Read this issue of Civilian Job News online NOW: Online.CivilianJobNews.com
The Essential Military-to-Civilian Transition Resource
Match up! Finding the company that’s right for you. by Carolyn Heinze, Contributing Editor
he reality is that we spend the bulk of our waking hours at work. If we enjoy our work, and the organizations for which we perform that work, we will be better professionals, spouses, friends and people in general while we are earning a living. That is why taking the time to find the civilian career that is right for you is so important. “You don’t know how different an organization is going to be from the military until you get there and realize, ‘I don’t like this,’” said Emily King, vice president, Military Transitions, a division of The Buller Group, LLC, a consulting firm in Herndon, Va., and author of “Recruiting, Managing and Retaining Veterans” (AMACOM, 2012). “The problem is that a lot of times people misattribute those differences to a particular company, when in reality the differences they experience are probably going to be similar, regardless of where they work. It’s the difference between military culture and civilian culture.” That said, it doesn’t mean that you won’t meet your match. “The first thing is to recognize that fit is a component,” King said. “When you join a civilian organization for the first time, you have the choice of whether you stay or go when you want to.” As you well know, you can leave the military, too… when your contract is up. In the civilian world, you’re the boss – even when you have a boss.
On a practical level, this means that transitioning veterans must grant themselves the power to seek out companies where there is genuine interest. “It comes down to passion,” said FrontLine Transitions President Kathy Malone, a military transition expert and a transition coach based in Albuquerque, N.M. In the end, she says, your passion and core values will count much more in finding the best fit than your skills and experience. Ask yourself: What am I passionate about? What is important to me? What do I value? Then go and find a company that shares those values and that passion. “It will make it less stressful, there will be more opportunities for promotion, for productivity, there will be more joy in your life and you won’t dread going to work every day.” It’s likely that you will also be more successful in your job, and your career. Asking yourself about your core values can be a pretty broad question, and it helps to narrow things down. To do this, Marcea Weiss, a former Black Hawk Helicopter test pilot and author of “Leaving the Military: Your Deployment Guide to Corporate America” (Calypso, 2008) offers this guidance: “Think about your best day in the military,” she said. “Think about a day, or a timeframe, where you had a job that you really enjoyed, where you were in the zone, you were getting things done and you were having fun, continues page 10
The CivilianJobs.com 2012 Most Valuable Employers (MVE) for Military®
t’s true that 2012’s Most Valuable Employers (MVE) for Military are militaryfriendly, participate in extensive recruiting efforts to hire veterans, develop special partnerships with groups like Hire a Hero, and offer intensive mentoring and training programs for new veteran employees. But ask veterans what makes their new employer stand out, they’ll tell you it’s the little things companies have done for them, those memorable acts of kindness that make all the difference. Verizon activated its Emergency Military Leave policy after 9/11. Employees called up for active duty receive salary and benefits far beyond provisions of the Uniformed Services Employment and Reemployment Rights Act. During John G. Shaw’s deployment, senior executives contacted his wife regularly, and his Verizon team members stopped by the home to check in on her. On one of these checks, they found his wife and two of his four children very ill. They quickly put together a plan to bring meals to the home for three days, and assisted the family with groceries and medical care. Sometimes, a company just demonstrates a can-
do, supportive attitude with deployments. To veterans, that means the world, says Barry Engelhardt, a client service manager at Whelan Security. As a Staff Sergeant with 13 years of military tenure, he’s faced multiple deployments. “From spending a couple of weeks on flood duty in April of 2011, to a year-long combat deployment in Afghanistan in 2008-2009, Whelan went above and beyond to ensure that I could fully concentrate on preparing my soldiers for combat,” said Engelhardt. Military-friendly companies recognize the value that military experiences offer for employees
in leadership roles. Ricky James is divisional vice president of Logistics Operations, at Sears Holdings Corporation. “In my assessment, it has some of the most creative and knowledgeable leaders in the business world today,” says James. “[Sears] is pro-military and thrives on innovation, improvement and recognition of individual accomplishments.” To the many MVEs who hire veterans as part of their HR model, we thank you. Congratulations to the CivilianJobs.com 2012 MVEs for ensuring that your corporate culture honors those who have served.
"JPMorgan Chase is honored to be named one of the 2012 Most Valuable Employers,” said Tom Higgins, Head of Operational Control and Military and Veterans Affairs for JPMorgan Chase. “Our nation's military veterans represent the best this country has to offer and are a valuable asset to any organization. At JPMorgan Chase, we are fully committed to not just hiring veterans, but also to helping them develop the skills and resources they need to succeed throughout their careers."
See our complete list of MVE's starting on Page 12
INSIDE THIS MONTH’S ISSUE Ask the Recruiter:
Burning Questions for Our Expert ......................page 2
Transitioning the Family: It’ll all work out. ................ page 3
Face-to-Face Opportunities ................... page 6
Career Coach’s Corner
Targeting Your Top 3 ............... page 11
2012 MVE’s Want You! Our Award Winning Military Friendly Companies ...................page 12
Ask the Recruiter Q: I’ve been in the military for 20 years and I am just about to begin my job search. I’m concerned I may come off as inflexible in my job interview. How can I overcome appearing too rigid? A: There’s no denying that some military stereotypes exist. However, your military service has provided you with expertise and education that is attractive to many potential employers. Hiring managers can assume certain personal characteristics from military service members that are not quite accurate such as doing things only one way, being too rigid, and lacking creative leadership. It is important to defeat this type of negative stereotype. In truth, stereotypes tend to disappear when you have the opportunity to meet in person. Prior to your interview, do as much research about the company as possible, including understanding the details of the job and how you can make a difference to the company’s bottom line. Your military service will most likely be addressed during your interview. Use that time to discuss how your service has given you a unique perspective into the role. In order to overcome appearing too rigid - be sure to talk about how you were part of a team. Discuss how important it was to collaborate with others in your unit by soliciting feedback and opinions after an exercise or training event, all with an eye on improvement. Also, be conscious of your body language - begin with a confident handshake, maintain good eye contact and smile. Work on establishing a rapport with your interviewer. Keep your shoulders back, yet establish a relaxed posture. Remember, the fact that you have been asked to interview is important and the more you can reinforce those positive military
stereotypes (great work ethic, reliable, flexible, ethical, etc.) - the better. Q: How honest should I be of prior work experiences when I’m interviewing? A: You should always be honest and open about your previous work experiences, but it's rarely a good thing to 'go negative.' In terms of “sharing,” try to be discerning. When asked about a previous job or location, be upbeat and positive, even if you were miserable. Words like “hate,” “awful,” and “worst,” stick with someone long after the job applicant has left. For example, if your overall experience in the military was something you'd like to forget, rather than talk about your 'bad bosses' or negative experiences - you need to find some positives. Something to the effect of "I learned some things about myself, met people and went places that I otherwise would not have experienced had I not volunteered for military service. Even though I am concluding my time in uniform, I'm glad to say I've served honorably." One way to look at this is to think of yourself as a brand. Brands are built by PR and marketing departments which are focused on ‘selling’ a message. Associate your conversation or message with positive ideas. This will help to create a successful image for the hiring manager to remember. Negativity is contagious - don't be associated with this trait. Mike Arsenault is Director of Candidate Services at Bradley-Morris, Inc. He can be reached at (800) 330-4950 ext. 2105 or by email at firstname.lastname@example.org
YOUR MISSION: Advance your life by earning your degree. Complete your degree at home or abroad with Ashford University. Discover a supportive learning community designed for you to go to school while you serve. Ashford’s digital tools allow you to keep in touch with your courses while on the go. Even deployment doesn’t mean your education is on hold – you can continue while deployed or pick up where you left off when you return. To learn about all your benefits, contact Ashford today. Call 866.213.3806 or visit military.ashford.edu/cjn today.
