work with their hands, expand on their skill set, and utilize tactics they already know from the field. There is also an abundance of programs and organizations specializing in trade training specifically catered to veterans.

  • Electrician: $60,906 per year
  • Plumber: $60,848 per year
  • Auto Mechanic: $46,309 per year
  • Carpenter: $45,068 per year
  • Commercial Driver: $40,877 per year

Education

Veterans are used to environments where they must lead, learn fast, adapt quickly, and teach others how to do the same. As the educational system continues to change, especially during the COVID-19 pandemic, veterans are excellent candidates as teachers on every level. Educational occupations usually require additional certifications but are generally gained in shorter periods and with assistance from military benefits.

  • Special Education Teacher: $56,914 per year
  • Elementary School Teacher: $54,102 per year
  • Middle School Teacher: $53,825 per year
  • High School Teacher: $52,481 per year
  • Vocational School Teacher: $50,881 per year

No matter what field you’re pursuing this year, remember that your military experience has equipped you for an array of jobs, and the right fit for you is just around the corner.

Sources: Glassdoor, Trade-schools.net, Healthcare Daily Online

Over 200 New Positions Just Opened: Apply Now

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man typing on keyboard with job application on the screen

Recent reports indicate that nearly two-thirds of workers in the United States are on the hunt for a new job or have left the workforce, in large part due to the COVID-19 pandemic.

Because of the COVID-19 pandemic and the ongoing need for many critical staff, the VA has opened numerous positions under a direct-hire authority, which allows agencies to hire qualified applicants more quickly. It expedites hiring by referring all qualified candidates directly to the hiring manager, without consideration for ranking, rating and other typical selection procedures.

“If you have ever dreamed about having a steady job with good benefits and a retirement plan, now is probably one of the best times in the last decade to secure such positions,” said Darren Sherrard, associate director of recruitment marketing and workforce solutions at VA. “From housekeeping to police officers, air conditioning mechanics to health technicians, program support assistants and more, there are over 200 job opportunities open to the public now.”

Changing priorities

Research has shown that people tend to reevaluate their jobs after experiencing a major life event. These events don’t have to be negative; a new baby or the opportunity to pursue new education may certainly spur reevaluation. However, the universal nature of the pandemic is a major reason so many are considering their options. “Most people don’t evaluate their job satisfaction every one of 365 days in a year,” said Brooks Holtom, a professor of management and senior associate dean at Georgetown University. “Those shocks usually happen idiosyncratically for people. But with the pandemic, it’s happened en masse.”

What workers want

The biggest reason for the job search for many is a better salary. But after salary, workers cited better benefits and career advancement as the other top motivators. Jobs at VA provide all that and more.

  • Competitive starting salaries. We offer our employees strong starting salaries based on education, training and experience. We also offer steady growth, with periodic pay raises that address inflation and local market changes.
  • Education and leadership. We offer ongoing leadership development through every level of employment, whether it is mandatory programs or competitive opportunities. All leadership programs align the organization around a set of core competencies that facilitate career development through continuous learning, coaching/mentoring and assessment throughout your career.
  • Flexible schedules. Our employees receive 13 to 26 paid vacation/personal days, as well as 13 sick days annually with no limit on accumulation, and we celebrate 11 paid federal holidays each year.
  • Robust insurance options. You can choose from a variety of health maintenance organizations or fee-for-service health plans, and all cover preexisting conditions. Additionally, we pay up to 75 percent of health premiums, a benefit that can continue into retirement.

Work at VA

Now is the time to join our team by taking advantage of one of these COVID-19 hiring opportunities.

  • LEARN more about what VA has to offer.
  • READ job search advice on VAntage Point.
  • JOIN our communities on Twitter, Facebook, Instagram, YouTube, LinkedIn and Glassdoor.
  • APPLY for jobs at VA.

All current available positions are listed at USAJobs.gov.

Source: Vantage Point

Resume Tips for Veterans Transitioning to Civilian Careers

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Man holding a sign that says "Sell Your Skills"

Originally posted by Northrop Grumman

We understand that as a veteran, there are a number of skills that you can bring to an organization, but it may be difficult to translate those specific skills into civilian jargon for job searches/resumes.

