US hiring picked up in August as pay surged most in 9 years

By Christopher Rugaber | Associated Press | ©2018 Stars and Stripes, all rights reserved, reprinted with permission

WASHINGTON — The pace of hiring in the United States quickened in August, and wages grew at their fastest pace in nine years — evidence that employers remain confident despite the Trump administration's ongoing conflicts with its trading partners. The economy added a strong 201,000 jobs, and the unemployment rate stayed at 3.9 percent, near an 18-year low, the government said Friday in its monthly jobs report. Taken as a whole, the data pointed to a job market that remains resilient even after nearly a decade of economic growth — the second-longest ... Read More

Navient named a 2019 Military Friendly Employer

Navient Corporation - Associated Press - reprinted with permission All rights reserved

WILMINGTON, Del., Sept. 12, 2018 (GLOBE NEWSWIRE) -- Navient announced today it has been awarded gold status as a Military Friendly Employer for 2019. Presented by VIQTORY, publisher of G.I. Jobs magazine, it is the fifth consecutive year Navient has received the Military Friendly Employer designation. “At Navient, we value the service our military employees provide to their country and to our customers,” said Mike Maier, senior vice president and U.S. Navy veteran. “We’re honored to be recognized for our commitment to providing military veterans an opportunity to build meaningful careers with our company.” ... Read More

8 Ways Job Search Advice Messes With Your Head

© Copyright, 2018, Susan P. Joyce. / Ronnie Ann | Work Coach Cafe | All rights reserved.

So. Here I am with a job search and interview advice blog. Am I really going to say don’t trust everything you read on career and job search sites? Well…yes. There are some truly great career sites out there and a lot to be learned from browsing them…and I humbly hope you include this site in at least some of your browsing. BUT…there is also a lot of advice out there telling you how to sell yourself in an interview or job search that is either just plain bad advice or assumes you have more understanding of the interview process than you do, and therefore maybe doesn’t provide the exceptions and caveats you need to apply even useful advice to your best advantage ... Read More

Wisconsin blitz to attract veterans, spouses to live, work in state

By MIKE TIGHE | La Crosse Tribune, Wis. | ©2018 Stars and Stripes | Reprinted with permission, all rights reserved.

(Tribune News Service) — Wisconsin is launching a $1.9 million national marketing campaign to attract military personnel and their spouses to the Badger State to live and work when they leave the service. The talent quest will include online ads and personal contact, among other features, to lure military personnel to Wisconsin when they leave the service, according to speakers who detailed the program during a press conference Friday at Logistics Health Inc. in La Crosse. The campaign is part of the state's new $6.8 million marketing initiative aimed at attracting talent to fill current and future workforce ... Read More

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TAOnline Virtual Career Fair * The Big Virtual * October 16, 2018

The Big Virtual U.S. Veterans Career Fair is a TAOnline Virtual Career Fair where U.S. veterans and security cleared professionals can connect online with military-friendly organizations. The event will take place from your computer on Tuesday, October 16th from 11 am to 3 pm (ET). This event is for anyone seeking nationwide opportunities and is for all ranks and branches of service, including active duty, Reserve, National Guard, and individuals with a security clearance (including civilians). For more information and to register for the event, visit www.taonline.com/tbv-js.



Corporate Gray Military-Friendly Job Fair * September 21, 2018 * Springfield, VA

You're invited to interview with dozens of military-friendly companies at the September 21st Corporate Gray Military-Friendly Job Fair at The Waterford in Springfield, Virginia. Interview with Lockheed Martin, Leidos, Booz Allen Hamilton, National Security Agency, U.S. Postal Service, ARServices, Perspecta, Prince William County Police, Inter-Con Security Systems, Prince George's County Police, and many more! Job fair hours are 9 am to 12 noon, with an Employer Panel discussion for job seekers starting at 8 am. To ensure you receive the job fair Employer Directory in advance, pre-register at http://corporategray.com/jobfairs/398. And if you upload your resume, the participating companies will have early access to your credentials. This job fair is free to all job seekers and is especially for transitioning service members and veterans of all ranks/ratings and branches of service. 