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Publisher Pete Charest Managing Editor Kathy Scott Art Director Alec Trapheagen Associate Editor Anthony Morris Contributing Editors Janet Farley Carolyn Heinze Heidi Russell Rafferty Tom Wolfe Director of Technology Don Nowak Executive Consultant Marla Smith Consultant Don Johnson Account Representative Corey Branning Account Representative Leah Penland Director of CivilianJobs.com Vicki Washington
Civilian Job 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 Civilian Job News or its staff. Subscription rate: $12 per year (6 issues). To subscribe, call 1-866-801-4418. ©2007-2012 Civilian Jobs, LLC. All rights reserved. Civilian Job News and CivilianJobs.com are wholly-owned subsidiaries of Bradley-Morris, Inc. (BMI), the largest military-focused placement firm in the U.S.
SPOUSE SERIES: Mission Transition It’ll all work out by Janet Farley, Contributing Editor
y friend Michelle, (not her real name), is stressed out, and with good reason. Her intel-analyst husband is in the process of retiring out of the Army after 20+ years and is trying to find his next job. They are both up to their eyeballs in creating targeted resumes and filling out job application forms. Their transition is further complicated by the fact that their oldest daughter is graduating from high school and is about to make her own big move to whatever college they can afford. As if that wouldn’t be enough to handle, they also have three other kids between the ages of 7 and 16, all dealing with their own life stage issues Between trying to find a new job, one that will most likely involve a transatlantic move from Europe to America, securing financial aid for their soon-to-be college co-ed and dealing with everyone else in the family, you can understand why my friend may be feeling a bit overwhelmed. Just thinking about her growing to-do list stresses me out! Recently, when I asked her how she was feeling about things, she said the magic insulating words that all military spouses have spoken at one time or another, and on multiple occasions: “We don’t know anything yet, but it’ll all work out.” Of course it will, and I say that honestly and sans sarcasm. I say that for you as you go through your own version of transition purgatory. It will all work out. If being a military spouse has taught each of us one thing, it is that things may not work out just the way we want them to or when we want them to, but that they will ultimately work out one way or another. If you are married to a service member who is retiring from the military, let that mantra comfort you in some small way as you make the change from being a military family to becoming a civilian one. It’ll all work out even if you don’t know what is going to happen. Comfort is cozy, but it helps to have a game plan as well. Here are some strategies you can employ along the way to help things work out.
• • •
If x happens, then we’ll launch Plan A. If y happens, we’ll go with Plan B. If z happens, we’ll just crack open that bottle of Patrón we’ve been saving, and deal with it somehow.
• Be patient with yourselves. You may have the idea that your family’s military-tocivilian life transition will be a singular event that starts and ends at specific point in time. It won’t be. Both you and your spouse will find yourself in a prolonged adjustment period that continues well after you receive your last LES. Accept it. Genuine change takes time. • Be open to the possibilities. You may hope that the first job you land out of the military lifestyle you’ve come to know and love will be THE job you’ve been waiting for. You might be lucky in that respect or you might not be. Don’t be surprised to find that what you think of as the right job is only right for the moment. It may fill an immediate need but within a year or so, you could find yourself back in the job hunt. It happens. • Don’t settle. As you transition into civilianhood, you may think you have to take whatever is offered to you. You don’t. You have choices now. Take the time you need to make the right ones for you and for your family. Tap into the expertise of those who have made the transition before you, and just breathe. Maybe, just maybe, Nietzche and Kelly Clarkson have it right after all. What doesn’t kill you makes you stronger. Janet Farley is the author of "The Military Spouse’s Guide to Employment: Smart Jobs for Mobile Lifestyles” (Impact Publications, 2012) and “Quick Military Transition Guide: Seven Steps to Landing a Civilian Job” (Jist Publishing, Inc., 2012). Follow her on Twitter @mil2civguide and @smartjobchoices for tips, news and inspiration.
• Rely on what you already know. You’ve experienced a PCS move or two in your lifetime. You have a general sense of what needs to be accomplished on oh-so-many levels. Channel that intuitive moving knowhow and apply it to this move as well. Start your to-do list now. • Nail down the facts as best you can. You may not know where you are moving, who your next employer will be, or where you will be living in the next 30 days. You do, however, know that change is going to happen whether you’re prepared for it or not. To that end, plan and alternatively plan for it as best you can.
U.S. Navy Ens. Eli Heatherly, center, stationed aboard the attack submarine USS Helena (SSN 725), is welcomed home by his wife and children at Naval Station Norfolk, Va., June 16, 2011. Photographed by MCSA Heather M. Paape Untitled-1 1
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that, carve our blocks of time for you to that made you call me?’ work on your search. Not only will this offer you insight on Utilize the military’s transitioning the position, and possibly the organization, programs and attend job fairs targeted just it will also give you feedback on your for transitioning military and attend an resume, which is your principal marketing introductory TAP/ACAP seminar. Get on tool in any job search. Next, ask the hiring the Internet. Establish a profile on LinkedIn manager why they were compelled to work and see if any of the companies you are for the company in question. You will learn targeting have profiles as well. Join groups a lot from their response. that reflect your interest and connect with Another factor to remember is that hiring members in those groups. Some may even is expensive, and employers are well-served work for a company you are interested in by those candidates that explore whether or pursuing. Ask for advice. not the company is right for them. “What a Connect with companies like Bradley- lot of veterans, and a lot people in general, Morris, Inc. or CivilianJobs.com, and forget about an interview is that it’s a register as a job seeker. Organizations like two-way evaluation,” Weiss said. “From these offer job search opportunities at no the phone interview right to the on-site cost that can connect you with recruiters at interview, half of it has to be you evaluating thousands of companies around the world. the company, because in the end, it’s got to And most of all: Network. “Make some be a good fit on both sides.” connections with people that work at the “With what’s going on right now, veterans companies you like: What do you love about are very worried about what they read in it? What don’t you love about it? What was the news,” adds Weiss, who works as a it that attracted you to this company in the Midwest branch manager at Merendino first place?” Malone advised. Cemetery care. “There are companies like King,Entry too, Level favors Rig networking. “Ask ours and others that sit on panels at these Based them what their insight is into what veteran career fairs that are really worried Startsheatsaid. $50,000+ it’s likePositions to work there,” Ask about how they are going to fill roles. There them what the organization’s day-to- are definitely job openings out there, and day reality is. What is rewarded? What we are trying to fill them, and we need Benefits is frowned upon? “That’s what tells you candidates.” what it’s really like to work there.” Available One of the challenges that job candidates Carolyn Heinze is a freelance writer/editor. face in finding the best fit is that job advertisements, Paid as well as job descriptions, are more often than not written by the human Classroom resources department. &Malone suggests that during that Job first telephone interview On the Training with the hiring manager, candidates ask this question: ‘What was it about my resume
