Sept/Oct2010 CJN

www.CivilianJobNews.com

The Essential Military-to-Civilian Transition Resource

SEPTEMBER/OCTOBER2010

by Carolyn Heinze Contributing Editor

It’s no secret that veterans have a lot to offer civilian

employers. Or is it? After all, not every civilian boss is familiar with what, exactly, goes on in the military – and how much responsibility service members actually have, no matter their rank. When seeking a job, then, it’s up to ex-military personnel to market those skills they acquired, and demonstrate just how valuable they can be.

Marcea Weiss, author of “Leaving the Military: Your Deployment Guide to Corporate America” (Calypso), emphasizes that

the leadership skills that people develop while in the service cannot be underlined enough. Weiss – who held various positions in the Army over the course of nine years, including Black Hawk helicopter test pilot, maintenance manager and training officer – points out that right away, even privates are put in charge of something, and then as advanced privates, they are put in charge of someone. “You’re used to leading right from Day One,” she says. “It’s a good environment in which to adopt leadership skills, whereas in Corporate America, it can take years to be put into a position like that.”

Another area where many military personnel excel is

planning for the unexpected. “They are trained to come up with a contingency plan: They have a detailed operations order, but if things don’t go as planned, they are taught to come up with another way of carrying it out,” Weiss illustrates. It’s not just about planning for something and then following it to the letter. “A lot of their training revolves around contingency planning and knowing that it only lasts until you get to the beginning of the operation and see how it’s really going to go.” This, she adds, is linked with another skill: initiative. Once service members devise Plan A and then Plan B, they’re expected

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by Janet Farley Contributing Editor

While the recent events in the oil and gas industry

have impacted many lives and many companies, T H Hill Associates, Inc. (www.thhill.com), a Houston, Texas-based consulting and services company in the oil and gas sector, is looking to the future.

“What has happened in the Gulf is a tragic occurrence,” said Keith Grogan, manager of technical services for the company. “There is obviously a lot of uncertainty now. As a company, however, T H Hill is weathering the storm better than others. We haven’t put all our eggs into one basket and we will even have a need in the near term for more employees,” said Grogan.

The privately-held corporation, founded in 1980, offers engineering, quality assurance and training solutions designed to reduce the risk of structural failure in downhole drilling equipment for oil and gas projects around the world. The company

is well known for creating the global drill string inspection and design standard DS-1®, which defines the procedural inspection requirements used for drilling equipment. The company is dedicated to providing the highest quality and most innovative solutions possible.

“We are a smaller independent company, essentially comprised of an engineering department and a technical service department where I work directly for the vice president. Under me, there are 15 project managers working with our valued clients,” said Grogan.

“Despite our smaller size, we have extensive global experience working technically challenging and critical drilling projects on very high profile wells belonging to such big names as Exxon, Chevron and Shell,” said Grogan adding that while a good percentage of their business lies in the Gulf of Mexico region they also have significant land and international operations.

The firm also works extensively with independent operators and

service companies. “We just opened an office in

Brazil and we will be expanding into other regions as well. With this growth comes increased [employment] opportunities,” said Grogan.

Looking to the transitioning military workforce

In an effort to meet the company’s growing need for highly-motivated and intelligent employees, T H Hill has struck oil, so to speak, in the resource rich work force transitioning from the military.

“We hire those having strong leadership abilities and the proven ability to effectively communicate. Those skills are often found in those who have served in the military,” said Grogan who frequently uses the services of Bradley-Morris, Inc. (BMI) to help him find employees.

“Since 2008, we have placed military candidates with the company as either project managers or as quality assurance technicians,” said Eric Salzman, T H Hill’s BMI account manager,

Creating higher standards

continues page 5

Management material: Marketing your skills to civilian employers

continues page 6

2 September/OctOber 10

Publisher Bill BasnettManaging Editor Victoria LocklairArt Director Alec TrapheagenAssociate Editor Anthony MorrisContributing Editors Janet Farley Carolyn Heinze Evan Offstein Heidi Russell Rafferty Tom WolfeContributing Writer Brad Hadfield Jessie RichardsonDirector of Technology Don NowakVice President of Marketing Bill ScottSenior Consultant Marla SmithConsultant Chuck WestAccount Representative Edward Fitzpatrick

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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 Civilian Job News or its staff.

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Dear Readers,

Despite the gloom and doom reported on the nightly news about the continuing recession, the business media has been reporting positive news on hiring in the last half of 2010. CEOs are optimistic about increasing their payrolls in the last two quarters of 2010 and in 2011. As companies look to bring on new employees, you need to be ready to take advantage of the new job opportunities.

Freshen up your online profile. Many recruiters now look to LinkedIn and Facebook to research candidates before they even speak to them on the phone. Make sure your LinkedIn profile is up-to-date. Recommendations are great tools to add to your profile so ask your former colleagues to recommend you. Your Facebook page should be free of any inappropriate content and photos. If you haven’t done so yet, you should set up a specific e-mail address just for your job search. There are several Web-based, free e-mail services that are available.

Target the right companies. In May, Civilian Job News published the 2010 list of Most Valuable Employers for Military. These military-friendly employers are chosen for their 2010 recruiting and retention plans targeting veterans. If you missed this issue, check out the CJN archive online at www.CivilianJobNews.com.

Get your resume in the hands of recruiters. When job hunting, you shouldn’t just apply for one job, limit yourself to one headhunter, or post your resume to one job board. Diversify your job search by applying for several jobs for which you are qualified and posting your resume to several job boards. If a recruiting firm wants you to sign an exclusive contract with them, be sure you want to limit yourself from other job opportunities before committing.

As the job market improves over the next few months, make sure you are ready to make the transition from the military to corporate America. Planning ahead and being prepared will ensure your success when the right opportunity is available.

