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The Essential Military-to-Civilian Transition Resource May - June 2014

by Heidi Lynn Russell Contributing Editor


ne word universally comes up when military veterans discuss the 2014 Most Valuable Employers for Military: Family. For these veterans, their civilian workplaces have that special quality that conjures a familial sense of belonging. Companies that made this year’s list at Military Transition News ensure that military service people are well taken care of, whether that means providing resources to help retired military succeed in their new careers or supporting the loved ones of National Guard and Reserve members who are called up for duty. Thor Angle, who works at Puget Sound Energy, served in the U.S. Navy and Navy Reserve for 30 years. He was impressed by how PSE’s leadership and his fellow employees took care of his wife during one of his missions. “Once while deployed to the Middle East, the Vice President of Generation personally called my wife to see how she was doing and to answer any questions she may have had regarding a news event related to PSE. This made a very good impression on my wife. Many of my fellow PSE employees called or e-mailed my wife while I was mobilized. Again, this was a

big help for my wife and gave me peace of mind that my family was being taken care of,” Angle says. Joseph Hardin, who serves in the Alabama Army National Guard, joined Air Products shortly after his first deployment in November 2006 as a Vehicle Technician in Decatur, Ala. He had so much support from the company that he convinced a fellow Guard member to join it in 2011. “We have served in various natural disasters for the National Guard while at Air Products. My local management has been very supportive to us on the very short call ups from the Guard. We deployed again in 2012-2013 to the Middle East. The team here at Decatur was very supportive to me and my family while we were gone. I have nominated all of my supervisors here locally for awards from the ESGR for the support of me. Various drivers, operators and supervisors have had former military service before and while at Air Products. This is by far the best military-friendly employer since I have been working,” he says. Other veterans actually see a positive effect on their home lives made by their employers. Navy veteran Annette Davis is now a shift supervisor at CCA, a company that designs, builds, manages and operates prisons. “You would think bringing your work home would be a bad


2014 Most Valuable Employers (MVE) for Military® thing,” she says. “But some of the things that I’ve learned in the military that have been enhanced by CCA training have made me a better parent. My children know that I am there for them, just like my co-workers. In working with the inmates, I can help teach somebody something new every day. I’m so happy that CCA gave me the chance to work with so many beautiful people. I’ve experienced the family environment of the military. I have my family at home. And now I am glad that CCA has made me a part of their family.” Veterans also note that they appreciate how their companies look after customers’ families. Margaret Benson is a Senior Specialist for Client Service at Charles Schwab & Co., Inc. “One of the reasons I went into the Army was to serve my country and its people “Working for Schwab, I can

continue to serve people by helping with all their financial needs, from protecting their assets to achieving their retirement dreams. My time in the military taught me some important things: to be a team player, to give attention to detail and to be committed to a goal. All

of these traits are vital to a Schwab employee.”

Congratulations to all of the 2014 MVEs! Turn to page 10 to view profiles of this year’s Most Valuable Employers for Military.

"We’re honored to receive this recognition and encouraged to be part of a growing list of employers who believe, like we do, in a purposeful commitment to providing career opportunities to members and veterans of our nation’s military. Their proven dedication to teamwork and serving others, combined with their passion for excellence, provide the exact blend of talent we need in today’s competitive marketplace. I congratulate all of these companies on their achievement and encourage others to join this important initiative." Walt Bettinger, President & CEO The Charles Schwab Corporation

What to Look for in a Great Employer by Lida Citroën, Contributing Writer


ouldn’t it be great if you, the job seeker, could write a list of all the things you want your employer to be and then magically your wish list came true? If you could paint a picture of the type of company you worked for, the kind of people you interacted

with, reported to and supervised? The values and goals by which you were measured and held accountable…and the vision or mission of the work your job fulfilled? In today’s competitive job market, transitioning military service personnel often feel compelled to accept the first job offer that comes along post-

service. We see highly qualified veterans taking work that they are ill-suited for and which does not fulfill them personally. At the same time, employers are seeking a more qualified, dedicated and versatile workforce to keep up with an increasingly global, demanding and diverse marketplace. Hiring managers scour hundreds - if not thousands

- of résumés for every open position. Many of those résumés are from people who are not a good fit for the company or the job. Competition for every job is fierce, and employers are finding new and innovative ways to manage the recruiting continues page 6


Finance Series:

2014 MVE Profiles:

Career Coach’s Corner:

Job Fairs:

Consider a new address 3

3 tips for a better future 9

Veteran-focused companies 10

Dissecting the interview 22

Get ready to shine ..... page 26



May/Jun 2014

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Transition Talk Publisher Managing Editor Art Director Associate Editor Contributing Editors   Contributing Writers  Director of Technology Executive Consultant Account Representative Account Representative Account Representative Account Representative Account Representative

Jake Hutchings Kathy Scott Alec Trapheagen Anthony Morris Janet Farley Heidi Russell Tom Wolfe Lida Citroën Ashley Feinstein Don Nowak Marla Smith Brett Comerford Tucker Harrell Jim Irwin Daniel Rinaldi Kyle Waters

Military Transition News is published by: 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. ©2007-2014 Civilian Jobs, LLC. All rights reserved. Military Transition News and 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.


I’ll be transitioning out in 12 months and a friend of mine said the first thing I need to do is change my email because any employer I interview with can track me with it. What is he talking about?

A: Email addresses can be considered part of your

calling card. It is an initial impression, especially when it is on your resume. Imagine having a superb resume and the contact email address is bobandsusie@aol. com, or resistauthority@ Don’t be surprised if a hiring manager moves on to the next candidate. It is best to go with your name and/or something professional. But beware, if you have a professional name moniker already, you may want to think about opting for a fresh start. It’s no secret that some employers are using social media to find out as much information as possible about a potential employee. One technique to do more “research” on job seekers is by using the email address listed on a resume. I’d suggest you Google your email address now and see what pops up. Depending on the length of time you’ve had it, you may get pages of results which include the 5k race you ran last year, the directory for your college alumni association, etc. But you may also find those partially insensitive comments that you may have made about politics or the website that you’re a member of that might

send shivers down the spine of a hiring manager. Photos and images can also be attached to your email. A Google search of your email address under Google’s image tag may surprise you. Even if your web search doesn’t reveal any questionable results, also be aware that search engines don’t necessarily return the exact same results for each user. Results can vary depending on the physical address of and the “cookies” that are already saved on that particular browser. We can’t possibly remember all of our posts, purchases or memberships online that might be associated with our current email address, so it’s best to start fresh when you begin your job search. 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)

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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. 800-330-4950 ext. 2105




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Why ASP?

Transitioning A to Z:

· Members of VetFran · 15% territory increase for Veterans · Top Low Cost Franchise · Top Home Based Franchise · Turn-key operation · Proven profit potential · In-depth training on our specialized systems · Superior support · Best of the Best by Entrepreneur Magazine

In the upcoming issues of Military Transition News, we will be listing everything a service member needs to know about transitioning from A to Z. In this issue, we tackle “M” and “N”.

“M”: Mind your Move Don’t automatically use your military Move to go back to your home of record. There is no better way to expand your job possibilities than to open yourself to new geographies. Consider some new states or regions to live in, then wait until you have a job in what could potentially be a new location. A huge advantage for a militaryexperienced job seeker is that many times, their military move can pay for relocation to the city of their new job. For a company that might otherwise have to pay for a civilian to relocate, this could be the leg up you need.

“N”: Network outside of the Nest Looking for a civilian job is in itself much like leaving the military nest – will I fly or fall?! As it pertains to networking, this is certainly true. Networking is one of the hardest tasks for job seekers whether they have a military background or not. Unless you possess a

naturally outgoing personality, networking feels a bit out of our comfort zone. However, some key job leads can be developed from this type of in-person interaction. So it is important to find opportunities to Network. While previous advice discusses seeking military connections in the civilian world, in this case we are suggesting to look for civilian professional society meetings in your area, outside of the military Nest, that you can attend. The great thing about some of these societies (such as the American Society of Transportation and Logistics or the American Marketing Association for instance) is that the local chapters have affiliations with national organizations. So even if your preferred market is not local to your area, one of these local networking connections could lead to an out-ofmarket opportunity. Plus, the only way to get more comfortable with in-person networking is to do it! See the complete A to Z list here: www. military_transition.htm

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“What to Look for in a Great Employer” continued from page 1 process. Instead of using job boards and online posting, many hiring managers are turning to social networking and referrals because the job applicant pool is simply too unyielding. Finding a job that pays the bills necessitates an application and a résumé. Finding a career that is meaningful, rewarding and fulfilling requires focus, thought and strategy. The career process starts with a keen understanding of who you are - your values, beliefs, talents and skills. And the employer you want to work for is the most critical element of a career that returns dividends over your civilian lifetime. Start With You Business professionals and hiring managers live in the world of differentiation, value propositions and competitive advantage. At all levels of the civilian work environment, individuals are embracing the power of personal branding to intentionally build a reputation for themselves that attracts opportunities to them. Discovering your personal branding begins by understanding what you are passionate about, what you value and how you live an authentic life. The personal branding process starts with you and your goals. Ask yourself: What led you to a military career? What passions did you bring forward in your service that are relevant as you transition to a civilian career? What makes you stand out in the minds of your colleagues? How do you deliver your skills/ talents/expertise in ways that stand out or add value? Your answers to these questions will help you define your own personal brand. Identify Your Ideal Employer While you might be evaluating future employers based on their ability to pay you a desired salary for work you are able to perform and that’s geographically desirable, consider that designing your career means understanding your employer more significantly. Not everyone you meet, work with or want to work with will love you, find you convincing, get your jokes or need your services. Those employers who will find you compelling must first be able to find you; then they must find your offer to be relevant and differentiated. We call this “branding” and “competitive differentiation.” For these target audiences, your personal brand and reputation are very important. When these employers perceive that you share their values, will contribute to their vision and are of significance to them, they are more likely to want to engage you for a great opportunity. Figure Out What the Employer Needs Most job seekers are good at figuring out what prospective employers need functionally. Hiring managers tend to spell out these needs in job descriptions in the form of criteria, skills, experience and expertise needed to work successfully in a particular role. For instance, on a job query an employer might state, “We need

someone with 10 years of senior-level IT experience working across multiple network scenarios.” As long as you can meet that functional need of this employer, you are in contention for the position. What employers also have are emotional needs. This is the softer side of the human equation. The hiring manager’s emotional needs might not be as clearly identified and articulated as those listed on the job description, but she is interviewing and evaluating candidates based on how they make her “feel” and whether she believes that candidate will be a good fit for the team/company. A human being has emotions, and those emotions drive the perception of value (“You would fit in really well here!”) and opportunity (“I want to hire you!”). For many job seekers, learning about an employer’s emotional needs will take practice: listening, watching and responding to your target audience online and in person; asking questions of those who are close to the company and studying their value set. Your value and relevance increases when you can learn what they need to feel and then deliver that in ways that are authentic to you and meaningful to them. Learning about the employers’ functional and emotional needs empowers you to align your own goals and needs with those of the company you seek to work with. This is where you take control back over the job search - you can and should seek out companies whose values, goals, culture, work product and ethics are consistent with yours. Then you will not only be a more compelling candidate, but if hired, you will likely contribute your best work. Questions to ask yourself as you evaluate employers: 1. Do the company’s values align with mine? It should be relatively easy to evaluate a company’s stated values and mission often these are posted on their website and in their marketing materials. They likely share these statements on their LinkedIn company page and even post them alongside job applications and job posts. You can ask the people you know who work there if they live those values, e.g., if they espouse transparency and leadership, are they acting without reservation and taking the lead position in the market and community? You are leaving a culture with strong values - the military. “Those military values are still there when you take off the uniform,” says Ret. Col. Kevin Preston, director of veterans initiatives for the Walt Disney Company. “At Disney, for instance, we attract many veterans to our team because many of the Disney values are the military values.” This ensures you have a foundation from which to align your beliefs and goals with those of the company. 2. Is the company veteran-friendly? After you’ve identified your value proposition and prepared a personal branding platform (your overview

