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U.S. Department of LaborEmployment Workshop
Transition from Military to Civilian Workplace
Welcome
• Logistics• Class expectations• Prerequisites
– Pre-separation Counseling– MOC Crosswalk– Personal Finance
• Recommended items:– VMET, Career Interest Inventory Results, 12-month budget,
Resumes, Performance Appraisals, Awards, etc.
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DOL Employment Workshop
In the next three days we will learn how to navigate the job search process, write resumes, network and interview.
The participant manual and the electronic documents created in this workshop are “living documents” which can be updated on a continuing basis.
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Section 1Foundations of a Successful
Transition
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Career Preparation
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A successful transition and starting a new career with a good job takes time and diligent work
You must approach it like any military operation• Determine mission and objective(s) • Gather intel • Determine logistics resources and requirements • Identify resources and/or training shortfalls• Develop primary, alternate, and tertiary plans• Integrate assets and resources• Establish timelines• Conduct rehearsals
The Principles of Getting a Job
• Think like an employer• Identify the skills you can contribute • Discover, research, and connect with
employment opportunities • Develop and deliver self-marketing messages
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Succeeding in a Civilian Workplace
Challenges when transitioning from the military to a civilian work environment include: • The need to market yourself to get your next job • Learning the culture and unwritten rules in order
to fit in and succeed• The loss of the “safety net” you have enjoyed in
the military
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Corporate Structures
• Functional organization
• Divisional organization
• Matrix organization
Inside the Employer’s Mind
Impacts hiring decision makers care about:– How you’ve delivered results in the past, and how
you can deliver them in the future– Attracting and keeping more customers– Increasing operational excellence– Boosting team member performance– Improving organizational strategy
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Personal Priorities of Hiring Decision Makers
“Will you reduce the number and severity of hassles I must deal with?”Will you be reliable? Will you be a team player?Are you willing and able to learn?
“Will you help me and your co-workers achieve our goals?”
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Customer-Oriented Focus
• Satisfy the needs of internal and external customers.
• If you did NOT perform your assigned tasks, who would be negatively affected?
• Who does benefit when you perform your task?
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Paths to Employment
• Compete for advertised vacancies
• Pursue unadvertised openings
• Persuade employer to make a “Talent Hire”
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Advertised Jobs
• Smaller supply of advertised positions
• High competition for advertised jobs
• Applicant tracking systems
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Unadvertised Jobs
• Less competition
• Improved chances
• Better odds of getting an interview
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Talent Hires
• Value-added work
• Add new capabilities
• Upgrade the quality of workforce
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Section 2Identify Your Skills and
Values
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Transferable Skills
• Skills are transferable—meaning they can be used in almost any career field.
• Think about and begin to use terms a particular employer would use when translating military terminology.
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The STAR Method
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Translating Military to Civilian
• Think like an employer: if they can’t understand your skills, you may not get noticed.
• Always speak the language a potential employer can understand.
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Employment History Outline
Michael Cook135 Oak Street, Eastport, MD 21111
(301) 555-5555 [email protected]
U.S. Army, December 20XX – Present• March 20XX – Present: Fort Campbell, KY
– Team leader– Expert Infantry Instructor and Test Evaluator– Conventional warfare training with 5th Special Forces Group
• March 20XX – March 20XX: deployed to Afghanistan– Team leader– Expert Infantry instructor and test evaluator– Sniper …
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Preferences and Values Understanding these factors will help you focus your
job search efforts on the occupations, jobs, and employers that will provide you with the most
satisfying career.
