Women break ceilings and conventions in the workplace and beyond

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Open, candid conversations about diversity and inclusion in our society and workplace must continue in order to support the fight for equality. Thankfully, these conversations continue to take place across Bloomberg, in various forms and forums.

One of the goals of these exchanges is to explore different facets of identity and experience from the first-hand perspectives of employees across the firm.

In this edition, we delve into the lived experiences of our colleagues as they have persisted in breaking glass ceilings and bucking conventions, and shows us how we can best support progress for women in the workplace.

Nayla Razzouk, Dubai

“Bring a new perspective, don’t try to blend in, embrace your differences. Learn something new every day. And most of all, be productive.”

Nayla Razzouk
Nayla with the UK Royal Marines while covering the Iraq War in 2003

Nayla grew up during the civil war in Lebanon, and naturally ended up covering these conflicts across the Middle East. She joined Bloomberg in 2010 to cover Iraq and energy/OPEC news, and recently took on the role of Managing Editor for the Middle East and North Africa.

In what way have you broken glass ceilings or conventions? What challenges did you face, and how did you overcome them?

Working as a journalist can have its challenges as a woman, and there are additional challenges in this part of the world, where the circles of power are dominated by men. Often, you’re the only woman in the room or at the front, so it can be intimidating and even dangerous. I’ve encountered situations where people I wanted to interview would try to intimidate me because I was a woman. Some wouldn’t speak to women – I once asked my driver to act as a go-between while I stood behind a door. It can only build character, and this has helped me acquire the confidence to say that I will always find a way to do my job — even more so today, in my new challenge as the first woman to lead the MENA region.

What strengths do you believe your identity and experiences bring to your professional and personal life?

Having grown up and worked in tough environments has helped me acquire assertiveness and an ability to tolerate stress in a calm manner, while showing empathy to others. These traits and experiences were very valuable in leading our teams through COVID-19, making sure everyone is safe, continues to perform well, and knows that they can count on us in uncertain times.

Stephanie Flanders, London

“Though a proud feminist, I would still hesitate to describe any particular attitude or experience as uniquely female.”

Stephanie Flanders

Stephanie has been both an economist and an economic journalist — she joined Bloomberg in 2017 and now does both, leading Bloomberg Economics and following a lifelong passion to demystify the global economy for a wider audience.

In what way have you broken glass ceilings or conventions? What challenges did you face, and how did you overcome them?

When I became the BBC’s Economics Editor, I was the first woman to occupy a specialist editor job. Happily, there have been plenty more since then, and in general I would say that economics has become a little less male-dominated over the course of my career. In a previous role, I was aware that I was paid much less than several male colleagues in similar roles. That’s a challenge I failed to overcome, but overall I don’t feel I have been held back by my gender. If anything, it has given me an edge — it’s striking how many of the major global banks now have female chief economists.

What advice do you have for future convention- and ceiling-breakers?

When you’re making a case for yourself, don’t start with the skills you don’t have. I thought it was just an outdated stereotype until I started interviewing women and men for jobs. So many women really do lead with the stuff they can’t do. It’s extraordinary. 

Vandna Dawar Ramchandani, Singapore

“Understand and accept that every person and situation is different, so be empathetic and encouraging, and build trust so women feel empowered to share and take risks.”

Vandna Ramchandani

Vandna was born and raised in India. She joined Bloomberg in 1997 as a Terminal Sales rep, while living in Jakarta, Indonesia, and is now leading Corporate Philanthropy for APAC.

In what way have you broken glass ceilings or conventions? What challenges did you face, and how did you overcome them?

In Asia, particularly in India, a woman’s role is primarily expected to be that of a home-maker. I was committed to growing my career — even after having a family — taking on additional responsibility and relocating. When I first took on the roles of APAC Global Data Manager and then Singapore Office Committee chair, the first female in those roles, I did feel nervous about the step up, but there is so much support at Bloomberg, women just need to believe in themselves and lean in.

The biggest challenge is creating a balance that works for you, and often managing your guilt as a mum. There are no shortcuts so you start to run your life through “to-do” lists and constantly prioritize. My social life and personal time became secondary; my work and family were the priority. I wanted to live the life I dreamed of for my daughter and “walk the talk.”