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“Match up! Finding the company that's right for you.” continued from page 1 and your boss was generally happy and you were delivering results.” Then, analyze what skills you were using to get the job done. Once you have established your own job criteria, Malone emphasizes the need to prioritize that list. “Sometimes, people will compromise on commute time and benefits, and other things that might be important to them, because they are too focused on the salary and the urgency that they feel in having to replace their paycheck,” she observed. “Don’t compromise. If you have to have health care benefits right now, don’t compromise on that to get a higher salary.” Be clear on what is important to you, who you are, and who you want to be. Finding the best fit requires a lot of effort, and transitioning vets should treat their job search as their current, well, job. Structure your life as it was structured for you in the military: If you are accustomed to doing physical fitness from 6:00 a.m. to 7:00 a.m., then continue to do so. After that, carve our blocks of time for you to work on your search. Utilize the military’s transitioning programs and attend job fairs targeted just for transitioning military and attend an introductory TAP/ACAP seminar. Get on the Internet. Establish a profile on LinkedIn and see if any of the companies you are targeting have profiles as well. Join groups that reflect your interest and connect with members in those groups. Some may even work for a company you are interested in
pursuing. Ask for advice. Connect with companies like BradleyMorris, Inc. or CivilianJobs.com, and register as a job seeker. Organizations like these offer job search opportunities at no cost that can connect you with recruiters at thousands of companies around the world. And most of all: Network. “Make some connections with people that work at the companies you like: What do you love about it? What don’t you love about it? What was it that attracted you to this company in the first place?” Malone advised. King, too, favors networking. “Ask them what their insight is into what it’s like to work there,” she said. Ask them what the organization’s day-today reality is. What is rewarded? What is frowned upon? “That’s what tells you what it’s really like to work there.” One of the challenges that job candidates face in finding the best fit is that job advertisements, as well as job descriptions, are more often than not written by the human resources department. Malone suggests that during that first telephone interview with the hiring manager, candidates ask this question: ‘What was it about my resume that made you call me?’ Not only will this offer you insight on the position, and possibly the organization, it will also give you feedback on your resume, which is your principal marketing tool in any job search. Next, ask the hiring manager why they were compelled to work for the company in question. You will learn a lot from their response. Another factor to remember is that hiring is expensive, and employers are well-served
A Seabee at Naval Construction Battalion Center Gulfport, Miss. completes a Navy computer adaptive personality scales questionnaire. The questionnaire measures 19 personality traits that are tied to the critical job/work requirements for all Navy ratings, and will someday help the Navy classify Sailors based on more individual information than the armed services vocational aptitude battery scores alone. (U.S. Navy photo by Chief Mass Communication Specialist Ryan G. Wilber/Released)
by those candidates that explore whether or not the company is right for them. “What a lot of veterans, and a lot people in general, forget about an interview is that it’s a two-way evaluation,” Weiss said. “From the phone interview right to the on-site interview, half of it has to be you evaluating the company, because in the end, it’s got to be a good fit on both sides.” “With what’s going on right now, veterans are very worried about what they read in the news,” adds Weiss, who works as a Midwest branch manager at Merendino Cemetery care. “There are companies like ours and others that sit on panels at these veteran career fairs that are really worried about how they are going to fill roles. There
are definitely job openings out there, and we are trying to fill them, and we need candidates.” Carolyn Heinze is a freelance writer/editor.
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A part-time job in the Air Force Reserve made a difference. It gave me the time and financial support to continue my education and begin a civilian career. It’s ideal because I wanted to continue to serve but stay close to home. And I discovered the Air Force Reserve is offering signing bonuses up to $20,000. If you’ve served in any branch of military, you can join the Air Force Reserve without repeating Basic Training. I kept my rank as well as the sense of service and teamwork I’ve learned to love. Best of all, now I serve my country from where I choose to live.
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What the Most Valuable Employers value the most career coach’s corner
by Tom Wolfe Career Coach and Contributing Editor
ccording to recent data (January 2012) from the Bureau of Labor Statistics, more than 815,000 veterans are among the unemployed in this country. Much is being done in both the public and private sector to help alleviate the problem. This issue of CJN shines a spotlight on positive developments in the private sector. As I have stressed in previous Career Coach’s Corners, you, the job seeker, need to work both hard and smart to be successful. Although our economy is growing and thousands of companies have openings to fill, most of those companies have very little, if any history of hiring personnel exiting the military or veterans. Hundreds of employers, however, have discovered the value of the veteran as an employee. These companies are predisposed and, better yet, motivated to hire veterans. So, given the importance of working smart, which category of company deserves the bulk of your job search time and energy? Well, that’s a no-brainer, but how do you go about finding those target-rich opportunities? You are going to love the answer to this question—you already have! In this issue, you will find the CJN 2012 Most Valuable Employers (MVE) for Military®. These 45 companies were chosen from the nominees for their commitment to hiring and retaining veterans. Targeting your search on these
"Targeting your search on these companies is working smart, and that frees up additional time to focus on the hard work associated with networking and interview preparation." companies is working smart, and that frees up additional time to focus on the hard work associated with networking and interview preparation. It would be wise to remember that although MVEs want to hire people
like you, it does not necessarily mean they want to hire you. That is where interviewing comes into play. One of the most important characteristics of successful interviewing is interviewing empathy—being able to focus not only on what matters to you, but also on what matters to the potential employer. Being aware of, understanding, and pressing the interviewer’s hot buttons throughout the process will enhance your chances of winning the interview. Here is a summary of those hot buttons, sorted alphabetically. Adaptability. You have demonstrated the ability to work outside your comfort zone and beyond the scope of your education and training. You change assignments and duty stations frequently and have learned how to get up to speed quickly, with little if any loss of effectiveness. You adapt to change, both on a physical and taskdriven basis, and you are comfortable and adept in accommodating discontinuous environments. Cross-cultural. You spend a significant amount of time working outside of your home country. You know the importance of understanding cultural differences and local customs. You respect the differences, and do your best to acknowledge and accommodate them as you plan and execute the mission. Delegation. You have learned that you cannot do everything yourself. You know that you must frequently delegate authority to others and trust them to succeed, while also understanding that you retain responsibility in the process. You also recognize the importance of delegation as a leadership and development tool, both for your team members and for yourself. Diversity. You have worked in one of the most diverse workforces in the world. Your co-workers and team members come from a broad range of socioeconomic, racial, educational, religious, cultural, and ethnic backgrounds. Among your team building skills is the ability to bring this diversity together, respect and accommodate the differences, and accomplish the mission. Initiative. You assume responsibility readily and quickly. You learn what needs to be done, incorporate the rules of engagement and the circumstances, evaluate the risk, weigh the options, and take action. Leadership. You have developed your leadership skills while in the service. You know how to build teams and motivate team members to succeed. You take care of your people, empower them, provide for their safety and well-being, and ensure they are properly trained and equipped for the mission. You lead by example. Loyalty. You have a strong commitment to the organization and the mission. You believe in the core values, instill them in your team members, and exhibit those values every day in your words
U.S. Army Capt. Johann Stokes, the 147th Forward Support Company (FSC) commander, administers the oath of enlistment to Staff Sgt. Todd Moss, the mess sergeant with the 147th FSC, at the World War II Memorial in Pierre, S.D., June 3, 2011.
