Print edition

DON’T MISS The PROFILES Of the Most valuable employers for Military - Page 12
CivilianJOBS.com’s
The Essential Military-to-Civilian Transition Resource
May - June 2015
militarytransitionnews.com
by Heidi Lynn Russell
Contributing Editor
W
hen Wade Ward received the
call that his son was critically
injured in Afghanistan, he says
he realized “the lives of my family
could have been instantaneously
turned upside down.”
Ward, a disabled veteran himself,
was heartened however when his
employer, ManTech International
Corporation, immediately took
action on his behalf. Ward is a senior
project manager at ManTech.
“It started with a generous
monetary donation and offerings
of support from the company
president. The support seemed
to come from across the company,
from peers of every level. (I
received) leave donations, family
assistance and assisting with the
modification of the government
contract I work on to allow me to
work remotely at the Brooks Army
Medical Center, where my son was
recovering,” he says.
“Having an employer who
supports its employees the way
ManTech does had the positive
impact that I needed, when I
needed it. The support we received
from ManTech was world-class,
and I’m proud to be part of the
ManTech family.”
Ward’s testimonial is just one of
dozens from veterans who work for
the 2015 Most Valuable Employers
(MVE) for Military.
“We’re honored to present this
recognition and excited to help
veterans identify these employers
who, like Noranda, are committed
to employ service members and
veterans who made the transition
to the private sector and still
continue their mission,” says
Layle K. (Kip) Smith, President
and Chief Executive Officer
of Noranda Aluminum. The
company’s commitment is evident
in their formal employee military
support group, their military paid
leave policies that extend beyond
USERRA requirements as well as
their annual military care package
drives. Smith continued, “It’s
important to honor our nation’s
transitioning service members and
veterans by providing employment
that honors their service and puts
their unique skills and leadership
ability to use. I congratulate all
of these companies on their
achievement and urge others to
join this important initiative.”
Nowadays, when hiring veterans
has become more and more
commonplace, many companies
are simply following the trend
or pursuing veteran hiring just
to meet government mandates.
But CivilianJobs.com’s MVEs go
above and beyond, combining
innovative recruiting and retention
programs with discrete acts such
as ManTech’s care of Ward in his
time of need, or the example of
veteran support set by Noranda’s
ANNOUNCING THE
2015 Most Valuable
Employers (MVE)
for Military®
senior leadership.
That can mean anything as
complex as family care during
deployments, to offering a helping
hand for a simple task that can be
daunting to veterans. Ron Barry is
Sprint’s senior product manager and
also the president of Sprint’s “VETS”
employee resource group. Barry was
a lieutenant colonel who directed
planning, training and mobilization
at Fort Leavenworth, Kan. He’d
served in the Army 21 years. The
reason he chose Sprint? A Sprint
employee who was a Navy veteran
offered to review - his resume.
Other companies extend tributes
that are acutely felt not only by
veteran employees, but also their
family members. Several years
ago, Alaska Airlines maintenance
employees took the initiative to
develop a formal protocol for the
dignified transport of human
remains, which includes the use of
a specially designed and adorned
transport cart. The cart, bearing
the seals of the five military service
branches, was recently blessed by
a group of multi-denominational,
multi-service chaplains, to honor
and protect fallen soldiers “during
the last phase of their journey,”
says Eileen Bergmann, Manager
of Organizational Development &
Effectiveness.
Over the years, Alaska Airlines
has received numerous letters of
thanks from family members and
even other passengers regarding
the very professional, sacred
process that the company uses in
delivering military members back
to their homes and loved ones.
“Each time we transport human
remains, our team is called into
action to prepare a plan for the
movement,” Bergmann says.
“Other airlines have followed in
our footsteps to create a similar
program.”
There’s more. Turn to page
12 to learn about the recruiting,
training and retention programs
that the 2015 Most Valuable
Employers for Military are
delivering for military veterans.
“It’s important to honor our nation’s transitioning service members
and veterans by providing employment that honors their service and
puts their unique skills and leadership ability to use.”
Layle K. (Kip) Smith,
President and Chief Executive Officer
of Noranda Aluminum
Avoiding Career Transition Pitfalls
Two veterans turned Allstaters share their job transition stories
by Janet Farley,
Contributing Editor
T
he facts are crystal clear. Service
members making a military-tocivilian career transition understand
how complicated, competitive and
confusing a job search can be.
It is why it’s important to explore
all options and even some of the
programs available to assist in that
transition.
One program you may want to
consider learning more about is the
Allstate Military Veterans Associate
Agent Insurance Training Program.
It just might be the path you seek
if you like the idea of continuing
to take care of others in your postuniform life.
Military-experienced candidates
who have been honorably discharged may qualify for a virtual
insurance sales training program
with the opportunity to begin a
career in an Allstate agency.
continues page 6
INSIDE THIS MONTH’S MOST VALUABLE EMPLOYER ISSUE
Transition Talk:
Finance:
Spouse Series:
Career Coach’s Corner:
Job Fairs:
What MVE
Means to Job Seekers
....................page 3
Your Retirement
Account
..........page 8
The Tough
Decisions
.............page 10
MVPs
for MVEs
..................page 26
Polish Up
Your Resume
..... page 30
2
NEWS
May/Jun 2015
May/Jun 2015
Publisher
Managing Editor
Art Director
Associate Editor
Contributing Editors
Director of Technology
Executive Consultant
Senior Consultant
Consultant
Consultant
Account Representative
Account Representative
Account Representative
Account Representative
Account Representative
3
NEWS
Jake Hutchings
Kathy Scott
Alec Trapheagen
Anthony Morris
Janet Farley
Heidi Lynn Russell
Tom Wolfe
Don Nowak
Marla Smith
Brett Comerford
Tucker Harrell
Garrett Reed
Stephanie Brinkley
Kyle Friend
Rob Hawley
Jim Irwin
Doug McDowell
Military Transition News is published by:
CivilianJobs.com
1825 Barrett Lakes Blvd., Suite 300
Kennesaw, GA 30144
1-866-801-4418
Reproduction or use without permission of any editorial
or graphic content in any manner is prohibited. The
inclusion of advertising is considered a service to our
readers and is not an endorsement of products or
advertising claims. Opinions expressed in articles are the
opinions of the contributors and do not necessarily express
the opinions of Military Transition News or its staff.
Subscription rate: $12 per year (6 issues). To subscribe,
call 1-866-801-4418.
©2007-2015 Civilian Jobs, LLC. All rights reserved.
Military Transition News and CivilianJobs.com
are wholly-owned subsidiaries of Bradley-Morris, Inc.
(BMI), the largest military-focused placement firm in
the U.S.
Photo credit: SGT Christopher D. Willard; U.S. Army
photo by SGT True Thao
We are proud to include service members in the
MVE section from the following public image feeds:
DVIDSHUB, Fort Sill Cannoneer, Georgia National
Guard, U.S. Army and U.S. Navy.
Transition Talk
by Mike Arsenault
Vice President of Candidate Services
Bradley-Morris answers questions from
transitioning military job seekers.
Q:
A friend of mine sent me a link to your Most
Valuable Employers for Military list and I was
curious how the companies are chosen. Clearly they
are committed to hiring servicemen and women,
but what other advantages exist? There are some
companies that I have been researching that I like,
but they don’t seem to have anything specifically
focused on veteran hiring.
A: Thanks for your great question! It comes during our
2015 Most Valuable Employer (MVE) for Military issue
so you will now have even more companies on which to
set your sights.
In order to be included on our MVE list, companies
submit information about how they are working to
attract, hire and retain veterans. I often hear concern
from transitioning service members about the welcome
they might receive when they enter into the civilian
workforce. I can assure you that most top organizations
around the country are striving to make themselves
veteran-friendly companies.
Why should you prioritize a company that is known
for and committed to hiring veterans? First, they want
you! In most of these businesses, the person who runs a
veteran hiring program is prior-military. That leader will
appreciate, value, and be able to translate/interpret the
tangibles and intangibles related to your military service
and how that might best fit within the organization. This
is also important because as you are “selling yourself”
in the interview process, you don’t
have to sell the inherent value of your
military experience. They simply “get”
it. This might not be the case with a
company who is unaccustomed to
hiring veterans.
Second, MVEs frequently have training programs
specifically targeted to onboard those with military
experience. They know that while you have been trained
on various procedures and equipment in the military,
you probably won’t have experience in their specific
civilian industry. Their onboarding procedures are
normally set up to fast-track you for civilian success.
Lastly, many MVEs have military-oriented employee
groups (sometimes called military affinity groups) that
are set up and run by men and women who also wore
the uniform. They know what many service members
miss most about serving is the sense of camaraderie.
While nothing can replace that entirely, military-focused
employee groups can help bridge the gap between
the military and civilian worlds. Veterans can connect
with other veterans as well as find those within their
company who might be best suited to guide and mentor
their career progression. Not surprisingly, some reports
have suggested that retention is higher in companies
that offer these types of internal programs for veterans.
So if possible, it obviously makes sense to pursue
companies that have earned the MVE designation.
Mike Arsenault is Vice President of Candidate Services at
military placement firm Bradley-Morris, Inc. He can be
reached at (800) 330-4950 ext. 2105 or by email at marsenault
(at) bradley-morris.com.
We honor your values.
Because they’re our values.
MILITARY VETERANS I ACTIVE DUTY I NATIONAL GUARD I AND RESERVISTS
You served with integrity, commitment, and a relentless pursuit of excellence.
Values like those make America’s military veterans and ideal fit for Intel. And
they’ve helped make Intel the world’s largest chip manufacturer. But today’s
mission is even bigger. In this decade, we will create computing technology to
connect and enrich the lives of every person on earth. And we’re looking for
mission-driven veterans to join us on that journey.
Your next mission awaits. Apply
today at intel.com/go/veterans
Manufacturing Technician & Operations Manager Opportunities
As a Manufacturing Technician, you will:
As an Operations Manager, you will:
Work on all aspects of wafer production including operations,
equipment process, and training
Carry out improvement process
Trouble shoot issues in the production line
Review technological health and stability
Apply to opening #704179
· Lead a team of approximately 20 – 25 Manufacturing Technicians
· Be accountable for performance of module teams
· Responsible for training, mentoring, coaching
· Monitor the flow of working process through the manufacturing facility
· Apply to opening #734254
For qualifications, detailed responsibilities, and a job application, visit intel.com/jobs
4
May/Jun 2015
NEWS
Transitioning A to Z:
In the upcoming issues of Military Transition News, we will be listing
everything a service member needs to know about transitioning from A to Z.
In this issue of Military Transition News,
we are coming to the end of our A to Z list
of everything a service member needs to
know about transitioning - we now tackle
the final letters of the alphabet, “Y” and “Z”.
“Y”: YES
So you’ve been given a job offer. What
do you do next? If you haven’t already
been provided a written offer, ask for one.
Before you answer YES, it’s important
that you understand the job offer, the
benefits associated with the offer and any
other information that affects how you
are expected to perform in your potential
new position.
Nearly every state recognizes the “at will”
doctrine that simply says that companies
can hire and fire employees at their own
discretion. So it’s important to note that an
offer letter is not a guarantee of employment
and often will spell out stipulations required
to successfully begin the job, often referred
to as “Conditions of Employment.” These
conditions can include a reference check,
drug testing, education verification, criminal
background check, a financial overview
and even a review of your driving record,
especially for jobs that require travel by car.
Each of these can mean the withdrawal of
your job offer, so before you give notice to a
current employer or decline a second offer,
make sure you can meet the conditions of
employment.
Other information that can be provided
in an offer letter are your job title, duties and
compensation. Additionally, there may be a
mention of benefits including a brief outline
of your insurance, retirement savings plan,
vacation and sick days.
Before you say YES to any offer, talk it
over with your spouse and if you are not
comfortable with something in the offer letter,
bring it to the hiring manager’s attention.
“Z”: ZZZZZZ
This advice might be easier said than
done. According to the National Sleep
Foundation’s (NSF) Sleep in America Poll,
more than two-thirds of respondents
report getting a good night’s sleep only a
few nights a month; forty percent take 30
minutes or more to fall asleep and more
than one third sleep less than six hours a
day on work days.
But there is hope. Before you let a job
interview or the pressure of transitioning to
a civilian job take over your sleep, here are
a few tips from Sleep.org, the National Sleep
Foundation’s online network, to get you off on
the right foot.
1) Stay on a schedule: Get in the habit of
going to bed at the same time every night,
even on the weekends. Your body likes
routine and adjusts your body clock to the
schedule you impose, helping you fall asleep
faster and stay asleep.
2) Adopt a relaxing nighttime ritual:
Getting your mind and body ready to fall
asleep requires complete absence of stress or
anxiety. Figure out a ritual that works for you.
3) Exercise every day: Your body needs
an outlet for physical energy. Working out,
walking, biking or running helps to relieve
stress and reduce anxiety. It’s also a healthy
way to tire yourself out.
4) Organize your room: Trying to fall
asleep with clothes on the bed or a cluttered
floor will not make you feel relaxed. Make
sure your bedroom is tidy and your bed is
comfortable.
5) Don’t smoke, drink or eat too close to
bedtime: Anything you put into your body
has to be digested and worked through
your bloodstream. Do your best to be free
of anything that can alter your state of mind
including a very large meal.
A good night’s sleep will have an effect
on your quality of life and your ability to
successfully land a civilian job. Do what you
can to let rest be a top priority.
Our last letter of the alphabet for our
popular A to Z column is, perhaps, the most
important. Take care of yourself and get a
good night’s sleep before any job interview.
In other words, make sure you get some
ZZZZZZ’s.
YOUR NEXT MISSION
START BY APPLYING AT
www.84lumber.com/careers
84 Lumber is an EOE of
Minorities/Females/Vets/Disability
Drug free work place
Strong Heritage
Strong Future
For more than 90 years,
Rowan has been a
leading offshore drilling
contractor with crews
who are dedicated to safe
and reliable operations
worldwide.
Rowan offers:
Read this issue online now at
Online.MilitaryTransitionNews.com
Montebello is a world-class manufacturer
and prefers to hire Veterans!
Your discipline and leadership skills are valued here.
Visit us at www.montebellopkg.com
to learn about the opportunities and benefits
of joining our team.
•
Career-oriented growth
•
Opportunities to work
internationally
•
Competitive pay &
benefits
Your future awaits –
Join the Rowan legacy
To learn more about career
opportunities at Rowan, visit:
rowancareers.com
May/Jun 2015
NEWS
GEO HIRES
HEROES
Our hat’s
off to you.
