How to Obtain your DD214 or Army ORB / Army ERB

These instructions will be helpful to anyone needing:

  • An electronic copy of your DD214
  • An electronic of your Army ORB or Army ERB

If that’s you, read on!

Your DD214

For Purepost users, if you’ve already got a PDF copy of your DD214, you can stop here and go to your Purepost profile to upload it for review.

If not, you have a few options for obtaining a PDF copy of your DD214:

  • If you have an electronic DD214, but it’s in a photo format such as .jpg or .png, you can convert it to PDF:
    • Open the image with your favorite photo editor and either…
      • “Save as…” and choose “PDF” as the file type and save the file, or
      • “Print..” and choose the Print to PDF option and save the file
  • If you have paper copies of your DD214:
    • Use a scanner to save your DD214 to your computer in PDF format, or
    • With a smart phone, snap a picture and save it as a PDF with one of the many apps in the Apple or Google store
  • If you have already ETS’d and don’t have a paper or electronic copy of your DD214:
    • You’ll need to request it from the VA’s eBenefits page.
    • Access will require either a CAC or Department of Defense Self-Service (DS) log in.

Here are the steps for obtaining your DD214 from eBenefits:

  1. Go to the eBenefits home page at https://www.ebenefits.va.gov/ebenefits/homepage
  2. Select Log In or Register, depending on if you’ve created an account
    Clicking “Register” will help you create a new Department of Defense Self-Service (DS) log in
  3. After you’ve established your DS account, go to the Login page
    You must first agree to the terms before logging in
  4. Select “Request your OPMF Information” button on right side of screen
  5. You will be taken to DPRIS – U.S. Government Information System page
    Select the “Accept” button with your cursor
  6. Enter the email you wish to have your DD214 sent to
    Check the Army box, check the DD214 box
    Click “Submit”
  7. The system will email you once your records are ready for view.
    It can take up to 3 days for your records to be ready.
  8. When you receive an emailed indicating that the records are ready for review, follow steps 1-3 above.
  9. Select “View your Retrieved OMPF Information” button on the right side of the page.
  10. Your records will be located at the bottom of the page and will be viewable/downloadable for 14 days only.
  11. Save your DD214 as a PDF, to a location where they can be easily retrieved.

With the PDF files downloaded from eBenefits, you can now upload your DD214 to Purepost.

Your ORB/ERB/SRB/2-1

Why an updated and accurate ORB/ERB/SRB/2-1 is important?

The ORB/ERB/SRB can be considered a military resume. It details all of your accomplishments and achievements while serving in the military. To best prepare for transition out of the military, it is an excellent practice to ensure that your record brief is always up-to-date especially with your schooling, awards, and assignments.

How do you obtain your ORB/ERB?

How to obtain your ORB/ERB from AKO (Active duty Soldiers only):

  1. Go to Army AKO at www.us.army.mil.
  2. Select “ORB: Officer Record Brief”/ “ERB: Enlisted Record Brief” link under Army Links column on right side of the screen.
  3. Once forwarded to the ORB/ERB page, select the “view/print” button.
  4. Save as a PDF to your desktop, where they can be easily retrieved.
  5. Finished!

How to obtain your ORB/ERB in the Reserves/National Guard:

  1. Contact your Unit Administrator (UA) for assistance in building your 2-1/SRB.
  2. Ensure that you have all documentation required to help the UA build out your completed and accurate 2-1/SRB.

Feel free to contact us for assistance or with any questions in gathering your military documents and records.

-The Purepost Team

Soldier to Civilian: Networking as a Veteran

When I left the military in 2007, my next move was business school. As a fresh veteran, I knew little about the private sector, let alone business. What I learned one short week after arriving was that networking is everything.

