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Happy New Year to Service Members, Veterans and Military Spouses! CivilianJOBS.com’s

The Essential Military-to-Civilian Transition Resource January - February 2017

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Power Up Your Job Hunt in the Energy Industry by Heidi Lynn Russell Contributing Editor

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o matter what your military occupational specialty is, consider powering up your job search in the energy industry, which offers solid job growth and career upward mobility options. Energy companies are all too happy to open the door to veterans, recruiters say. Although a chunk of those openings are linemen, foremen and other utility worker roles, don’t discount energy companies if you’re also in logistics, engineering, intelligence, scheduling – even finance. The industry needs qualified people to fill all of those roles. Additionally, some companies like Xcel Energy are offering apprenticeships so veterans can learn certain careers with on-the-job paid training, even if they didn’t do anything remotely similar during their military service. “People will say to me, ‘I was a cook in the military. What could you possibly have for me?’ And I usually say, ‘Hey, you had to order supplies and make sure food was sanitary. We look for people in jobs

dealing with safety and OSHA.’ Folks overlook that they may have options with us,” says Lacey Golonka, Xcel Energy’s Inclusion & Engagement Consultant. Here’s how to find the right opportunity for you in energy, with tips from Golonka and other recruiters from Bechtel Corp. and the National Rural Electric Cooperative Association. Consider Apprenticeships for Top Vacancies Apprenticeships will usher you into a brand new career with paid, on-the-job training for some of the top vacancies in energy. One of those jobs is line workers, says Michelle Rostom, Director of Member Workforce Effectiveness for the National Rural Electric Coopera- Michelle Rostom tive Association. Line workers install and repair cables, wires, and other critical transmission and distribution equipment. Other common titles are “line installer” or “line technician.” Average salary is $63,470. Consider

this option if your MOS is 12P Prime Power. Apprenticeship programs are offered through the Department of Labor or state colleges or universities. Xcel Energy also offers the fouryear Electrical Line Apprentice Program, in which apprentices work with experienced linemen and crews in both classroom and hands-on training environments, Golonka says. The job involves constructing and climbing poles and learning to work on energized conductors and equipment. You don’t need previous experience but would have to pass a pre-employment aptitude test offered by the Edison Electric Institute. Another four-year apprenticeship is for “Plant Specialist B,” which operates, inspects, monitors and

performs minor maintenance on power plant equipment (boilers, turbines, auxiliary equipment and other systems). Applicants also must take the EEI Power Plant Maintenance and Plant Operator selection exams. More than 1,400 employees at Xcel Energy are veterans, and jobs are open in eight states – North Dakota, South Dakota, Michigan, Minnesota, western Wisconsin, Colorado, the panhandle of Texas and New Mexico. Don’t Discount Your Military Experience There are a variety of military occupations and skill sets that transfer seamlessly into the energy industry, and information technology is one that tops the list,

Rostom says. One in-demand area is data analysis, a growing skill set in this space. The rural electric companies use Supervisory Control and Data Acquisition systems (SCADA) that control the grid. “The data we collect centers around the flow of electricity through the wires. We’re looking for efficiency,” Rostom says. A SCADA programmer makes about $70,000. Army MOSs that can prepare you for this job include: 25B Information Technology Specialist, 35T Military Intelligence Systems Maintainer/ Integrator or 25A Signal Officer. To work with SCADA systems, check into the Certified SCADA continues page 4

The Hottest Jobs for 2017 by Heidi Lynn Russell Contributing Editor

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he hottest job opportunities for 2017 have emerged for two reasons. The first is a dearth of Information Technology professionals as companies race to fill new roles created by the sonic speed of technological advancements. The second is a mass exodus of Baby Boomers, leaving a swath of vacancies in logistics, distribution and management throughout all industries nationwide. “There are a lot of retirements.

People are going out the door, and employers are scrambling,” says Russ Hovendick, author of the Amazon number-one seller Deployment to Employment: A Guide for Military Veterans Transi- Russ Hovendick tioning to Civilian Employment. “It’s across all sectors, affecting everybody. It’s really difficult. Employers are figuring out what they’re going to do.” If your background is in IT, you should have virtually no problem finding postings, says Steven

Ostrowski, Director of Corporate Communications for CompTIA (https://www.comptia.org), a nonprofit trade organization for IT professionals and companies. At the end of the third quarter of 2016, there were about 600,000 IT jobs open in the U.S. That has dropped from 936,000 open positions in 2015, but it’s still significant when you consider the size of Steven Ostrowski the industry, Ostrowski says. “It impacts companies, banks, universities, schools, hospitals -

Image courtesy CompTIA

not just tech companies,” he says. “The openings make it difficult for them to get the full value of what they’re spending on technology.” As a result, employers are anxious to hire veterans, he adds. “Veterans have one talent that is increasingly becoming more important in the IT space, and

that is the ability to work as part of a team. IT departments are not playing solo anymore, because most technology stuff touches different business units and departments,” Ostrowski says. “But don’t limit yourself. Look beyond continues page 6

INSIDE THIS ISSUE Transition Talk: What is a management trainee? .............. page 3

Feature: JDog’s commitment to military

Spouse Series: The new boss

...................page 8

......... page 10

Career Coach’s Corner: ”Thou shalt not”, part two ............................page 12

Job Fairs: A full slate of winter events ................page 14


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IF YOU’VE GOT THE COURAGE TO FIGHT FOR YOUR GOALS YOU’RE OUR KIND OF DIFFERENT You’re determined to succeed, and DeVry University can give you the tools to help. DeVry offers degree programs in more than 40 career fields – like Business, Technology and Healthcare – and flexible options to fit your schedule and your life. DeVry has a long history of educating and supporting America’s military personnel and the veteran community. A varety of benefits such as military pricing and the Yellow Ribbon program may be available for those who qualify to help prepare you for what’s next.

devry.edu/military 877.433.8792

© 2016 DeVry Educational Development Corp. All rights reserved.

