The event was a success! There were job offers made on the spot!
Thank you! Army Corps of Engineers for making this event possible…
The event was a success! There were job offers made on the spot!
Thank you! Army Corps of Engineers for making this event possible…
When you apply for a position online, you usually receive an automated message thanking you for applying, followed later on by either an invitation to interview, or a rejection email.
Those invitation and rejection emails you receive are from an Applicant Tracking System (ATS), and it means that your resume/application either did or did not match the combination of required education, experience, keywords, and the position description was asking for.
Applicant Tracking Systems (ATS) are used by most employers today. In fact, 75% of large companies use an ATS for receiving and reviewing applications.
Veterans may be getting the short end of the stick when it comes to ATS’s. Veteran Job seekers may have never had to apply through ATS, and are used to using Federal resumes through USA Jobs or simply sending a resume directly to a recruiter.
Also, as a Veteran, you are likely not used to applying for positions in a way that agrees with ATS software needs. For example, Veterans are used to using acronyms, and will incorporate them into resumes. If the acronym is not pre-programmed into the ATS software, however, it wont pick up the word and the applicant may be scored lower in the candidate pool because of the perceived missing keyword. It is safest to spell out all keywords in online applications and resumes.
So, knowing what you know about ATS’s and recruiting practices, how do you ensure you meet the needs of the computer, to get in the hands of the recruiter?
Below I have outlined 5 opportunities in an application to align your content to ATS technology, boosting your chances of receiving an interview:
Digging Deep: The Top 3 Most Common Applicant Tracking Systems and Their Features:
Taleo: This is the most common ATS by far, with over 40% of companies today using Taleo for their sourcing needs. This ATS does not pick up plurals, and tense changes in your resume can mean the difference between a rejection and an offer. For example, if a hiring manager searches “Planning Events” and you list “Event Planning,” your resume might not be recognized as a match.
Greenhouse: This ATS does not parse resumes into plain text, so creative formatting may be acceptable if applying through Greenhouse. Also, Greenhouse ranks applications based on frequency of keywords. For example, a resume with “Project Management” listed 6 times will be ranked higher than one with it only 2 times.
iCiMS: This ATS parses resumes to search for the skills listed in the position description. Because of this, it is important to precisely match the exact skill that is listed online. For example, if you write “Project Manage” and iCiMS was instructed to look for “Project Managed” it will not pick up the match and will rank your application lower. Also, iCiMS uses knockout questions for application, and you’ll get flagged for selecting “no” for these.
Tailoring your resume and application to individual jobs can be tiring, but if you make it a habit to identify the ATS, apply the right keywords, and focus on highlighting your relevant experience, it becomes easier over time.
Also, job seekers who integrate tailoring into their applications see 3X more call backs and invitations for interviews, so it is worth the effort! I hope these tips have helped you to boost your confidence in your applications and in your ability to show employers why you’re a top candidate for a position. Try working with the ATS, and give yourself a leg up over other applicants!
You’re almost there. Your resume landed you an interview and now it’s time to seal the deal. So what’s the best way to prepare?
To find the answer, I looked back on my interviews, sifted through research, and most
importantly, asked employees from today’s most coveted companies. I tried to find deep insights beyond the typical “sit up straight!” and “dress to impress!” tips we hear too much.
Below you’ll find the 12 best tips to help before, during and after your interview.
1. Research Earnings Calls, Quarterly Reports & Blog Posts
In today’s world, content is king. Goldman Sachs publishes quarterly reports, Microsoft records its earning calls, and every startup has a blog.
With so much out there, I’m baffled that few of us look past the company’s homepage. It’s like we’re writing an essay on The Odyssey without quoting a single passage from the book.
Example: If you’re interviewing with Google, here’s two ways to answer: “What’s Google’s biggest opportunity in the next 5 years?”
Neither answer is wrong, but the latter says much more. It shows you’ve done your homework and give answers rooted in data.
2. Use Google Alerts
Keeping up with company news is hard, especially if you’re interviewing with multiple places at once. That’s why Google Alerts is a savior; it’s a tool that emails you anytime a new story appears for a specific term. That way, you learn about current events without searching for them.
Example: If you’re applying to Creative Artists Agency, follow these steps:
Soon enough, you’ll get updates on CAA and have more ammo for your interview.
3. Use Social Sweepster To Clean Your Facebook & Twitter
Nowadays, 91% of employers search your social media for any red flags. While most people tell you to watch every single thing you upload, there’s a much easier solution. Use Social Sweepster, an app that detects pictures of red solo cups, beer bottles, and other “suspicious” objects. It even detects profanity from your past posts! Now, that’s f%$king awesome!
“Too many recruiters reject candidate because of something they found on their social platforms” Social Sweepster CEO Tom McGrath says. “We help you create the first impression on your own terms.”
4. Schedule For Tuesday at 10:30 AM
According to Glassdoor, the best time to interview is 10:30 AM on Tuesday. Remember, your interviewer has a world of responsibilities beyond hiring. They’re responding to emails, balancing projects, and meeting tons of other candidates so it’s crucial to consider when they’ll be in the best mental state to meet you.
10:30 AM Tuesday is the sweet spot because you:
But there’s a caveat. Research shows it’s best to take the earliest interview slot “in circumstances under which decisions must be made quickly or without much deliberation because preferences are unconsciously and immediately guided to those options presented first.”