or elevator pitch, résumé, marketing materials and online social networking tools), evaluate the companies that are on your radar. More and more companies are seeking to hire veterans. They recognize the value a veteran brings to the workplace. Numerous studies from the public and private sector have highlighted several traits and skills veterans bring to the civilian workplace, including resiliency, leadership skills, ability to work well under pressure, adaptability, responsibility, accountability and more. What employer wouldn’t appreciate an employee who shows up on time, exceeds expectations in his work and can supervise others or be supervised easily? A veteran-friendly company will have other veterans in the company, which can be very helpful for networking into a job or learning more about the company’s values and culture. They will also have open jobs that veterans could reasonably fill and show a commitment to hiring veterans, perhaps by participating in veteran hiring events. Veteran-friendly companies may be building toward a more robust program, and you can be a catalyst for that growth. 3. Is the company veteran-ready? A veteran-ready company does all the things a veteran-friendly company does and more. These companies have a stronger commitment to hiring from the veteran population by clearly articulating the recruitment and onboarding process for transitioned service personnel. Veteran-ready companies have made the cultural shift from “it would be nice to have veterans working here,” to “we are specifically recruiting former military because we see the business benefit and it’s the right thing to do.” These companies have begun to model and adapt their processes, culture and systems to make the workplace and the workforce ready to work alongside the veteran employee. Veteran-ready companies recognize that veterans know what good leadership looks like, and they understand roles and responsibilities and mission and cause. They use a language in the company that supports the veteran’s background and doesn’t conflict with it. 4. Is the company veteran-committed? A veteran-committed company understands military culture and values (e.g., collaboration, caring for one another) and has trained its civilian teams to attend to veterans’ emotional and spiritual growth in addition to their professional aptitude. If the company is truly only concerned with productivity and revenue but professes a culture of inclusiveness and team building, the veteran will see right through that façade. These companies recognize the talents, value and benefits a veteran brings to the workforce. They have created veterancentric sustainable and scalable programs to attract, recruit, onboard and retain veterans, and they utilize current veteran employees as part of their recruitment and retention efforts. They have ongoing training programs to grow and mentor the

veteran into leadership positions within the company. They have systems and processes in place to help veterans avoid the pitfalls of career challenges and to grow personally and professionally. These companies also take into account the importance of the veterans’ families and support systems. A veteran-committed company has built retention programs for veterans. “These companies have successfully created outreach and sourcing programs and management training programs to ensure leadership understands the veteran and their spouse’s needs and cultural differences,” says John DiPiero, Colonel, USAF, Ret, and Senior Communications Partner at USAA Veteran Engagement. USAA’s commitment to veterans is demonstrated by its high veteran employee retention rates and programs for outreach to veteran communities to help with other needs beyond just the job transition. “Veteran-committed companies support community efforts, recognizing that it is often in the veteran’s best interest to remain close to home,” DiPiero says. Hiring and firing veterans because they could not succeed in a company serves no one - the veteran leaves feeling rejected and disappointed, and the company might consider the effort to hire veterans too much work. Veteran-committed companies recognized that they need to have well-defined training programs to help the veteran employee succeed and integrate into the company and into a successful career path. They have built peer-to-peer, buddy-mentoring programs (similar to the military system) to ensure the veteran’s emotional and spiritual wellbeing is attended to. These companies show consistency and they walk the talk of their commitment by employing veterans in senior management and leadership positions. They show young employees what to aspire to by giving leadership responsibility to those who have earned it and who have demonstrated the values of the company. Veterancommitted companies live by example and follow a strict focus on mission and vision in building their brand. Starting today, put yourself in the control position - identify your strengths and values, research and learn about employers who align with your values, and use your personal brand strategy to network yourself into those companies. Lida Citroën is an international reputation management and personal branding specialist. She is also the author of the new book “Your Next Mission: A personal branding guide for the military-to-civilian transition” (

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May/Jun 2014


We are driven to excel. At Exelon, we recognize the value of constant improvement. As the nation’s leading competitive energy company, we are driven to perform and our military veteran employees bring the background and training that help drive our progress. From engineering to operations to security and beyond, there are opportunities throughout the Exelon family of companies for you to create a brighter future.

Exelon is proud to be an equal opportunity employer and employees or applicants will receive consideration for employment without regard to age, color, disability, gender, national origin, race, religion, sexual orientation, protected veteran status, or any other classification protected by federal, state, or local law. Š Exelon Corporation, 2014



May/Jun 2014

Build your career with Eaton, and build power management solutions that keep the world moving more efficiently, reliably and safely.





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

Search and apply at Eaton is a global power management company. We help customers manage power, so buildings, airplanes, trucks, cars, machinery and entire businesses can do more while consuming less energy. As an integrated global company, we are unified in our commitment to powering business worldwide. Eaton is an Equal Opportunity and Affirmative Action Employer: M/F/V/D.



May/Jun 2014

3 Steps to Guarantee Your Financial Future When Transitioning From the Military



by Ashley Feinstein Contributing Writer





efore transitioning to civilian life, it’s important to take control of your finances in order to protect you and your family, to provide you the freedom to pursue a new successful career and to maximize the military benefits you’ve earned. In order to best prepare, the Department of Defense recommends that you start planning at least 12 months prior to separation from active duty. Here are three ways you can set yourself up for financial success before transitioning from the military.

1) Create a Civilian Budget - The military offers many benefits that you will no longer receive once transitioned from active duty. This change in benefits has to be accounted for when budgeting for civilian life and should be factored in when considering a new employment contract. Other things to consider when putting together your civilian budget include: a. Determine housing costs - You will need to budget for typical housing costs in the location that you plan to live and will have to take into account that you will no longer receive tax-free housing benefits. On the bright side, there are mortgage benefits available to those who separate from active duty. For comprehensive details on what those benefits are as well as the qualifications, see b. Consider tax changes - There are tax changes to consider as well. In addition to using post-tax dollars for housing, you will now also be subject to state income tax, which may vary depending on where you live. Make sure to take this into account in your budget. c. Decide on an insurance plan - If you are transitioning from the military before retirement you most likely will now be responsible for paying for your own medical, dental, disability and life insurance. Before you make health insurance decisions, review your options carefully and compare prices. If you don’t find a job right away and your spouse doesn’t have a job offering health insurance coverage, consider signing up for the Continued Health Care Benefit Program (CHCBP), which provides up to 18 months of insurance. In your new health insurance program you may be responsible for paying policy premiums, co-payments and deductibles. Make sure to account for these expenses in your civilian budget. Many companies offer a health savings account (HSA) program or a flexible spending account (FSA) where you can contribute taxfree money to cover health related expenses. d. Protect your loved ones - Prior to your transition, evaluate your life insurance needs. While serving, the military offers a



maximum of $400,000 Servicemembers Group Life Insurance with an additional $100,000 for spouses. Your Servicemembers Group Life Insurance expires 240 calendar days after you leave the military. Your new employer may offer a life insurance option, but it’s often limited to a low multiple of annual income. Supplementary life insurance may be a good option. You may also convert your Servicemembers Group Life Insurance policy to a Veterans’ Group Life Insurance (VGLI) policy, but premiums increase over time and can become expensive. Make sure to compare prices and coverage before committing. e. Negotiate your worth - Finally, when negotiating compensation with your new employer, don’t forget to take additional civilian expenses into account, including housing expenses, all types of insurance, state income tax, as well as no longer having a basic allowance for subsistence. In the civilian world, salary and all other components of total compensation are negotiable. Don’t be afraid to ask for what you’re worth. The worst that can happen is that they say no and you have to decide whether the original offer makes sense for you and your family. 2) Build a Transition Fund - It’s important to build a transition fund with 3-12 months of living expenses in order to provide financial protection for any gaps in work as you transition. Keep the money in an easy to access, liquid place such as a money market fund or a high interest savings account. a. Is transportation to your new home covered? - Make sure to factor in any moving expenses into your transition fund. For most service members, leaving the military is an authorized government expense. Allowances and benefits vary by service branch, type of discharge, and type of separation. You may be eligible for the following: • Storage of your household goods, either temporary or non-temporary • Travel allowances • Personally Procured Move (PPM), a voluntary program that will reimburse you for the majority of your costs when you move yourself • Mileage and per diem 3). Create a Comprehensive Retirement Plan - What do you do with your Thrift Savings Plan (TSP) account? Many military members take advantage of the TSP account, which is a tax-advantaged way of saving for retirement. When you leave service, there are four options to consider: a. Leave the funds in your TSP account: This can be an attractive option because expenses are very low. b. Roll your money over to your new employer’s plan: Consider the investment

choices and expenses of the new plan. c. Roll your TSP into a traditional Individual Retirement Account: This option typically has a wider array of investment choices and lower fees than an employer program. d. Cash in your TSP: I recommend avoiding this option if at all possible. You end up losing much of your savings in taxes and penalty fees. Participate in your new employer’s retirement plan. If your new employer offers a definedbenefit plan or pension, make sure to understand eligibility and vesting options. If you leave before it becomes fully vested you most likely will not receive full payments in retirement. Defined-contribution plans such as a 401(k) plan are more common. Here are the two major types to consider: Traditional 401(k): Contributions are pretax from your salary and lower your taxable income. These contributions plus any employer match will grow tax-deferred and then distributions are taxed. Roth 401(k): More and more employers now offer a Roth 401(k) option, where employees make contributions with aftertax money. Neither investment earnings nor distributions are taxed. A matching program is a benefit where an employer will contribute to your 401(k) to match what you contributed up to a certain percentage. This is essentially free money, so maximize it as soon as possible. If you qualify, you can also contribute to a traditional or Roth IRA (individual retirement account), to increase your tax-advantaged retirement savings even more. Use a retirement planning calculator to help you set goals for retirement and determine how much you should be contributing on an annual basis. While a transition from the military to civilian life can seem overwhelming, if you create a civilian budget accounting for new costs, build a transition fund and make a comprehensive retirement plan, you can greatly increase the ease of your transition as well as protect yourself and your family as you move into your new career.

Ashley Feinstein is a certified money coach and founder of Knowing Your Worth, where she empowers her clients to redefine success on their own terms by knowing their value and fearlessly going for it. Find out more, check out her blog at and connect with her on Facebook and Twitter at The Fiscal Femme.




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The 2014 Most Valuable Employers (MVE) for Military®

May/Jun 2014

Below, please find employer profiles of the 2014 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.

Allsteel and HON Manufacturing (Muscatine, IA): Office furniture manufacturer Allsteel and HON Manufacturing is recruiting veterans as Production Supervisors and Team Leaders, plus those with knowledge on procurement and purchasing. The company also needs people for skilled trades and maintenance jobs, says Adrienne Wheeler, Community Relations Manager. Manufacturing facilities are located throughout Muscatine, IA, and there are plants in Georgia and Alabama. Allsteel and HON recruits veterans via organizations like the Quad Cities Chamber We Hire Vets program, Hire Our Heroes and the Rock Island Arsenals career fairs. Military hires receive additional internal resources and mentors, who coach and assist veterans to assimilate into the company’s specific culture.

7-Eleven, Inc. (Dallas, TX): Veterans fill roles of Franchisee Owner-Operators, Store Managers and Field Consultants in significant numbers at 7-Eleven, Inc. in the U.S. The company has openings nationwide, wherever it has operations, says Isaac Padilla, Franchise Marketing Manager. “We have members of our Franchise Sales Team who are military veterans and, where logistics allow, recruit former military personnel in good standing,” Padilla says. Since 2009, 7-Eleven also has offered Veterans a 10 percent discount on their Franchise Fee (with savings of up to $75,000). About 60 Veterans have capitalized on this offer; 30 did so in 2013., Inc. (Seattle, WA): Amazon. com, Inc. has hired hundreds of veterans this year into its fulfillment network, corporate business units and customer service areas. “We will continue to expand our military and spouse hiring initiatives in 2014,” says Crystal Ashley, Program Specialist, Worldwide Operations Talent Acquisition and Customer Service. In 2010, Amazon launched the Military Talent Recruiting initiative. The Military Talent recruiting team has since grown, developing into the Amazon Military Talent Partnership, which promotes military hiring and global engagement across all business units in the company. Amazon also offers the “Amazon Warriors” employee affinity group, in which veterans receive networking opportunities and professional guidance/mentoring.