American is proud to support our
veterans and members of the military.
Find us at aa.com/careers.
Find your Career Match: www.GEOGroup.com/HiringHeroes
The GEO Group, Inc. (GEO) is the world's leading provider of
correctional, detention, and community reentry services.
GEO is recognized as a Top Military Friendly Employer®,
Military Spouse Friendly Employer®, and Most Valuable Military Employer®
for offering exciting and rewarding career opportunities
to veterans, service members, and military spouses.
We invite you to consider joining our team when you are ready
to transition from the military to the civilian workforce.
To apply online, or see how your skills translate to a job at GEO,
visit: www.GEOGroup.com/HiringHeroes
GEO offers opportunities in:
Administration · Corrections · Food Service · Healthcare
Maintenance · Programs · Transportation · And more
866.301.4436, EXT 5863
EOE AA M/F/Vet/Disability
We excel at all three.
At Devon, we take pride in being
a proven top-tier employer for
military service men and women.
The professionals we hire apply
their integrity to move us forward,
paving the way to a brighter
energy future.
@DevonCareers
FORTUNE 100 Best Companies to Work For®
eight consecutive years
careers.devonenergy.com
American Airlines and the Flight Symbol logo are marks of American Airlines, Inc.
oneworld is a mark of the oneworld alliance, LLC. © 2015 American Airlines, Inc. All rights reserved.
Pride.
Commitment.
Patriotism.
5
6
May/Jun 2015
NEWS
“Avoiding Career Transition Pitfalls”
continued from page 1
First Step: The Screening Process
Interested candidates are first vetted
through the recruitment process where
they learn more about what an associate
agent does in an agency. They also have
the opportunity to speak with a member of
the Allstate family to get a better feel for the
program itself.
As a part of the pre-screening process,
candidates will complete an application
and take an online personality assessment;
however, the outcome of that assessment will
not affect the candidate’s ability to participate
in the program.
Next Phases
The program will give the candidates
the necessary tools to prepare for their state
Property and Casualty licensing exam. Upon
completion of the exam, candidates will be
eligible for a completion bonus in recognition
of their accomplishment.
Candidates will then begin a virtual
training around Allstate specific education.
Included are educational elements around
resume building and interview tips specifically
tailored towards veterans looking to take
the associate agent position.
Completing the Program
Individuals who successfully complete
the program are then given the opportunity
to interview to be a member of an Allstate
agency as an associate agent.
Participation in the program does not
guarantee that you will receive a job offer
from an Allstate exclusive agency owner,
however, there will be no obligation or
contract stating the candidate must work
for an Allstate agency or pay back their
completion bonus. The program is designed
to equip interested and qualified veterans
with the tools they need to become an
associate agent.
As Luck Would Eventually Have It
The Allstate Veterans Associate Agent
Training Program is an excellent opportunity
for service members who may be interested
in a career in the insurance industry.
“When it was time for me to get out of the
Army, my wife wanted me to work for the
Border Patrol. I didn’t want to work in a job
where I could get shot at again, however,” said
Emcie Martinez.
Martinez now works as an Allstate associate
agent for a San Antonio, Texas agency owner.
“The Allstate Veterans Program just fell
into my lap,” he admitted.
“I wasn’t actively looking for a new job
but it just appeared,” said Martinez, who
transitioned out of the Army in 2010 after
serving eight years.
It didn’t just fall into his lap right after he
separated from service, however. It took a
little bit of time, a couple interim jobs and
some soul searching.
After leaving the military, Martinez
initially returned to Puerto Rico where he
worked for a medical supply company in
sales. It was then he realized how good he
was at sales and how much he enjoyed it.
“I can be very persuasive and confident,”
said Martinez adding that those are allimportant skills to have in sales.
Still, he felt like something was missing.
“I had the skills and experience to work in
sales, but I felt like I lacked the education to
excel in it,” he said.
Later, he and his family relocated to
Texas and while working in the insurance
industry, Martinez learned about the Allstate
Veterans Associate Agent Insurance Training
Program.
“I had the required licenses already at that
point, but I really liked what I heard about the
program and I wanted to do it,” said Martinez.
“I knew 100% that once I entered that
program, I was going to be the best at it,” he
said.
He gave his then employer a two-week
notice and started the training program.
After successfully completing it, Martinez
had the lucky predicament of having to
decide between seven different offers to work
at an Allstate agency.
He ultimately chose to work with a team in
San Antonio where he continues to hone his
skills and serve his customers to this day.
It’s not the final job destination for
Martinez, however.
“I want to eventually have my own office one
day. It will happen, I’m certain of it,” he said.
Keeping It in the Family
Damion Anglin, a veteran and Allstate
exclusive agency owner in San Diego, knows
what it’s like to own your own insurance
business. He didn’t start in the Associate
Agent Insurance Training Program, but does
know what it’s like to transition from military
to civilian life with Allstate.
“It’s not easy [making the transition],” said
Anglin. “You have to be willing to put in a lot
of hard work.”
But the work ethic required to succeed
as an owner of your own business is one
reason Allstate targets veterans for both
opportunities – the associate agent positon
and an Allstate agency owner.
After obtaining his credentials, Anglin
opened up his own Allstate Agency in 2007.
He hired his wife and his three daughters in
the process, making it a family-run business.
Hard work doesn’t appear to be an issue
for Anglin. “I spent 10 glorious years in the
Marine Corps and I wouldn’t change that for
anything,” he said.
When it was time to transition out, a close
family friend who worked in the insurance
industry told him that he would be a good fit
for it, too.
“I didn’t want to just jump at the first
thing, though. I wanted to see who had
the best options to offer. I checked out
every insurance company thoroughly,” he
said. “Hands down, Allstate impressed me
the most.
“What I liked most about Allstate was that
I could own my own business from day one,”
Anglin said. “And of course, Allstate has its
own trusted brand name recognition. It is a
premier company that takes care of its people
and its customers.”
According to Anglin, one way you can take
care of others is to teach them.
“I do that with my daughters on the job
and I do that with our customers,” he said.
“We’re in the business of educating our
customers versus selling products to them.
We want our customers to understand
their coverages so they can make the best
decisions possible for themselves,” he said.
“For us, our clients are a part of our family.”
Military Experience Helped
“Your military skills can translate into
business ownership. Don’t be afraid to make
that happen,” said Anglin. “I worked a lot
in administration in the military. Those
important organization skills and problemsolving abilities are vital to my current
business.”
Martinez agrees.
“Mental preparation, physical readiness
and the ability to effectively plan operations
and be accountable for them are also
important,” he said. “In Afghanistan, we
trained all the time without ever knowing if
we would need to use those skills. When the
time came that we had to, all that training
paid off and instincts kicked in.”
“Just like in the military, in your civilian
job, you have to be able to effectively assess
a situation and take the appropriate action,”
said Anglin. “For example, say you have a
customer who is upset. Something happened
and they are emotionally involved. You
have to remain calm, listen and really hear
what they are saying so you can help them
promptly resolve the situation.
“Attention to detail is also very important.
You have to check and double check the
Read this issue online now at Online.MilitaryTransitionNews.com
facts,” said Anglin.
Anglin further observed that the common
practices in the military of not making
assumptions, communicating clearly and
concisely and being ten minutes early
to appointments fit well in the civilian
workplace, too.
And of course, taking care of people is
essential.
If you are interested in exploring opportunities such as these with Allstate, contact
Jessica Doll at [email protected].
Janet Farley is a workplace and careers
strategist and the author of several job
search books, including Quick Military
Transition Guide: Seven Steps to Landing a
Civilian Job (Jist/EMC, 2013). Follow her on
Twitter @mil2civguide for news you can use
in your own transition.
EEDED
N
RIVERS
D
Y
R
E
ELIV
ED
A ROUT
CLASS-
average 1st year
HOME WEEKLY
ROUTES VARY BY LOCATION (1-5 DAYS)
GENEROUS BENEFITS PACKAGE
APPLY ONLINE:
FIND A LOCATION NEAREST YOU
MBMCAREERS.COM
Class A CDL • 1-2 Years TT Exp • Capable of Lifting 75 lbs.
Required to Unload Freight at Each Customer Stop
Must Pass Physical, Drug & Background Check
May/Jun 2015
NEWS
7
8
May/Jun 2015
NEWS
What to Do With Your Retirement
Accounts When You Get a New Job
by Ashley Feinstein
Contributing Writer
S
oon, you’ll be receiving congratulations
for your new civilian job! With the
excitement of taking these next steps in
your career, along with the work ahead
to transition into the new role, your
retirement accounts might be the last
thing on your mind. If retirement is an
important financial goal, you will want to
understand your options so that you can
make informed choices that will work best
for you and your life goals.
If this is your first civilian job after
transitioning from the military, you might
have a Thrift Savings Plan (TSP). Many
military members take advantage of the
benefits of a TSP account because it’s a
tax-advantaged way to save for retirement.
When you transition from service, there
are four options to consider:
1. You can roll the money over to your
new employer’s plan. Many consider
this option, as it’s convenient to have
your retirement funds all in one place. It’s
important to understand the investment
choices and fees associated with your new
employer’s plan. You can typically get
this information from a human resources
or benefits representative with your
company. More and more, employers are
offering the option of both a traditional
and Roth 401(k). If you contribute to a
traditional 401(k) your contributions are
made pre-tax and grow tax-deferred,
and distributions are taxed when you
retire. If you contribute to a Roth 401(k),
your contributions are taxed and grow
tax-deferred, and you pay no tax on your
distributions.
2. You can leave the funds in your TSP
account. This is often a very attractive
option if your new employer’s plan has
limited options or expensive fees, or if your
new employer doesn’t offer a retirement
program.
3. You may want to roll your TSP funds
into an Individual Retirement Account
(IRA). This option is also very popular as
IRAs often have more investment choices
and lower fees than the typical employersponsored program.
4. Finally, you also have the option to
cash in on your TSP. I highly recommend
avoiding this option if at all possible. Not
only do you miss out on years of growth
and compound interest by cashing out,
but you also will be responsible for paying
taxes as well as penalty fees, which will
eat away at a significant portion of your
retirement savings.
If you are transitioning to a new
company and already have an IRA or an
employer-sponsored retirement account
in place, you have an array of options:
1. You can roll over your IRA or 401(k)
into your new employer’s plan. Rolling
over your IRA into your new employer’s
401(k) is called a reverse rollover. This
option is useful for a simplification of
your retirement accounts - it’s easier to
have everything in one place. There are
many factors that should weigh into your
decision to do a reverse rollover, and these
will depend on the rules and fees of your
new employer’s program. Some workplace
plans may allow for early retirement, taking
out a loan on your assets and the deferral
of retirement because there are no forced
distributions. If these benefits are a good
fit for you, it might make sense to roll over
your IRA into your new employer’s 401(k).
Rolling over your account to your new
employer’s plan typically will not have any
fees associated with it.
2. You can leave the funds with your
previous employer. This option may
sound appealing because it involves the
least amount of work. While nothing will
change with your investments and you
may even be able to continue rebalancing
your investments, you are at risk if there is
a plan change. If your previous employer
moves their retirement program to
another company, you will be dealing with
a new set of investment options, fees and
regulations.
3. You can roll over the funds to an
IRA. This is a very popular option as a
rollover to an IRA is also free of charge but
typically has a wider array of investment
opportunities and lower fees. While some
prefer not to have two separate retirement
accounts - in this case, the IRA and the
company-sponsored 401(k) account - the
low fees and investment flexibility may
outweigh the inconvenience.
4. You also have the option to cash in
on your previous employer’s 401(k). I
highly recommend avoiding this option if
at all possible as it is tremendously costly.
Not only will you be paying taxes on your
entire retirement balance, but also there
are many fees associated with cashing
in. Not to mention, you are giving up the
future growth in your retirement savings.
Regardless of which option you choose,
you will want to start contributing to your
retirement savings either through your
company’s program or through an IRA.
If your company offers a 401(k) matching
program, make sure to maximize it! Often
employers will match a certain percentage
or amount of your contributions to
encourage retirement saving. For example,
if your company offers a 6 percent 401(k)
match, it will contribute an additional
6 percent of your annual salary to your
retirement savings if you do the same. If
you earn $50,000 and your company offers
a 6 percent 401(k) match per year, it will
match your retirement contributions up to
$3,000. Some 401(k) match programs don’t
vest all in the same year. If your 401(k)
match has a vesting period of three years,
for example, you will only earn one third
of your match each year. This incentivizes
employees to stay with the company.
Some people choose to contribute to both
a 401(k) and an IRA in order to maximize
their tax advantaged retirement savings.
Some companies offer defined-benefit or
pension plans. Make sure to understand your
eligibility and the vesting options before you
start to contribute. If you leave before your
options fully vest, you will most likely not
receive full payments in retirement.
While the transition to a civilian job is very
exciting and often stressful, don’t forget to
make time to set your retirement accounts
up for success. Retirement is often one of
our most important financial goals but can
take a backseat to more pressing and urgent
matters. Understand your options so you can
make a decision that will work best with your
priorities, needs and goals.
GREAT JOBS
THOUSANDS
OF INTERVIEWS
If you are a transitioning junior officer
or enlisted technical candidate, contact
us to take advantage of our free
military-to-civilian placement service.
www.Bradley-Morris.com/Apply
Ashley Feinstein is a certified money coach
and founder of Knowing Your Worth, where
she empowers her clients to redefine success
on their own terms by knowing their value
and fearlessly going for it. Find out more,
check out her blog at KnowingYourWorth.
com and connect with her on Facebook and
Twitter at The Fiscal Femme.
800-330-4950
ext. 2105
WE OFFER MORE THAN JOBS.
WE OFFER CAREERS.
Desert NDT is the leading US provider
of nondestructive testing (NDT), integrity
management and inspection services
for gathering pipelines and midstream
infrastructure.
Working at Desert NDT
We offer a comprehensive benefits package,
ongoing training, and certification programs
to ensure you have every opportunity to
advance your career with us. We want you
to learn, succeed and grow.
If you are interested in a career and
a great place to work, please visit our
website to learn more.
desertndt.com
May/Jun 2015
9
NEWS
2014 Winner DirectEmployers Award for Veterans Hiring
Serve Again!
Served Once…
Now Hiring
For more than 75 years, the 11,000 employees of
Ingalls Shipbuilding have technologically advanced,
highly capable warships for the surface Navy fleet,
U.S. Coast Guard, U.S. Marine Corps, and foreign and
commercial customers.