It’s important to us to help members of the military transition to a civilian career. You can use these resume tips for veterans to ensure you’re making a strong impression.

A common issue with veterans’ resumes is that the veteran has been trained to think of “self” last, that the team and mission are all that are important. These are excellent values and an ethos that is to be commended.

But you must promote yourself and your skills when applying for a job outside of the military, being sure to include your contributions and experience. You must do this even if it feels self-serving.

Resume Formatting Basics

  • Never go below 11-point font
  • Do not exceed three pages (one or two pages is preferred)
  • Use bullet points vs. paragraph formats
  • Be concise and convincing from start to finish. The average recruiter/manager will take no more than 20 seconds to read a resume
  • If using bullet points (recommended), make sure you’re consistent with using a period (or not)
  • Spell check
  • Proofread, then ask a couple of other people to proofread for content and for grammar

Fundamental Components Every Resume Should Include

  • Specific dates of employment and job transition
  • Correct job titles
  • Summary of qualifications
  • Clearance information
  • Statements describing your most recent job and prior jobs (include as many as appropriate)
  • Specific results and benefits that support your activities and accomplishments
  • If you are willing to relocate, indicate so near the bottom of the page

Describing Your Work Experience

Your resume is going to be reviewed by non-military tech/business/logistics professionals first, so when you describe your work experience, you should identify yourself as a veteran early in your resume and go into detail about the following:

  • What tools you used and how many people you supervised
  • How much money you managed, saved or generated (in dollars and/or in %)
  • If you have led any teams (including the ranks of those led, general objective, success statistics, etc.)
  • Your current/most recent cumulative GPA, if you are an active student/recent graduate

Avoid indicating one specific job in the objective, as we hope to use your skills on multiple projects.

Create a “Skills Summary” or “Qualifications and Highlights” Section

In this section, promote your qualifications and unique talents. Focus on how you can add value to the organization. Use bullet points and indicate quantitative and qualitative data — don’t just say “automation” or “operations.” Instead, describe your complete experience.

Examples:

  • “In total, have tracked, maintained, repaired and been accountable for $5.8 million worth of government aviation property.”
  • “Have guided, trained and assisted over 300 U.S. Naval officers in the execution of various aircraft maintenance duties and flight schedules.”

Translate Your Experience Into Terms a Non-Military Reader Will Understand

If you can find the civilian equivalent to your job, make sure you put that beside each job title.

Examples:

  • Tool Shop Supervisor (Logistics Branch Manager)
  • VAW-123, Aviation Maintenance/Production Chief — (Tool Shop Supervisor/Logistics Branch Manager) — directly supervised 48 people

Consider Organizing Your Resume by Specialty vs. Location

If you have had multiple duty stations performing similar duties, consider a functional resume that groups your work experience by specialty vs. location.

Click here to read the complete article on Northrop Grumman.

Lumen: The Platform for Amazing Things

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Lumen is guided by our belief that humanity is at its best when technology advances the way we live and work. Learn more about our purpose to further human progress through technology at jobs.lumen.com.

We are committed to providing equal employment opportunities to all persons regardless of race, color, ancestry, citizenship, national origin, religion, creed, veteran status, disability, medical condition, genetic characteristic or information, age, sex, gender, sexual orientation, gender identity or expression, marital status, family status, pregnancy, or other legally protected status (collectively, “protected statuses”).

We do not tolerate unlawful discrimination in any employment decisions, including recruiting, hiring, compensation, promotion, benefits, discipline, termination, job assignments or training.

Providing Business, DVBE. Employment & Educational Opportunities For Veterans

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Upcoming Events

  1. City Career Fair
    January 19, 2022 - November 4, 2022
  2. The Small Business Expo–Multiple Event Dates
    February 17, 2022 - December 1, 2022
  3. USPAACC’s CelebrASIAN Business + Procurement Conference 2022
    May 25, 2022 - May 27, 2022
  4. LA Fleet Week
    May 27, 2022 - May 30, 2022
  5. Buffalo Soldier Iron Riders Quasquicentennial Gathering
    June 13, 2022 - June 19, 2022