 


Corporate Gray Military-Friendly Job Fair * October 17, 2018 * Virginia Beach, VA

Come meet face-to face with dozens of military-friendly companies on October 17 at the Virginia Beach Convention Center. Some of the early registrants include: Lockheed Martin, SAIC, Newport News Shipbuilding, Leidos, ARServices, National Security Agency, U.S. Postal Service, Booz Allen Hamilton, Carter Machinery, Cleveland Brothers Equipment Co., U.S. Secret Service, First Command Financial Services, Grifols, Cox Communications, and more. Job fair hours are 9 am to 12 noon with two free employment seminars from 8 am to 9 am. To ensure you receive the job fair Employer Directory in advance, pre-register at http://corporategray.com/jobfairs/399. And if you upload your resume, the participating companies will have early access to your credentials. While especially for transitioning service members and veterans, this job fair is free and open to all job seekers.

 

 

 



FREE U.S. Veterans Magazine Subscription for TAOnline Members!

U.S. Veterans Magazine (USVM) Is the premiere resource magazine for transitioning service members, service-disabled veterans, veteran business owners and their spouses and families. USVM is the link between the qualified students, career and business candidates from the ranks of our nation’s veteran organizations, educational institutions, corporate America, and the federal government. Subscribe for FREE today!

US hiring picked up in August as pay surged most in 9 years

by By CHRISTOPHER RUGABER | Associated Press | ©2018 Stars and Stripes, all rights reserved, reprinted with permission

WASHINGTON — The pace of hiring in the United States quickened in August, and wages grew at their fastest pace in nine years — evidence that employers remain confident despite the Trump administration's ongoing conflicts with its trading partners.

The economy added a strong 201,000 jobs, and the unemployment rate stayed at 3.9 percent, near an 18-year low, the government said Friday in its monthly jobs report.

Taken as a whole, the data pointed to a job market that remains resilient even after nearly a decade of economic growth — the second-longest such stretch in U.S. history — and even with tariffs and counter-tariffs on imports and exports looming over U.S. employers that rely on global trade.

The economy is expanding at a healthy pace, fueled by tax cuts, confident consumers, greater business investment in equipment and more government spending. Growth reached 4.2 percent at an annual rate in the April-June quarter, the fastest pace in four years.

"I view this as the strongest job market in a generation," Andrew Chamberlain, chief economist at Glassdoor, a career website.

Even while reporting a robust job gain for August, the Labor Department revised sharply down its estimate of hiring in June and July. The government now says employers added 50,000 fewer jobs in those two months combined than it had previously estimated.

But the 201,000 job gain in August was nearly equal to the average gain of 196,000 over the prior 12 months, evidence of how consistent job growth remains.

Average hourly pay jumped 0.4 percent in August and increased 2.9 percent compared with a year earlier. That's the fastest annual gain since June 2009, when the Great Recession ended. Still, rising inflation, which also reached 2.9 percent in July from a year earlier, has offset that gain.

Yet most economists said they saw the pay increase as an encouraging sign that the low unemployment rate is compelling more employers to raise pay in order to compete successfully for workers.

"It looks like we're finally seeing that acceleration in wage growth that we've been waiting for," said Gus Faucher, chief economist at PNC Financial Services. "It's good news for workers' paychecks, it's good news for consumers and it's good news for the overall economy."

The rising wage and jobs data make it a near-certainty that the Federal Reserve will raise short-term interest rates when it meets later this month, economists said. Most Fed watchers also expect another rate hike in December and perhaps two more next year.

The prospect of higher borrowing costs — as well as bigger paychecks, which can cut into corporate profits — appeared to hold back the stock market Friday. The Dow Jones industrial average fell 104 points in mid-day trading.

