U.S. Department of Labor Executive Employment Workshop Transition from Military to Civilian Workplace
Welcome • Icebreaker • Logistics • Prerequisites – Preseparation Counseling – MOC Crosswalk – Personal Finance
• Required items – VMET, Career Interest Inventory Results, 12month budget 2
Key Points • Attending this workshop will give you the advantage • Good jobs are difficult to find • Looking for work is a full time job • You are selling and marketing yourself in a competitive environment 3
Purpose This course provides the tools for transitioning Service members to make an informed career decision based on best practices for job search and current industry hiring standards. This course is a required step to complete Career Readiness Standards for the Capstone event.
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Course Overview Section 1: Manage Change
Section 2: Career Exploration & Validation
Section 3: Job Search Plan
Section 6: Skilled Interview
Section 5: Federal Hiring & Resume
Section 4: Build an Effective Resume
Section 7: Interview PostAnalysis
ITP Employment Section
Thank you for your Service!
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Section 1 Transition planning • • • • • • •
Complete Individual Transition Plan Manage Change Develop Job Search Plan: Personal Assets Create a Career Catalog Complete Master Application Complete Transferable Skills Inventory Identify Personal Factors for Job Search Plan 6
Identify Stressors Cognitive Symptoms: • Memory problems • Inability to concentrate • Poor judgment • Pessimistic approach or thoughts • Anxious or racing thoughts • Constant worrying
Physical Symptoms: • Aches and pains • Diarrhea or constipation • Nausea, dizziness • Chest pain, rapid heartbeat • Loss of sex drive • Frequent colds 7
Identify Stressors Emotional Symptoms:
Behavioral Symptoms:
• Moodiness
• Eating more or less
• Irritability or short temper
• Sleeping too much or too little
• Agitation, inability to relax
• Isolating oneself from others
• Feeling overwhelmed
• Procrastinating or neglecting responsibilities
• Sense of loneliness and isolation • Depression or general unhappiness
• Using alcohol, cigarettes, or drugs to relax
• Nervous habits (e.g. nail biting, pacing)
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Manage Stress What are some positive ways to manage stress?
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Homeless Veterans 2013 Statistics • Annual veterans’ unemployment rate in 2012 was 7%. – Young male veterans (those ages 18 to 24) who served during Gulf War Era II had an unemployment rate of 20%, higher than that of young male nonveterans (16.4%). – Female veterans who served during Gulf War Era II had an unemployment rate of 12.5%. Source: BLS 2013 Employment Situation of Veterans; www.VA.gov
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Homeless Veterans 2013 Statistics • On a single night in January 2013, 57,849 homeless veterans spent the night on the streets of America. • An estimated 136,128 veterans spent at least one night in an emergency shelter or transitional housing program in 2013. Source: BLS 2013 Employment Situation of Veterans; www.VA.gov
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Why Are Veterans Homeless? • Male veterans are twice as likely to become homeless, and female veterans are four times more likely to be homeless as their non-veteran counterparts. • A large number live with post traumatic stress disorders and addictions acquired during or exacerbated by their military service. • Lack of family and social networks due to lengthy periods away from their communities of origin. • Government money is limited and serves only 1-in-5 of homeless veterans in need. 12
Prevention of Homelessness • Military service separation process – Participate in “Preseparation” counseling process – Participate in Department of Labor Employment Workshop – Know about your VA Benefits • Obtain a job and income • Seek early assistance for mental health and substance abuse issues • DOL/VETS Homeless Veterans’ Reintegration Program (HVRP)
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HVRP Homeless Veteran Reintegration Program Funded by U.S. DOL/VETS This program provides employment, training, and supportive services to assist in reintegrating homeless veterans into meaningful employment within the labor force. 14
Decision Making 5-Step Decision Making Process Step 1
• Develop Awareness About the Issue
Step 2
• Define the Problem
Step 3
• Generate Options
Step 4
• Evaluate & Select Options
Step 5
• Implement Options & Evaluate Progress 15
Identify Support System List people who: • You know and trust • Can help you to connect with others • Are accessible to you on an ongoing basis • Have varied talents and abilities who can provide assistance to you across a varied spectrum of needs 16
Identify Support System Josh Nguyens
Garcias
Oginga
Jeremy
Jones
Softball Team
Family
Neighbors Support System
Houghs
HS Employer
Hudsacks
Nordquists
Mr. Luigi High School Rocco
Mrs. Miller
Church Pastor Roberts
Mr. White Zane
Sgt. Li Military
Friends
Deena
Bucko 17
Manage Change Or change will manage you. Develop your own customized change management plan.