Structural Welders
Pipewelders
Shipfitters
Pipefitters
Inside Machinists
Outside Machinists
Ingalls Shipbuilding
Pascagoula, Mississippi
www.buildyourcareer.com
Equal Opportunity Employer Minorities/Females/Veterans/Disabled Welcome
Start your civilian
career at Metro.
Metro moves Los Angeles.
As the second largest public transportation
agency in the US, we operate a ?eet of
2,200 clean air buses and six rail lines –
and our system is growing.
Metro is committed to assisting Veterans,
their spouses and members of the Guard
and Reserve with transitioning into new
careers. Military skills and training can help
Veterans to succeed in positions, such as:
> bus operations
> rail maintenance
> track and signal inspection
> rail communications
Available jobs are updated regularly
on our website. Go to metro.net/jobs.
Electricians
NEWS
May/Jun 2015
Spouse Series:
7 Strategies for Making
the Hard Decisions
N
othing about military life is easy. We
don’t need to go through the laundry
list of its many challenges because you’re no
doubt familiar enough with them by now.
Transitioning out of uniform isn’t any
easier. Surprise, surprise. There are hard
and potentially life-changing decisions to be
made at nearly every turn.
•
•
•
•
•
Should you take Job A over Job B?
Should you move across the country?
Can you justify asking for a
higher salary?
Should you stay in your current field
or switch career gears now?
Given the opportunity, should
you delay this military-to-civilian
transition altogether?
To say that the process is stressful is a gross
understatement. Like all stress, though, it
can be effectively managed with the right
approach. What is right for one person,
however, isn’t necessarily right for another.
Even the most decisive among us can
waiver when we shouldn’t. Whatever your
personal style of decision making, one or
more of the following strategies may help you
along the way.
1. Use a time-honored pro/con list. We
could get into the pros and cons of a pro and
con list, but that somehow seems redundant.
Suffice it to say, visualizing through careful
analysis the potential good and the bad of
any situation can go a long way to helping you
arrive at a good decision.
How can you create one? Easy. There’s an
app for that. It’s called pencil and paper. Or
if you are too millennially-minded for that
solution, you can check out any number of
online apps to help you, such as T-Charts
(Pros and Cons) by Tekk Innovations LLC;
Decision Wheel by Nitrex Pro and even Coin
Flip Free by iHandy Inc.
2. Play the worst-case scenario game.
Move past the pro and con list by making
a pretend decision complete with pretend
consequences.
Let’s say you take Job A over Job B and you
move across the country.
Let’s say you soon discover you made the
worst decision of your life.
Let’s say you cry tears of regret every night
into your pillow.
Let’s say your family members will no
longer speak to you.
If the worst happens, what then?
Can you reverse it or can you take action
to create a new decision? Are you stuck with
your situation for a given period of time? Is
the worst thing that can possibly happen
career ending or simply a side trip on your
path to true satisfaction and success?
When you take the time to worst-case
it, more often than not, the worst that can
happen falls into the realm of massive
inconvenience, at most.
3. Phone a trusted friend. It works on
“Who Wants to be a Millionaire.” It could
work on “Who Doesn’t Want to Make the
Wrong Decision,” too. The key word here is
“trusted.”
4. Seek guidance from your mentor.
This is perfect occasion to call upon your
mentor. Give him or her the chance to strut
their mentor stuff and offer sage advice and
guidance. That’s what they are there for.
What, you don’t have a mentor? It’s one of
my key checklist items for spouse job seekers;
see more here: http://bit.ly/192Lsb3.
5. Stop overthinking the decision. It’s all
you can think about, day or night. It’s all you
talk about with your spouse, your kids, your
best friend or any unsuspecting stranger that
crosses your path. You have become utterly
one-dimensional and you’ve just got to end
the madness now.
When we’re stressed about a decision we
have to make, it’s often all we can think or talk
about. Strangely enough, that really doesn’t
help the situation.
When that starts to happen to you, take
a mental break. Focus on something else
altogether for a while. That neutral space
in between often creates the clarity you
genuinely seek - and it makes you more fun
to be around, too.
6. Calm yourself and listen to your gut.
Trust yourself. You’re a pretty smart person,
and your gut is hardly ever wrong.
7. Make a decision and move forward.
Avoiding the decision isn’t an option but
some people try to get away with it anyway.
The bottom line is easy. You have a decision
to make in a specific period of time. Work to
gather the facts as best as you can. Make an
educated decision based on those facts. Run
with it and see where it takes you.
Welcome to your post-military life.
Janet Farley is a workplace and careers
strategist and the author of several job
search books, including Quick Military
Transition Guide: Seven Steps to Landing a
Civilian Job (Jist/EMC, 2013). Follow her on
Twitter @mil2civguide for news you can use
in your own transition.
MILITARY TRANSITION NEWS
by Janet Farley,
Contributing Editor
COMP
The pride of serving.
The feeling of teamwork.
I found it again, here.
This is the start of something new. GO.
go.enterpriseholdings.com/military
N E W
Anita D.
Corporate
Financial Manager
HIREMILITARYBLOG.COM
You may be transitioning out, but there are some things that you won’t
leave behind: Discipline. Pride. Teamwork. At Enterprise Holdings, we
share your values, because we share your background. Founded by a
decorated World War II naval fighter pilot, we’re focused on giving our
customers the best service in the industry and providing our people with
security, stability and respect.
Anita D.
O3 Captain, U.S. Army
Equal Opportunity Employer - Minorities/Women/Disabled/Veterans
©2015 Enterprise Holdings. F04715.03/15
F04715_Military Print ad.indd 1
CIVILIANJOBS.COM
10
3/17/15 3:07 PM
May/Jun 2015
CA30115 PRINTED IN USA ©2014, ELI LILLY AND COMPANY. ALL RIGHTS RESERVED.
BRADLEY-MORRIS, INC.
ANIES
11
NEWS
Join the Lynden Team!
Lynden is hiring drivers! Climb behind the wheel of delivery
vans, tankers, step-down trailers, low-boys or refrigerated
containers to transport milk, chemicals, general or
oversized freight. No other company offers you so many
driving options and opportunities for career growth. Our
projects and companies will take you all over the country
MILITARYTRANSITION.COM
or keep you close to home – the choice is yours.
A natural next step.
MILITARYRESUMES.COM
W S
At the heart of the military are values like leadership,
motivation, and dedication. And it’s no coincidence
those same values run deep at Lilly. Not unlike the
military, we’ve built a tradition of continuous growth
and a commitment to making life better. So when
you’re looking to take the next step in your career,
consider a path that already feels natural. Learn more
about career opportunities at lilly.com/careers.
www.lynden.com/drive [email protected]
12
NEWS
The CivilianJobs.com
2015 Most Valuable
Employers (MVE)
for Military®
Below and on the pages that follow, please find employer profiles
of the 2015 MVEs. The brief snapshots capture some of the highlights
regarding why these military-friendly companies were recognized
as winners, and why they are employers worth seeking out if you are
a military-experienced job seeker.
www.aarcorp.com
AAR CORP (Wood Dale, IL): “Fortyone percent of AAR CORP’s sales in the
last fiscal year were to government and defense customers, making AAR
CORP an attractive employer to military service members,” says Candace
Goodpaster, V.P. Human Resources, Repair & Engineering Group. AAR
CORP is a charter member of the Illinois Veteran Consortium and also
an active member of the Veterans Working Group (a group of employers
focused on recruiting veterans). In addition, AAR CORP has participated
in recruiting events sponsored by the 100,000 Jobs Mission. Twenty-one
percent of U.S. employees are veterans. About one-third of the company’s
annual charitable donations go to veteran-related causes including: The
Army Navy Club, Marine Corps Scholarship Foundation, Pizzas 4 Patriots,
Navy Seal Foundation and USAFA Endowment.
www.accenture.com/military
Accenture (Dublin, Ireland): Accenture,
a global technology company with 44 U.S.
locations, offers wide career opportunities to veterans. “Many apply their
experience in the government environment with Accenture Federal
Services, while others choose to apply their functional skills, such as
management, logistics, cyber security or accounting,” says Christopher
Green, Military Recruiting Lead. Accenture uses a number of training
programs for transitioning veterans, such as training for Mortgage Analyst
jobs. Accenture also has a Military Employee Resource Group of more
than 1,000 members. Among its many initiatives, Accenture is a national
sponsor of the Student Veterans Success Corps. The company created the
“Accenture Student Veteran Network,” which informs student veterans of
campus and entry-level opportunities.
www.airproducts.com
Air Products (Allentown, PA): Small teams of 12 to 20 people run 200
U.S.-based plants for Air Products, a leading industrial gases company.
For nearly 75 years, the company has provided atmospheric, process, and
specialty gases and related equipment to manufacturing markets. “We
know military-trained people will assimilate into this culture and thrive in
their civilian careers,” says Connie Metzger, Talent Acquisition Supervisor/
Recruiter. Air Products hired 30 veterans last year. “The training programs
in our plant are very similar to the training programs in the military,”
Metzger says. “The existing team in most of our plants already consists of
veterans, and the culture feels very comfortable for new hires.”
www.alaskaair.com
Alaska Airlines (Seattle, WA): Alaska Airlines is often called upon to
transport remains of military members. It “is a duty that is executed with
pride and professionalism at every turn,” says Eileen Bergmann, Manager
of Organizational Development & Effectiveness. That’s just one aspect
of the company’s supportive corporate culture. MSgt Robert Ernst, Air
Force Reserve, says employees supported him and his wife during a sixmonth deployment. “Deployments are never easy on family and civilian
employers, but the continual support from Alaska Airlines speaks volumes
of the quality of people we have in our company,” Ernst says. Alaska also
supports Paralyzed Veterans of America, Nisei Veterans Committee, VFW
and USO Northwest.
May/Jun 2015
www.amazon.com/military
Amazon.com, Inc. (Seattle, WA): Many veterans are excelling in a
variety of careers across Amazon. “We actively seek leaders who can
invent, think big, have a bias for action and deliver results on behalf
of our customers,” says CEO Jeff Bezos. “These principles look very
familiar to men and women who have served our country in the armed
forces, and we find that their experience leading people is invaluable
in our fast-paced work environment.” The Amazon Military Talent
Partnership aids the transition of veterans into the Amazon culture.
Additionally, the AMTP has partnered with external organizations
such as the 100,000 Jobs Mission Coalition, Corporate Gray, Military
One Click and the Military Spouse Employment Partnership.
www.adm.com
Archer Daniels Midland (Chicago, IL): As a global,
leading agricultural processor, ADM meets the need for
quality foods, feed ingredients for livestock, alternative
fuels and environmentally friendly alternatives to traditional
chemicals. “Employees also have a history of supporting military
colleagues, whether they are away for two-week Guard training or
deployed overseas,” says Dean Espenschied, Employee and Labor
Relations Representative. ADM has held a military hiring event in
the local National Guard armory for the past two years, partnering
with the Illinois Department of Employment Security, ESGR, Illinois
National Guard, VA representatives and Heroes to Hired. In 2014, ADM
participated in 12 military career fairs. The company is also establishing
the Veterans Engagement and Transition Resource Group.
www.bakerhughes.com
Baker Hughes (Houston, TX): Baker Hughes,
one of the world’s largest oilfield services companies,
brings veterans on board via its Military Recruiting Program. The
company partners with the U.S. Chamber of Commerce in the Hiring Our
Heroes initiative, acts as a Bronze Partner with NCOA/Military.com in their
career fairs and placement, and actively participates with RecruitMilitary,
attending numerous career fairs throughout the country. “In addition,
we have developed relationships with military-friendly schools and
community colleges to support their student-veteran population,” says
Mark J. Szabo, Military Recruiting Program Manager. Veterans run the
Baker Hughes Veterans Resource Group. It has 10 Chapters and 20 satellite
groups in the United States.
www.bankofamerica.com/
militarysupport
Bank of America (Charlotte, NC): Bank of America is the secondlargest bank holding company in the United States by assets. The
corporation employs nearly 10,000 veterans, Reservists and service
members. “We’ve hired more than 4,000 in the last two years and,
over the next several years, we’ll maintain that pace and hire
10,000 into positions throughout the bank,” says O’Hentrice Love,
Communications Manager. The bank participated in about 150 military
job fairs in 2014. This year, the bank is rolling out a series of training for
military employees, as well as the people who manage them, to help
them adjust to the corporate setting. The company provides ongoing
support through its Military Support and Assistance Group.
www.bennett-hires-vets.com
Bennett International Group
(McDonough, GA): With an industry-wide driver shortage, Bennett plans
to tap into military-experienced talent. “Veterans are valuable because of
experiences in transportation, logistics and supply chain management,” says
Tana Suggs, Public Relations Specialist. The company launched a Veteran
Hiring Initiative in August 2014. Bennett management and recruiting
personnel also began attending career fairs. Most of Bennett’s drivers are
hired as owner operators and work on a contract basis. Currently, Bennett has
more than 2,500 total owner operators, with more than 120 drivers that are
self-identified veterans. “No matter where a veteran or transitioning military
person is or will be located after deployment, chances are that Bennett has a
terminal nearby,” Suggs says.
May/Jun 2015
13
NEWS
www.bnsf.com/careers
BNSF Railway (Fort Worth, TX):
“BNSF Railway hired 1,670 military veterans in 2014, and approximately 17
percent of the workforce is prior military and/or National Guard/Reservist,”
says Caleb Roberson, Manager, Military Recruiting. Military recruiters
travel across the country, conducting military base visits, military hiring
events and attending job fairs. BNSF also recently donated $3 million to
the USO and committed to hiring 5,000 veterans in five years as part of
its commitment to the White House’s “Joining Forces” campaign. Paid,
on-the-job training is available for most positions. All locations span the
western 28 states. BNSF is the second-largest freight railroad network in
North America and one of seven North American Class I railroads.
www.crengland.me/vets
C.R. England (Salt Lake City, UT): “Trucking
company C.R. England recognizes all veterans from
day one as they enter the company with an honored
‘veteran’ ball cap,” says Mike Lynch, Military Marketing
Specialist. “When they complete the 17-day school and two paid overthe-road training phases, they receive an honored veteran crew shirt and
branch-specific decal for their company truck,” he says. The company has
a veterans’ committee that meets monthly. It will continue to host events on
military installations throughout the year. “We will hire over 1,700 veterans
this year. We continue to hire over 100 veterans a month and look forward
to doubling that in 2015,” Lynch says.
www.caci.com
CACI International Inc. (Arlington, VA): CACI
provides information solutions for intelligence,
defense and federal civilian customers. “Last year, 3,544 new hires were
veterans,” says Denyse S. Gordon, Senior Manager. CACI’s Veteran Support
& Inclusion office has five dedicated military employment advocates,
plus there is a Veteran Employee Resource Group. Some philanthropic
organizations that CACI has supported include Comfort for America’s
Uniformed Services, Project Healing Waters, Final Salute Inc., Operation
Second Chance, the Aleethia Foundation, the Yellow Ribbon Fund, the
Wounded Warrior Project, the Armed Forces Retirement Home, and
wreath laying and collection at Arlington National Cemetery. In addition,
CACI sponsors several education scholarship programs for veterans.
www.cae.com
CAE USA (Tampa, FL): CAE USA provides
turnkey training solutions and training
support services (such as simulator instruction and maintenance)
to Department of Defense and international military customers.