Networking can be unusual and unnatural for soldiers. We do little of it in our military careers. For the most part, our OER and NCOERs (military performance appraisals) speak for our professionalism and experience. The Army and sister branches rely on this system, in my opinion, for these three reasons:

  • Efficiency – The Army is the large organization with an enormous Human Resources challenge.
  • Continuity – If everyone operates under the same grading system, with all soldiers given equal opportunity to succeed (shine), promotions and job assignments should be fair.
  • Community – When we enter the service we’re designated to a career within a specific branch or corps. In short, everyone will eventually know each other or be one degree away from knowing each other before long.

This system is designed to practically eliminate the need to network the way our counterparts do in the private sector. So where does that leave veterans as they transition into the civilian workforce?

My first week of business school was a networking nightmare. Everyone was doing their best to leave strong first impressions while discovering what each other’s past careers were and where future careers were headed. This felt hokey to me and I was reluctant to participate. After a few weeks I made some friends who asked, “why aren’t you attending networking events?” I explained my reasons and they explained why I was making a mistake.

Here’s why networking is everything

I graduated from Cornell in 2009. Since then I have had three jobs. I worked at a New York start-up straight out of school doing business development. After this experience, I moved to San Francisco and landed a job doing operations management with SRI. Finally, in early 2011, I left to begin my first of three businesses for military service members. My third and the one I’m most proud of is Purepost.

Over the past 9 years, what got me work and allowed me to start funding my company was meeting with hundreds of people over coffee, lunch, dinner, drinks, running groups, biking groups, dinner parties… you get the idea. It’s all about networking.

In the private sector, every professional is looking for the next opportunity, even if they say they aren’t. I was in the Army for eight years and never networked to get a job. My father was a Cold War soldier for 21 years and never networked to get a job. It’s because you’re always, technically, in the same organization.

In the private sector people don’t share their performance appraisals when interviewing for a new job with a new company. What they share is a resume and, nowadays, their LinkedIn profile.

I’m not going to tell you how to get over the hokey feeling of networking. You are a veteran or a Soldier, Airman, Marine, or Sailor. You’ve been in tougher situations. What I can provide are some tips to help with the networking process to ease your transition as a veteran entering the private sector:

  • Find a mentor and coach who has made a successful transition from military service to the private sector. No need to re-create the networking wheel — learn from another veterans’ mistakes and successes.
  • Find a mentor and coach who has been in the private sector for their entire career. They can provide just as much guidance and assistance as a veteran. In many cases, their advice may be more valuable as you begin.
  • Prior to leaving service, start translating your military experience to private sector relevance. You’ve accomplished some amazing feats – now you need to translate them. Before you know it, you’re a year way from leaving the military and need that resume and a year of preparation to find your next job.
  • Create a LinkedIn account a year to six months prior to leaving the military. LinkedIn is currently providing a free, one-year subscription for their premium account. The premium account allows you to send messages between other LinkedIn users and gives access to benefits to other features. This is how you get a free premium account: a. Join LinkedIn and complete the profile.
b. Be sure to add your military experience, so LinkedIn can verify you are serving or have served.
c. Join the Veteran Mentor Network and then join the subgroup, “LI Job Seeker Subscription.”
 LinkedIn will later connect you to information on the premium upgrade.
  • Create a 30-second personal pitch. What’s your story? Here is a great overview from Cornell University.
  • Create a Meetup profile and start searching for groups that interest you in your local education or business community. Meetup will help you meet non-military people who enjoy the same activities and have the same interests as you do. This is a good way to network without feeling like you are ‘actively’ networking.
  • Be courageous and put yourself out there! It’s scary at first and seems uncomfortable, but as with everything else, you will succeed and land yourself the jobs and opportunities you deserve and desire!
Anthony Garcia
Purepost, CEO and Co-Founder

3 Ways To Hire Qualified Vets Faster and Easier

While quickly and cost-efficiently finding qualified veterans to fill your open positions is your goal, it takes particular tools to accomplish. You ideally want to source from the most qualified candidates on an easy-to-use platform that will help you speed up your time to hire and increase ROI with the right hire.

Here, we’ll break down three surefire ways to broaden your knowledge on the veteran hiring front and ensure you’re finding top veteran talent in the most efficient way possible.