Jan/Feb 2017


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Transition Talk

Publisher Jake Hutchings Managing Editor Kathy Scott Art Director Alec Trapheagen Contributing Editors Janet Farley  Heidi Lynn Russell  Tom Wolfe Director of Technology Don Nowak Executive Consultant Brett Comerford Consultant Tucker Harrell Consultant Jillian LeBlanc Consultant Glen Nelson Consultant John Skinner Account Representative Erin Feeley Account Representative Robert Mulvihill Military Transition News is published by: CivilianJobs.com 1825 Barrett Lakes Blvd., Suite 300 Kennesaw, GA 30144 1-866-801-4418 Reproduction or use without permission of any editorial or graphic content in any manner is prohibited. The inclusion of advertising is considered a service to our readers and is not an endorsement of products or advertising claims. Opinions expressed in articles are the opinions of the contributors and do not necessarily express the opinions of Military Transition News or its staff. Subscription rate: $12 per year (6 issues). To subscribe, call 1-866-801-4418. ©2007-2017 Civilian Jobs, LLC. All rights reserved. Military Transition News and CivilianJobs.com are wholly-owned subsidiaries of Bradley-Morris, Inc. (BMI), the largest military-focused placement firm in the U.S.

by Mike Arsenault Vice President of Candidate Services

Bradley-Morris answers questions from transitioning military job seekers.

Q: Is there an age that you would consider being too

old to accept a management trainee position? There are several companies that offer this kind of path, but they look like they are trying to recruit new college graduates. Should I even waste my time? If I apply, is it a good career move?

A: “Management Trainee.” Sounds pretty great. In fact,

it sounds like the company plans to hire you and train you for a management position. What does a civilian “manager” do, though? Every company is different and you need to consider the specific role and responsibilities. Management trainees work in a variety of industries. For the restaurant, retail or automotive repair industries, a management trainee is probably being trained to oversee a store. Management trainees can lead a line staff with a very flat reporting structure and can gain a lot of new experiences such as creating work schedules and financial reports, and possibly marketing and advertising duties, as well. Initially, the hours can be long, but if you advance, you will typically oversee a number of locations. That is an example management trainee position, but it is by no means the only type of role for this broad job description. As always, try to find out as many details as you can before and during the job interview. If a company is vague about what the job entails, especially during the interview, beware. They should be able to communicate

the exact trainee timeline and the expectations for the role. A related broad role that you may see advertised is for a Leadership Development Program (LDP). A company with an LDP is seeking a more seasoned leader than a management trainee, and veterans who have served in leadership positions during their military career are favorites for employers to hire. There is a good reason for this: One of the challenges many transitioning military face is they most likely have not been exposed to the civilian world and the way businesses operate. The LDP is similar to a management trainee program in that it exposes the participant to many different areas of the company, such as sales, marketing, finance, operations and logistics, but in a more in-depth manner. The LDP candidate will take as much as two years to rotate through assignments in these different areas. At the end of their rotation, they will begin to work in the sector that needs or has appealed to them the most. They bring with them the advantage of having mapped all the other areas of the company they will be leaning on to succeed. They will also be expected to progress to the upper echelon of company management in the future. In answer to your first question, age should never be the number one factor in your job choice. Focus instead on what you can bring to a company and whether the role matches your career goals and preferences. Mike Arsenault is Vice President of Candidate Services at military placement firm Bradley-Morris, Inc. He can be reached at (800) 330-4950 ext. 2105 or by email at marsenault (at) bradley-morris.com.

Bring your military experience to Xcel Energy where we’ll give you our best—a purpose-driven career, solid job security and challenging work. Here, your out-of-the-box thinking is valued. What makes Xcel Energy best for veterans and active reservists?

WE’VE GOT YOUR SIX.

• A dedicated, veteran liaison who provides guidance. • Ongoing transition support—a special onboarding program for new hires, a veteran employee group, quarterly training for hiring managers and a customized transition program just for you. • A wide range of positions across the company— in the office, in the field or on the lines. • Apprenticeships that allow you to get paid while you learn.

Explore the possibilities today at xcelenergy.com/Military.

© 2016 Xcel Energy Inc.

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Jason Forbis, a former Army sergeant, served in Iraq before coming home to Texas and joining United Cooperative Services as an AMI/IT technician (Photo courtesy UCS)

“Power Up Your Job Hunt in the Energy Industry” continued from page 1 Security Architect (CSSA) certification. See http://www.iacertification.org/cssa_ certified_scada_security_architect.html. If you’ve been in engineering in the military, your skill set is also highly valued. Electrical engineers are the highest indemand engineering discipline, although the industry also needs mechanical and civil engineers, Rostom says. Salaries average around $80,000. Comparable Army MOSs are: 12A Engineer Senior Sergeant and 12T Technical Engineer. Xcel Energy also looks for people in supply chain logistics, Navy nuclear folks and anyone in public affairs (for business marketing positions). “Those are easy transitions,” Golonka says. “Other positions that we’ve had great experience with is operation work scheduler/ coordinator positions,” she adds. “We’ve taken veterans who were operations officers or NCOs with any type of scheduling experience.” She also scouts for intelligence officers at veterans’ job fairs, because if someone handles “human intelligence,” they might be adept in an HR role. “It’s a matter of helping them see they have the skills. They just have

