Military Transition News – May/June 2015, Most Valuable Employers (MVE) for Military Issue

May - June 2015militarytransitionnews.com

The Essential Military-to-Civilian Transition Resource

C i v i l i a n J O B S . c o m ’ s

DON’T MISS The PROFILES Of the Most valuable employers for Military - Page 12

by Heidi Lynn RussellContributing Editor

When Wade Ward received the call that his son was critically

injured in Afghanistan, he says he realized “the lives of my family could have been instantaneously turned upside down.”

Ward, a disabled veteran himself, was heartened however when his employer, ManTech International Corporation, immediately took action on his behalf. Ward is a senior project manager at ManTech.

“It started with a generous monetary donation and offerings of support from the company president. The support seemed to come from across the company, from peers of every level. (I received) leave donations, family assistance and assisting with the modification of the government contract I work on to allow me to work remotely at the Brooks Army Medical Center, where my son was recovering,” he says.

“Having an employer who supports its employees the way ManTech does had the positive impact that I needed, when I needed it. The support we received from ManTech was world-class, and I’m proud to be part of the ManTech family.”

Ward’s testimonial is just one of dozens from veterans who work for the 2015 Most Valuable Employers (MVE) for Military.

“We’re honored to present this recognition and excited to help veterans identify these employers who, like Noranda, are committed to employ service members and veterans who made the transition to the private sector and still continue their mission,” says Layle K. (Kip) Smith, President and Chief Executive Officer of Noranda Aluminum. The company’s commitment is evident in their formal employee military support group, their military paid leave policies that extend beyond USERRA requirements as well as their annual military care package drives. Smith continued, “It’s important to honor our nation’s transitioning service members and veterans by providing employment that honors their service and puts their unique skills and leadership ability to use. I congratulate all of these companies on their achievement and urge others to join this important initiative.”

Nowadays, when hiring veterans has become more and more commonplace, many companies are simply following the trend or pursuing veteran hiring just to meet government mandates. But CivilianJobs.com’s MVEs go above and beyond, combining innovative recruiting and retention programs with discrete acts such as ManTech’s care of Ward in his time of need, or the example of veteran support set by Noranda’s

senior leadership.That can mean anything as

complex as family care during deployments, to offering a helping hand for a simple task that can be daunting to veterans. Ron Barry is Sprint’s senior product manager and also the president of Sprint’s “VETS” employee resource group. Barry was a lieutenant colonel who directed planning, training and mobilization at Fort Leavenworth, Kan. He’d served in the Army 21 years. The reason he chose Sprint? A Sprint employee who was a Navy veteran offered to review - his resume.

Other companies extend tributes that are acutely felt not only by veteran employees, but also their family members. Several years ago, Alaska Airlines maintenance employees took the initiative to develop a formal protocol for the dignified transport of human remains, which includes the use of a specially designed and adorned

transport cart. The cart, bearing the seals of the five military service branches, was recently blessed by a group of multi-denominational, multi-service chaplains, to honor and protect fallen soldiers “during the last phase of their journey,” says Eileen Bergmann, Manager of Organizational Development & Effectiveness.

Over the years, Alaska Airlines has received numerous letters of thanks from family members and even other passengers regarding the very professional, sacred process that the company uses in

delivering military members back to their homes and loved ones.

“Each time we transport human remains, our team is called into action to prepare a plan for the movement,” Bergmann says. “Other airlines have followed in our footsteps to create a similar program.”

There’s more. Turn to page 12 to learn about the recruiting, training and retention programs that the 2015 Most Valuable Employers for Military are delivering for military veterans.

ANNOUNCING THE 2015 Most ValuableEmployers (MVE)for Military®

Finance:Your Retirement Account..........page 8

Job Fairs:Polish UpYour Resume..... page 30

INSIDE THIS MONTH’S MOST VALUABLE EMPLOYER ISSUE

Career Coach’s Corner:MVPsfor MVEs..................page 26

Avoiding Career Transition PitfallsTwo veterans turned Allstaters share their job transition stories by Janet Farley, Contributing Editor

The facts are crystal clear. Service members making a military-to-

civilian career transition understand how complicated, competitive and confusing a job search can be.

It is why it’s important to explore all options and even some of the

programs available to assist in that transition.

One program you may want to consider learning more about is the Allstate Military Veterans Associate Agent Insurance Training Program.

It just might be the path you seek if you like the idea of continuing to take care of others in your post-uniform life.

Military-experienced candidates who have been honorably dis-charged may qualify for a virtual insurance sales training program with the opportunity to begin a career in an Allstate agency.

“It’s important to honor our nation’s transitioning service members and veterans by providing employment that honors their service and puts their unique skills and leadership ability to use.”

Layle K. (Kip) Smith, President and Chief Executive Officer of Noranda Aluminum

continues page 6

Spouse Series:The ToughDecisions.............page 10

Transition Talk:What MVEMeans to Job Seekers....................page 3

N E W S2 May/Jun 2015

N E W SMay/Jun 2015 3

Publisher Jake HutchingsManaging Editor Kathy ScottArt Director Alec TrapheagenAssociate Editor Anthony MorrisContributing Editors Janet Farley Heidi Lynn Russell Tom WolfeDirector of Technology Don NowakExecutive Consultant Marla SmithSenior Consultant Brett ComerfordConsultant Tucker HarrellConsultant Garrett ReedAccount Representative Stephanie BrinkleyAccount Representative Kyle FriendAccount Representative Rob HawleyAccount Representative Jim IrwinAccount Representative Doug McDowell

by Mike Arsenault Vice President of Candidate Services

Bradley-Morris answers questions from transitioning military job seekers.

Q: A friend of mine sent me a link to your Most Valuable Employers for Military list and I was curious how the companies are chosen. Clearly they are committed to hiring servicemen and women, but what other advantages exist? There are some companies that I have been researching that I like, but they don’t seem to have anything specifically focused on veteran hiring.

A: Thanks for your great question! It comes during our 2015 Most Valuable Employer (MVE) for Military issue so you will now have even more companies on which to set your sights.

In order to be included on our MVE list, companies submit information about how they are working to attract, hire and retain veterans. I often hear concern from transitioning service members about the welcome they might receive when they enter into the civilian workforce. I can assure you that most top organizations around the country are striving to make themselves veteran-friendly companies.

Why should you prioritize a company that is known for and committed to hiring veterans? First, they want you! In most of these businesses, the person who runs a veteran hiring program is prior-military. That leader will appreciate, value, and be able to translate/interpret the tangibles and intangibles related to your military service and how that might best fit within the organization. This is also important because as you are “selling yourself”

in the interview process, you don’t have to sell the inherent value of your military experience. They simply “get” it. This might not be the case with a company who is unaccustomed to hiring veterans.

Second, MVEs frequently have training programs specifically targeted to onboard those with military experience. They know that while you have been trained on various procedures and equipment in the military, you probably won’t have experience in their specific civilian industry. Their onboarding procedures are normally set up to fast-track you for civilian success.

Lastly, many MVEs have military-oriented employee groups (sometimes called military affinity groups) that are set up and run by men and women who also wore the uniform. They know what many service members miss most about serving is the sense of camaraderie. While nothing can replace that entirely, military-focused employee groups can help bridge the gap between the military and civilian worlds. Veterans can connect with other veterans as well as find those within their company who might be best suited to guide and mentor their career progression. Not surprisingly, some reports have suggested that retention is higher in companies that offer these types of internal programs for veterans.

So if possible, it obviously makes sense to pursue companies that have earned the MVE designation.

Mike Arsenault is Vice President of Candidate Services at military placement firm Bradley-Morris, Inc. He can be reached at (800) 330-4950 ext. 2105 or by email at marsenault (at) bradley-morris.com.

Transition Talk

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Military Transition News is published by:CivilianJobs.com1825 Barrett Lakes Blvd., Suite 300Kennesaw, GA 301441-866-801-4418

Reproduction or use without permission of any editorial or graphic content in any manner is prohibited. The inclusion of advertising is considered a service to our readers and is not an endorsement of products or advertising claims. Opinions expressed in articles are the opinions of the contributors and do not necessarily express the opinions of Military Transition News or its staff.Subscription rate: $12 per year (6 issues). To subscribe, call 1-866-801-4418.

©2007-2015 Civilian Jobs, LLC. All rights reserved.

Military Transition News and CivilianJobs.com are wholly-owned subsidiaries of Bradley-Morris, Inc. (BMI), the largest military-focused placement firm in the U.S.

Photo credit: SGT Christopher D. Willard; U.S. Army photo by SGT True Thao

We are proud to include service members in the MVE section from the following public image feeds: DVIDSHUB, Fort Sill Cannoneer, Georgia National Guard, U.S. Army and U.S. Navy.


Transitioning A to Z:In the upcoming issues of Military Transition News, we will be listing everything a service member needs to know about transitioning from A to Z.

In this issue of Military Transition News, we are coming to the end of our A to Z list of everything a service member needs to know about transitioning - we now tackle the final letters of the alphabet, “Y” and “Z”.

“Y”: YESSo you’ve been given a job offer. What

do you do next? If you haven’t already been provided a written offer, ask for one. Before you answer YES, it’s important that you understand the job offer, the benefits associated with the offer and any other information that affects how you are expected to perform in your potential new position.

Nearly every state recognizes the “at will” doctrine that simply says that companies can hire and fire employees at their own discretion. So it’s important to note that an offer letter is not a guarantee of employment and often will spell out stipulations required to successfully begin the job, often referred to as “Conditions of Employment.” These conditions can include a reference check, drug testing, education verification, criminal background check, a financial overview and even a review of your driving record, especially for jobs that require travel by car. Each of these can mean the withdrawal of your job offer, so before you give notice to a current employer or decline a second offer, make sure you can meet the conditions of employment.

Other information that can be provided in an offer letter are your job title, duties and compensation. Additionally, there may be a mention of benefits including a brief outline of your insurance, retirement savings plan, vacation and sick days.

Before you say YES to any offer, talk it over with your spouse and if you are not comfortable with something in the offer letter, bring it to the hiring manager’s attention.

“Z”: ZZZZZZOur last letter of the alphabet for our

popular A to Z column is, perhaps, the most important. Take care of yourself and get a good night’s sleep before any job interview. In other words, make sure you get some ZZZZZZ’s.

This advice might be easier said than done. According to the National Sleep Foundation’s (NSF) Sleep in America Poll, more than two-thirds of respondents report getting a good night’s sleep only a few nights a month; forty percent take 30 minutes or more to fall asleep and more than one third sleep less than six hours a day on work days.

But there is hope. Before you let a job interview or the pressure of transitioning to a civilian job take over your sleep, here are a few tips from Sleep.org, the National Sleep Foundation’s online network, to get you off on the right foot.

1) Stay on a schedule: Get in the habit of going to bed at the same time every night, even on the weekends. Your body likes routine and adjusts your body clock to the schedule you impose, helping you fall asleep faster and stay asleep.

2) Adopt a relaxing nighttime ritual: Getting your mind and body ready to fall asleep requires complete absence of stress or anxiety. Figure out a ritual that works for you.

3) Exercise every day: Your body needs an outlet for physical energy. Working out, walking, biking or running helps to relieve stress and reduce anxiety. It’s also a healthy way to tire yourself out.

4) Organize your room: Trying to fall asleep with clothes on the bed or a cluttered floor will not make you feel relaxed. Make sure your bedroom is tidy and your bed is comfortable.

5) Don’t smoke, drink or eat too close to bedtime: Anything you put into your body has to be digested and worked through your bloodstream. Do your best to be free of anything that can alter your state of mind including a very large meal.

A good night’s sleep will have an effect on your quality of life and your ability to successfully land a civilian job. Do what you can to let rest be a top priority.

Read this issue online now at Online.MilitaryTransitionNews.com

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H E R O E S


First Step: The Screening ProcessInterested candidates are first vetted

through the recruitment process where they learn more about what an associate agent does in an agency. They also have the opportunity to speak with a member of the Allstate family to get a better feel for the program itself.