Don’t forget that we want to hear from you. Please tell us about the issues and challenges you are facing in your transition or send us your success stories. We can be reached via e-mail at [email protected] with your questions, comments, concerns, and story ideas. Civilian Job News will successfully meet its mission if you are all involved with us.

- Bill Basnett

Bill Basnett is a graduate of the U.S.M.A. at West Point and former cavalry officer with the U.S. Army. He began his recruiting career with Bradley-Morris, Inc. 1991 as the first candidate recruiter and regional operations manager. He has over 18 years in the recruiting industry focusing on the hiring and placement of transitioning military and veterans. In December 2008, he was promoted to the position of vice president of CivilianJobs.com.

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September/OctOber 10 3

by Brad HadField

Contributing Writer

The room seems to be closing in around you. Beads of sweat are forming just

beneath your scalp. Your thoughts are running wild. Your clothes, alternately, feel too tight, too loose or as if they are choking you. All this, and the questioning – interrogation? – has yet to begin.

This sets the stage for a job interview and, for separating military personnel, the scenario can be even more intimidating. It is not the inability to handle the pressure – your experience certainly disproves that – rather, chalk it up to how different it is from the world you have occupied for many years. This slightly casual yet highly uncomfortable atmosphere is simply unfamiliar ground.

Fortunately, military training provides the tools needed to adapt and this transition can become much more relaxed by following a few guidelines. “Even the most experienced interviewee can fall victim to some of the most obvious blunders,” says Mary Hoch, a business consultant in Sarasota, Fla. “It never hurts to review some basic rules of thumb before sitting down for an interview.”

1. Do not arrive late. Allow for the possibility you could get lost or stuck in traffic en route. If you arrive early, use the time to check out the immediate area. Killing time making small talk in a coffee shop around corner could even help calm your nerves.

2. Do not use slang, curse words, or tell jokes (no matter how good they are). Not only does this show a lack of maturity, but many individuals resort to these means to disguise inadequacies and insecurities.

3. Do not fidget with items on the interviewer’s desk, or for that matter, your briefcase, pocket book, or fountain pen. This is a clear sign of nervousness.

4. Do not disrespect anyone. The receptionist who signs you in, the secretary that leads you to the interview room, the cleaning person straightening up the waiting room – all of these people could influence the decision to hire you. Even if they cannot, someone who can may be watching to see how you treat them.

5. Do not appear sluggish. If you want the job, you are expected to be bright-eyed and enthusiastic, even if you did not sleep at all the night before.

6. Do not show ignorance about the company, and do not show arrogance about your own experiences. Both are unattractive to potential employers. You are expected to have researched the

company and you should demonstrate your expertise without conceit.

7. Do not discuss salary, vacations, or benefits. You will know when the time is right to do so. Bring it up too soon and you will seem presumptuous.

8. Do not dress for a fashion show unless, of course, you are looking for a job in the fashion industry. Dress to impress, but not to excess. Dark suits and minimal jewelry are appropriate for men and women.

9. Do not smell like a flower shop, a leather store, or a brewery. Translation: avoid too much perfume, too much cologne, or too many alcoholic beverages the night before.

10. If it is a lunch interview, do not order the spaghetti. It is wise to avoid those foods which might prove to be a little messy or that stay with you after the meal.

“It’s also important to remember that the interviewer may be as nervous as the interviewee,” continues Mary Hoch. She advises not to talk too much and overwhelm the interviewer, but avoid speaking so little that things simply become uncomfortable. “There needs to be a balance between your verbal and listening skills. You need to be an active participant in the interview, but you also need to know when to stop. Rambling shows insecurity, so sometimes a concise answer is best.”

Often your big chance to show that you have been paying attention, that you are interested, and that you did your research, comes when you are asked, “Do you have any questions?”

Do not say no! If you do not have questions specific to the job at hand, here are some indispensable fallbacks:• Whydidyoujointhecompanyand what keeps you here?• Whyisthisjobvacantandwhat happened to the person that

had it last?• Whatdoyouthinkarethemost important skills for a successful career here?• Whatkindoftrainingwillbe required for this position?

There is one final do not – do not underestimate yourself! Be proud of your military service. Just as you should never disparage a previous employer, nor should you downplay or talk badly about your military experience – after all, you just left one of the noblest occupations in the United States. Many of the qualities you developed in the military are also important to employers – teamwork, resourcefulness, leadership, dedication, and honesty. You simply need to take these traits and apply

them in a meaningful way to the position you seek.

“My military experience has always proven beneficial,” says Mark Eary, a former naval aviation specialist out of Pawtuxet, Md. He applied many of the traits he learned from his time in the Navy to get hired into the business of property management, and has since gone on to a successful career in real estate. “Even today, when I’m talking to clients, there can be an immediate camaraderie if they’ve served, too. I’ve closed a lot of deals this way, and I’ve made a lot of friends.”

Former military service members are well-groomed for civilian jobs; it is just a matter of avoiding the ‘do nots’ and applying your experience. If you have doubts, think about Kelly Perdew, the former intelligence officer and winner of season two of “The Apprentice.” He was

chosen by Donald Trump over thousands of others because he possessed the skills learned by all who serve in the military and avoided the dreaded “Interview ‘Do Nots’.” Remember this, and the room that felt as if it was closing in around you will open up into a whole new world.

Brad Hadfield is a marketing executive and freelance writer in Sarasota, Fla.

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by reggie revis, Training Assessment Manager, ProTrain

The immensely popular MyCAA program for military spouses will re-

start October 25 after a six-month hiatus. The revamped program will be similar to the old model, but with a few important changes. Instead of being open to a spouse of any active duty person, the program will now be available only to spouses of personnel in pay grades E1-E5, W1-W2 and O1-O2. The financial awards benefit will be a maximum of $4,000 with a fiscal year cap of $2,000 and will be limited to associate degrees, certification and licensures. Waivers will be available for spouses pursuing licensure or certification up to the total maximum assistance of $4,000. The new guidelines reflect a return to the original purpose of the program—to assist spouses of service members in achieving portable careers. Additionally, if a service member is in an alert or demobilization period, a spouse will not be able to use the MyCAA benefit.