and deeds. Management. You have demonstrated the ability to manage people, projects, programs, crisis, and conflict. You are frequently responsible for thousands or millions of dollars of material and financial assets. You know how to allocate, juggle, prioritize, and control those resources. Mission-focused. You understand the importance of the bottom line. Although that concept is defined in military terms as either readiness or war-fighting, you know how to function successfully in a civilian organization that is driven by profits or return on investment and you are well-prepared to take that ability with you to a new group and a new bottom line. Physical fitness. You rarely, if ever, take a sick day. You are in good shape, physically fit, and stand up well under strenuous and physically taxing working conditions. You set the example for your team members. You are well-groomed and care about the image you project. Reliability. You can be counted on to do what you are supposed to do and to be where you are supposed to be. You are worthy of trust, and do not need to be micro-managed or back-checked. Resiliency. You have learned how to react to unexpected developments. You think fast on your feet. When you get knocked down, you pick yourself up, learn from your mistakes, and get back to the task at hand. Self-sacrifice. You put others and the mission before self. You accept harsh working conditions, risky environments, long working hours, extended deployments, and family separation. You frequently require your team members to accept those same sacrifices, but you do not forget how it impacts their lives and the lives of their families. Trainable. You take instruction and correction well, and have demonstrated the ability to get up to speed quickly. You are eager to learn, inquisitive, and not afraid to ask questions. You are willing to work outside your comfort zone and try new approaches. Much of your training is technical in nature, and you have the ability to transfer both the training and the technology to a new organization. Value-added. You bring to the table additional value in terms of cost savings for the employer. In many cases, your relocation costs will be covered in full or in part by the government. Costs associated with training and education
may be covered by your GI Bill benefits. The VOW to Hire Heroes Act of 2011 might allow your employer to take a $5,600 to $9,600 tax credit upon hiring you. Verified. You are who you say you are. Your claims to experience, education, and training are truthful. Your security clearance attests to some degree of background check already in place. You have documentation to back up everything you say. Work ethic. You have no fear of long hours and hard work. You do what it takes to get the job done with little or no supervision. Dedication to mission accomplishment is in your blood. Clockpunching is not in your vocabulary. Wow! That is an impressive list, but it comes with a downside. Yes, you are working smart and being wise when you seek out a vet-friendly employer, but remember—the expectation is that you will validate that list when you walk in the door. Can you? Yes, if you are properly prepared. This requires excellent selfknowledge and the interviewing empathy mentioned earlier. Review the list above and compare it to your personal profile. Look for the matches and do your best to reinforce those matches with examples, especially when they are on-point with the position being discussed and the interviewer’s hot buttons. Tom Wolfe is contributing editor & columnist for Civilian Job News and author of ‘Out Of Uniform: Your Guide to a Successful Military-to-Civilian Career Transition.’
The CivilianJobs.com 2012 Most Valuable Employers (MVE) for Military®
Below, please find employer profiles of the 2012 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.
BNSF Railway (Fort Worth, TX): BNSF Railway has a strong military recruiting program with a long tradition of hiring veterans, says John H. Wesley III, manager of Military Staffing. Overall, BNSF has hired more than 4,000 veterans since 2005. The company currently employs 6,000-plus veterans, or 16 percent of its workforce. On average, BNSF attends approximately 75 veteran-focused job fairs and recruiting events annually. The company has also won numerous awards and mentions for being a military-friendly employer. One notable policy is its assurance of financial security for employees called to active duty. Since 9/11, BNSF Railway has contributed more than $20 million in make-whole pay and benefits.
Allstate Insurance Company (Northbrook, IL): Allstate’s HR Professional Military/Diversity Talent group believes that “Military candidates possess critical skills for organizational success including discipline, responsibility, respect and a strong desire to succeed.” With such a positive view of veterans, this company has an eye to recruit them, using TAP/Installation Centers, veteran organizations, a referral program and military-specific job boards. The company is also launching a dedicated Employee Resource Group at Allstate Benefits for the military.
Booz Allen Hamilton (McLean, VA): In 2011, 28 percent of Booz Allen Hamilton’s 25,000-plus employees and 27 percent of hires reported military experience. The Armed Services Forum, an employeeled resource group, has more than 1,800 active members. More than one-third of the company’s senior leaders have military backgrounds. Disabled American Veterans selected Booz Allen in 2011 as Outstanding Large Employer of the Year. “The firm’s own core values are similar to that of the military: integrity, service before self and excellence in all you do,” says Senior Associate Charles Tapp, a nine-year Air Force veteran who joined Booz Allen six years ago.
www.amazon.com/military, www.linkedin.com/in/militarytalent www.twitter.com/militarytalent
Amazon (Seattle, WA): Within the last 18 months, Amazon has hired hundreds of transitioning military leaders from across the globe, says Dave Clark, vice president of North American Operations. “We’re making history and the great news is that we’ve only just begun,” Clark says. Amazon has a dedicated military program that has helped hundreds of veterans transition, and it’s actively recruiting for more. The company attends military job fairs and develops relationships with military transition centers, the Wounded Warrior Project and the Spouse Employment Program.
CACI International Inc. (Fairfax, VA): Many injured veterans are not able to start work immediately. CACI assists them by collaborating with many disabled veterans’ organizations to provide resume writing, interview training and mock job fairs, says Katie Moore, director, Recruitment Marketing/Technology. Nearly one in four CACI employees is a former service member. “Disabled veterans accounted for 6 percent of our hires this past year,” she says. CACI participates in the Transition Assistance and ACAP Programs at more than 30 targeted military bases and hospital centers and has built and maintained an online Military Transition Center. Additionally, The White House invited CACI to be a corporate partner of the national Joining Forces initiative.
American Red Cross (Washington, D.C.): In 2011, the American Red Cross hired 318 people who self-identified as veterans, says Jordan Rodger, senior talent acquisition specialist. “We add military experienced employees in every Biomedical Region across the country,” Rodger says. Military members have a respect for procedures, and the American Red Cross is a procedurally-driven organization. The organization also embodies teamwork, and veterans enjoy the working environment. Opportunities are in Administration, Marketing, Public Relations, Human Resources, Healthcare, Biomedical Equipment, Laboratory, IT, Accounting, Quality Assurance and Sales Call Center. The organization attends nationwide career fairs targeting the military community and has a national team that solely targets it.
Capstone Corporation (Virginia Beach, VA): More than half – 54 percent – of Capstone Corporation employees are former military, current Reserve or National Guardsmen, says John J McNally III, senior VP of growth. “Recently, we won three new contracts, and these contracts demonstrate our commitment to hiring military personnel,” he says. The company supports customers in 33 states and eight overseas locations. Most Capstone experts require security clearances. Former military meet those requirements “and perform to our high expectations,” McNally says. During 2012, the company expects to hire 400 employees with military backgrounds. Capstone uses five dedicated military recruiters, reaches out to military installation Transition Assistance Programs and taps its military employee network for referrals.
The Army & Air Force Exchange Service (AAFES) (Dallas, TX): Veterans account for 13 percent of the total workforce at the Army & Air Force Exchange Service, and the 2012 recruitment goal is to increase veteran hires by 15 percent, says Carol Chandler, recruiting manager. Over the past 24 months, the AAFES has hired nearly 3,000 veterans, including 121 wounded. The service has promoted more than 600 veterans and employs 6,368 spouses. “[It’s] the perfect opportunity for us to give back to those who have selflessly served,” Chandler says. Positions range from retail operations to logistics, to facilities support, to IT. The Exchange offers several courses and on-the-job training opportunities to further develop associates’ skills, plus nine management training programs.