As a part of the pre-screening process, candidates will complete an application and take an online personality assessment; however, the outcome of that assessment will not affect the candidate’s ability to participate in the program.

Next PhasesThe program will give the candidates

the necessary tools to prepare for their state Property and Casualty licensing exam. Upon completion of the exam, candidates will be eligible for a completion bonus in recognition of their accomplishment.

Candidates will then begin a virtual training around Allstate specific education. Included are educational elements around resume building and interview tips specifically tailored towards veterans looking to take the associate agent position.

Completing the ProgramIndividuals who successfully complete

the program are then given the opportunity to interview to be a member of an Allstate agency as an associate agent.

Participation in the program does not guarantee that you will receive a job offer from an Allstate exclusive agency owner, however, there will be no obligation or contract stating the candidate must work for an Allstate agency or pay back their completion bonus. The program is designed to equip interested and qualified veterans with the tools they need to become an associate agent.

As Luck Would Eventually Have ItThe Allstate Veterans Associate Agent

Training Program is an excellent opportunity for service members who may be interested in a career in the insurance industry.

“When it was time for me to get out of the Army, my wife wanted me to work for the Border Patrol. I didn’t want to work in a job where I could get shot at again, however,” said Emcie Martinez.

Martinez now works as an Allstate associate agent for a San Antonio, Texas agency owner.

“The Allstate Veterans Program just fell into my lap,” he admitted.

“I wasn’t actively looking for a new job but it just appeared,” said Martinez, who transitioned out of the Army in 2010 after serving eight years.

It didn’t just fall into his lap right after he separated from service, however. It took a little bit of time, a couple interim jobs and some soul searching.

After leaving the military, Martinez initially returned to Puerto Rico where he worked for a medical supply company in sales. It was then he realized how good he was at sales and how much he enjoyed it.

“I can be very persuasive and confident,” said Martinez adding that those are all-important skills to have in sales.

Still, he felt like something was missing. “I had the skills and experience to work in

sales, but I felt like I lacked the education to excel in it,” he said.

Later, he and his family relocated to Texas and while working in the insurance industry, Martinez learned about the Allstate Veterans Associate Agent Insurance Training Program.

“I had the required licenses already at that point, but I really liked what I heard about the program and I wanted to do it,” said Martinez.

“I knew 100% that once I entered that program, I was going to be the best at it,” he said.

He gave his then employer a two-week notice and started the training program.

After successfully completing it, Martinez had the lucky predicament of having to decide between seven different offers to work at an Allstate agency.

He ultimately chose to work with a team in San Antonio where he continues to hone his skills and serve his customers to this day.

It’s not the final job destination for Martinez, however.

“I want to eventually have my own office one day. It will happen, I’m certain of it,” he said.

Keeping It in the FamilyDamion Anglin, a veteran and Allstate

exclusive agency owner in San Diego, knows what it’s like to own your own insurance business. He didn’t start in the Associate Agent Insurance Training Program, but does know what it’s like to transition from military to civilian life with Allstate.

“It’s not easy [making the transition],” said Anglin. “You have to be willing to put in a lot of hard work.”

But the work ethic required to succeed as an owner of your own business is one reason Allstate targets veterans for both opportunities – the associate agent positon and an Allstate agency owner.

After obtaining his credentials, Anglin

opened up his own Allstate Agency in 2007. He hired his wife and his three daughters in the process, making it a family-run business.

Hard work doesn’t appear to be an issue for Anglin. “I spent 10 glorious years in the Marine Corps and I wouldn’t change that for anything,” he said.

When it was time to transition out, a close family friend who worked in the insurance industry told him that he would be a good fit for it, too.

“I didn’t want to just jump at the first thing, though. I wanted to see who had the best options to offer. I checked out every insurance company thoroughly,” he said. “Hands down, Allstate impressed me the most.

“What I liked most about Allstate was that I could own my own business from day one,” Anglin said. “And of course, Allstate has its own trusted brand name recognition. It is a premier company that takes care of its people and its customers.”

According to Anglin, one way you can take care of others is to teach them.

“I do that with my daughters on the job and I do that with our customers,” he said.

“We’re in the business of educating our customers versus selling products to them. We want our customers to understand their coverages so they can make the best decisions possible for themselves,” he said. “For us, our clients are a part of our family.”

Military Experience Helped“Your military skills can translate into

business ownership. Don’t be afraid to make that happen,” said Anglin. “I worked a lot in administration in the military. Those important organization skills and problem-solving abilities are vital to my current business.”

Martinez agrees. “Mental preparation, physical readiness

and the ability to effectively plan operations and be accountable for them are also important,” he said. “In Afghanistan, we trained all the time without ever knowing if we would need to use those skills. When the time came that we had to, all that training paid off and instincts kicked in.”

“Just like in the military, in your civilian job, you have to be able to effectively assess a situation and take the appropriate action,” said Anglin. “For example, say you have a customer who is upset. Something happened and they are emotionally involved. You have to remain calm, listen and really hear what they are saying so you can help them promptly resolve the situation.

“Attention to detail is also very important. You have to check and double check the

facts,” said Anglin. Anglin further observed that the common

practices in the military of not making assumptions, communicating clearly and concisely and being ten minutes early to appointments fit well in the civilian workplace, too.

And of course, taking care of people is essential.

If you are interested in exploring opp-ortunities such as these with Allstate, contact Jessica Doll at [email protected].

Janet Farley is a workplace and careers strategist and the author of several job search books, including Quick Military Transition Guide: Seven Steps to Landing a Civilian Job (Jist/EMC, 2013). Follow her on Twitter @mil2civguide for news you can use in your own transition.

“Avoiding Career Transition Pitfalls” continued from page 1


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What to Do With Your Retirement Accounts When You Get a New Job

by Ashley Feinstein Contributing Writer

Soon, you’ll be receiving congratulations for your new civilian job! With the

excitement of taking these next steps in your career, along with the work ahead to transition into the new role, your retirement accounts might be the last thing on your mind. If retirement is an important financial goal, you will want to understand your options so that you can make informed choices that will work best for you and your life goals.

If this is your first civilian job after transitioning from the military, you might have a Thrift Savings Plan (TSP). Many military members take advantage of the benefits of a TSP account because it’s a tax-advantaged way to save for retirement. When you transition from service, there are four options to consider:

1. You can roll the money over to your new employer’s plan. Many consider this option, as it’s convenient to have your retirement funds all in one place. It’s important to understand the investment choices and fees associated with your new employer’s plan. You can typically get this information from a human resources or benefits representative with your company. More and more, employers are offering the option of both a traditional and Roth 401(k). If you contribute to a traditional 401(k) your contributions are made pre-tax and grow tax-deferred, and distributions are taxed when you retire. If you contribute to a Roth 401(k), your contributions are taxed and grow tax-deferred, and you pay no tax on your distributions.

2. You can leave the funds in your TSP account. This is often a very attractive option if your new employer’s plan has limited options or expensive fees, or if your new employer doesn’t offer a retirement program.

3. You may want to roll your TSP funds into an Individual Retirement Account (IRA). This option is also very popular as IRAs often have more investment choices and lower fees than the typical employer-sponsored program.

4. Finally, you also have the option to cash in on your TSP. I highly recommend avoiding this option if at all possible. Not only do you miss out on years of growth and compound interest by cashing out, but you also will be responsible for paying taxes as well as penalty fees, which will eat away at a significant portion of your retirement savings.

If you are transitioning to a new

company and already have an IRA or an employer-sponsored retirement account in place, you have an array of options:

1. You can roll over your IRA or 401(k) into your new employer’s plan. Rolling over your IRA into your new employer’s 401(k) is called a reverse rollover. This option is useful for a simplification of your retirement accounts - it’s easier to have everything in one place. There are many factors that should weigh into your decision to do a reverse rollover, and these will depend on the rules and fees of your new employer’s program. Some workplace plans may allow for early retirement, taking out a loan on your assets and the deferral of retirement because there are no forced distributions. If these benefits are a good fit for you, it might make sense to roll over your IRA into your new employer’s 401(k). Rolling over your account to your new employer’s plan typically will not have any fees associated with it.

2. You can leave the funds with your previous employer. This option may sound appealing because it involves the least amount of work. While nothing will change with your investments and you may even be able to continue rebalancing your investments, you are at risk if there is a plan change. If your previous employer moves their retirement program to another company, you will be dealing with a new set of investment options, fees and regulations.

3. You can roll over the funds to an IRA. This is a very popular option as a rollover to an IRA is also free of charge but typically has a wider array of investment opportunities and lower fees. While some prefer not to have two separate retirement accounts - in this case, the IRA and the company-sponsored 401(k) account - the low fees and investment flexibility may outweigh the inconvenience.

4. You also have the option to cash in on your previous employer’s 401(k). I highly recommend avoiding this option if at all possible as it is tremendously costly. Not only will you be paying taxes on your entire retirement balance, but also there are many fees associated with cashing in. Not to mention, you are giving up the future growth in your retirement savings.

Regardless of which option you choose, you will want to start contributing to your retirement savings either through your company’s program or through an IRA. If your company offers a 401(k) matching program, make sure to maximize it! Often employers will match a certain percentage or amount of your contributions to encourage retirement saving. For example, if your company offers a 6 percent 401(k) match, it will contribute an additional 6 percent of your annual salary to your retirement savings if you do the same. If you earn $50,000 and your company offers a 6 percent 401(k) match per year, it will match your retirement contributions up to $3,000. Some 401(k) match programs don’t vest all in the same year. If your 401(k) match has a vesting period of three years, for example, you will only earn one third

of your match each year. This incentivizes employees to stay with the company.

Some people choose to contribute to both a 401(k) and an IRA in order to maximize their tax advantaged retirement savings. Some companies offer defined-benefit or pension plans. Make sure to understand your eligibility and the vesting options before you start to contribute. If you leave before your options fully vest, you will most likely not receive full payments in retirement.

While the transition to a civilian job is very exciting and often stressful, don’t forget to make time to set your retirement accounts up for success. Retirement is often one of our most important financial goals but can take a backseat to more pressing and urgent matters. Understand your options so you can make a decision that will work best with your priorities, needs and goals.

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

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

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N E W S

The pride of serving. The feeling of teamwork.

I found it again, here.You may be transitioning out, but there are some things that you won’t leave behind: Discipline. Pride. Teamwork. At Enterprise Holdings, we share your values, because we share your background. Founded by a decorated World War II naval fighter pilot, we’re focused on giving our customers the best service in the industry and providing our people with security, stability and respect.

This is the start of something new. GO.go.enterpriseholdings.com/military

Anita D.Corporate Financial Manager

Equal Opportunity Employer - Minorities/Women/Disabled/Veterans

Anita D.O3 Captain, U.S. Army

©2015 Enterprise Holdings. F04715.03/15

F04715_Military Print ad.indd 1 3/17/15 3:07 PM

by Janet Farley, Contributing Editor

Nothing about military life is easy. We don’t need to go through the laundry

list of its many challenges because you’re no doubt familiar enough with them by now.

Transitioning out of uniform isn’t any easier. Surprise, surprise. There are hard and potentially life-changing decisions to be made at nearly every turn.

• Should you take Job A over Job B?• Should you move across the country?• Can you justify asking for a

higher salary?• Should you stay in your current field

or switch career gears now?• Given the opportunity, should

you delay this military-to-civilian transition altogether?

To say that the process is stressful is a gross understatement. Like all stress, though, it can be effectively managed with the right approach. What is right for one person, however, isn’t necessarily right for another.

Even the most decisive among us can waiver when we shouldn’t. Whatever your personal style of decision making, one or

more of the following strategies may help you along the way.

1. Use a time-honored pro/con list. We could get into the pros and cons of a pro and con list, but that somehow seems redundant. Suffice it to say, visualizing through careful analysis the potential good and the bad of any situation can go a long way to helping you arrive at a good decision.