Jason Mazzarone, chief executive of SoBol, a restaurant chain that sells a variety of acai bowls, says he is paying workers more, mostly because of higher minimum wage laws in New York and other states where his 26-store chain operates. He has also raised pay for other workers who were already earning more than the minimum.

On New York's Long Island, for example, where many of his outlets are located, the minimum wage will reach $12 an hour by year's end. For shift managers now making $16 an hour, Mazzarone said, "their pay has to go up too."

The Trump administration has imposed tariffs on imported steel and aluminum as well as on $50 billion of goods from China. U.S. companies across a range of industries have expressed alarm about those import taxes and about counter-tariffs that other nations have imposed on U.S. exports. The White House has also threatened to hit China with higher taxes on $200 billion more of Chinese goods.

Yet so far, there are few signs that those concerns have affected overall hiring.

Manufacturers cut 3,000 jobs last month, the first time they have cut jobs in about a year. Factories have taken the most direct hit from higher tariffs, with automakers, aerospace, and machinery companies absorbing higher steel and aluminum costs. Automakers accounted for all the losses, cutting nearly 5,000 jobs.

Still, those losses might not fully reflect trade disruptions. Automakers typically retool their factories for new model year cars over the summer, which can temporarily distort the job figures.

Friday's jobs report showed that professional and business services, a category that includes both higher-paying fields such as engineering and accounting and lower-paying temp jobs, led August's job growth with 53,000 added positions. Health care providers added 33,000 and transportation and warehousing companies 20,200, the most in nearly a year.

Manufacturing shed 3,000 jobs, its worst showing in more than a year. Retailers cut 6,000 positions, a surprising drop given reports of strong sales by such leading retailers as Target, Walmart and Best Buy.

Most analysts have forecast that the economy will expand at an annual pace of at least 3 percent in the current July-September quarter. For the full year, the economy is on track to grow 3 percent for the first time since 2005.

Consumer confidence rose in August to its highest level in nearly 18 years. Most Americans feel that jobs are widely available and expect the economy to remain healthy in the coming months, according to the Conference Board's consumer confidence survey.

In August, factories expanded at their quickest pace in 14 years, according to a survey of purchasing managers. A manufacturing index compiled by a trade group reached its highest point since 2004.

Not all the economic news has been positive. Higher mortgage rates and years of price increases are slowing the housing market. Sales of existing homes dropped in July for a fourth straight month.

Many economists also worry that President Donald Trump will soon follow through on a threat to impose tariffs of up to 25 percent on $200 billion of imports from China. That would be in addition to $50 billion in duties already imposed.

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Navient named a 2019 Military Friendly Employer

Navient Corporation - Associated Press - reprinted with permission All rights reserved

WILMINGTON, Del., Sept. 12, 2018 (GLOBE NEWSWIRE) -- Navient announced today it has been awarded gold status as a Military Friendly Employer for 2019. Presented by VIQTORY, publisher of G.I. Jobs magazine, it is the fifth consecutive year Navient has received the Military Friendly Employer designation.

“At Navient, we value the service our military employees provide to their country and to our customers,” said Mike Maier, senior vice president and U.S. Navy veteran. “We’re honored to be recognized for our commitment to providing military veterans an opportunity to build meaningful careers with our company.”

Since 2003, the Military Friendly Employers list is created each year based on extensive research. Out of more than 8,800 employers, the 226 companies earning Military Friendly Employer recognition were evaluated using public data sources, input of military employees and responses to the proprietary, data driven Military Friendly Employers survey from participating companies.

The survey questions, methodology, criteria and weightings were developed with the assistance of an independent research firm and an advisory council of educators and employers. Data calculations and tabulations were independently evaluated for completeness and accuracy by Ernst & Young.

Navient will be featured along with other 2019 Military Friendly Employers in the December issue of G.I. Jobs® magazine and on MilitaryFriendly.com.

Navient provides veterans with employment opportunities, offers mentoring and development and raises funds and awareness for veterans. For more information about how the company supports veterans and to learn about career opportunities, visit the specialized veterans career site.