Bottom line: if the firm is hiring for a job starting in a few months, try to interview late morning between Tuesday through Thursday. If the firm is hiring immediately, grab the earliest slot.
5. Craft Your “Story Statement”
Though most interviews start with the same prompt (“tell me about yourself” or “walk me through your resume”), we blow it off with boring answers like:
I studied [major X] because I really care about making a difference in [industry Y] as you can see through my last job at [company Z]…
This answer is like tearing out the first 200 pages of your autobiography. You leave out everything that gives meaning to why you want this job in the first place. What was your moment of epiphany? How did your childhood influence you? Why does this job move you? Most people don’t answer these questions. They start and end with their professional experience, leaving little to inspire the interviewer.
Next time, use what I call a “Story Statement,” which is a Cliff Notes of your autobiography.
Example: Here’s an amazing Story Statement that Teach For America fellow Kareli Lizarraga used for her interviews.
I grew up in California and Arizona after immigrating to the United States when I was four years old. Since neither of my parents went to college, I relied on my high school teachers to help me apply to top universities. With their support, I was able to attend the University of Pennsylvania. Then I spent a summer at a Washington DC law firm, which represented low-income students and helped me realize that my passion lay within creating educational opportunities for all.
I decided to become a teacher because I see myself so deeply reflected in the stories of so many students in your schools – and that’s why I’m so excited about the opportunity to interview with you today. Like my teachers did for me, I want to impact the next generation of students by supporting them and understanding the experiences they’re facing.
A Story Statement shows that you’re a person, not just a professional. It also makes it easy for your interviewer to predict the next chapter of your story. For Kareli, Teach For America is a logical next step. Of course, if she interviewed for Apple, she may change her Story Statement to include an early experience with her first computer and talk about how her passion for tech grew from there. For a Bain interview, she could mention how she started problem solving at a young age and now wants to do it on a big scale.
Chances are, we’ve all had experiences we can connect to where we’re trying to go. It’s just a matter of selecting the right ones to tell our story. That said, if you struggle to craft your Story Statement for a particular interview, you might be applying for the wrong job.
6. Wear a Subtle Fashion Statement
We already know dressing well makes a difference. But what if we took our attention to detail a step further? That’s exactly what Morgan Stanley analyst Julio German Arias Castillo did for his interviews.
“Wear something that represents your culture or background,” he says. “In my case, I always wear a pin of the Panamanian flag on my suit lapel. Most of my interviewers ask about it so it becomes a chance to discuss my upbringing and love of my homeland.”
Julio created a conversation starter with his clothing. Depending on the company, you can be more playful: wear a bracelet from your recent travels to India, a tie with a quirky pattern, or — if you can pull it off — a small mockingjay pin if you’re a Hunger Games fan. As long as it’s subtle and tasteful, your fashion statement can build rapport through fun conversations about your hometown or mutual love for Katniss Everdeen.
7. Prepare for The “What’s Your Weakness?” Question
Most people overthink this question and give a canned answer like “I’m too much of a perfectionist!” Others give a genuine answer but still fall short of what this question is really asking. It’s not about admitting your weaknesses. It’s about showing how you overcome them. What systems have you put in place? What progress have you made? Include those thoughts to strengthen your answer.
8. Brainstorm 3 “PAR” Anecdotes
Your interview is as memorable as the stories you share. Many people have fascinating experiences but forget them when they’re on the spot. To remedy this, have three anecdotes ready to plug into your interview. Your anecdotes should follow a simple format:
With this format, you can adapt your PAR anecdotes to fit a variety of questions such as “tell me about a time you worked with a team” or “when have you struggled most?”
Example: University of Pennsylvania Senior Hunter Horsley has a terrific PAR anecdote for his interviews.
9. Think Aloud on Analytical Questions
Some interviews include tough analytical questions. Whether you’re solving for an exact number (“what’s the EBITDA of Company X?”) or rough estimate (“how many ping pong balls can fit in a Boeing 777?”), it’s important to talk through your thinking. Don’t just give an answer; show how you got there.
Example: Consider these two answers to “How many lawn mowers are there today in the United States?”
“Let’s start from the top down. Assuming the US population is 300 million and each household averages 3 people, then we have 100 million families in the US. Let’s assume urban households don’t have lawns to mow and therefore only suburban and rural families buy lawnmowers. If roughly 25% of America is urban and 75% is suburban and rural then we have 75 million households that own a lawnmower.”
(side note: it’s okay to make assumptions and for those assumptions to be off. But that’s why you need to communicate them first).
This is a great way to show your communication skills alongside your analytical ones. Plus, if you make an error, it’s easier to know where you went wrong and fix it.
10. Ask Questions That Kill Two Birds With One Stone
At the end of your interview, it’ll be your turn to ask a few questions. This is a perfect opportunity to kill two birds with one stone – that is, asking a genuine question while conveying something new about you. Most people just do the first part and forgo a final chance to impress the interviewer.
This works beautifully if you haven’t found a natural way to bring up an accomplishment or cite a publication beforehand.
11. Grow A Backbone & Ask This Final Question
This one takes guts — and that’s why I love it. Spredfast Product Manager Luke Fernandez says it’s the “single piece of advice that has consistently made a difference.”
Before your interview ends, ask this one last question: “Have I said anything in this interview or given you any other reason to doubt that I am a good fit for the role?”