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  1. Get on board with job boards.

Posting your open jobs on military job boards is a cost-efficient and easy way to inform veterans that you’re a veteran-friendly employer that is looking to offer them a civilian role relevant to their skillset. Websites like Military.com and HelmetstoHardhats.org are great places to tap into a pool of vets looking for jobs. Furthermore, on most military job boards, posting a job is free of charge.

  1. Tap into transition-ready vets.

Connecting with veterans is one thing; finding more qualified vets is another. You can simplify and speed up your search for the best vets for the job via transition support sites. For example, Workforwarriors.org is a site that takes a personal approach to helping veterans transition into the workforce through dedicated transition assistance and access to veteran-friendly companies hiring. If you’re one of those companies, you’ll be able to tap into a pool of transition-ready vets that are ready and able to dominate your civilian roles. When considering costs and retention, this route simply makes sense.

3.Guarantee ideal fits.

Transition-ready veterans are solid candidates, but if you want to increase efficiency and efficacy of your job placements even more, consider a veteran-talent acquisition platform that provides you a pool of veterans that have been pre-vetted. This means they’re the most qualified veteran candidates out there. Why? Their military experience has been translated by veterans to correlate with the skills and experiences required in your open positions. Not only is their experience easier for you to understand, but you will have access to more qualified candidates that fit your roles. Quickly sourcing from top talent can reduce cost to hire and attrition, which will impress leadership and make your hiring process a whole lot easier.

If you are looking for the best way to hire the highest quality veterans, the Purepost team is more than happy to walk you through our service. Click below to request a call and start finding the best vets!

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Proof That Your Service is Valued In the Workforce

We spend a lot of time talking about connecting and explaining military experience and credentials in ways the civilian world understands. It’s our passion and vision at Purepost. It’s who we are and what we do best. But, it’s important not to miss the amazing rise of veteran awareness, outreach, and connectivity outside of the military community. People are listening. Companies are creating initiatives to hire and place qualified veterans. Communities are rallying together to support the veteran population across the board.

If you are uncertain as to where and how your service and skills are being valued and doubt the workforce is aware of your transition as a veteran into the civilian community, here are 3 ways we see it happening as we work with corporate America in placing veterans into civilian positions.

Veteran Focused Hiring Departments

Human resource and hiring departments throughout corporate America are developing entire teams, programming, and funding focused on veteran hiring initiatives. Company goals and missions are being devised daily with veterans in mind as critical components for success. To see how some of the top companies are doing it best check out the most influential companies hiring veterans.

Veteran Employment Tax Incentives

On December 18, 2015, President Obama signed into law the Protecting Americans from Tax Hikes Act of 2015 (the PATH Act) that extended and modified the Work Opportunity Tax Credit Program and the Empowerment Zones. In summary, it retroactively reauthorized the WOTC program target groups for a five-year period, from December 31, 2014 to December 31, 2019. Unemployed veterans have been identified as one of the target groups umbrelled by this act. To read more, check out the WOTC here.


Veteran Culture Shifts

There have been incredible shifts in company cultures to embrace the veteran community. This goes beyond simply filling positions but also encompasses a duty to cultural competency from the core of the organization. They strive to understanding who they are working with, how to speak with them, knowing their language, what they accept and don’t accept, and how they approach someone that has a different set of experiences than maybe most of the company. As a part of this movement, we can assist companies in better understanding the culture of the veteran community and their place in the civilian workforce through our translation services.

If you’d like to continue receiving valuable advice on how to utilize your unique military skills in the civilian world, subscribe to our blog! We’re here to guide you.

The Why of The Purepost Skills Translation Method

We’ve Walked in Your Boots

Have you ever been to a Military resume builder or translation website and the system tells you that your Military position doesn’t transfer? We’ve seen it and we’ve experienced it. That feeling you had of “what do you mean?”, is understood and felt here at Purepost.

My father Tony Garcia, Sr. and I are Veterans. Tony experienced the Military transition challenge in 1993, when he retired as a LTC. I did later in 2007.

