Careers for Junior Military Officers through Orion Talent

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Free Career Placement Services for Transitioning Junior Military Officers

Are you a First Lieutenant, Lieutenant Junior Grade, Captain or Lieutenant preparing for your transition from Active Duty? Discover Orion Talent, the nation’s most trusted career partner to Junior Military Officers making the transition into Corporate America. Orion will help you with your transition into the civilian workforce by matching your skills and career goals with opportunities within America’s finest companies.

Orion is proud to work with world-leading companies who are committed to hiring top military talent. These companies realize the value that Veterans bring to the workforce and continually seek to add transitioning and former military service members to their ranks. Orion is the exclusive provider of Military Talent to many of our client companies, allowing you access to job opportunities that you otherwise would not have. Visit our Featured Employers page to learn more about the companies and some of the opportunities available for JMOs.

Visit Orion Talent today!
https://www.oriontalent.com/military-job-seekers/junior-military-officers/

Veterans Boost America’s Energy Workforce

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By Dan Brouillette, Secretary of Energy

When their service ends, our veterans should be able to count on a healthy economy with ample job opportunities in the wide variety of fields for which they are suited.

The energy sector of our economy is one for which veterans are well-prepared by their military service. There are jobs ranging from oil and gas drilling and powerline work to ensuring security at our nuclear energy sites and installing renewable energy systems. Both the public and private sectors see the value of hiring veterans and are taking strides to assist with their transition to civilian life.

A well-educated, prepared workforce – one that also includes highly-skilled veterans – is critical to maintaining U.S. leadership in scientific discovery and innovation. And the U.S. Department of Energy (DOE) cannot carry out our mission for energy, environment, and national security without such a workforce.

An example of an outstanding public sector program is Solar Ready Vets, launched as a pilot by DOE in 2014 to connect our nation’s skilled veterans to the industry by preparing them for careers as solar photovoltaic system installers, sales reps, system inspectors, and other solar jobs. After graduating 526 students in 10 states, the program, which was enabled by the U.S. Department of Defense’s SkillBridge initiative, was expanded into the Solar Ready Vets Network, a group of relevant workforce development programs to connect veterans and transitioning military service members with careers in the sector.

On the private side, one program I got to learn about firsthand is a collaboration between

Duke Energy and Fayetteville Technical Community College (FTCC) in North Carolina. As part of Duke’s Veteran Hiring Initiative, FTCC runs a training program to help veterans gain the training to become skilled electrical linemen and eventually enter the workforce. During a visit to Fayetteville, I watched a lineman training demonstration and met with several program participants. Each was eager to continue serving his or her community by doing this critical work.

The Department of Energy is committed to supporting and empowering American workers, especially servicemembers separating from active duty. We are proud to employ more than 4,600 veterans, and the number continues to grow. In 2020, one in every three new DOE hires has been a veteran, and we consistently receive “exemplary” ratings from the Interagency Council on Veterans Employment for hiring and retaining veterans.

We are committed to ensuring veterans continue to play a key role in our Nation’s energy workforce to secure a safe, prosperous future for our country.

Veterans and transitioning service members can find more information about our STEM workforce programs on energy.gov.

Source: Energy.gov

MedTechVets Now Accepting Applications for Spring 2021 MedTechVets Academy: Opportunity for Veterans to Gain and Practice Professional Skills

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MedTechVets, a 501(c)(3) nonprofit organization that assists and prepares transitioning service members and military veterans for meaningful employment in medical device and life science companies, recently announced enrollment for its spring 2021 MedTechVets Academy program for transitioning active-duty service members and veterans.

This Academy is for military veterans who are within six months of your separation, or an honorably discharged and is a free virtual 6-week program supporting career transition to the device, biotech, and life services industries.