“It’s bold, but if delivered honestly, it displays true desire and confidence,” Luke said. “I’ve been commended for that specific question in interviews with Google, YouTube, BCG, Deloitte, Twitter, and Spredfast. In one situation, the interviewer actually said yes and gave me the chance to clarify something that would have otherwise lost me an offer.”
Talk about badass!
12. Email a Personalized Thank You Note
Thank your interviewer within 24 hours of finishing. It not only shows your gratitude, it also combats recency bias if you interviewed early. Not to mention, it opens the door for dialogue even if you don’t get the job. Sometimes, recruiters reach back out on the same email thread months later, mentioning new job opportunities.
Example: Accenture senior analyst Anthony Scafidi shared a wonderful email from Robert Hsu, an interviewee whose follow up email shows how to do it right.
Appreciate your taking the time to chat with me today. I really enjoyed hearing about your two projects so far, how much you love the people at Accenture, and how you’ve been able to continue your community service work even while working. (Hope you had a good meeting with your mentee!) Best wishes on your current project.
Military.com By Janet Farley for MilitaryMoney.com
You’ve served your country proudly and now it’s time to move on professionally. More than anything, you want your transition from boots to suits to be a smooth one. You want to land a good job that pays well. The only thing standing in your way? Your so-called resume.
Explaining to would-be employers what you did in the military in a way that makes sense to them can be difficult. Often, skills, experiences and accomplishments get lost in translation or in the lack thereof. This is where the Military Skills Translator comes in, and you must decide what needs to be translated and what doesn’t.
To Translate or Not To Translate:
That is the question to answer before you start drafting your resume. Will you be sending it to someone within the defense industry? Or will you be targeting employers outside of it?
If the answer is yes to the former, then you may not need to spend a great deal of time translating your job titles, descriptions, awards and training into English.
Those within the defense industry usually understand what you are communicating, but not always. Keep in mind that there are a lot of people who work in the industry who have never worn a uniform and may not fully understand what you’ve accomplished.
If you are targeting a job outside of the defense world, then you most certainly need to translate your skills, experiences and accomplishments into the English Language.
It can be challenging, but not impossible.
From Tank To Cubical:
“You have to be patient because there is no such thing as a perfect resume,” said Philip Lapple, a former M1 Main Battletank Crewmember (19K-Armour Crewman) in the U.S. Army.
Lapple wants to switch career gears completely and get a job in business. To reach that goal, he is currently attending the University of Maryland, University College and working on a degree in Management Studies.
“I really don’t think I will get a good job until I finish my degree but I’m trying,” said Lapple.
In the meantime, he is working on creating a basic master resume that he can tailor to individual job opportunities as they arise.
“On my resume, I try to show that I am a well-rounded package of education and expertise,” said Lapple adding that it continues to be a work in progress.
Lapple has attended the Army Career and Alumni Program (ACAP) courses and has also used the services of the local Army Community Service Center’s Employment Readiness Program.
“You’re not going to get it right the first time or the second time you write it,” said Lapple who finds himself revising his resume each time someone else critiques it for him.
Lapple understands that he needs to translate specific words in order to make his resume work. Rather than say he was a tank crewmember, he says that he was a heavy equipment operator.
To highlight his skills without over emphasizing equipment operation, he puts strong emphasis on leadership.
“My latest version shows words like mentoring, efficiency, and work load planning. I also use the word “team” instead of platoon or squad,” said Lapple.
“I am also physically counting and adding up the dollar value of items that I was in charge of in the military and noting the number of people or employees I supervised,” said Lapple.
“Right now, school is my priority. In my case, I feel like my resume has to show not only practical experience but a degree as well,” said Lapple.
Staying In The Same Industry:
“I have a resume but it’s horrible. I want to make it better in order to be competitive,” said Gary Heinstrom, a U.S. Army Specialist who currently serves as a medic with the 554th Military Police Company based in Germany.
Heinstrom is knee deep in the process of transitioning out of the military. He is considering staying in his career field, but he wouldn’t rule out getting his foot in the door to federal employment in any field either.
“I just started the process of getting out and there is so much information coming at me at one time. It’s overwhelming but it seems necessary at the same time,” said Heinstrom.
If Heinstrom does indeed try to stay in the medical field, he may find that the level of translation needed for his resume differs from those needed by Lapple.
In some military career fields, such as those in the medical field, there may not be as strong a need to translate some of the skills, abilities and experiences for the civilian counterpart. In or out of uniform, patient care, record-keeping and specific medical procedures and protocol are universally understood with the career field.
“Instead of saying that I was a medic, I am writing that I was a health care specialist. I am also a certified Emergency Medical Technician (EMT), and that is the same in or out of the military,” said Heinstrom.
Heinstrom says that he is also making it a point to quantify his accomplishments and avoid the use of personal pronouns.
For More Assistance:
Translating the military words on your resume into civilian ones can be challenging. You don’t have to do it alone, though.
Visit your transition assistance office or the family services and support center’s employment readiness program. On either doorstep, you’ll find expert one-on-one counseling assistance or available classes, free of charge.
For your own research the following websites offer excellent military-to-civilian translation tools:
Here are some word for word common translation examples:
Job Titles Examples:
You can also get ideas on how to effectively translate your military experiences by looking at the civilian job descriptions or vacancy announcements for the jobs that interest you.
General Terms Examples:
Next Steps: Finding The Right Job:
Ready to polish your resume, and connect with employers looking to hire veterans? Join our Job Board today!