Connect with @Navient on Facebook, Twitter, LinkedIn and Medium.

Contact:

Nikki Lavoie, 302-283-4057, nikki.lavoie@navient.com

About NavientNavient (Nasdaq: NAVI) is a leading provider of asset management and business processing solutions for education, healthcare and government clients at the federal, state and local levels. The company helps its clients and millions of Americans achieve financial success through services and support. Headquartered in Wilmington, Delaware, Navient also employs team members in western New York, northeastern Pennsylvania, Indiana, Tennessee, Texas, Virginia, Wisconsin, California and other locations. Learn more at navient.com.

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8 Ways Job Search Advice Messes With Your Head

© Copyright, 2018, Susan P. Joyce. / Ronnie Ann | Work Coach Cafe | All rights reserved.

So. Here I am with a job search and interview advice blog. Am I really going to say don’t trust everything you read on career and job search sites? Well…yes.

There are some truly great career sites out there and a lot to be learned from browsing them…and I humbly hope you include this site in at least some of your browsing. BUT…there is also a lot of advice out there telling you how to sell yourself in an interview or job search that is either just plain bad advice or assumes you have more understanding of the interview process than you do, and therefore maybe doesn’t provide the exceptions and caveats you need to apply even useful advice to your best advantage.

Now I’m not saying career experts do this on purpose. But there are different reasons people blog and different perspectives they blog from – and one size does not fit all. Plus, quite candidly, anyone can declare themselves a career expert, but that doesn’t mean you’re getting good advice. Yes…even question what you read here and use only what feels right for you. While I certainly try my best to give you solid advice and take in all possibilities I can think of, no one is perfect. And no one has all the answers.

So that said, my best advice about job search advice is to read as much advice as you can stand – this way you do get to see different perspectives and find some sites you feel especially good about – but then (even for the very best sites) find a way to make it work for you and your own unique needs.