What strengths do you believe your identity and experiences bring to your professional and personal life?

Authenticity, drive, hard work, empathy, and the desire to constantly challenge the status quo! Multi-tasking is not a choice, so you just become good at it. You learn to problem-solve and be creative, which lends itself wonderfully to a career at Bloomberg. 

Nita Ditele-Bourgeois, New York

“Take risks and embrace failures. Be determined, never settle, and let your skills speak for themselves; not your gender.”

Nita Ditele Bourgeois

Originally from the South, Nita was raised in New York at the heart of a family that fostered continuous learning. She joined Bloomberg in 2007 as a Legal Negotiations Specialist, and is now a Product Operations manager in Enterprise Data.

In what way have you broken glass ceilings or conventions? What challenges did you face, and how did you overcome them?

Last year, after 13 years in Legal, I joined Enterprise Data. I saw an opportunity to leverage transferable skills, challenge myself, and grow. I wanted to be part of an exciting journey with the business from a different vantage point.

After encountering gender stereotypes and micro-aggressions throughout my career, I’ve found that the confidence and determination instilled at young age provided me the resilience and fortitude to address challenges head-on.

What strengths do you believe your identity and experiences bring to your professional and personal life?

Active listening has made the biggest impact. It takes time and intentionality, but the outcomes are enormous: positive engagement, sharing ideas, productivity, and stronger communication between individuals.

Celine Shi, Shanghai

“My experience has really been about breaking ceilings in my own mind.”

Celine Shi

A native of Sichuan, China, Celine joined Bloomberg Analytics in 2011 in Singapore before taking on the challenge of expanding team coverage in Beijing. She now manages buy-side product specialists in Shanghai.

In what way have you broken glass ceilings or conventions? What challenges did you face, and how did you overcome them?

Early in my career, I didn’t want to draw attention to my sexual orientation, as I truly believe it has no relevance to how well someone performs at work. I kept my identity as a queer woman to myself, even though Bloomberg has been very supportive and open about our LGBTQ community. I later realized that this secret impacted how comfortable I was with colleagues and friends — I wasn’t being myself. I came out in 2017 and was able to fully embrace my friendships and work relationships, which helped me become more confident and perform better.

What advice do you have for future convention- and ceiling-breakers?

Do not set your own glass ceiling. Many of the women I know feel less confident about opportunities and question themselves: Am I really qualified for this? Do I have what it takes? We should be more confident in the different values and experiences we bring, and give ourselves a chance to be seen.

Deanna Hallett, London

“Seek out individuals and groups of people who will support you, lift you up, challenge you, and affirm your identity and your goals — no one can reach that glass ceiling alone.”

Deanna Hallett

Deanna interned for Bloomberg twice before joining full-time after graduating university in 2019. She currently works in UK government and regulatory relations and is the co-lead for the LGBTQ+ and Ally Community in EMEA.

In what ways have you broken glass ceilings or conventions?

I was the first woman in my family to apply to university, the first to run for local councillor, the first to move abroad, and the first woman to come out as LGBT+ in my family. I faced a lot of challenges growing up, including poverty, and psychological and physical abuse from my father, which was particularly acute when I came out as gay. More broadly, I grew up in an environment where I was just expected to manage, have kids, and then become a full-time mum. It was difficult pursuing my own goals and independence when it didn’t marry the view of what my family expected.

What can our colleagues and communities to do become better allies to women in the workforce?

Actively listen. It’s only by taking into consideration people’s experiences that we can ensure the glass ceiling is shattered for all women — particularly LGBT+ women and women of colour, who are too often left behind.

Click here to read the full article on Bloomberg.

Best Tech Majors for High Paying Jobs

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Business man pointing finger towards computer screen with a flash of light surrounding screen and his hands on the keyboard

Your military service has prepared you for a lot. You have a desirable skillset that can be used in any work environment, you’re entitled to generous financial aid, and you have a perspective that can positively contribute to the workforce.

What’s the best career for you to apply your skills?