Veterans will have the opportunity to improve their professional skills and job prospects by participating in personal branding workshops, mock interviews, and learning networking do’s and don’ts, which are available through the 2021 MedTech Vets Academy. Participants will be selected via online applications and will also receive editing assistance on their resumes and cover letters, support from mentors to identify industry gaps that apply to their unique skill set, and resources that help them identify those job opportunities. Additionally, the academy will teach skills, knowledge, and confidence to set attendees up for workforce success.

The deadline to apply to the 2021 MedTechVets Academy is 5:00pm PT on Friday, April 2nd— and the program is slated to begin on April 6, 2021. NOTE: The applications of those not selected for the spring 2021 Academy cohort will be saved for the summer program and supported through that process.

Please visit https://medtechvets.org/academy/ to apply and learn more.

About MedTechVets
MedTechVets is a 501(c)(3) nonprofit organization that assists and prepares transitioning service members and military veterans for meaningful employment in medical device and life science companies. MedTechVets’ network has grown to nearly 100 life science and medical device companies, hundreds of mentors, and thousands of veterans.

MedTechVets is endorsed by the Advanced Medical Technology Association (AdvaMed).

Announcing the 2021 VetsinTech Invasion National Conference – All-Star Lineup With More Than 30 Top Tech Companies

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VetsinTech, the leading national non-profit dedicated to advancing career opportunities for veterans in the tech industry, announced its “VetsinTech Invasion 2021” national conference. 

Scheduled to take place April 17th and 18th, VetsinTech’s Invasion 2021 assembles more than 30 of the top tech companies in Silicon Valley and beyond. In its fourth year, hundreds of veterans and their spouses from all over the country will participate in a one-of-a-kind gathering that brings together leading tech giants and veterans to provide networking opportunities in education, employment, and entrepreneurship in tech.

Luminary keynote speakers at the VetsinTech’s Invasion 2021 include:

  • The Honorable Denis Richard McDonough, Secretary of Veterans Affairs, who President Biden appointed in February 2021. He also served as Chief of Staff under former President Obama.
  • Michèle Flournoy, Co-Founder and Managing Partner of WestExec Advisors. Previously, Michèle served as the Under Secretary of Defense for Policy under the Obama administration. She was the principal advisor to the Secretary of Defense.
  • Steve Blank, Adjunct Professor at Stanford University. Steve developed the customer development methodology that spawned the Lean Startup movement.
  • Craig Newmark, Founder of craigslist and Craig Newmark Philanthropies, VetsinTech Board member and a leading advocate for veterans and military families.

Sponsors of the VetsinTech Invasion 2021 include Disney, Elastic, Google, Wounded Warrior Project, Craig Newmark Philanthropies, Nasdaq, Tibco, and Uber.

Meeting the DEI Challenge with Military Veterans

VetsinTech provides an unmatched national technology ecosystem supported by innovative programs in employment, education and entrepreneurship. With diversity, equity, and inclusion (DEI) a top concern in Silicon Valley and across the country, companies recognize that veterans are an untapped source of highly skilled talent who can help them meet the hiring challenge.

“This year’s conference is truly groundbreaking with a large number of leading tech companies, phenomenal keynotes, and industry speakers that we’ve lined up to support our exceptionally qualified veterans. This ‘show of force’ demonstrates a strong commitment by the VetsinTech Employer Coalition to meet DEI goals while also filling the critical gap in technology talent,” said Katherine Webster, Founder and CEO of VetsinTech.

At the VetsinTech Invasion 2021, veterans will get to hear and communicate virtually with executives from Silicon Valley’s most successful technology companies, venture capital firms, recruiters and HR, and engineers who will lead workshops, speak in panels and participate in networking events. Veterans and their spouses can meet and mingle with VetsinTech’s world-class coalition partners, which can be found here.