Prospective participants in the program will continue to be able to choose from a wide variety of courses in healthcare, business, IT, trades, finance, hospitality and other categories. If all goes as planned, the MyCAA program will not likely experience another shut down as it did earlier this year. In fact, the DoD is looking long term with an expected pay-out of $250 million in financial awards for the next year or so before stabilizing at about $190 million per year going forward.

Most certification programs can be completed well within a 12-month timeframe—some in less time depending on the student’s discipline. Courses generally are online, a feature that has worked out extremely well for spouses currently in the program. The online, self-paced model alleviates the fear of not being able to complete a course due to PCS (family relocation).

Spouses wanting more information concerning portable educational pathways and the benefits of certifications and licensures for lifelong occupational choices can call 1-800-371-2963 to speak with a training advisor. The advisors will be ready to discuss the student’s background and explore the best career paths for potential students and their families. Once they have decided upon their in-demand, portable career choice, students are encouraged to visit the official MyCAA Web portal (https://aiportal.acc.af.mil/mycaa/default.aspx) where they can create an account and get additional information regarding the program.

As military spouse Catherine Turillo summarizes, “I need to do this for my children and myself. What if the unthinkable happens — a serious injury, my husband dies in the line of duty, or even divorce? I’ve got to be prepared to take care of my family!” So, make the call to a training advisor at 1-800-371-2963 to get started with your new career today!

MilitaryspouseMyCAA programrestartsOctober 25


to keep their feelers out to measure how things are progressing, and they must take the initiative to adjust course as they go along.

Chad Storlie, a U.S. Army Reserve special forces officer who boasts 19 years of service in infantry, special forces and joint headquarters units, and author of “Combat Leader to Corporate Leader: 20 Lessons to Advance Your Civilian Career” (Praeger) notes that oftentimes these skills are acquired during the war gaming process, and that this method applies to Corporate America. “You can run through the if’s: If I do this, then I expect that my competitor will do this, and this is how I need to adjust my plan, or this is how I will plan to react,” he says, illustrating how this could apply to the launch of a new restaurant. “If I open a new restaurant, I expect my competitor to offer a discount to try to reduce my initial impact. I will, from the get-go, have a loyalty card to build my repeat business right from the beginning.” This type of war gaming can be extremely valuable to civilian business.

Another valuable business skill is the creation and execution of standard operating procedures – something with which military members are all too familiar. “Following a standard set of procedures is really how you build quality within an organization,” Storlie says. “Having someone who can come in, understand what they’re trying to do, work with a team and say, ‘This is how I think the process should go, so let’s go ahead and try it’ is extremely positive for an employer.”

So how does all of this translate into language a civilian employer can understand? You’ve heard it before: Cut the military-speak.

“You need to know how to translate your military skills into words and phrases that a civilian hiring manager will be able to understand,” Weiss counsels. As a former hiring manager in Corporate America, Weiss would occasionally interview ex-military officers. While she understood the military terms they were using, she knew that many of them wouldn’t survive the recruitment process because her colleagues couldn’t

understand what they were talking about when they were discussing their prior achievements. Her advice: “Take the acronyms that come up in military and translate them.”

Don’t, however, go too far: “I’ve spoken with a lot of veterans who actually got a job because they kept some of that language in there,” she recounts. “Some of the unique things that you get to do in the military, you don’t do in the civilian world, and many people join the military for the adventure and some of those experiences. We should definitely leave some of that in the interview because it’s exciting and it can give you an edge on the competition.” To strike that balance, she suggests reading corporate-focused books that discuss leadership in the civilian world to become familiar with the terms that are commonly applied.

One factor that Weiss believes isn’t emphasized enough is the concept of diversity. She illustrates her point based on her own experience: “I grew up in a small town in Wisconsin on a dairy farm. We didn’t travel much and we didn’t get out. I had the urge to see the world a little bit and meet people that didn’t act or look like me. The military is a great place to do that.” In the military, she continues, one learns how to get along with people from all walks of life – be they economical, racial or social. Not only do you learn how to lead and manage; you also learn how to manage different people from different parts of the country. “You learn that in order to get things done, you can’t be worried about little things like how a person looks or if they speak with an accent. You have to focus on the things that you have in common: sharing the mission and getting things done.”

And getting things done is something at which ex-military members are extremely good. “You aren’t really intimidated by having a lot of work, so a nine-to-five job is not intimidating,” Weiss says. “You work long hours in the military, and people in Corporate America work long hours, too. A military candidate is not afraid to put those hours in.”

Carolyn Heinze is a freelance writer/editor.

“Management material: Marketing your skills to civilian employers” continued from page 1

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based in Austin, Texas.“Eric [Salzman] has done a very good

job finding candidates for us. We have provided him with feedback and, in turn, he has presented us with qualified candidates to fit the role of the positions we seek to fill,” said Grogan.

“Typically, the company looks to hire project managers having at least a four year college degree and ample experience managing people, time and budgets. They want someone who has the ability to work independently,” said Salzman.

“Communication skills are also critical,” added Grogan, as project managers are the liaison between the all important customer and the technicians actually working on the projects in the field.

Prior experience working within the oil and gas industry is not a prerequisite.

“They like to bring their project managers or quality assurance technicians on board even if there is no experience in the oil business. If your track record shows exemplary performance, they can teach the rest,” said Salzman.

“We train our project managers in-house. These positions are demanding jobs that often require around the clock attention. Project managers may get a telephone call at two a.m. and have to send a technician to a site where that person in turns works on a situation for another 12-14 hours. The manager has to gather information from the technician, report to the customer and continually facilitate the continued communication between the client and the tech throughout the whole process,” said Grogan.