If you’re one of the many veterans looking to return to school but unsure about what major to pick, consider majoring in a tech field. Tech jobs are not only high-paying, diverse, secure and consistently growing, but these fields have experience in veteran hiring and recruiting practices.

Here are some of the most popular tech majors for veterans:

Computer and Information Technology:
Information technology (IT) is the use of computers to create, process, store, retrieve and exchange all kinds of data and information. Employment in computer and information technology occupations is projected to grow 13 percent from 2020 to 2030, faster than the average for all occupations.

Popular Information Technology Careers:
■ IT Analyst
■ IT Technician
■ Data Scientist
■ Systems Analyst
Those in the information technology field make an average salary of about $97,430, which is higher than the median annual wage for all occupations by about $52,000.

Web Development:
Web developers create and maintain websites. They are also responsible for the site’s technical aspects, such as its performance and capacity, which are measures of a website’s speed and how much traffic the site can handle. Web developers may also create content for the site. Jobs in this field are expected to grow by 13 percent, about double the average rate for all other occupations.

Popular Web Development Careers:
■ Digital Design
■ Application Developer
■ Computer Programming
■ Front-End and Back-End Development
■ Webmaster
Web designers make an average of about $77,200 per year.

Database Management:
Database administrators and architects create or organize systems to store and secure a variety of data, such as financial information and customer shipping records. They also make sure that the data is available to authorized users. Most big-name companies utilize database administration, offering employment at companies of all backgrounds and environments. Jobs in this field are growing at a steady rate of about eight percent.

Popular Database Management Careers:
■ Database Engineer
■ Database Manager
■ Cybersecurity
■ Security Engineer
The average salary for database management is about $98,860 per year.

Software Development:
Software developers create computer applications that allow users to do specific tasks and the underlying systems that run devices or control networks. They create, maintain and upgrade software to meet the needs of their clients. Jobs in this field are growing extremely fast at about 22 percent.

Popular Software Development Careers:
■ Software Engineer
■ Full-stack Developer
■ Quality Assurance Analyst
■ App Developer
■ System Software Developer
The average salary for software development is about $110,140 per year.

Sources: Indeed.com, BLS,

Free Resume Guide for Veterans

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Switching careers takes courage. And veterans know a thing or two about courage. But when military personnel finish serving their country and look to re-enter civilian life, they need more than just strong nerves to make the transition to a new career. Finding a job demands practical strategies. According to a Pew Research Center study, 95% of veterans seek employment after serving in the military.

26% of veteran respondents, however, found shifting from the military to the civilian lifestyle to be somewhat difficult.

One of the biggest struggles for veterans is creating a compelling military to civilian resume that’s going to help them get a job that’s well-paid and enjoyable.
 
 
Learn everything you need to know to create a compelling veteran resume, including:

  • Military to Civilian Resume Example
  • How to Write a Military Veteran Resume (8 Simple Steps)
  • Free Military to Civilian Resume Template
  • Essential (Free) Job-Search Resources for Veterans

Read on for your free resume guide, complete with sample resumes at https://novoresume.com/career-blog/military-veterans-resume.

Veteran Entrepreneur Resources

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The soldier's military tokens are on dollar bills. Concept: cost

SBA offers support for veterans as they enter the world of business ownership. Look for funding programs, training, and federal contracting opportunities.

Devoted exclusively to promoting veteran entrepreneurship, the OVBD facilitates the use of all U.S. Small Business Administration (SBA) programs by veterans, service-disabled veterans, reservists, active-duty service members, transitioning service members, and their dependents or survivors.

SBA programs provide access to capital and preparation for small business opportunities. They can also connect veteran small business owners with federal procurement and commercial supply chains.

The Veterans Business Outreach Center Program is an OVBD initiative that oversees Veterans Business Outreach Centers (VBOC) across the country. This small business program features a number of success stories and offers business plan workshops, concept assessments, mentorship, and training for eligible veterans.

Funding for veteran-owned small businesses

You can use SBA tools like Lender Match to connect with lenders. In addition, SBA makes special consideration for veterans through several programs.