About VetsInTech

Based in San Francisco, with more than 50,000 vets strong and 20 chapters across the country, VetsInTech is the leading national non-profit devoted 100% to springboarding veterans into tech careers. VetsinTech harnesses the national technology ecosystem to benefit veterans returning from active military duty and who want to apply their exceptional training, skills, and experience to a new technology career. Comprising technology industry leaders and former service members, VetsinTech is the only non-profit supporting our veterans through tech-based programs and opportunities in education, employment, and entrepreneurship. For more information, interested parties can visit www.vetsintech.co.

Veteran Brings No. 1 Home Inspection Franchise to Hometown

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Lori and Dave Starnes closeup wearing blue work uniform

Sometimes you find a business opportunity that fits like a glove. That seems to be the case for Dave and Lori Starnes. The couple recently moved back home to the Adams/Clarksville, TN area from Hawaii and recently launched operations as new franchise owners with Pillar To Post Home Inspectors®, the No. 1 home inspection franchise in North America.

Team Starnes Home Inspectors, LLC will serve homebuyers and sellers throughout Clarksville, as well as Hopkinsville, KY, and surrounding areas.

Dave retired from the United States Army after 26 years and had been a high school Junior Reserve Officer Training Corps (JROTC) instructor in Hawaii. He also ran his own handyman/general contracting business, while Lori was an operations/ property manager for 100 luxury vacation rental properties, in addition to running her own cleaning business. If it’s something related to homes, the couple has a pretty good handle on things, so becoming franchisees with Pillar To Post Home Inspectors was a natural fit. “Dave had been a handyman and general contractor for more than five years and worked directly with realtors in fixing and repairing many of the deficiencies discovered during the home inspection process,” Lori said. “He had a knack for finding and fixing those issues and we decided to join Pillar To Post Home Inspectors in order to provide professional home inspection services for current and future homebuyers throughout Clarksville and the surrounding areas.”

According to Pillar To Post Home Inspectors President and CEO Dan Steward, “We are rolling out some pretty amazing technologies that are now in full swing for all Pillar To Post Home Inspections. One of these is the PTP360 tour.” PTP360 is an interactive, virtual home inspection tour that allows users to revisit a home anytime and anywhere from a smartphone, tablet or desktop and even share the tour with family and friends. “It’s a great new innovation – fast-tracked to completion because of COVID-19 concerns – and we saw just how well it performed,” Steward said. Clients can also receive a measured FloorPlan of the entire home, with measurements to help with furniture fit and placement. “In the long term, PTP360 is a huge help for busy, professional Realtors, saving them time and better serving their seller, while also giving prospective buyers a far better experience,” Steward said.

Pillar To Post Home Inspectors has achieved the highest standings in various rankings of “Best in Category,” “Top 20 Franchises to Buy,” “Top 10 Global Franchises” and “Top Franchises for Veterans” in addition to achieving 5-Star status with VetFran, a program offered by the International Franchise Association that provides discounted franchise fees to veterans. A professional evaluation both inside and outside the home is at the core of Pillar To Post Home Inspectors’ service. Pillar To Post Home Inspectors input data and digital photos into a computerized report. All information is provided to clients in a customized binder for easy reference, allowing homebuyers or sellers to make confident, informed decisions.

Dave and Lori have two adult children who followed their father’s footsteps into the Army and their son, Russ, will be joining his parents in their business in the near future. In the meantime, Dave and Lori are looking forward to the new year and the newest chapter in their life. “We chose Pillar To Post Home Inspectors because we felt the support and technical advances were superior to other options we considered,” said Lori. “And we were ready to start our own business to secure our financial independence.”

 

About Pillar To Post Home Inspectors®
Founded in 1994, Pillar To Post Home Inspectors is the largest home inspection company in North America with home offices in Toronto and Tampa. There are nearly 600 franchises located in 49 states and nine Canadian provinces. The company has been named as Best in Category in Entrepreneur Magazine’s Franchise500® ranking for 9 years in a row and appeared in the ranking for 24 years. Long-term plans include adding 500 to 600 new franchisees over the next five years. For further information, please visit www.pillartopostfranchise.com.