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Skills
Preferences
Values
Preferences
Skills Values
Section 3Identify Employment
Opportunities
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Networking
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Networking
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Sources
Recommenders
Hiring decision makers
Linkers
Provide inside information
Can introduce you to others Connect you to decision makers
Directly involved in hiring
Social Media
Strengthen your job search by utilizing three of the leading social media tools: • LinkedIn• Facebook• Twitter
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Social Media
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LinkedIn• Build a online professional identity through a digital
profile• Build a professional network of sources,
recommenders, hiring decision makers & linkers • Build a professional career by gaining access to
advertised & unadvertised job opportunities• Build professional skills by accessing 4,000+ online
business, technical & creative courses
Social MediaLinkedIn Digital Profile
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1. Professional Summary2. Professional Experience3. Education, Skills,
Certifications, Awards
1. Professional Photo2. Professional Headline3. Professional Industry
Social MediaLinkedIn Professional Network
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1. Connect w/ Members
2. Join Groups
400 million professional members
2 million self-identified US military & veteran members
Veteran Mentor Network Group for every branch of
military service & profession
Social MediaLinkedIn Job Postings
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5 Million Jobs Worldwide:Search By:
Industry
Location
Company
Job Title
Keyword
Function
Salary
Social Media
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Free Premium LinkedIn Subscriptions
1yr Free Offers: LinkedIn Premium
Job Seeker Subscription
Lynda.com Online Learning
“LinkedIn For Veterans” Tutorial Video
Other Tips, Tricks & Personalized Content
https://veterans.linkedin.com
Social Media
Facebook Invite and enable
family, friends and personal connections to assist with your job search
If employers you are targeting have a Facebook site, “Like” them and follow their sites
Ensure your Facebook content does not hurt your job search
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Social Media
Twitter• Follow and reply to
the “tweets” of companies or hiring decision makers you are targeting
• Participate in relevant chats and forums
• Connect with people before a face-to-face networking event
• Include relevant work experience in your account profile
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Social Media
Ensure your digital presence does not hurt your job search:• Monitor yourself via Google• Remove questionable content• Modify privacy settings to restrict access
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Professional Introduction
1. Set the stage
2. “No Brag”
3. Skills and/or contributions
4. Goal
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Career Research
• Why research careers?• Conduct fact-finding calls• Keep good records
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Researching SalariesDetermining typical salary ranges –
Average salaries or salary ranges for particular job titles:• Salary.com: www.salary.com• Salary Expert: www.salaryexpert.com
Provides salary information for actual positions within local companies• Glassdoor: www.glassdoor.com
Section 4Focus Your Search
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American Job Centers
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• The American Job Centers (AJC) are the centerpiece of veterans’ employment services across the nation.
• With 2,500 AJCs nationwide, Transitioning Service Members, veterans, and military spouses have access to a vast network of resources to address their personal employment and training needs.
• From resume writing, developing networking skills to preparing for interviews, specialists at each AJC offer one-on-one, personalized service to help transition you to a successful career.
One-on-One Service in Your Local Community
American Job Centers
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One-on-One Service in Your Local Community
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• Veterans receive priority of service for all Department of Labor employment and job-training programs at AJCs
• Post-9/11 Era Veterans are eligible to receive Gold Card services (6 months) to include:
• Job readiness assessments, including interviews and testing • Development of an Individual Development Plan (IDP)• Career guidance through group or individual counseling that helps Veterans in
making training and career decisions• Labor market, occupational, and skills transferability information that informs
educational, training, and occupational decisions• Referral to job banks, job portals, and job openings• Referral to employers and registered apprenticeship sponsors• Referral to training opportunities• Monthly follow-up by an assigned case manager for up to six months
DOL serves approximately 14 million jobseekers annually, including nearly 1 million Veterans.
American Job CentersOne-on-One Service in Your Local Community
The Gold Card Initiative
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American Job CentersConnecting Workers and Employers
in the Local Job Market
Job Seekers
Education/Training Institutions
Employers
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American Job CentersOne-on-One Service In Your Local Community
DoD SkillBridgeThe DoD SkillBridge initiative promotes the civilian job training authority
available for transitioning military Service members. Service members meeting certain qualifications can participate in civilian job and employment training,
including apprenticeships and internships.
www.dodskillbridge.com
ApprenticeshipOJT /
Internships
DoD can use the SkillBridge program to connect to DOL programs alreadyin place and funded to facilitate transitioning Servicemembers’ success.
Licensing andCertification
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National Labor ExchangeThe National Labor Exchange (NLx) is a unique public/private partnership that leverages private (non-profit-owned) technology and existing state workforce development agency resources.
• The NLx collects openings only from three types of sources: corporate job sites, state job banks, and USAjobs.gov
• The NLx indexes and refreshes job feeds daily
• The NLx staff validates each participating employer
Apprenticeships
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• Apprenticeship training is completed while working for an employer.
• GI Bill Eligible Veterans pursuing training under an apprenticeship program will receive a monthly housing allowance (MHA) in addition to their apprenticeship wages.
• Occupations include traditional trade “hardhat” careers but also include “white collar” careers in the healthcare or financial industries as well.