“The company hires military-experienced employees at corporate
headquarters in Tampa, FL, as well as at 21 military site locations,”
says Marissa Holdorf, Group Leader, Human Resources. CAE USA
has also expanded recruiting efforts and participated in the 2014 and
2015 MacDill AFB Career Fairs in Tampa. Its Community Involvement
Committee has created partnerships in local communities that
support service members. Some projects include Operation Helping
Hand, Southeast Guide Dog Association, Steven Stiller Tunnel to
Towers Foundation, Birdies For The Brave and The American Legion.
www.capitalonemilitary.com
Capital One Financial Corp. (McLean, VA):
Capital One is an active supporter of the U.S. Chamber of Commerce’s
Hiring Our Heroes program and committed $4.5 million to the effort. “The
company’s Military Recruiting program is proactive and multifaceted,”
says Chris Giacchi, Military Recruiting Manager, and Julie Rakes,
Corporate Communications. During the past year, Military Network
members have volunteered in mentoring programs and shepherded
candidates. Capital One also launched a Military Skills Translator. The
tool uses a custom-designed algorithm to translate military service,
pay grade, Military Occupational Specialty (MOS), Air Force Specialty
Code (AFSC), and/or military job titles and makes recommendations of
potential jobs at Capital One that match those skills.
My skills are valued,
and so is my
willingness to learn.
To search for jobs using our Military Occupation Code
Translator and learn about Marriott ’s commitment to
U.S. Veterans, visit marriottvetcareers.com.
Marriott International is an equal opportunity employer committed to hiring a diverse workforce and sustaining an inclusive culture.
Marriott International does not discriminate on the basis of disability, veteran status or any other basis protected under federal, state or local laws.
Belong_Vetarans_ads_MilitaryRecruitment_HalfPageVertical.indd 1
2/6/14 10:24 AM
14
NEWS
www.capstonecorp.com
Capstone Corp. (Alexandria, VA): “In
2014, 59 percent of new hires at Capstone Corp. were former military, and
we expect that number to increase this year,” says John J. McNally III, Senior
Vice President-Growth. In all, Capstone expects to hire an additional 158
employees with military backgrounds in the next 12 months. “More
significantly, we are proud to manage the Wounded Warrior Program for
our Joint Staff customer, where we are responsible for identifying Wounded
Warriors to serve as interns as they re-enter the work environment,”
McNally adds. Most of Capstone’s work is in support of the Department of
Defense and Department of Homeland Security.
May/Jun 2015
www.careers.davita.com/military
DaVita Kidney Care (Denver, CO): Since
January 2010, DaVita Kidney Care has hired
more than 2,000 veterans - more than 400 during the past year. “Hires vary,
from Patient Care Technicians to the Chief Development Officer,” says
Jennie Lacey, Project Lead Employment Strategy and Branding. DaVita
Kidney Care has received the Freedom Award from the Department
of Defense, the highest recognition given to employers for exceptional
support of Guard and Reserve employees. In 2014, the company
attended 10 military career fairs and joined the 100,000 Jobs Mission as a
representative of health care organizations. In addition, DaVita continues
to partner with the Employer Support for the Guard and Reserve and
Military Spouse Employment Partnership.
www.schwab-veterans.jobs
Charles Schwab & Co., Inc. (San Francisco, CA):
In 2012, Charles Schwab & Co. launched a strategy to
propel veteran hiring called Forward March: Taking the
Next Step With Schwab. “It provides expanded training for Schwab talent
advisors to translate military resumes and spot the most transferrable
skills to the company,” says Ryan Kosowsky, Managing Director, Talent
Acquisition. The program also aims to provide training in interviewing for
hiring managers and assimilation help for veterans and their supervisors.
The company’s Military Veterans Network is an Employee Resource Group
that performs community service and fundraising activities. The MVN
also sponsors “Military Veteran’s Network Career Skills Forums,” where
members assist in preparing resumes for veterans seeking employment.
www.deloitte.com/us
Deloitte LLP (New York, NY): Deloitte employs more than 1,000
former military personnel, with nearly three-quarters employed in its
Federal Practice arena. Deloitte’s Armed Forces Business Resource
Group also provides development and networking opportunities. “Once
veterans join the Deloitte family, our focus shifts to turning their skills into
business talents. Through our Veteran Practitioner Program, veterans
are paired with experienced practitioners of similar backgrounds,” says
David Coyle, Senior Consultant. To support retention and provide a sense
of community, Deloitte created the Armed Forces Business Resource
Group. And its Military Leave Policy offers supplemental payment of
salary and benefits continuance for those called back to active duty.
www.jobs.cn.ca
www.devonenergy.com
CN – Rail (Montreal, Quebec): A combination of
retirements and growing business means CN – Rail is looking to replenish
its workforce “with talented new railroaders,” says Todd Taylor, Senior
Manager, Human Resources. “A veteran’s ability to work in all types of
conditions with a sense of urgency and leadership are skills that successful
railroaders need,” he adds. CN encourages the educational excellence
of members of the military. With its Scholarship program, best-in-class
veterans can benefit from a $3,000 grant towards their studies, in addition
to the chance of being selected for an internship with the company. CN –
Rail is also a partner of the White House’s Joining Forces program.
Devon Energy (Oklahoma City, OK): In 2014,
Devon Energy raised the bar for hiring veterans
to seven percent. “We currently sit at nine percent,” says Adam Ward,
Recruiter, Military Affairs. Devon became a member of the Military
Spouse Employment Partnership in 2013 and added applicable
tracking programs for spouses in 2014. Retention efforts include full
pay for deployed members for the first three months of activation
and differential pay for the following nine. All deployed employees
receive full benefits for one year. The company holds multiple military
appreciation events at games for Oklahoma City’s minor league teams.
It also attends Service Academy Career Conferences and multiple
military career fairs, and holds in-house workshops for veteran talent.
www.csx.com
CSX Corp. (Jacksonville, FL): CSX will add
former military in 175 locations throughout the Eastern United States.
“Employees will also be hired in almost all areas of our organization
due to recent mandated federal regulations that call for additional
control of our freight trains,” says Steve Toomey, Talent Advisor,
Military Recruiter. In 2014, CSX hired 897 veterans, nearly 26 percent
of the company’s new hires. CSX works with Disabled Veteran
Outreach Program Representatives and Local Veteran Employment
Representatives that are attached to each state’s Department of Labor
Employment Division or Employment One-Stop Centers. CSX has a
Military Inclusion Group, consisting of a network of employees who
are current National Guard/Reserve or former military members.
www.domino-printing.com
Domino Amjet, Inc. (Gurnee, IL):
“In hiring for technical roles, Domino
has found that military employees have the skills to learn equipment
quickly,” says Witney Rightler, Human Resources Supervisor. “The
majority of the roles targeted with military experienced talent are in our
Service department. Domino plans to create new jobs for Field Technicians
in 2015,” Rightler says. In 2014, 26 percent of all new hires were military
and 11 percent of employees were veterans. Domino’s Corporate Trainer
is a Reservist who helps new military hires. All new Field Technicians go
through three to six weeks of training to learn specific technologies. They
also “shadow” another technician before they start doing their own calls.
www.eaton.com/militarycareers
Eaton (Cleveland, OH): Eaton focuses
specific attention and resources to two specific military populations: Junior
Military Officers and transitioning military professionals. “The corporation
participates at career fairs at the Service Academy Career Conference,
Military MOJO, Corporate Gray, Navy Nuclear Power Officer Career
Conference and base/post sponsored events,” says George Bernloehr,
Senior Military Talent Acquisition Consultant. Eaton also has launched
a Veterans Employee Resource Group. In addition, it deployed a Military
Talent Scout Network, which assists transitioning veterans with resources
and support as they start their careers and educates managers about the
military. In 2014, veteran hires equaled 6.7 percent of Eaton’s new U.S. hires.
May/Jun 2015
15
NEWS
careers.edwardjones.com
Edward Jones (St. Louis, MO): Hiring
veterans is ingrained in Edward Jones’
history, stemming from the tenets of founder
Edward D. Jones who served in the Navy in World War I. In 2012, the
company introduced a first-of-its-kind program featuring tailored training,
mentoring and a structured compensation package for the unique needs
of veterans. “FORCES tailored training has been found to be conducive
to military veterans’ learning style and provides them with an added
advantage when they open their branch,” says John Boul, Global Media
Relations Manager. At the start of 2014, Edward Jones set a target hiring
figure of 450 veterans and ended up hiring 471 by the end of the year.
www.lilly.com/Pages/home.aspx
Eli Lilly and Company (Indianapolis, IN): Eli
Lilly is the only major U.S. pharmaceutical company
founded by a U.S. military veteran. The company takes a number of
proactive steps to recruit veterans, including attending military career fairs
and participating in the Operation Hire a Hoosier Vet event. Eli Lilly is also
a partner with Employer Support of the Guard and Reserve/Indiana Army
National Guard Employment Coordination Program. Eli Lilly’s Veterans
Leadership Network sponsors an event called Boss Lift. The program gives
supervisors and senior leaders the opportunity to experience military
service through simulation and experiential learning. In addition, the
company offers specific training for members of employee resource groups
to assist in training and retaining veterans.
go.enterpriseholdings.com/
career-home.html
Enterprise Holdings (St. Louis, MO):
Enterprise’s commitment to the military
goes back nearly six decades. The company is named after the USS
Enterprise, an aircraft carrier on which the company founder, Jack Taylor,
served during World War II. In 2013, nearly 2,000 veterans and Reservists
launched careers with the company. Last year, the company updated its
military recruitment website with content from current employees who
are veterans. More than 10 percent of all employees are veterans. Enterprise
also has an online internal resource group for employees with military
experience. It has developed training tools about recruiting the military for
its talent acquisition team and hiring managers.
Apprenticeship
Training for Veterans
We Are Hiring
Local Drivers, & Regional - Company, and IC's
VA approved Apprenticeship Program
What We Have To Offer
Benefits package to include:
Disability Insurance
Life Insurance
Paid Vacations
Paid Holidays
Medical Insurance
401k
Dental Insurance
Vision Insurance
Weekly Time at Home
Assigned Equipment
No-Touch Freight
55% Drop and Hook
Career Advancement
www.epestransport.com
Epes Transport System Inc. (Greensboro, NC): Army veteran
Eddison Cyrus, a Driver Recruiter at Epes Transport System Inc., says
the company culture reflects military values of “high morale, integrity
and selfless service.” He adds, “Epes is constantly creating opportunities
for myself as well as other employees to go further in whatever career
path that they may choose.” Epes offers an apprenticeship program, in
which veterans can receive on-the-job training while receiving G.I. Bill
benefits. “Our goal last year was to increase our veteran hires, and we
succeeded by a 50 percent-plus growth,” says Melissa Nishan, Director
of Recruiting. In 2012, six percent of hires were veterans; by 2013, that
number had jumped to 12 percent.
www.exeloncorp.com/careers
Exelon Corp. (Chicago, IL): Exelon, one of the largest competitive
U.S. power generators, also has a powerful outreach to veterans. “The
company has 18 sites approved for the On-The-Job Training Program,
which allows veterans to learn a trade or skill,” says Griffin Goldin, Senior
Analyst, National and Strategic Programs. In 2014, Exelon attended 47
military recruiting events, and the company plans to increase the number
of events it attends this year. Exelon also targets military candidates for the
Cornerstone Program, a comprehensive developmental training initiative
for leadership personnel. The company’s military employee resource group,
Exelon Militaries Actively Connected, was instrumental in acquiring more
than 10 percent of new hires with military backgrounds in 2014.
3400 Edgefield Court
Greensboro, NC 27409
Phone 877-340-3888
www.epestransport.com
16
NEWS
www.fdmgroup.com
FDM Group (New York, NY): “FDM Group finds that a large number
of veterans possess a high aptitude for Information Technology,” says
Monica Hogan, U.S. Marketing Team Lead. In the FDM Academy, veterans
quickly learn and adapt to the technical systems and programs used by
a large number of FDM clients. Once trained, employees go onsite with
clients nationwide. FDM worked closely with the VA to review training
curriculum. As a result, eligible veterans are able to use generous
education support benefits (including their G.I. Bill) while receiving
intensive IT training. FDM sponsors organizations that include the
United War Veterans Council, Veterans on Wall Street, Army Week and
Wall Street Rocks for the Veterans.
www.frontier.com
Frontier Communications (Stamford, CT):
“Frontier Bootcamp is Frontier Communications’ specific training for
all Human Resources, recruiters and hiring managers when it comes to
bringing veterans on board,” says Gregg Barratt, AVP, Veterans Affairs.