It’s no surprise that Veterans make phenomenal employees. They have incredible leadership skills, work ethic and dedication to the mission at hand.
Training and development come easily to Veterans, and the experience they gained in the Military usually translates well in a corporate environment because they are cool under pressure and are adaptable, resilient and natural problem solvers.
Veterans are technically adept, they are process-orientated and many of them seek out employment that can provide the same dynamic yet structured environment that their time in the service gave them. Naturally, corporations are taking notice.
Every year, more and more companies are creating Corporate Social Responsibility initiatives aimed at attracting and retaining Veteran job seekers. Whether it be Wells Fargo, which pledged to hiring 20,000 Veteran employees by 2020, or Northrop Grumman, a long-standing Military-friendly company, every employer is taking steps to educate transitioning service members on what they have to offer their potential new Veteran employees.
It is clear that Veteran recruiting has moved beyond your traditional public relations project or media and marketing campaign. Veteran hiring has proven itself to be just plain good for business, and there have been very successful programs and initiatives born from the booming need for Veteran talent in Corporate America.
So what are these companies doing right? How are they recruiting Veterans, and retaining them for years over their smaller counterparts in the same industries?
There are a few key areas that have set these employers apart. Outlined below are the 5 Best Practices I have identified in employers that have had sustainable success in recruiting and retaining Veteran employees within their company.
Communicating Values: Companies with clear values and strong communication of those values are speaking a Veterans’ language. Veterans are generally values-driven, as they have volunteered their lives for their country for the greater good of what they believe in.
To attract and retain someone with strong values, an employer must also have strong actionable values. For more on values communication, watch this TED clip of Simon Sinek explaining his “Start With Why” theory. You can see how a company that is communicating their Why and not just their What will have stronger ties to military job seekers and employees. Companies like Amazon and Starbucks clearly communicate what they believe in and why they do the work they do. They are also extremely successful in their Veteran Hiring Initiatives.
Structure in Transition: Transitioning from a Federal employer to a private one is a huge culture shift for a Veteran job seeker. Veterans exiting the military have acclimated to an environment of extreme structure. Their leadership roles are defined distinctly, and chain of command is easily understood in every situation. This is not the same in corporate culture. Often leadership is more fluid and the team you work with may have competing agendas in civilian work places. Not everyone works the same way, or communicates the same way.
Because of the shift in culture and environment, Veterans must learn a completely new set of social and professional “languages” for the workplace. This wont be a challenge for a new Veteran hire, but they will require a structured onboarding specifically tailored to their needs as a Veteran to understand and adapt to their new employment. Companies with structured Veteran-specific training or onboarding programs have proven to attract and retain more Veteran Talent, one example being the Raytheon onboarding and training programs.
Mentorship: Veterans are thrust into a culture unlike any other when they join the Military. Once they transition back into civilian culture and find employment with a company, their culture shock does not just disappear. Do you recall beginning college, being alone and in a new environment with completely different rules than where you came from? It was overwhelming to say the least, but most likely you had an assigned mentor to assist you in the transition, either your new roommate or even an older student within your school.
Similar to training and onboarding programs, mentorship is another common theme among successful Military-friendly employers. Mentorship can take different forms depending on the size of the company and the style of leadership and culture, but it is clear that Veterans benefit from familiarity in a new place. They thrive in mentorship programs and learn quickly from their assigned mentor within the company, tending to stay longer with companies that offer it. American Corporate Partners (ACP) offers Veterans mentors across different companies.
Leadership and Development: It is no secret that the leadership skills found in Veterans are second to none. Natural leaders are attracted to the Military, and those entering the civilian workforce after the Military possess strong skills in leading, training, teacher and developing themselves and others. In the Military, promotional opportunities are already outlined clearly, and you know exactly what you must do to achieve the next rank. Corporate environments are not the same, and it may be costing companies valuable Veteran talent as a result.
Conversely, companies that offer unique leadership and development opportunities are attracting and retaining Veteran talent for the long haul. Wells Fargo boasts that over half of their Veteran employees have stayed with them for over 5 years. The Deloitte CORE program offers Veteran recent graduates a unique opportunity to gain insight in business environments. Each of these companies has also hired and retained large numbers of Veterans and spouses over the years.
Community: The last identifier for a strong Veteran-focused company that retains its employees is its understanding that when you hire a new employee, you also hire their family. In the Military, the military members’ family is supported in all aspects of their lives. From education, to benefits, to healthcare and living quarters. A civilian company is not responsible for all of these things, but the “safety net” mentality is still something that is desired and appreciated by Veterans in the civilian workforce.
Companies can adopt a community-based support network for Veteran employees through starting Veteran Resource Groups (VRG’s), Veteran appreciation programs, and by supporting Veteran spouses. Southern California Edison has VALOR resource group events for its military-related employees, as does Raytheon RayVets. Starbucks offers tuition reimbursement for full time employee Veterans and their spouses too, to gain a Bachelors degree through ASU online, all free. The common theme in these companies is that their Veteran employees stay longer and perform better in an environment where they feel at home.
Not all of these Best Practices will be feasible for a company. Depending on staff, resources and infrastructure, a company may or may not be able to execute them all. However, if you try to adopt them, buy-in on the executive leadership level will be key to implementing the changes in a corporate environment. But whether you adopt one or five of these traits as a Military-Friendly company, exploring these options is a great start to creating sustainable, successful Veteran Hiring and Retention Initiatives.