Chesapeake Energy Corporation (Oklahoma City, OK): As the second-largest producer of natural gas, Chesapeake Energy is seeking veterans for field and corporate positions across 17 states. Most placements are throughout Oklahoma, Texas, Pennsylvania and Ohio. The company has a five-person Military Relations Team seeking to hire 1,000 veterans by the end of 2012, says Kelly Lawson, sr. human resources analyst. Chesapeake has signed an agreement with the Employer Support of the Guard and Reserve to provide promising careers. It hits military bases and job fairs and builds military partnerships to find new candidates. Chesapeake also offers an on-boarding program to get new military recruits up to speed with company operations.
Citi (New York, NY): Citi hires veterans for consumer banking, to call and data centers, to IT, says Christopher Page, veteran’s initiative senior project manager. Citi is a founding member of Veterans on Wall Street, connecting veterans with the financial services industry. The company is a partner of the Military Spouse Employment Partnership, is on the U.S. Chamber of Commerce’s Veterans Employment Advisory Council and is a signatory of the DoD’s Employer Support for the Guard & Reserve. Citi recently launched a Junior Military Officer Leadership Program. Several Citi business units have a separate career track for employees with military experience, which can include flexible start dates, internships and accelerated promotions.
First Command Financial Services (Fort Worth, TX): Barry Bridger, a Vietnam POW who spent time with Sen. John McCain at the infamous Hanoi Hilton, was a First Command Financial Advisor. He’s most proud of how this company helps people. “That makes you feel awfully good,” Bridger says. For more than 50 years, First Command has been serving the military and hiring separating and retiring military. The company partners with TAP and ACAP professionals and vendors such as CivilianJobs.com, says Bill Edmundson, strategic recruiting consultant. Last year, First Command hired 300 people, 25 percent of which had military experience. “Our goals for 2012 are to hire 35 percent from the military,” Edmundson says.
Crete Carrier Corp. (Lincoln, NE): Crete Carrier has “a large number of prior military individuals who have helped to form the best trucking company in the country,” says Andrew Brabec, Marketing & Communications Specialist. The company seeks truck drivers, diesel mechanics and office employees. Crete Carrier has partnered with the Employer Partnership of the Armed Forces and other military-supportive organizations like the American Legion. Recruiters regularly attend job fairs and Yellow Ribbon events. Crete Carrier and the VA are developing an apprenticeship program for the first full year of employment. “We are one of the only trucking companies that pays the employee for experience gained while on active duty,” Brabec says.
www.fluor.com and www.fluor.com/careers
Fluor Corporation (Irving, TX): With extensive opportunities worldwide, Fluor recruits military-experienced employees, says Margaret Moellenberndt, senior HR specialist. Fluor handles engineering, procurement, construction, maintenance and project management services. Military-experienced employees are recruited for its Government Group and four other business segments. Nearly 20 percent of Fluor hires in 12 months have been veterans, including a significant number of Junior Military Officers. Fluor recruiters attended 35 military-specific job fairs during 2011. Fluor has a new initiative with the Former Military Program, a standardized system for recruiting, selecting and training veterans with potential to be site managers or serve in management positions.
CSX Corporation (Jacksonville, FL): During 2011, nearly 25 percent of new hires were veterans, says Steve Toomey, manager of Military Recruiting. CSX boasts a first-year 92 percent retention rate of ex-military members and is a major partner with the Wounded Warrior Project on a TRACK Internship Program. It also has a Military Inclusion Group. The company held a Military Appreciation Day on Veterans Day. CSX works with the National Guard Association of Florida and supports events for deploying troops. The CSX military team also holds Advisory Board memberships with various groups working on veterans’ education and job placements.
ge.com/military and www.twitter.com/@gehiresheroes
General Electric (GE) (Fairfield, CT): The Chairman & CEO of General Electric, Jeff Immelt, says his company actively recruits from the military, “because we have learned that the values [veterans] bring to our company are essential to our success.” GE currently employs more than 10,000 U.S. veterans, including 96 Reservists and National Guardsmen currently activated. GE hired 968 veterans in 2011 and is committed to hiring more than 1,000 veterans for each of the next five years. One notable military-friendly program is the Junior Officer Leadership Program, a two-year rotational leadership program.
DaVita, Inc. (Denver, CO): Veterans often manage the operations of DaVita’s clinics and business offices. DaVita is a leading provider of kidney care and operates in 43 states. “Our footprint offers numerous locations near military installations which can employ military veterans, spouses and offer portability in career progression,” says Corissa Keuler, leadership recruiter / military recruiter. The DaVita Village Network gives a deployed teammate $5,000 per year to help ease spouse and family costs. In 2011, DaVita hired more than 375 military veterans, 45+ of which were hired into leadership or management. Last June, DaVita became one of 15 new employers to join the Military Spouse Employment Partnership (MSEP).
Edward Jones (St. Louis, MO, and Tempe, AZ): As financial advisors for Edward Jones, individuals run their own offices, with support from a long-standing financial services company, says John Boul, manager of Public Relations. “Those with military experience are often attracted to the challenge of building a business as a financial advisor,” Boul says. There are more than 1,300 Edward Jones’ financial advisors with military backgrounds, about 10 percent of total employees. The firm wants to add 300 veterans by the end of 2012. Financial advisors and associates recruit about 76 percent of new hires. In 2010, the firm provided more than 3.7 million hours of training, 101 hours on average per associate.
G4S Secure Solutions USA (Jupiter, FL): Programs for recruiting, hiring and developing transitioning military personnel and veterans are an integral part of G4S Secure Solutions USA’s strategic plan, says Lee Achord, VP, Talent Management & Benefits Administration. More than 150 area and project offices recruit from local military bases, veteran's groups, military job fairs and through national advertising. G4S will hit more than 100 military job fairs this year, Achord says. A Military Transition Program provides opportunity for veterans to live in the area of their choice. “We have also committed under the White House's Joining Forces initiative to hire at least 3,000 veterans over the next 18 months,” Achord says.
Halfaker and Associates, LLC (Arlington, VA): As President & CEO of Halfaker and Associates LLC, and a disabled veteran, Dawn Halfaker advocates for those with Traumatic Brain Injury and/or Post-Traumatic Stress Disorder. “Because they've had to push themselves, they are capable of overcoming hardships and adapting to new situations. These are the extraordinary kinds of people whom I want in my organization," she says. More than 75 percent of company leadership has had a connection to the military, and 45 percent of employees are veterans. Halfaker also supports veteran charities. Halfaker developed a Wounded Warrior Transition Program in 2009.
National Truck Driver School/ National Heavy Equipment Operator School (Orange Park, FL): National Training is a Professional Class “A” CDL Truck Driver and Professional Heavy Equipment Operator School. Many employees have worked there more than 10 years, some since the company was founded in 1978. National “is always looking for fresh talent, particularly veterans, to fill positions in our newly established military markets,” says Andrew Mcloughlin, admission and marketing director. During the last year, 34 percent of new employees were veterans. “We find many interested veterans through established locations on military installations,” Mcloughlin says. William Sims, education director and Navy veteran, is a 12-year employee and sums up the corporate atmosphere in three words: “autonomy, empowerment and trust.”
Humana Inc. (Louisville, KY): Humana is taking “a holistic and modern approach” to attracting military, says Joshua Galle, talent acquisition for Veteran Programs. Humana maintains an internal partnership between Humana Military and Humana Veterans Healthcare Services, plus educates recruiters, hiring managers and business leaders. Chairman of the Board & CEO Mike McCallister looks to hire 1,000 veterans and spouses. Humana recently developed a Veterans Talent Network and is launching a Veterans Network Resource Group. Since its Veteran Hiring Initiative in August 2011, there has been a net gain in military hires. Formerly, the company averaged nine per month; now it averages 28 hires per month.