Job Search & Interview Advice to Watch Out For

  1. Beware of always and never or any such absolutes that don’t take into account exceptions. (This is a good idea in general when deciding about advice or opinions.) If someone says always or never or gives you exact words to use, take that as a clue to put your own critical thinking into full gear. Often these declarative articles are written to stir up controversy and hopefully get the writer extra traffic. Although of course, there are exceptions to that too, like “Never tell your interviewer she’s an idiot” or “Always do your best.” Those are indeed absolutes but also probably good ideas.
  2. Articles that say cover letters are dead. Sometimes online articles are more about disagreements between career “experts” (and of course generating site traffic) than anything you necessarily need to put into action. Cover letters are a good way to make a strong, targeted case for yourself – and they can also be very useful to get your resume more than a few quick seconds of viewing time. And even if they aren’t the reason you get selected for the initial interview, they can have a life beyond screening since people along the way during the interview process get to see them too. I’d rather take the time to include a cover letter just in case it makes the difference. Yes…I know often recruiters say leave the cover letter out completely and just send them your resume, and I am not going to tell you to ignore that advice since I’m not a recruiter. But here’s my own take…unless specifically mentioned as a don’t, a good cover letter can show that you can sell yourself well, so maybe you’ll attract a recruiter you might not otherwise have found – even if you lose the ones who function by absolutes. And there are reasons that go beyond the screening process, including giving you practice at selling your skills for the job, something you’ll need to do anyway.
  3. Articles that say resumes are dead. Yup. They’re out there too – under the guise of newfangled state-of-the-art thinking. Don’t be fooled. This is pure hype aimed at getting you to read the article. Oh sure there are other ways – most notably networking – that can get you into an interview without a resume (and I strongly recommend becoming very comfortable with every aspect of networking since it is your best ally); but again down the line there will most likely be someone – even a protective HR department – who will want to see a resume. And most networking contacts like to see one too. Helps them know who you are and whether they might be sticking their neck out too far in helping you, should you not be able to handle the job. Making your resume little more than a second thought (or no thought at all) because you can network your way into a job is just plain lazy – and it may come back to bite you if somewhere down the road it does become an issue. “Who the heck hired this bozo???”
  4. Articles that make creating a highly marketable brand THE answer to all your job search problems. Brands just can’t do it all – no matter how good they are. It’s certainly good to know who you are and make sure your resume and cover letter market you well…and branding can help you do that. But let’s not get carried away. Brand schmand…you still have to have the goods and know how to deliver them! And you better have real life stories and examples that prove it. Also, when you create your brand, in my humble opinion the best brand is Brand YOU. If the product you’re trying to sell (you) isn’t really you, but instead some manufactured version of you that you think folks who make the hiring decisions want to see…then you will have a harder time selling it or you. Also, even if that spiffy new brand does get you the job, you may have to keep living up to whatever you created and wind up building a career based on someone who you aren’t! The perfect recipe for misery. How do I know? When I got my finance degree, I built this picture of a finance person that for sure got me jobs – “I love analyzing tiny numbers for hours on end and thrive in an environment of competitiveness, gray suits, and 12-14 hour days” – but that wasn’t really me. Lord knows. And years down the road it came back to bite me. True…I had many great and transferable experiences along the way, but I’ve come to believe that BRAND YOU is the only brand worth creating even if initially you wind up in a job that pays less. [Since “only” is an absolute, feel free of course to question even this advice.]
  5. Handy-dandy templates for cover letters or resumes or thank you letters. Guaranteed can’t-fail templates are great for increasing traffic to a website, but NOT a great way for you to stand out from the masses. First, over-reliance on these result in one-dimensional products. But also, after a while, a screener’s eyes can glaze over seeing the same format again and again and yet again (especially if you’re getting your template from a major site.) Now don’t get me wrong…there are terrific samples out there and I highly suggest you look at them first if you aren’t already familiar with the way things should look, but I think it’s best to use samples to give you ideas. If you truly want to stand out…make it your own!
  6. Sites that say you absolutely need a job objective – while other sites tell you job objectives are absolutely passé. Remember what I said about words like absolutely? To be honest, I’m not a fan of job objectives, especially if you already have ample experience. One top-level finance person I know with specialized expertise wound up with a job objective (recommended by an “expert”) that was so generalized he got nowhere and even undermined the strength of his resume. It looks kind of lame to see Job Objective at a certain level. For this level of experience, I prefer a section on top that lists special skills or qualifications or some such thing – much more of a grabber than job objective anyway. Or you can use your desired title if you want a summary heading of some sort. For example, Beth Brown (a senior member on Susan Ireland’s resume team) suggests using ” ‘Chief Operations Officer’ right at the top, rather than ‘Objective: Seeking a position as Chief Operations Officer.’ ” Much more powerful I think. BUT…for folks just starting out or maybe changing careers, a job objective could be a fine choice. I guess. Just make it one that pops and not some nebulous objective like “Looking for a good job somewhere challenging”, ok?
  7. Telling you to hyper-load your resume with lots of key words & key phrases to maximize SEO possibilities rather than making sure your keywords are targeted to your specific needs and make sense for you. Hard to make your resume tell a story when it keeps popping out obviously placed keywords! One so-called expert claiming SEO as a specialty told someone I know to weight her resume with certain keywords that did indeed get her more interviews…but none of them were interviews for the kind of job she really wanted. Getting more interviews isn’t the most effective goal…but getting more of the right ones is. So definitely consider keywords for your resume and choose them carefully. But also make sure you have a strong resume that clearly tells a story and points right to the job you’re applying for by emphasizing skills and experience that feed right into the new job requirements.
  8. Giving you precise instructions for how you should interview and what you should say. There are career sites out there that give exact answers that sound so wooden, so scripted they make me cringe. Great way not to let the real you shine! Once again…use samples / examples as you would templates – to guide and spark your own ideas. But when it comes to the actual interview, speak as if you are in a conversation (which you are) and not a fourth grade recital repeating sample answers you found somewhere. Not only does it have the potential to make you sound lame, but I can just imagine some interviewer getting 3 out of four candidates all with almost the exact same answer. Guess who stands out?