I’ve included examples of companies in various industries who have proven themselves successful in their Veteran hiring initiatives, to illustrate the different ways that an employer can attract and retain Veteran talent. This is not a complete list by any means, but in my work these companies have stood out. This is not a ranking, and the order in which the companies are listed is random.
1. Verizon – This company was not only ranked #1 on Military friendly in 2018, it also funds many training and workforce nonprofit programs for Veterans. Oh, and its hires 11,000 Veterans to date.
2. Accenture – Along with its pledge to hire 5,000 Veterans and spouses by 2020, Accenture has been clear in its values and goals on this front.
3. Raytheon – A well-known Military employer, Raytheon not only hires thousands of Veterans a every year, it also offers an Operation Phoenix Program for post 9/11 Veterans.
4. Home Depot – Other than being a great store for home improvement, since 2012 Home Depot has improved the lives of 55,000 Veterans by hiring them for new careers.
5. Starbucks – Starbucks recruits for Veterans and Spouses, and has hired 15,000 to date. It also provides free tuition for employees without degrees through ASU online, spouses too.
6. JPMorgan Chase – JPMC has not only hired 13,000 veterans themselves, they also created a very successful Veteran mentorship program.
7. Amazon – Amazon Military has recently begun shining the spotlight on Veterans and spouses, and has put its money where its mouth is with full staff Veteran recruiting teams.
8. Cedars-Sinai – Relatively new to the Veteran initiative space, Cedars has already proven itself as a dedicated employer with its own Veteran Recruiter and career pathways.
9. Boeing – Boeing has hired nearly 10,000 Veterans in the last seven years, making up about 15% of its workforce.
10. Booz Allen Hamilton – Another employer with internal programs designed just for Military, this company was ranked highly on the job-hunt.org list for Veterans.
11. Comcast NBCUniversal – Another company with its own Veteran recruiting department, Comcast has received several accolades including being ranked #4 on Military Friendly’s list in 2017.
12. AECOM – In addition to hiring over 9,000 veterans since its Veteran initiative inception, AECOM partners with Veteran organizations like Semper Fi Fund and American Corporate Partner (ACP).
13. Walt Disney – This company began its initiative in 2012 with Heroes Work Here. Six years later, it is still going strong and offers numerous benefits for its Veteran employees.
14. UPS – United Postal Service has an extensive careers and resources page for Veterans. The Military landing page dives deep into skills translators and culture fit.
15. Edison International – This energy company not only ensures that 5% of its incoming workforce are prior Military, they also have 7% veteran representation at the executive level. Impressive.
16. Lockheed Martin – Lockheed has extensive internal programs for Veteran hiring, and in 2017 won a spot as #9 on the Military Times’ “Best for Vets” list.
17. Deloitte – Consulting is a phenomenal second career for Veterans, especially retirees, and the Deloitte CORE program has helped many recent graduate veterans.
18. Metro – LA Metro began its Veteran Hiring initiative in 2012, and has been transparent in its hiring reports of veterans annually every year since.
19. Wells Fargo – As stated earlier, this company has long been working on recruiting and retaining Vets, and has pledged to hiring 20,000 Veteran employees by 2020
20. Northrop Grumman – A dedicated Military recruiting team sits at Northrop’s corporate offices, and the company is known for hiring transitioning members right out of the service.
The VA has compiled their top tips to help veterans seeking employment. These tips will help veterans identify areas where they can improve and how to navigate the job-seeking process.
Ask family members, friends, and other veterans to put you in touch with the decision-makers at the places you would like to work. Contact those people and ask for an informational interview. Unlike job interviews, informational interviews let you talk with potential employers about your strengths and experiences. Even if they are not hiring, the people you connect with may be able to refer you to others who are — and they themselves may keep you in mind for future openings.
2. Emphasize character
Your skills and certifications are important, but civilian employers also want to know about your broader experience and understand how you applied your skills. Use your cover letter, résumé, and networking conversations to emphasize situations in which you took initiative, demonstrated flexibility, exhibited leadership abilities, and performed for the good of the team.
3. Translate your credentials
Most of your military training can be applied to your post-military career. However, most states and the federal government require their own licenses and certifications for jobs including flying planes, treating patients, and operating certain machinery. Find out whether you need to take an exam or a recertification course to make use of your military credentials.
4. PACE yourself
From your time in the military, you may already be familiar with PACE planning — the primary, alternate, contingency, and emergency plan for each undertaking. As you begin your search for civilian employment, recognize that your top job choices may not work out. Identify your top job picks, positions you can live with, and positions that you’d rather not take, and apply to all of them. As long as the work won’t aggravate any health concerns, don’t hesitate to take a less desirable position to pay the bills while you look for something else.
5. Use veterans’ preference
The federal government gives preference to job-seeking veterans over many other applicants. Not all military service qualifies someone to receive veterans’ preference, and so it is important to understand the specific requirements. For more information about veterans’ preference visit the U.S. Office of Personnel Management’s VetGuide.
6. Reduce stress, increase confidence
Employers want to know whether your personality will fit in well with their other employees’ personalities. Put your best foot forward at job interviews by keeping your stress levels down. Get plenty of exercise, rest, and engage in normal social activities. If you start to feel anxious about your job search or any other matter, contact your VocRehab Counselor for support.