Veteran entrepreneurship training programs

SBA programs feature customized curriculums, in-person classes, and online courses to give veterans the training to succeed. These programs teach the fundamentals of business ownership and provide access to SBA resources and small business experts.

Government contracting programs for veterans

Every year, the federal government awards a portion of contracting dollars specifically to businesses owned by military veterans. Also, small businesses owned by veterans may be eligible to purchase surplus property from the federal government.

Check out the rules of eligibility for these government contracting programs for veterans.

Military spouse resources

Military spouses make great entrepreneurs, and small business ownership can be a transportable.

Continue reading on sba.gov/veteran-owned-business.

Landing a job was no fluke

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Steven Culp headshot

By Camille Cates, DAV

Steven Culp turned 18 only nine days after 9/11. “I felt the call to serve immediately after that event,” said Culp.

He served six years in the Navy as an electronic warfare technician and a cryptologic technician.

After his enlistment, Culp enrolled in college and earned a degree in engineering. But his wartime service had changed him, and after seeking help from the VA, he was enrolled in their Veteran Readiness and Employment program.

That’s when he discovered DAV job fairs.

“At the job fair, there was just about every profession you could think of: engineering; software; technicians for electronics, mechanics or engines; law enforcement. There are opportunities for just about everything there,” said Culp. “With the skills that are built in the military, there is something for every veteran.”

Though he had interviewed with several companies, there was one in particular with whom Culp wanted to connect.

“I was first introduced to Fluke when I was on active duty in the Navy. I used their multimeters for all kinds of tests around the shop, making sure our gear was in spec and working correctly,” he said. “When I saw their logo at the job fair, I went over and spoke with them. Turns out the two gentlemen there recruiting were former Navy. They took a look at my resume and my experience and they said, ‘Can you start on Monday?’”

Culp accepted a position as a service engineer with Fluke Corp., a maker of industrial testing and diagnostic equipment.

“Steven’s story is an excellent example of securing meaningful employment through participation in a DAV job fair,” said DAV National Employment Director Rob Lougee. “Separating service members, veterans and their spouses should take the time to check out our employment resources at jobs.dav.org.”

“They can find everything from our full schedule of in-person and virtual job fairs to resources for entrepreneurs.”

DAV job fairs and employment resources provide veterans and their spouses with the prospect of an exciting career path.

“This opportunity means the world to me,” he said. “It’s truly a second chance. I’m eternally grateful to the VA and DAV for the opportunity I’ve been given.”

Read the article originally posted on dav.org.

Choosing a Major? Join the Tech Field

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young man walking with backpack and laptop in hand

Your military service has prepared you for a lot. You have a desirable skillset that can be used in any work environment, you’re entitled to generous financial aid, and you have a perspective that can positively contribute to the workforce. What’s the best career for you to apply your skills?

If you’re one of the many veterans looking to return to school but unsure about what major to pick, consider majoring in a tech field.

Tech jobs are not only high-paying, diverse, secure and consistently growing, but these fields have experience in veteran hiring and recruiting practices.

Here are some of the most popular tech majors for veterans:

Computer and Information Technology: Information technology (IT) is the use of computers to create, process, store, retrieve and exchange all kinds of data and information. Employment in computer and information technology occupations is projected to grow 13 percent from 2020 to 2030, faster than the average for all occupations.

Popular Information Technology Careers:

  • IT Analyst
  • IT Technician
  • Data Scientist
  • Systems Analyst

Those in the information technology field make an average salary of about $97,430, which is higher than the median annual wage for all occupations by about $52,000.

Web Development: Web developers create and maintain websites. They are also responsible for the site’s technical aspects, such as its performance and capacity, which are measures of a website’s speed and how much traffic the site can handle. Web developers may also create content for the site. Jobs in this field are expected to grow by 13 percent, about double the average rate for all other occupations.

Popular Web Development Careers:

  • Digital Design
  • Application Developer
  • Computer Programming
  • Front-End and Back-End Development
  • Webmaster

Web designers make an average of about $77,200 per year.