“We also offer our quality assurance technicians on-site training with state-of-the-art tools provided via extensive on-the-job and classroom training,” said Grogan.

Advancement within the company is a definite possibility.

“This is a dynamic and growing company that promotes those who work hard and make a big impact in a short period of time,” said Salzman.

Employees may find advancement opportunities to senior level project manager positions, senior level technical positions or within sales.

T H Hill provides a comprehensive compensation and benefits package that includes a 401(k) plan, paid time off during the first year of work, medical and dental coverage, life insurance and disability coverage at no cost to the employee.

Every day is differentWhatever the job, employees at T H Hill

Associates can be assured that each day is unique.

“It’s not the same thing day after day. Ours is a fluid working environment which can and often does change,” said Grogan.

Former U.S. Navy Lieutenant Commander (‘04) Pat Harrah, who is now a project manager at the company, agrees.

“I like working here a lot. It is challenging and the job enables me to build on a skill set that I learned while in the Navy,” said Harrah who served as an officer, primarily in the Navy’s nuclear power program.

T H Hill Associates hired Harrah in September 2008 as a result of meeting him

at a BMI ConferenceHire® hiring event held in Norfolk, Va.

Harrah learned about BMI by attending the Navy’s Transition Assistance Program (TAP) and by word-of-mouth.

“At the TAP I attended, there was a guest speaker from BMI. I liked what I heard. I also felt comfortable using BMI because other people I knew who had transitioned before me had gone through them and experienced success,” said Harrah.

“I attended two BMI hiring events. I was very targeted at the onset. I knew that I wanted to get out of the nuclear power career field but I wanted to capture that QA/QC skill set that I developed and used while on active duty,” said Harrah.

He offers advice to those in the process of a military to civilian career transition.

“There are two key elements to a successful transition. First, get with a placement organization that assists you in meeting your post-military goals with the minimum stress. I would highly recommend BMI to any transitioning service member,” said Harrah.

“Secondly, seek out a company that welcomes the prior successes of your military career and brings you into the fold by providing a work environment that fosters both a willingness to contribute to the company’s overall goals and your professional development,” said Harrah.

Harrah urges transitioning service members to think outside the usual box, too. “Don’t get too wrapped around the axle about staying in your current career field. Go outside your comfort zone and spread your wings a little bit. You can transition into a different career field within another industry that uses the same basic skill set you learned in the military,” he said.

Additionally, Harrah advises job seekers to keep a positive attitude.

“You have to stay excited throughout the entire process. If, for example, you attend a BMI hiring event, you may experience 14 interviews in only eight hours. You have to be just as excited about the 14th interview as you were about the first one because you never know which one will be the right one,” said Harrah.

“Don’t get disappointed, either. You might experience some rejection along the way but you will eventually succeed,” he said.

Janet Farley is the author of “The Military-to-Civilian Career Transition Guide” and she writes the JobTalk column for the Stars and Stripes newspaper.

“Creating higher standards” continued from page 1

In the Air Force Civilian Service (AFCS), we help defend our nation, and, as we see it, there is no greater calling. So when you apply for a job with AFCS, the most important thing we want to know is, “Are you great?” If you are, then consider joining us in one of over 600 occupations located across the United States and around the world. No matter who you are, where you’re from, or what you do, if you’re the best, we might have a place for you.

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Pat Harrah, former U.S. Navy Lieutenant, is now a project manager with TH Hill.


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by Heidi russell raFFerty, Contributing Editor

As a job counselor for veterans, Shari Ruehling helps people find

hidden gems – the jobs they typically don’t consider. Unfortunately though, unearthing these careers doesn’t come easily.

Case in point: a woman MP at Fort Bragg, N.C., didn’t want to go into law enforcement. But she wanted to segue her skill set into a civilian career. To get to that “gem job,” she examined her interests: She knew she liked volunteering at a women’s crisis center, and she also had a bachelor’s degree in psychology.

“Based on that, she discovered a field where she was helping women. We developed a resume and instead of highlighting weapons handling and traffic stops-- things a typical MP does -- we looked at her experience in conflict management, administrative skills, etc., and targeted it. She was hired as a victim’s advocate in the state of Washington,” says Ruehling. Ruehling works for Serco of Reston, Va., which administers the Army Career and Alumni Program (ACAP). The program helps veterans transition into civilian jobs.

To locate hidden jobs, the process is both simple and complicated, says Ruehling and other job coaches and psychologists. It starts with an easy evaluation of your immediate goals. From there, you branch off into the hard work of deciding the type of job you’ll seek and figuring out what’s required of you to obtain it, they say.

The easy partYou will fall into one of two camps, says

Pamela Garber, a New York City private psychotherapist who helps veterans transition into civilian life. Either you want a career with permanence and challenge, or you want a temporary “transitional job.”

“These are for people just getting back from Iraq and readjusting to life. They need something where they’re not focused on work – something that has just a temporary feel to them,” Garber says.

If you don’t know which camp suits you, look at impulse control, abuse, residual effects from combat, family needs and medical issues, which will also help you determine whether you’re ready for a permanent career, she says.

Then the evaluation work begins. List all jobs you’ve had – even the high school jobs before you joined the military. To what job types did you gravitate? What are your personal interests, even hobbies? How would you describe your personality?

“I believe in getting a good feel for interests – even boxing, working out, motorcycles – things that may not seem relevant,” Garber says. “If the goal is a career of permanence and you like

working out, you might get involved with police athletically or working with a gym. You might be entrepreneurial with an interest in boxing, so you could look at an equipment supply business for boxing. I have a friend who was a medic in Vietnam and got into acting in the field. It was a complete 180 from what he’d experienced.”