Accenture (Denver, CO): As a global consulting, outsourcing and technology company, Accenture offers veterans vast career opportunities. “Many apply their experience operating in the government environment with Accenture Federal Services, while others choose to apply their functional skills, such as management, logistics, cybersecurity or accounting to work with clients across industries,” says Christopher Green, Military Recruiting Lead. Accenture’s military-friendly activities and accolades include: the Accenture Military Career Coach, an online tool for transitioning veterans; member of the 100,000 Jobs Mission; funding to approximately 50 disabled veterans for participation in an onsite entrepreneurial boot camp; and sponsorship of the V-Wise training college, which provides high-touch entrepreneurial training to female veterans.

APi Group Inc. (New Brighton, MN): West Point graduate Lee Anderson has a passion to hire veterans at his privately held company, APi Group Inc., so the specialty construction company attends hiring conferences sponsored by four different search firms. It also partners with the US Chamber Hiring Our Heroes Program, which sponsors more than 300 hiring fairs, says Les Larson, Director of Corporate Recruiting. APi Group has a seven-week Leadership Development Program for junior military officers. “We have a similar program for enlisted veterans (called the Veterans Rotation Program), as well as other various positions, from Welders to Project Managers,” Larson says. More than 40 companies in 40 states comprise APi Group. militaryrecruiting/Pages/default.aspx

AeroTurbine, Inc. (Miramar, FL): “AeroTurbine, Inc. is a best-in-class company for former military, not only due to our most recent hiring stats, but also because we are a leader in the aeronautics industry,” says Stacy-Ann Francis, HR Generalist. Thirteen percent of 299 employees are veterans; the company hired 16 last year. Jobs are open in Miramar, FL; Dallas, TX; and Goodyear, AZ. Positions for sales, marketing, records analysts and customer service are just a few of the various opportunities. The company reaches out to potential veteran employees via, LinkedIn,, the Veterans Job Fair in Dallas, TX, and Bradley-Morris.

Archer Daniels Midland (Decatur, IL): The employees of Archer Daniels Midland turn crops into renewable products that meet the demands of a growing world. In 2013, the company stepped up its military recruiting efforts by signing a statement of support for Employer Support of the Guard and Reserve, says Dean Espenschied, Employee and Labor Relations Representative. Other efforts included partnering with the Illinois National Guard, ESGR and Illinois Department of Employment Security to host a hiring event; working with targeted military installations to support transition assistance programs; and joining the 100,000 Jobs Mission Coalition and Illinois Hires Heroes Consortium. Open jobs include Truck Drivers, Maintenance, Millwrights, Electricians and Boiler Operators.

Air Products and Chemicals, Inc. (Allentown, PA): Veterans often advance in roles of greater responsibilities at Air Products and Chemicals, Inc., says Connie Metzger, Staffing Manager/ Recruiter. “Our company culture is conducive to transitioning and former military, as we have many former military personnel in our plants,” Metzger says. The company is the world’s largest supplier of hydrogen and helium. Fifteen percent of 21,000 employees are veterans. Types of jobs include: Plant Managers, Operation Techs, Maintenance Techs, Electrical Techs, Instrumentation Techs, Drivers and Vehicle Mechanics. Air Products has an outreach program that includes visiting military bases and job fairs. Its online Career Center includes a special veteran section.

AREVA Inc. (Lynchburg, VA): Field Services Engineers and Project Managers are needed at AREVA Inc., which provides customers low-carbon power generation solutions worldwide. Denise Woernle, Director HR Communication, says the company is starting a program in which AREVA military veterans mentor new-hire veterans. “We also have an established AREVA Military Veteran Network and mail distribution list across our U.S. region,” she says. AREVA attends military recruiting events, including Recruit Military, Hire our Heroes, SASE and MOJO. “We’ve hired more than 50 veterans since creating this focus area for recruiting just over two years ago,” Woernle says. Positions are open in Lynchburg, VA; Charlotte, NC; Richland, WA; and Columbia, MD.

May/Jun 2014



Baker Hughes Incorporated (Houston, TX): Baker Hughes hires veterans throughout the entire United States but plans on hiring additional military talent in geographic areas of increased growth and activity. Those include: Texas, West Virginia, Pennsylvania, Louisiana, Colorado, Wyoming, North Dakota, Oklahoma, Utah, New Mexico, California and Alaska, says Mark J. Szabo, Talent Acquisition Lead, Military Programs. The company’s Military Recruiting Program includes a four-person team to develop relationships across the country, he says. Baker Hughes is piloting an apprenticeship program aimed at transitioning veterans in the supply chain area. It also launched a Veterans Resource Group, which is run by veterans.

Bank of America (Charlotte, NC): Bank of America employs more than 6,500 veterans, reservists and service members. “In 2013, we exceeded our goal to hire 2,000 veterans,” says O’Hentrice Love, Communications Manager Global Marketing & Corporate Affairs. “We set up a formal military recruiting program in 2007 that includes a dedicated team of specially trained recruiters.” Bank of America is also a founding member of Veterans on Wall Street, a consortium of five banks connecting veterans to jobs. And its Support and Assistance Group provides networking, mentoring and information forums. It has more than 5,000 members and 27 chapters, including one recently formed in London.

Bell Helicopter (Fort Worth, TX): As a defense contractor, hiring veterans is a high priority at Bell Helicopter, says Kevin Washer, Military Program Recruiter. “They have skill sets that we need: engineering, operations, aircraft maintenance, skilled trades,” Washer says. “And, they have walked a mile in our customers’ boots.” Bell Helicopter has partnerships with Employer Support of the Guard & Reserves, 100K Jobs Mission, Allies in Service and the Texas Veterans Commission. The company attends job fairs hosted by the Texas Veterans Commission, Recruit Military and the Non Commissioned Officers Association. It supports programs like The Armed Forces Bowl, Sky Ball, Snowball Express and Ride to Recovery.

BNSF Railway (Fort Worth, TX): Overall, BNSF has hired more than 6,000 veterans since 2005, when it started its strong military recruiting program, says John H. Wesley III, Manager of Military Staffing. BNSF currently employs more than 7,100 veterans, 17 percent of its workforce. In 2013, the company added more than 1,200 veterans, 26 percent of all new hires. On average, BNSF attends approximately 50 veteran-focused job fairs and recruiting events annually. The company offers enhanced and extended benefits for those called to active duty. In 2012, BNSF also donated $500,000 to the United Service Organizations foundation, which funded the Warrior and Family Center at Fort Belvoir, VA.

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CACI International Inc. (Arlington, VA): In more than 20 countries, employees of CACI International deploy biometrics tools that identify terrorist threats, deliver maps and geospatial imagery used for operational planning, and provide the supply chain security framework to transport medical equipment and surgical supplies, says Denyse S. Gordon, Senior Manager, Veteran Support & Initiative. Twenty-one percent of CACI’s employees are veterans; those with disabilities comprise six percent of the workforce. CACI has a host of initiatives for veterans, including support of the White House’s Joining Forces Initiative and creation of a Veteran Employee Resource Group. And CACI’s Deploying Talent Creating Careers program provides career opportunities specifically to wounded veterans.

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CAE USA (Tampa, FL): CAE USA’s business is providing products and services to the military. There are many opportunities for veterans, says Carlota Centeio-Pinto, Human Resources Manager. The company provides turnkey training solutions, as well as comprehensive training support services such as simulator instruction and maintenance to US Department of Defense and international military customers. CAE will hire veterans at its corporate headquarters in Tampa, FL, as well as at 22 military site locations where it provides training support services. In 2013, CAE hired 181 military veterans; 46 percent of employees are veterans. Its Community Involvement Committee has partnerships with local organizations that support military service members.

May/Jun 2014

CCA (Nashville, TN): CCA designs, builds, manages and operates prisons, jails, detention centers and residential re-entry centers on behalf of the Federal Bureau of Prisons, Immigration and Customs Enforcement, the U.S. Marshals Service, and many states and counties nationwide. “CCA is always looking to hire military-experienced employees at any of our 50-plus facilities throughout the United States,” says Melanie Carnaggio, Director, Recruiting and Selection. The company seeks Correctional Officers, Academic Instructors, Administrators and Medical Staff (LPNs and RNs). CCA recruits via military job boards, career fairs and professional alumni associations. It also works with Transition Assistance Programs.

Capital One Financial Corporation (McLean, VA): Capital One feels it “can provide the opportunity for [veterans] to join a company that has the same values they lived by during their military career,” says Chris Giacchi, Military Recruiting Manager. The company offers a Military Mentorship Program, connecting new hires with other veterans. Capital One saw an increase in military/spouse hires from 189 in 2011, to 598 in 2012, to 857 in 2013. In March 2012, it committed $4.5 million to the U.S. Chamber’s Hiring Our Heroes program. “Capital One’s Military Recruiting program is proactive and multifaceted,” Giacchi says. Hiring outreach activities include engaging with bases, sponsoring conferences and partnering with military groups.

Capstone Corporation (Alexandria, VA): Because of the type of work Capstone Corp. performs, it specifically targets military personnel in its recruiting efforts. Forty-seven percent of employees are former military, says John J. McNally III, Senior VP-Mission Solutions. Capstone supports customers in more than 20 states and nine overseas locations that require experts in operations, planning, training and exercise management; information technology and command, control, computers, communication, and intelligence technical and management support; and scientific and technical assistance. Most require security clearances. Capstone expects to hire an additional 130 employees with military backgrounds in the next 12 months, an increase of 25 percent in the overall company size.

CBRE (Los Angeles, CA): A Veteran Engagement Team connects experienced veteran employees with veteran new hires and candidates to demonstrate where military experience overlaps with corporate roles at CBRE, says Simone Fraid, Communications Specialist. The company is the world’s largest commercial real estate services and investment firm. Types of open positions include: Engineer, Sales, Professional Maintenance Technician, Management and Real Estate Professionals. CBRE has two military recruiters. They use a variety of recruiting channels, such as military placement firms, military job boards, LinkedIn, in-person career fairs, and government and nonprofit resources. CBRE’s policies support active duty and reservist military personnel who are called to duty.

Charles Schwab & Co., Inc. (San Francisco, CA): Charles Schwab & Co., Inc. has nearly tripled its percentage of veteran hires in the last two years (now at six percent) and hired more veterans in 2013 than during any year in the company’s 40-year history, says Ryan Kosowsky, Managing Director, Talent Acquisition. “The message from senior leadership has been that hiring a veteran is often an investment in the future, and Schwab is a company built on smart investments,” Kosowsky says. Top initiatives are: employee resource group Military Veterans Network; Career Skills Forums; Schwab’s participation in the 100,000 Jobs Mission; and alliances with groups like the Employer Support of the Guard and Reserve.

Chesapeake Energy Corporation (Oklahoma City, OK): Chesapeake Energy Corp. understands that many military employees are starting a new career. “That’s why we offer a number of transitional tools that help them integrate and understand Chesapeake and its culture, including specialized orientations, mentoring by a fellow veteran, professional gatherings and career development training,” says Sarah Piowaty, Content Development Representative II. The company is the second-largest producer of natural gas and 11th largest producer of oil and natural gas liquids in the United States. Chesapeake trains employees in specific job functions. For example, the Nomac National Training Center provides 136 hours of classroom instruction. Employees then spend six days on a drilling rig simulator.