Database Management: Database administrators and architects create or organize systems to store and secure a variety of data, such as financial information and customer shipping records. They also make sure that the data is available to authorized users. Most big-name companies utilize database administration, offering employment at companies of all backgrounds and environments. Jobs in this field are growing at a steady rate of about eight percent.

Popular Database Management Careers:

  • Database Engineer
  • Database Manager
  • Cybersecurity
  • Security Engineer

The average salary for database management is about $98,860 per year.

Software Development:

Software developers create computer applications that allow users to do specific tasks and the underlying systems that run devices or control networks. They create, maintain and upgrade software to meet the needs of their clients. Jobs in this field are growing extremely fast at about 22 percent.

Popular Software Development Careers:

  • Software Engineer
  • Full-stack Developer
  • Quality Assurance Analyst
  • App Developer
  • System Software Developer

The average salary for software development is about $110,140 per year.

Sources: Indeed.com, BLS, Wikipedia

Navy veteran scores dream job in outreach role with Commanders

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Chris Bailey speaks to a group of service members

By Dave Lubach, Army Times

It would be pretty tough to top the first-week work experience Chris Bailey had with the Washington Commanders. A fan of the NFL team since he was young, Bailey was new to his job as Salute Leader for the Commanders and sitting in on his first meeting when in walked someone he had no trouble recognizing.

“They bring me into a team meeting and I realized that Doug Williams is in this meeting with me,” Bailey said.
 
Chris Bailey, now the Salute Leader for the Washington Commanders, speaks to a group of service members.

“I watched him win the Super Bowl, as the first Black quarterback to win a Super Bowl, and now he’s on the staff here with the team.

“I was like, ‘Am I here? Is this really happening? I’m in a meeting with Doug Williams.’ I walked out that day, called my dad and said, ‘You’re not going to believe this …’”

An NFL football team and a 25-year Navy vet were starting rebrands at nearly the same time. The Commanders were in the infant stages of a transition to a new name, and Bailey was seeking a new career path.

Touchdown, Chris Bailey. He was hired in May of last year to serve as the team’s chief community outreach contact for the many veterans living in Washington D.C., Maryland and Virginia, known as the DMV. All NFL teams have veterans programs as part of the league’s Salute to Service. But to his knowledge, none of them have a leader of the program who can boast 25 years of military experience.

“This happened almost simultaneously with the new brand of the Commanders,” Bailey said. “It’s an easy tie to the DMV, kind of the home of our nation’s military, and what that all means and all the responsibilities, privileges and honors that come with command.”

When he left the Navy as a Captain, Bailey was hoping to land a position in a college athletic department or professional sports administration, but wasn’t necessarily looking for that position to have a military tie.

When the Commanders’ position became available, Bailey jumped at the opportunity.

“I get around at our different events and I meet different guys in uniform who are considering making a transition and they say, ‘He’s working for the NFL. How can I do what you’re doing?’” he said.

Bailey and the Commanders host a pregame event for veterans before every home game that draws about 500 service members and guests. He also helps direct the team’s extensive Veterans Day festivities in November, which includes recruiting more than 90 service members to help hold the flag on the field during the pregame ceremony. He also organizes flyovers throughout the season.

During the offseason, Bailey organizes opportunities for veterans to stay connected to the team through the NFL Draft, mini- and training-camp events, and OTAs.

Those events have led to more “pinch-me” moments, including interactions with Commanders head coach Ron Rivera.

“Coach Rivera is a staunch supporter of our military,” Bailey said. “If I’m on the sideline pregame and he’s got his team out there warming up getting ready for a game, he will see a service member in uniform standing there by the tunnel and he goes out of his way to come over and say ‘thank you’ and say ‘hi’ and recognize what these men and women do for us on a day-to-day basis. That I can do this with a team that has a coach like that, makes it easy for a guy like me to do this job.”

Read the complete article on Army Times.

The Fastest Growing Jobs of 2023

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The job market is as different as ever, especially given the events of the last several years. Whether you’re looking to enter the workforce for the first time or want to make a career switch, it can be easy to become discouraged in the search for a job that is financially and market secure.

As we enter 2023, take a look at some of the highest paying and most in-demand careers of the year and what you need to get started.