Thirteen percent of Frontier’s workforce is former military. “In recruiting,
we emphasize our three pillars for Veterans Affairs: Recruitment and
Retention, Veteran Recognition, and Veteran Community Engagement,”
he says. The company supports veteran employees with a veteran intern
program, a veteran mentoring program (matching new employees with
existing Frontier veterans) and a work-at-home program for veterans and
military spouses for customer service roles. Frontier received numerous
ESGR awards throughout 2014 and is a member of the 100,000 Jobs Mission.
www.halfaker.com
Halfaker and Associates, LLC (Arlington,
VA): President Barack Obama recently
appointed Dawn Halfaker, CEO of Halfaker
and Associates, to the USO Board of
Governors. She is a retired Army CPT and
combat wounded veteran who started
her government contracting company in
2006. “Hiring veterans has always been a
priority for her,” says Tammi Cockerham,
Senior Technical Recruiter. One resource
that the company uses to locate veterans is
the Wounded Warrior Project, where Dawn
Halfaker is a board member. Halfaker has
also developed a Wounded Warrior Transition
Program, which has an important mentoring
component. “Halfaker identifies certain
positions within the company that would offer
a Wounded Warrior the challenging career
they desire,” Cockerham says.
www.hiltonworldwide.com/militarycareers
www.g4s.us
G4S Secure Solutions (USA) Inc. (Jupiter, FL):
G4S Secure Solutions offers expertise in analyzing
security needs for its clients. “As such, the company
has over 110 field offices across the United States and they all actively
recruit military personnel daily,” says May Zelner, Manager, Field Training
Services. Twenty-six percent of the workforce is former military, and the
company has hired more than 15,800 veterans since its commitment to the
White House’s Joining Forces initiative in August 2011. In addition, about
42 percent of the company’s “Custom Protection Officers,” who are an
elite group that have completed intensive training, are veterans. Veterans
can also tap the G4S Military Community, which offers networking
opportunities and mentoring support.
www.ge.com/veterans
GE (Fairfield, CT): GE has a long-standing tradition
of hiring military talent and made a public commitment
to hire 1,000 veterans per year for five years (between
2012-2016). It offers a GE Veterans Network, which
helps with the transition into the GE culture. GE is also known for its
world-class Junior Officer Leadership Program, a two-year rotational
program that provides structured training and mentoring support
to participants. They are immersed into a business through three
rotations lasting eight months each. “The company also supports
organizations such as the USO, DAV, ACP, Hiring our Heroes and
Ride to Recovery,” says Kris Urbauer, GE Program Manager, Military
Recruiting and Junior Officer Leadership Program.
www.groendyke.com/careers/military
Groendyke Transport (Enid, OK): “Groendyke
Transport hauls and handles highly volatile products, so
it takes a special type of individual possessing discipline,
attention to detail and composure under pressure and stress. These
characteristics align extremely well with our military personnel,” says Becky
Hodgen, Communications and Brand Manager. Twenty-eight percent of
total new hires in 2014 were veterans. Their CEO, John D. Groendyke, is a
former Army CPT. Through various partnerships, including the Chamber
Foundation’s Heroes to Hire, Groendyke attends military job fairs and has
brought on new managers. The company also sends a Christmas tree and
wreaths to all immediate families of employees who are serving on a base
stateside or who are deployed.
Hilton Worldwide (McLean, VA):
Operation: Opportunity is Hilton Worldwide’s
commitment to hire 10,000 veterans, spouses
and dependents by the end of 2018. “The
travel and tourism industry is predicted to
add 1.3 million jobs by 2020, and veterans
possess the unique skills necessary for
success in the hospitality sector,” says Melissa
Stirling, Director of Military Programs. So
far, Hilton Worldwide has hired more than
4,000 veterans. In 2014, Hilton embarked on
a Military Program Kickoff Tour to spread the
word about workplace opportunities. “These
aren’t just career fairs; they’re opportunities to
find out specific details about open positions
(and) talk to hiring managers,” Stirling says.
Hilton also has a Veterans Team Member
Resource Group with nearly 300 team
members in 164 locations.
www.jobs.net/jobs/humana-veterans
Humana Inc. (Louisville, KY): “Humana
has a strong history of hiring veterans and their
spouses. Many veterans also hold executive
positions,” says James Tongate, Veteran
Recruiter. To recruit, Humana maintains
relationships with local veteran employment
representatives, National Guard & Reserve
Units, Military TAP programs, colleges with
Student Veteran groups, professional military
organizations, ESGR and Veteran Service
Organizations. Humana also has a Veterans
Network Resource Group, which provides
professional development opportunities
such as resume writing skills and leadership
coaching, plus community volunteer
opportunities like placing flags on graves of
Veterans for Memorial Day. In addition, it
provides mentorship to newly hired veterans
and military spouses.
May/Jun 2015
May/Jun 2015
17
NEWS
Answer another call-of-duty.
Looking to turn your military service into a civilian career opportunity? You should look to Southern Company. Veterans
exemplify the values we strive for every day at Southern Company – teamwork, responsibility and a dedication to service.
Plus, the skills you acquired through your service are compatible to opportunities throughout our company, including jobs
in nuclear, IT, engineering, security and operations. Be a part of the only electric utility company in the U.S. that’s actively
developing all available resources to ensure our country’s energy security. Join Southern Company, where Energy, Innovation and Opportunity meet.
Considering your next move after service? Make it a power move and consider Southern Company.
www.southerncompany.com/military
© 2014 Southern Company
Alabama Power • Georgia Power • Gulf Power • Mississippi Power • Southern Company Generation
Southern Company Services • Southern Company Transmission • Southern Nuclear
Southern Power • Southern Telecom • SouthernLINC Wireless
SC-Military-CivilianJobsNews.indd 1
3/31/15 3:53 PM
18
NEWS
May/Jun 2015
www.intel.com/go/veterans
www.lq.com/military
Intel Corp. (Santa Clara, CA): “All new veteran
employees are offered Veteran Transition Resources
training, which assists their transition to civilian work,” says Kim
McLaughlin, Marketing Manager, External Relations. The company also
offers an American Veterans at Intel Employee Resource Group. Among
its activities, the group assists Intel in recruiting veterans and offers
supervisors training on how to best manage a veteran. Intel has more than
3,900 self-identified veteran employees. Intel attends several recruiting
events, including military base career fairs, Hiring Our Heroes career fairs,
state workforce employment agency veteran-focused career fairs, Marine
for Life, Soldier for Life and the Veteran MBA career fair. In addition, Intel
sources veterans at college campuses.
La Quinta Inns & Suites (Irving, TX): La Quinta
Inns & Suites has created an enterprise-wide
approach to embracing the military, specifically
military families. “Encompassing six pillars, our
effort starts with hiring veterans, military spouses and caregivers,” says
Derek Blake, Vice President, Marketing & Military Programs. La Quinta
focuses on providing portable jobs and careers for military families while
also offering flexibility and advancement opportunities. With more than
850 locations, the La Quinta Talent Acquisition team participates in U.S.
Chamber Hiring Our Heroes Job Fairs and Military Spouse Employment
Partnership’s Networking Events and Spouse-Specific Hiring Fairs,
conducting interviews on-site during the fairs. Each year for the past three
years, the company has more than doubled military hires.
www.jdogjunkremoval.com
www.leidos.com
JDog Franchises, LLC (Berwyn, PA): “JDog
Franchises is an exclusively veteran-branded
company and the only franchise concept for
veterans and family members,” says Erika
Land, Administrator. “Because of this, we have
extremely high visibility in the market. People want to know who we are, and
they talk about us,” Land says. The company is part of Greater Philadelphia
Veterans Network, AMVETS, Military Connections and Veterans Hired.
Wayne Turner, Regional Director of Operations and retired CW3, is the point
of contact for new veterans. The company also has a MajGen from the U.S.
Marine Corps on its Board of Directors. Seventy percent of new hires in the
past year were veterans.
Leidos (Reston, VA): Employees at science and technology company
Leidos support vital missions for the government and commercial sectors.
They defend the nation’s digital and physical infrastructure from “new
world” threats. Veterans have a focused, mission-oriented mindset, which
allows them to “hit the ground running and provide an immediate impact
to the program’s effectiveness and mission execution,” says Michael Bruni,
Talent Acquisition Manager, Mission Support Group. Fifteen percent of
employees are veterans. “We participate in over 100 transition events
annually and participate in military events and job fairs where we touch
hundreds of veterans each month,” he says. During the past six years,
Leidos has participated in more than 1,100 events.
www.johnsoncontrols.com
www.level3.com
Johnson Controls (Milwaukee, WI): Employees
at Johnson Controls create products and services
to optimize energy and operational efficiencies of buildings, lead-acid
automotive batteries and advanced batteries for hybrid and electric
vehicles, and interior systems for automobiles. “Veterans are needed for
everything ranging from IT and engineering positions, to supply chain
management, to accounting,” says Ray A. Cuttino, Military Recruiting
Program Specialist. The company is developing a guide covering the
hiring, onboarding and training of veterans. Last year, veterans made up
9.8 percent of all new hires. The company’s recruiting approach includes
using military placement firms, attending career fairs and maintaining a
presence at TAP/ACAP on military bases.
www.kccmaterials.com
Kenny Construction Company (Northbrook, IL): “Veterans possess
an ability to think through complications and develop solutions,” says
Dan Kobyra, Kenny Construction Logistics Manager. Their contribution
has allowed Kenny to “rise to the top of the Material Management
industry,” Kobyra says. Within the construction industry, many positions
require certifications, degrees or years of industry experience to even get
a foot in the door for interviews. The Logistics Solutions Team at Kenny
Construction Company has established an on-the-job training process to
convert veterans’ knowledge from active duty to the construction industry.
“We recognize the experience, intelligence and hardworking attitudes
of veterans and give them the opportunity to learn the industry with our
Logistics Solutions Team,” Kobyra says.
www.kraftcareers.com/veterans
Kraft Foods Group (Northfield, IL): Kraft Foods, in business since 1903,
has been hiring veterans for decades, but it stepped up its efforts in recent
years. “We have grown our internal education of employees to understand
how military experience adds value to our team. We have increased our
new employee veteran hiring from 2.1 percent in 2011 to six percent in 2014.
We are also researching new and creative ways to attract and train both
veterans and spouses,” says Tim Corrigan, Veteran Employment Outreach.
In 2014, Kraft launched a company-wide Veteran Employee Resource
Group, signed the ESGR Statement of Support, joined MSEP and worked
with veteran representatives in the states where it has a presence.
Level 3 Communications (Broomfield, CO):
Level 3 Communications is hiring veterans into its Operations Tech
Academy and IP Technical Academy. “Currently, we are aiming for
inclusion of 30 percent military veteran hires in our 2015 classes,” says Amy
Dietrich Director, Organization Development & Effectiveness. Veterans
who enter the Ops Tech Academy prepare for roles within North American
Operations in the areas of Field Operations, Planning, Access Management,
Managed Services, Service Management, Media Operations and Service
Delivery. Level 3 recruits directly at selected bases and also attends military
recruiting events through the recruit military network. The company is a
partner of Direct Employers, Recruit Military, LeaderQuest and several
Veteran Service Organizations.
www.lockheedmartinjobs.com/
military.aspx
Lockheed Martin Corp. (Bethesda, MD): Global security
and aerospace company Lockheed Martin has extensive veteran
outreach, with longstanding partnerships with such organizations as
Employment Partnership of the Armed Forces, Army Partnership for
Youth Success and the Military Spouse Employer Partnership, among
others. “It has redesigned a content-rich website for transitioning
veterans and has enhanced a military skills translator to help veterans
find appropriate positions,” says Teri Matzkin, Manager, Military
Relations and Strategic Sourcing. Military Relations Managers attend
approximately 200 military hiring events nationwide. In 2014, the
corporation held its third annual enterprise-wide Military Veterans
Leadership Forum, in which veteran senior leaders from all parts of the
enterprise met to drive veteran-related projects.
www.mantech.com
ManTech International Corp. (Fairfax, VA): In January 2013,
Humana hired 1,000 additional veterans and military spouses.
Total hires since the company’s original commitment in August
2011 reached 1,593 by the end of 2013, says Jay Brethen, Talent
Acquisition, Veteran & Military Spouse Programs. Humana attended
the December 2013 national conference for the Student Veterans of
America. “Our current area of focus is to attend Student Veteran
Chapter engagements and invite them to military career events
within our business markets,” Brethen says. Humana is a winner of
the Secretary of Defense’s Employee Support of the Guard, Reserve
Freedom Award for 2013, and was a finalist in 2012.
May/Jun 2015
19
NEWS
www.mmc.com/join-us/overview.html
Marsh & McLennan Companies (New York, NY): “Marsh & McLennan
Companies wants to hire 500 veterans by 2016,” says Edward Dunn,
Director of Military & Veterans Affairs. The company has grown its Veteran
Colleague Resource Group to more than 250 members in less than two
years. New employees joining the group are assigned a “buddy” peer
advisor. The company is putting a strategy in place to become one of the
top military hiring programs in the country based on Dunn’s experience
over the last several years when he was building the 100,000 Jobs Mission
for JPMorgan. With annual revenues of $13 billion, the global professional
services firm offers solutions in risk and strategy in more than 130 countries.
www.Safeway.com/careers
Safeway (Pleasanton, CA): JA combination of classroom,
independent study and on-the-job training prepares
veterans for careers in Safeway’s retail environment. “From our stores
to our corporate headquarters, and with positions ranging from Store
Management to IT to Manufacturing to Distribution, we offer location
transfer availability and careers that build your skills and your future,”
says Evan Proctor, Senior Military Recruiter. Proctor himself started
with Safeway in 2012 as an NCO 1 Assistant Manager and was steadily
promoted to military recruiter. JMOs and NCOs go through a six-to-ninemonth training program and are paired with skilled mentors. Once they
complete their paid training, they are promoted into the role for which
they were hired.
www.nabors.com
Nabors (Houston, TX and Hamilton, Bermuda): Nabors owns and
operates the world’s largest land-based drilling rig fleet and has one of the
largest well-servicing rig fleets in North America. “The company is working
to partner with over 200 military transition offices nationwide,” says R.J.
Maggard, Program Manager, Talent Acquisition. Prior to a hiring event,
Nabors is researching and targeting the local military population. “Hiring
managers will attend events with the program recruiters, which allows the
ability to conduct on the spot interviews and extend job offers,” he says.
Nabors has corporate policies in place supporting the National Guard and
Reserve related to drill and deployment requirements.
www.navyfederal.org/about/careers.php
www.schneiderjobs.com
Schneider (Green Bay, WI): “From traditional over the road routes to
opportunities in the Regional, Dedicated, Bulk Chemical, Expedited/
Team and Intermodal areas, Schneider plans to hire more than 25
percent of its drivers in 2015 from the veteran population,” says Janet
Bonkowski, PR Manager. The company is a key partner with the ARMY
EPO, PaYS, ESGR and the VETBIZ organizations, and is also involved
in Marine For Life programs and the 100,000 Jobs Mission. By the end
of 2015, Schneider plans to add more than 800 veterans into Schneider’s
VA-approved Apprenticeship Program. This is a unique, collaborative
program with the U.S. Department of Veterans Affairs that provides
on-the-job-training while veterans tap their G.I. Bill benefits.
www.southerncompany.com/military
Navy Federal Credit Union (Vienna, VA): For nearly 82 years, Navy
Federal has employed military-experienced talent to serve its military
members. Its 257 branches are primarily near a high concentration of
military personnel. In 2014, Navy Federal participated in numerous
job fairs, including Hiring our Heroes Job Fairs and the Warriors to the
Workforce Hiring Fair, both in Washington, DC. Navy Federal is one of the
first 30 organizations to partner with the Military Spouse Employment
Partnership to help spouses from all branches find jobs. Navy Federal also
offers various career development and educational programs, including
The Executive Development Program, a two-year curriculum to develop
employees for senior level positions.