Use your best resources and knowledge. Pages 4-13
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Change Management Plan Structures
Support System
Life Goals Skills
Stressors
Budget 19
Create a Career Catalog In your career catalog you will have copies of: • Records • Master Application • Work Samples, if applicable
Among the types of records you should collect in your career catalog are: • • • •
Military Service Personal Identification Work Experience Education & Training
Pages 14-15
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Understand Your Skills • • • •
Build a master skills inventory Use your VMET to identify skills. Utilize MOC Crosswalk results. Identify and list all of your skills gained through: education, military service, previous jobs, hobbies, interests, participation in professional organizations and community activities.
Pages 23-32 21
Marketing Plan (Personal Branding) • Product – What skills, knowledge and experience do I have to offer?
• Promotion – What will I use to show how I can benefit and bring added value to an employer?
• Pricing – How much are my skills, knowledge, experience and added value worth in the marketplace?
• Packaging – How can I use my Professional Introduction,
resume, interview, appearance, etc. to establish, maintain, and sell my brand?
• Perfect Fit – What combination of location, environment, company, values, etc. would be best for me and an employer?
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Personal Assets
Assess and Evaluate: –Skills –CLAMS –Values –Preferences Pages 33-42 23
Motivators
• CHALLENGE • LOCATION • ADVANCEMENT • MONEY • SECURITY Page 33-36 24
Section 2 Career Validation & Exploration • • • •
Research Industries, Occupations, Trends Identify Job Search Assistance Resources Develop Job Search Plan: Essential Tools Develop Job Search Plan: Target Employers
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Job Search Assistance • • • • • • • • • • •
State Workforce Agency (SWA) or One Stop Career Center Workforce Investment Act (WIA) Office of Apprenticeship (OA), U.S. Department of Labor Private Employment Services College/University/School Career Services Military and Professional Associations and Organizations Phone and/or Industry Directory Industrial and Craft Unions Job Fairs and Hiring Events Chamber of Commerce Military and Family Support Centers
Pages 46-49
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Essential Job Search Tools
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Target Employers
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Informational Interview The best way to get a job is to ask for job information, advice, and referrals; never ask for a job.