7. Ready your paperwork
Every Veteran knows the value of his or her DD214 (Report of Separation) or DD2586 (Verification of Military Experience and Training) for VA-related purposes, but these documents are also important as you prepare to enter the civilian workforce or go back to school. Make sure you have copies of your DD214 and DD2586 to show your employer or school so that it can verify your military service, training, and experience. It may also be helpful to provide transcripts of any military training and coursework you completed.
8. Prepare for a new culture
The cultures of the civilian workforce and the military are different. Know in advance that you may feel disoriented for the first few weeks in the civilian workforce, and take your time in getting used to the new work culture.
9. Take control
Career advancement in the military is linear and highly structured: You move up the ladder one step at a time. In comparison, civilian career development is less regimented. Take control of your career development: If you want to learn new skills, identify a course at your local college, university, or other institution of learning and discuss it with your supervisor. Think about how horizontal career moves will help you broaden your skills. And don’t be afraid to talk about your career development goals with your supervisor.
10. Connect to VocRehab
VocRehab helps veterans and servicemembers navigate the transition from military to civilian employment. VocRehab offers counseling, training, education, and other services to help prepare you for your next mission.
ACP’s free Mentoring Program connects post-9/11 veterans (Protégés) with corporate professionals (Mentors) for customized mentorships. ACP assists veterans on their path towards fulfilling, long-term careers, whether the veteran is job searching or newly employed.
Typical mentorship goals include:
An ACP mentorship is a yearlong commitment. ACP encourages Mentors and Protégés to connect for monthly discussions to advance the veteran’s goals.
Each mentorship is supported by an ACP staff member who offers customized resources, training and suggestions and to help the pair build a successful mentorship.
ACP’s staff personally pairs every applicant, hand-picking a Mentor for each Protégé based on career compatibility, experience level, location and personal interests. Every Mentor and Protégé has a phone call with an ACP staff member to communicate preferences, which are then taken into account during the pairing process.
Most mentoring pairs are long-distance and communicate primarily through phone, videoconference and email exchanges.
ACP’s Veteran Protégés
The unemployment rate for veterans is the lowest it has ever been since September 2001, and it continuing to fall. This achievement is due in part to the employers who have made a commitment to hire those who have served in our armed forces.
In advance of Veterans Day, job site Monster worked with a panel of veteran hiring experts and Military.com to gather a list of the 10 best companies for veterans. All of the companies in the top 10 employed at least 15 percent veterans.
Evan Guzman, founder of The MiLBRAND Project, which helps companies attract and retain veteran hires, says the reason that companies love to hire veterans is because of the values that military service instills in them.
“Veterans are loyal, resilient, possess a strong work ethic and are masters of teamwork,” he says. “Companies, especially the nominees and winners on our list, know that veterans bring advanced experience in meeting mission objectives and will adapt those skills into their jobs.”
Read on to see Monster’s list of the 10 best companies for veterans:
Headquarters: Chicago, Illinois
Percentage of 2017 hires who are vets: 15 percent
Percentage of workforce who are vets: 15 percent
Monster’s company description: “Boeing is the world’s largest aerospace company and leading manufacturer of commercial jetliners and defense, space and security systems. Their products include commercial and military aircraft, satellites, weapons, electronic and defense systems, launch systems, advanced information and communication systems, and performance-based logistics and training.”
How they support veteran employees: Boeing’s veteran hire retention rate in 2016 was 92 percent and the Boeing Military & Veteran Engagement Team (BMVET) integrates Boeing’s efforts within the military and veterans communities. Boeing is a frequent sponsor of Veterans in Aerospace Symposium and the Veterans Transition Initiative.
Headquarters: Omaha, Nebraska
Percentage of 2017 hires who are vets: 20 percent
Percentage of workforce who are vets: 17.5 percent
Monster’s company description: “Union Pacific Railroad is North America’s premier railroad franchise, covering 23 states across the western two-thirds of the United States.”
How they support veteran employees: Union Pacific hosts regional Military Leadership Hiring programs to place vets in management positions and sponsors UPVETS, which provides support, networking and mentorships to veteran employees. The company has a 61 percent veteran retention rate.
Headquarters: Arlington, Virginia
Percentage of 2017 hires who are vets: 21 percent
Percentage of workforce who are vets: 16.5 percent
Monster’s company description: “BAE is an international defense, aerospace and security company that delivers a full range of products and services for air, land and naval forces, as well as advanced electronics, security, information technology solutions and customer support services.”
How they support veteran employees: BAE aims to hire 100 veterans a month in 2018, with an emphasis on female veteran hiring. Their Warrior Integration Program focuses on integrating combat-wounded veterans into the workforce through on-boarding, mentoring, and career development. The CEO of BAE Systems recognizes 5,000 veteran employees a year for their accomplishments and contributions to the company.
Headquarters: San Antonio, Texas
Percentage of 2017 hires who are vets: 22 percent
Percentage of workforce who are vets: 15 percent
Monster’s company description: “USAA provides insurance, banking, investments, retirement products and advice to more than 11 million members who are serving or have received an honorable discharge from the military, plus their eligible family members.”
How they support veteran employees: In 2018, USAA aims for 30 percent of all hires to be veterans or military spouses. USAA offers a 12-month VetsLeaD (Veteran Transition Leadership Development) program which offers classroom training and executive mentorships.
Headquarters: Green Bay, Wisconsin
Percentage of 2017 hires who are vets: 22 percent
Percentage of workforce who are vets: 28 percent
Monster’s company description: “Schneider National is a provider of trucking and transportation logistics services.”