Southern Company (Atlanta, GA):
Southern Company, an electric utility holding company, actively recruits
veterans for jobs at new and existing company facilities. “Those include
a cutting-edge integrated gasification combined cycle plant under
construction in Kemper County, MS, and the new nuclear power units in
development outside of Augusta, GA,” says Linda Sykes, Military Programs
Specialist. Southern Company annually participates in more than 30
military recruitment events, and through the Military Veterans in Power
employee resource group, the company provides support to veterans.
Seventeen percent of new hires in 2015 are veterans, Reservists or National
Guard members. Southern Company is a founding partner of the Troops to
Energy Jobs program, which tells veterans about energy jobs.
www.novonordisk-clayton.com
Novo Nordisk Pharmaceutical Industries
Inc. (Clayton, NC): With world headquarters
in Denmark, Novo Nordisk Pharmaceutical
Industries has more than 90 years of leadership
in diabetes care. It also has leading positions in hemophilia care, growth
hormone therapy and hormone replacement therapy. Many Process
Maintenance Technicians are veterans. “We have found their mechanical
and electrical background is extremely beneficial,” says Michelle Norris,
Talent Acquisition Coordinator. In 2014, 27 percent of new hires had
veteran status. Novo Nordisk provides military leave for active duty
reserves and has supported employees who faced deployment. The
company attends many career fairs and has also participated in the
Capital Area Workforce Development Board Military Round Table.
www.ryder.com/career/military-recruiting.aspx
Ryder System, Inc. (Miami, FL): Ryder provides transportation and
supply chain management products and is especially known for its
fleet of rental trucks. “We’re hiring veterans as diesel mechanics, CDL
truck drivers, logistics managers, customer service coordinators and
various warehouse positions,” says Patrick Pendergast, Senior Director,
Talent Acquisition. The company participates in the Hiring Our Heroes
campaign and has pledged to hire 2,000 additional veterans by the end
of 2017. In addition, it created a resource page for veterans who still
require their CDL and partnered with FastPort.com to mentor service
members. “We also are working hard to hire more female veterans in
2015, including partnering with Women in Trucking.Org,” Pendergast says.
www.southwest.com/html/about-southwest/
careers/index.html
Southwest Airlines (Dallas, TX): Southwest Airlines operates more
than 3,400 flights per day and has scheduled service to 93 destinations
across the United States. “We hire for all of these locations, as well as
for our corporate positions at our Headquarters in Dallas,” says Tina
Clanton, Senior Corporate Recruiter/Military Recruiting. The company
partners with the ArmyPaYS program, Marines for Life, ESGR and the
Texas Veterans Commission and attends Hiring Our Heroes events/
job fairs and Military MOJO job fairs and focus groups. This year, the
company will target veterans to participate in its Emerging Leadership
Development Program. Southwest also has a Manager in Training
Program, plus numerous other opportunities at a state-of-the-art
training facility.
20
NEWS
May/Jun 2015
www.sprint.jobs/content/military
www.ussecurityassociates.com
Sprint (Overland Park, KS): In 2014, the
Secretary of Defense nominated Sprint for the
Employer Support Freedom Award, given to employers for support of
National Guard and Reserve employees. “Sprint employs more than 1,500
veterans,” says Summer Dean, Talent Acquisition Supervisor. Sprint’s
involvement in national military organizations such as Business Executives
for National Security and Association of the United States Army helps
the company stay connected with potential future employees. Sprint’s
employee resource group called VETS - Veterans and Employees helping
others Through Sprint - has more than 940 active members. One of their
notable programs is the Deployed Associates Committee, which gathers
feedback from associates after deployments about their experience with
Sprint’s support.
U.S. Security Associates, Inc. (Roswell, GA): U.S.
Security Associates (USA) is a national security company
founded by a formal naval officer and is one of America’s
fastest growing security companies with revenues increasing from $900
million to $1.3 billion over the last three years. “Staffing requirements
at each office are constantly fluctuating as we continue to grow,” says
Ginger Dillard, Marketing Manager. In 2014, the company attended eight
RecruitMilitary job fairs and assorted Hiring Our Heroes and Military
Spouse job fairs, sponsored by the U.S. Chamber of Commerce. The
company has hired a record number of veterans since launching its
“Recruiting America’s Brave” military hiring campaign in 2012.
www.UP.jobs
www.sunbeltrentals.com
Sunbelt Rentals (Fort Mill, SC): “Sunbelt Rentals
focuses on attracting military service members by
being where they are,” says Shawn Leo, Regional
Recruiting Manager. The company attends workshops on base and assists
transition teams. It attends career fairs through multiple organizations
nationwide and partners with the Wounded Warrior Project/Warriors to
Work program. Sunbelt created “SBR Veteran Spotlight on Success,” which
highlights the success of a veteran employee each month. Sunbelt Rentals,
one of the largest equipment rental companies in the nation, offers clients
an extensive $4 billion equipment fleet for construction, power generation
and other jobs. New hires work with a seasoned professional, gaining
knowledge to be successful in their position.
www.geogroup.com/hiringheroes
The GEO Group, Inc. (Boca Raton, FL): Veteran hiring at The GEO Group,
Inc. has steadily risen since in the past four years, from 481 hires in 2011
to 717 hires in 2014. “GEO is rapidly growing, so the prospect for veterans
to be hired is excellent,” says Gina Larsen Manager, HR and Marketing. A
Military Job Translator on GEO’s website allows Veterans to plug in their
current rank/title and receive a matching job for their current position. The
company also posts jobs on more than 20 veteran-specific websites and
attends eight or more military recruiting events yearly. The GEO Group,
Inc. specializes in the design, financing, development and operation of
correctional, detention and community re-entry facilities around the globe.
Union Pacific (Omaha, NE):
Following the Civil War, thousands of veterans helped build the first
transcontinental railroad for Union Pacific. Today, veterans still play a key
role. “One in five employees has military experience,” says Amanda Treiber,
Sr. Marketing Specialist. Recruiting efforts involve a high-touch and hightech approach. A recently revamped website uses tools such as Military
Skills Translators and Notify Me options so candidates are alerted when
specific positions or locations they select are available. Recruiters attend
everything from Hiring Our Heroes to TAP events. Virtual career fairs also
allow for chatting about opportunities, even if soldiers are deployed. In
2014, 28 percent of total hires were veterans.
www.unitedrentals.com/en/ourcompany/careers/military-veterans
United Rentals, Inc. (Stamford, CT): “More than 1,300 veteran employees
possess skills needed by United Rentals, which provides construction
equipment rentals,” says Laura Zattola, Director, Human Resources,
Corporate Operations. The company offers a groundbreaking veteran workstudy program - Service to Employment Program - for Service Technicians.
Intensive technical training lasts 10 to 12 weeks, and successful graduates are
offered positions. United Rentals has also participated in the Be a Hero virtual
career fair, sponsored by Hire Disability solutions. Company policies comply
with the Uniformed Services Employment and Reemployment Rights Act of
1994 and other applicable federal, state or local laws. The company sponsors
Educated Canines Assisting with Disabilities, which focuses on providing
extraordinary dogs to injured veterans.
www.phoenix.edu/mil
www.tmctrans.com
TMC Transportation (Des Moines, IA): TMC Transportation is an
industry leader for its training and onboarding process. Since 2008, it has
offered a two-year, VA-approved Education Apprenticeship. “Our program
is longer than many in our industry, allowing veterans an easier transition
into their new civilian career,” says Cheryl Freauff, Driver Recruiting
Manager. In 2014, veterans made up 37 percent of new hires; they are 33
percent of the entire workforce. Eighty percent of job openings are for Class
A Drivers. TMC is a partner of the U.S. Chamber of Commerce’s Hiring
Our Heroes Program. It attends various military job fairs throughout the
county. TMC supports veterans’ organizations such as Wounded Warriors
and Toys for Tots.
University of Phoenix (Tempe, AZ):
“With advisors that speak the same language,
University of Phoenix military students feel understood as they work
towards their educational goals,” says Andrea Woods, Marketing Manager,
and Brian Weaver, Senior Manager, Talent Acquisition. In 2014, University
of Phoenix opened additional military-specific positions in San Diego to
better align with San Diego’s military population. Military-experienced
employees may also be hired at select University of Phoenix campus
locations in 36 states. The university has worked with the Severely Injured
Veterans Program (encompassing Operation Comfort in Texas; Soldier’s
Angels in Northern California; Armed Forces Foundation in Washington,
DC; and Heroes to Hometowns in Arizona). Full-tuition scholarships were
awarded to severely injured veterans.
www.aecom.com
www.triplecanopy.com
Triple Canopy, Inc. (Reston, VA): Founded
by U.S. Special Forces veterans, Triple Canopy
provides mission support, security and training services in support of the
U.S. federal government in high-risk, complex locations throughout the
world. “Due to the challenging scope of work we perform, Triple Canopy will
continue to seek military-experienced talent in 2015 to exceed the required
expectations of the U.S. government,” says Katy Pultz, Communications
Manager. Sixty-two percent of new hires in 2014 were veterans. Former
military personnel are in key leadership positions across the organization.
Triple Canopy utilizes many recruiting efforts to attract veterans, including
working with the Army Career and Alumni Program.
URS, an AECOM Company (Los Angeles, CA): URS, a leading provider
of engineering, construction and technical services, is now part of AECOM.
With nearly 100,000 people in more than 150 countries, the merged
corporation has the ability “to deliver more capabilities to more veterans
around the world,” says Kenneth L. Reese, Director, Talent Acquisition.
Reese is also a retired Army MSG. Whenever possible, the corporation
assigns newly hired veterans to mentors, including connecting mentors to
those with known physical and mental health disabilities. It also provides
training opportunities that are equitably accessible to disabled veterans.
Finally, a Veteran Recruiting Team establishes partnerships with local
Department of Labor Veteran Representatives and Military Transition
Offices throughout the country.
May/Jun 2015
21
NEWS
www.usaajobs.com
Why Join the
USAA (San Antonio, TX): “Like his predecessors, new
USAA CEO Stuart Parker, an Air Force veteran, has made
military hiring a top priority,” says Mike Kelly, Executive
Director, Military Advocacy. A mutual insurance company for military
members, USAA has grown to more than 27,000 employees, 24 percent of
whom are veterans. In 2014, more than 30 percent of all hires were veterans
and military spouses. Besides attending more than 50 military hiring
events, USAA also visits the Warrior and Family Support Center at Ft. Sam
Houston, Texas. Recruiters brief transitioning wounded warriors about
job searches. The company has a successful “cohort program,” in which it
trains groups of veterans and spouses who serve together.
Estes Team?
• Great schedules—Most
drivers are home daily
or every other day
• Competitive wages
www.werner.com
• Comprehensive
benefits
Werner Enterprises (Omaha, NE): Werner Enterprises is a freight
carrier and transportation and logistics company. In conjunction with
the White House, Werner pledged to hire 1,000 Veterans each year
for five continuous years starting in 2012. In December 2014, Werner
met and exceeded this goal, having hired 5,109 veterans. About 20
percent of the workforce is veterans. “Werner established the very
first apprenticeship program in its industry that focuses on veterans,”
says Rick Buchholz, Government Hiring Manager. Eligible veterans
who have G.I. Bill benefits can receive up to $14,215.20 of their taxfree benefits in addition to their Werner pay. More than 45 corporate
Werner Associates are trained to recruit and hire veterans.
• Growth opportunities
• Terrific work
environment
• Company stability
(Celebrating 80 years
of service!)
Positions Available!
• Drivers
(Class A CDL with
Hazmat and Doubles)
• Supervisors
• Dock
• Clerical
• Mechanics
(Power and Trailer)
www.westgateresorts.com/careers
Westgate Resorts (Orlando, FL):
Westgate Resorts has former military
personnel at all levels including C-level executives, resort management,
information technology professionals, engineering, call center leaders,
sales and marketing. “In fact, our Chief Operating Officer is a retired Air
Force Officer, and both our Chief Executive Officer and Chief Financial
Officer are former military,” says Clint Boldt, Executive Director of Team
Member Services Field Operations. In 2014, Westgate participated in
a variety of military job fairs, and 3.4 percent of new hires had military
experience. The company has given more than 2,000 free vacations in
the past two years to soldiers who have served in Iraq and Afghanistan.
Westgate has also donated to charities for wounded warriors.
Whelan Security (St. Louis, MO): Whelan Security is one of a
handful of companies in the contract security industry that has
significant experience servicing critical U.S. infrastructures. “Veterans
and their experience are valued where the company is responsible for
security operations and major contingency planning agreements,”
says Mark Porterfield, Senior Vice President and Chief Security Officer.
Whelan maintains a partnership with Employer Support for Guard
and Reserves and is registered with the Army Career Alumni Program.
Local branches partner with military bases, military career fairs and/
or career centers to attract talent. Whelan recruiters participated in
a social media campaign in December 2014 specifically targeting
members of the National Guard and Reserve Units.
www.xcelenergy.com/Company/Careers
Xcel Energy (Minneapolis, MN): In 2014, Xcel Energy, a major
electric and natural gas company, signed a National Statement of
Support with the ESGR. It participated in more than 30 veteran-specific
job fairs across the country, connecting with more than 4,000 job
seekers and more than 1,400 veteran applicants. “We also implemented
a robust social media marketing strategy to engage veterans all over
the country,” says Kynnie Martin, Senior Recruiter, Veterans and
Diversity (Martin was named a 2014 winner of the “Top 40 Under 40
Military” by CivilianJobs.com). Xcel Energy has implemented training
for transitioning veterans using curriculum called “Bring Your A Game
to Work,” which teaches veterans about their corporate culture.
© 2011 Estes Express Lines 07/11-0218
www.whelansecurity.com
Be sure to visit www.Work4Estes.com
for a complete list of positions available.
Toll-free recruitment line:
1-877-WRK4ESTES (1-877-975-4378)
Current
Operating
Area
AA/EOE
11-0218 110729 Estes Civilian Job Ad.indd 1
7/29/11 11:50 AM
22
NEWS
May/Jun 2015
United States Army Veteran Leads the Way
as Coverall Franchised Business Owner
Provided by our sponsor
T
he Story of Veteran and Coverall Franchised Business Owner, Martel Brown
“If you told me twenty years ago that
I’d own a business and work for myself,
I’d probably laugh,” said Martel Brown,
United States Army Veteran and former
infantry soldier.