JPMorgan Chase & Co. (New York, NY): In 2011, JPMorgan Chase launched the “100,000 Jobs Mission” with 10 other major employers. The coalition has grown to 27 firms. The company in February hosted the first of 100,000 Jobs Mission hiring events at Naval Support Activity Bethesda, Md. JPMorgan Chase alone has hired more than 3,000 veterans. Recruiters hire veterans at a rate of about 10 per day, calling all military candidates within five business days. JPMorgan developed internal training programs to help veterans transition. JPMorgan Chase is a three-star corporate member of the National Veteran-Owned Business Association and is on its Corporate Advisory Council and participates in veteran-owned business trade shows.
Navy Federal Credit Union (Vienna, VA): Navy Federal forged into new areas in 2011. The company has reached out to the Base Realignment and Closure Transition Center in Crystal City, VA. The credit union also entered into the Army Spouse Employment Partnership to provide spouses opportunity to attain financial security and achieve employment goals. That program is part of the larger “Joining Forces” initiative sponsored by the White House to encourage veteran and military spouse hiring. The company has also expanded online candidate sourcing. In addition, it featured employment opportunities in its radio spots and on Navy Federal’s Facebook page and Twitter for the first time.
Newmont Mining Corporation (Greenwood Village, CO): Newmont Mining has held job fairs with specific military units to find candidates with its needed skill sets. “For example, we worked with a National Guard cavalry unit to successfully hire 21 mechanics and truck drivers on the spot. This type of success is indicative of our commitment to hiring military members,” says Jayna Wiesemann, senior specialist of Talent Acquisition. The company is rolling out a military-specific Web portal. It has also committed to a number of military job fairs throughout its region and it has a dedicated military recruiter. Newmont also provides benefits in excess of USERRA requirements to ensure employees return after active duty. www.nscorp.com
Lockheed Martin Corporation (Bethesda, Md.): Expertly-trained veterans share Lockheed Martin’s core values for ethical hard work, says Teri Matzkin, manager, of Talent Acquisition. Since late 2004, the company has had a military outreach recruiting team. Lockheed Martin offers two-hour bi-weekly virtual chat sessions just for transitioning military (advertised on its careers site). In 2006, Lockheed Martin developed a “Seamless Transition Apprenticeship Program” for severely injured veterans to access apprenticeship programs and it works with organizations for veterans with disabilities. The company is a founding member of Direct Employers Association, which posts on more than 200 diverse job sites. The corporation has approximately 1,220 reservists, more than 400 of which are on leave.
Norfolk Southern Corporation (Norfolk, VA): Norfolk Southern employs a broad approach to attract veterans, says Daniel MacKay, manager of Recruiting. The railroad participates in military-focused career fairs and local Transition Assistance Programs and advertises in military publications. The company offers an Operations Supervisor Training Program to transition veterans with supervisory experience into a supervisor role within its Operating Department. In various departments (mechanical, electrical, signals, transportation), the railroad offers paid apprenticeships that allow employees to become journeymen within two years. The railroad plans to hire a minimum of 300 veterans. Top five geographic hiring locations include Pennsylvania, Chicago /Midwest, Mid-Atlantic Region, Birmingham and Memphis. About 15 percent of 30,000 employees are veterans. www.northropgrumman.com
ManTech International Corporation (Fairfax, VA): ManTech International partners with several initiatives to enhance its veteran-friendly culture, says Amy Welther, director of Talent Acquisition. The company is a partner of the “100,000 Jobs Mission” with JPMorgan Chase. “This initiative has allowed us to share military hiring practices and continue our mission to help veterans and their spouses transition into successful careers,” Welther says. ManTech works with local non-profits so communities can connect with veterans. In 2011, ManTech hired more than 1,100 veterans and spouses. Currently more than 4,500 of its 10,000 employees are connected to the military. A Military Recruiting Liaison handles social networking, transition assistance classes and career fairs.
Northrop Grumman Corporation (Falls Church, VA): Attracting veterans continues to be a high priority at Northrop Grumman, says Laurie Brown, corporate talent acquisition communications manager. Eighteen percent of new hires were veterans in the past year. Through December 2011, the company hired nearly 100 wounded warriors. Northrop Grumman is also active in the Military Spouse Employment Partnership. The company covers salary and benefits during active duty service and guarantees a similar position upon return. Many individual business sectors offer the VERITAS Employee Resource Group (Veterans, Employees and Reservists Inspired to Act and Support). Northrop Grumman has a Military Relations program that partners with military installations on transition.
Patterson-UTI Drilling Company, LLC (Houston, TX): Patterson-UTI Drilling has developed a program called, “New 2 Industry,” in which the company has a goal of hiring a minimum of 40 percent veterans. “The program is the only way that candidates without prior drilling industry experience are able to enter at our company,” says Brent Hollenbaugh, manager of Recruiting. A veteran developed the training, which focuses on Internet, facility-led and hands-on activities. The company has recruited at 12 military installations. It also attends CivilianJobs.com career fairs, and has developed a military recruiting video with a link through Facebook.
Puget Sound Energy (PSE) (Bellevue, WA): Employees at Puget Sound Energy are excited about an affinity group for veterans. Rachael Brown, senior recruiter and group co-founder, says, “We had over 200 people ask to participate in our military affinity group, and out of those, I have had 50 volunteers to help with recruiting and even more with community outreach, and we only have 2,900 employees total!” The company held its first-ever Veteran's Day celebration, in which retired Army Major General Jimmy Collins spoke. The company also sponsors Hire America's Heroes. Multiple employees work to help veterans transition to civilian jobs. PSE hires almost all power generation workers from the military. www.saytr.com
SAYtr (San Antonio, TX): SAYtr, a womanveteran-owned small business, specializes in transition leadership for Department of Defense changes such as the BRAC, installation consolidation, joint moves and mission realignments. As such, 100 percent of SAYtr employees have prior experience with the Department of Defense, including military, civilian and contractors, says CEO Tamara D. Say. The company has “expanded its footprint” by hiring military spouses and individuals with experience in both private sector and DoD. “We also see the firm as a family, and we're looking for people who wish to have that kind of work environment,” she says. The firm encourages work-life balance.
Schneider National, Inc. (Green Bay, WI): Hiring military-experienced talent is part of Schneider National’s legacy, says Janet Bonkowski, PR manager. “That legacy began over 76 years ago with founder Al Schneider, hiring fellow Guard members from his unit as truck drivers,” she says. The company’s workforce of 18,200 associates includes office professionals, maintenance/shop, truck driving and warehouse roles. Schneider plans to hire 25 percent of its drivers in 2012 from the military. Recently, Schneider joined the White House’s Joining Forces initiative and committed to hiring 1,300 veterans by the end of 2013. Schneider devotes part of its careers site to jobs for veterans and has a team of military recruiters.
Sears Holdings Corporation (Hoffman Estates, IL): Sears Holdings’ “Heroes at Home Program” has raised more than $21 million to help over 71,000 military families, and that’s just for starters, says Christina Dibble, program manager of Military Talent Acquisition. Its extensive partnerships include: Military Spouse Employment Partnership, Partnership for Youth Success, Armed Forces Employer Partnership Office, military transition assistance programs and alumni and officer associations. Its employee resource group, Associate Military Support Network, has more than 50 external relationships with local veteran organizations. Sears Holdings was among the first retailers to sign on to the White House’s "Joining Forces" initiative. It launched the Military Retail Leadership Development Program for those seeking retail management roles.
