Author: Anthony Garcia (page 1 of 2)

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.

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)

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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)

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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!

Tips To Overcome Culture Shock After the Army

cul·ture shock (noun):
the feeling of disorientation experienced by someone who is suddenly subjected to an unfamiliar culture, way of life, or set of attitudes.

The most common hurdles in military transitions are frequently discussed: employment, VA benefits, paperwork, medical out processing, etc. But what other elements of this transition experience exist that aren’t being as openly discussed?

We often tend to keep “culture shock” in strict reference to locational or geographical changes. A deployment to the Middle East warrants culture shock. A duty assignment in Korea warrants culture shock. A redeployment from Iraq back to Fort Bragg after 15 months is an acceptable reason for culture shock. (Even a PCS from Fort Drum to Fort Polk can be deemed worthy of culture shock. If you’ve been to Fort Polk, you’ll get it.)

But what happens when the “shock” isn’t so widely accepted or understood? It quickly changes from a cliché term thrown around in vague description to something deeply personal and conflicting.

If you ask a transitioned soldier what the hardest part of assimilating into a civilian job was, it’s going to be navigating through the unfamiliar culture, daily routines, interactions, attitudes, language, jargon, terminologies, and values of a civilian company. It’s not a simple job transfer. It’s not as easy as “took a new job today.” It’s a deep mental shift from one way of life to another and the more we continue to acknowledge, accept, and discuss this phase of transition, the better off our soldiers, families, and services will be.

A recent independent study on veterans in the workplace from the Burton Blatt Institute and Competitive Edge Services reports that “transition experiences can be complicated by a number of factors: physical and psychological service-related injuries (including PTSD), the lack of an easy way to communicate one’s experience and skills, and the lack of a written rule book on the prevailing unspoken corporate rules. Some reported being misunderstood by co-workers due to differences in one’s manner, expectations, and speech. Others were frustrated by the lack of a clear chain of command and a clear path for advancement. Others described missing the sense of mission and urgency within the military that resulted from knowing that the lives of others might depend on the speed and quality of one’s own work. Some also spoke of missing the camaraderie and bonds fostered by working and living in close quarters and depending on each other in critical, life and death situations. And others described how losing such bonds can create feelings of painful loneliness.”

In short, culture shock.

So how do you assimilate? How do you ease the stress of the cultural transition? In an ideal world, observation, research, and time to adapt would be key. But in a fast moving market, on the job training and job performance are expected immediately leaving little time to ease into the culture of your new career. So as you prepare, here are a few tips to keep in mind:

Knowledge is power. Ask questions. Be bold and clear in your intentions. At any point in the employment seeking process the following set of questions are appropriate to ask:

“Could you explain the chain of command within your company’s structure?”

“How would you describe the daily pace of work here?”

“What are the defining elements of the team culture in this company?”

This short clip will provide you great additional material for conversations with potential employers: Top Ten Interview Questions to Ask an Employer

Stay involved. Staying connected to a community the understands where you’ve been, what you’ve done, where you struggle, where you thrive, and where you are going is life preserving. Even if you relocate and are far removed from a military installation or active military community, still seek out ways to remain connected. Veteran organizations that offer local chapters like Team RWB or Team Rubicon that offer events, get togethers, and physical training outlets are incredible morale boosters, networking, and destressor opportunities. Engaging in LinkedIn or Facebook communities geared towards veteran networking and support also provide real time, interactive platforms to stay engaged. Don’t shut yourself out. Don’t suffer in silence. A community exists to support you, just have seek out and reach out.

Focus on the commonalities. While the finer threads connecting military roles to civilian jobs may not always be strong, the encompassing strategy is the same. There is a job to be done, a team put together the get the job done, and specific parameters and expectations in which the job is to be done. Channel the energy and strong skill set you possess towards positive momentum in your new career.

Set realistic timeframes for adjustments. Two days on the job won’t leave you fully adjusted. The first 4-6 weeks in a new job are often training and information overload. Expect this and plan for it. If anything, veterans are apt to adapt and envelope loads of information under stressful situations, just remember those skills still exist it’s only the stream and source of information that has changed.

A smooth transition out of the military can be difficult, so here are some helpful tips to set yourself up for success in your new endeavors!