How can you create one? Easy. There’s an app for that. It’s called pencil and paper. Or if you are too millennially-minded for that solution, you can check out any number of online apps to help you, such as T-Charts (Pros and Cons) by Tekk Innovations LLC; Decision Wheel by Nitrex Pro and even Coin Flip Free by iHandy Inc.

2. Play the worst-case scenario game. Move past the pro and con list by making a pretend decision complete with pretend consequences.

Let’s say you take Job A over Job B and you move across the country.

Let’s say you soon discover you made the worst decision of your life.

Let’s say you cry tears of regret every night into your pillow.

Let’s say your family members will no longer speak to you.

If the worst happens, what then?

Can you reverse it or can you take action to create a new decision? Are you stuck with your situation for a given period of time? Is the worst thing that can possibly happen career ending or simply a side trip on your path to true satisfaction and success?

When you take the time to worst-case it, more often than not, the worst that can happen falls into the realm of massive inconvenience, at most.

3. Phone a trusted friend. It works on “Who Wants to be a Millionaire.” It could work on “Who Doesn’t Want to Make the Wrong Decision,” too. The key word here is “trusted.”

4. Seek guidance from your mentor. This is perfect occasion to call upon your mentor. Give him or her the chance to strut their mentor stuff and offer sage advice and guidance. That’s what they are there for.

What, you don’t have a mentor? It’s one of my key checklist items for spouse job seekers; see more here: http://bit.ly/192Lsb3.

5. Stop overthinking the decision. It’s all you can think about, day or night. It’s all you talk about with your spouse, your kids, your best friend or any unsuspecting stranger that crosses your path. You have become utterly one-dimensional and you’ve just got to end the madness now.

When we’re stressed about a decision we have to make, it’s often all we can think or talk about. Strangely enough, that really doesn’t help the situation.

When that starts to happen to you, take a mental break. Focus on something else altogether for a while. That neutral space in between often creates the clarity you genuinely seek - and it makes you more fun to be around, too.

6. Calm yourself and listen to your gut. Trust yourself. You’re a pretty smart person, and your gut is hardly ever wrong.

7. Make a decision and move forward. Avoiding the decision isn’t an option but some people try to get away with it anyway. The bottom line is easy. You have a decision to make in a specific period of time. Work to gather the facts as best as you can. Make an educated decision based on those facts. Run with it and see where it takes you.

Welcome to your post-military life.


Spouse Series:7 Strategies for Makingthe Hard Decisions


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At the heart of the military are values like leadership, motivation, and dedication. And it’s no coincidence those same values run deep at Lilly. Not unlike the military, we’ve built a tradition of continuous growth and a commitment to making life better. So when you’re looking to take the next step in your career, consider a path that already feels natural. Learn more about career opportunities at lilly.com/careers.

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Bank of America (Charlotte, NC): Bank of America is the second-largest bank holding company in the United States by assets. The corporation employs nearly 10,000 veterans, Reservists and service members. “We’ve hired more than 4,000 in the last two years and, over the next several years, we’ll maintain that pace and hire 10,000 into positions throughout the bank,” says O’Hentrice Love, Communications Manager. The bank participated in about 150 military job fairs in 2014. This year, the bank is rolling out a series of training for military employees, as well as the people who manage them, to help them adjust to the corporate setting. The company provides ongoing support through its Military Support and Assistance Group.

www.bankofamerica.com/militarysupport

Baker Hughes (Houston, TX): Baker Hughes, one of the world’s largest oilfield services companies,

brings veterans on board via its Military Recruiting Program. The company partners with the U.S. Chamber of Commerce in the Hiring Our Heroes initiative, acts as a Bronze Partner with NCOA/Military.com in their career fairs and placement, and actively participates with RecruitMilitary, attending numerous career fairs throughout the country. “In addition, we have developed relationships with military-friendly schools and community colleges to support their student-veteran population,” says Mark J. Szabo, Military Recruiting Program Manager. Veterans run the Baker Hughes Veterans Resource Group. It has 10 Chapters and 20 satellite groups in the United States.

www.bakerhughes.com

Archer Daniels Midland (Chicago, IL): As a global, leading agricultural processor, ADM meets the need for quality foods, feed ingredients for livestock, alternative

fuels and environmentally friendly alternatives to traditional chemicals. “Employees also have a history of supporting military colleagues, whether they are away for two-week Guard training or deployed overseas,” says Dean Espenschied, Employee and Labor Relations Representative. ADM has held a military hiring event in the local National Guard armory for the past two years, partnering with the Illinois Department of Employment Security, ESGR, Illinois National Guard, VA representatives and Heroes to Hired. In 2014, ADM participated in 12 military career fairs. The company is also establishing the Veterans Engagement and Transition Resource Group.

www.adm.comwww.aarcorp.com

AAR CORP (Wood Dale, IL): “Forty-one percent of AAR CORP’s sales in the

last fiscal year were to government and defense customers, making AAR CORP an attractive employer to military service members,” says Candace Goodpaster, V.P. Human Resources, Repair & Engineering Group. AAR CORP is a charter member of the Illinois Veteran Consortium and also an active member of the Veterans Working Group (a group of employers focused on recruiting veterans). In addition, AAR CORP has participated in recruiting events sponsored by the 100,000 Jobs Mission. Twenty-one percent of U.S. employees are veterans. About one-third of the company’s annual charitable donations go to veteran-related causes including: The Army Navy Club, Marine Corps Scholarship Foundation, Pizzas 4 Patriots, Navy Seal Foundation and USAFA Endowment.

Amazon.com, Inc. (Seattle, WA): Many veterans are excelling in a variety of careers across Amazon. “We actively seek leaders who can invent, think big, have a bias for action and deliver results on behalf of our customers,” says CEO Jeff Bezos. “These principles look very familiar to men and women who have served our country in the armed forces, and we find that their experience leading people is invaluable in our fast-paced work environment.” The Amazon Military Talent Partnership aids the transition of veterans into the Amazon culture. Additionally, the AMTP has partnered with external organizations such as the 100,000 Jobs Mission Coalition, Corporate Gray, Military One Click and the Military Spouse Employment Partnership.

www.amazon.com/militaryThe CivilianJobs.com 2015 Most Valuable Employers (MVE)for Military®

Below and on the pages that follow, please find employer profiles of the 2015 MVEs. The brief snapshots capture some of the highlights regarding why these military-friendly companies were recognized as winners, and why they are employers worth seeking out if you are a military-experienced job seeker.

www.accenture.com/military

Accenture (Dublin, Ireland): Accenture, a global technology company with 44 U.S.

locations, offers wide career opportunities to veterans. “Many apply their experience in the government environment with Accenture Federal Services, while others choose to apply their functional skills, such as management, logistics, cyber security or accounting,” says Christopher Green, Military Recruiting Lead. Accenture uses a number of training programs for transitioning veterans, such as training for Mortgage Analyst jobs. Accenture also has a Military Employee Resource Group of more than 1,000 members. Among its many initiatives, Accenture is a national sponsor of the Student Veterans Success Corps. The company created the “Accenture Student Veteran Network,” which informs student veterans of campus and entry-level opportunities.

Air Products (Allentown, PA): Small teams of 12 to 20 people run 200 U.S.-based plants for Air Products, a leading industrial gases company. For nearly 75 years, the company has provided atmospheric, process, and specialty gases and related equipment to manufacturing markets. “We know military-trained people will assimilate into this culture and thrive in their civilian careers,” says Connie Metzger, Talent Acquisition Supervisor/Recruiter. Air Products hired 30 veterans last year. “The training programs in our plant are very similar to the training programs in the military,” Metzger says. “The existing team in most of our plants already consists of veterans, and the culture feels very comfortable for new hires.”

www.alaskaair.com

Alaska Airlines (Seattle, WA): Alaska Airlines is often called upon to transport remains of military members. It “is a duty that is executed with pride and professionalism at every turn,” says Eileen Bergmann, Manager of Organizational Development & Effectiveness. That’s just one aspect of the company’s supportive corporate culture. MSgt Robert Ernst, Air Force Reserve, says employees supported him and his wife during a six-month deployment. “Deployments are never easy on family and civilian employers, but the continual support from Alaska Airlines speaks volumes of the quality of people we have in our company,” Ernst says. Alaska also supports Paralyzed Veterans of America, Nisei Veterans Committee, VFW and USO Northwest.

Bennett International Group (McDonough, GA): With an industry-wide driver shortage, Bennett plans to tap into military-experienced talent. “Veterans are valuable because of experiences in transportation, logistics and supply chain management,” says Tana Suggs, Public Relations Specialist. The company launched a Veteran Hiring Initiative in August 2014. Bennett management and recruiting personnel also began attending career fairs. Most of Bennett’s drivers are hired as owner operators and work on a contract basis. Currently, Bennett has more than 2,500 total owner operators, with more than 120 drivers that are self-identified veterans. “No matter where a veteran or transitioning military person is or will be located after deployment, chances are that Bennett has a terminal nearby,” Suggs says.

www.bennett-hires-vets.com

www.airproducts.com


www.bnsf.com/careers

BNSF Railway (Fort Worth, TX): “BNSF Railway hired 1,670 military veterans in 2014, and approximately 17 percent of the workforce is prior military and/or National Guard/Reservist,” says Caleb Roberson, Manager, Military Recruiting. Military recruiters travel across the country, conducting military base visits, military hiring events and attending job fairs. BNSF also recently donated $3 million to the USO and committed to hiring 5,000 veterans in five years as part of its commitment to the White House’s “Joining Forces” campaign. Paid, on-the-job training is available for most positions. All locations span the western 28 states. BNSF is the second-largest freight railroad network in North America and one of seven North American Class I railroads.

C.R. England (Salt Lake City, UT): “Trucking company C.R. England recognizes all veterans from day one as they enter the company with an honored ‘veteran’ ball cap,” says Mike Lynch, Military Marketing

Specialist. “When they complete the 17-day school and two paid over-the-road training phases, they receive an honored veteran crew shirt and branch-specific decal for their company truck,” he says. The company has a veterans’ committee that meets monthly. It will continue to host events on military installations throughout the year. “We will hire over 1,700 veterans this year. We continue to hire over 100 veterans a month and look forward to doubling that in 2015,” Lynch says.

www.caci.com

CACI International Inc. (Arlington, VA): CACI provides information solutions for intelligence,

defense and federal civilian customers. “Last year, 3,544 new hires were veterans,” says Denyse S. Gordon, Senior Manager. CACI’s Veteran Support & Inclusion office has five dedicated military employment advocates, plus there is a Veteran Employee Resource Group. Some philanthropic organizations that CACI has supported include Comfort for America’s Uniformed Services, Project Healing Waters, Final Salute Inc., Operation Second Chance, the Aleethia Foundation, the Yellow Ribbon Fund, the Wounded Warrior Project, the Armed Forces Retirement Home, and wreath laying and collection at Arlington National Cemetery. In addition, CACI sponsors several education scholarship programs for veterans.

www.cae.com

CAE USA (Tampa, FL): CAE USA provides turnkey training solutions and training

support services (such as simulator instruction and maintenance) to Department of Defense and international military customers. “The company hires military-experienced employees at corporate headquarters in Tampa, FL, as well as at 21 military site locations,” says Marissa Holdorf, Group Leader, Human Resources. CAE USA has also expanded recruiting efforts and participated in the 2014 and 2015 MacDill AFB Career Fairs in Tampa. Its Community Involvement Committee has created partnerships in local communities that support service members. Some projects include Operation Helping Hand, Southeast Guide Dog Association, Steven Stiller Tunnel to Towers Foundation, Birdies For The Brave and The American Legion.

www.capitalonemilitary.com

Capital One Financial Corp. (McLean, VA): Capital One is an active supporter of the U.S. Chamber of Commerce’s Hiring Our Heroes program and committed $4.5 million to the effort. “The company’s Military Recruiting program is proactive and multifaceted,” says Chris Giacchi, Military Recruiting Manager, and Julie Rakes, Corporate Communications. During the past year, Military Network members have volunteered in mentoring programs and shepherded candidates. Capital One also launched a Military Skills Translator. The tool uses a custom-designed algorithm to translate military service, pay grade, Military Occupational Specialty (MOS), Air Force Specialty Code (AFSC), and/or military job titles and makes recommendations of potential jobs at Capital One that match those skills.

www.crengland.me/vets

My skills are valued, and so is my willingness to learn.