Summary thoughts on job search & interview advice samples

So…to break my own rule…ALWAYS come up with your own words and spin on career site advice. Check around to see what else is out there that may feel right to you. And above all, absolutes should positively always absolutely be a red flag when evaluating job search advice. 😉

Some more Work Coach Cafe articles

My Number 1 Cover Letter Tip

Who the Heck is Screening Your Resume?

Are You Getting Screwed By Your Professional Resume Writer?

Did I Screw Up My Job Interview Thank You Letter?

Should I Mention Nervousness in My Thank You Letter?

Scary Job Interview Thank You Note Story

What the Heck Goes On Behind the Scenes After a Job Interview?

7 Resume Landmines That Can Blow Up AFTER an Interview

How to Handle Annoying Red Flags in Your Resume

When It Comes to Resumes…Sweat the Small Stuff!

How Your Lead-off Batters Make or Break Your Resume Brand

10 Things I Look for When I Screen Resumes & Cover Letters

About the Author…
Online job search expert Susan P. Joyce has been observing the online job search world and teaching online job search skills since 1995. Susan is a two-time layoff “graduate” who has worked in human resources at Harvard University and in a compensation consulting firm. In 2011, NETability purchased WorkCoachCafe.com, which Susan has been editor and publisher of WorkCoach since then. Susan also edits and publishes Job-Hunt.org. Ronnie Ann, founder of Work Coach Cafe, bases her real-world advice on her many years as an organizational consultant where she helped interview and hire people, added to a certificate from NYU in Career Planning & Development and her own adventures as a serial job seeker.

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Wisconsin blitz to attract veterans, spouses to live, work in state

By MIKE TIGHE | La Crosse Tribune, Wis. | ©2018 Stars and Stripes | Reprinted with permission, all rights reserved.

(Tribune News Service) — Wisconsin is launching a $1.9 million national marketing campaign to attract military personnel and their spouses to the Badger State to live and work when they leave the service.

The talent quest will include online ads and personal contact, among other features, to lure military personnel to Wisconsin when they leave the service, according to speakers who detailed the program during a press conference Friday at Logistics Health Inc. in La Crosse.

The campaign is part of the state's new $6.8 million marketing initiative aimed at attracting talent to fill current and future workforce needs. It is the first time the state has targeted military personnel and spouses with such a campaign.

One of its key elements will be sending delegations composed of state officials and veteran-friendly companies in Wisconsin, such as LHI, to "transition summits" at more than a dozen military installations throughout the nation and overseas, said Daniel Zimmerman, secretary of the Wisconsin Department of Veterans Affairs.

"There simply ... aren't enough veterans to go around for Wisconsin," Zimmerman said.

"Several hundred employers have several thousand jobs" ranging from entry level to top positions, he said, as an estimated 200,000 to 250,000 veterans transition to civilian life.

Sending Wisconsin envoys to the summits to recruit service members and their spouses several months before discharge will put the Badger State at the forefront of their minds, Zimmerman said.

"Our veteran population doesn't always return home," he said. "We can sit back and wait" or pursue them before they even leave the service.

The nonprofit Hiring our Heroes organization hosts the two-day summits. Wisconsin is the first state to partner with the group, an arm of the U.S. Chamber of Commerce Foundation.

LHI will be represented at the first summit a Wisconsin delegation will visit. That summit will take place Wednesday and Thursday at Camp Pendleton Marine Corps Base in California. The delegations also will participate in spouse symposiums, round tables, networking events and similar opportunities.

LHI founder and CEO Don Weber addressed the press conference by beginning, "I never fail to take the opportunity when I'm before a microphone to thank our veterans. ... This company would not be what it is today without veterans."