CN Rail (Montreal, Canada): Retirements and growth mean CN Rail will replenish its workforce, says Todd Taylor, Senior Manager, Human Resources. Top states are: Minnesota, Wisconsin, Illinois, Tennessee and Mississippi. Key positions are: Conductor Trainee, Assistant Signalman, Carman Apprentice, Assistant Trainmaster, Assistant Track Supervisor and Track Maintainer. Trainmaster Adam Miller notes, “As a veteran, your attention to detail and your ability to multitask and work autonomously can take you far here. CN is a great place to work, a place where they value you as an employee and as a person.” CN works with the White House’s Joining Forces initiative and participates in dozens of targeted military events.

Coca-Cola Refreshments (Atlanta, GA): Not only does Coca-Cola Refreshments have active programs to recruit veterans and support them as employees, but it also reaches out to those who are actively serving, says Jerome Richard, Program Manager. The company has several companysponsored USO events, including greeting redeployed GIs at the airport. It also has participated in the Adopt a Platoon program. This year for Veteran’s Day, the company sent USO Care Packages. Other initiatives include participation in more than 30 military recruiting events, partnering with Military Spouse Employer Partnership to employ military spouses, and partnering with Hire Heroes and the USO to hire wounded warriors.

May/Jun 2014



Component Repair Technologies (Mentor, OH): As a leader in aerospace component repairs, Component Repair Technologies provides services to airlines, the military and land and marine turbine engine operators. Fifteen percent of employees are veterans. “We are an extremely technical business and have found that technicians and leaders of technicians in the military are accustomed to dealing with a high level of technical detail in their jobs,” says John Gallagher, HR Manager. CRT connects new hires with employees from their same military branch. “Often we have found that they were stationed together at some point or had worked under the same leaders, which creates an immediate connection,” Gallagher says.

Convergys Corporation (Cincinnati, OH): Veterans and military spouses perform well at Convergys, making them all the more attractive from a recruiting perspective, says Rebecca Martin, Sourcing Lead, Home Agents, Veterans and Military Spouses. Convergys hires customer service, sales and technical support representatives in customer contact centers nationwide and in its Work From Home program, as well as staff-level positions. Twenty-seven percent of military hires in 2013 were in the Work From Home program, which allows for portable jobs. The company’s partnerships include: Military Spouse Employment Partnership, White House Joining Forces, Wounded Warrior Project, Military Spouse Corporate Career Network and Hiring Our Heroes Job Fairs, among others.

C.R. England (Salt Lake City, UT): C.R. England, the largest temperature-controlled carrier in the world, provides a comprehensive range of transportation solutions to a rapidly evolving customer base. The company owners, World War II veterans, are a driving force behind a veterans’ program, says Michael Lynch, Senior Military Recruiter. C.R. England offers free tuition for Class A CDL training to veterans, with a sixmonth driving commitment. “We are also offering various bonus packages to include higher entry-level pay for those with documented military driving experience,” Lynch says. The company offers veterans’ training at a central location so they can “continue the camaraderie they are used to,” he adds.

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Crete Carrier Corporation (Lincoln, NE): Nearly 30 percent of employees at Crete Carrier have military backgrounds. “Throughout our history, military veterans have been key members of our team,” says Jessica Zelmer, Senior Communication Specialist, adding that Crete has one of the lowest turnover rates in the industry. The company’s Patriot Fleet Program involves 10 trucks wrapped with branding from the five military branches; patriot drivers (veterans) speak at career events at bases. Crete has partnered with the Employer Partnership of the Armed Forces and Hero 2 Hired. As of December 2013, Crete Carrier and Shaffer Trucking received VA approval to provide on-the-job truck driving training to qualified military personnel.

CSX Corporation (Jacksonville, FL): Due to recent mandated federal regulations that call for additional control of CSX’s freight trains, CSX Corp. will hire in nearly all areas, says Steve Toomey, Manager, Military/Diversity Recruiting. All told, this employer will add former military in more than 150 locations throughout the Eastern United States. CSX hired 712 veterans in 2013, more than 30 percent of all newly hired employees. The company accumulated many military awards in 2013. Several managers received the “Patriot Award” for supporting activated Guard and Reserve employees. The CSX transportation network encompasses about 21,000 route miles of track in 23 states, the District of Columbia, and Ontario and Quebec.

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Datalogic Industrial Automation (Telford, PA): Italian company Datalogic helps businesses become more efficient by incorporating quality automation solutions into their processes. The company has a long history of creating innovative bar code readers, data collection mobile computers, sensors, vision systems and laser marking systems. The Datalogic Industrial Automation Division is one of the major worldwide producers of automatic identification, safety, detection and marking solutions. The company seeks veterans for project management and general management, says Steve Phillabaum, Systems Operations Manager and a Navy veteran. “Military experienced talent brings a unique background of ability to perform in the toughest situations,” he says.

DaVita Healthcare Partners (Denver, CO): In 2013, DaVita hired more than 359 veterans. Of those, more than 30 were hired into leadership positions. DaVita is a leading provider of kidney care. Last year, it merged with HealthCare Partners, the largest operator of medical groups and physician networks. “Veterans often manage the operations of DaVita’s clinics and business offices,” says Jennie Lacey, Project Lead Employment Strategy and Branding. More than one-third of the military veterans hired in 2013 are licensed professionals, including registered nurses, registered dietitians and social workers. DaVita was one of two Colorado employers in 2013 to receive the Secretary of Defense Employer Support Freedom Award.

Edward Jones (St. Louis, MO): To serve the growing number of Americans needing long-term financial advice, Edward Jones seeks financial advisors to open more branch offices, says John Boul, Global Media Relations Manager. The goal - to hire 20,000 financial advisors by 2020. More than 1,300 veterans serve as Edward Jones Financial Advisors 11 percent of the workforce. In 2013, the firm exceeded a hiring goal, offering contracts to 468 veterans. Edward Jones also has a firstof-its-kind training and mentoring program for veterans. James Weddle, Managing Partner, has signed a Statement of Support for the Guard and Reserve with the Employer Support of the Guard and Reserve.

Deloitte (New York, NY): Deloitte LLP and its subsidiaries (“Deloitte”) are the largest providers of professional services in the United States. It has four award-winning businesses: Audit and Enterprise Risk Services, Consulting, Financial Advisory Services and Tax, says David P. Coyle, MBA, PMP Senior Consultant. Deloitte is expanding veteran personnel in its Federal practice. The company also supports events such as Veterans on Wall Street, Veteran MBAs and TAP programs. And Deloitte developed the Career Opportunity Redefinition & Exploration Leadership Program, which brings recently separated military personnel to Deloitte University in Westlake, TX (at no expense to the veteran) to experience Deloitte’s established learning programs and leadership development curriculum.

Devon Energy (Oklahoma City, OK): Devon Energy is among the largest U.S.-based independent natural gas and oil producers. The company’s operations are focused on North American onshore exploration and production. Sixteen recruiters and associates search for military talent and will visit a minimum of six military career fairs this year, says Adam Ward, Recruiter, Military Affairs. “We perform résumé workshops for local veterans, as well as interview training for local Guard and Reserve members,” Ward says. Devon Energy hired more than 70 veterans in 2013, exceeding its six percent goal for veteran hires. The company has increased its hiring goal to seven percent for 2014.

Eaton (Cleveland, OH): Eaton’s goal “is to remain one of the most admired companies in the U.S. and to become the employer of choice for military professionals,” says George Bernloehr, Senior Military Talent Acquisition Consultant. The company provides energy-efficient solutions for electrical, hydraulic and mechanical power. Eaton has recently established a Veterans Employee Resource Group and also has three full-time employees whose overall responsibility is recruiting military talent. The company has also established internal training for HR professionals and managers to better understand veterans’ value. Between 2012 and 2013, military hires grew from four to six percent at Eaton; last December, 9.5 percent of hires were military.

Enterprise Holdings (St. Louis, MO): Enterprise’s military recruitment efforts are supported through its membership in the 100,000 Jobs Mission and Joining Forces Travel Industry Coalition, as well as by maintaining an active presence at military hiring fairs throughout the country, says Pam Webster, AVP, Talent Acquisition. Enterprise is the largest car rental service provider in the world. More than 150 talent acquisition professionals seek applicants in local markets where there are military installations and transition centers. Enterprise provides formal mentoring programs, informal coaching programs and a Military and Veteran’s Employee Resource Group. In November, the Enterprise Holdings Foundation announced a $250,000 donation to the Fisher House Foundation.

Epes Transport System Inc. (Greensboro, NC): Epes Transport System Inc. is “a strong family-orientated company” that has been in business 83 years, says Melissa Davis, Director of Recruiting. “We have donated equipment to one of our approved schools in North Carolina that started a Truck Driving School on the base in Fort Bragg for veterans.” Davis says Epes actively recruits at military job fairs, in online publications and through its website. Veterans with comparable military driving experience and a Class A CDL can enter a training program without attending a school. The company also offers tuition reimbursement for candidates with no driving experience and a refresher reimbursement for those with older driving experience.

May/Jun 2014

May/Jun 2014





May/Jun 2014

Exelon Corporation (Chicago, IL): Exelon’s utilities deliver electricity and natural gas to more than 6.6 million customers in Maryland, northern Illinois and southeastern Pennsylvania. In 2013, Exelon hired 280 veterans (11.3 percent of the total hires). Exelon also attended 42 military hiring events in 2013, compared to 21 in 2012, says Griffin Goldin, Sr. Analyst, National and Strategic Programs. Exelon has 18 sites approved for the On-The-Job Training Program, an alternative way to use the VA (G.I. Bill) education benefits. The company will attend at least eight Recruit Military career fairs in 2014. Exelon is also working to strengthen its relationship with the Wounded Warriors’ “Warriors to Work” program.

GE (Fairfield, CT): More than 10,000 veterans are currently working in all of GE’s businesses. “They are a proven talent pool, and we have committed to hiring 1,000 a year (or more) through 2016,” says Kris Urbauer, Program Manager, Military Initiatives and Junior Officer Leadership Program. The GE Veterans Network assists veterans with the transition into the company. New employees receive a “buddy” to help with adjusting to the culture. GE’s Junior Officer Leadership Program is a twoyear rotational leadership program, in which each participant goes through three different rotations to learn a business in depth before starting a full-time position.

Express Scripts, Inc (St. Louis, MO): Express Scripts has a long commitment to supporting the military through its role in providing the pharmacy benefit in the TRICARE program. “Aside from our business relationship with the U.S. Department of Defense, Express Scripts understands and embraces the value service members and veterans bring to our workforce through the many skills and qualities instilled throughout their service,” says Patrick J. Christie, Manager, Military & Diversity Recruiting Programs. The company attends job fairs by Recruit Military, Hiring Our Heroes and installation-sponsored events. This year, it is creating the Veterans Employee Resource Group. Express Scripts provides three development tracks for individuals, frontline supervisors/leaders and emerging leaders.

The GEO Group, Inc. (Boca Raton, FL): The GEO Group is the world’s leading provider of correctional, detention and community re-entry services, with 98 facilities and 18,000 employees worldwide. In 2013, the company hired 651 veterans, up from 481 veteran hires in 2011, says Gina Larsen, Manager HR Marketing and Recruitment. The company lists job opportunities on more than 20 veteran-specific websites and attends half a dozen military recruiting events annually. It conducts multiple recruiting campaigns at transition centers. “The similarities between GEO and the military will make the transition for veterans easy, given GEO’s disciplined structure and collaborative culture; veterans assimilate quickly and easily into the organization,” Larsen says. program

FDM Group (New York, NY): FDM Group is committed to providing veterans not just with a job, but also technical and professional training that equips them with lifelong skills, says Monica Hogan, Marketing Coordinator, FDM North America. FDM specializes in three IT service areas: software development, project management, and office and application support. All former military employees receive three months of free IT training through the award-winning FDM Academy. Since the program’s inception, FDM has welcomed 71 veterans into the Academy, with six more booked to start in 2014 and 18 veterans currently working on site with clients as FDM IT Consultants.