Nurse Practitioner

Nurse practitioners are primary or specialty care providers, delivering advanced nursing services to patients and their families. They assess patients, determine how to improve or manage a patient’s health and discuss ways to integrate health promotion strategies into a patient’s life. Nurse practitioners typically care for a certain population of people. For instance, NPs may work in adult and geriatric health, pediatric health or psychiatric and mental health. While nurse practitioners are predicted to be one of the most in demand jobs of the next year, the healthcare field in its entirety is growing rapidly.

  • Education and Experience: Nurse practitioners usually need a master’s degree in an advanced practice nursing field. They must have a registered nursing license before pursuing education in one of the advanced practical roles. Working in administrative and managerial settings can also be a great way to gain experience and move up in the field.
  • Desired Skillset: Science education background, communication, detail-oriented, interpersonal skills
  • Average Salary: $127, 780
  • Job Growth Rate: 40% (higher than average 8%)
  • Estimated Jobs Added from 2021-2031: 118,600

Data Scientist

Data scientists are responsible for using analytical tools, scientific methods and algorithms to collect and analyze useful information for companies and organizations. Data scientists additionally develop algorithms (sets of instructions that tell computers what to do) and models to support programs for machine learning. They use machine learning to classify or categorize data or to make predictions related to the models. Scientists also must test the algorithms and models for accuracy, including for updates with newly collected data.

  • Education and Experience: Data scientists typically need at least a bachelor’s degree in mathematics, statistics, computer science or a related field to enter the occupation. Some employers require industry-related experience or education. For example, data scientists seeking work in an asset management company may need to have experience in the finance industry or to have completed coursework that demonstrates an understanding of investments, banking or related subjects.
  • Desired Skillset: Analytics, mathematics, computer skills, problem-solving, industry specific knowledge
  • Average Salary: $100, 910
  • Job Growth Rate: 36% (higher than average 8%)
  • Estimated Jobs Added from 2021-2031: 40,500

Information Security Analysts

Cybercrime is at an unfortunate all-time high. Since the beginning of the COVID-19 pandemic, cybercrime has skyrocketed by 600 percent, creating a greater need for workers in cybersecurity. Information security analysts are responsible for planning and carrying out security measures to protect an organization’s computer networks and systems. They work to maintain software, monitor networks, work closely with IT staff to execute the best protective measures and are heavily involved in creating their organization’s disaster recovery plan, a method of recovering lost data in a cybersecurity emergency.

  • Education and Experience: Information security analysts typically need a bachelor’s degree in a computer science field, along with related work experience. Many analysts have experience in IT. Employers additionally prefer hiring candidates that have their information security certification.
  • Desired Skillset: Established and evolving knowledge in IT, analytics, problem-solving, attention to detail
  • Average Salary: $102, 600
  • Job Growth Rate: 35% (higher than average 8%)
  • Estimated Jobs Added from 2021-2031: 56,500

Financial Management

If math comes easy to you, the field of financial management won’t be slowing down any time soon. Financial managers are responsible for the financial health of an organization or individual. They create financial reports, analyze market trends, direct investment activities and develop plans for the long-term financial goals. They often work with teams, acting as advisors to managers and executives on the financial decisions of a company. Financial Managers may also have more specific titles for more specific roles such as controllers, treasurers, finance officers, credit managers and risk managers.

  • Education and Experience: Financial managers typically need at least a bachelor’s degree in business, economics or a related field. These disciplines help students learn analytical skills and methods. Although not required, earning professional certification is recommended for financial managers looking to provide tangible proof of their competence. Having job experience as a loan officer, accountant or related job may also be helpful in becoming a financial manager.
  • Desired Skillset: Mathematics, organization, communication skills, attention to detail
  • Average Salary: $131, 710
  • Job Growth Rate: 17% (higher than average 8%)
  • Estimated Jobs Added from 2021-2031: 123,100

Computer and Information Research Scientists

Technology is advancing and its need exists in just about every industry. Computer and information research scientists design innovative uses for new and existing technology. They study and solve complex problems in computing for business, science, medicine and other fields. They design and conduct experiments to test the operation of software systems, frequently using techniques from data science and machine learning, often having expertise in programming and/or robotics.