Myth vs. Fact: Debunking Veteran Hard and Soft Skills

Today, many corporate leaders are in search of veterans that will bring real value to the workplace. According to a survey report from CareerBuilder, one-third of surveyed employers reported they are actively recruiting veterans over the next year, up from 27 percent in last year’s survey. Estimates are that by the year 2023 there will be 3.5 million military veterans in the U.S. workforce.

While this is an exciting initiative for companies seeking to leverage skilled and talented Veterans in their workplace, it’s also challenging. Many hiring managers and recruiters don’t understand veterans’ experience and the related hard and soft skills — which likely stems back to the myths civilians have about military veterans.

Let’s now discuss some common veteran misconceptions and uncover how hiring managers can strengthen their understanding of the real skills veterans can bring to civilian jobs.

Myth #1: All veterans serve in combat.

Many civilians (and HR professionals) immediately associate all veteran experience with combat — but there are a plethora of jobs in the military that don’t involve combat. According to the Department of Defense, less than 20 percent of service members serve in front-line combat roles.

In fact, military jobs are categorized into more than 7,000 occupational specialty codes, from radio operator to pilot and tower equipment installer to logistician to procurement clerk and mechanic, just to name a few. That adds a laundry list of both hard and soft skills to the mix, and it’s crucial that hiring managers understand vets’ real qualifications and experiences.

Myth #2: Military skills aren’t transferable to civilian jobs.

You’ve undoubtedly heard that hiring veterans is valuable because of their leadership, teamwork, values, resiliency, focus on mission, accomplishments, etc. While this is all true — and will benefit your workplace— veterans also possess many hard skills that directly transfer to jobs in the civilian world.

The over 200,000 veterans transitioning out of military service each year are bringing hard skills to industries such as healthcare, aviation, finance, logistics, and administration. Because of the training they received in their military careers, veterans are qualified to fill roles such as Patient Care Technician, Registered Nurse, Biomedical Technician, and Clinical Manager.

In this case, there is a cost reduction associated with training and skill building, as veterans already have the skills needed to get to work.

Myth #3: All veterans have PTSD.

A lot of people think that all veterans have post-traumatic stress disorder (PTSD), making them “unstable” and “unreliable” in the civilian work setting.

In reality, 8 percent of all Americans suffer from PTSD, and the number of military veterans with PTSD is relatively low when compared to the total number of those who have served. Hiring managers should not generalize veterans and assume right off the bat that they’re unfit for fast paced, and often high stress, civilian positions. In actuality, veteran skills enable success in competitive environments.

Setting the Record Straight

Veteran hard and soft skills can greatly impact organizations that value integrity, commitment, and accountability. Hiring managers should keep in mind that veterans are capable of succeeding in roles where independent thinking and self-motivation are critical. Veterans’ soft skills like determination, adaptability, and leadership allow them to succeed in challenging, competitive civilian roles.

HR professionals can reframe the way they comprehend veteran skillsets by asking as many questions as possible, engaging their colleagues to further their knowledge on military skills, and analyzing their perceptions and beliefs.

Understanding the real value of veterans in the workplace can provide your company a wealth of opportunity. To learn more about how to improve your understanding of veteran skills for a veteran to civilian resume, request a call with a dedicated member of our team.

ETS Equals Active Job Seekers

I decided to leave the Army in April of 2006. My 8 years of Active Duty Service would be complete May of 2007, which gave me roughly a year to prepare for my ETS.

I didn’t realize I should have begun my job search as soon as I decided to ETS. No one explained to me that my civilian counter parts have their next job lined up before leaving their current job. No one explained to me that I should have been applying for jobs, networking, and discovering how my military skills transferred to specific job opportunities in the private sector.

To be honest I figured after leaving the Army I would find a job while taking a break from work. However, being unemployed in the private sector while looking for a job is a red flag for recruiters and employers. Here are some of the stereotypes:

  • The unemployed are lazy
  • The unemployed are incompetent
  • The unemployed don’t want to work
  • Something is wrong with the unemployed
  • The unemployed lack the skills necessary to find work

Bottom line, employers believe the best workers are the ones who already have work. If I had known this to be true I would have been actively seeking work while employed by the U.S. Army.