Groendyke Transport Inc. (Enid, OK): Groendyke Transport is one of the largest tank-truck carriers in the nation and has more than 80 years of expertise in liquid bulk shipping operations. Twenty percent of its employment force is former military, says Becky Hodgen, Communications Manager. Groendyke has a partnership through the Army PaYS program. It allows the company to begin a relationship with military personnel from the moment they sign up for a particular branch. The company was featured for its veteran recruitment in a special hosted by Larry King on the Discovery Channel. It is also a member of the U.S. Chamber of Commerce’s Heroes to Hire.

Frontier Communications (Stamford, CT): Job opportunities exist in 29 states for everything from Customer Service, to IT, to Technicians at Frontier Communications, says Gregg Barratt, AVP Veterans Affairs. The company is one of the nation’s largest providers of communication services focused on rural America. Frontier is a member of the 100,000 Jobs Mission, and veterans or military spouses make up 11 percent of its workforce. Frontier also provides a special military onboarding and training video for all new military personnel and their family members. HR and recruiting staff go through training about veterans’ transitions to civilian life. And a retention tracking system is in place for veteran and spouse employees.

Halfaker and Associates, LLC (Arlington, VA): Halfaker is rapidly expanding into a leading information technology solutions provider. “We are providing several clients with intelligence analysis and operations center support, which requires clearly defined and highly skilled subject matter experts. Veterans are uniquely qualified to fill these positions,” says Kathleen Delarm, Director of Recruiting. Twenty-seven percent of the government contractor’s employees are veterans. President and CEO Dawn Halfaker is the President of the Board of Directors of Wounded Warrior Project. “We work closely with a representative from WWP Warriors to Work, which is a program that assists warriors with the transition back into the civilian workforce,” Delarm says.

FuelCell Energy, Inc. (Danbury, CT): Veterans with experience installing, operating, maintaining, troubleshooting and/or repairing power plants bring a valuable skill set that enables success at FuelCell Energy. “In addition, we have hired or promoted military-experienced personnel to leadership roles where they have consistently performed well, demonstrating superior skill in leading and managing teams,” says Darrell Bradford, VP of Human Resources. The integrated fuel cell company designs, manufactures, installs, operates and services stationary fuel cell power plants. Overall, 15 percent of the workforce identified themselves as veterans in fiscal year 2013. FuelCell Energy provides new hire orientation training and ongoing technical training to Shop Floor personnel and Technicians.

Humana, Inc. (Louisville, KY): In January 2013, Humana hired 1,000 additional veterans and military spouses. Total hires since the company’s original commitment in August 2011 reached 1,593 by the end of 2013, says Jay Brethen, Talent Acquisition, Veteran & Military Spouse Programs. Humana attended the December 2013 national conference for the Student Veterans of America. “Our current area of focus is to attend Student Veteran Chapter engagements and invite them to military career events within our business markets,” Brethen says. Humana is a winner of the Secretary of Defense’s Employee Support of the Guard, Reserve Freedom Award for 2013, and was a finalist in 2012.

May/Jun 2014



Ingenuity IEQ (Midland, MI): Ingenuity IEQ is a Service Disabled Veteran Owned Small Business (SDVOSB) that recently requested to be certified as a Michigan Values Veterans Certified Employer. The company “is growing fast, and we are always on the lookout for new talent,” says Jacquelyn Beffrey, Staffing and Development Specialist. Ingenuity IEQ provides expertise and technology to make buildings more energyefficient, healthier, cleaner and greener. Veterans comprise 20 percent of the workforce, and they made up 50 percent of employees hired in 2013. The company recruits from various sources, such as Pure Michigan Talent Connect, Veterans’ Service Divisions, US Department of VA, Army Strong Community Center and Hiring Our Heroes.

Integrity Applications Incorporated (Chantilly, VA): As a veteranowned firm that provides high-quality technical and engineering services to enhance the national security of the United States, Integrity Applications Inc. “is very much aware of the many benefits offered to our company and to our customer by military-experienced talent,” says William S. Jugus, SVP & COO. The company primarily supports the intelligence community. IAI seeks military-experienced talent at all locations, but particularly in Dayton, OH, where it anticipates significant growth in 2014. Another focus area is at its headquarters in Chantilly, VA. Nearly 90 percent of IAI’s hires are a result of employee referrals and networking within the military and intelligence communities.

JPMorgan Chase & Co. (New York, NY): JPMorgan Chase and 10 other firms launched the 100,000 Jobs Mission in early 2011 with the goal of hiring at least 100,000 veterans by 2020. In approximately three years, the initiative has grown to 133 member companies. “We have collectively hired nearly 117,500 veterans, surpassing our original goal seven years ahead of schedule,” says Tim Keefe, FVP/Communications Sr. Manager. “We have doubled our commitment and now pledge to hire a total of 200,000 veterans by 2020.” The company has unique programs, such as Military 101, training managers on military culture. And Body Armor to Business Suits helps veterans assimilate into the firm.

Kraft Foods (Northfield, IL): “Step inside Kraft, and you’ll meet veterans working in every area of our business, applying the skills they learned in the military and developing a whole range of new ones, too,” says Timothy J. Mote, Director, Talent Acquisition & University Relations. More than 1,100 veterans work at Kraft. Kraft launched a military talent community website last year and has a military recruiting team. It has a partnership with the U.S. Chamber of Commerce and supports several organizations promoting veterans’ job placements. Kraft seeks veterans to fill a broad range of roles, including Supply Chain, Manufacturing, Logistics, Black Belts Finance, Sales, Marketing and Information Systems.

Intel (Santa Clara, CA): Intel ensures that, “once veterans are hired, they are given the maximum opportunities to succeed,” says Rob Polston, Program Manager for Military Staffing & Recruiting. The company offers Veteran Transition Resources training to new military hires. Supervisors receive specialized training on how to best manage veterans. This year, Intel is kicking off an apprentice and internship program for severely disabled wounded warriors, partnering with Project Hired. Recruiters attend several events, including Military Base Transition Assistance Career Fairs, Hiring Our Heroes Career Fairs, White House Joining Forces, 100,000 Jobs Mission Coalition and Operation Impact Wounded Warrior. In addition, Intel sources veterans at college campuses nationwide.

J Dog Junk Removal (Wayne, PA): Interested in opening a franchise with a junk removal business? J Dog Franchises is the only franchise to exclusively sell to active duty, Reserve, veteran and military families, says Jerry Flanagan, President/Founder and an Army veteran. “We are currently operating in Pennsylvania and have franchises in Texas and Michigan. Our goal is to sell franchises nationally, therefore employing veterans,” he says. The company is also hiring those in Sales, Marketing and Administration, plus Laborers and Drivers. “All of our hiring includes training, operations manuals and handbooks. Our franchisees are trained at our corporate headquarters and in the field in their locations,” Flanagan says.

J. M. Waller Associates, Inc. (Fairfax, VA): J. M. Waller Associates Inc. is a Service Disabled Veteran Owned Small Business (SDVOSB) that values the expertise that veterans bring to the workplace, say Paula Roberson, Director of HR, and Brent Sinn, Marketing/ Proposal Coordinator. It provides engineering, logistics, technical, management and professional consulting services to industry, municipal, state and federal agencies. J. M. Waller reimburses employees for professional registrations (e.g., architect, engineer, geologist, planner, environmental manager). The company will pay 100 percent of one registration for each employee, plus any others that are required for J. M. Waller to do business. Eighteen percent of J. M. Waller’s new hires in 2013 were veterans.

La Quinta Inns & Suites (Dallas, TX): La Quinta Inns & Suites seeks both veterans and military spouses. “As we have a heavy focus on ‘people’ and ‘family’ at La Quinta, we have always believed it is important to embrace ‘military families,’” says Derek Blake, VP, Marketing & Military Programs. This year, La Quinta expects to hire 20 percent of career positions from the military population. La Quinta is in 46 states with more than 800 hotels. It has created unique partnerships with organizations like the Fisher House Foundation, the Armed Services YMCA, Blue Star Families, Team Red White & Blue, Operation Homefront, Carry the Load, MOAA and the George W. Bush Institute.

Legion Logistics LLC (Florence, KY): Even though Legion Logistics is small, it is committed to hiring veterans. Its co-founder, Tony Coutsoftides, is a service-disabled veteran, says Mary Hall, Hype Woman. Veterans are given an opportunity to change positions if their current one isn’t a good fit. For example, one employee suffered a TBI during his military service, which made it difficult for him to do his job as a freight broker. The owners transitioned him into recruiting, and he is now “our greatest asset in our veteran hiring effort,” Hall says. Legion Logistics was one of eight finalists in the Tournament of Small Business Veteran Champions, sponsored by the U.S. Chamber.



Level 3 Communications (Broomfield, CO): Level 3 Communications is actively hiring veterans into its Operations Tech Academy, which is a developmental opportunity as part of its North American Operations team. It also recruits veterans for government markets groups, because they may possess required clearances. And it seeks candidates for network operations, field operations, and network security background and skills, says Amy Dietrich, Director of Organization Development & Effectiveness. Many of Level 3’s recruiting staff and Veterans Employee Resources Group members volunteer to help veterans build tools needed for a successful job interview. Level 3 also partners with groups like Boots to Suits, Heroes to Hired, Corporate Gray and Wounded Warrior. transitioning-military.asp

Lockheed Martin Corporation (Bethesda, MD): Lockheed Martin partners with American Corporate Partners, a national nonprofit helping veterans transition to the private sector through one-on-one mentoring with business leaders. “Our commitment is to provide 50 mentors for this year-long program,” says Teri Matzkin, Manager, Talent Acquisition Military Relations and Strategic Sourcing. The company expanded a Military Relations Talent Acquisition team to include a manager and five full-time Military Relations Managers. All MRMs are veterans and attend approximately 200 military hiring events nationwide, plus another 40 to 50 wounded warrior career coaching and transition planning meetings/events. In each of the past four years, more than 30 percent of external hires were veterans.

May/Jun 2014

Northrop Grumman Corporation (Falls Church, VA): Northrop Grumman employs thousands of veterans worldwide and is committed to assisting candidates and employees, says Emily Vera, Corporate Recruitment Marketing & Communications Social Recruiting Lead. For several years, about 31 percent of all hires are veterans. In 2013, the company created a full-time military recruiter. And Operation IMPACT (Injured Military Pursuing Assisted Career Transition), a career transition assistance program for severely injured service members, continues to thrive, Vera says. Northrop Grumman has partnered with the “Network of Champions,” more than 100 companies that share the commitment to IMPACT. The company shares résumés with them if it doesn’t have a job match for an injured veteran.

Onsite Occupational Health & Safety, Inc. (Princeton, IN): Kyle G. Johnson, a U.S. Navy veteran who served during the Gulf War, started Onsite OHS in 2008, and the company has a strong commitment to veterans. Onsite OHS is the largest private sector medical provider in Afghanistan, providing medical clinical services and emergency medical services for 26 Forward Operating Bases. The company seeks veterans for this ongoing contract and continually pursues opportunities in Sudan, Iraq, Africa, UAE, the United Kingdom and Egypt, says Andrea Preston, Marketing Coordinator. The company is also moving into the energy industry, recruiting for positions on offshore drilling rigs and on pipeline and construction sites across the United States.

ManTech International Corporation (Fairfax, VA): Many of ManTech’s employees with military experience work overseas supporting active military. “ManTech realizes the commitment of those employees and the stress of a deployed lifestyle,” says Charles Miles, Director, Military Programs. “Therefore, ManTech’s ConstantCare program gives those employees and their families direct contact with knowledgeable ManTech human resources staff.” More than 30 full-time recruiters, many of whom are veterans, spend at least half of their time recruiting veterans. During 2013, they attended more than 50 military job fairs, ultimately hiring 1,282 veterans. Those hires accounted for 50 percent of ManTech’s total new hires last year, a five percent increase from the beginning of 2012.