to understand what they bring to the table and how they’re tailoring it. Obviously, an HR degree will be listed for positions, but it’s not always a requirement,” Golonka says. For listings at Xcel Energy, check out https://jobs.xcelenergy.com/content/military/. A “transcoder” at the web site will help you translate your military job into a comparable open position. To make it easier for veterans to find jobs, Xcel recently has also been tailoring job descriptions to match the military’s, Golonka says. If you’ve loved living in other parts of the globe during your military service, check out opportunities at Bechtel Corp. Veterans can view an exhaustive list at http://jobs. bechtel.com/content/military/. Similar to the opportunities at Xcel, they range from software project lead, to port coastal engineer, to civil designer, to international communications and public affairs manager – even administration assistant. You can also view jobs by military code at the site. Bechtel is interested in talking to veterans because of qualities that help them stand them out from other candidates, says U.S. Marine veteran and Manager of HR Jim Haynes. “Bechtel values the qualities and attributes service members develop while serving our country: agility, integrity and unparalleled commitment. These men and women characterized by their pride in service, devotion to excellence and tangible results, run to defeat the fire whenever and wherever needed,” Haynes says. Seek Out Military-Friendly Companies Because veterans are highly in demand as job applicants in the energy industry, it pays to do your homework and ensure a company is military-friendly. One way is to double check that a company’s values and culture mirror that to which you’ve grown accustomed in the

military. Electric coops are nonprofits, so they place a priority on public service, Rostom says. “When you think about ‘cooperative’ principles, you see a correlation between those ideals and the military in terms of being voluntary and democratic in nature. The electric cooperatives have interesting parallels,” Rostom says. “Another piece of that is that we serve rural and suburban America, and the majority of military members are from rural areas. A lot of veterans say they can’t go home for jobs, but over 900 coops are in rural and suburban America. There is a lot of opportunity for veterans.” The rural electric cooperative association is so anxious to hire veterans that it has a special web site to help them connect with opportunities: http://www.servevets.coop. Co-ops from 47 states are implementing nationally recognized practices to hire and retain veterans. At the web site, you can search for jobs and also explore ways that your military service fits with each company’s culture, Rostom says. Also, take time to find out if a company has an “Employee Resource Group” that supports veterans and their families. At Bechtel Corp., veterans can participate in the “BSERV group,” which provides mentoring, networking, support to recruit other veterans as new employees, and talent-development opportunities for members to develop their leadership, communication and management skills. The U.S. Department of Labor and First Lady Michelle Obama recognized Bechtel as a member of a broad coalition of companies that pledged to collectively hire 100,000 veterans. “At Bechtel, thousands of our colleagues have served, or continue to serve, in a branch of their country’s military. As veterans enter civilian life from military service, they are such an impactful source of talent and value for important missions, like the challenges

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Army linemen attend an eight-week Power Line Distribution course at Ft. Leonard Wood, Missouri. This Course helps qualify Army linemen for civilian work.

our Bechtel teams face every day all over the world,” Haynes says. Similarly at Xcel Energy, veterans can participate in the “Military Ombudsman for Veterans and Employees” resource group. They also can take advantage of a tuition reimbursement program that can be combined with G.I. Bill benefits. Xcel has also increased its hiring effort of veterans. “Our CEO is a phenomenal supporter and is on a number of panels about being a veteran-friendly employer. He set a goal for 10 percent of new hires to be veterans, and last year, we hit 10.1 percent. As of the end of October this year, we are now above 15 percent,” Golonka says. Military-friendly companies will also create avenues for you to get your resume in front of the right people more easily. At Xcel, for example, you can build a profile on the job site and identify yourself as a veteran. “It notifies me, and I will send them an email and helpful links. Then anytime they’re going to apply for a job, they let me know. That helps me go into their profile. If I see if they meet the qualifications, I then let the recruiter know,” Golonka says. Heidi Lynn Russell writes about employment and business issues.


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“The Hottest Jobs for 2017” continued from page 1 the tech companies when looking for career openings. With 600,000 open jobs, there is a lot to choose from.” Here’s a rundown of the top jobs for transitioning military members to consider: Information Technology There are six main industries where the jobs are: tech companies, financial services (banks, insurance companies and credit card companies), educational institutions, health care, manufacturing and transportation. Current top needs are: • Cyber security: Companies have moved from defensive security measures to the offense. “More businesses need people with analytical skills to figure out the vulnerabilities before an attack happens,” Ostrowski says. Many veterans have some level of security clearance or experience working with confidential information. This area is wide open for you. Look for listings for cyber security analyst, cyber security specialist, cyber security engineer, risk manager or risk analyst. • Cloud computing: As companies decide what data to put offsite in a “cloud,” they need experts who can advise them on security and strategy, Ostrowski says. For example, does the company want customer information in the cloud or close by? If you have network integration skills, you’re needed to tie it together and ensure it functions as it should. • The Internet of “Things:” This involves managing smart homes and smart cities - devices with a sensor and communication capability to collect and track data. It could be anything from making street

lights or parking more efficient, to securing a health care facility or an elementary school. “There is a huge and I emphasize that - a huge security component,” Ostrowski says. “It’s all potentially vulnerable to an attack.” Differentiate yourself from other job applicants with a professional certification in your IT specialty area, Ostrowski says. You can obtain certifications through CompTIA, Microsoft and Cisco. “It’s borne out on many studies that those with certifications are better able to do their jobs than their non-certified counterparts. They can fix issues the first time and are more proactive in looking for solutions to do things better,” he says. It will also get you a job interview much more quickly, he adds. “Employers use certifications to sift through the candidates they get. If they get 50 applicants for a job, and 13 have certifications, then those 13 go to the top of the list,” he says. Operations Management, Distribution and Logistics Within the heavy manufacturing and food manufacturing sectors, veterans are highly sought for entry-level-to-mid-level management positions, says Hovendick, who is also the Founder and President of two career resource firms – Directional