  • Education and Experience: Computer and information research scientists typically need at least a master’s degree in computer science or a related field. In the federal government, a bachelor’s degree may be sufficient for some jobs.
  • Desired Skillset: Mathematics, logical thinking, IT and AI experience, analytics
  • Average Salary: $131,490
  • Job Growth Rate: 21% (higher than average 8%)
  • Estimated Jobs Added from 2021-2031: 7,100

Sources: US Bureau of Labor Statistics, Emeritus Blog, Wikipedia

Military spouses can now apply for ‘game changing’ employment program

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woman veteran searching online with her laptop on table

By Karen Jowers

More than 500 military spouses have registered for a new paid fellowship program, applying to be placed with civilian companies seeking full-time employees.

The Military Spouse Career Accelerator Pilot program is free to employers, and spouses will be paid by the Defense Department during their 12-week fellowships.

It’s open to spouses of currently serving members of the Army, Navy, Marine Corps, Air Force and Space Force, to include active, reserve and National Guard components. Spouses can find information about how to apply at the Military OneSource Spouse Education and Career Opportunities website. MySECO has a variety of resources and programs to help spouses.

DoD officials announced the launch of the three-year pilot program Thursday, but registration opened for military spouses on Dec. 23. More than 800 spouses have initiated the first step of the registration process; of those, 500 have completed the registration, said DoD spokesman Army Maj. Charlie Dietz.

Military spouses typically move every two, three or four years, and their unemployment rate hovers around 21%, much higher than in the civilian community.

Companies interested in applying to participate can learn more and sign up on the Hiring Our Heroes website, in partnership with the U.S. Chamber of Commerce Foundation. Through Dec. 31, 25 employers had registered to participate in the pilot program, Dietz said.

DoD officials expect the first cohort of spouses will be placed with participating employers this month. The pilot program will run for three years and applications will be accepted throughout those three years. Employers can also apply to participate on a rolling basis throughout the length of the program.

Spouses who are accepted will participate in a 12-week paid fellowship program with training and mentoring. They’ll be placed with host companies that match their location, education and work experience, employer needs and other factors.

DoD officials expect the first cohort of spouses will be placed with participating employers this month. The pilot program will run for three years and applications will be accepted throughout those three years. Employers can also apply to participate on a rolling basis throughout the length of the program.

Spouses who are accepted will participate in a 12-week paid fellowship program with training and mentoring. They’ll be placed with host companies that match their location, education and work experience, employer needs and other factors.

Read the complete article on Military Times.

2-Week Virtual REBOOT Workshops

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The transition to civilian life is not a job change . . .It’s a life change! Our 2-Week Virtual REBOOT WorkshopTM Will Help You ReLearn ! ReBuild ! ReBrand

Making the transition back to civilian life from the military to civilian life can be a difficult challenge, especially for the newer and younger generation of service men and women who were deployed several times to Iraq and Afghanistan.

Designed for active-duty service members, guard/reserves, veterans and dependents, the REBOOT Workshop™ is a series of behavior-based educational seminars that promotes a successful social transition from military service to civilian life. The goal of the workshop is to assist veterans in re-framing their mindset from the military to civilian lifestyle, with all veterans achieving, within their potential, their goals in the TRANSITION DOMAINS of:

Employment and Career, Education, Living Situation, Personal Effectiveness & Wellbeing, and Community-Life Functioning.

2 Week Virtual REBOOT Workshop™ Schedule
(8:00am – 1:00pm PST Time Zone*)
• Feb 6 – 17, 2023
• Mar 6 – 17, 2023 (Women Only)
• Apr 3 – 14, 2023
• May 1 – 12, 2023
• Jun 5 – 16, 2023
• Jul 10 – 21, 2023
• Aug 7 – 18, 2023
• Sep 11 – 22, 2023
• Oct 16 – 27, 2023 (Women Only)
• Oct 30 – Nov 09, 2023
• Dec 4 – 15, 2023
• Jan 8 – 19, 2024

REBOOT Your Life, and A New Career, ENROLL Today at: rebootworkshop.vet or call 866.535.7624 for more information.