So what does being an active job seeker mean? LinkedIn says that an active job seeker or candidate is actively looking for work. This does not mean they’re unemployed, but it can. In our case, we’re not unemployed; we’ve just made the decision to transition from the military. The key is now to find work before our ETS date.

LinkedIn further explains that the active job seeker is looking for new work for a variety of reasons:

  • They’re concerned about their current employer’s stability
  • They would like to take more responsibility and grow professionally
  • Their job was outsourced (meaning the job is now held by someone separate from the current company)
  • Their employer went out of business

About 25% of the work force falls in this category, so we’re not alone from our civilian counter parts.

Now that we know we’re active job seekers there are a few steps to being effective active job seekers.

Resume

First, it starts with creating a resume that translates your military experience to civilian terms that recruiters understand and are searching for. Purepost takes care of this for you in about the time it takes to a 1040EZ tax return online. Building your resume has never been simpler, and we support all service branches.

A resume is important because it provides an overview of your professional achievements to a recruiter and employer. In many ways, a resume is similar to your ORB or ERB. Like your ORB/ERB, the resume provides a snapshot of your past and current jobs (duty assignments), achievements (awards), and education (training, badges, schools).

Your resume is:

  • What you will apply to jobs with, online
  • What you will email or take with you, when networking with professionals
  • What you will take with you to all interviews

Job Search

Once you’ve created your resume and understand how your military skills map to private sector skills, you’ll want to begin your job search.

Here is where you will want to be strategic in searching for your next career in the private sector. You will search for your job in one of three ways:

  • Location
  • Company
  • And of course Job characteristics

When I left the Army, I followed on to complete my Masters in Business Administration. Once I completed my education, I knew living in the San Francisco Bay Area was top priority to succeed in my next career.

This told me that I would not be looking for any career opportunities outside of the Bay Area.

After I settled on my location, the next most important factor to me was the type of job I wanted. This put the priority of company last and actually allowed for more job opportunities.

Once I decided on the type of job I wanted, I compiled a list of all the ideal companies I wanted to work at in the SF Bay Area. This is not as simple as it sounds and takes research to discover what companies where ideal for me. Here are some topics to research that can be discovered online or through Glassdoor.

  • The product or service provided to the consumer
  • The Culture
  • Company Leadership
  • Salaries
  • Current events and news concerning the company
  • Company Vision, Mission and Goals – what do they ultimate want to accomplish and create in the future
  • Current financial and cultural health of the company – i.e. have they laid employees off recently, how are their products and services doing in relevance to market share – in other words, are customers happy and are the products and service successful

I realize this all may seem overwhelming, but the articles here on the Purepost blog provide the guidance you need to break this task down in a manageable way, providing methods for determining the company you want to work at.

Networking

Once you’ve decided the location, job, and company you want to work at, it’s time to network. I’ve chosen to discuss networking before applying for a job because of one main reason – It’s all about who you know in the private sector. By knowing someone who works at a company you desire to work at, or an industry you desire to work in, your chances of finding a job increase. This does not mean you have to network to obtain a job; it just might speed up the process.

When I moved to San Francisco I applied to countless jobs. What was surprising was 90% of my interviews came from knowing someone at the company before submitting my job application.

For example, I was interested in working at a major health care system located in Oakland. Before applying for the job, I did my research on the company and later reached out to a gentleman, who I’ll call James. James also graduated from the same masters program I had attended. This was a connection I obtained from a friend who I also went to school with.

When I met James it was over coffee and he had 30 minutes to meet with me. Prior to our meeting, I had studied the company and knew of 3 jobs I was interested in. James first asked me why I was interested in his company. I explained that my background in the Army was Medical Service, in terms he would understand. I handed him my resume and explained my background. James asked a few questions about my Army experience and I fired back responses similar to being interviewed.

He then asked, how can I help? At this point I had brought up the jobs I was interested in and asked questions about these opportunities. I also explained why I was qualified. James explained that he knew people in that department to include the hiring manager (The employee who requested the position you are interviewing for. If you are provided a job offer, and decide to accept, you will be working for the hiring manager). James explained to send him an email with my resume to forward to the hiring manager. This experience resulted in an interview.

This happens across all industries and job types. One of my good friends, who had worked in a warehouse at a major grocery company, obtained a job as a forklift operator/driver from networking with my father. My father also worked in the same distribution warehouse and introduced my friend to the hiring manager after filling out a job application. It does not matter what type of skilled worker you are, networking works.