Like many other military veterans, Brown
has a story to tell, one that includes a lifelong
relationship with the girl of his dreams, being
deployed overseas, the blessing of children
and grandchildren, and the chance to live
the American Dream as a business owner.
Everything he does, or has done, meets the
definition of commitment. After all, he spent
seven years in the Army, is coming up on 27
years of marriage and has been a business
owner for 15 years.
“My wife Tara and I met in fifth grade,” said
Martel. “We’ve been together ever since.”
This engrained sense of commitment stuck
with Martel as he and Tara continued their
journey through school and into adulthood.
That’s when Martel entered the United States
Army. It put him on a path, not only to his
future, but a future with his soon-to-be wife.
They progressed on the journey together,
at first with Martel overseas while Tara was
back home. After seven years of active duty,
the time had come to move forward, out of
the military and into the business world.
But what would he do? How would he make
the transition from veteran to new husband,
father and working man?
Fresh out of the service, Martel worked
part time for a friend who owned a franchised
commercial cleaning business. It was during
this time that he found the answer and before
long, realized he could do this on his own
with the right opportunity and support. He
found both in Coverall.
“I chose Coverall without hesitation,” said
Brown. “After researching other commercial
cleaning franchisors, I felt Coverall offered
more support and training with a smaller
investment.” He continued, “They also
offered a Veteran discount when other
franchisors didn’t.”
Today, along with his wife and business
partner, Brown relies on the dedication and
discipline he learned in the Army to help him
run his business, MTB Services LLC, based in
York, South Carolina.
“After 15 years in business, my wife and
I look back on the moment we realized we
could do this and laugh to ourselves – we
did it!”
Q: How has your military background
been of service to you as a business owner?
A: My military background has come
into play quite often. Owning a business is a
24/7 commitment. There are days you’d like
to have off, but being in the military taught
discipline, dedication and hard work. You
need all three to run a business.
Q: What advice would you give a fellow
veteran just starting their business?
A: Be patient. Learn everything you can
about the services you provide so you can
give your customers everything they need
to be fully satisfied. And always leave a good
impression no matter what. Small things like
this can help you earn new customers and
keep current ones.
Q: Would you recommend a Coverall
franchised business to your fellow veterans?
Why?
A: Yes, I would recommend Coverall to a
fellow veteran because Coverall is a veteran
friendly company. And it gives veteran
discounts for the start-up of a Coverall
franchised commercial cleaning business.
Military veteran today, business owner
tomorrow. You have what it takes. Call
800.537.3371 or visit www.coverall.com/
ownyourfuture today.
For 30 years, Coverall has been a leading
franchised brand in the commercial
cleaning industry. With more than 8,000
franchised business owners in 90 markets
across the globe, veterans from all branches
of the military have fulfilled their American
Dream as Coverall business owners.
Offer of Franchise made by prospectus only. See
Franchise Disclosure Document for details.
YOUR FUTURE STARTS NOW!
Be Your Own Boss.
Commercial Cleaning Franchised
Businesses available nationwide.
“A Coverall Franchised Business is a great move
for a transitioning veteran. The discipline I learned
from my military experience continues to
help me grow my business.”
– Cynthia Gaines, US Military Veteran
Coverall Franchised Business Owner
(not pictured in this advertisement)
Learn more today.
800.537.3371
As a Military-Friendly
Franchise, Coverall offers
Veterans a 10% Discount.*
© 2015 Coverall North America, Inc. This offer is made by prospectus only. See Franchise Disclosure Document for details.
*Qualified Veterans receive a 10% discount on the initial franchise fee on the purchase of a Coverall Franchised Business.
®
www.coverall.com
May/Jun 2015
NEWS
Do you want to
be in charge
of your own
future and be
your own boss?
Do you enjoy
working outside?
StoneMakers Academy can help
you easily attain these goals.
StoneMakers has developed innovative
ways to build and install water features,
retaining walls, fire pits and outdoor
living areas in half the time as
traditional methods.
For more information call Mark E. Spear at (603) 556-7670
There is no cost to go through training
for qualified veterans and StoneMakers
provides a grant to cover lodging and
travel expenses for each new
independent contractor.
Once licensed and certified you can
install StoneMakers outdoor living
features anywhere in the country.
23
24
May/Jun 2015
NEWS
Military Leadership in Action:
A Q&A with John Finneran of Capital One
J
ohn Finneran is General Counsel and
Corporate Secretary of Capital One
Financial Corporation, a diversified
Fortune 200 company and one of the
top ten banks in the United States based
on deposits, with one of the most widely
recognized brands in America. Mr.
Finneran is the senior legal advisor to
the Board of Directors and the senior
management of Capital One. He is a
key member of Capital One’s executive
team with broad responsibilities and
oversight over the activities of Capital
One’s Corporate Reputation and
Governance organization, including the
Legal Department, Government Affairs,
Regulatory Relations, Corporate Audit &
Security Services, and Corporate Affairs.
Mr. Finneran received his J.D. from
Georgetown University Law School and
served as an officer in the United States Navy.
To help commemorate the Most
Valuable Employers (MVE) for Military®
issue and Armed Forces Day, MTN caught
up with Mr. Finneran and asked him for
his advice for transitioning military and
veterans.
Capital One has become one of the
most respected financial businesses in
the world. What advice would you give to
a military service person transitioning
into a civilian career who is also
interested in entrepreneurship?
Innovation
and
entrepreneurial
thinking have been central to Capital One’s
business since day one, and they continue
to drive the company forward today.
Many veterans would make great
entrepreneurs. The military teaches you
a kind of self-reliance, and a willingness
to do whatever it takes to achieve your
goals. That sense of dedication, ambition,
resilience, and leadership skills are
essential, but there is a much more to
learn about the practicalities of running a
successful business. There are resources
and support systems available to help,
and I would encourage military men and
women to take the time to tap into all of the
tools that are at their disposal.
For example, Capital One has been
able to engage with hundreds of aspiring
entrepreneurs through our partnership
with Count Me In and our Women Veteran
Entrepreneur Corps (WVEC), a program
that helps women who have served to
start and grown their own businesses.
The goal of WVEC is to provide the tools,
mentorship and support systems that
aspiring business owners need. It has
been inspiring to see the creativity and
passion they’ve displayed for their work
and it has been gratifying to support this
important program and play a small role
in helping these women veterans achieve
their dreams.
Capital One has grown to be a leading
bank in just 20 years. What qualities
does Capital One look for in a successful
candidate to help propel it forward
another 20 years?
Every decision we make at Capital One
is driven by our core values, from how
we interact with our customers to the
people we hire to work at our corporate
offices and branches. We attract and hire
talented individuals who are committed
not only to demonstrating excellence in
their particular job functions each day,
but also to consistently doing the right
thing for their customers and colleagues.
As a company, we are also very futurefocused. We are consistently challenging
ourselves to innovate – offering new
products, services and technologies – and
we look for talented individuals who are
thinking about how they can challenge
themselves and continue to grow and
develop at Capital One over the course of
their careers.
Capital One earned a spot on our Most
Valuable Employers for Military list.
Thank you for your commitment to our
veterans. What does Capital One gain
from veteran employees within their
ranks?
As a longstanding supporter of our
military, Capital One, is privileged and
honored to have veterans from every
branch of service as colleagues, team
members and leaders throughout our
company. We know from firsthand
experience the value that our colleagues with
military experience bring to our business.
We find that military experience
gives our new “recruits” a head start
and provides a tremendous personal
foundation for success.
Hiring veterans makes great business
sense. We know that the skills and qualities
that made them outstanding assets in the
military – the strong work ethic, rigorous
discipline, the creativity to overcome
obstacles – are precisely the kinds of
qualities that can invigorate the American
workforce and drive businesses forward.
These are talented men and women and by
providing job opportunities and investing
in their success, the business community
and our country have a great deal to gain.
Do you have programs for veterans once
they join the Capital One team?
From the outset, our goal for all of our
associates has been to hire the best people
and give them the tools and support they
need to be great and our military hires are no
exception to that rule.
We go to great lengths to ensure that
veterans and military spouses are wellpositioned for success within the company
and have ample resources available to ease
the transition into the civilian workforce. We
have a talented team of associates who are
dedicated to support our military colleagues.
We also have very strong Military Network
comprised of associates who are veterans,
have a family member who serves, a spouse
or partner who is in the military, or associates
that are just interested in supporting
military-related causes. The Military
Network runs a series of programs within
the company to provide mentorship, career
guidance, encouragement, and support
for a variety of veteran and military family
needs. In addition, we created the Military
New Hire Transition Program, which uses
webinars, live instruction and one-on-one
conversations to position veterans for success
at Capital One. I am humbled to say that the
various programs and layers of support that
we offer to our veterans and those associates
who continue to serve in our military have
clearly made a great impact.
What advice would you offer military
seeking civilian employment today?
As a Navy veteran, I know first-hand the
obstacles returning veterans face as they
enter the civilian job market. Looking for a job
can be a daunting task for anyone, but add on
to that the challenge of translating military
skills and experience to a more traditional
job market, writing a resume that resonates
with civilian employers and a job search that
is already difficult – it can seem even harder.
First and foremost, I would tell any military
service member or veteran looking to join the
private sector to start the process with a sense
of confidence and pride. Know that the very
attributes that made for a successful military
career are precisely what civilian employers
are looking for in their new hires. Too often,
I’ve spoken to men and women who seem to
undervalue and undersell the amazing skills,
talents and qualities their military service
has helped them acquire. Secondly, I would
encourage military service members to be
thoughtful about their career plans. Be open
to new experiences, find an industry that
really excites you, and look for an employer
that values and celebrates what you bring to
the table.
Need a resume?
Make sure you stand out from your peers
Get a resume that best translates your military experience for civilian
hiring authorities. Backed by 20 years of military placement experience Companies have told us what they want to see on an ex-military resume.
Call 1-877-641-8318
to get started.
May/Jun 2015
25
NEWS
Are you looking for a company that values
INTEGRITY, LOYALTY & FAMILY? Do you want
to build your career keeping the general public
SAFE FROM HAZARDS they don’t know exist?
GeoStabilization International (GSI) is the premier geohazard
mitigation firm in the US and Canada. Our expertise, proprietary
tools, and worldwide partnerships allow us to repair virtually
any slope stability problem. We specialize in emergency landslide
repairs and rockfall mitigation using design/build contracting.
Military veteran applicants are highly encouraged. EOE.
We’ve Got Your Six
Finding your place after serving your country may seem tough. But your training has
made you resilient, adaptive and ready for your next move.
At Xcel Energy, we’re powering an energy future that requires your mission-driven skills,
discipline and integrity. And we’re backing you 100% with transition tools and personal
support from over 1,400 vets that work here. Make your move now.
Explore the possibilities today.
xcelenergy.com/Military
Visit our website www.geostabilization.com/career-opportunities
© 2015 Xcel Energy Inc.
5x6.625_HR-Vets_Civilian.indd 1
3/16/15 8:56 AM
RYDER HAS YOUR
NEXT MISSION!
Ryder, a Transportation and Logistics leader
and a “Most Valuable Employer” winner
since 2013, values veterans & welcomes
servicemembers across all ranks and specialties
who are seeking a satisfying civilian career
to explore our opportunities!
•
•
•
WE OFFER:
Competitive Pay and Benefits
Stock Purchase Plan and 401(k)
Extensive and Ongoing Training
RYDER IS PROUD TO PARTNER WITH
WOMEN IN TRUCKING
LEARN MORE HERE:
Call: 800.434.5080
www.ryder.com/military
Class A CDL w/9 months exp. | Ryder is an EEO Employer/Vet/Disabled. | 88M qualifies towards experience
Drug testing is a condition of employment.
26
NEWS
May/Jun 2015
Want To Work For an MVE?
Get There By Being an MVP!
competition will help you stand out.
career
coach’s
corner
by Tom Wolfe
Career Coach and Contributing Editor
A
s you read this issue of Military Transition
News, you will learn much about MVEs the Most Valuable Employers for separating
military personnel and veterans. Although
these organizations may be different when
it comes to their business models, best
practices, mission statements and corporate
culture, they share a special bond that makes
them unique among their competition - a
demonstrated appreciation for the workplace
talent offered by military personnel and a
proven track record of hiring and retaining
the best among that population. This
selectivity and acknowledgement earns them
that most valuable accolade. I congratulate
them for their support and commitment to
our servicemen and women.
You, the readership of this publication, are
likely to have or will soon develop a strong
appreciation for these MVEs, and many of
you might choose to obtain employment
with one of them. There are many ways to
pursue that goal, but all of those paths have
something in common - you must develop
a personal connection with someone who
works there. That is exactly what networking
is all about - finding that individual and
creating and fostering a relationship that
helps get your foot in the door. In my book,
OUT OF UNIFORM, I refer to that connection
as your Uncle Harry or Aunt Mary, and I
lay out seven different ways to find him or
her. One of the best is attending a job fair or
hiring event, such as the ones sponsored
by CivilianJobs.com or its parent company,
Bradley-Morris, Inc.
These events bring job seekers and hiring
companies together at convenient locations
all over the country. You would be wise to
make one or more of these affairs a part of
your overall career transition and job search
strategy. However, if you do so, I strongly
suggest you do everything in your power to
make sure you are one of the MVPs - Most
Valuable Prospects - in attendance.
To be that MVP, you must do more than
just show up. Yes, the companies are looking
for good people, but there are always more
good people than there are good jobs. You
will have stiff competition, and you need to
separate yourself from the crowd. Here are 10
ways to make that happen.
1. Research: Do your best to find out the
names of the hiring companies that will
be attending the event. Better yet, narrow
down the field by selecting the ones in which
you have the most interest. If the interviews
are pre-scheduled, then focus on those
companies. Do your homework. Research
them on the Internet, visit their web sites and
check them out on LinkedIn. Put in the work
before you show up. Doing more than your
2. Asking around: Although you may be new
to all of this, you are not a pioneer and you are
not alone. Seek out feedback from those who
have already gone down this road. Ask for
advice. What lessons-learned can they share
with you? What did they do that worked
well or not-so-well? Seek out guidance from
the organizers of the event. Look for tips on
military transition web sites and blogs. Put
your “G2” skills into action.
3. Empathy: Focusing on your wants and
needs is important, but so is having a sense
of what matters to the potential employers.
Be sensitive to their needs as well as yours.
Knowing their hot buttons and pressing
them will elevate their feelings about you.