Motivation (http://directionalmotivation. com) and Client Staffing Solutions (http:// www.clientstaffingsolutions.com), both in Sioux Falls, SD. Operations management duties include supervision of hourly workers and also supervising those workers’ supervisors. “In any type of manufacturing that you think of, there’s a real need,” he says. If your military occupational specialty was in the logistics arena, you’re wanted for third-party logistics positions for manufacturers of product parts. “What they do is contract with the manufacturers and get it to the end-user assembly line,” Hovendick says. One positive aspect to getting a job in this field is your “ramp up time” into a new job is less than in the past, Hovendick adds. Because jobs are being left vacant by so many retirees, companies are anxious to fill positions with people who already possess leadership abilities and have experience. “There’s a normal adjustment that takes place during the military-to-civilian employment transition. But veterans already understand the basics in leadership and are also going into this with an understanding of the particular niche. That could work well for them,” he says. Hovendick says employers are more willing to engage services of non-degreed individuals.

“With the enlisted ranks, if they have industry-specific knowledge but not a degree, employers are forgoing that because of their need for people. They believe the military has given them discipline, and in many cases, that’s better than someone coming out of college,” he says. Construction/Infrastructure The new Presidential administration taking the helm in January has pledged improvements to the nation’s infrastructure - highways, airports and the like, all which will need engineers and those with hands-on construction experience, Hovendick says. Keep an eye out for potential opportunities as Congress and the new President-approved projects. “If (President Elect Donald Trump’s plans) come to fruition, there’s going to be a multitude of opportunities, building bridges and highways up from a crumbling infrastructure. And that will mean opportunities for veterans,” Hovendick says. If you were in the Army Corps of Engineers or in logistics, there will be more pressure on contracting firms to find talent for these projects. “That will play out nicely for veterans,” Hovendick says. Heidi Lynn Russell writes about employment and business issues.

Image courtesy CompTIA

GREAT JOBS

Image courtesy CompTIA

THOUSANDS OF INTERVIEWS

If you are a transitioning junior officer or enlisted technical candidate, contact us to take advantage of our free military-to-civilian placement service.

www.Bradley-Morris.com/Apply 800-330-4950 ext. 2105

Read this issue online now at Online.MilitaryTransitionNews.com


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JDog: Making a Living While Making a Difference by Janet Farley Contributing Editor

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our time in uniform is coming to a close or maybe you’re just daydreaming about it. Either way, you’re starting to seriously think about what you will do professionally post-uniform. While you may not know precisely what you want to do just yet, you do know that you want to be your own boss, set your own hours and continue to make a positive difference in your community. You, my soon-to-be-civilian friend, may want to seriously consider becoming a JDog Junk Removal (www.jdog.com) franchisee. JDog Junk Removal is a veteran-owned, full-service franchise that was recently noted as one of the top 25 veteran start-ups in America by Forbes magazine (November 2016). They specialize in sorting, recycling, hauling and disposing of unwanted residential and commercial items. Billed as the U.S. military veteran brand, their local business operators (business franchisees) are also veterans and veteran family members who “understand the importance of hard work, dedication and service to their country.” “JDog Junk Removal is going viral. It’s awesome,” says Lauren Lampe, marketing manager for JDog Franchises, LLC. “We’ve grown so much this year alone. Since 2013, we’ve grown 142 percent. We added 33 franchisees in 2015 and 62 in 2016.” Becoming a franchisee is relatively simple, too, assuming you have the necessary capital and the drive to be self-employed. If you want to see if you’re cut out to be an entrepreneur, try answering the Small Business Administration’s 20 Questions Before Starting (https://www.sba.gov/ starting-business/how-start-business/20questions-starting). If you are ready for the big step, then know these facts. According to Lampe, capital start-up costs to become a JDog franchisee range from $41,000 to $104,000, including the franchise fee of $27,500. “Capital will cover such costs as a truck and a trailer to haul things and advertising wraps for your vehicle(s). You have to think about funding your start-up marketing costs and other signage, too,” Lampe says. You would also be responsible for paying for any required business permits, licenses and insurances. But there’s also something significant that you don’t necessarily need to have. “What is really great is that you don’t have to have store front. You can run your business right out of your home,” Lampe says. Environmentally Friendly and Committed to Helping Others According to veterans who have taken the JDog franchisee leap, the organization is a

good fit for veterans who seek the esprit di corps they had in military life. “I love the fact that JDog caters to veterans,” says Gregg Schnupp, a retired Army military police officer who now works as a police officer in Montgomery, AL, while also managing a JDog business. JDog also strives to be environmentally friendly and help others in the community who need it, including other veterans and their families. “We try to repurpose, reuse and recycle as much as we can, striving for 100 percent. We want to limit the amount that is going in the dumps. A lot of our franchisees donate items that are still in good shape to veteran causes, groups and other worthy organizations,” Lampe says. Schnupp adds: “In my community, we donate useable items to Goodwill and to King David’s Charity (a battered women’s shelter). Old doors and windows are donated to Habitat for Humanity.” He’s not the only JDog veteran out there paying it forward, either. “Sometimes we pick up things that can be donated to others in need, for example to homeless veterans,” says Dave Kaiser, who became a Myrtle Beach, SC, JDog Dave Kaiser franchisee in September 2016. “At the end of the day, we get to make a living, pay our bills and help out our brothers and sisters in need. Not every day is like that, but those days it does work like that are nice,” Kaiser says. Tyler Miller, a currently serving Army Reservist who just launched his own JDog business in October 2016 in Reading, PA, wholeheartedly agrees Tyler Miller with the practice. “If someone can use the items [that others discard], then why not?” Miller says. What Made These Veterans Choose JDog “I retired in 2009 and went to work for corporate America as a defense contractor. In that world, you had to throw people under the bus in order to get ahead. In the military, you had to have each other’s back to succeed. I was missing that,” Kaiser says. “One day I was sitting in a waiting room trying to update my sons’ ID cards and I came across an article about JDog. I liked what I read. It seemed to fit with my goal of making a living while making a difference.” He researched the company more and liked what he found. “There is a lower cost of entry to get in, and you get great support from the headquarters. We can hire as many vets as we want and the company itself is veteran owned,” he says. “So far, business itself has been really good. There’s really a market for it. People contact me.