How they support veteran employees: Schneider was ranked the best company for veterans in 2016. Over a quarter of all Schneider employees are veterans, in part because the company accepts driving certifications through the Military Skills Test Waiver.
Headquarters: McLean, Virginia
Percentage of 2017 hires who are vets: 27.2 percent
Percentage of workforce who are vets: 29.8 percent
Monster’s company description: “Booz Allen Hamilton provides management and technology consulting and engineering services to major corporations, governments, and not-for-profit organizations.”
How they support veteran employees: Booz Allen Hamilton runs the Veteran Recruiting Center of Excellence (VRCE) with a specific talent acquisition team geared wholly to recruiting and retaining veterans. Programs like these are why 49 of the company’s leaders are veterans.
Headquarters: Bethesda, Maryland
Percentage of 2017 hires who are vets: 28 percent
Percentage of workforce who are vets: 23 percent
Monster’s company description: “Lockheed Martin is a global aerospace, defense, security, and advanced technology defense contractor.”
How they support veteran employees: Lockheed Martin employs a full-time military relations and recruiting team that attends over 170 military recruiting events a year. The company also hosts an annual Military/Veterans Leadership forum to explore solutions for better supporting veterans in the workplace.
Headquarters: Washington, D.C.
Percentage of 2017 hires who are vets: 31 percent
Percentage of workforce who are vets: 29 percent
Monster’s company description: “U.S. Customs and Border Protection (CBP), one of the world’s largest law enforcement agencies, is charged with keeping terrorists and their weapons out of the U.S., while also facilitating lawful international travel and trade.”
How they support veteran employees: CBP makes strategic use of Special Hiring Authorities for Veterans, which allow CBP to circumvent the typical job-application process by directly appointing qualified veterans into positions within the workforce.
Headquarters: Reson, Virginia
Percentage of 2017 hires who are vets: 37 percent
Percentage of workforce who are vets: 47 percent
Monster’s company description: “New to the list this year, Intelligent Waves LLC is a veteran-owned small business that specializes in providing IT and communications support to a wide variety of U.S. government customers.”
How they support veteran employees: Intelligent Waves offers an Employee Assistance Program that provides counseling and referral services to their veterans, whether they are in need of personal, health or wellness assistance.
Headquarters: Fairfax, Virginia
Percentage of 2017 hires who are vets: 64 percent
Percentage of workforce who are vets: 46 percent
Monster’s company description: “ManTech provides advanced technological services to the U.S. government in the areas of defense, intelligence, law enforcement, science, administration, health and other fields.”
How they support veteran employees: ManTech hired a higher percentage of veterans in 2017 than any other company on the list. A whopping 64 percent of their hires in 2017 are veterans and ManTech plans to increase this
A broad range of industries are represented in Monster’s list.
“This year’s list shows an increased acknowledgment from industry that veteran’s experiences and skills reach well beyond traditional industries of defense and aerospace and into transportation logistics, technology and financial services,” says Jodi Hon, SVP and GM of enterprise business for Monster.
Terry Howell, senior director at Military.com, says that efforts from both for-profit companies and non-profit organizations have been crucial for the improvements that veterans have seen across sectors.
“Companies like Starbucks and Amazon have made efforts to bring employment opportunities for veterans and military spouses to the public’s attention,” Howell says. “Their leadership and support for organizations, such as the Veterans Jobs Mission, is having a great impact on veteran unemployment.”
I was watching “Chefs Table” this weekend, and a now-famous pastry chef was being interviewed about how he found his first job at a renowned restaurant. He said that he was living in Italy, and he called the restaurant and asked for work. The restaurant said, “sure, when do you want to start?” and that was how he landed his first job.
I stared at the screen, and laughed out loud. This business did not see his resume, did not know anything about who he was, they weren’t even aware of his relevant experience! Granted, this took place the early 2000’s, before the internet exploded onto the scene and changed the way we search and apply for employment. Wouldn’t is be great if it were that easy now?
Applying to jobs today can be…frustrating. In the past, you would look for a help wanted sign, walk into a building, and speak to the manager or owner there. Or, you would call around until someone said they had a vacancy.
Now, we have the internet. The internet has allowed us access to thousands of job opportunities we never would have known existed, which is wonderful. However, the internet has also allowed thousands of job seekers to apply to for jobs, and that has made the market extremely competitive for the job seeker. It is a gift and a curse.
Part of my role as a career strategist for my clients is to assist them in the daunting task of job applications. As one applicant in a sea of thousands, they often feel overwhelmed by the prospect of applying for jobs through job boards. To add to the stress of applying, I also have to explain to them how imperative it is to tailor their resume to every individual application; to make it unique and to show the employer how valuable they are.
As a job seeker, this is an impossible ask. Not only do they have to spend hours tailoring applications and writing cover letters for jobs, they usually never hear back from them. How can we expect them to put in this much effort?
So, as a way to alleviate some of stress in this arduous process and to empower my clients to make the most of their time and energy, I have employed the help of some nifty technology that can be found – you guessed it – on the internet. If you can’t beat them, join them! Battle technology with technology, use these tools to work smarter, not harder. And soon enough, you’ll feel like an expert in the game of online application.