Patterson-UTI Drilling Company, LLC (Houston, TX): Patterson-UTI Drilling is dedicated to hiring a minimum of 40 percent of its entry-level employees from prior military ranks. In 2013, 47 percent of new hires were veterans, says Brent Hollenbaugh, Manager, Human Resources. The company and its subsidiaries have more than 275 land-based drilling rigs and operate primarily in oil and natural gas producing regions. It has a military-designated recruiter and attends career fairs hosted by ACAP and TAPS programs. A “New to Industry Training Program” provides classroom instruction and on-the-job training to entry-level employees. Patterson-UTI is a member of the Employer Partnership of the Guard and Reserve.

Navy Federal Credit Union (Vienna, VA): On any given day, Navy Federal has a variety of open positions available in many of its locations. “When members visit our locations they (and their family members) learn of employment opportunities,” says Gina White, Senior Communications Specialist. Navy Federal is a member-owned, not-for-profit financial cooperative with more than four million members, a global workforce of 10,298 employees and more than $56 billion in assets. The credit union takes care of employees’ personal career development. For example, the Educational Assistance Program helps employees with college education expenses. And the two-year Executive Development Program is designed to develop employees for consideration for seniorlevel positions.

Puget Sound Energy (Bellevue, WA): PSE hires nearly all power generation workers from the military, says Rachael Brown, Senior Recruiter. “We have also seen a strong contingent of IT new hires from the military,” she says, adding that the company can also now offer Gas Worker Trainee opportunities after several years of a hiatus. Veterans are “a very natural fit, since this is a short, intensive training program,” Brown says. Veterans fill a variety of jobs, from HR to accounting, executive, administrative and skilled trades. A military affinity group, called PSE2, plays an important role in recruiting and retention. The company pairs veterans with experienced professionals to be their mentors.

Noranda Aluminum Holding Corporation (Franklin, TN): Noranda Aluminum has developed a military recruiting team that seeks to recruit at least 10 percent military for open requisitions in 2014, says Phillip A Heimbecker, SPHR Human Resources Manager. The company is a leading North American integrated producer of value-added primary aluminum products and highquality rolled aluminum coils. Noranda participated in Hiring Heroes’ career fairs in St. Louis, MO, and New Orleans, LA, in 2013. The company is also working with the Transition Assistance Coordinators near Noranda’s plants and is partnering with the local Employment Assistance Offices and Employer Support of the Guard and Reserve Representatives. TM

Rembrandt Foods (Okoboji, IA): Manufacturing company Rembrandt Foods offers a wide variety of egg-based products to the ingredient, foodservice and pet industries. One-quarter of its employees are veterans, says Pamela Winkel, Training Specialist, HR Administration. “We invest in our employees for training and development to help all employees succeed in the workforce and in their private lives. Rembrandt feels a sense of pride in our employees who have proudly served and do serve our country,” Winkel says. Rembrandt offers certification training per level of position per department with pay increases, plus outside training development. It recruits veterans via local career fairs, college events, outside recruiters and employee referrals.

May/Jun 2014



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Ryder (Miami, FL): In November 2011, Ryder decided to focus on veteran hiring by partnering with the Hiring our Heroes campaign and pledging to hire 1,000 veterans by the end of 2013. Since then, Ryder has hired more than 1,651 veterans, exceeding its pledge target by 65 percent, says Ed Tobon, Director of Staffing. The company also launched a military-oriented website. The site was also a finalist for the U.S. Chamber’s Hiring Our Heroes Post-9/11 Veteran Employment Award. Ryder has worked with the U.S. Chamber to push the Military Commercial Driver’s License Act of 2012, which recognizes training and experience received during military service for CDL licenses.

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Safeway Inc. (Pleasanton, CA): Safeway wants veterans for a variety of roles in grocery stores, distribution centers, manufacturing plants and corporate-level offices, says Patrick Mireur, Senior Recruiter, Retail Talent Acquisition. Its 2014 JMO/NCO Management Program prepares junior military officers and noncommissioned officers to become Store Managers, First Assistant Store Managers, Warehouse Supervisors and Transportation Supervisors at grocery stores and distribution centers. Safeway also will fill jobs at retail grocery stores, distribution centers, manufacturing plants and corporate offices. In November 2012, Safeway signed an agreement with the Employment Support of the Guard and Reserve. Safeway has Veteran Employee Resource Groups at corporate headquarters and Southern California Vons Division office.

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SAIC (McLean, VA): SAIC is a leading technology integrator with a strong commitment to solve or undertake the country’s most significant problems. In 2014, SAIC expects 25 percent of all new hires to be veterans, says Lauren Darson, Media Relations Specialist. Military-experienced hires can sign up for the Veteran Sponsorship Program, which matches them with veterans who have been at SAIC for some time. SAIC has a formal 60-to-90-day internship program for wounded warriors, focusing on three business areas: Material Control Tech, Logistics Analyst and Training Specialist. And the Reservist Support Network assists those recalled to active duty for an extended time during a war, campaign or expedition.

SAYtr (San Antonio, TX): One-hundred percent of SAYtr employees have prior Department of Defense service, including military, civilian and contractor, says CEO Tamara D. Say. SAYtr has played a key role during the past decade in the Department of Defense, through the Air Force Center for Engineering and the Environment and the Air Force Civil Engineer Center. “We are now working on expanding our footprint into the National Park Service, Wildlife and Fisheries and USACE,” Say says. She encourages work-life balance. “As a small firm, we allow employees to create the job package that is right for the individual, with opportunities to customize benefits packages,” she says.

Schneider (Green Bay, WI): With operations and opportunities across the United States, Schneider anticipates new hires in all areas; however, its greatest area of opportunity is for professional truck drivers, says Janet Bonkowski, PR Manager. “From traditional over the road routes to opportunities in our Regional, Dedicated, Bulk Chemical, Expedited/Team and Intermodal areas, Schneider plans to hire 25 percent of its drivers in 2014 from the ranks of the military,” she says. Schneider provides a mentor to newly hired veterans. It is also involved in Marine For Life programs and the 100,000 Jobs Mission. By the end of 2014, Schneider plans to add 250 veterans into its VAapproved Apprenticeship Program.

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May/Jun 2014

Southern Company (Atlanta, GA): Many veterans are immediately qualified to take on a growing number of roles at Southern Company, including positions in Line Operations and Maintenance, Power Plant and Nuclear Operations, as well as Security and Information Technology, says Linda Sykes, Specialist, Military Programs. Southern actively recruits veterans for jobs at new and existing company facilities, including the cutting-edge integrated gasification combined cycle facility in Kemper County, MS, and the new nuclear power units in development outside of Augusta, GA. The company partners with military base Transition Assistance Program managers and the Employer Support of Guard and Reserve to identify qualified veterans for job matches.

Top Guard Security (Hampton, VA): Top Guard provides uniformed, unarmed and armed private security services management. It posts jobs to interest veterans through Fleet & Family Services, Marines4Hire and Veterans Values Veterans. “Top Guard has been consistent in our support of our officers, developed longevity-based Employee Morale programs and controlled labor costs enabling us to offer higher wages,” says Christopher G. Stuart, Vice President. Top Guard’s recruiter, Karlton Gantt, is a veteran who recruited during his enlistment. He works with Fleet and Family Services at all Virginia military installations. He also attends military-targeted job fairs at schools, including ECPI University, Tidewater Community College and Thomas Nelson Community College.

Sprint (Overland Park, KS): Sprint looks to veterans, Reserve members and family members to fill jobs in technology, management, retail and customer care, says Summer Dean, Recruiting Supervisor. Among its many militaryfriendly initiatives, Sprint offers a veteran-focused Employee Resource Group called “Veterans and Employees helping others Through Sprint.” It has more than 800 members and supports families of Sprint employees when they are called to active duty. Sprint is involved with national military organizations such as Business Executives for National Security and the Association of the United States Army. In 2013, Sprint partnered with iHeartRadio on the iHeartRadio Show Your Stripes Campaign, which addressed unemployment among veterans.

Transocean Inc. (Houston, TX): If you’re interested in exploring “the last frontier” - the deep ocean - take a look at Swiss company Transocean Inc. This international company provides offshore contract drilling services for energy companies and is seeking high performers from the military, says Lisa Mullins, Global Recruitment Manager. The company focuses on deep water and harsh-environment drilling, and maintenance positions are available. Veterans make up 15 percent of the employment force with the company investing more than $100 million each year in industry training. Four global training centers are in Houston, TX; Aberdeen, Scotland; Brazil; and Kuala Lumpur, Malaysia.

Strategic Communications (Louisville, KY): In 2013, Strategic Communications attended employer days and job fairs in Fort Lee, Fort Campbell, Fort Knox and Indianapolis. “We plan to increase the number of veteran-focused events in 2014 in areas where we anticipate additional business development,” says Paige Reh, HR Director. The company is a premier provider of communication, data and video solutions for growing businesses. All employees receive individual training tailored to their job role (technical, sales, management, etc.). “We also provide management with helpful tips/training on dealing with employees who may be transitioning from military to civilian life (i.e., those suffering from PTSD),” Reh says.

Systems Service Enterprises, Inc. (SSE) (St. Louis, MO): SSE is an Information Technology and Learning Services Company, serving commercial and government markets. The company hires veterans for its Courseware Training Programs and Network Services Team and any government and/or aerospace contract or assignment requiring technically qualified personnel, says Billy Gulledge, VP of Government Services. “For more than 50 percent of our hires over the last five years, we have intentionally sought military personnel…They bring specific technical experience, discipline and work ethic that serves our needs,” Gulledge says. SSE has Vice Presidents of Business Development and Government Services with distinguished military careers, who advocate for SSE in the military community.

Triple Canopy, Inc. (Herndon, VA): Founded by U.S. Special Forces veterans, Triple Canopy provides mission support, security and training services in support of the U.S. federal government in high-risk, complex locations throughout the world, says Katy Pultz, Marketing Communications Supervisor. “Due to the challenging scope of work we perform, Triple Canopy will continue to seek military-experienced talent in 2014 to exceed the required expectations of the U.S. government,” she says. Veterans make up 80 percent of the workforce, and former military personnel fill key leadership positions across the organization. The employee-owned company attends job fairs nationwide and advertises available positions on veteran-focused websites.

Troops to Teachers - Kentucky (Frankfort, KY): Troops to Teachers – Kentucky is a federally funded program assisting eligible military personnel to become public school teachers in “high-need” schools. Wayne A. Eccles, Jr. is a Program Coordinator who is seeking veterans in Kentucky. “We pay up to a $10,000 bonus for agreeing to teach for three years in a high-need school. We have an 80 percent retention rate after five years. The Kentucky Teacher Retirement System has one of the best retirement systems in the state,” Eccles says. Eccles maintains a presence at Fort Knox and Fort Campbell, and he presents information to Transition Assistance Programs. He also attends every veteran-focused job fair in the state. military-veterans.aspx

TMC Transportation (Des Moines, IA): In the time-sensitive business of transportation, it is of utmost importance that drivers arrive at their destinations on time and safely. And TMC Transportation finds that veterans possess the work ethic sought in a professional driver, says Cheryl Freauff, Driver Recruiting Manager. TMC has a state-of-the-art training center and provides fast-track training for transitioning veterans with a transportation MOS. “For those employees who currently serve in the National Guard or Reserves, we are committed to getting them home for drill or other military commitments,” Freauff says. TMC also offers a VA-approved OJT program. More than 30 percent of new hires in 2013 were veterans.

United Rentals Inc. (Stamford, CT): United Rentals provides construction equipment rentals. One of its successful recruitment channels is a veteran work-study program, sponsored through Workforce Opportunity Services for Service Technicians. In 2013, United Rentals implemented the groundbreaking 12-week program at its Center of Excellence in Irving, TX, says Laura Zattola, HR Director, and Gloria DeJesus, Corporate HR Generalist. After intensive technical training, veterans go through work rotations at local United Rentals branches. Graduates are offered positions across the branch network. United Rentals is sponsoring Educated Canines Assisting with Disabilities, which focuses on providing extraordinary dogs to wounded veterans. It has raised nearly $70,000 to supply these service dogs.