Recruiting Hacks to Better Reach Transitioning Military, Veterans

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By Katie Keller

Accelerating your defense hiring during a pandemic AND in a passive candidate market is a difficult task. With around 200,000 people transitioning out of the military each year, veterans are an obvious talent pool to tap into.

While cleared vet talent is out there, recruiters face tough competition in reaching the right veterans for the right opportunities. The good news is there are tricks you should have up your sleeve to differentiate yourself from the rest of the recruiting competition.

 

6 TACTICS TO REACH A TACTICAL AUDIENCE

Strategy #1: Choose job titles that are common and make sense to transitioning military

I once worked for a contractor that deemed a new position an ‘Intelligence Data Specialist’ and we naturally were receiving applications from candidates who were traditional All Source Analysts who had a little bit of experience in cleaning intelligence data sets – a secondary part of their job. After reading through the requirements from the government, the staffing team realized what they were really looking for was a Data Scientist who has worked with data from intelligence teams.

The title of the role you are looking to fill is not only essential to the job advertisement, but it can make a huge difference in the applications you receive and need to sift through. When deciding on a job title, you need to put yourself in the candidate’s shoes – what job would they be searching for online and hat would they recognize this job to be called? Use simple titles; so, if you’re seeking an All Source Intelligence Analyst, no need to be fancy. Call it what it is and familiarize yourself with the Military Occupational Specialties you could potentially be pulling candidates from.

Strategy #2: Foster relationships with military advocates or groups in the space

Decades ago, there weren’t nearly the number of networking groups for veterans there are today. These groups are almost always seeking partner organizations to serve as employment options for this audience. These can include Transition Assistance Programs at the military installations close to your customer sites, Hiring Our Heroes, state Department of Veterans Services, the Department of Veterans Affairs, USO, regional Chamber of Commerce groups, the Military Spouse Employment Partnership, and so many more.

Recruiters are selling their company mission, positions, and benefits to candidates, but you should also start to sell these things to empowered voices in this space, so you have other allies advertising how amazing your organization is.

Strategy #3: Keep your website and career pages current

This is a problem that most are guilty of, whether it’s caused by time or forgetfulness for such a simple task: company pages that are outdated or simply state “send resumes to careers@awesomecompany.com. The former shows that you don’t have a dedicated staffing team and the latter could imply that you’re just doing a catch-all for resumes. It is a buyer’s market, so you need to list positions to specific audience to encourage them that you have the very best fit for only them. Working in the defense sector and high-tech may not always go hand-in-hand, but you need to highlight to candidates that you are an innovative contractor in this space. A website is the bare minimum in 2020, and it needs to be a box that is checked.

Ensure your recruitment page is up-to-date with detailed roles, and ensure you have an RSS feed linking to any external or third-party pages listing your jobs. This automates your team’s process and can save so much time.

Transitioning military are seeking confidence boosters when they are moving into the private sector, and a blank careers page certainly won’t give them that.

Strategy #4: Mirror your audience and become a passive recruiter

It’s been this way for some time, but the ball is most of the time in the candidate’s court. And you’ll find that when sourcing from active duty audiences online, some won’t list their ETS date. You’ll be sourcing from 50 candidates, and maybe half of them are not out of the military for another year or two. Do not ‘Bye, Felicia’ these candidates! They have access to a huge pool of potential candidates you can tap into, so be nice, network, keep their information on a pipeline list, and see if they know anyone who matches your requirements now that is ETSing sooner.

Strategy #5: Develop a fellowship program for active military

Active military are looking to dip their toe in the contracting waters 6 months from their out-day. Some positions (deployable, management, etc) might be off-limits, but consider allowing some overhead positions for a fellowship program. While some established contractors and agencies create their own fellowship programs for active military, Hiring Our Heroes offers a program that can do some of the legwork for contractors that are small to mid-sized and may not have the resources.