4. Self-knowledge: Knowing as much as
possible about the companies and their
openings is critical. But no matter how
extensive that knowledge happens to be,
if you are not also in touch with yourself,
you are doomed to fail. All the knowledge
and empathy in the world will get you
nowhere without also knowing who you
are, what makes you tick, your strengths,
your weaknesses and what really matters
to you.
5. Time management: You have a limited
amount of time at the event. Use it wisely.
Doing the research mentioned above will
help you allot your time appropriately. If you
must stand in a line to speak with an employer,
then figure out in advance which lines you
really want to stand in. If the interviews are
pre-scheduled, then your time is already
allocated for you. Sometimes you will be told
that a particular employer has requested to
see you. That does not give you permission to
cut the line, but it does encourage you to put
that line high on your list.
6. Proper attire: Dress for the job you want,
not the job you have. In most cases this means
classic business attire, i.e., a business suit
with the appropriate accessories. Sometimes
this requirement is waived to make it more
convenient for military service members to
attend, in which case you will be told that it is
OK to show up in uniform. In any case, do not
guess! Check with the organizers of the event
to be sure.
7. Business cards: You will be collecting
business cards at the event, but will you also
be handing them out? Consider having some
made up. They don’t have to be expensive
or fancy. Include the basics: name, mailing
address, phone numbers and email. You
may also consider including your branch of
service and specialty, but don’t include rank
or pay-grade information. Possibly include a
picture. Due to some Department of Labor
restrictions, many companies will be unable
to accept your resume, instead sending you
to their web site to apply. However, those
same companies may be able to accept your
business card.
8. Appearance: This relates to the proper
attire mentioned above. Military personnel
are known for pride in personal appearance,
excellent grooming and physical fitness.
Do your best to live up to that expectation.
Haircut? Fingernails? Shoes shined?
Clothing fits properly?
have to schedule second-level interviews.
“Thank you/I am interested” notes might
be appropriate. Perhaps you were asked to
call, or provide additional information, or
apply online. Regardless, stay on top of the
paperwork, follow instructions, be timely
and communicate well.
9. Something extra: In theory, you and all
of your competition will do everything on
this list to enhance the chances of being the
MVP at the job fair or hiring event. Under
that premise, this all becomes a common
denominator, so now what? Do something
above and beyond, something no one else
thought to do. Here’s an example: Let’s say
you expect to interview with Home Depot.
In advance of the event, go visit one in your
town. Talk to the staff. Seek out the manager.
Let them know you are interested in working
for the company and you are prepping for
an interview. Ask questions. Gain insight.
Use this information and share the fact that
you did this during the interview. They will
probably be surprised and impressed.
Stir in some basic common sense,
courtesy, reasonable expectations and
self-confidence, and you’ll be well on your
way to an MVP award and a new career
with an MVE!
Thank you for your service and GOOD
HUNTING!
10. Follow-up: When the event is over your
work has just begun. There will be web
sites to visit and applications to complete.
There may be communication with
the sponsoring organization to receive
feedback from your interviews. You might
Tom Wolfe is a Career Coach, Columnist,
Author and Veteran and can be found at www.
out-of-uniform.com.
Join CivilianJobs.com on...
May/Jun 2015
NEWS
27
TRANSITIONING
FROM ACTIVE DUTY?
The Air Force Reserve offers great part-time opportunities for
people transitioning from active duty. It gives you the time and
financial support to further your education, or begin a civilian
career, while continuing your military service toward retirement. As
a Reservist, you can continue to do the extraordinary and maintain
the camaraderie experienced while serving in the military.
800-237-8279 • AFReserve.com/Continue
0131_CivJobNews_10.188x13.5.indd 1
8/5/14 11:36 AM
28
NEWS
May/Jun 2015
JDog Junk Removal:
A 4-Star Service Franchise
by Janet Farley,
Contributing Editor
Y
ou are a bold, audacious, risk-taking
warrior, and while you may not be
100% certain about what you want to do in
your next job, you’re quite certain you don’t
want to squander the years sitting behind
a desk and answering to someone else. If
this sounds like you, consider doing what
Army Reservist Roy Birdwell did last year in
Nashville, Tenn. Become your own boss as a
JDog Junk Removal franchisee.
JDog Junk Removal & Hauling, a rapidly
growing national company, is on a mission
to offer business ownership opportunities
to veterans and their family members.
JDog franchisees provide junk removal and
hauling services to both residential and
commercial customers, delivering service
the military way: with respect, integrity and
trust. The company believes that when given
the choice, the American public will always
choose to support a veteran business.
JDog sells franchises exclusively to military
veterans and their family members. Franchise
owners operate easily recognizable,
camouflage vehicles and trailers and wear
military-style uniforms.
JDog Junk Removal offers its business
owners a familiar sense of community that
can’t always be found in other franchises.
“It is a military family itself that is militaryfriendly and themed,” said Birdwell, who
adds that it offered him the career flexibility
he sought.
“Through my years in the Navy, the
National Guard, the Army Reserves and as
a civilian contractor in the Middle East, I’ve
spent a lot of time away from my own family.
Now that my son is in kindergarten, I want to
be at home as he grows up,” said Birdwell.
“It was also important for me to work in a
job that meant something to me personally.
I wanted a job where I could give back to the
community,” he added.
“Being a business owner gives me more
control over my time and, as a result, a better
quality of life,” observed Birdwell. “JDog
makes it easy for you to be a business owner.
If you follow the success plan they have
developed, you’ll do fine.”
According to Birdwell, those used to life in
and around the military have what it takes
to excel in business ownership. “I don’t have
any exact numbers on it, but I do know most
military members are self-motivated and
that’s what you have to be to make a franchise
successful,” said Birdwell.
Becoming a JDog Junk Removal
franchisee is relatively simple and may be
the right fit for you, your family members or
other veterans. “You pay an initial franchise
fee of about $25K. Of course, there are other
costs involved as well,” said Birdwell. “You
have to secure your business license and
insurance. You have to get a vehicle and a
trailer and then you have to get the vehicle
wrapped in vinyl advertising,” he said.
According to Birdwell, a reasonably set
fixed monthly royalty is paid to the franchise.
“This is unique. Other franchises want you
pay them a monthly percentage, usually 12%,
on your business profit,” said Birdwell.
That’s not the only way things are
different, either. “Unlike other businesses,
the individual franchisees are not in
competition with one another. We share
best practices with one another and help
each other,” said Birdwell.
New franchisee owners are provided one
week of intensive training at the corporate
headquarters in Philadelphia, Pa., and a
follow-up week of training is provided on
the new franchisee site shortly afterwards.
All JDog franchisees are also supported by
an experienced board of advisors, including
decorated military officers and business
professionals, who understand the unique
attributes and qualifications of veterans.
Birdwell advises you to think carefully
about your civilian job after the military.
“Find what works for you. Start by figuring
out what you’re trying to accomplish,” said
Birdwell. “Look at others in similar situations.
Based on how things are going for them, can
you see where you might be 10, 15 or 20 years
down the line doing the same thing?”
The bottom line is simple, according to
Birdwell. “If you don’t enjoy doing your job,
it’s not worth it. You can always find a job
making decent money but will it allow you to
have a life, too?” he said.
To learn more about the advantages
of joining the JDog Movement, visit
www.jdogjunkremoval.com.
Janet Farley is a workplace and careers
strategist and the author of several job
search books, including Quick Military
Transition Guide: Seven Steps to Landing a
Civilian Job (Jist/EMC, 2013). Follow her on
Twitter @mil2civguide for news you can use
in your own transition.
Build your career with Eaton,
and build power management solutions that
keep the world moving more efficiently,
reliably and safely.
If you are searching for a career with a company that values the training and experience that veterans bring, then Eaton is
your ideal company. Military professionals at Eaton are part of an organization that focuses on providing power management
solutions to global customers while doing business right.
Search and apply at www.eaton.com/MilitaryCareers
Eaton is a global power management company. We help customers manage
power, so buildings, airplanes, trucks, cars, machinery and entire businesses
can do more while consuming less energy. As an integrated global company,
we are unified in our commitment to powering business worldwide.
Eaton is an Equal Opportunity & Affirmative Action Employer, minority/female/
disabled/protected veteran.
May/Jun 2015
NEWS
Read this issue online now at Online.MilitaryTransitionNews.com
29
30
NEWS
May/Jun 2015
Job Fair
Calendar
Date:
Location: Sponsor:
May 5, 2015
Ft. Benning, GA Job Fair 10 a.m. - 2 p.m.
Benning Conference Center
CivilianJobs.com (866) 801-4418
Date:
Location: Sponsor:
May 5, 2015
VA Beach Career Fair 1 p.m. - 4 p.m.
Stratford University;
555 S. Independence Blvd.
POC: Janet Giles, Jobzone www.JobZoneOnline.com (434) 263-5102 or
(540) 226-1473 -
[email protected]
Date: May 6, 2015
Location: Ft. Leonard Wood,
MO Transition Summit 10 a.m. - 4 p.m.
Nutter Field House
Sponsor: POC:
[email protected]
Date: May 6, 2015
Location: Ft. Campbell, KY
Weekly Job Fair 9 a.m. to 3 p.m.
Soldier For Life Center
Sponsor: POC: Sean Solorzano,
[email protected]
(270) 798-6507
Date: May 6, 2015
Location: Ft. Knox Employer Day 10 a.m. - 12 p.m.
Bldg. 1378; 70 Pershing Dr.
Sponsor: POC: Frank Johnston, TSM,
[email protected]
(502) 624-2627
Date:
Location: Sponsor:
May 14, 2015
Belvoir-Springfield VA Job Fair
10 a.m. - 2 p.m.
American Legion Post 176;
6520 Amherst Ave.
POC: Janet Giles, Jobzone www.JobZoneOnline.com (434) 263-5102 or
(540) 226-1473 -
[email protected]
Date: May 21, 2015
Location: Hunter AAF, GA
Spring Job Fair
10 a.m. - 2 p.m.
Tominac Fitness Center;
314 Billy Mitchell Blvd.,
Bldg. 919 Hunter AAF, GA
Sponsor: POC: Kathleen Heneise,
[email protected]
Date: May 22, 2015
Location: Ft. Carson, CO
Military Veterans Employment
EXPO - 10 a.m. - 2 p.m.
Freedom Financial Center;
N. Nevada Ave.
Sponsor: POC: Lyle Dickason,
[email protected]
Date:
Location: May 27, 2015
Ft. Polk, LA Job Fair
10 a.m. - 1 p.m.
7438 California Ave.,
Bldg. 4275
Sponsor: POC: Tami Culbreath,
(Cont.) [email protected]
(337) 531-1594
Date:
Location: Sponsor:
June 6, 2015
West Point, NY Mini Job Fair
Employer Networking Event 11 a.m. - 1 p.m.
ACS Bldg. 622
POC: Rachel Coleman SFL TAP - (845) 938-0634;
Ellen Stoneham ACS (845) 938-5658
Date: June 8, 2015
Location: Ft. Hood SFL - TAP Mini Job
Fair - 9 a.m. - 1 p.m.
Oveta Culp Hobby Soldier &
Family Readiness Center;
Bldg. 18000
Sponsor: POC: Robert Schumacher;
[email protected]
(254) 288-0827
Date: June 11, 2015
Location: Ft. Bliss, TX SFL - TAP Mini
Career Fair - 8 a.m. - 1 p.m.
Center Bldg. 503A,
1st Floor Open Area;
Pershing Road
Sponsor: POC: Zulemma Carranza,
M.A./LNO,
[email protected]
(915) 568-4210
Date:
Location: Sponsor: June 17, 2015
Ft. Knox - 10 a.m. - 2 p.m. Saber and Quill
CivilianJobs.com (866) 801-4418
Date: June 17, 2015
Location: Ft. Lee, VA Job Fair
10 a.m. - 2 p.m.
The Regimental Club;
2609 C Ave.
Sponsor: POC: Jasmine Byrne,
[email protected]
(804) 765-7601
Date:
Location: Sponsor: June 24, 2015
Ft. Sill - 10 a.m. - 2 p.m. Patriot Club
CivilianJobs.com (866) 801-4418
Date:
Location: Sponsor:
July 22, 2015
Norfolk, VA 10 a.m. - 2 p.m.
Ted Constant
Convocation Center
CivilianJobs.com (866) 801-4418
Date:
Location: Sponsor:
July 23, 2015
Fredericksburg Expo
Center and Conference
Center - 3 p.m. - 7 p.m.
2371 Carl D. Silver Pkwy.
POC: Janet Giles, Jobzone www.JobZoneOnline.com (434) 263-5102 or
(540) 226-1473 -
Bradley-Morris, Inc. (BMI) is the largest
military-focused recruiting firm in the U.S.
that for over 20 years has specialized in
placing prior military job seekers with
Fortune 1000 companies.
CivilianJobs.com helps
military-friendly companies who
actively recruit candidates from
the military by offering cost-effective and customized
solutions to meet their hiring
needs.
NEWS
Military Transition News is a
bi-monthly publication providing
military job seekers with relevant
career and transition advice. It is
distributed in print and online to
over 500 military bases.
MilitaryResumes.com provides
professional resume writing and
consulting services for transitioning
military, veterans, and their spouses
seeking a civilian or federal career.
Essential Events and Travel, Inc.
provides expert event planning
services for corporate events and
meetings. We excel in managing
specialized events.
HireMilitaryBlog.com is a blog
dedicated to educating and assisting
employers (HR Recruiters) with
sourcing and hiring candidates with
prior-military experience.
[email protected]
MilitaryTransition.com is a blog devoted to
providing transition assistance information
and tools to service members transitioning
from the military to a civilian career.
LARGEST MILITARY FOOTPRINT
For more job fair dates and locations, go to CivilianJobs.com
May/Jun 2015
31
NEWS
HELPING YOU GO FROM BOOTS TO SUITS!
Navy Federal actively recruits candidates with military experience and helps
them transition from Active Duty to active careers. That’s one reason we made
Military Transition News’ 2015 Most Valuable Employer List.
Check out our career opportunities at navyfederal.org.
Federally insured by NCUA. Navy Federal Credit Union values, celebrates, and enacts diversity in the workplace, EOE M/F/D/V. © 2015 Navy Federal NFCU 13273 (3-15)
13273_MilitaryTransistionMagMVEmployerAwardAd_415.indd 1
3/31/15 3:46 PM
May/Jun 2015
L21413_1b.ai
03.05.15
32
NEWS
revised ADP81578C-00-x1a.pdf