We got fed up with the current “bad solutions” and decided to make something that works for all Veterans and Service Members.

Unlike many resume builders and websites that know little more than military titles and ranks, Purepost knows “how the military runs” and more importantly – deeply understands the amazing takeaways from your service experience. We illustrate this in your Purepost profile and resume, which takes less than 10 minutes to create.

Create Your Free Purepost Resume

We know the complexity of each military speciality and we work hard to fully and accurately understand where you’ve been and what you have done in your specific specialty.

Purepost can do this because we possess a rich and clear understanding of your military career path, training, education, and position responsibilities that correspond directly to your career experience.

Purepost also possesses a real time inventory of job postings to make sure we can match your real capabilities to your future civilian job aspirations.

How We Create an Effective Civilian Resume

  1. We take a hard look at your military position experience by examining each position held against the official regulation based responsibilities and duty bullets
  2. We research and determine the skills you acquired during your military career path, that includes broadening assignments, training and real world problem solving.
  3. We relate your total experience, training, and final position level attained to a compatible civilian industry job position and role
  4. Purepost develops civilian compatible resume statements to compliment your military duties by position
  5. With each resume statement, we pair up civilian leadership and technical skills that reflect what you bring to the civilian job market.

Why Your Military Job Title and Description is Translated

As a Military member, your rank and duty title/position may not make sense to a corporate recruiter. Your Purepost profile and resume bridges the gap between Military and civilian life as you transition. Your civilian compatible job title and resume statements may not be clear to you at first, because we are focusing on descriptions of what you accomplished with the mindset of a civilian recruiter/hiring manager. If the civilian recruiter or hiring manager don’t understand what you did – you wont get an interview. You’ll see differences in what you may have created in the past and what your Purepost resume states. We match a civilian job title with your Military duty title to support your job responsibilities and level within the Army. That civilian job title is listed on your resume to bridge the gap.

Create Your Free Purepost Resume

Your Skills

At the top of your Purepost profile and  resume, you will see your top nine civilian skills. Purepost uses its research based, proprietary Skills Bank and mapping algorithm to accurately map in-demand skills that you have acquired during your military service to your resume statements. Review your resume statements and compare them with the skills listed. Make sure they make sense to you. Then review your top skills and research what they mean and how they relate to what you did in the Military.

We’re Here to Help!

We know this transition process is “the road less traveled” for you, your buddies, and even your families. The job search process brings uncertainty and fear to many people. Consider us your battle buddy in your search for a new job. We are here to provide support to veterans along this journey.

Create Your Free Purepost Resume

TransUnion is Looking for Talent by MOS/AOC Code

When we first sat down with TransUnion, they explained three things up front:

  1. They want to hire Veterans because they contribute to the bottom line; In other words, they value our talent
  2. They require experienced talent; Something we all have – Officers, NCOs, Junior Officers, and Junior Enlisted
  3. They also know what they’re looking for

Lets look at point 3 – Here is what TransUnion is currently searching for in MOS/AOC speak:

Army

  • Army Cyber Operations – Officer (AOC 17A)
  • Army Cyber Operations Specialist – Enlisted (MOS 17C)
  • Army Cyber Network Defender – Enlisted (MOS 25D)
  • Army Cryptologic Cyberspace Intelligence Collector/Analyst – Warrant Officer (MOS 35Q)
  • Information Protection Technician – Warrant Officer (MOS 255S)
  • Army Information Services Technician – Warrant Officer (MOS 255A)
  • Army Network Management Technician – Warrant Officer (MOS 255N)
  • Army Information Systems Operator/Analyst – Enlisted (MOS 29)
  • Army Operations Research and Systems Analysis (ORSA) – Officer (FA 49)
  • Army Intelligence – Officer AOC (35)
  • Army Finance – Officer (AOC 44)
  • Army Engineer – Officer (AOC 12A)
  • Army Signal – Officer(AOC 25A)
  • Army Acquisition Officer (FA 51)
  • Army Intelligence Analyst – Enlisted (MOS 35F)
  • Army Operations Specialist – Enlisted (All Combat Arms MOS)