This can serve as an excellent trial run (and advertisement) for your company and the company culture you can offer.

Strategy #6: Use social media wisely and utilize outlets that make sense

In today’s digital world and more so due to COVID-19, staffing teams are completely operating online and are participating in social media recruiting. While active military and veterans are allowed to engage in online networking, they are encouraged to abide by OPSEC principles on public platforms. When reaching out to this audience, be upfront, transparent, and send additional information like your website, or connect over email.

Simply using traditional recruitment processes and public-facing sites may not be enough. Promote new roles via ClearanceJobs where you can appeal to a much larger (and definitely cleared) audience.

Source: ClearanceJobs

Military Veteran Uses Experience and Corporate Background to Run His New Mobile Business

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The way Jason Colon sees things, his background provided him the perfect combination of skills to become a small business owner.

It all came to fruition this past December when the 46-year-old Rocky Mount resident became a franchise owner with Floor Coverings International, visiting customers’ homes in a Mobile Flooring Showroom stocked with thousands of flooring samples from top manufacturers. Floor Coverings International of Winterville serves customers throughout East Raleigh, Knightdale, Wilson, Rocky Mount, Greenville and surrounding areas.

Colon spent 21 years in the United States Air Force before retiring from active duty. He didn’t skip a beat, transitioning into a corporate career where he spent almost six combined years in operations working for two global corporations, both providers of technology and manufacturing services worldwide. “I think each of the career paths provided a different set of tools to prepare me for being part of the Floor Coverings International family,” Colon said. “My time in the military prepared me to run process and support people. And my time in Corporate America provided the customer experience education and tools, while also giving me the ability to realize my various skill sets and bring them all together to be a successful small-business owner.”

In Floor Coverings International, Colon found a company that has tripled in size since 2005 by putting a laser focus on consumer buying habits and expressed desires, its impressive operating model, growth ability, marketing, advertising and merchandising. Floor Coverings International further separates itself from the competition through its customer experience, made up of several simple and integrated steps that exceed customers’ expectations. For this, Floor Coverings International was given the Innovation Award for Customer Response from Franchise Update Media, the benchmark publication and conference entity that is the Gold Standard of Franchising.

“I wanted to have more control of what happens to my future and Floor Coverings International gives me that opportunity,” Colon said. “When COVID-19 struck, it wiped out the aviation industry and jobs were not plentiful. Getting on board with Floor Coverings International was the best path for me.”

ABOUT FLOOR COVERINGS INTERNATIONAL

Norcross, GA-based Floor Coverings International has been ranked consistently as the No. 1 Mobile Flooring Franchise in North America by Entrepreneur Magazine. The 142 franchisees and their Design Associates offer a unique in-home experience with a mobile showroom that comes directly to the client’s door. More than 3,000 flooring choices are available to view in the home with and alongside existing lighting, paint, and furniture. The company will open several more locations throughout the U.S. and Canada through franchise expansion in 2021.

For franchise information, please visit opportunities.flooring-franchise.com and to find your closest location go to floorcoveringsinternational.com.

Walmart Shares Additional Plans to Support Veterans & Military Spouses

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By Brynt Parmeter, Senior Director, Military & STEM Programs, Walmart

Walmart has a rich history of supporting veterans over the years, starting with the company’s first veteran, founder Sam Walton.

Earlier this year, Walmart announced that it had achieved its Veteran’s Welcome Home Commitment of 250,000 veterans hired since 2013.

To date, the company hired over 320,000 veterans and military spouses since the beginning of that commitment, and its focus on supporting and hiring veterans only continues.

As a veteran myself, I feel a sense of excitement for what is coming. In 2021 and beyond, we’re planning to advance veteran and military spouse economic opportunity and well-being through initiatives spanning across four focus areas, including employment, learning, entrepreneurship and health & wellness.

