July 2015 |
Transition-e-news Volume 3 Issue 108 |
|
|
Sponsored By: |
Transition Insight
"It does not matter how slow you go as long as you do
not stop"
|
 |
|
|
||||
|
|||||
Click here for a complete list and description of organizations of TAOnline.com growing Partners! |
 |
|
|
Four Tactics to Enhance Your Military-to-Civilian Career Transition© Tom Wolfe, author; all rights reserved; excerpts from Out of Uniform: Your Guide to a Successful Military-to-Civilian Career Transition; used with the permission of the author and publisher, www.potomacbooksinc.com. 1. Self-knowledge. Before you can land the right job you must know who you are and what you bring to the table. What makes you tick? What do you really care about? What motivates you? What are your strengths? Talents? Attributes? Skills? Weaknesses? Faults? Deficits? What do you need and want (no, there are not the same thing) from a job and a career? Once you have the answers, be able to discuss them openly, prioritizing when necessary. 2. Network. Fast-forward to the end of a successful job search and you can look in your review mirror and see that individual who was most instrumental in helping you get your foot in the door. Think of that point-of-contact (POC) as your Uncle Harry or Aunt Mary—pseudonyms for the connections you developed throughout the course of your search, i.e., your network. Grow that network. Identify those POCs and foster relationships with them. They will open doors, shepherd your resume, and help you navigate the path to the job offer. 3. Social Media. This is a powerful job search tool, but it comes with risks. Although it's a great way to research companies and develop your network, it's also an easy way for companies to check you out. Googled yourself lately? What comes up? When was the last time you did some housekeeping on your social networking pages? Are you on Facebook? Will it make an employer more or less interested in you? Inventory those pictures—are you comfortable sharing them with a boss and co-worker? Do you have a presence on LinkedIn? You should. It in addition to crafting a profile that represents you well, identify and join any special interest groups that have the potential to expand your network. 4. Be Selective. Interviewing is hard, but why make it harder than it needs to be? Target companies with a history of hiring military personnel. If not, you would first have to convince them to hire that profile and then, if successful, convince them to hire you. Skip that step. How to find them? Look at the companies that advertise in military-centric media like Military Transition News, Military.com, and GIJobs. Find placement companies and job fairs that focus on military transition. Consider the joint private/pubic sector initiatives such as the JP Morgan Chase 100K Jobs Mission and the growing list of impressive companies that support it. © 2015; Tom Wolfe, is an author, columnist, career coach, veteran, and an expert in the field of military-to-civilian career transition. During his career he assisted thousands of service members in their searches for employment, placing more than 3000 in their new jobs. Prior to civilian life, he graduated from the U. S. Naval Academy and served as a surface warfare officer. He teaches transition courses, gives seminars on career and job change, writes about the career transition process, and continues to counsel current and former military personnel. His book, Out of Uniform: Your Guide to a Successful Military-to-Civilian Career Transition, was published by Potomac Books in 2011. Tom lives on the North Carolina coast with his wife, Julie, and their Chesapeake Bay retriever, Maggie. |
Army announces details of troop cuts, says they could expand
By Heath Druzin
Used with permission from
Stars and Stripes
© 2015 Stars and Stripes WASHINGTON — Fort Benning, Fort Hood and Joint Base Elmendorf-Richardson are the hardest hit posts in the Army's plan to significantly cut its force, losing more than 9,000 jobs between them. On Thursday, the Army released more details about its plans to eliminate 40,000 active-duty military positions, leaving a force of about 450,000. About 17,000 civilian jobs will also be cut. While some reductions will be through attrition, soldiers and civilians will lose their jobs, Army Director of Force Management Brig. Gen. Randy George said during a press briefing at the Pentagon. "These are incredibly difficult choices," he said. MAP | See where the Army cuts are happening The cuts are due to the Budget Control Act of 2011, which aimed to reduce defense spending. If there is another round of automatic budget cuts, known as sequestration, the Army would be forced to reduce their ranks by an additional 30,000 soldiers. The Army must give 90 days' notice to Congress about any bases facing cuts of more than 1,000, and there is the possibility that Congress would make changes to the plan. George would not say how he thought the cuts would affect the Army's readiness to respond to threats, but said further reductions would constitute a "significant risk." "I think everyone would agree these are tough cuts," he said. Georgia will be the second-most affected state, behind Texas, with 4,349 soldiers cut from Fort Benning and Fort Stewart. "I am demanding answers from the Department of Defense on how they are justifying these troop cuts in Georgia," Sen. Johnny Isakson, R-Georgia, said in a statement after learning of the planned reductions. "We cannot afford to reduce our military readiness at a time when the threats to our security here at home and throughout the world are growing at an alarming rate." Fort Benning's losses were due in large part to an Army decision to convert the 3rd Brigade of the 3rd Infantry Division to