Marriott Internati onal is an equal opportunity employer committ ed to hiring a diverse workforce and sustaining an inclusive culture. Marriott Internati onal does not discriminate on the basis of disability, veteran status or any other basis protected under federal, state or local laws.

To search for jobs using our Military Occupati on Code Translator and learn about Marriott ’s commitment to U.S. Veterans, visit marriott vetcareers.com.

Belong_Vetarans_ads_MilitaryRecruitment_HalfPageVertical.indd 1 2/6/14 10:24 AM


CSX Corp. (Jacksonville, FL): CSX will add former military in 175 locations throughout the Eastern United States. “Employees will also be hired in almost all areas of our organization due to recent mandated federal regulations that call for additional control of our freight trains,” says Steve Toomey, Talent Advisor, Military Recruiter. In 2014, CSX hired 897 veterans, nearly 26 percent of the company’s new hires. CSX works with Disabled Veteran Outreach Program Representatives and Local Veteran Employment Representatives that are attached to each state’s Department of Labor Employment Division or Employment One-Stop Centers. CSX has a Military Inclusion Group, consisting of a network of employees who are current National Guard/Reserve or former military members.

www.csx.com

www.careers.davita.com/military

DaVita Kidney Care (Denver, CO): Since January 2010, DaVita Kidney Care has hired

more than 2,000 veterans - more than 400 during the past year. “Hires vary, from Patient Care Technicians to the Chief Development Officer,” says Jennie Lacey, Project Lead Employment Strategy and Branding. DaVita Kidney Care has received the Freedom Award from the Department of Defense, the highest recognition given to employers for exceptional support of Guard and Reserve employees. In 2014, the company attended 10 military career fairs and joined the 100,000 Jobs Mission as a representative of health care organizations. In addition, DaVita continues to partner with the Employer Support for the Guard and Reserve and Military Spouse Employment Partnership.

www.deloitte.com/us

Deloitte LLP (New York, NY): Deloitte employs more than 1,000 former military personnel, with nearly three-quarters employed in its Federal Practice arena. Deloitte’s Armed Forces Business Resource Group also provides development and networking opportunities. “Once veterans join the Deloitte family, our focus shifts to turning their skills into business talents. Through our Veteran Practitioner Program, veterans are paired with experienced practitioners of similar backgrounds,” says David Coyle, Senior Consultant. To support retention and provide a sense of community, Deloitte created the Armed Forces Business Resource Group. And its Military Leave Policy offers supplemental payment of salary and benefits continuance for those called back to active duty.

www.devonenergy.com

Devon Energy (Oklahoma City, OK): In 2014, Devon Energy raised the bar for hiring veterans

to seven percent. “We currently sit at nine percent,” says Adam Ward, Recruiter, Military Affairs. Devon became a member of the Military Spouse Employment Partnership in 2013 and added applicable tracking programs for spouses in 2014. Retention efforts include full pay for deployed members for the first three months of activation and differential pay for the following nine. All deployed employees receive full benefits for one year. The company holds multiple military appreciation events at games for Oklahoma City’s minor league teams. It also attends Service Academy Career Conferences and multiple military career fairs, and holds in-house workshops for veteran talent.

www.domino-printing.com

Domino Amjet, Inc. (Gurnee, IL): “In hiring for technical roles, Domino

has found that military employees have the skills to learn equipment quickly,” says Witney Rightler, Human Resources Supervisor. “The majority of the roles targeted with military experienced talent are in our Service department. Domino plans to create new jobs for Field Technicians in 2015,” Rightler says. In 2014, 26 percent of all new hires were military and 11 percent of employees were veterans. Domino’s Corporate Trainer is a Reservist who helps new military hires. All new Field Technicians go through three to six weeks of training to learn specific technologies. They also “shadow” another technician before they start doing their own calls.

www.eaton.com/militarycareers

Eaton (Cleveland, OH): Eaton focuses specific attention and resources to two specific military populations: Junior Military Officers and transitioning military professionals. “The corporation participates at career fairs at the Service Academy Career Conference, Military MOJO, Corporate Gray, Navy Nuclear Power Officer Career Conference and base/post sponsored events,” says George Bernloehr, Senior Military Talent Acquisition Consultant. Eaton also has launched a Veterans Employee Resource Group. In addition, it deployed a Military Talent Scout Network, which assists transitioning veterans with resources and support as they start their careers and educates managers about the military. In 2014, veteran hires equaled 6.7 percent of Eaton’s new U.S. hires.

Capstone Corp. (Alexandria, VA): “In 2014, 59 percent of new hires at Capstone Corp. were former military, and we expect that number to increase this year,” says John J. McNally III, Senior Vice President-Growth. In all, Capstone expects to hire an additional 158 employees with military backgrounds in the next 12 months. “More significantly, we are proud to manage the Wounded Warrior Program for our Joint Staff customer, where we are responsible for identifying Wounded Warriors to serve as interns as they re-enter the work environment,” McNally adds. Most of Capstone’s work is in support of the Department of Defense and Department of Homeland Security.

www.capstonecorp.com

Charles Schwab & Co., Inc. (San Francisco, CA): In 2012, Charles Schwab & Co. launched a strategy to propel veteran hiring called Forward March: Taking the

Next Step With Schwab. “It provides expanded training for Schwab talent advisors to translate military resumes and spot the most transferrable skills to the company,” says Ryan Kosowsky, Managing Director, Talent Acquisition. The program also aims to provide training in interviewing for hiring managers and assimilation help for veterans and their supervisors. The company’s Military Veterans Network is an Employee Resource Group that performs community service and fundraising activities. The MVN also sponsors “Military Veteran’s Network Career Skills Forums,” where members assist in preparing resumes for veterans seeking employment.

www.schwab-veterans.jobs

CN – Rail (Montreal, Quebec): A combination of retirements and growing business means CN – Rail is looking to replenish its workforce “with talented new railroaders,” says Todd Taylor, Senior Manager, Human Resources. “A veteran’s ability to work in all types of conditions with a sense of urgency and leadership are skills that successful railroaders need,” he adds. CN encourages the educational excellence of members of the military. With its Scholarship program, best-in-class veterans can benefit from a $3,000 grant towards their studies, in addition to the chance of being selected for an internship with the company. CN – Rail is also a partner of the White House’s Joining Forces program.

www.jobs.cn.ca


Edward Jones (St. Louis, MO): Hiring veterans is ingrained in Edward Jones’ history, stemming from the tenets of founder

Edward D. Jones who served in the Navy in World War I. In 2012, the company introduced a first-of-its-kind program featuring tailored training, mentoring and a structured compensation package for the unique needs of veterans. “FORCES tailored training has been found to be conducive to military veterans’ learning style and provides them with an added advantage when they open their branch,” says John Boul, Global Media Relations Manager. At the start of 2014, Edward Jones set a target hiring figure of 450 veterans and ended up hiring 471 by the end of the year.

careers.edwardjones.com

Eli Lilly and Company (Indianapolis, IN): Eli Lilly is the only major U.S. pharmaceutical company

founded by a U.S. military veteran. The company takes a number of proactive steps to recruit veterans, including attending military career fairs and participating in the Operation Hire a Hoosier Vet event. Eli Lilly is also a partner with Employer Support of the Guard and Reserve/Indiana Army National Guard Employment Coordination Program. Eli Lilly’s Veterans Leadership Network sponsors an event called Boss Lift. The program gives supervisors and senior leaders the opportunity to experience military service through simulation and experiential learning. In addition, the company offers specific training for members of employee resource groups to assist in training and retaining veterans.

www.lilly.com/Pages/home.aspx

Enterprise Holdings (St. Louis, MO): Enterprise’s commitment to the military

goes back nearly six decades. The company is named after the USS Enterprise, an aircraft carrier on which the company founder, Jack Taylor, served during World War II. In 2013, nearly 2,000 veterans and Reservists launched careers with the company. Last year, the company updated its military recruitment website with content from current employees who are veterans. More than 10 percent of all employees are veterans. Enterprise also has an online internal resource group for employees with military experience. It has developed training tools about recruiting the military for its talent acquisition team and hiring managers.

go.enterpriseholdings.com/career-home.html

Epes Transport System Inc. (Greensboro, NC): Army veteran Eddison Cyrus, a Driver Recruiter at Epes Transport System Inc., says the company culture reflects military values of “high morale, integrity and selfless service.” He adds, “Epes is constantly creating opportunities for myself as well as other employees to go further in whatever career path that they may choose.” Epes offers an apprenticeship program, in which veterans can receive on-the-job training while receiving G.I. Bill benefits. “Our goal last year was to increase our veteran hires, and we succeeded by a 50 percent-plus growth,” says Melissa Nishan, Director of Recruiting. In 2012, six percent of hires were veterans; by 2013, that number had jumped to 12 percent.

www.epestransport.com

Exelon Corp. (Chicago, IL): Exelon, one of the largest competitive U.S. power generators, also has a powerful outreach to veterans. “The company has 18 sites approved for the On-The-Job Training Program, which allows veterans to learn a trade or skill,” says Griffin Goldin, Senior Analyst, National and Strategic Programs. In 2014, Exelon attended 47 military recruiting events, and the company plans to increase the number of events it attends this year. Exelon also targets military candidates for the Cornerstone Program, a comprehensive developmental training initiative for leadership personnel. The company’s military employee resource group, Exelon Militaries Actively Connected, was instrumental in acquiring more than 10 percent of new hires with military backgrounds in 2014.

www.exeloncorp.com/careers

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Halfaker and Associates, LLC (Arlington, VA): President Barack Obama recently appointed Dawn Halfaker, CEO of Halfaker and Associates, to the USO Board of Governors. She is a retired Army CPT and combat wounded veteran who started her government contracting company in 2006. “Hiring veterans has always been a priority for her,” says Tammi Cockerham, Senior Technical Recruiter. One resource that the company uses to locate veterans is the Wounded Warrior Project, where Dawn Halfaker is a board member. Halfaker has also developed a Wounded Warrior Transition Program, which has an important mentoring component. “Halfaker identifies certain positions within the company that would offer a Wounded Warrior the challenging career they desire,” Cockerham says.

www.halfaker.com

Hilton Worldwide (McLean, VA): Operation: Opportunity is Hilton Worldwide’s commitment to hire 10,000 veterans, spouses and dependents by the end of 2018. “The travel and tourism industry is predicted to add 1.3 million jobs by 2020, and veterans possess the unique skills necessary for success in the hospitality sector,” says Melissa Stirling, Director of Military Programs. So far, Hilton Worldwide has hired more than 4,000 veterans. In 2014, Hilton embarked on a Military Program Kickoff Tour to spread the word about workplace opportunities. “These aren’t just career fairs; they’re opportunities to find out specific details about open positions (and) talk to hiring managers,” Stirling says. Hilton also has a Veterans Team Member Resource Group with nearly 300 team members in 164 locations.

www.hiltonworldwide.com/militarycareers

Humana Inc. (Louisville, KY): “Humana has a strong history of hiring veterans and their spouses. Many veterans also hold executive positions,” says James Tongate, Veteran Recruiter. To recruit, Humana maintains relationships with local veteran employment representatives, National Guard & Reserve Units, Military TAP programs, colleges with Student Veteran groups, professional military organizations, ESGR and Veteran Service Organizations. Humana also has a Veterans Network Resource Group, which provides professional development opportunities such as resume writing skills and leadership coaching, plus community volunteer opportunities like placing flags on graves of Veterans for Memorial Day. In addition, it provides mentorship to newly hired veterans and military spouses.