Weber's goal is to have veterans or their spouses make up 20 percent of LHI's workforce of nearly 2,400 people, and he said it has reached 11 percent.

Noting that only about 1 percent of the population enters military service, Weber said, "Our veterans and spouses – think about the sacrifices they have made. They enlist because it is an honor and a privilege, and they go outside the comfort zone where most of us live."

Veterans and their spouses model courage and dedication in volunteering to serve in positions in which "they don't do it for the pay," he said.

Weber, a Marine veteran of the Vietnam War who usually is reluctant to talk about his own life, responded during an interview to a question about being homeless on the streets of Boston not long after mustering out.

"I had been out for a while, and I carried a lot of guilt," said Weber, who received a Purple Heart and two Bronze Stars. "Most of the Marines I served with didn't come back. I had a lot of self-pity, and that is the worst kind of pity. I made a lot of bad choices and dug a hole for myself."

After losing a job and an apartment, he said, he realized "I needed to make better choices. I began laying water and sewer pipes and putting in driveways on weekends," he said.

After digging out of the hole two years later and driven by the strong work ethic he learned being raised on a farm, he came back to La Crosse at the age of 28 and met Roxanne, the woman who would become his wife.

"We didn't have any money," he said, and their business went bad and was repossessed.

Nine years later, he got the LHI idea to help provide health services to military personnel and veterans – an idea that turned into a multimillion-dollar business.

"I thought maybe this was a way to give back," he said, adding that LHI's involvement with the state veteran initiative is another step along that path.

The campaign is a collaborative effort of the state's Economic Development Corp. and the Workforce Development, Veterans Affairs and Tourism departments.

Other campaign elements include:

  • A $325,000 media campaign that will run through June 30 will include social media posts, digital ads focusing on the bases the Wisconsin delegations will visit and print ads and online ads in publications and websites geared toward transitioning veterans and their spouses.
  • A new veterans section of InWisconsin.com where veterans can explore career and lifestyle opportunities. The page includes job and home search tools.
  • A new search tool on the state Department of Workforce Development's WiscJobsForVets.com website, including a search bar that allows veterans to seek jobs that fit the skills they learned in the military.
  • Expanding the Wisconsin Department of Veterans Affairs concierge service to Wisconsin military veterans to include service members throughout the country.
  • The Department of Tourism will engage with veterans by distributing promotional materials in welcome centers, military history museums and at other attractions catering to veterans to promote the state as not only a travel destination but also a job resource for veterans.

"Why would you not hire veterans?" Weber said. "It's the right thing to do, and we're very proud to be a part of it. If you're a business owner or business leader, you ought to be fighting for these people."

Veteran recruitment initiative

A $325,000 media campaign in Wisconsin's initiative to attract military veterans and their spouses to live and work in Wisconsin will include:

  • Print ads in GI Jobs and Military Spouse publications.
  • Online display ads on websites targeting transitioning veterans and their spouses, such as GIJobs.com, MilitarySpouse.com and Rebootcamp.com.
  • Monthly email blasts to the mailing lists of GIJobs.com, MilitarySpouse.com and RallyPoint.
  • Social media posts targeting transitioning military personnel on RallyPoint.
  • Geo-targeted digital ads focusing on bases that Wisconsin delegations will visit in the United States and abroad, as well as additional bases.

Additional elements in the campaign will include:

  • Videos promoting Badger State opportunities for careers, education, family, housing, community and quality of life. The videos will be aimed at transitioning veterans and their spouses on a variety of platforms.
  • A new blog tailored to transitioning veterans and their spouses, with plans to publish three entries a month.
  • Sending Wisconsin delegations to 16 Hiring our Heroes transition summits at military installations throughout the United States and abroad to raise awareness of what they can accomplish in Wisconsin.

(c)2018 the La Crosse Tribune (La Crosse, Wis.)
Visit the La Crosse Tribune at www.lacrossetribune.com
Distributed by Tribune Content Agency, LLC.

 

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