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Air Force

  • Air Force Cyber Operations – Officer (AFSC 17SX)
  • Air Force Operations Research Analyst – Officer (AFSC 61AX)
  • Air Force Intelligence – Officer (AFSC 3 Or 4)
  • Air Force Network Operations – Officer (AFSC 17DX)
  • Air Force Acquisition Manager – Officer (63AX)
  • Air Force Intelligence – Officer (AFSC 3 Or 4)
  • Air Force Operations Intelligence – Enlisted (AFSC 1N0X1)
  • Air Force Knowledge Operation Management – Enlisted (AFSC 3D0X1)
  • Air Force Computer Systems Programming – Enlisted (AFSC 3D0X4)

Register With TransUnion

Navy

  • Navy Cyber Warfare Engineer Officer (NEC 184X)
  • Navy Cyber – Warrant Officer (784X)
  • Navy Network Security Vulnerability Technician – Enlisted (NEC 2780)
  • Navy Operation Research – Officer (NEC 3211E)
  • Navy Intelligence – Officer (NEC 183X)
  • Navy Information Systems Technician – Warrant Officer (NEC 782X)

Register With TransUnion

Marines

  • Marine Corps Cyberspace Officer Officer (MOS 17XX)
  • Marine Corps Cyber – Warrant Officer (MOS 170A)
  • Marine Corps Cyber Technicians – Enlisted (MOS 0689)
  • Marine Corps Operations Research Specialist (MOS 8051)
  • Marine Corps – Officer (MOS 0203)
  • Marine Corps Network Operations and Systems Officer – Officer (MOS 0605)
  • Marine Intelligence Specialist – Enlisted (MOS 0231)
  • Navy Operation Research – Officer (NEC 3211E)
  • Marine Corps Operations Research Specialist (MOS 8051)
  • Marine Corps Tactical Communications Planning and Engineer Officer – Warrant Officer (MOS 0620)

If you fall in one of these MOS or AOC categories and are interested in a potential career with TransUnion, click the button below to get started. If you don’t, I recommend registering anyways! Purepost has partnered with TransUnion to hire Veterans and it just takes 10 mins to create a profile that TransUnion will see immediately.

Register With TransUnion

 

Thanks for your time!

Anthony Garcia, CEO

3 Innovative Ways To Source Top Talent

Your organization is seeking candidates that will positively impact operations, culture, and bottom line. The problem is, pressing demand for skilled talent has made hiring more difficult than ever. As the overall talent pool shrinks, especially for highly specialized skill sets, recruiters have to adapt to these challenges by sourcing outside the box.

When it comes to sourcing the best of the best, business leaders are increasingly understanding the value of hiring veterans. After all, many of the qualities hiring managers look for when sourcing talent — such as leadership, drive, problem solving skills, and integrity — are evident in veteran candidates.

Here, we’ll offer tips on how recruiters can source top talent (which includes veteran talent!) more innovatively and effectively.

Seek Out Students

In order to overcome the challenge of sourcing candidates with highly specialized or technical skill sets, seeking out students is a solid strategy. Recruiters can plan to attend skill aligned certification classes and university courses that are being held locally or in the nearest metropolitan area. You can also establish school partnerships to build up your candidate pipeline and have professionals with real life experience come and speak to students and offer guidance.

Since many higher-education institutions have special programs and initiatives for veteran students seeking degrees after they have completed their time in the service, employers looking to hire veterans should look to colleges and universities.