www.fdmgroup.com

FDM Group (New York, NY): “FDM Group finds that a large number of veterans possess a high aptitude for Information Technology,” says Monica Hogan, U.S. Marketing Team Lead. In the FDM Academy, veterans quickly learn and adapt to the technical systems and programs used by a large number of FDM clients. Once trained, employees go onsite with clients nationwide. FDM worked closely with the VA to review training curriculum. As a result, eligible veterans are able to use generous education support benefits (including their G.I. Bill) while receiving intensive IT training. FDM sponsors organizations that include the United War Veterans Council, Veterans on Wall Street, Army Week and Wall Street Rocks for the Veterans.

www.frontier.com

Frontier Communications (Stamford, CT): “Frontier Bootcamp is Frontier Communications’ specific training for all Human Resources, recruiters and hiring managers when it comes to bringing veterans on board,” says Gregg Barratt, AVP, Veterans Affairs. Thirteen percent of Frontier’s workforce is former military. “In recruiting, we emphasize our three pillars for Veterans Affairs: Recruitment and Retention, Veteran Recognition, and Veteran Community Engagement,” he says. The company supports veteran employees with a veteran intern program, a veteran mentoring program (matching new employees with existing Frontier veterans) and a work-at-home program for veterans and military spouses for customer service roles. Frontier received numerous ESGR awards throughout 2014 and is a member of the 100,000 Jobs Mission.

www.g4s.us

G4S Secure Solutions (USA) Inc. (Jupiter, FL): G4S Secure Solutions offers expertise in analyzing security needs for its clients. “As such, the company

has over 110 field offices across the United States and they all actively recruit military personnel daily,” says May Zelner, Manager, Field Training Services. Twenty-six percent of the workforce is former military, and the company has hired more than 15,800 veterans since its commitment to the White House’s Joining Forces initiative in August 2011. In addition, about 42 percent of the company’s “Custom Protection Officers,” who are an elite group that have completed intensive training, are veterans. Veterans can also tap the G4S Military Community, which offers networking opportunities and mentoring support.

www.ge.com/veterans

GE (Fairfield, CT): GE has a long-standing tradition of hiring military talent and made a public commitment to hire 1,000 veterans per year for five years (between 2012-2016). It offers a GE Veterans Network, which

helps with the transition into the GE culture. GE is also known for its world-class Junior Officer Leadership Program, a two-year rotational program that provides structured training and mentoring support to participants. They are immersed into a business through three rotations lasting eight months each. “The company also supports organizations such as the USO, DAV, ACP, Hiring our Heroes and Ride to Recovery,” says Kris Urbauer, GE Program Manager, Military Recruiting and Junior Officer Leadership Program.

www.groendyke.com/careers/military

Groendyke Transport (Enid, OK): “Groendyke Transport hauls and handles highly volatile products, so it takes a special type of individual possessing discipline,

attention to detail and composure under pressure and stress. These characteristics align extremely well with our military personnel,” says Becky Hodgen, Communications and Brand Manager. Twenty-eight percent of total new hires in 2014 were veterans. Their CEO, John D. Groendyke, is a former Army CPT. Through various partnerships, including the Chamber Foundation’s Heroes to Hire, Groendyke attends military job fairs and has brought on new managers. The company also sends a Christmas tree and wreaths to all immediate families of employees who are serving on a base stateside or who are deployed.

www.jobs.net/jobs/humana-veterans


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

Considering your next move after service? Make it a power move and consider Southern Company.

www.southerncompany.com/military

Alabama Power • Georgia Power • Gulf Power • Mississippi Power • Southern Company Generation

Southern Company Services • Southern Company Transmission • Southern Nuclear

Southern Power • Southern Telecom • SouthernLINC Wireless

© 2014 Southern Company

Answer another call-of-duty.

SC-Military-CivilianJobsNews.indd 1 3/31/15 3:53 PM


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JDog Franchises, LLC (Berwyn, PA): “JDog Franchises is an exclusively veteran-branded company and the only franchise concept for veterans and family members,” says Erika Land, Administrator. “Because of this, we have

extremely high visibility in the market. People want to know who we are, and they talk about us,” Land says. The company is part of Greater Philadelphia Veterans Network, AMVETS, Military Connections and Veterans Hired. Wayne Turner, Regional Director of Operations and retired CW3, is the point of contact for new veterans. The company also has a MajGen from the U.S. Marine Corps on its Board of Directors. Seventy percent of new hires in the past year were veterans.

Leidos (Reston, VA): Employees at science and technology company Leidos support vital missions for the government and commercial sectors. They defend the nation’s digital and physical infrastructure from “new world” threats. Veterans have a focused, mission-oriented mindset, which allows them to “hit the ground running and provide an immediate impact to the program’s effectiveness and mission execution,” says Michael Bruni, Talent Acquisition Manager, Mission Support Group. Fifteen percent of employees are veterans. “We participate in over 100 transition events annually and participate in military events and job fairs where we touch hundreds of veterans each month,” he says. During the past six years, Leidos has participated in more than 1,100 events.

www.leidos.com

www.johnsoncontrols.com

Johnson Controls (Milwaukee, WI): Employees at Johnson Controls create products and services

to optimize energy and operational efficiencies of buildings, lead-acid automotive batteries and advanced batteries for hybrid and electric vehicles, and interior systems for automobiles. “Veterans are needed for everything ranging from IT and engineering positions, to supply chain management, to accounting,” says Ray A. Cuttino, Military Recruiting Program Specialist. The company is developing a guide covering the hiring, onboarding and training of veterans. Last year, veterans made up 9.8 percent of all new hires. The company’s recruiting approach includes using military placement firms, attending career fairs and maintaining a presence at TAP/ACAP on military bases.

www.kccmaterials.com

Kenny Construction Company (Northbrook, IL): “Veterans possess an ability to think through complications and develop solutions,” says Dan Kobyra, Kenny Construction Logistics Manager. Their contribution has allowed Kenny to “rise to the top of the Material Management industry,” Kobyra says. Within the construction industry, many positions require certifications, degrees or years of industry experience to even get a foot in the door for interviews. The Logistics Solutions Team at Kenny Construction Company has established an on-the-job training process to convert veterans’ knowledge from active duty to the construction industry. “We recognize the experience, intelligence and hardworking attitudes of veterans and give them the opportunity to learn the industry with our Logistics Solutions Team,” Kobyra says.

www.kraftcareers.com/veterans

Kraft Foods Group (Northfield, IL): Kraft Foods, in business since 1903, has been hiring veterans for decades, but it stepped up its efforts in recent years. “We have grown our internal education of employees to understand how military experience adds value to our team. We have increased our new employee veteran hiring from 2.1 percent in 2011 to six percent in 2014. We are also researching new and creative ways to attract and train both veterans and spouses,” says Tim Corrigan, Veteran Employment Outreach. In 2014, Kraft launched a company-wide Veteran Employee Resource Group, signed the ESGR Statement of Support, joined MSEP and worked with veteran representatives in the states where it has a presence.

www.lq.com/military

La Quinta Inns & Suites (Irving, TX): La Quinta Inns & Suites has created an enterprise-wide approach to embracing the military, specifically military families. “Encompassing six pillars, our

effort starts with hiring veterans, military spouses and caregivers,” says Derek Blake, Vice President, Marketing & Military Programs. La Quinta focuses on providing portable jobs and careers for military families while also offering flexibility and advancement opportunities. With more than 850 locations, the La Quinta Talent Acquisition team participates in U.S. Chamber Hiring Our Heroes Job Fairs and Military Spouse Employment Partnership’s Networking Events and Spouse-Specific Hiring Fairs, conducting interviews on-site during the fairs. Each year for the past three years, the company has more than doubled military hires.

Level 3 Communications (Broomfield, CO): Level 3 Communications is hiring veterans into its Operations Tech Academy and IP Technical Academy. “Currently, we are aiming for inclusion of 30 percent military veteran hires in our 2015 classes,” says Amy Dietrich Director, Organization Development & Effectiveness. Veterans who enter the Ops Tech Academy prepare for roles within North American Operations in the areas of Field Operations, Planning, Access Management, Managed Services, Service Management, Media Operations and Service Delivery. Level 3 recruits directly at selected bases and also attends military recruiting events through the recruit military network. The company is a partner of Direct Employers, Recruit Military, LeaderQuest and several Veteran Service Organizations.

www.level3.com

Lockheed Martin Corp. (Bethesda, MD): Global security and aerospace company Lockheed Martin has extensive veteran outreach, with longstanding partnerships with such organizations as Employment Partnership of the Armed Forces, Army Partnership for Youth Success and the Military Spouse Employer Partnership, among others. “It has redesigned a content-rich website for transitioning veterans and has enhanced a military skills translator to help veterans find appropriate positions,” says Teri Matzkin, Manager, Military Relations and Strategic Sourcing. Military Relations Managers attend approximately 200 military hiring events nationwide. In 2014, the corporation held its third annual enterprise-wide Military Veterans Leadership Forum, in which veteran senior leaders from all parts of the enterprise met to drive veteran-related projects.

www.lockheedmartinjobs.com/military.aspx

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

www.mantech.com

Intel Corp. (Santa Clara, CA): “All new veteran employees are offered Veteran Transition Resources

training, which assists their transition to civilian work,” says Kim McLaughlin, Marketing Manager, External Relations. The company also offers an American Veterans at Intel Employee Resource Group. Among its activities, the group assists Intel in recruiting veterans and offers supervisors training on how to best manage a veteran. Intel has more than 3,900 self-identified veteran employees. Intel attends several recruiting events, including military base career fairs, Hiring Our Heroes career fairs, state workforce employment agency veteran-focused career fairs, Marine for Life, Soldier for Life and the Veteran MBA career fair. In addition, Intel sources veterans at college campuses.

www.intel.com/go/veterans


Schneider (Green Bay, WI): “From traditional over the road routes to opportunities in the Regional, Dedicated, Bulk Chemical, Expedited/Team and Intermodal areas, Schneider plans to hire more than 25 percent of its drivers in 2015 from the veteran population,” says Janet Bonkowski, PR Manager. The company is a key partner with the ARMY EPO, PaYS, ESGR and the VETBIZ organizations, and is also involved in Marine For Life programs and the 100,000 Jobs Mission. By the end of 2015, Schneider plans to add more than 800 veterans into Schneider’s VA-approved Apprenticeship Program. This is a unique, collaborative program with the U.S. Department of Veterans Affairs that provides on-the-job-training while veterans tap their G.I. Bill benefits.

www.schneiderjobs.com

www.nabors.com

Nabors (Houston, TX and Hamilton, Bermuda): Nabors owns and operates the world’s largest land-based drilling rig fleet and has one of the largest well-servicing rig fleets in North America. “The company is working to partner with over 200 military transition offices nationwide,” says R.J. Maggard, Program Manager, Talent Acquisition. Prior to a hiring event, Nabors is researching and targeting the local military population. “Hiring managers will attend events with the program recruiters, which allows the ability to conduct on the spot interviews and extend job offers,” he says. Nabors has corporate policies in place supporting the National Guard and Reserve related to drill and deployment requirements.