Here are some of our new focus areas for the year ahead:

  • Launching the Find-a-Future Platform: Launching early next year, this new platform will guide military-related prospects through an audit of their current skills, experience and education. It will foster conversations about a wide range of future possibilities and aspirations and then help teach them how to build a road map and the connections to achieve their goals.
  • Continued access to $1 a day education: We continue to offer Veterans, and all frontline associates, the opportunity to work at Walmart and complete a debt free education through our Live Better U program. This enables veterans to pass along service-related educational benefits with their families, while also upskilling for the future of work in a short amount of time.
  • Entrepreneurship:Veteran-owned businesses (VOBs) offer a tremendous opportunity to empower veterans and to fuel economic growth. By connecting veteran and military spouse-owned businesses with organizations, resources and information we are helping empower them to launch their products or bring their ideas to life.
  • Increasing Access to Health Care:Walmart Health is increasing access to health care for veterans through both telehealth and in-person visits when a VA facility is not easily accessible. In addition to great health care, we are also focused on providing job opportunities for individuals well-suited for placement in the health care industry.
  • Support from other veteran associates:At Walmart, we have several Associates Resource Groups (ARGs) focused on creating communities of support. Our SERVES ARG for veterans, military families and allies is the first of our Walmart ARGs that has expanded to include our veteran associates working in our stores, clubs, DCs and corporate offices. The SERVES leadership teams at the Home Office, Walmart U.S., Sam’s Club and the Supply Chain are organizing and preparing for a variety of initiatives related to recruiting, onboarding, learning, leader development and supporting each other and our communities.

At Walmart, the future for veterans and military spouses is bright. I feel honored to be on this journey and look forward to seeing the progress we will continue to make together. In my opinion, one of the most meaningful ways to thank a veteran for their service is to give them the opportunity to continue to serve a mission – long after they have served their country. We are aiming to do just that.

Source: Walmart

Recruit Your Job Candidates Online

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Online recruiting is a vital strategy to make the most of your recruiting budget, and to access the best range of hiring candidates.  But it’s important to choose strategies that suit your organization, employment needs, and local workforce.

Here are some tips to recruit online effectively:

1) You can make a strong start by better understanding the labor pool of the potential workforce in your area. Study up on local demographics and reach out for personal assistance to your local American Job Center to connect with a Business Services Representative for help using online recruiting strategies.

2) You can reach a large share of qualified candidates in your area through free public job banks. Learn how to easily access your state’s job bank and how to post a job.

3) Education and training providers often seek out employers in their area for internships and employment for their students and graduates. Connect with your local schools and training programs, including local community colleges, universities, and short-term training programs to learn how to post jobs on their online tools, or connect with grads through social media.

4) Professional associations are a great source for finding qualified candidates. Learn how to connect to professional and industry associations to promote your job openings on their job boards.

5) Social media is a critical method for reaching candidates and communicating with them online. Social media platforms provide you with access to a very large pool of potential hiring candidates, whom you would likely never reach through more traditional means, and most are free to use. Learn how to get started using social media for recruitment.

There are specialized niche forums and groups for particular industries and occupations, such as GitHub for software developers, Warrior Forum for marketers, or Quora, a customizable site for shared posts on a wide variety of topics and projects. But for a broad recruiting source for all kinds of businesses, the top three social media sites are LinkedIn, Facebook, and Twitter.

Here’s a quick introduction to these major social media sites and tips on how to use them to find candidates:

LinkedIn

  • Create a LinkedIn profile for your company and promote your company culture to potential candidates
  • Search for candidates with the skills you’re looking for; use filters to narrow the list of candidates and view candidates’ education and work histories without requesting a resume
  • Post a job using the Jobs feature
  • Send a job opening using a “status” message
  • Post questions on recruiting issues

Facebook

  • Create a Facebook page for your company
  • Announce company news or job openings
  • Use a Facebook app (or Facebook’s new job function) to post jobs
  • Search for job candidates

Twitter

  • Create a Twitter handle and profile for your company
  • Search for (or follow) candidates with skills you’re looking for
  • Tweet information (company announcements, job openings, etc.)
  • Communicate with jobseekers who receive your tweets

Source:  CareerOneStop

What Should I Include in My Federal Resume?