“The initial challenge [in establishing the business locally] was just getting the word out that we were open for business,” he adds. “It has helped that our trucks and trailers (wrapped in advertising) are out there in the community. People pull in where they see our trucks and talk to us about doing work for them.” Miller had been thinking about going into business for himself for some time. “I went to one of the informational mixers about the company and I heard what everyone had to say, and it just seemed like a good fit. It seemed feasible,” he says. Miller may not have a long history of actually working in the job yet, but he is certain that the skills he uses in the military will be useful in his new venture. “The leadership qualities you learn and the traits that you live by in the military will also be instrumental, such as trust, honesty and integrity,” Miller says. “In the military, you work hard. I’m sure I’ll be doing that here, too.” While Miller is just starting out in the business, he seems very satisfied. “To tell you the truth, it feels more like family than anything else,” he says. Schnupp and his spouse also had been contemplating becoming a franchisee. “Me and the wife had been looking at couple different franchises. We wanted to find something that suited us,” he says. “I Googled ‘veteran-owned franchises’ and learned about JDog. It took me six months of learning about it and seriously considering it before I actually made the phone call to get it going.” It’s also worth noting that JDog is in the testing phase of a handyman service that’s projected to be franchised at the end of 2017. As You Transition Out The JDog veteran franchisees understand what it’s like to make the move from being in uniform to the civilian workforce, be it as a small business owner or as an employee working for someone else. “There will be an element of fear. You’re going to something you’re not sure about. Remember, though that you are in the top 1 percent of the nation. Folks that come out of the military are a cut above others,” Kaiser says. “Don’t fear [transition]; embrace it. Use what made you successful in the military and let it make you successful out of it.” Kaiser also suggests you be prepared to accept that some civilian employers may not give you the same level of responsibility you were accustomed to in uniform. “I worked for [one major manufacturer] as a supervisor when I first got out. I’ll never forget one day when I was ordering supplies for my desk, my supervisor, who was about 14 years my junior, asked me if I was sure I needed a full box of pens to do my job,” says Kaiser, who can laugh about it now. Kaiser also stresses the importance of

planning for your transition. “Planning is key. Develop a good plan and keep with it,” he says. While Miller hasn’t exactly transitioned out of the service yet, he does understand the process of transitioning into a new job and he has some good advice for others. “There are a lot of opportunities and options out there. I think that some [service members] feel as if they are kind of like the black sheep and don’t fit in somewhere on the civilian side of things where it is a different environment. Just know that there are people that can help you find your way, and there are a lot of different avenues,” Miller says. “Employers do value the skills you have to offer as a veteran.” Schnupp advises service members to obtain any necessary civilian job certifications before getting out of uniform. “If you want to go into securities trading, for example, make it a point to get the required civilian certifications before you get out of the military,” he says. He also advises to do your research and make sure you have the appropriate marketable skills for the job you want to do. “Use the skills the military taught you. Having the ability to adjust on the fly, for example, will serve you well as a civilian,” he says. Both Schnupp and Kaiser have some advice for those specifically contemplating a JDog franchise, as well. “Know your area. Make sure the need is there for such a service and make sure you have the funding to do it. JDog will teach you a lot of the skills you need to know, particularly about small business ownership,” Schnupp says. “Take it one day at time. Remember, it’s not a race; it’s a marathon. Most businesses don’t succeed not because they had a bad model but because they gave up too soon,” Kaiser cautions. “Whatever capital you think you need to start your own business, double it and be prepared to not have an income right away,” he adds. “Be prepared. You have to work hard at first. Your schedule won’t be full at first. Be good at figuring out the marketing.” Marketing, however, may not be too much of an issue for Miller as he also happens to be engaged to Lampe, the company’s marketing manager. They are planning a Spring 2018 wedding. “If I ever have any marketing questions I have a great resource to go to,” Miller jokes. For more information about becoming a JDog Junk Removal franchise, visit www. jdog.com. Janet Farley, Ed.M. is a freelance writer based in Colorado Springs, Colorado. She is also the author a several career related books targeted to the military. Her most recent book is Military Life 101: Basic Training for New Military Families (Rowman & Littlefield, 2016). Visit her online at www.janetfarley.com.