Applying for a Job

I discussed networking in length and believe it helps, but it’s not necessary to get a job. What is necessary is having a resume and filling out a job application. If you’ve never done this it can be a bit challenging and over whelming at first. This is why I recommend having a job search strategy. This will at least allow you to focus on specific jobs and companies to apply to.

So what does this process look like? The short answer is you have to apply for a job online. This could be through a companies own website or a job board like Monster.com.

Job boards like Monster.com are helpful in your job search.

Family Dollar uses Taleo for their application process.

Nestle also uses Taleo – this can make it easy when applying to other companies who use Taleo.

If you look closely at the Family Dollar’s and Nestle’s job application site, you will notice they are quite similar – that’s because they’re both powered by Teleo. Taleo is a talent software product for companies, which allows a company to manage their job applications. This also makes it easier for job seekers who have already filled out an application under within the Taleo system.

For example, if I fill out an application at a company that uses Taleo, I may not have to fill out a complete application or upload my resume to the next company. This definitely makes it easy if you’re applying to similar jobs, however if you’re applying for a different job, it’s best that you start over and complete the application to satisfy the job you’re applying for. This may also require you to upload a different resume with different skills selected. Luckily, Purepost makes this easy to change.

Becoming an active job seeker is a job in of-its-own. I know this can seem overwhelming, but it takes practice and it’s best to start as soon as you’ve made the decision to ETS. I’ve found that on average, it can take 3-6 months to find a job, once you’ve fine-tuned your process. Which means you need to treat your job search as a second job.

You’ve got incredible experience and skills that transfer perfectly to several career opportunities. Employers respect your service, they know you will learn on the job, and they know you’ve got core values that ensure success. A Purepost profile will assist in translating the rest.

Anthony Garcia
Purepost CEO
U.S. Army Combat Veteran, Iraq ‘03-’04 and ‘05

Set Yourself Up For Success Before Transitioning Out of the Military

Army soldiers are no stranger to preparedness and situational awareness. By the time most military personnel are transitioning out of the military, these skills have become second nature not only in relation to their military role, but in everyday life as well. Yet somewhere along the line, we see many veterans leaving out these very formative skills that are not only essential, but critical to a successful transition from active duty to the civilian sector.

Preparedness

You can never start too early. The industry recommendation in beginning your transition is somewhere around a year out (and most military offered assistance programs start around then as well), but there are many avenues of preparedness that you can begin at any time in your career. First on the list of early preparedness: a resume. Your resume will become your story. But, that story has to be translated from the military jargon and technicals terms that strongly define your experience into a meaningful snapshot of how you will benefit a future employer. That future employer will not know what your MOS, military awards, or training credentials mean to them as a civilian company. You have to be prepared and have that translation ready. So whether you’ve just enlisted, just finished the Captain’s Career Course, or you are reaching 25 years and counting down the days, start building your translated resume, and allow that story to build with you.

Situational Awareness

While your situation may no longer be in a combat zone, there are many layers of life, family, and future to work through as you strive to make the best decisions to sustain or even improve quality of life. A successful transition begins with staying actively engaged with the goal in sight. The transition experience is weighted with decision making, but when preparing early, there are a few basic parameters that you’ll need to be aware of and how your situation stands:

  • Are you willing to relocate?
  • Will you have children in school?
  • What fields or industries will you pursue?
  • Do you have a network to pull from? (If not, start here: 3 Steps to Building a Network)
  • What are you actually qualified to do in the civilian workforce?
  • Can I articulate my military experience in a way a civilian employer will understand?

If you start to ask these ‘veteran in transition’ questions early and engage in conversations with mentors and spouses, the framework to your transition will slowly begin to build. If you have a strong framework and concept of the direction you desire to go BEFORE you hit those mandated military transition programs, you’ll be able to better piece together the picture being offered for life after active military service.

Active, self-guided involvement in early preparedness is key to a successful transition. Don’t wait until someone says, “Your first TAPS workshop is next Monday.” Go into that transitional period with a plan in place. Remain knowledgeable about your options, clear on the storytelling of your military experience with a translated resume, and aware of the parameters you’ll be needing to set, meet, and achieve.

For more career-driven preparedness tips, check out this blog post!

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