Southern Company (Atlanta, GA): Southern Company’s “employee programs and family support is unrivaled,” says Jerry Rowland, a veteran and equipment operator at Georgia Power. This premier energy company serves the Southeast. It is a recipient of the “Best Large Employer of the Reserve Component” Award from the Greater Atlanta Association of the United States Army for its military-friendly initiatives. Fourteen percent of all new hires in 2011 were veterans and the company has a military affinity group. Southern Company has participated in several USO events, including greeting redeployed GIs at the airport. It sponsors the National Guard Youth Foundation Annual ChalleNGe Champions Gala, which provides academic and life skills training for at-risk youth.
www.southwest.com and www.southwest.com/careers
Southwest Airlines (Dallas, TX): Southwest Airlines is known for providing “a friendly work environment while staying competitive,” says Olga Romero, communication specialist. Two specialized recruiters visit military job fairs nationwide. The company advertises in military-specialty magazines and encourages employees to refer veterans. “We are adding military-experienced employees in all areas of our operations, from the flight deck with our pilots, to our 72 stations across the country and our headquarters in Dallas,” Romero says. The airline offers a corporate culture with benefits that include profit-sharing, a 401k match up to 9 percent and health care coverage. It also created the University for People for continuing career education.
Scientific Research Corporation (Atlanta, GA): Scientific Research Corp. is a defense contractor specializing in engineering services, and most of its work directly supports warfighters, says Bernie Still, director of Internal Operations. “Military-experienced personnel bring many skills to our company in addition to the obvious expertise with the weapons systems/programs and security clearances,” Still says. The company works closely with Transition Assistance Programs, searches veteran/military job boards, attends regional job fairs and asks veteran employees to recommend friends and former colleagues. Scientific Research is approximately 40 percent former military. In 2011, it hired 317 employees, 51 percent of which were veterans.
Sprint (Overland Park, KS): “Since 2002, I have been on military leave at different times for more than three years and never had to worry about my position,” says Bryan Wampler, a Sprint Business Manager and a Brigadier General in the Army Reserve. Sprint has plans to build on its success with military employees, adds Jerri Cofran, recruitment services manager. Sprint’s Employee Resource Group, Veterans and Employees helping others Through Sprint (V.E.T.S.), has more than 800 members. Positions are posted on military bases and transition offices, military websites and universities. Sprint engages in military-sponsored community activities and is also involved with the VFW and Park University’s Wounded Warrior Program.
Sunbelt Rentals (Fort Mill, SC): Many staff at Sunbelt Rentals remains throughout their careers, often progressing from entry level to senior management positions, says Julie Burton, talent manager. Sunbelt is one of the largest equipment rental companies in the country. “Sunbelt takes care of its military employees without a doubt. They provide opportunities for advancement and actively look to hire people who have served in the military," says Jeff Harter, outside sales rep in Hilton Head, SC. The company employs 434 veterans, about 10 percent of its workforce. Of those, 73 were hired in 2011. Sunbelt has a dedicated military recruiter, participates in military job fairs and advertises in military publications.
USAA (San Antonio, TX): Created in 1922 by Army officers as a mutual insurance company for military members, USAA has grown to more than 24,000 employees. In 2011, 25 percent of hires were veterans or military spouses, says John DiPiero, military talent management program manager. USAA has a Junior Military Officer Career Development Program and in 2011 brought in nine participants for the two-year development program. Other unique support measures are VetNet, a social media community designed for veteran and military spouse employees, which works much like LinkedIn; USAA Family Support Group Meetings; and a Pen Pal Program, to help deployed employees and coworkers maintain contact.
United Rentals, Inc. (Greenwich, CT): One noteworthy contribution that United Rentals has made to veterans is its participation as the rental equipment supplier for ABC’s “Extreme Makeover Home Edition.” In July 2011, the company provided equipment and volunteers for the Jubilee House, a shelter for homeless female veterans. United Rentals is involved with The Tower of Hope, a non-profit providing service dogs to wounded veterans and people in need, and Educated Dogs Assisting Disabilities Inc. The company has an award-winning Supplier Diversity program that includes suppliers from Veteran Business Enterprise and ServiceDisabled Veteran Business Enterprise. Seven percent of employees are veterans. Nineteen percent of veterans are in management.
Verizon Communications Inc. (New York, NY): Following 9/11, Verizon activated its Emergency Military Leave policy for employees called up for duty and for those who voluntarily enlist. Since that time, Verizon has been at the forefront of militaryfriendly support programs, says Emilia Williams-Gaston, manager of Leadership and Talent Management. Deployed employees’ families remain on Verizon medical, dental, vision and insurance benefits. More than seven percent of the workforce are veterans, and over 1,000 Verizon employees have been called to active duty since 9/11. The company has received numerous Employer Support of the Guard and Reserve Patriot Awards across multiple business units in many states. Its top leadership supports deployed employees with care packages.
University of Phoenix (Phoenix, AZ): As a top military-friendly school, the University of Phoenix provides “ideal access and opportunity for service members,” says John Ramirez, territory vice president of External Operations. In 2011, the University graduated approximately 12,000 active military and veterans. The University of Phoenix provides scholarships and attends and hosts militarybenefitting activities. Veterans are employed within the “Apollo Group” as enrollment advisors, academic counselors, finance counselors and faculty. Benefits include a tuition wavier program. “Many employees feel a sense of community when working with veterans within the company, along with assisting veterans,” Ramirez says. Recruiters use the Marine 4 Life program, Wounded Warrior Project, Veterans Affairs office and military job fairs.
Waste Management, Inc. (Houston, TX): Waste Management offers a number of veteran-supportive programs and recruits strongly from the military community. One in 12 employees is a veteran, and six percent of veterans hired each year are disabled. “We appreciate all veterans’ contributions to their country and are particularly proud of the 3,600 veterans who help make Waste Management not only an industry leader, but also a top military-friendly employer,” says David Steiner, CEO. The company has a veteran professional network, as well as a veteran employee on-boarding program. It offers student veteran internships and attends more than 50 military job fairs a year, including White House/National Chamber Hiring Our Heroes.
URS Federal Services (San Francisco, CA): As a government contractor supporting the warfighter, veteran hires are desired at URS Federal Services, “based on their experience operating and maintaining equipment, vehicles and aircraft,” says Marian Hyder, VP of Talent Management. A recruiting team devotes about 80 percent of their time reaching out to veterans. The company attends numerous military job fairs, visits Military Transition Offices and the Department of Labor Local Veteran Employment Representatives. URS offers mentoring programs for new military hires. The company uses veteran-owned businesses and servicedisabled veteran-owned businesses as suppliers. In 2011, URS was listed among “10 Best U.S. Corporations for Veteran-Owned Businesses” by the National Veteran-Owned Business Association.
Whelan Security (St. Louis, MO): Whelan Security uses a wide range of recruiting strategies to reach military-experienced talent. Currently, 17 percent of its workforce are veterans, says Allison Galanti, director of Human Capital and HR Services. “We feel employees with military experience easily transition into our culture.” Recruiters build relationships with military bases to provide information on open houses and/or career fairs as well as advertise open positions. The company also takes pride in its employee referral program. Whelan Security offers a “10-Star Training and Development Program,” which exceeds recommendations of the Private Security Officer Selection and Training Guideline. It also offers managerial and leadership training.