Ruehling also points to an ACAP offering: the Transition Assistance Program. It’s a 2-½-day employment workshop that helps veterans crystallize their career dreams. “We really recommend people go through the workshop. It’s a thinking exercise: what’s important in life, where I want to live, what are my skill sets, how do I leverage what I have, whether I want to do something different. You have to do the hard work to answer those questions. It also depends on what your spouse is doing, your kids’ needs, any medical situations,” Ruehling says.

Karen Ridley is Policy and Training Integrator at Serco and has worked 19 years with ACAP Program. She says the recommended evaluation time after completing TAP is 40 hours. Those hours are spread over a long period of time for evaluation and counseling, depending on the person. Senior officers may need as long as 24 months to nail down their dream career goal, for example.

“I had one senior officer who wanted to teach on a college level. He spent 14 months working to get the job he wanted in Amherst, Mass. He flew from Europe back to the states to attend higher education conferences. There were no limits to him achieving his goal,” Ridley says.

If you’re leaning towards a temporary gig, you can also apply the same evaluation principles to your search. Get a baseline of your current situation – your financial and lifestyle needs. Do you need to be home to take care of a baby? Are evening hours okay? Then combine those answers with your interests. Focus on low-stress jobs to readapt to civilian life or on those that will help you maintain a personal interest. But think this through carefully, Garber says.

“You may think bartending is superficial day-to-day stuff. But I had one client who got frustrated with people talking about the country while they were at the bar,” she says.

The hard partNow the difficult work of job hunting

begins. How do you segue your interests into the perfect job with the perfect company?

• Consider all industries, even if you think there’s nothing for you in them, says Daniel Nichols, executive director of Military to Medicine, which bridges the military community to careers in health care. For example, many veterans don’t consider health care, but it’s more than about medicine.

“A hospital is a brick and mortar structure with a campus. That means it needs food, electrical, financial services to make it run. Those jobs are everywhere! Even in security, that area is stronger in health care than other industries. Working in health care also carries with it a sense of service to the community. So answer not only where you want to work but what do you like to do, then you look at the jobs available, and the industry should be last part of that. When you look for work in that way, it opens up a whole new world of opportunity,” Nichols says.

• Look for military-friendly employers, says Chuck Smith of CDW, a technology solutions provider. Check out lists of recommended companies in newspapers like Civilian Job News. Smith was a retired Air Force intelligence Major who later joined the National Guard. He was activated after 9/11 and served in Oman after the WTC attack. Companies like CDW, he says, are “not only seeking vets, but a lot also want them to maintain Reserve status. We have several activated involuntarily, and we

look at total compensation and what it will be in the military and make up the difference. We don’t want anyone else to be financially burdened,” Smith says.

“We have the Associate Engineer Program, which requires Cisco networking experiences. Our technical recruiters talk to vets who have been setting up Cisco networks, commonplace, in combat. They have the ability to get up and running in austere conditions. What better candidate would there be for us?”

Freelancer Heidi Russell Rafferty is a reporter with 19 years of experience who writes about employment and business issues.

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Well read? Knowledge is power in an interviewby evan Offstein Contributing Editor

One senior manager I know would always ask applicants about the last

book they had read. In one case, an applicant mentioned that he did not read for fun. Another applicant said coyly that the only book he ever read was the autobiography of Larry Bird. Not surprisingly, both answers were unacceptable. This question often catches people off-guard and is taken too lightly. Here is some insight on what interviewers are looking for when they ask that question.

First, they are trying to assess mental and intellectual sophistication. While many read USA Today, fewer (and a different type) read the Wall Street Journal or Harvard Business Review. Recruiters and senior managers infer much during an interview. The space between the Wall Street Journal and USA Today is not a space, it is a canyon. Make sure you are on the right side of that canyon.

Second, and especially for former military men and women, recruiters want to see evidence that you are making the transition smoothly. Reading the business press demonstrates that you are serious about making the leap from the military to civilian life.

Third, the business world uses a different doctrine, language, and vocabulary, and military personnel need to pick up on this. One of the best ways to do so is to read business and management newspapers, journals, and books. Just as field and training manuals provided guidance in the military, trade journals and newspapers provide similar direction in a corporate setting.

Finally, reading what professionals do, and to fit in and become accepted, it is necessary to engage in the routines and habits in which other professionals are engaged.

Additionally, professional reading ramps up and accelerates our learning curve – we get smarter, more competitive and more valuable. I asked a successful entrepreneur to give me one critical component of his success. His answer? You guessed it – reading. Reading becomes even more important as globalization makes our world more complex and uncertain. Only those who read, perceive, and reflect can begin to make sense of all of these variables. So, pick up the paper and read. You will be better for it, I promise.

Dr. Evan H. Offstein is the author of “Stand Your Ground: Building Honorable Leaders the West Point Way.” Learn more at www.honorableleaders.com.


by tOm WOlfe Career Coach and Contributing Editor

Initial interviews are frequently conducted in neutral settings and few

settings are as neutral as a telephone conversation. Companies use telephone interviews for several reasons. Any geographic separation between the parties is neutralized and the cost in time and money is minimized. It is also an easy way to add personality to the resume. For those reasons you should expect that many of your initial interviews will likely be conducted on the telephone. Telephone interviews can be tricky, however, and deserve special attention.

Telephone interviews are scheduled events. Expect an advance call to arrange a mutually convenient day and time. Make sure that any time zone differences are addressed. Ask the person scheduling the interview for an approximate amount of time to be allotted and determine who is to initiate the call. Verify that both parties have each other’s phone numbers. Confirm that the potential employer has everything needed from you to conduct the interview. As in every type of interview, attention to detail is critical.

Likewise, for any interview situation, you must prepare in advance. Make sure you have researched the company. Be knowledgeable about the specific position for which you are being considered. Most importantly, make sure your self-knowledge is sufficient to allow you to emphasize those attributes most relevant to the position.