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JDog

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Jan/Feb 2017

NEWS

Spouse Series: The New Boss in Town by Janet Farley Contributing Editor

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don’t know about your social media feeds, but mine were on overdrive before the holidays with all kinds of election drama. As it turns out, many of my acquaintances, friends and family members, both in and out of uniform, are an eclectic and feisty group of politically passionate and opinionated people. Who knew? Ahem. Some of them virtually stumped for Trump while others simply assumed Clinton would be the first woman to serve in the Oval Office. Still others held out hope for Bernie despite the fact that his name wasn’t even on the ballot, and I’m fairly certain one guy in my feed really did vote Snoopy for President. It’s been both entertaining and kind of depressing. I was tempted on more than one occasion to un-friend a contact or two and delete the more obnoxious posts coming from both sides of the political aisle. In the end, I didn’t though. It just wasn’t worth the cyber drama. Besides, I like opinionated people. They keep everything interesting, don’t you think? On the plus side, at least Americans were truly engaged in active (if not actively provocative at times) discussions. In theory, that’s a whole lot better than being apathetic about the direction of our country. Right? Welcome to the post-election world where some people are thrilled and others horrified. Military families, being the diverse group that we are, are no exception. Some of us are

happy. Some of us aren’t. Regardless of your own personal political persuasions, some of the big concerns of our service members and their families are the same today as they were before the election. • You’re worried about your diminishing paycheck and disappearing benefits. • You’re concerned about the negative toll being taken on your family as you face the potential for even more deployments. • You worry that resources you’ve come to depend on will no longer be there, assuming they were there for you in the first place. • You’re worried about finding a job at your next duty station or as you transition out of uniform. Those concerns are here to stay for the time being, and whether you voted for Trump or not, the reality is that he is now your uniformed loved one’s boss’, boss’, boss’, boss’ boss. Like any new manager on the job, he deserves a fighting chance because that’s just how democracy works. Some of the following tips may help you and your military family transition to the new guy at the top and whatever his time in office will bring. 1. Let it go. It being, of course, any existing expectations you may have developed and become comfortable with under previous management. There’s a new sheriff in town, and things might stay the same and they might not. They may even

get better. You just won’t know until POTUS gets his proverbial feet wet and develops an understanding of the job before him. On one level, this election year is similar to every other election year. It’s painful for somebody. Like the experience of childbirth, a choice can be made to forget the pain and get pregnant again. Good thing you’re well skilled in managing the art of uncertainty because it’s here to stay. Again. 2. If you don’t like something, say something. If you don’t agree with the words coming down from the upper echelons of your world, that’s okay. As a military family member, you have a right to be vocal about that. Use your own words and try to make things better. You can do that. If, on the other hand, you’re wearing the uniform, then, yay you for the time being. You know that while your job ensures our democracy, it doesn’t always do a lot for your own personal sense of it. While you may not be able to be as vocal as you’d like to be now, that doesn’t mean you can’t

voice your thoughts in the right way in the right setting. You’re suave like that. Perhaps your voice can even be heard a little louder when you retire or transition out. In fact, why don’t you run for office in your postmilitary life so we can create all new memes? 3. Adapt and overcome. It’s not just a military concept. It’s a life concept. Whether you’re happy about who the new Commander in Chief is or not, there’s no changing the facts. Now get on board if you’re not already there, and let’s do this thing! In the end, you may not work in the Oval Office, but you do, however, still have the ability to affect positive change there and anywhere for that matter. Think globally. Act locally. It’s how we, the people, get stuff done. Janet Farley, Ed.M. is a freelance writer based in Colorado Springs, Colorado. She is also the author a several career related books targeted to the military. Her most recent book is Military Life 101: Basic Training for New Military Families (Rowman & Littlefield, 2016). Visit her online at www.janetfarley.com.

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Jan/Feb 2017

NEWS

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Jan/Feb 2017

NEWS career coach’s corner

by Tom Wolfe Career Coach and Contributing Editor

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elcome back! In Part 1 of this two-part series we discussed how following the First through Fifth Commandments will lead you to a promised land called Interview Success (www.CivilianJobs.com/ Nov.Dec2016_Interview_Success.htm). 1. The First Commandment: Thou shalt not be late. 2. The Second Commandment: Thou shalt not ask too few or inappropriate questions. 3. The Third Commandment: Thou shalt not exhibit improper body language. 4. The Fourth Commandment: Thou shalt not dress inappropriately. 5. The Fifth Commandment: Thou shalt not lack selfknowledge. Today, we further enhance your chances of landing that coveted job with a discussion of the Sixth through Tenth Commandments. 6. The Sixth Commandment: Thou shalt not do insufficient research. To interview successfully, you must be knowledgeable. There are four components to this knowledge: knowledge of self (see the Fourth Commandment above), knowledge of the company, knowledge of the industry and knowledge of the job. You have to do your homework. Researching companies used to be hard. Your sources were pretty much confined to books, magazines and other resource materials such as annual reports and business journals. Interviewers knew this and tended to be a little forgiving when it came to the breadth and depth of the candidate’s research. Then along came a game-changer: the Internet. Now that research, although still perhaps tedious, is easy. There is no longer an excuse for insufficient research. Do yourself a favor and learn how to research a company for fun before you have to do it for real. Attack that research on three fronts: what do the business and financial analysts have to say about the company, what does the company have to say about itself and what is the general public buzz about the company. 7. The Seventh Commandment: Thou shalt not lack an understanding of interviewing empathy. The Fourth Commandment requires you to have a strong idea of what you bring to the table, what you care about and what really matters to you. You are searching for a job that will satisfy all of your needs and maybe even a few of your wants (no, they are not the same). You must keep all that in mind as you search for the right job. However, you must also keep in mind what matters to the company with which you are interviewing and, more important, what matters to the interviewer. Knowing this in advance and keeping it in mind