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Whether you’re a current federal employee or new to the Federal Government, your resume is the primary way for you to communicate your education, skills and experience.

Before you get started

Read the entire job announcement. Focus on the following sections to understand whether or not you qualify for the position.

This critical information is found under:

  • Duties and Qualifications
  • How to Apply (including a preview of the assessment questionnaire)
  • How You Will be Evaluated

Make sure you have the required experience and/or education before you apply. Hiring agencies use the job announcement to describe the job and the required qualifications, including:

  • Level and amount of experience
  • Education
  • Training

What to include in your resume

Federal jobs often require that you have experience in a particular type of work for a certain period of time. You must show how your skills and experiences meet the qualifications and requirements listed in the job announcement to be considered for the job.

Include dates, hours, level of experience and examples for each work experience

For each work experience you list, make sure you include:

  • Start and end dates (including the month and year).
  • The number of hours you worked per week.
  • The level and amount of experience–for instance, whether you served as a project manager or a team member helps to illustrate your level of experience.
  • Examples of relevant experiences and accomplishments that prove you can perform the tasks at the level required for the job as stated in the job announcement. Your experience needs to address every required qualification.

Example:

Program Analyst GS-343-11
January 2009 – Present
40 Hours/Week
$63,000/Year

Experience/Accomplishment

Include volunteer work and roles in community organizations

Don’t limit yourself to only including paid work experience. Include relevant volunteer work or community organizations roles that demonstrate your ability to do the job.

  • Use numbers to highlight your accomplishments
  • Use numbers, percentages or dollars to highlight your accomplishments–you can find this information in things like your performance reviews, previous job descriptions, awards and letters of recommendation.

When explaining your accomplishments:

  • Include examples of how you saved money, earned money, or managed money.
  • Include examples of how you saved or managed time.

Examples:

“Improved efficiency of document processing by 25% over the previous year.”

“Wrote 25 news releases in a three-week period under daily deadlines.”

“Managed a student organization budget of more than $7,000.”

“Wrote prospect letter that has brought in more than $25,000 in donations to date.”

These statements show in concrete terms what you accomplished.

Customize your resume

You should tailor your resume to the job announcement rather than sending out the same resume for every job. Customizing your resume helps you match your competencies, knowledge, skills, abilities and experience to the requirements for each job. Emphasize your strengths and include everything you’ve done that relates to the job you’re seeking. Leave out experience that isn’t relevant.

Use similar terms and address every required qualification

Your experience needs to address every required qualification in the job announcement. Hiring agencies will look for specific terms in your resume to make sure you have the experience they’re seeking.

For example, if the qualifications section says you need experience with “MS Project” you need to use the words, “MS Project” in your resume.

Organize your resume to make it easy to understand

You need to organize your resume to help agencies evaluate your experience. If you don’t provide the information required for the hiring agency to determine your qualifications, you might not be considered for the job.

  • Use reverse chronological order to list your experience–start with your most recent experience first and work your way back.
  • Provide greater detail for experience that is relevant to the job for which you are applying.

Show all experiences and accomplishments under the job in which you earned it. This helps agencies determine the amount of experience you have with that particular skill.

  • Use either bullet or paragraph format to describe your experiences and accomplishments.
  • Use plain language– avoid using acronyms and terms that are not easily understood.

 

Be concise

Hiring agencies often receive dozens or even hundreds of resumes for certain positions. Hiring managers quickly skim through submissions and eliminate candidates who clearly are not qualified. Look at your resume and ask:

  • Can a hiring manager see my main credentials within 10 to 15 seconds?
  • Does critical information jump off the page?
  • Do I effectively sell myself on the top quarter of the first page?
  • Review your resume before you apply
  • Check your resume for spelling and grammatical errors and have someone else, with a good eye for detail, review your resume.