May/Jun 2014



University of Phoenix (Tempe, AZ): Veterans at the University of Phoenix fill a variety of roles, with the majority working directly with students as enrollment advisors, academic counselors, finance advisors and faculty members, says Meghan Almaas, Communications Specialist. For 2014, Apollo Education Group has a goal of filling 20 percent of open positions with veterans or veterans’ spouses. The university continues to acquire new partnerships with military-related organizations and other participating schools. They include the National Guard Association of the United States, the Enlisted Association of the National Guard of the United States, Military Police Regimental Association, Non Commissioned Officers Association and American Society of Military Comptrollers.

URS Federal Services (San Francisco, CA): URS Federal Services will continue to add militaryexperienced employees worldwide, says Rhonda Lynott, Director, Talent Acquisition and Diversity. URS is a leading provider of engineering, construction and technical services for public agencies and private sector companies. In 2013, 44.3 percent of new hires were veterans. The company’s recent military-friendly efforts include the creation of a military outreach team. URS also has a Military Spouse program and created an online Vet community via its Corporate Yammer site (similar to Facebook). In addition, URS has purchased an online military translator for its career center. The company plans to revamp its military website page in 2014.

USAA (San Antonio, TX): USAA is a financial services company formed by military officers in 1922 and is dedicated to the financial well-being of military members and their families. “USAA has committed that 30% of its new hires will be veterans and military spouses,” says Mike Kelly, Executive Director of USAA Veterans Initiatives. USAA attends more than 100 job fairs and networking events each year, advertises job openings on social networks and conducts outreach to wounded veterans. Additionally, USAA has participated in numerous best practice sharing summits and will launch a best practices website in partnership with the U.S. Chamber Foundation’s Hiring Our Heroes team. Since 2006, USAA has hired more than 8,100 military veterans and spouses. transitioningmilitary.html

Verizon Communications, Inc. (New York, NY): During the past decade, 2,014 Verizon employees have been called to active duty. “We currently have 258 employees in active military emergency leave,” says Emilia WilliamsGaston, Manager, Organizational Development. To foster career development, Verizon provides tuition assistance benefits to those who meet tuition program eligibility requirements specific to their employment. And the Veterans’ Advisory Board of Verizon provides assistance, guidance and representation regarding veterans’ issues to senior management. Verizon also offers the American Corporate Partners program, in which employees volunteer as mentors to veterans. In 2013, more than 30 employees actively participated. ACP also provides opportunity for networking and advancing on leadership skills.

Werner Enterprises (Omaha, NE): Werner is among the five largest truckload carriers in the United States, whose capabilities include mediumto-long-haul, regional and local van, expedited, temperature-controlled and flatbed services. The company established the first apprenticeship program in its industry focusing on veteran recruitment. Eligible veterans with GI Bill benefits can receive up to $13,891 of their tax-free benefits in this on-the-job training program, in addition to receiving their normal pay, says Jim Morbach, Director of Government and Field Recruiting. Werner is part of the White House’s Joining Forces campaign, pledging to hire 1,000 veterans each year for five continuous years. “To date, Werner has exceeded those goals,” Morbach says.

Westgate Resorts (Orlando, FL): Founded in 1982, Westgate Resorts is one of the largest resort developers in the U.S. Over the past three years Westgate has given more than 3,000 free vacations to military personnel. Westgate proudly supports Operation Rolling Thunder and its mission to recognize POWs and MIAs, Sentinels of Freedom, Honor Flight and numerous other charities. “We actively seek out military team members because of their immense leadership skills and can-do attitude,” says Mark Waltrip, Chief Operating Officer of Westgate Resorts and retired Air Force Officer. “We are proud to have current and former military personnel at all levels of our company, including all of our top C-level executives.”

Whelan Security (St. Louis, MO): Whelan Security is a privatelyheld, family-owned company providing contract security services across many diverse industries and markets throughout the U.S. In addition to traditional security service, we also offer security and staffing services to major events and provide emergency response services to natural disasters, labor disputes and industrial accidents. “We are committed to hiring professionals who will excel in our unique client settings,” says Mark Porterfield, Senior VP Field Support Services and Chief Security Officer. “In many cases, service members and veterans have an innate understanding of the intricacies of operating in these dynamic environments.” Whelan hired 324 veterans, representing approximately 15 percent of all new full-time hires for 2013.

Xcel Energy (Minneapolis, MN): In July 2013, Ben Fowke, Chairman, President and CEO of Xcel Energy, outlined to the U.S. Congress Joint Economic Committee his plans to bolster military hiring practices. In November, Xcel hired a contract recruiter focusing on veteran recruiting strategies. Xcel partners with Troops to Energy Jobs,, Corporate Gray, Hire Veterans, Student Veterans of America and the U.S. Chamber of Commerce Hiring Our Heroes to reach candidates. Xcel also offers orientation, training and leadership-development programs to transition veterans into the workforce and retain them, says Kynnie Martin, Contract Recruiter. Veteran hires rose from 5.7 percent in 2012 to 11.4 percent in 2013.



May/Jun 2014

What is an Interview? career coach’s corner by Tom Wolfe Career Coach and Contributing Editor


n interview is a critical component of every job search and it usually takes a series of successful ones to generate an offer. Simply stated, an interview is a two party interaction during which each side investigates the other to find compatibility. The potential employer evaluates the candidate’s qualifications, potential, interest level and requirements. The candidate in turn determines the organization’s ability to satisfy his or her needs. Most interviews are done face-to-face and occur only after a certain amount of filtering. This pre-interview filtering is important for several reasons. Since a personal interview is time consuming and costly for both parties, it makes sense to schedule it only after the obvious mismatches have been eliminated. This filtering process not only saves time and money, but also increases the odds of an offer and an acceptance. This mutual evaluation process has both objective and subjective elements, however most of the objective evaluation is completed before the interview occurs. An interviewer does not need to meet you to see if you are properly trained or educated for the job. A quick review of your resume will provide that information. Likewise, you do not need to sit down with the interviewer to figure out if the location and the money meet your needs. Although most of this objective screening occurs in advance, it will continue to some degree during the interview. Remember that even if the entire interview feels like objective evaluation, subjectivity determines the outcome.

Subjectivity has its roots in personality and fit: interpersonal skills, presentation, image, communication, chemistry, attitude, friendliness, style, mannerisms and expression of interest. None of these traits come into play before the interview, but most are revealed when face time begins and that face time comes in many forms. Here are the most common ones, a few variations and a brief discussion of each. Informational Interview. The goal here is information, not employment. This is an excellent way to learn about a job, a company, an industry or a career path before deciding whether or not to pursue it as part of your search. Asking friends, associates, family members and others for help is a good way to generate an informational interview. Prepare well and do your best - even though this is not an employment interview, it might lead to one someday. Initial (or first level or screening). This is typically the first thing that happens after a résumé generates interest. It is usually conducted over the phone or in a neutral setting (e.g., hotel lobby, coffee shop, base education office or family services center). Another common location for initial interviews is a job fair, where hundreds of short initial interviews occur throughout the day. Follow-up (or second level or site visit or call back). This is your reward for a successful initial interview. It usually occurs at a mutually convenient time and takes place at the potential job site. It can last from several hours to two days. In most cases the company covers all of the associated travel expenses. There is usually a slate of interviews with several people. These people may include your boss-to-be, coworkers, a human resource representative and subordinates. A tour of the facility and/or the local area is often on the agenda. In most cases the decision to extend an offer is made as a result of the information obtained from the interviews conducted during that visit. Social Interview. This variety is designed

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to see how you handle yourself in a public or social setting. There is often a meal component and sometimes there is a cocktail reception in the mix. It may be just you and your new boss or a coworker or there could be several additional people involved. Negative Interview. This is a technique rather than a category of interview but it deserves your attention. It is designed to be confrontational and high-stress. The interviewer tries to get you to eliminate yourself. There are three distinct varieties, to which I dedicate an entire chapter of my book. How to handle it? Short answer - do not take the bait and keep smiling! Group Interview. This version consists of multiple candidates being interviewed or observed at the same time. Not only are you and your competition being evaluated but you are also checking each other out. Sometimes the group interview is combined with the social interview, which gives the employer the opportunity to see how you interact with peers and competitors. Panel Interview. Here we have one candidate in front of multiple interviewers at the same time. This tends to be a high stress, rapid fire and taxing event. The panel measures the candidate’s ability to handle pressure and think on his or her feet. The members pay particular attention to the candidate’s aptitude in involving and engaging the entire panel, not just the member who happens to have the floor. Day-in-the-field (or ride-along). Although the interview process is typically complete after the follow-up, some companies add another step. The interviews may have been held at an office, but the actual job requires a significant amount of time away from that office. If this requirement is inherent in the job, then it is important for the candidate to also experience that aspect of the job. One way to accomplish that is to have the candidate spend a day in the field with someone who is doing the job. A well-informed candidate is more likely to make the right decision. Interviews for jobs such as sales, field

engineer, consultant and technical rep are likely to include this step. Client Approval. If you are interviewing with a contractor or consulting firm and the position requires you to spend most of your time with a specific client, you may need to be approved by that client before you can be hired. This means an extra round of interviews at the client site. Testing/Evaluation/Case Studies. Many companies will set aside a portion of a site visit or a separate day for formal testing or evaluation. The purpose is to measure aptitude or intelligence as it applies to the job. Although not an interview per se, it is helpful in determining the potential for a solid fit. If the purpose of the test is knowledge-based then you should be forewarned and can study accordingly, however there is little you can do in the way of preparation for aptitude testing. Behavioral Analysis or Personality Test. Some companies collect historical personal performance data to build a profile of what constitutes a successful employee and what jobs are most likely to utilize the talents of a particular candidate profile. These companies will hire a behavioral analysis company to do a profiling session with you before an offer is extended. This usually takes the form of a question and response survey, either online or via telephone. Here’s one more thing to keep in mind. Regardless of the form or the variety, the interviewer wants answers to these questions: Is this the kind of person we want on our team? Can we make and keep this person happy, now and in the future? Similarly, the candidate needs to know: Are these my kind of people? Is this an organization where I can be productive and happy, both short- and long-term? Positive responses to those questions lead to an offer, an acceptance and a career. Tom Wolfe is a Career Coach, Columnist, Author and Veteran and can be found at

May/Jun 2014



Answer another call-of-duty. Looking to turn your military service into a civilian career opportunity? You should look to Southern Company. Veterans exemplify the values we strive for every day at Southern Company – teamwork, responsibility and a dedication to service. Plus, the skills you acquired though your service are compatible to opportunities throughout our company, including jobs in nuclear, IT, engineering, security and operations. Be a part of the only electric utility company in the U.S. that’s actively developing all available resources to ensure our country’s energy security. Join Southern Company, where Energy, Innovation and Opportunity meet. Considering your next move after service? Make it a power move and consider Southern Company.

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May/Jun 2014



10 Tips for a Successful Military to Civilian Transition in Corporate America 1. Be “The Early Bird”.

Don’t wait until you’re 30 days away from separation before starting the military to civilian transition process. The ideal time to begin preparing for your transition is one year before you are available to begin employment in the civilian workforce.

2. Don’t put all of your eggs in one basket.

You want to give yourself as many options as possible. Applying for jobs with only one company, working with a “handcuff” or exclusionary placement firm or working with only one military to civilian transition resource is not in your best interest. Take advantage of all the free services that are available (military placement firms, military job boards, military job fairs, TAP/ACAP) and don’t be afraid to network on your own to find a military connection (VFW, former military you know, military associations such as AUSA, MOAA, Marine for Life, etc.).

3. Get ready for inspection.

Realize that the job search process opens you up to a new type of scrutiny from your perspective employer. Make sure you have a professional email address and answering machine message, and that you’ve deleted any inappropriate material (“cyberskeletons”) posted on social networking sites, etc. Better yet, don’t

post any inappropriate material in the first place – it can live forever in search engine caches, even after you delete it. Shift your focus from social to professional networking sites. Military placement firm Bradley-Morris, Inc. recommends to our candidates.