Find an Apprenticeship Program
87% of apprentices are employed after completing their programs, with an average starting wage above $50,000
www.doleta.gov/oa/veterans.cfm
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Find an Apprenticeship Programwww.careeronestop.org/toolkit/training/find-apprenticeships.aspx
87% of apprentices are employed after completing their programs, with an average starting wage above $50,000 56
Short-TermTraining Opportunities
Usually includes programs that last for two years or less and can include:
Certificate programso Provides specialized trainingo Many community and technical colleges offer short-term training
Certificationso May take a test to prove you have certain skillso May be used to enter an occupation or advance in the current oneo Offered by national organizations that specialize in particular fields or
technologies
Licenseso Some occupations require workers to obtain a license in order to hold a job
in that field. o Health care careers, such as dental assistants and emergency medical
technicians 57
Short-TermTraining Opportunitieswww.careeronestop.org/FindTraining/find-training.aspx
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Section 5Market Yourself
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What is a Resume?
• A resume is your marketing tool• It identifies your objectives, experience, and
accomplishments• It provides the reader with information that can
demonstrate where your career is heading, or what your future goals are
• It is about how you accomplished your duties at those jobs, your skills, how successful you were, about your performance, and where you are heading with your career; in essence it is about YOU.
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Master Resume
• A detailed, chronological listing of all military and civilian work experience, training, and education.
• Include the skills that you learned and developed in your work experience.
• Detailed information in an Employment History Outline makes it easier to write a resume.
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Targeted Resume
• A targeted resume focuses on a specific job opening.
• Is written to highlight the skills and experiences relevant to a particular position.
• Will be edited or rewritten for each job the candidate applies to.
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Resumes Styles
• Chronological• Functional• Combination
Resumes can be general purpose or targeted.
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Resume Format
• Professional style• Visually appealing• Adequate white space• Easily identifiable sections• Widely recognized font (keep it simple!)
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Sections of a Resume
1. Contact Information2. Career/Job Objective Statement (optional)3. Summary of Qualifications4. Work Experience & Accomplishments5. Education/Training
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Contact InformationJanis Jenkins
123 Pearl StreetRockville, Maryland 12345
(301) [email protected]
-or-Janis Jenkins
123 Pearl Street • Rockville, Maryland • 54321(301) 555-1111 • [email protected]
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Career/Objective Statement
Well-written objective statements are:• Concise, short, and to the point• Answer the question “For which position are you
applying?”• List the specific job and company to which you are
applying
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Summary of Qualifications
A short paragraph used to highlight key words and marketable skills/experience, and recaps what you can offer, including:• Specific knowledge, talent or education that “ties”
you to your career interest• Self-management skills• Work attributes• Soft skills
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Experience&Accomplishments
• Think like an employer• Use STAR statements• Begin with an action verb• Avoid “Responsible for”• Quantify results: use numbers, percentages,
statistics, and examples• Avoid personal pronouns (I, me, my…)
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Education and Training
• List most recent first• Include certifications, licenses, and training relevant
to job• Depending on your background and the job for
which you’re applying, Education & Training might be placed above Experience or Employment History on your resume.
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Cover Letters
Introduce yourself and sell the employer on how well your specific skills, abilities, and attributes match the organization’s needs.
The one page cover letter should:• Tell the reader why you are writing• Connect the dots between what the company needs and
what you can offer• Offer a confident closing and establish a follow-up plan
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Professional References
You should have 4-6 professional references ready to provide to an employer• Professional vs. Personal References• Getting Permission• Current Contact Information
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Section 6Federal Hiring
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Federal Civil Service
Comprised of 3 Distinct Services:• Competitive Service• Excepted Service• Senior Executive Service
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Veterans’ Preference
• Does not guarantee Veterans a job, but confers preference over other applicants
• Not all Veterans receive preference
• You must have been discharged or released from active duty under honorable conditions
• Retirees are not included unless a you are a disabled Veteran or retired below rank equivalent of 0-4
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Veterans’ Preference
• 0-point preference eligible Veteran
• 5-point preference eligible Veteran– TP
• 10 point preference eligible Veteran– CPS
– CP
– XP
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Veterans’ PreferenceCategory Rating in the Competitive Service
Special Hiring Authorities for Veterans
• Veterans Recruitment Appointment (VRA) allows agencies to appoint eligible veterans without competition
• Veterans Employment Opportunity Act (VEOA) gives Veterans “status” to apply for Merit Promotion Announcements
• 30% or More Disabled Veteran Appointment
Job Classifications
Wage Grade (WG 1-15)• Hourly positions with benefits • Considered blue collar jobs
General Schedule (GS 1-15)• Salaried positions with benefits• Considered white collar jobs
Veterans Employment Initiative
Established Veterans Employment Program Offices in 24 Federal Agencies
www.fedshirevets.gov
Finding Jobs
• The Federal Government’s official source for federal job listings
• Allows you to apply for the job online
• Individual Agency Websites - Complete listing can be found at: https://www.usa.gov/federal-agencies/a
• Feds Hire Vets Facebook and Twitter site
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www.USAJOBS.gov
Application Procedures
• Read vacancy announcement and ensure you meet the criteria before applying.