Connect On a Personal Level

A great way to catch the attention of skilled candidates is to leverage their areas of interest in order to connect. You can search for blogs, vlogs, or other social resources that relate to extracurricular activities listed on candidates’ resumes. In fact, as per CareerBuilder

70% of employers are snooping candidates’ social media profiles

You should also consider reaching out to interest-based organizations or meetups that align with requisitions. There are countless local and national nonprofit organizations dedicated to connecting veterans and employers, so be sure to research the ones that serve your area. Larger government-sponsored resources include the U.S. Department of Veterans Affairs, the Department of Labor’s Veterans’ Employment and Training Service (VETS), and Hiring Our Heroes, which is a U.S. Chamber of Commerce affiliate.

Being able speak with potential candidates, personally, helps to create a more effective pipeline.

Use a Talent Sourcing Tool

Talent sourcing tools can accelerate your recruiting efforts in innovative, and even little-known, ways. Consider using a browser extension like Breezy HR that imports candidates from around the web including directly from LinkedIn. Breezy allows recruiters to post to more than 2,000 job boards and easily manage their candidate pipeline on any device.

You can quickly tap into the right talent for your organization by leveraging a talent acquisition platform. Purepost is a veteran talent acquisition platform that screens candidates via military translation technology. Being able to quickly and accurately translate veteran candidate skills makes the sourcing process a lot easier for recruiters. Knowing exactly which skilled veterans best match your open jobs will amplify your sourcing process and bring more value to your organization — not to mention place veterans in roles they’re best suited for and increase retention.

If you’d like more information about how Purepost can accelerate your hiring process, request a call with a dedicated member of our team!

Implementing a Successful Veteran Hiring Initiative That Attracts Top Talent

As companies continually seek talent that contributes loyalty, passion, resilience, and commitment to the workforce, they look to veterans.

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The values of the military align with many corporate goals, such as being customer-centric, providing a consultative approach, and focusing on collaboration and teamwork. It’s no wonder the Department of Veterans Affairs estimates that by the year 2023, there will be more than 3.5 million veterans in the civilian job market.

As companies like yours implement veteran hiring initiatives, it’s crucial that you understand how to optimize your efforts in order to ensure success. This means keeping the cost to hire as low as possible, recruiting top talent, improving retention, and increasing your ROI.

In order to quickly and cost-efficiently fill your veteran initiative with the most qualified candidates that will increase ROI, where do you start? The following tips will help you implement a successful veteran hiring initiative that attracts top talent.

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Executive Support

It’s important that you have buy-in from senior management when working to hire qualified veterans. This will allow you to conduct research, create unique programs, form alliances, and build visibility as a veteran-friendly company. Without this support, many initiatives fall short of meeting objectives, or are phased out as interest and enthusiasm become hard to sustain.

Skill Translating Savvy

Reconnaissance, NCO, Brigade… what do these terms mean? The military uses job codes with descriptions of responsibilities and duties — but most veterans do not have the civilian employee background to intuitively know how those codes translate into civilian roles. If you educate yourself on how to translate military skills into civilian roles — that will likely fit your open job descriptions — you’ll not only help vets understand their true capabilities in the workforce, but you’ll tap into a candidate pool that will help you find extremely qualified individuals for your jobs. Why?

Veterans are among the most highly skilled and experienced employees and managers in the U.S. workforce. The jobs within the military are as diverse and varied as in the civilian world. Many veterans have strong leadership and managerial skills because they were given more fiscal and people management responsibility at younger ages than civilian workers. They have been responsible for equipment worth millions of dollars, and for the safety of dozens to hundreds of people. In short, you can hold them accountable.

Transition Coaching

Offer veterans in the market for a civilian job support in their transition. You can educate them on the accepted ways and customs of civilian employment and company culture. Provide them with mentors and coaches — like the guidance they got in the military from higher ranks — who can help them identify the differences and learn to adapt to new expectations. Investing in these hires and showing your commitment to their career will also improve retention.

Want to learn more about where and how to hire the most qualified veterans for the job? Request a call with our team!

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Supporting Your Spouse During a Military Transition

Whether you are crossing off the days on the calendar or wringing your hands in anticipation of the new adventures ahead, the active duty to civilian career transition process can be long and stressful.