Navy Federal Credit Union (Vienna, VA): For nearly 82 years, Navy Federal has employed military-experienced talent to serve its military members. Its 257 branches are primarily near a high concentration of military personnel. In 2014, Navy Federal participated in numerous job fairs, including Hiring our Heroes Job Fairs and the Warriors to the Workforce Hiring Fair, both in Washington, DC. Navy Federal is one of the first 30 organizations to partner with the Military Spouse Employment Partnership to help spouses from all branches find jobs. Navy Federal also offers various career development and educational programs, including The Executive Development Program, a two-year curriculum to develop employees for senior level positions.

www.novonordisk-clayton.com

Novo Nordisk Pharmaceutical Industries Inc. (Clayton, NC): With world headquarters in Denmark, Novo Nordisk Pharmaceutical Industries has more than 90 years of leadership

in diabetes care. It also has leading positions in hemophilia care, growth hormone therapy and hormone replacement therapy. Many Process Maintenance Technicians are veterans. “We have found their mechanical and electrical background is extremely beneficial,” says Michelle Norris, Talent Acquisition Coordinator. In 2014, 27 percent of new hires had veteran status. Novo Nordisk provides military leave for active duty reserves and has supported employees who faced deployment. The company attends many career fairs and has also participated in the Capital Area Workforce Development Board Military Round Table.

www.ryder.com/career/military-recruiting.aspx

Ryder System, Inc. (Miami, FL): Ryder provides transportation and supply chain management products and is especially known for its fleet of rental trucks. “We’re hiring veterans as diesel mechanics, CDL truck drivers, logistics managers, customer service coordinators and various warehouse positions,” says Patrick Pendergast, Senior Director, Talent Acquisition. The company participates in the Hiring Our Heroes campaign and has pledged to hire 2,000 additional veterans by the end of 2017. In addition, it created a resource page for veterans who still require their CDL and partnered with FastPort.com to mentor service members. “We also are working hard to hire more female veterans in 2015, including partnering with Women in Trucking.Org,” Pendergast says.

www.Safeway.com/careers

Safeway (Pleasanton, CA): JA combination of classroom, independent study and on-the-job training prepares

veterans for careers in Safeway’s retail environment. “From our stores to our corporate headquarters, and with positions ranging from Store Management to IT to Manufacturing to Distribution, we offer location transfer availability and careers that build your skills and your future,” says Evan Proctor, Senior Military Recruiter. Proctor himself started with Safeway in 2012 as an NCO 1 Assistant Manager and was steadily promoted to military recruiter. JMOs and NCOs go through a six-to-nine-month training program and are paired with skilled mentors. Once they complete their paid training, they are promoted into the role for which they were hired.

Southern Company (Atlanta, GA): Southern Company, an electric utility holding company, actively recruits veterans for jobs at new and existing company facilities. “Those include a cutting-edge integrated gasification combined cycle plant under construction in Kemper County, MS, and the new nuclear power units in development outside of Augusta, GA,” says Linda Sykes, Military Programs Specialist. Southern Company annually participates in more than 30 military recruitment events, and through the Military Veterans in Power employee resource group, the company provides support to veterans. Seventeen percent of new hires in 2015 are veterans, Reservists or National Guard members. Southern Company is a founding partner of the Troops to Energy Jobs program, which tells veterans about energy jobs.

www.southerncompany.com/military

Southwest Airlines (Dallas, TX): Southwest Airlines operates more than 3,400 flights per day and has scheduled service to 93 destinations across the United States. “We hire for all of these locations, as well as for our corporate positions at our Headquarters in Dallas,” says Tina Clanton, Senior Corporate Recruiter/Military Recruiting. The company partners with the ArmyPaYS program, Marines for Life, ESGR and the Texas Veterans Commission and attends Hiring Our Heroes events/job fairs and Military MOJO job fairs and focus groups. This year, the company will target veterans to participate in its Emerging Leadership Development Program. Southwest also has a Manager in Training Program, plus numerous other opportunities at a state-of-the-art training facility.

www.southwest.com/html/about-southwest/careers/index.html

Marsh & McLennan Companies (New York, NY): “Marsh & McLennan Companies wants to hire 500 veterans by 2016,” says Edward Dunn, Director of Military & Veterans Affairs. The company has grown its Veteran Colleague Resource Group to more than 250 members in less than two years. New employees joining the group are assigned a “buddy” peer advisor. The company is putting a strategy in place to become one of the top military hiring programs in the country based on Dunn’s experience over the last several years when he was building the 100,000 Jobs Mission for JPMorgan. With annual revenues of $13 billion, the global professional services firm offers solutions in risk and strategy in more than 130 countries.

www.mmc.com/join-us/overview.html

www.navyfederal.org/about/careers.php


www.sunbeltrentals.com

Sunbelt Rentals (Fort Mill, SC): “Sunbelt Rentals focuses on attracting military service members by being where they are,” says Shawn Leo, Regional

Recruiting Manager. The company attends workshops on base and assists transition teams. It attends career fairs through multiple organizations nationwide and partners with the Wounded Warrior Project/Warriors to Work program. Sunbelt created “SBR Veteran Spotlight on Success,” which highlights the success of a veteran employee each month. Sunbelt Rentals, one of the largest equipment rental companies in the nation, offers clients an extensive $4 billion equipment fleet for construction, power generation and other jobs. New hires work with a seasoned professional, gaining knowledge to be successful in their position.

Union Pacific (Omaha, NE): Following the Civil War, thousands of veterans helped build the first transcontinental railroad for Union Pacific. Today, veterans still play a key role. “One in five employees has military experience,” says Amanda Treiber, Sr. Marketing Specialist. Recruiting efforts involve a high-touch and high-tech approach. A recently revamped website uses tools such as Military Skills Translators and Notify Me options so candidates are alerted when specific positions or locations they select are available. Recruiters attend everything from Hiring Our Heroes to TAP events. Virtual career fairs also allow for chatting about opportunities, even if soldiers are deployed. In 2014, 28 percent of total hires were veterans.

www.UP.jobs

www.geogroup.com/hiringheroes

The GEO Group, Inc. (Boca Raton, FL): Veteran hiring at The GEO Group, Inc. has steadily risen since in the past four years, from 481 hires in 2011 to 717 hires in 2014. “GEO is rapidly growing, so the prospect for veterans to be hired is excellent,” says Gina Larsen Manager, HR and Marketing. A Military Job Translator on GEO’s website allows Veterans to plug in their current rank/title and receive a matching job for their current position. The company also posts jobs on more than 20 veteran-specific websites and attends eight or more military recruiting events yearly. The GEO Group, Inc. specializes in the design, financing, development and operation of correctional, detention and community re-entry facilities around the globe.

www.tmctrans.com

TMC Transportation (Des Moines, IA): TMC Transportation is an industry leader for its training and onboarding process. Since 2008, it has offered a two-year, VA-approved Education Apprenticeship. “Our program is longer than many in our industry, allowing veterans an easier transition into their new civilian career,” says Cheryl Freauff, Driver Recruiting Manager. In 2014, veterans made up 37 percent of new hires; they are 33 percent of the entire workforce. Eighty percent of job openings are for Class A Drivers. TMC is a partner of the U.S. Chamber of Commerce’s Hiring Our Heroes Program. It attends various military job fairs throughout the county. TMC supports veterans’ organizations such as Wounded Warriors and Toys for Tots.

www.triplecanopy.com

Triple Canopy, Inc. (Reston, VA): Founded by U.S. Special Forces veterans, Triple Canopy

provides mission support, security and training services in support of the U.S. federal government in high-risk, complex locations throughout the world. “Due to the challenging scope of work we perform, Triple Canopy will continue to seek military-experienced talent in 2015 to exceed the required expectations of the U.S. government,” says Katy Pultz, Communications Manager. Sixty-two percent of new hires in 2014 were veterans. Former military personnel are in key leadership positions across the organization. Triple Canopy utilizes many recruiting efforts to attract veterans, including working with the Army Career and Alumni Program.

www.ussecurityassociates.com

U.S. Security Associates, Inc. (Roswell, GA): U.S. Security Associates (USA) is a national security company founded by a formal naval officer and is one of America’s

fastest growing security companies with revenues increasing from $900 million to $1.3 billion over the last three years. “Staffing requirements at each office are constantly fluctuating as we continue to grow,” says Ginger Dillard, Marketing Manager. In 2014, the company attended eight RecruitMilitary job fairs and assorted Hiring Our Heroes and Military Spouse job fairs, sponsored by the U.S. Chamber of Commerce. The company has hired a record number of veterans since launching its “Recruiting America’s Brave” military hiring campaign in 2012.

United Rentals, Inc. (Stamford, CT): “More than 1,300 veteran employees possess skills needed by United Rentals, which provides construction equipment rentals,” says Laura Zattola, Director, Human Resources, Corporate Operations. The company offers a groundbreaking veteran work-study program - Service to Employment Program - for Service Technicians. Intensive technical training lasts 10 to 12 weeks, and successful graduates are offered positions. United Rentals has also participated in the Be a Hero virtual career fair, sponsored by Hire Disability solutions. Company policies comply with the Uniformed Services Employment and Reemployment Rights Act of 1994 and other applicable federal, state or local laws. The company sponsors Educated Canines Assisting with Disabilities, which focuses on providing extraordinary dogs to injured veterans.

www.unitedrentals.com/en/our-company/careers/military-veterans

University of Phoenix (Tempe, AZ): “With advisors that speak the same language,

University of Phoenix military students feel understood as they work towards their educational goals,” says Andrea Woods, Marketing Manager, and Brian Weaver, Senior Manager, Talent Acquisition. In 2014, University of Phoenix opened additional military-specific positions in San Diego to better align with San Diego’s military population. Military-experienced employees may also be hired at select University of Phoenix campus locations in 36 states. The university has worked with the Severely Injured Veterans Program (encompassing Operation Comfort in Texas; Soldier’s Angels in Northern California; Armed Forces Foundation in Washington, DC; and Heroes to Hometowns in Arizona). Full-tuition scholarships were awarded to severely injured veterans.

www.phoenix.edu/mil

URS, an AECOM Company (Los Angeles, CA): URS, a leading provider of engineering, construction and technical services, is now part of AECOM. With nearly 100,000 people in more than 150 countries, the merged corporation has the ability “to deliver more capabilities to more veterans around the world,” says Kenneth L. Reese, Director, Talent Acquisition. Reese is also a retired Army MSG. Whenever possible, the corporation assigns newly hired veterans to mentors, including connecting mentors to those with known physical and mental health disabilities. It also provides training opportunities that are equitably accessible to disabled veterans. Finally, a Veteran Recruiting Team establishes partnerships with local Department of Labor Veteran Representatives and Military Transition Offices throughout the country.

www.aecom.com

Sprint (Overland Park, KS): In 2014, the Secretary of Defense nominated Sprint for the

Employer Support Freedom Award, given to employers for support of National Guard and Reserve employees. “Sprint employs more than 1,500 veterans,” says Summer Dean, Talent Acquisition Supervisor. Sprint’s involvement in national military organizations such as Business Executives for National Security and Association of the United States Army helps the company stay connected with potential future employees. Sprint’s employee resource group called VETS - Veterans and Employees helping others Through Sprint - has more than 940 active members. One of their notable programs is the Deployed Associates Committee, which gathers feedback from associates after deployments about their experience with Sprint’s support.

www.sprint.jobs/content/military


Werner Enterprises (Omaha, NE): Werner Enterprises is a freight carrier and transportation and logistics company. In conjunction with the White House, Werner pledged to hire 1,000 Veterans each year for five continuous years starting in 2012. In December 2014, Werner met and exceeded this goal, having hired 5,109 veterans. About 20 percent of the workforce is veterans. “Werner established the very first apprenticeship program in its industry that focuses on veterans,” says Rick Buchholz, Government Hiring Manager. Eligible veterans who have G.I. Bill benefits can receive up to $14,215.20 of their tax-free benefits in addition to their Werner pay. More than 45 corporate Werner Associates are trained to recruit and hire veterans.