• • • • • •
Engage prospects in the 5 R’s of Reveal useful information and advice Refer you to others Read your resume Revise your resume Remember you for future references & job opportunities
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Speak the Employer’s Language • Translating military to civilian is difficult but necessary. • Research the company and analyze the job posting to decide what “language” an employer speaks. • Communicate the skills and experiences you bring to the table—and what you can offer an employer. Speak the employer’s language. 30
Business Concepts
Read Business Publications Watch Business News
Join Professional Networking Orgs
Attend Courses
Mentor for Business & Profession
Accountability Partner
Develop Understanding of Business Concepts 31
Professional Introduction
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Section 3 Job Search Plan • • • • • •
Set Goals Schedule Network Utilize Job Search Method Analyze Job Postings Complete Application Forms 33
Short-range, Medium-range and Long-range Goals
Career Goal Next Level Entry Level
Experience
Skills Required
Education Required 34
Setting Goals
SMART
GOAL
Trackable Adaptable
Realistic
Measurable Specific
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Create a Schedule Monday
Tuesday
Wednesday
Thursday
Friday
8-10
8-10
8-10
8-10
8-10
Review Job Postings
Research Companies
Review Job Postings
Interview
Review past week
10-12
10-12
10-12
10-12
10-12
Target Resumes
Practice Answering Questions
Play Golf (network)
Send Thank you, Analysis
Review Skills, add more
12-1
12-1
12-1
12-1
12-1
Lunch
Lunch
Lunch
Lunch
Lunch
1-4
1-4
1-4
1-4
1-4
Complete online application, Calls
Interview, Network event
Send Thank you, Analyze Interview
Twitter, LinkedIn, Facebook
Target Resumes
4-5
4-5
4-5
4-5
4-5
Plan for tomorrow
Plan for the week
Cook Dinner with Friends
Walk
Clean Office 36
How Job Seekers Look for Jobs
Average number of methods used: 2.03 Source: Bureau of Labor Statistics
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How Employers Look for Employees
Source: Bureau Labor Statistics
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Job Search Plan Network Online
Effort Organize
In Person
Schedule
Focus Target Employers
Resume
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Analyzing Job Postings Job postings provide information about the types of positions available, the skills required and the language an employer speaks. Analyze postings for: – Experience needed – Qualifications – Salary – Skills Page 93
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Application Forms • • • •
Read the directions Fill out application forms completely Utilize your master application Safeguard your right to privacy
Pages 94-96 41
Section 4 Effective Resume • • • • • • • • •
Understand the Resume Reader Target Resumes and Master Resume Sections of a Resume Prepare References Resume Types Resume Formatting Resume Review Cover Letter Salary History
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Section 4 Effective Resume Resume Screening Process 100 Scanned 20 Reviewed
5-10 Called
Interview 43
Section 4
Career & Job Positions
Resume Type -Chronological -Functional
-Combination -CV
Step Three
Identify
Step Two
Step One
Effective Resume
Customize
Master Resume with
Keywords
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Sections of a Resume 1. 2. 3. 4. 5. 6. 7.
Contact Information Career/Job Objective Statement Summary Areas of Expertise Experience Employment History Education/Training 45
Contact Information Make sure your information is current and accurate:
Lynn Gweeney 234 Brook Avenue, Englewood, Colorado 12345 (123) 456-7890
[email protected] Page 117 46
Career/Job Objective Statement Well-written career objectives are • Concise, short and to the point • Answer the question “For which position are you applying?” • List the specific job and company to which you are applying Pages 118-119
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Summary A short paragraph used to highlight key words and marketable skills/experience, and recaps what you can offer, including: • Specific knowledge, talent or education that “ties” you to your career interest • Self-management skills • Work attributes • Soft skills Pages 120-121
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Area of Expertise A list of bullet points which provide a sense of what you can do for the company: • Highlight key skills that support job goal • Match key words in job announcement • Include certifications/licenses required • List security clearance if relevant for position Pages 121-123 49
Tailor and Target • Use “Personal Branding” approach to craft Executive Summary • Keywords (company and industry specific) • Soft skills vs. Hard skills • Executive Resume samples – Professional Summary, Professional Overview, Executive Summary
• STAR statements 50
Experience • Use civilian terms. Speak the employer’s language. Use key words • Begin with an action verb • Avoid “Responsible for” • Quantify results: use numbers, percentages, statistics and examples • Avoid personal pronouns (I, me, my…) • Wordsmith your statements Pages 125-134
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STAR Statements • Accomplishments sell your potential; lead with results • For Example
– Managed and maintained logistical resources in excess of $15 million over 43 geographically separate locations producing a savings of 28% annually. – Spearheaded one-of-a-kind action team to control outside costs; resulted in 17% cost reduction in radiology and 26% cost reduction in physical therapy in 1 year. – Developed a robust training curriculum; implemented, trained and evaluated training given to 200 personnel annually …(Complete this statement) 52
Education and Training • List most recent first • Put “attended” if you never graduated to prevent the assumption that you have a degree • Include certifications/licenses/training relevant to job • Depending on your background and the job for which you’re applying, Education & Training might be placed above Experience or Employment History on your resume. Page 136
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Review • Resumes – Speak for you when you’re not there – Serve as a marketing tool – Must highlight your ability to do the job – Should lead to an interview
• Resumes are a work in progress
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Section 4 Resume Lab Choose: – Style – Formatting
Draft: – Sections – Content in sections – Focus on STAR accomplishment statements
Save Master Resume File: If using computer lab, email file to yourself 55
Cover Letters Introduce yourself and sell the employer on how well your specific skills, abilities and attributes match the organization’s needs. Four main components: 1. 2. 3. 4.