Important facts about the federal hiring process

The Federal Government does have a standard job application. Your resume is your application.

Hiring agencies use the job announcement to describe the job and list the required qualifications and responsibilities.

After applying, the hiring agency uses the information in your resume to verify if you have the required qualifications stated in the job announcement.

Once the hiring agency has determined who is qualified, they may use other assessments such as interviews or testing to determine the best qualified applications.

Source: usajobs.gov

10 Ways to Land That Civilian Job

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You’ve proven your commitment, discipline and resourcefulness in the military world. Now it’s time to trade in your experience for a great job. Just like everything, it’s all about readiness and attitude.

Start early. Be prepared. Go for it.

  1. Verify yourself. Your Verification of Military Experience and Training, or VMET, summarizes your skills, knowledge and experience, and suggests civilian equivalent job titles. To obtain a copy of your VMET, visit the milConnect website.
  1. Get a career assessment. You have considerable strengths and skills. Now, how can they be applied to a civilian job? A career assessment can point the way. Contact your local transition assistance office and ask your counselor how you can be set up with a career assessment free of charge.
  1. Translate your experience. Your military licenses or certifications might not be recognizable to the civilian world. Learn how to translate your training and experience into skills employers recognize with Credentialing Opportunities Online, or COOL. Visit the Defense Visual Information Distribution Service website to learn more and locate your service branch’s COOL website.
  1. Get out there. Take advantage of every resource and opportunity: recruiters, military transition offices, veteran service organizations, online information. Utilize and grow your network. Contact your nearest employment office or private employment agencies (make sure you know who’s paying). Check internet job sites, such as LinkedIn, Indeed and Glassdoor – but watch it. Get recommendations for trustworthy sites.
  1. Tap your transition assistance office. Take an employment workshop. Get referrals for employment agencies and recruiters, job leads, career counseling and computer access for online job searches. Transition assistance offices have a wealth of services. You can also visit the Department of Labor’s Transition Assistance Program website for more resources.
  1. Look good online. Employers check social media almost immediately when they’re thinking of hiring. Do you need to remove material that makes you look like a bad hire? Get a professional email address or headshot? How about creating or updating your profile on LinkedIn?
  1. Hit the job fairs. This is one-stop shopping. Meet potential employers, pass out resumes and interview on the spot, all in one place. Look sharp and practice your interview skills beforehand. Learn about upcoming job fairs and who will be there at your transition office as well as online. Check out CareerOneStop’s tips for creating or updating your resume.
  1. Go from military to Fed. Find civilian jobs online with the federal government through the U.S. Office of Personnel Management. You can also create an account and build your resume at USAJobs.gov. Brush up on federal hiring with FedsHireVets.gov.
  1. Network, then network some more. Networking is one of the most effective of all job search tools. You’ve made a lot of great connections during your time in the service. Transition is the right time to start putting them to work. Get in touch with friends and fellow veterans. It’s just a good thing anyway to re-establish friendships as you transition.
  1. Take advantage of your status. Many organizations are committed to helping veterans find a good job. Look for groups with programs for service members such as:

U.S. Chamber of Commerce Foundation’s Hiring Our Heroes initiative

Soldier for Life

Marine for Life

Military Officers Association of America

Non-Commissioned Officers Association

United Service Organizations

Your military experience is valuable to many employers. Not many people have your proven work ethic and dedication. Like everything, finding the right job is a matter of being prepared and doing the work. You’re in the military. You know how to make that happen. And there are lots of people and resources who want to back you up.

Source: MilitaryOneSource

Providing Business, DVBE. Employment & Educational Opportunities For Veterans

Lumen

Lumen

Leidos Video

American Family Insurance

American Family Insurance

Verizon

Verizon Wireless