As most spouses know, there is really very little official work that can be done on behalf of the soldier in helping them navigate, prepare, finalize paperwork, attend workshops, and take phone calls on the Army side of the house.

So, what can Military Spouses do?

You’ve been by your soldier’s side through it all. You’ve endured and outlasted the many odds against you and you are ready to be just as involved in this military transition process as everything else. But how?

Here are a few ideas to get you started:

  1. Networking – The military spouse community is small, but the connections are wide! Between units, schools, locations, volunteer organizations, and moves, you’ve created an expansive network of connections. In mind of employment and career options, reach out to those you know who’ve already positioned or who used specific services for job placement and resume assistance. A few emails with a, “Hey, we are getting out soon. Any advice or direction?” can go a long way. Sit down together with your spouse and make a list of 10-20 people you can reach out to and reconnect with. Use the strong community ties to your advantage.
  2. Research – Knowledge is power. While most of the transition is out of your control, you can understand and utilize the many venues and services out there catered to the military community. Whether you start by filtering through the various VSOs (Veteran Service Organizations), veteran community organizations, or work to understand the purpose and place of the VA in your retired life, the more clarity and information you have to align with your changing path the better.
  3. Active Listening – Resiliency training and re-integration phases often stress the importance of communication with your spouse. The cycle of stress is real. Mutual support and understanding of each others’ goals, needs, and wants during this phase of life will impact the overall emotional and mental success of the transition. Serious conversations on course of career, relocation, financial changes, and role reversal PRIOR to the transition beginning will assist in an easier roadmap as the transition plays out. But just as active duty life changes with little notice, this experience together will be no different. So stay open, connected, verbal, and also listening to your partner.

If you’re eager to help your spouse gauge how their military experience can be translated into the civilian workforce, click below to quickly create an accurate resume for free!

When to Apply for Jobs: Best & Worst Times

As a member of the U.S. Military, there is a PCS pattern that occurs around the May to August timeframe. In some cases, you could be transitioning out of the Army during these peak times.

Starting your career exploration before your last day in the Army is vital to landing a job at the right time. Depending on the industry you choose to enter, certain times of year might not be the best hiring season for a company. As you review these dates, start planning ahead – it’s never too early to apply for a job.

Best times to Job Hunt:

  • Start of the Year– Most hiring managers may take extended holiday breaks, so if you are leaving the Army in December, note that you may not hear back until the middle of January. If a department receives their new budget this time of year, they are ready to hire people to support their annual goals. This time period of receiving a new budget and needing to fill positions is known as the “hiring push”. Keep in mind, the turnaround time for responses could be a few days to a few weeks in any case.
  • September/October- Post summer vacations, managers are ready to fill remaining positions for the year in preparation for the holiday season. Turnaround time for interviews may be faster than the beginning of the year due to deadlines.

Worst times to Job Hunt:

  • June thru August– After the “hiring push” in the spring, things slow down for hiring which is just a natural pattern. If interviewing members of the team are away for summer vacations, it could take a longer time to hear back and be interviewed. The average time it could take for an interview could be 25 days, but it could take several weeks during a slow period.
  • November/December- If you’re starting to check out due to the holiday season, it’s likely the hiring managers are too. That doesn’t mean people aren’t hiring, but with fiscal year budgets running out and holiday schedules, you will see a dip in job postings. Don’t expect to hear back from many postings between December 20-January 10 unless the jobs are for immediate hires. Seasonal jobs are just picking up in late November and early December, but some could become permanent.

Job hiring and workplace trends are ever changing in the civilian market. A Performance Evaluation is not taken with you to each job as in the Army, but you can use that information with your GuideOn resume, in your cover letters, and as fuel in your interviews to quantify your abilities and responsibilities. Network and stay up-to-date on the latest trends when possible, this will give you peace of mind if you are waiting to hear back from recruiters and managers.

References:

http://careersidekick.com/the-two-best-and-worst-times-of-the-year-for-job-hunting/

https://www.ziprecruiter.com/blog/the-biggest-job-search-trends-for-2015/

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