4. Have a transition plan for your family.

As mentioned in this issue’s A to Z article on page 4, don’t automatically use your military move to go back to your home town. A huge advantage for a militaryexperienced job seeker is that many times, their military move can pay for relocation to the city of their new job. For a company that might have to pay for a civilian to relocate, this could be the leg up you need. Make sure you sign up for gap insurance for you and your family. If you don’t, and your job search extends for more than 90 days after your separation, any pre-existing conditions that exist with you or your family may not be covered by your new employer’s insurance plan.

5. Civilianize.

Civilianize your resume, experience and verbiage during your interview. Be aware that most hiring managers in corporate America will not understand military lingo. Don’t expect them to be able to translate you must do that for them.

6. Sell yourself.

What are your strengths? Your weaknesses? Why are you getting out of the military? What type of work do you want to do? These are all questions that you may know the answers to, but you don’t want to be thinking of them for the first time during the interview process. Ask yourself the hard questions ahead of time to make sure your answers are well-organized, positive, concise and genuine. Practice out loud.

7. Explore ALL of your options.

Keep an open mind. Don’t allow yourself to eliminate a company, a location, or even a particular type of job before you educate yourself with all of the information available. There are thousands of opportunities in corporate America, and many of the great places to work for former military are outside the Fortune 500. In fact, many former military find a fast track to success with jobs in privately held firms and/or with jobs located outside of major metropolitan areas.

8. Don’t be modest.

Don’t assume that the interviewer makes the connection between your military experience and how that has prepared you for the job in question. Show them

examples from your work experience that correlate into exactly the experience for which they are looking. Tell the interviewer that you can do the job!

9. Don’t settle.

Ensure the job you take is the job you WANT. Take your time and thoroughly investigate your options until you are sure you’ve found the ‘right’ job. Accepting an offer for a job you are not really excited about is a surefire way to ensure you’ll be repeating the whole job search process earlier than you would wish.

10. Get off on the right foot!

Once you’ve taken your new job in corporate America, make sure you hit the ground running. Just like in the military, you only get one chance to get off to a great start. Your first month on the job will likely set the tone for your entire career: - Come in early and stay late. - Ask questions and be enthusiastic. - Volunteer for tough, demanding assignments. - Be willing and eager to get your hands dirty. - Solve problems rather than give reasons why things can’t be done.

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. Read this issue online now at



May/Jun 2014

Job Fair Calendar Date: Location: Sponsor:

May 8, 2014 Ft. Drum Job Fair 10 a.m. - 2 p.m. - The Commons, P4350 Euphrates River Valley, Ft. Drum, NY 13602 POC: Lorrie Guler (315) 772-3284

Date: Location: Sponsor:

Date: Location: Sponsor:

May 12, 2014 Ft. Hood Mini Job Fair 9:00 a.m. - 1:30 p.m. - Oveta Culp Hobby Soldier and Family Readiness Center POC: Robert Schumacher (254) 288-0827

Date: Location: Sponsor:

May 14, 2014 Ft. Benning 10 a.m. - 2 p.m. Benning Conference Center (866) 801-4418

Date: May 22, 2014 Location: Belvoir-Springfield Virginia Job Fair 10 a.m. - 2 p.m. American Legion Post 176, 6520 Amherst Avenue Sponsor: POC: Janet Giles, Jobzone (434) 263-5102 or (540) 226-1473

Date: May 14, 2014 Location: Ft. Bliss - 9 a.m. - 2 p.m. Army Career and Alumni Program Job Fair Sponsor: POC: hrc.tagd.acapcomm@ Date: Location: Sponsor:

May 15, 2014 Ft. Knox - 10 a.m. - 2 p.m. Bldg. 1378 (basement), 70 Pershing Dr. POC: Frank Johnston (502) 624-2627

Date: May 20, 2014 Location: Ft. Leavenworth Employer Day 1 p.m. - 2 p.m. 600 Thomas Avenue Sponsor: POC: hrc.tagd.acapcomm@

May 22, 2014 Ft. Stewart ACAP & ACS Spring Career Fair 10 a.m. - 2 p.m. - Club Stewart, 1020 Hero Rd., Bldg. 405 POC: ACS (912) 767-5058/5059

Date: May 28, 2014 Location: Ft. Meade Spring Community Fair 9 a.m. - 2 p.m. Club Meade, 6600 Mapes Rd. Sponsor: POC: hrc.tagd.acapcomm@ Date: June 4, 2014 Location: Ft. Campbell Job Fair 9 a.m. - 3 p.m. - 1610 101st Airborne Division Rd. (Cole Park Commons) Sponsor: POC: hrc.tagd.acapcomm@ Date: Location: Sponsor:

June 5, 2014 Ft. Knox - 10 a.m. - 2 p.m. Saber and Quill (866) 801-4418

Date: June 11, 2014 Location: Ft. Lee - 10 a.m. - 2 p.m. Date: May 21, 2014 Bldg. 2609 C Ave. Location: Reston Job Fair Sponsor: POC: hrc.tagd.acapcomm@ (SECURITY CLEARANCE ONLY) 3 p.m. - 7 p.m. Bechtel Conference Center, Date: June 25, 2014 ASCE Building, Location: Ft. Sill - 10 a.m. - 2 p.m. 1801 Alexander Bell Dr. Patriot Club Sponsor: Sponsor: POC: Janet Giles, Jobzone (866) 801-4418 (434) 263-5102 or Date: June 26, 2014 (540) 226-1473 Location: Ft. Knox Employer Day 10 a.m. - 2 p.m. Bldg. 1378 (basement), Date: May 22, 2014 Location: Ft. Carson Military and Veteran 70 Pershing Dr. Sponsor: POC: Frank Johnston Employment Expo (502) 624-2627 9 a.m. - 3 p.m. - Freedom Financial Expo Center, 3650 North Nevada Avenue, Colorado Springs, CO Sponsor: POC: hrc.tagd.acapcomm@

Bradley-Morris, Inc. (BMI) is the largest military-focused recruiting firm in the U.S. that for over 20 years has specialized in placing prior military job seekers with Fortune 1000 companies. helps military-friendly companies who actively recruit candidates from the military by offering cost-effective and customized solutions to meet their hiring needs.

NEWS Military Transition News is a bi-monthly publication providing military job seekers with relevant career and transition advice. It is distributed in print and online to over 500 military bases. provides professional resume writing and consulting services for transitioning military, veterans, and their spouses seeking a civilian or federal career.

Essential Events and Travel, Inc. provides expert event planning services for corporate events and meetings. We excel in managing specialized events. is a blog dedicated to educating and assisting employers (HR Recruiters) with sourcing and hiring candidates with prior-military experience. is a blog devoted to providing transition assistance information and tools to service members transitioning from the military to a civilian career.

For more job fair dates and locations, go to

Read this issue online now at


May/Jun 2014



by Janet Farley Contributing Editor


Spouse Series: Lost in Translation

ou may not wear the uniform, but you’re married to it. On top of that, you may work in or around the DOD. That means you can effectively communicate in a world that believes everything should have an acronym ASAP. Can you, however, communicate what you do to those who are not fluent in our coveted milspeak? Will potential civilian employers, for example, understand what you’re saying on your résumé? Perhaps more important, how can you do that? Whether you’re updating your own résumé or helping your spouse create his or hers, make sure others outside your camouflaged bubble can understand the true scope of your skills and abilities. In other words, don’t let your résumé languish in the “lost in translation” pile of a would-be

employer’s stack of applications. The following steps can help you and your soon to be civilian avoid such a résumé road kill dilemma: Write or revise your résumé in your own words first. Use the military words you’re comfortable using on a daily basis and get them down on paper. This is key. You have to capture your skills before you can translate them. Identify the civilian industry you’re targeting. You have to have at least a basic idea here. You can have multiple industry targets, but focus on one at a time for this exercise. Search for civilian jobs in that industry and print out multiple leads. It doesn’t matter where they are located. You may not even apply for them. The point of this drill is to gather a representative sampling of jobs that you would ideally like to call your own. Highlight the keywords in each job lead. It doesn’t matter whether you understand them or not at this point. Say unfamiliar words out loud to hear how they sound. Consider starting a laundry list of the new terms. Go all middle school on yourself and write out the definitions of the unfamiliar terms. You are, after all, in learning mode right now. Connect the dots. Closely analyze the keywords found in the job leads and the words on your résumé. Can you see the relationship between any of them? Does one military skill sound similar to a civilian one? Get help. If you’re struggling with connecting the dots, visit your transition

or family center employment readiness program manager and get some assistance. Those are valuable resources available to you, as a spouse, as well as to your uniformed loved one. Lurk and learn. Visit professional online forums and soak in the discussions that are happening in your targeted industry. You’d be surprised how much you can pick up by just stalking conversations. If you’re feeling brave enough, participate in a discussion or two. Take the concept offline as well, and study up by reading professional journals and related trade publications. Get a civilian mentor. In addition to doing your own keyword analysis, consider obtaining a civilian mentor. Try to find someone who has already walked the military-to-civilian career transition path successfully and who knows what terms mean in both worlds. If you’re lucky, you can find someone who will be happy to share his own transition experience with you so you can learn from him. Making the transition from a militaryrelated job to a civilian one can be scary. For some of us, it’s going to happen whether we want it to or not, so just keep moving forward. Feel the fear and embrace it. You know how to do that better than most. Janet Farley is a career strategist, a workplace consultant, and the author of “The Military Spouse’s Guide to Employment: Smart Jobs for Mobile Lifestyles” (Impact Publications, 2013). Janet blogs at Life’s Too Short to Hate Your Job.

Read this issue online now at

We Want Your Leadership Experience Did you know you can become an entrepreneur in the field of management and leadership training? For more than 25 years, Crestcom International franchisees have trained people across the globe in areas which are inherent to military service; Management and Leadership. If you are a confident speaker, and considering owning your own business, Crestcom wants you to continue training others. Crestcom Franchise Opportunity Offering military veterans 10% off of the initial franchise fee We are “Trainers to the World”

Be a part of our energy. Be a part of our team. Xcel Energy is a major U.S. electric and natural gas company operating in eight states and is one of the fastest growing investor-owned transmission systems, with more than 18,600 miles of transmission lines across the central U.S. If you’re a veteran looking for a challenging environment where you can grow and thrive in your civilian career, consider Xcel Energy.

As part of our commitment to creating and sustaining a motivated, diverse workforce, Xcel Energy offers career opportunities in a wide range of disciplines. We are committed to having a strong safety program, offer a competitive benefit package and are dedicated to the communities in which we live and work. And we take pride in hiring veterans and supporting the military.

Find out more about Xcel Energy and the career opportunities currently available at

- George Godfrey, Captain, U.S. Army

Contact: Charles Parsons, Vice President 1-888-273-7826


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“As a West Point graduate and former Captain in the U. S. Army, I led, mentored, and was responsible for my troops. As the President and CEO of Crestcom, I continue to serve and work with the best in the business when it comes to Management and Leadership development.”

3/21/14 8:22 AM

May/Jun 2014



Military trained. Workforce ready. Imagine your potential. Our Military Skills Translator Tool can help you match your military skills with a civilian career and a degree program that fits. It’s just one of the career resources we offer to support our military community. | 800.609.9230

University of Phoenix is a longtime member of Servicemembers Opportunity Colleges (SOC). No Federal or Marine Corps endorsement of advertisers or sponsors is implied. The University’s Central Administration is located at 1625 W. Fountainhead Pkwy., Tempe, AZ 85282. Online Campus: 3157 E. Elwood St., Phoenix, AZ 85034. © 2014 University of Phoenix, Inc. All rights reserved. | MIL-2835

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3/20/14 11:58 AM

Military Transition News – May/June 2014, Most Valuable Employers (MVE) for Military issue  

Military Transition News is a military base newspaper focused on helping military service members and veterans find a civilian job. It is pu...

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