Compose a set of questions. Select them with two things in mind. One, it

is an excellent way for you to learn about the company, the job, and the opportunity. Two, asking appropriate questions sends a very strong signal regarding your level of interest. Do your best to avoid questions that are selfish in nature (salary, benefits or relocation costs, for example) – save those for later in the process.

Decide in advance where you want to be when the phone call takes place. Pick a quiet, comfortable spot where you are unlikely to be interrupted. The use of a desk or table is important because you will be taking notes. Make sure you have access to a glass of water, your resume, your list of questions, writing materials and information about the company.

Being late for an interview is often the kiss of death and this also applies to phone interviews. Be ready to make or receive the call at the scheduled time. End any other incoming calls as quickly as possible. Keep the line free – the interviewer will not be happy with a busy signal. If you have call-waiting on your phone, temporarily deactivate it.

Be patient. If the interview time arrives but the call does not, stay near the phone and wait. If the phone fails to ring during the time you have set aside, call the person and offer to reschedule. Likewise, offer to reschedule if you are initiating the call and the interviewer is unavailable. Resist the temptation to be accusatory. Allow for the possibility that the error is yours, even if that is not the case. Suck it up. Perhaps you are being tested.

Once you and the interviewer are on the phone, introduce yourself. He or she should return the introduction. If this is a multi-person conference call, it is appropriate to ask for introductions to the other individuals who are participating.

In a telephone interview, you do not have body language at your disposal, nor do you have access to the cues of the body language of the interviewer. Your words, both their meaning and their delivery, are the only tools at your

disposal, so choose them wisely. Having a strong handshake and maintaining eye contact are irrelevant now, but you should still conduct the interview as if you were face-to-face. The fact that you are leaning forward in your chair, nodding and smiling will come through in your voice. You might even want to consider wearing your interview suit during the telephone interview. Although unseen by the interviewer, the fact that you have it on will reinforce the importance of the event and impart a positive influence on both your performance and the outcome.

Establishing rapport is critical. Whether or not the interviewer likes you has a major effect on the outcome. Hopefully your natural enthusiasm, sense of humor, and inquisitiveness will serve you well. To be safe, try to get the interviewer to talk a little bit about his or her background. Do not go overboard – remember who is interviewing whom.

To succeed in any interview, you must state your level of interest and ask for the next step. Since the preferred outcome of a phone interview is often a personal visit to the company (sometimes called a site visit or second-level interview), you should come right out and ask for this. Conversely, if you are not interested in the opportunity, let the interviewer know why. Perhaps you are misreading something or there is a different position available.

Finally, a telephone interview requires the same follow-up as any other interview. Send a timely, well-worded letter that

expresses both your level of interest and also gratitude for the interviewer’s time and consideration.

Tom Wolfe, Career Coach, is a nationally recognized expert in military-to-civilian career transition and a contributing editor at Civilian Job News. He served as a surface warfare officer in the Navy and has provided career guidance to military personnel since 1978. Contact him via e-mail at [email protected]. Article used with author’s permission.

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You’ve got an hour to kill, so you drop into a coffee shop to log on to

its free Wi-Fi network. You send some e-mails, buy a book online, and pay some bills. A month later, your bank account is depleted. You’re the latest victim of a cyber crook.

Unfortunately, online criminals are finding increasingly clever means to separate you from your digital secrets. To avoid getting stung, use this guide to learn about five new high-tech scams.

Social network scamsFacebook and other social networks

operate on the principle that you’re friends with other people on the service. One of the most common scams involves one of your friends whose Facebook account has been hacked, or broken into by a criminal. The hacker sends an urgent plea to your friend’s contacts, which includes you, asking for cash. Naturally, the account holder is not in need, and any money sent goes straight to the scammer’s pockets. Other common attacks include hacked accounts used to direct victims to Web sites that install viruses and other software to corrupt your computer.

How to protect yourself: Don’t use the same password on Facebook or any other social network that you use on other Web sites. Never click on unusual URLs sent through a social network. If you think something’s amiss with a request you receive, contact the sender through another channel, like a phone. Change your Facebook privacy settings so that only friends can see your personal information.

Mobile malware The main threat to mobile devices is

from applications that have been coded with the intent to do harm to the phone or its owner. This threat is particularly directed at iPhone users who are unlocking their phones to install applications Apple hasn’t approved or are using the phone on a network other than AT&T. This practice, also known as jailbreaking, bypasses the device’s built-in security system.

How to protect yourself: Don’t run applications that haven’t been approved by Apple, Google, or the manufacturer of your mobile device. These applications haven’t been checked for security risks. If you want the tightest security, keep your mobile device’s operating system unmodified. Don’t download apps you don’t know anything about.

Text message come-ons Watch out for text messages that include

phony alerts. The come-ons are varied, encouraging you to call a 900 or other toll-based number. You’re then directed to a phishing Web site under the pretense of a job offer or quick cash and possibly tricked into giving up sensitive or personal information, such as a banking site

password.How to protect yourself: Ignore any text

messages from a number or person you don’t recognize. Use the Web to look up strange phone numbers to see if they’ve been reported as malicious. Simply google the phone number, and you’ll quickly see if it’s been reported as dangerous. Then, report the text messages to your cellular carrier.

Wireless interlopers The rapid growth of Wi-Fi hotspots has

made it convenient to crack open your laptop and hop online just about anywhere. But how do you know the hotspot you’re accessing is legitimate and not set up by a hacker? Crooks operate lookalike hotspots with the sole purpose of eavesdropping on all the data you send through it. When you type in your password, Social Security number, or your credit card information, scammers can capture it all and be on a fast track to stealing your identity. Another less common attack involves a hacker simply eavesdropping on a legitimate wireless connection by using special equipment to capture your signal, either from next door or driving down the street.