What It Does: VMock: Smart Career Platform is an online tool that provides assessments of your application content. This can be a scan of your resume, cover letter, or even a presentation you are using in an interview. The tool “scans” your resume, and provides a score from 1-100 on a bell curve, on your resumes “strength”. The tool scores your resume using 3 core modules across 100+ parameters, and outlines in detail the strong and weak aspects of every bullet of your resume. It also provides recommendations on who to improve your score in the weak areas of your resume, one by one.
Why I Like it: VMock made the list because of the multi-dimensional aspects of this tool. Not only does it score your resume, but it gives you algorithmic feedback on specific areas. This tool gives you an overview on your resume, and is not specific to an employer or industry too. The online tool provides feedback in other areas as well, such as “Career Fit”, which give you career advise based on the content of your resume. VMock is equally useful to students and recent grads and seasoned professionals.
What It Does: One of the most frustrating things about applying online is the Applicant Tracking Systems (ATS’s). They determine your fit for a position based on keyword matching. You could be a good fit for a position, but if you do not match the keywords correctly, you get pushed out of the applicant pool. JobScan uses ATS technology to “scan” the resume you used for an application along with the position description, and score you out of 100 on how well it matches the position. It does not recommend you submit an application with a score less than 80. The tool provides a detailed “match report” which outlines areas that you fit the position (marked with a green check) and areas where you can improve (marked with a red x). You can add the keywords you missed, incorporate the tips it provides, and re-scan until you achieve that 80% or higher match.
Why I Like it: This tool is great for two reasons. For one, it helps you outsmart those pesky ATS’s and get called in for interview 3X more than if you tried tailoring your resume on your own. Two, it gives you an idea of how ATS’s work, and teaches you the things to look out for in your applications. I like JobScan because it has a “teach a man to fish” mentality. You can pay for premium and scan every application you use, but I have shown this to clients who have used it a few times for free (you receive 5 free scans a month) and then gone on to become master keyword matchers on their own. However, you choose to utilize this tool, you understand the game much better for it.
What It Does: Most job seekers are familiar with Glassdoor. It is the free online “yelp” of companies and positons, basically. Most people utilize Glassdoor to look up salaries of positions. But, there is much more to this online tool. Yes, you can research salaries on Glassdoor, and filter them by location, which is very advantageous if you’re about to negotiate salary with a potential employer. In addition to this, however, this tool provides in-depth reviews of a company, from benefits to perks, to work life balance and more. The information can never be edited or deleted, too, so you know you’re receiving somewhat genuine intel. You can also look an interviews – yes interviews! You can see what types of questions the applicants were asked, and whether or not they were hired.
Why I Like it: Glassdoor keeps it real for job applicants. If you’re about to interview with a company and want to do real research, this tool is a great start. It provides you with the good, the bad and the ugly of what a company or organization has to offer, and you can go into the interview armed with the right questions about how they treat employees, how often the promote, how great the culture is, and more. A note: I would keep in mind that despite the “no edit and no delete” feature, this information must be taken with a grain of salt. Most people will only review something if they have a wonderful experience, or a terrible one. So, the reviews may be extreme and the personal accounts from past or current employees may air on the negative side. Keeping that in mind, however, the information is more useful than not.
What it Does: Do you ever feel overwhelmed by all of the things you’re using and documents you’re saving in the job search process? You have documents saved here, an excel spreadsheet tracker there, jobs saved on various job boards like LinkedIn, ZipRecruiter, and Indeed. You can lose information pretty easily, and its annoying to have to remember where everything is. JobHero allows you to store all of that precious information in one place. This tool allows you to save your job applications across web platforms and track your progress. You can also set reminders for yourself for follow-ups and deadlines for applications and assignments. You can also upload documents to the tool, like the resume you used to apply or specific things you were tasked with submitting to specific opportunities.
Why I Like it: JobHero is an organizers dream. You don’t have to continually create systems to track things, because you can link everything to this one tool. You can filter things by date created, due dates and status of applications. JobHero Sidekick syncs your applications from all of your job boards to one dashboard. You can also search jobs and receive career advice on this tool, there are articles on salary negotiation, interviewing and more. If you enjoy streamlining your life, this tool helps you do it.
What it Does: In addition to applying for jobs and tracking them, preparing for what happens when you finally get the call you have been hoping for is another source of anxiety. Soft skills are something I have seen as the biggest area of need for my clients. People simply do not practice their interview techniques, and it is killing their chances of landing a job! Practice really does make perfect. My interview practice is an online interview simulator that aids you in practicing your answers tot hose pesky behavior-based questions, as well as the more basic “strengths and weaknesses” ones. It provides interviews across various industries and positions, and provides you with a professional review of your answers.
Why I Like it: I think it is always important to practice your job interview techniques. New questions are being proposed by Human Resource professionals all the time, and it is important to stay up to date. Like a muscle you must exercise, you need to keep your interview performance in shape. This tool not only helps you keep yourself well-versed, it allows you to practice with different interviewers, across industries and professions. You can also share your interview with a coach or a peer for their feedback. The question bank is updated constantly, to stay competitive with what the job market is demanding. If you’re applying for jobs, you should be practicing your interview techniques, too.
Those are my top favorite online tools at the moment. Keep in mind, there are hundreds of online tools, and these are just the ones I have used. You can research your won tools to find what works best for you – and share them with your peers on LinkedIn!
The job search journey can be difficult sometimes, but if you apply the “work smarter, not harder” methodology, you’ll see a change in the way you apply and the way that employers respond to you in the job market. Keep up the great work!