(Part 2 of 2) as you interview will allow you to tailor your questions and your answers to hit the interviewer’s hot buttons, thereby demonstrating a sensitivity to the interviewer’s needs and also enhancing the chances of a developing a personal connection. This is called interviewing empathy and it will help you convert the interviewer into your advocate. Here is the simple version: Tell the interviewer exactly what he or she wants to hear, as long as it also happens to be the truth! 8. The Eighth Commandment: Thou shalt not fail to show interest. Some people think that the purpose of an interview is to see if the candidate is qualified for the job. That is generally not the case, especially if the interviewer has access to the resume in advance. The fact that you are in the interview means you have already been deemed qualified. Conversely, one could argue that if your resume does match up nicely with the job requirements, then why even have the interview? The company could save a lot of time and money by simply offering you the job sight-unseen. But that’s a disaster in the making. The interview provides so much more. It allows the interviewer to add the human dimension to the resume. Your style, personality and attitude all come into play. It’s also a chance for you to get a feel for the company. You learn more about the job, the opportunity and the people who work there. But there is more. No matter how qualified you may be, no matter how well the job stacks up against your requirements and no matter how well you are received on an interpersonal level, you will fail the interview unless there is no doubt whatsoever in the mind of the interviewer that you are also sincerely interested in the job. You can control this indirectly through your body language, overt enthusiasm and by asking great questions. You can also take the direct approach - come right out and say the words I am very interested in pursuing this opportunity or I hope I have interviewed will enough today to receive an offer or I want this job; offer it to me and I will accept. Yes, those are forward and bold statements, but, assuming they are truthful, think about their power. What have you got to lose? In the end, you might be rejected, but it will not be because they questioned your level of interest. 9. The Ninth Commandment: Thou shalt not fail to acknowledge weaknesses, failures and flaws. As indicated by these Commandments, there are many causes for a lack of success in interviewing. One common but frequently overlooked reason is setting unrealistic expectations. Several years ago, a recruiter for one of my client companies surprised me when she said that she long ago gave up trying to hire perfect candidates. In fact, perfection in a candidate was an automatic cause for rejection. Why? When it comes to human beings, there is no such thing as perfection. Given that, she realized that the supposed

perfect candidate was indeed flawed in some way, but she had failed to find that flaw. Knowing this undiscovered flaw would come to light in the future, she rejected that candidate rather than running the risk that the flaw could be a fatal one. This is actually good news for you - you do not have to be perfect to get a great job! Imperfections, failures and weaknesses are part of your package. They key is having the self-awareness to acknowledge them, the insight to know when it is appropriate to discuss them, the self-confidence to admit to them and, most important, the ability to overcome, mitigate, correct or compensate for them. Possession of that key allows you to turn weakness into strength. 10. The Tenth Commandment: Thou shalt not forget to close the sale. Here’s an exercise for you. Make a list of civilian occupations for which you have some level of interest. Put them in order of preference. As you get deeper into your search, that list will change. For military personnel transitioning to civilian employment, job hunting is as much about discovery and self-education as it is about landing the right job. But you have to start someplace, right? Take a look at your list. How far down do you have to go to find sales as one of your options? For most of you,

that option is near the bottom or not even on the list. There is a logical explanation for that, but we will save that discussion for another day. For today, consider this: Those of you who do have sales on that list will be better interviewers for any type of job than those of you who treat sales like the plague. Why? Interviewing is selling. You (sales rep) have to convince the interviewer (customer) that your product (you) will fill his or her need (the job opening). Successful salespeople share many characteristics and talents. Perhaps the most important among those talents is the ability to look a potential customer in the eye and say please buy my product or I want to be your supplier or l really want your business. This is referred to as asking for the order or closing the sale and it is critical to sales success. The same technique is critical to interview success. Assuming you are truly and sincerely interested in the opportunity, do not leave the interview without first asking for the job. In summary, remember that there are almost always more good candidates than there are good jobs. The interviewer needs to narrow down the field and he or she can afford to be picky. You have a choice here: Disobey one or more of those Commandments and make it easy for him or her to cross you off the list. Or, make the interviewer work hard to find a reason to reject you. Unable to find reasons to say NO, he or she will start to focus on reasons to say YES - and that leads to interview success! Tom Wolfe is a Career Coach, Columnist, Author and Veteran and can be found at www.out-of-uniform.com.

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Jan/Feb 2017

NEWS

Thousands of job openings in a great place to live! North Dakota has thousands of career opportunities waiting for you, in areas like technology, manufacturing, healthcare and engineering. You’ll also find the best of country and city living with safe communities, unique shopping, dining, arts, culture, entertainment and outdoor fun year-round. For top job openings, relocation assistance and more, visit our website. For assistance translating your military experience into a rewarding civilian career, visit jobsnd.com and click on the veterans tab.

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Jan/Feb 2017

NEWS

Job Fair Calendar RecruitMilitary - 800-226-0841 Support@RecruitMilitary.com Date: Location:

January 12, 2017 San Antonio Veterans Job Fair 11 a.m. - 3 p.m. Norris Conference Centers; 618 NW Loop 410, #207; San Antonio, TX 78216

Date: Location:

February 16, 2017 Richmond Veterans Job Fair 11 a.m. - 3 p.m. Richmond International Raceway; 600 East Laburnum Avenue; Richmond, VA 23222

Date: Location:

January 12, 2017 Tampa Veterans Job Fair 11 a.m. - 3 p.m. Straz Center for the Performing Arts; 1010 North W.C. MacInnes Place; Tampa, FL 33602

Date: Location:

March 1, 2017 Fort Bragg Job Fair 11 a.m. - 3 p.m. Bragg Conference & Catering; 2658 Reilly Road; Ft. Bragg, NC 28310

Date: Location:

January 18, 2017 Joint Base Lewis-McChord Job Fair - 11 a.m. - 3 p.m. American Lake Conference Center; 8085 NCO Beach Road; Joint Base LewisMcChord, WA 98438

Date: Location:

March 2, 2017 Greater Dallas Veterans Job Fair 11 a.m. - 3 p.m.; Hurst Conference Center; 1601 Campus Drive; Hurst, TX 76054

Date: Location:

January 19, 2017 Sacramento Veterans Job Fair 11 a.m. - 3 p.m. Scottish Rite Center; 6151 H Street; Sacramento, CA 95819