How to protect yourself: Most phony hotspots leave telltale signs that they aren’t legit, such as typos, strange sign-in Web page designs, or URLs that don’t sound right. If you aren’t 100 percent sure a site is legitimate, don’t sign in to it. Leave your banking and bill paying for when you’re home on a line you know is secure. Make sure you’re using Wi-Fi Protected Access security on your home router and protect it with a strong password, such as a combination of numbers and letters.

Extortionware The latest twist on malware goes like

this: A Web pop-up alerts you that you have a security problem, prompting you to download additional software to fix it. Once you do, you’re told the problem is even more severe than you thought, and the software says you need to spend $40 or so in order to correct it. You use your credit card to pay the fee, and the problem goes away. The catch is there never was a virus.

The original download caused the initial problem with the intent of making you pay to make it go away. When they get your money, they’ve hooked you. Your credit card may be charged multiple times, or your credit card number may be sold to others, or the problem will suddenly resurface in a few months’ time, prompting you to pay again.

How to protect yourself: Any pop-up asking for money is undoubtedly malware and not part of a legitimate security program. Run standard anti-malware software to rid your computer of the attack. If that doesn’t work, a Web search from another computer for the name of the program usually will provide specific tools designed to remove the malware from your machine.

Disconnect: How toavoid the latesthigh-tech scams

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by Jessie riCHardson

Contributing Writer

Translating military experience into not only relatable, but

hotly pursued skill sets is the perpetual challenge faced by military job seekers across the globe. MilitarytoCivilian.com has featured articles on this topic, but it doesn’t hurt to revisit such a widely contemplated and often frustrating topic. In “Word it right: How to craft a resume recruiters will want to read,” an article recently posted on www.militarytimesedge.com, writer Adam Stone deftly explains that writing a good military resume goes beyond weeding out military jargon and acronyms (although you should definitely do this for non-DoD related jobs). It requires the following additional steps: 1. putting yourself in a potential employer’s shoes; 2. thinking creatively; and 3. demonstrating success.

As Stone points out, “Before you can translate your experience, you have to know what language you’re translating to. Experts recommend starting with the employer and working backward from there so your resume is grounded in an understanding of the target industry and the needs of the company.” While this is true, it is easier said than done. As the Director of MilitaryResumes.com, I am frequently asked, “Which jobs am I qualified for?” Many military job seekers don’t even know which industry, let alone which company, to target. Surprisingly, the more military experience a client has, the more likely the question. Career search advice and targeted military resumes are things we regularly provide to our MilitaryResumes.com customers. But for those going it alone, I suggest the O*Net Web site as a resource.

O*Net allows you to pinpoint the civilian job title that most closely matches your military experience and interests. You can use this knowledge to look for companies hiring for your civilian-equivalent job title and target your resume by analyzing your target job announcement for specific language. Stone goes on to discuss the importance of creatively drawing

less than obvious parallels between military experience and civilian qualifications. Specifically, he cites one infantry officer’s struggle to translate his experience. This military job seeker thought about “soft skills” such as “leadership” and added situational details. While I don’t recommend overusing soft skills in the resume itself, as they tend to be interpreted as “fluff,” this can be an effective means to an end.

Creative writers often use a technique called spiraling to develop characters and plots. Spiraling involves placing a main character trait in the center of a blank sheet of paper (such as “quiet”) and drawing concentric lines around it to point to possible storylines (i.e. repressed memories, solo camping trips, communicates best with animals, etc.). Place a soft skill in the center of a sheet of paper (financially savvy/cost-minded), and spiral out hard skills (fiscal administration and budget management), specific examples (managed a $500,000 training budget), and achievements (optimized training funds and cut travel costs by 50%, saving $25,000 per quarter, by combining two courses…). Or try this exercise in reverse; place a tangible experience (managed the construction of an Iraqi school) in the center, and spiral out skills (project management, budget management, quality assurance, etc.). Then spiral out from each of those skills. Are there more examples of project management in your experience? Notice that “budget management” reoccurs. Run with common threads.

To Stone’s well-put insights on how to “word it right,” I’d like to add the importance of putting experience in its proper context. I’ve read hundreds of military resumes and failing to establish context is one of the most common resume writing mistakes veterans make. Lack of context may hinder a civilian’s ability to fully comprehend your experience. The better context you provide,

the more the civilian reader can appreciate the unique challenges you have faced on the job. Use context to liberally round out your experience and provide a more realistic backdrop for your accomplishments. Describe your military unit or organization in the context of its industry (size [number of people vs. “battalion”], mission, location [an austere environment like Afghanistan is worthy of mention], “customers”, and services). Briefly describe the scope of your responsibilities, aligning word choice with your status. In other words, a senior executive probably doesn’t need to mention his or her ability to file paperwork.

Military resumes are the most inherently challenging to write or, at the very least, write well. Obstacles faced when building a military resume worthy of civilian attention can be overcome with a little elbow grease and creative thinking. Keep in mind who you are trying to please when writing your military resume – you or the hiring manager? Determine a hiring manager’s needs and, through your accomplishments-driven resume, tell them you are the best person to fulfill those needs.

Jessie Richardson, CPRW, is director of resume services at MilitaryResumes.com, the military-to-civilian transition experts. She is a Naval Academy graduate and a regular commentator on job search best practices for military-experienced job seekers. Read more transition advice online at the MilitarytoCivilian.com blog.

How to write militaryresumes for civilian audiences

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Mobile Calibration teChniCian - You will be responsible for traveling to customer locations throughout the United States. Technician will be responsible for verifying test equipment calibrations, and performing minor cosmetic repairs. Your schedule will be 3 weeks travel, two weeks off. A valid driver’s license from the state where you reside, clean driving record, and ability to operate a large truck and trailer are essential. Send resume to [email protected]. Include Mobile Calibration Technician and the 5617 in subject line.