USAA (San Antonio, TX): “Like his predecessors, new USAA CEO Stuart Parker, an Air Force veteran, has made military hiring a top priority,” says Mike Kelly, Executive

Director, Military Advocacy. A mutual insurance company for military members, USAA has grown to more than 27,000 employees, 24 percent of whom are veterans. In 2014, more than 30 percent of all hires were veterans and military spouses. Besides attending more than 50 military hiring events, USAA also visits the Warrior and Family Support Center at Ft. Sam Houston, Texas. Recruiters brief transitioning wounded warriors about job searches. The company has a successful “cohort program,” in which it trains groups of veterans and spouses who serve together.

www.usaajobs.com

www.westgateresorts.com/careers

Westgate Resorts (Orlando, FL): Westgate Resorts has former military

personnel at all levels including C-level executives, resort management, information technology professionals, engineering, call center leaders, sales and marketing. “In fact, our Chief Operating Officer is a retired Air Force Officer, and both our Chief Executive Officer and Chief Financial Officer are former military,” says Clint Boldt, Executive Director of Team Member Services Field Operations. In 2014, Westgate participated in a variety of military job fairs, and 3.4 percent of new hires had military experience. The company has given more than 2,000 free vacations in the past two years to soldiers who have served in Iraq and Afghanistan. Westgate has also donated to charities for wounded warriors.

www.whelansecurity.com

Whelan Security (St. Louis, MO): Whelan Security is one of a handful of companies in the contract security industry that has significant experience servicing critical U.S. infrastructures. “Veterans and their experience are valued where the company is responsible for security operations and major contingency planning agreements,” says Mark Porterfield, Senior Vice President and Chief Security Officer. Whelan maintains a partnership with Employer Support for Guard and Reserves and is registered with the Army Career Alumni Program. Local branches partner with military bases, military career fairs and/or career centers to attract talent. Whelan recruiters participated in a social media campaign in December 2014 specifically targeting members of the National Guard and Reserve Units.

www.xcelenergy.com/Company/Careers

Xcel Energy (Minneapolis, MN): In 2014, Xcel Energy, a major electric and natural gas company, signed a National Statement of Support with the ESGR. It participated in more than 30 veteran-specific job fairs across the country, connecting with more than 4,000 job seekers and more than 1,400 veteran applicants. “We also implemented a robust social media marketing strategy to engage veterans all over the country,” says Kynnie Martin, Senior Recruiter, Veterans and Diversity (Martin was named a 2014 winner of the “Top 40 Under 40 Military” by CivilianJobs.com). Xcel Energy has implemented training for transitioning veterans using curriculum called “Bring Your A Game to Work,” which teaches veterans about their corporate culture.

www.werner.com

Current Operating Area

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YOUR FUTURE STARTS NOW!Be Your Own Boss.

© 2015 Coverall North America, Inc. This offer is made by prospectus only. See Franchise Disclosure Document for details.*Qualified Veterans receive a 10% discount on the initial franchise fee on the purchase of a Coverall Franchised Business.

As a Military-Friendly Franchise, Coverall offers Veterans a 10% Discount.*

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United States Army Veteran Leads the Wayas Coverall Franchised Business OwnerProvided by our sponsor

The Story of Veteran and Coverall Fran-chised Business Owner, Martel Brown

“If you told me twenty years ago that I’d own a business and work for myself, I’d probably laugh,” said Martel Brown, United States Army Veteran and former infantry soldier.

Like many other military veterans, Brown has a story to tell, one that includes a lifelong relationship with the girl of his dreams, being deployed overseas, the blessing of children and grandchildren, and the chance to live the American Dream as a business owner. Everything he does, or has done, meets the definition of commitment. After all, he spent seven years in the Army, is coming up on 27 years of marriage and has been a business owner for 15 years.

“My wife Tara and I met in fifth grade,” said Martel. “We’ve been together ever since.”

This engrained sense of commitment stuck with Martel as he and Tara continued their journey through school and into adulthood. That’s when Martel entered the United States Army. It put him on a path, not only to his future, but a future with his soon-to-be wife. They progressed on the journey together, at first with Martel overseas while Tara was back home. After seven years of active duty, the time had come to move forward, out of the military and into the business world.

But what would he do? How would he make the transition from veteran to new husband, father and working man?

Fresh out of the service, Martel worked part time for a friend who owned a franchised commercial cleaning business. It was during this time that he found the answer and before long, realized he could do this on his own with the right opportunity and support. He found both in Coverall.

“I chose Coverall without hesitation,” said Brown. “After researching other commercial cleaning franchisors, I felt Coverall offered more support and training with a smaller investment.” He continued, “They also offered a Veteran discount when other franchisors didn’t.”

Today, along with his wife and business partner, Brown relies on the dedication and discipline he learned in the Army to help him run his business, MTB Services LLC, based in York, South Carolina.

“After 15 years in business, my wife and I look back on the moment we realized we could do this and laugh to ourselves – we did it!”

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Military Leadership in Action:A Q&A with John Finneran of Capital One

John Finneran is General Counsel and Corporate Secretary of Capital One

Financial Corporation, a diversified Fortune 200 company and one of the top ten banks in the United States based on deposits, with one of the most widely recognized brands in America. Mr. Finneran is the senior legal advisor to the Board of Directors and the senior management of Capital One. He is a key member of Capital One’s executive team with broad responsibilities and oversight over the activities of Capital One’s Corporate Reputation and Governance organization, including the Legal Department, Government Affairs, Regulatory Relations, Corporate Audit & Security Services, and Corporate Affairs. Mr. Finneran received his J.D. from Georgetown University Law School and served as an officer in the United States Navy.

To help commemorate the Most Valuable Employers (MVE) for Military® issue and Armed Forces Day, MTN caught up with Mr. Finneran and asked him for his advice for transitioning military and veterans.

Capital One has become one of the most respected financial businesses in

the world. What advice would you give to a military service person transitioning into a civilian career who is also interested in entrepreneurship?

Innovation and entrepreneurial thinking have been central to Capital One’s business since day one, and they continue to drive the company forward today.

Many veterans would make great entrepreneurs. The military teaches you a kind of self-reliance, and a willingness to do whatever it takes to achieve your goals. That sense of dedication, ambition, resilience, and leadership skills are essential, but there is a much more to learn about the practicalities of running a successful business. There are resources and support systems available to help, and I would encourage military men and women to take the time to tap into all of the tools that are at their disposal.

For example, Capital One has been able to engage with hundreds of aspiring entrepreneurs through our partnership with Count Me In and our Women Veteran Entrepreneur Corps (WVEC), a program that helps women who have served to start and grown their own businesses. The goal of WVEC is to provide the tools, mentorship and support systems that aspiring business owners need. It has been inspiring to see the creativity and passion they’ve displayed for their work and it has been gratifying to support this important program and play a small role in helping these women veterans achieve their dreams.

Capital One has grown to be a leading bank in just 20 years. What qualities does Capital One look for in a successful candidate to help propel it forward another 20 years?

Every decision we make at Capital One is driven by our core values, from how we interact with our customers to the people we hire to work at our corporate offices and branches. We attract and hire talented individuals who are committed not only to demonstrating excellence in their particular job functions each day, but also to consistently doing the right

thing for their customers and colleagues. As a company, we are also very future-focused. We are consistently challenging ourselves to innovate – offering new products, services and technologies – and we look for talented individuals who are thinking about how they can challenge themselves and continue to grow and develop at Capital One over the course of their careers.

Capital One earned a spot on our Most Valuable Employers for Military list. Thank you for your commitment to our veterans. What does Capital One gain from veteran employees within their ranks?

As a longstanding supporter of our military, Capital One, is privileged and honored to have veterans from every branch of service as colleagues, team members and leaders throughout our company. We know from firsthand experience the value that our colleagues with military experience bring to our business.

We find that military experience gives our new “recruits” a head start and provides a tremendous personal foundation for success.

Hiring veterans makes great business sense. We know that the skills and qualities that made them outstanding assets in the military – the strong work ethic, rigorous discipline, the creativity to overcome obstacles – are precisely the kinds of qualities that can invigorate the American workforce and drive businesses forward. These are talented men and women and by providing job opportunities and investing in their success, the business community and our country have a great deal to gain.

Do you have programs for veterans once they join the Capital One team?

From the outset, our goal for all of our associates has been to hire the best people and give them the tools and support they need to be great and our military hires are no exception to that rule.

We go to great lengths to ensure that veterans and military spouses are well-positioned for success within the company

and have ample resources available to ease the transition into the civilian workforce. We have a talented team of associates who are dedicated to support our military colleagues. We also have very strong Military Network comprised of associates who are veterans, have a family member who serves, a spouse or partner who is in the military, or associates that are just interested in supporting military-related causes. The Military Network runs a series of programs within the company to provide mentorship, career guidance, encouragement, and support for a variety of veteran and military family needs. In addition, we created the Military New Hire Transition Program, which uses webinars, live instruction and one-on-one conversations to position veterans for success at Capital One. I am humbled to say that the various programs and layers of support that we offer to our veterans and those associates who continue to serve in our military have clearly made a great impact.

What advice would you offer military seeking civilian employment today?

As a Navy veteran, I know first-hand the obstacles returning veterans face as they enter the civilian job market. Looking for a job can be a daunting task for anyone, but add on to that the challenge of translating military skills and experience to a more traditional job market, writing a resume that resonates with civilian employers and a job search that is already difficult – it can seem even harder.

First and foremost, I would tell any military service member or veteran looking to join the private sector to start the process with a sense of confidence and pride. Know that the very attributes that made for a successful military career are precisely what civilian employers are looking for in their new hires. Too often, I’ve spoken to men and women who seem to undervalue and undersell the amazing skills, talents and qualities their military service has helped them acquire. Secondly, I would encourage military service members to be thoughtful about their career plans. Be open to new experiences, find an industry that really excites you, and look for an employer that values and celebrates what you bring to the table.

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by Tom Wolfe Career Coach and Contributing Editor

As you read this issue of Military Transition News, you will learn much about MVEs -

the Most Valuable Employers for separating military personnel and veterans. Although these organizations may be different when it comes to their business models, best practices, mission statements and corporate culture, they share a special bond that makes them unique among their competition - a demonstrated appreciation for the workplace talent offered by military personnel and a proven track record of hiring and retaining the best among that population. This selectivity and acknowledgement earns them that most valuable accolade. I congratulate them for their support and commitment to our servicemen and women.

You, the readership of this publication, are likely to have or will soon develop a strong appreciation for these MVEs, and many of you might choose to obtain employment with one of them. There are many ways to pursue that goal, but all of those paths have something in common - you must develop a personal connection with someone who works there. That is exactly what networking is all about - finding that individual and creating and fostering a relationship that helps get your foot in the door. In my book, OUT OF UNIFORM, I refer to that connection as your Uncle Harry or Aunt Mary, and I lay out seven different ways to find him or her. One of the best is attending a job fair or hiring event, such as the ones sponsored by CivilianJobs.com or its parent company, Bradley-Morris, Inc.

These events bring job seekers and hiring companies together at convenient locations all over the country. You would be wise to make one or more of these affairs a part of your overall career transition and job search strategy. However, if you do so, I strongly suggest you do everything in your power to make sure you are one of the MVPs - Most Valuable Prospects - in attendance.

To be that MVP, you must do more than just show up. Yes, the companies are looking for good people, but there are always more good people than there are good jobs. You will have stiff competition, and you need to separate yourself from the crowd. Here are 10 ways to make that happen.

1. Research: Do your best to find out the names of the hiring companies that will be attending the event. Better yet, narrow down the field by selecting the ones in which you have the most interest. If the interviews are pre-scheduled, then focus on those companies. Do your homework. Research them on the Internet, visit their web sites and check them out on LinkedIn. Put in the work before you show up. Doing more than your

competition will help you stand out.

2. Asking around: Although you may be new to all of this, you are not a pioneer and you are not alone. Seek out feedback from those who have already gone down this road. Ask for advice. What lessons-learned can they share with you? What did they do that worked well or not-so-well? Seek out guidance from the organizers of the event. Look for tips on military transition web sites and blogs. Put your “G2” skills into action.

3. Empathy: Focusing on your wants and needs is important, but so is having a sense of what matters to the potential employers. Be sensitive to their needs as well as yours. Knowing their hot buttons and pressing them will elevate their feelings about you.

4. Self-knowledge: Knowing as much as possible about the companies and their openings is critical. But no matter how extensive that knowledge happens to be, if you are not also in touch with yourself, you are doomed to fail. All the knowledge and empathy in the world will get you nowhere without also knowing who you are, what makes you tick, your strengths, your weaknesses and what really matters to you.