Date: Location:

March 2, 2017 San Diego Veterans Job Fair 11 a.m. - 3 p.m. Scottish Rite Event Center, 1895 Camino Del Rio South, San Diego, CA 92108

Date: Location:

January 26, 2017 Oklahoma City Veterans Job Fair - 11 a.m. - 3 p.m. Chevy Bricktown Events Center; 429 East California Avenue; Oklahoma City, OK 73104

Date: Location:

January 26, 2017 Raleigh Veterans Job Fair 11 a.m. - 3 p.m. Vaughn Towers at CarterFinley Stadium; 4600 Trinity Road; Raleigh, NC 27607

Date: Location:

February 2, 2017 Atlanta Veterans Job Fair 11 a.m. - 3 p.m. Cobb Galleria Centre; Two Galleria Parkway; Atlanta, GA 30339

Date: Location:

February 2, 2017 Riverside Veterans Job Fair 11 a.m. - 3 p.m.; Riverside Municipal Auditorium; 3485 Mission Inn Avenue; Riverside, CA 92501

Date: Location:

February 7, 2017 Fort Stewart Job Fair 11 a.m. - 3 p.m.; Club Stewart; 1020 Hero Road; Ft. Stewart, GA 31314

Date: Location:

March 23, 2017 New Orleans Veterans Job Fair 11 a.m. - 3 p.m. Mercedes-Benz Superdome; 1500 Sugar Bowl Drive; New Orleans, LA 70112

Date: Location:

February 8, 2017 Hunter Army Airfield Job Fair 11 a.m. - 3 p.m.; Hunter Club; 135 Duncan Dr. # 6015; Savannah, GA 31409

Date: Location:

March 23, 2017 Pittsburgh Veterans Job Fair 11 a.m. - 3 p.m.; Heinz Field; 100 Art Rooney Avenue; Pittsburgh, PA 15212

Date: Location:

February 9, 2017 Baltimore Veterans Job Fair 11 a.m. - 3 p.m.; M&T Bank Stadium; 1101 Russell Street; Baltimore, MD 21230

Date: March 23, 2017 Location: Kansas City Veterans Job Fair 11 a.m. - 3 p.m.

Date: Location:

February 9, 2017 Nashville Veterans Job Fair 11 a.m. - 3 p.m.; Nissan Stadium; One Titans Way; Nashville, TN 37213

Date: Location:

February 16, 2017 Greater Phoenix Veterans Job Fair - 11 a.m. - 3 p.m. University of Phoenix Stadium; 1 Cardinals Drive; Glendale, AZ 85305

Date: Location:

February 16, 2017 Jacksonville Veterans Job Fair 11 a.m. - 3 p.m.; EverBank Field; 1 EverBank Field Drive; Jacksonville, FL 32202

Date: March 2, 2017 Location: Washington, DC Veterans Job Fair - 11 a.m. - 3 p.m. Date: Location:

March 2, 2017 Fort Bragg Job Fair 11 a.m. - 3 p.m.; Bragg Conference & Catering; 2658 Reilly Road; Ft. Bragg, NC 28310

Date: Location:

March 9, 2017 Fort Lee Job Fair - 11 a.m. - 3 p.m. Regimental Club; 2609 C Avenue; Ft. Lee, VA 23801

Date: Location:

March 9, 2017 Houston Veterans Job Fair 11 a.m. - 3 p.m.; Minute Maid Park; 501 Crawford Street; Houston, TX 77002

Date: Location:

March 9, 2017 New York Veterans Job Fair 11 a.m. - 3 p.m. Metropolitan Pavilion; 123 West 18th Street; New York, NY 10011

Date: March 9, 2017 Location: San Jose Veterans Job Fair 11 a.m. - 3 p.m.

Date: Location:

March 29, 2017 Huntsville Veterans Job Fair 11 a.m. - 3 p.m.; Holiday Inn Research Park; 5903 University Drive; Huntsville, AL 35806

Date: Location:

March 30, 2017 Columbus, OH Veterans Job Fair 11 a.m. - 3 p.m. The Fawcett Center; 2400 Olentangy River Road; Columbus, OH 43210

Date: Location:

March 30, 2017 Philadelphia Veterans Job Fair 11 a.m. - 3 p.m. Lincoln Financial Field; One Lincoln Financial Field Way; Philadelphia, PA 19147

For more job fair dates and locations, go to RecruitMilitary.com

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Jan/Feb 2017

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NEWS

Service ∙ Relationships ∙ Teamwork These are the values that define our employees at Rentokil North America. If you are passionate about providing world class service, working in a team environment, robust training, and advancement and development opportunities, then we want to talk with you!

• We are passionate about delivering excellent service to every customer • We value productive, long lasting relationships with our colleagues and customers • We work together to deliver great service and results

To view our opportunities or apply online, please visit

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Jan/Feb 2017

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If you are searching for a career with a company that values the training and experience that veterans bring, then Eaton is your ideal company. Military professionals at Eaton are part of an organization that focuses on providing power management solutions to global customers while doing business right.

Search and apply at Eaton.com/MilitaryCareers Eaton is a global power management company. We help customers manage power, so buildings, airplanes, trucks, cars, machinery and entire businesses can do more while consuming less energy. As an integrated global company, we are unified in our commitment to powering business worldwide. Our products and the employees who design and build them are part of making a difference in the world every day. If you’re ready to do something that matters, to do it well and to be encouraged and rewarded for doing it, then Eaton is the place for you. Eaton is an Equal Opportunity & Affirmative Action Employer, minority/female/disabled/protected veteran.

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Military Transition News – January/February 2017, Energy Industry/Hot Jobs issue