Follow These 6 Unwritten Rules of Interviewing to Land Your Next Job

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professional interviewing and typing on notebook

By Ron Kness

When interviewing for a job, it seems like you are at a disadvantage being you are the one answering questions. But there are six unwritten rules that gives you a leg up on others who are interviewing that might not know these six secrets.

The Six Unwritten Rules of Interviewing

Some rules are clearly defined in life, but when it comes to interviewing, the unwritten ones are subtle, but in a tight race, it could be the difference between an offer letter and a ‘thanks for your time and have a nice life’ note.

Rule #1 – Be succinct on the “Tell us about yourself”-type questions.

Most likely somewhere in the interview you are going to be asked the question “Tell us about yourself. Some interviewees will reveal very little about themselves (either by choice or because they are not prepared to answer the question) while others go through their whole work history … whether it is relative or not.

Both are mistakes. Concisely walk your interviewer(s) through the relevant parts of your career. Why relevant? Because in doing so, it provides evidence that you have a performance record at doing similar work.

Another question frequently asked is “Tell us about a time when …?” What an interviewer is really asking is about your competence, commitment and compatibility in a job similar to the one you are interviewing for. Now is a good time to share a story relevant to these three Cs.

Another question that tests how well you do on the three Cs is “Do you have any questions for me?” What they are really asking is “Do you care enough about this job that you researched the company well enough to ask a question or two that could not be answered by simply searching Google.” In other words, it tests your resolve as far as how badly you want this job.

Rule #2 – Understand the role of each interviewer.

How you answer questions depends on the position of the person asking them. Your answer to an immediate supervisor will be different than questions asked by middle management or even top management. Tailor each question to the person asking it. Being able to do this requires some preparation in thinking about answers and some thinking on your feet.

Rule #3 – Make sure your body language is saying the same thing that you are speaking.

Body language should be saying the same thing as the words coming out of your mouth. However, an experienced interviewer will pick up differences between what you are speaking and what your body is saying. How you are sitting, your facial expression, eye contact, posture etc. all speak loudly about you.

One place where many interviewees fail is not maintaining eye contact. Not only does looking someone in the eye show them you are actually listening to what they are saying, but it shows you are self-confident and assertive by being able to do so. Many people cannot as they are intimidated by the person asking questions. And it can be even worse if a panel is asking questions.

Rule #4 – Have more than one career story.

Because many upper-level jobs have multiple interviews, each with a different person, you should have multiple stories about your career. Why? Because quite often interviewers will collaborate with each other after the interviews and if you told each one a different story of your career, it reflects well on your preparedness for that interview overall.

Rule #5 – Following up will not speed up an offer.

Most of the how-to-interview material written always recommends to follow up an interview with a thank-you email or handwritten note the day or so after your interview.

Some like to also send a follow-up email if they have not heard back by the follow-up date established during the interview. If that date did not come up during the course of the interview, be sure to ask “When should I look for a response?”

If after that amount of time has elapsed and you have not yet heard anything, it is a good gesture to let them know you are still interested but know that it most likely will not speed up an offer if there is going to be one.

What can speed up an offer or decline is letting them know if you have an offer from another company. This is just good etiquette to let them know. You may be on a waitlist meaning they want to hire you, just not for that position and they are waiting for a job to open up that is better matched to you.

Rule #6 – Check with the people actually working at that company.

People working at the company you are applying to will give you a much clearer picture as to the company climate than will the person interviewing you. For one, if they are in HR in the company, you will not get an unbiased answer. If the interviewer is a third-party hired to interview for the company, that person may not even know anything about the company culture, so they can’t give you an honest answer either.

Talk to some of the employees that work there and ask their honest opinion of the company. Most likely, they will tell you the truth — good or bad.

Besides the recommended preparation as far as dress, answers to commonly asked questions and your own prepared questions, be sure to brush up on these six unwritten rules of interviewing and get ahead of your competition.

Source: ClearanceJobs

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