5. Time management: You have a limited amount of time at the event. Use it wisely. Doing the research mentioned above will help you allot your time appropriately. If you must stand in a line to speak with an employer, then figure out in advance which lines you really want to stand in. If the interviews are pre-scheduled, then your time is already allocated for you. Sometimes you will be told that a particular employer has requested to see you. That does not give you permission to cut the line, but it does encourage you to put that line high on your list.

6. Proper attire: Dress for the job you want, not the job you have. In most cases this means classic business attire, i.e., a business suit with the appropriate accessories. Sometimes this requirement is waived to make it more convenient for military service members to attend, in which case you will be told that it is OK to show up in uniform. In any case, do not guess! Check with the organizers of the event to be sure.

7. Business cards: You will be collecting business cards at the event, but will you also be handing them out? Consider having some made up. They don’t have to be expensive or fancy. Include the basics: name, mailing address, phone numbers and email. You may also consider including your branch of service and specialty, but don’t include rank or pay-grade information. Possibly include a picture. Due to some Department of Labor restrictions, many companies will be unable to accept your resume, instead sending you to their web site to apply. However, those same companies may be able to accept your business card.

8. Appearance: This relates to the proper attire mentioned above. Military personnel are known for pride in personal appearance, excellent grooming and physical fitness. Do your best to live up to that expectation. Haircut? Fingernails? Shoes shined? Clothing fits properly?

9. Something extra: In theory, you and all of your competition will do everything on this list to enhance the chances of being the MVP at the job fair or hiring event. Under that premise, this all becomes a common denominator, so now what? Do something above and beyond, something no one else thought to do. Here’s an example: Let’s say you expect to interview with Home Depot. In advance of the event, go visit one in your town. Talk to the staff. Seek out the manager. Let them know you are interested in working for the company and you are prepping for an interview. Ask questions. Gain insight. Use this information and share the fact that you did this during the interview. They will probably be surprised and impressed.

10. Follow-up: When the event is over your work has just begun. There will be web sites to visit and applications to complete. There may be communication with the sponsoring organization to receive feedback from your interviews. You might

have to schedule second-level interviews. “Thank you/I am interested” notes might be appropriate. Perhaps you were asked to call, or provide additional information, or apply online. Regardless, stay on top of the paperwork, follow instructions, be timely and communicate well.

Stir in some basic common sense, courtesy, reasonable expectations and self-confidence, and you’ll be well on your way to an MVP award and a new career with an MVE!

Thank you for your service and GOOD HUNTING!

Tom Wolfe is a Career Coach, Columnist, Author and Veteran and can be found at www.out-of-uniform.com.

Want To Work For an MVE?Get There By Being an MVP!

career coach’s corner

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The Air Force Reserve offers great part-time opportunities for people transitioning from active duty. It gives you the time and financial support to further your education, or begin a civilian career, while continuing your military service toward retirement. As a Reservist, you can continue to do the extraordinary and maintain the camaraderie experienced while serving in the military.

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

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Eaton is an Equal Opportunity & Affirmative Action Employer, minority/female/disabled/protected veteran.

Search and apply at www.eaton.com/MilitaryCareers

JDog Junk Removal:A 4-Star Service Franchise

by Janet Farley, Contributing Editor

You are a bold, audacious, risk-taking warrior, and while you may not be

100% certain about what you want to do in your next job, you’re quite certain you don’t want to squander the years sitting behind a desk and answering to someone else. If this sounds like you, consider doing what Army Reservist Roy Birdwell did last year in Nashville, Tenn. Become your own boss as a JDog Junk Removal franchisee.

JDog Junk Removal & Hauling, a rapidly growing national company, is on a mission to offer business ownership opportunities to veterans and their family members. JDog franchisees provide junk removal and hauling services to both residential and commercial customers, delivering service the military way: with respect, integrity and trust. The company believes that when given the choice, the American public will always choose to support a veteran business.

JDog sells franchises exclusively to military veterans and their family members. Franchise owners operate easily recognizable, camouflage vehicles and trailers and wear military-style uniforms.

JDog Junk Removal offers its business owners a familiar sense of community that

can’t always be found in other franchises. “It is a military family itself that is military-friendly and themed,” said Birdwell, who adds that it offered him the career flexibility he sought.

“Through my years in the Navy, the National Guard, the Army Reserves and as a civilian contractor in the Middle East, I’ve spent a lot of time away from my own family. Now that my son is in kindergarten, I want to be at home as he grows up,” said Birdwell.

“It was also important for me to work in a job that meant something to me personally. I wanted a job where I could give back to the community,” he added.

“Being a business owner gives me more control over my time and, as a result, a better quality of life,” observed Birdwell. “JDog makes it easy for you to be a business owner. If you follow the success plan they have developed, you’ll do fine.”

According to Birdwell, those used to life in and around the military have what it takes to excel in business ownership. “I don’t have any exact numbers on it, but I do know most military members are self-motivated and that’s what you have to be to make a franchise successful,” said Birdwell.

Becoming a JDog Junk Removal franchisee is relatively simple and may be the right fit for you, your family members or

other veterans. “You pay an initial franchise fee of about $25K. Of course, there are other costs involved as well,” said Birdwell. “You have to secure your business license and insurance. You have to get a vehicle and a trailer and then you have to get the vehicle wrapped in vinyl advertising,” he said.

According to Birdwell, a reasonably set fixed monthly royalty is paid to the franchise. “This is unique. Other franchises want you pay them a monthly percentage, usually 12%, on your business profit,” said Birdwell.

That’s not the only way things are different, either. “Unlike other businesses, the individual franchisees are not in competition with one another. We share best practices with one another and help each other,” said Birdwell.

New franchisee owners are provided one week of intensive training at the corporate headquarters in Philadelphia, Pa., and a follow-up week of training is provided on the new franchisee site shortly afterwards. All JDog franchisees are also supported by an experienced board of advisors, including decorated military officers and business professionals, who understand the unique attributes and qualifications of veterans.

Birdwell advises you to think carefully about your civilian job after the military.

“Find what works for you. Start by figuring

out what you’re trying to accomplish,” said Birdwell. “Look at others in similar situations. Based on how things are going for them, can you see where you might be 10, 15 or 20 years down the line doing the same thing?”

The bottom line is simple, according to Birdwell. “If you don’t enjoy doing your job, it’s not worth it. You can always find a job making decent money but will it allow you to have a life, too?” he said.

To learn more about the advantages of joining the JDog Movement, visit www.jdogjunkremoval.com.





Job FairCalendar

Date: May 5, 2015 Location: Ft. Benning, GA Job Fair - 10 a.m. - 2 p.m. Benning Conference Center Sponsor: CivilianJobs.com - (866) 801-4418

Date: May 5, 2015 Location: VA Beach Career Fair - 1 p.m. - 4 p.m. Stratford University; 555 S. Independence Blvd. Sponsor: POC: Janet Giles, Jobzone - www.JobZoneOnline.com - (434) 263-5102 or (540) 226-1473 - [email protected]

Date: May 6, 2015 Location: Ft. Leonard Wood, MO Transition Summit - 10 a.m. - 4 p.m. Nutter Field House Sponsor: POC: [email protected]

Date: May 6, 2015 Location: Ft. Campbell, KY Weekly Job Fair - 9 a.m. to 3 p.m. Soldier For Life Center Sponsor: POC: Sean Solorzano, [email protected] (270) 798-6507

Date: May 6, 2015 Location: Ft. Knox Employer Day - 10 a.m. - 12 p.m. Bldg. 1378; 70 Pershing Dr. Sponsor: POC: Frank Johnston, TSM, [email protected] (502) 624-2627

Date: May 14, 2015 Location: Belvoir-Springfield VA Job Fair 10 a.m. - 2 p.m. American Legion Post 176; 6520 Amherst Ave. Sponsor: POC: Janet Giles, Jobzone - www.JobZoneOnline.com - (434) 263-5102 or (540) 226-1473 - [email protected]

Date: May 21, 2015 Location: Hunter AAF, GA Spring Job Fair 10 a.m. - 2 p.m. Tominac Fitness Center; 314 Billy Mitchell Blvd., Bldg. 919 Hunter AAF, GA Sponsor: POC: Kathleen Heneise, [email protected]

Date: May 22, 2015 Location: Ft. Carson, CO Military Veterans Employment EXPO - 10 a.m. - 2 p.m. Freedom Financial Center; N. Nevada Ave. Sponsor: POC: Lyle Dickason, [email protected]

Date: May 27, 2015 Location: Ft. Polk, LA Job Fair 10 a.m. - 1 p.m. 7438 California Ave., Bldg. 4275

Sponsor: POC: Tami Culbreath, (Cont.) [email protected] (337) 531-1594

Date: June 6, 2015 Location: West Point, NY Mini Job Fair Employer Networking Event - 11 a.m. - 1 p.m. ACS Bldg. 622 Sponsor: POC: Rachel Coleman SFL - TAP - (845) 938-0634; Ellen Stoneham ACS - (845) 938-5658

Date: June 8, 2015 Location: Ft. Hood SFL - TAP Mini Job Fair - 9 a.m. - 1 p.m. Oveta Culp Hobby Soldier & Family Readiness Center; Bldg. 18000 Sponsor: POC: Robert Schumacher; [email protected] (254) 288-0827

Date: June 11, 2015 Location: Ft. Bliss, TX SFL - TAP Mini Career Fair - 8 a.m. - 1 p.m. Center Bldg. 503A, 1st Floor Open Area; Pershing Road Sponsor: POC: Zulemma Carranza, M.A./LNO, [email protected] (915) 568-4210

Date: June 17, 2015 Location: Ft. Knox - 10 a.m. - 2 p.m. - Saber and Quill Sponsor: CivilianJobs.com - (866) 801-4418

Date: June 17, 2015 Location: Ft. Lee, VA Job Fair 10 a.m. - 2 p.m. The Regimental Club; 2609 C Ave. Sponsor: POC: Jasmine Byrne, [email protected] (804) 765-7601

Date: June 24, 2015 Location: Ft. Sill - 10 a.m. - 2 p.m. - Patriot Club Sponsor: CivilianJobs.com - (866) 801-4418

Date: July 22, 2015 Location: Norfolk, VA - 10 a.m. - 2 p.m. Ted Constant Convocation Center Sponsor: CivilianJobs.com - (866) 801-4418

Date: July 23, 2015 Location: Fredericksburg Expo Center and Conference Center - 3 p.m. - 7 p.m. 2371 Carl D. Silver Pkwy. Sponsor: POC: Janet Giles, Jobzone - www.JobZoneOnline.com - (434) 263-5102 or (540) 226-1473 - [email protected]

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

LARGEST MILITARY FOOTPRINT

Bradley-Morris, Inc. (BMI) is the largest military-focused recruiting firm in the U.S. that for over 20 years has specialized in placing prior military job seekers with Fortune 1000 companies.

CivilianJobs.com helps military-friendly companies who actively recruit candidates from the military by offering cost-ef-fective and customized solutions to meet their hiring needs.

Military Transition News is a bi-monthly publication providing military job seekers with relevant career and transition advice. It is distributed in print and online to over 500 military bases.

HireMilitaryBlog.com is a blog dedicated to educating and assisting employers (HR Recruiters) with sourcing and hiring candidates with prior-military experience.

MilitaryResumes.com provides professional resume writing and consulting services for transitioning military, veterans, and their spouses seeking a civilian or federal career.

Essential Events and Travel, Inc. provides expert event planningservices for corporate events and meetings. We excel in managing specialized events.

MilitaryTransition.com is a blog devoted to providing transition assistance information and tools to service members transitioning from the military to a civilian career.

N E W S


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Navy Federal actively recruits candidates with military experience and helps

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Military Transition News’ 2015 Most Valuable Employer List.

Check out our career opportunities at navyfederal.org.

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Documents

Military Transition News – May/June 2015, Most Valuable Employers (MVE) for Military Issue