The CivilianJobs.com Most Valuable Employers (MVE) for Military serves to help military-experienced job seekers identify the top employers to target for civilian careers. MVEs are selected annually based on those employers whose recruiting, training and retention plans best serve military service members and veterans. More information can be found at www.CivilianJobs.com/MVE.htm
Do the best work of your life. At URS, we believe that when you create an environment that encourages individuals to collaborate and solve complex problems, you attract the best people. As a leading provider of management and technical services to the U.S. Government, URS values the wealth of experience, discipline and integrity that veterans bring to our business. So if you thrive on meeting complex challenges and are looking to do the best work of your life, we invite you to explore careers at URS.
POWER INFRASTRUCTURE FEDERAL INDUSTRIAL & COMMERCIAL
Visit us at www.bestworkofyourlife.com.
Humana’s Spotlight on Veterans
‘I continue to serve an important purpose’ Adam Grijalba • Learning Consultant, Human Resources • Louisville, Kentucky
People often ask Adam Grijalba if he misses the military. After all, it was his life for 20 years until Major Grijalba retired in 2007. His service included two tours of combat, with the 3rd Armored Cavalry during Operation Desert Storm and the 101st Airborne Division during Operation Iraqi Freedom. “My answer is simple,” says Adam, who joined Humana not long after leaving the Army. “I really miss the people I served with. Fortunately, I’ve found the same quality people at Humana.”
He’s now a learning consultant in Human Resources at Humana’s headquarters in Louisville, Kentucky.
Adam says these are other good reasons to become a Humana associate:
Adam says his Humana colleagues are team players who are dedicated to an important purpose – helping members achieve lifelong well-being – and to each other. “At Humana, I’m committed to an inspiring vision, and I continue to serve an important purpose. As I serve that purpose, I’m able to apply my leadership experience from the military to my work.”
• Having a role in Humana’s mission to help shape the future of healthcare in America • Personal and professional development opportunities • Resources to improve one’s own well-being Be part of something special again. Humana is looking for veterans and their spouses for positions across the country. Go to www.jobs.net/jobs/Humana-Veterans to find out more and apply.
1,000 strong by 2014
Humana is proud of our long history of serving veterans. KYHH8VUHH 0312
HOT JOB OPENING
NJ • New Jersey
National Procurement Analyst - Benjamin Moore & Co. is seeking Civil Engineer, Construction - Impact Recon is looking for a CPM/PMO will have a minimum of 10 years of experience in a capital project management role at a major construction, engineering, and/or management-consulting firm. CPM/PMO will manage all components of client engagements focused on on-time & on-budget delivery of capital projects. Acute business acumen is essential together with an analytical mind-set and appropriate knowledge of structured organizational development/change management approaches and/or experience in capital projects and with various project management tools. Must have excellent client handling skills at both the CXO and project execution level; written and verbal communication skills; and be comfortable presenting to and motivating management at all levels. Visit CivilianJobs.com to learn more.
Western Region/CA Driver - Truck Driver/Owner Operator - Schneider National has been in business and leasing with owneroperators for over 75 years. Over our history, we have continually adapted, making decisions that are best for our business - it's the only way to survive for as long as we have. Your business should be no different. We recognize there are differences in operating in the western U.S. and we've made changes to adapt to make both owner-operators and Schneider more successful. Now is your opportunity to take advantage of a new lease package in Schneider's Western Regional division. Inquire by Email: email@example.com or by phone: (800) 447-7433
Why Join the
candidates for the position of Procurement Analyst. The successful candidate should possess strong data-mining skills and be able to identify and develop new projects from within the available corporate data. The ability to work cross-functionally with multiple organizations within the company to identify and control new areas of spend will be critical to long-term success. Additionally, a strong procedural background – and the ability to adapt developing programs to interface with the Company’s ERP system in order to better manage program compliance and drive long-term data collection will be essential skills for this position. Visit CivilianJobs.com’s job board to apply.
• Great schedules—Most drivers are home daily or every other day • Competitive wages
NM • New Mexico
• Comprehensive benefits
Security Assistant – URS CORP is actively seeking a Security Assistant to work in the administrative functions related to personnel security at Holloman AFB, performing as inter-and intra-departmental liaison. The security assistant will work with personnel on preparation of security clearance documentation (SF-86), process incoming and outgoing classified visit requests, facilitate security education and training to employees and customer personnel. The job also requires participation in audits, inspections, and investigations as requested, inprocess all employees, customers, range users utilizing the existing badging system and resolve issues of operating policies. Responsibilities may also include conducting orientation for new employees, and plant raining programs. Visit CivilianJobs.com’s job board to apply.
• Growth opportunities • Terrific work environment • Company stability (Celebrating 80 years of service!)
Positions Available! • Drivers
(Class A CDL with Hazmat and Doubles)
• Dock • Clerical • Mechanics
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SC • South Carolina Registered Nurse - Georgetown Hospital System,
Overseas located on the South Carolina coast between Myrtle
Beach and Charleston is currently hiring Registered Nurses at our hospitals in Georgetown and Murrells Inlet, SC. For a complete listing of all current nursing opportunities and to apply online go to www.georgetownhospitalsystem. org. Applications are accepted via on line application only. Georgetown Hospital System (843) 527-7177.
TX • Texas Mechanic - Sunbelt Rentals, a wholly-owned subsidiary of Ashtead Group plc, is one of the largest equipment rental companies in the U.S. Based in Fort Mill, S.C., we serve the needs of a wide variety of customers from commercial, residential, municipal and specialized service industries to weekend do-it-yourselfers. With a large network of locations in 34 states and the District of Columbia, we deliver the equipment you need and provide a superior level of customer service. At Sunbelt Rentals we aspire to be the best player in the industry, not the biggest. Contact: firstname.lastname@example.org.
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.
© 2011 Estes Express Lines 07/11-0218
Project Manager - Schweitzer Engineering Laboratories (SEL) seeks a professional, innovative and detailed individual possessing a high level of integrity, commitment, initiative, and positive attitude for our Project Manager role in Bangalore, India. If you are looking for an opportunity to apply your talent in project management then this position is for you. Are you ready to develop state-of-the-art monitoring, control, and automation equipment for distribution power systems? Would you like to work for a company that continuously invests in new product development and truly values the contributions of smart, dedicated engineers like yourself? Our products protect, monitor, and control transmission lines, transformers, bus bars, capacitor banks, distribution feeders, generators, and motors worldwide. If you are an engineer with demonstrated experience in application, support, and development of transmission or distribution systems, we invite you to consider joining our team. Visit CivilianJobs.com’s job board to learn more.
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
Most people are lucky to find one career they love. She found two. As a major in the Army Reserve, Becky Hamilton is proud to continue serving her country. She is also proud to work for CSX, a company that truly values her military commitment and the skills and experience that it gives her. Our jobs start with extensive paid training and can be the transition into a rewarding career. For more information on job openings, click on the Careers link at csx.com.
How tomorrow movesâ„˘
Qualified candidates will be contacted by e-mail for interview, aptitude tests and drug screening. No applications accepted by phone or after the deadline. Equal Opportunity Employer. ÂŠ2010 CSX Corporation
Published on May 1, 2012
Civilian Job News - May/June 2012, Most Valuable Employers (MVE) for Military issue