Overseas

Senior SeCurity ManageMent adviSor - Put your years of excellence into a future of excellence at Stanley Associates! Stanley seeks a Senior Security Management Advisor (SSMA) to join an effort to provide the International Security Assistance Force (ISAF) or United States Force-Afghanistan (USFOR-A) with intelligence operations support. Duties and Description: All SSMAs will report to the Senior Security Management Special Advisor. Assist, monitor and advise on all aspects of security support, working in coordination with an integrated military staff. Direct a contractor team of Assistant Special Security Advisors (ASSA) where appropriate. Plan and assist in implementation of security activities at the Top Secret and higher classification to ensure ISAF/USFOR-A soldiers, DoD civilians, contractors and all supported tenant organizations are prepared to operate in non-traditional environments to perform critical contingency tasks. If interested please please visit www.stanleyassociates.com for more information.

AL • Alabama

aSSiStant direCtor dining ServiCeS i, retail, ChartwellS higher eduCation - The ideal candidate will operate the department in accordance with the approved budget, while providing the Client with the maximum value for the dollars spent. Ensures that the food offered to the students, faculty, guests and employees of the community is of superior quality. Directs and

conducts safety, sanitation, and maintenance programs. Maintains excellent relationships with students, faculty, guests and Client as well as other departments within the community. Compass Group North America is a diversity growth-oriented organization. Our goal is to improve the quality of work life by using fair and consistent treatment and providing equal growth opportunities for ALL associates. EOE & AA Employer M/F/D/V. To apply for this position go to: www.compassgroupcareers.com.

CA • California

Field ServiCe teChniCian - Provides remote installation and maintenance of new and existing Primex GPS systems. This position is trained and supported by the Installation Coordinator & Service Manager and requires 60% - 80% travel. Ideal candidate will have good organizational and communication skills paired with the ability to work with minimal supervision. Typical work is installing GPS transmitter and antenna on rooftop and testing the system. Send resume to [email protected]. Include Field Service Technician and the 5261 in subject line.

Senior logiStiCS Supply SpeCialiSt - URS is seeking a senior supply logistics specialist to provide support to the Marine Corps Logistics Command, Equipment Receiving and Distribution Team (ERDT). Duties will include supporting USMC fielding activities by ensuring data accuracy for the equipment receiving/distribution processes; identifying and tracking inbound equipment; obtaining and validating catalog/management data; verifying and updating allowance data within the Total Force Structure Management System (TFSMS). This work is contingent upon contract award with estimated work start in September 2010. For more information please go to www.urs.apply2jobs.com. Requisition Number: EGG47553.

FL • Florida

traCk worker - Work as a member of a crew to install new railroad track, maintain existing track and right-of-way. Employees attend three weeks of training at the Railroad Education & Development Institute in

Atlanta, GA. CSX will pay for travel, lodging and meals as required by the collective bargaining agreement. Go to www.csx.com. Click on the Careers Tab. Select Search Jobs and Apply Now. Select Keep In Touch to fill out the CSX Military Survey.

IL • Illinois

diStribution SpeCialiSt / Mail rooM - Applying attention to detail and to customer service skills in the performance of sorting, distributing, and collating outbound mail. Preparing outbound packages in conjunction with specific customer requests. Handling and packing sensitive, confidential client documents. Operating within a high-volume center while meeting a growing need for service. Monitoring processes and suggesting process improvements. Operating mail room equipment, including postage machine and multiple online shipping systems. Please visit our website www.paychex.com/careers to apply for this position.

MA • Maine

SaleS rep - StoreS group (new england Market) - Lead the collaborative development and implementation of comprehensive individual Retailer business plans, including the sub-set value proposition delivery plan. Acts as a consultant, advisor and facilitator with our Retailers and targeted end users ensuring effective delivery of our products, programs and services, resulting in profitable sales growth for both our Retailers and Benjamin Moore. Territory covers southern Connecticut. For more information please visit www.benjaminmoore.com in our about us and careers section.

MD • Maryland

aSSet proteCtion SpeCialiSt - At Wegmans our commitment to incredible service starts with ensuring the safety of our customers, employees and visitors at all of our facilities. In the role of a Asset Protection Specialist, you will work in our Wegmans stores and be responsible for maintaining and building the store’s security programs, helping to protect assets and providing a safe and secure environment. Our customers and employees will depend on you to ensure their experiences at

Wegmans live up to the high standards and expectations we have set. If interested please visit www.wegmans.com and search our careers section.

CuStoMer ServiCe rep - The Customer Service Representative will provide excellent service to customers on a variety of inquiries, billing issues and product/service concerns in a high-volume, fast-paced environment. Representative will be required to effectively multitask by accessing and updating customer records utilizing multiple computer applications, systems and resources, while customer is on the phone or when responding to email inquiries. If you are interested in applying for employment with Wolters Kluwer and need special assistance or an accommodation to apply for a posted position, contact our Human Resources department at [email protected] or 1-888-495-4772 and reference 09-4354 Customer Service Representative. www.wolterskluwer.com

TX • Texas

inSide SaleS repreSentative - Inside Sales Representative Position Location: Plano, TX Responsibilities - Proactively prospect for new business opportunities, up-sell to existing customers (displacements and new product sales) and renewals within the mid market sector. Base salary plus commissions. Strong work ethic and organizational skills required. Visit us at www.mcafee.com or apply online at www.mcafeecareers.com. McAfee Inc. provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, gender, sexual orientation, national origin, age, disability, marital status, amnesty, or status as a covered veteran in accordance with applicable federal, state and local laws. McAfee Inc. complies with applicable state and local laws governing non-discrimination in employment in every location in which the company has facilities. This policy applies to all terms and conditions of employment, including, but not limited to, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training.

Thank you for your service.

Contact Phil Dana – [email protected]/in/militarytalent

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USAA means United Services Automobile Association and its affiliates. USAA is an equal opportunity employer. © 2009, USAA. 108018-1209

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Sept/Oct2010 CJN