• Pay careful attention to the directions for applying for each position.
• You can follow up with the agency point of contact listed in the vacancy announcement to check the status of your application.
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Federal Resume Writing Tips
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• Preferred method: Use the Resume Builder at USAJOBS.gov
• Federal resumes are longer and more detailed than a civilian resume
• For each position you held, include:– Salary– Supervisor and his/her contact information– Hours worked
Federal Interviews
• Often include behavioral questions • Many agencies use panel interviews • Review the vacancy announcement before the
interview, and practice answering questions that you anticipate will be asked, based on the announcement.
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Getting the Offer and Negotiating
If selected, you will be notified by the agency’s HR department. You may be able to negotiate:
• Salary• Leave / Vacation • Your starting date• Relocation incentives or expenses, or Recruiting
incentives • Expenses to defray the cost of your first civil service
move
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To Learn More
The Office of Personnel Management (OPM) has developed an online module to help you further explore federal employment. You can access it at a number of sites:• FedsHireVets
www.fedshirevets.gov• JKO – Joint Knowledge Online
http://jko.jten.mil/ • DOL VETS
www.dol.gov/vets86
Section 7Creating Online Profiles
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LinkedIn Profile
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• Create a professional profile for employers to review • Research companies and decision makers • Join and participate in relevant groups• Connect with potential linkers, sources, recommenders, and hiring decision makers
Sections of a LinkedIn Profile
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1. Professional Photo2. Professional Headline3. Professional Industry
Social Media
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Inserting New Information Updating Existing Information
Social Media
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LinkedIn Groups
Social Media
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Job Postings
LinkedIn Profile Building
1. Sign up for a basic (free) LinkedIn account 2. Take a profile picture (ask a classmate)3. Work on headline and summary4. Enter experience section
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Section 8 Interviewing
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Stages of an Interview
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Introduction Employer Questions
Candidate Questions Closing
Dressing for an Interview
First impressions matter….Make sure you are dressed appropriately for the position that you would like to have!
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Different Types of Interviews
• Face-to-Face• Panel or Committee• Meal• Group• Stress• Phone• Video/Teleconference
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Interview Questions
• Traditional – Broad-based
• Behavioral – Descriptions about how you have behaved in the past– More probing and more specific
• Hypothetical or Situational – A scenario that could happen
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Common Interview Questions
• Tell me about yourself.• Why are you leaving your current position?• What do you know about our company?• Why are you interested in this position?• What are two of your most significant strengths?• What do you consider your most significant
weakness?• If I asked your most recent supervisor about you,
what would s/he tell me?99
Answering Interview Questions
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Mock Interview
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Section 9Follow Up After the
Interview
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Follow Up
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1. Always say thank you2. Evaluate the interview3. Evaluate job offers4. Use checklists
Compensation Package
Pay– Primary means of
compensation
Benefits– Medical Insurance– Dental Insurance– Vision Insurance– Tuition Assistance
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– 401(K) or Retirement Plans– Stock or Equity– Profit Sharing– Transportation Allowance
Communicate your decision
There are a few choices you can make when you receive a job offer. You can:
• Accept the offer • Reject the offer• Request delay of the decision
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Negotiate the offer
Before you decide to negotiate, you have to make some decisions.• Is there a serious issue?• The employer may withdraw the offer or may not
be able to change it• Research the salary range, if possible before the
interview
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Wrap-up
• Expectations Met• Questions or Comments?• Evaluations: https://www.dmdc.osd.mil/tgpsp
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