Introduction Relevant Reason for Cover Letter Request for Action Respectful Sign Off
Pages 151-153 56
Section 5 Federal Resume • • • • • •
Federal Hiring Reform Job Classification Competitive Service Veterans’ Preference Excepted Service Special Hiring Authorities for Veterans
• • • • • • •
Veterans Employment Initiative Finding Jobs Understanding the Vacancy Announcement Application Procedures Federal Interviewing Getting the Offer
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Federal Jobs • • • • •
Classifications Veterans’ Preference Selection Processes Find jobs Apply for jobs 58
Senior Executive Service (SES) • Managerial, Supervisory, Policy positions classified above GS 15 • Scientific and Professional (ST), Senior Level (SL), Appointments, Presidential/Senate Confirmation • Executive Core Qualifications (ECQs) – Leading Change, Leading People, Results Driven, Business Acumen, Building Coalitions
• Qualifications Review Boards 59
Federal Jobs
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Section 6 Skilled Interview •Summary of the Hire Process •Types of Interviews •Interview Stages •Introductory Stage •Employer Questions •Answer Questions •Candidate Questions •Closing Stage
•Prepare for the Actual Interview •Communication in the Workplace •Listening Skills •Employment Tests •Find Information about a Potential Employer •Interpret Body Language •First Impressions •Follow-Up After Interview 61
Skilled Interview Hiring Process
First Contact
Phone Interview
Face-toFace Interview
Tests
Reference Checks
Background Checks
Offer & Negotiation
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Types of Interviews • Face-to-Face • Panel or Committee • Meal Interview • Group • Stress • Phone Page 187-189
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Skilled Interview Interview Stages
Building Rapport
Employer Questions
Candidate Questions
Closing
• Introduction • Company History • Info about the position
• Behavioral • Contextual • Resume based • STAR method
• Appropriate Questions • Follow-up
• Ask for the job • Thank you
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Mock Interview • Practice makes permanent • Practice to make it skilled • Take notes
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Prepare for Interview • • • •
Research Checklists Questions References
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Dress for Interview
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Follow-up
The art of thank you! 68
Section 7 Interview Post Analysis • • • •
Evaluate the Interview—Continuous Improvement Evaluate Job Offers Negotiate Job Offers Communicate a Decision to an Employer
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Understanding Salary Ranges Job Salary Range
Midpoint or Market Value Beginner Range Experienced Range Highly Qualified Range
$90K - $120K
$100K
$90K - $95K
$95K - $115K
$115K - $120K
Salary Negotiation Best Time to Negotiate
Offer accepted!
You’re our candidate! You’re in the running! You might be a fit Too Early FO&D
Who are you?
Too Late Offer Extended
Negotiation Items • • • • •
Vacation/Sick Leave Flexible Work Hours Health/Life/Disability Education Assistance Flexible Spending Accounts • Stock Options
• • • •
Transportation Credit Card Signing bonus Uniforms
Update ITP
• • • •
Next steps SMART Goals Schedule Additional education, certification, skills
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Course Summary • • • • • • •
Manage Change Personal Assets Career Validation Resume Federal Job Search Skilled Interview Interview Post-analysis 74
Wrap-up • Expectations Met • Evaluations – https://www.dmdc.osd.mil/tgpsp
• Comments • What questions do you have?
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