a smaller battalion task force. The Army also plans to restructure the 4th Brigade of the 25th Infantry Division at Elmendorf-Richardson into a battalion task force. "Along with thousands of Alaskans, I find this decision devastating, far beyond what it means to our state economy but what it also means to America's defense," Sen. Lisa Murkowski, R-Alaska, said in a statement. She said the cuts in her state jeopardize "our military capability and stretch in the Pacific at a time when we don't want to weaken our strength in that region." Critics agree that the cuts would leave America unable to respond appropriately to international threats. "Any conceivable strategic rationale for this cut to Army end-strength has been overturned by the events of the last few years from the rise of ISIL, Russia's invasion of Ukraine, the Ebola crisis, and more," Sen. John McCain, R-Arizona, said in a released statement. But some Democrats blamed Republicans for the cuts. "Sequestration and the Budget Control Act, which are responsible for slashing the defense budget, exist because the Republican party held our economy hostage and threatened to default on our loans," said Rep. Adam Smith, D-Washington, ranking member of the House Armed Services Committee. Sue Walitsky, a spokeswoman for Sen. Ben Cardin, D-Maryland, told the Baltimore Sun that the spending caps should be lifted. "All of our federal agencies, military included, need certainty and reasonable budgets that enable them to carry out their missions on behalf of the American people and not yearly budget gimmicks," she wrote in an email before the cuts were detailed. Aberdeen Proving Ground in Maryland will lose 126 soldiers, or 5 percent of its current personnel. For some states, Thursday's announcement came as a relief. The Army had considered eliminating two brigade combat teams and the 25th Infantry Division headquarters at Schofield Barracks, which would have meant the departure of nearly 16,000 soldiers, according to a report in the Honolulu Advertiser. Instead, only 1,214 soldiers will be cut. "The Army reiterated the importance of the Pacific today when announcing the impacts of their force structure realignment and the impacts on Hawaii," said U.S. Rep. Mark Takai, a member of the House Armed Services Committee. "Through our collective efforts we have been able to protect the vast majority of the soldiers here in Hawaii," said U.S. Sen. Brian Schatz, a member of the Senate Defense Appropriations Subcommittee. "... We are relieved that the worst-case scenario did not occur." Army cuts by bases The list of bases — alphabetical by state — with troop reductions and the percentage of current personnel levels. Source: Department of Defense Alaska Joint Base Elmendorf-Richardson: 2,631, (59 percent) Fort Wainwright: 73, (1 percent) Arizona Fort Huachuca: 114, (5 percent) Alabama Fort Rucker: 186, (6 percent) California Fort Irwin: 246, (6 percent) Colorado Fort Carson: 365, (2 percent) Georgia Fort Benning: 3,402, (29 percent reduction) Fort Stewart: 947, (5 percent) Hawaii Schofield Barracks: 1,214, (8 percent) Fort Shafter: 229, (10 percent) Kansas Fort Riley: 615, (4 percent) Fort Leavenworth: 60, (2 percent) Kentucky Fort Campbell: 353, (1 percent) Louisiana Fort Polk: 388, (5 percent) Maryland Aberdeen Proving Ground: 126, (5 percent) Missouri Fort Leonard Wood: 774, (15 percent) New York Fort Drum: 28, (0.2 percent) North Carolina Fort Bragg: 842, (2 percent) South Carolina Fort Jackson: 180, (6 percent) Texas Fort Bliss: 1,219, (5 percent) Fort Hood: 3,350, (9 percent) Joint Base San Antonio: 329, (6 percent) Virginia Fort Belvoir: 250, (6 percent) Joint Base Langley-Eustis: 94, (2 percent) Fort Lee: 127, (4 percent) Washington Joint Base Lewis-McChord: 1,251, (5 percent) Bases that are adding soldiers: Fort Gordon (Georgia): 41, (1 percent) Fort Knox (Kentucky): 67, (1 percent) Fort Meade (Maryland): 99, (2 percent) Fort Sill (Oklahoma): 219, (3 percent) druzin.heath@stripes.com Twitter: @Druzin_stripes |
Why Your Job Search May Be Taking So Long© Copyright, 2015, Susan P. Joyce. All rights reserved. If you've been job hunting for a while, you know that job hunting today is a long, hard slog. A job search today is so challenging that nearly 3 million people have been unemployed for over 6 months. An unfortunate side effect of that difficult and extended experience is that you have probably concluded that you're just not that employable. You are being discriminated against because of your age, sex, race, or something else. Or, you're just not smart enough to land a good job. Why Many Job Searches Take So Long Now I am not saying that you are perfect, executing a flawless job search. But, I don't want you to take all this rejection (and being ignored) as personally as you probably are. You don't control the whole process, no matter how hard you try, so not landing a job is not, most likely, truly a reflection of your quality. Many significant issues are probably impacting your job search. The Recruiting Process Has Shifted Dramatically The widespread use of the Internet and other technology has fundamentally altered recruiting. Unfortunately, the speed of change seems to be increasing, so what worked for you during your last job search may not work for you this year, even if your last job search was only 2 years ago. If you don't understand "the rules" for today's recruiting process, you are invisible, no matter how many job applications and resumes you submit online. 1. Be visible online (positively). In 2009, Dick Bolles, a very smart man and author of the classic job search and career book What Color Is Your Parachute? said, "Google is the new resume." He was absolutely correct, as usual. But, this is a relatively new requirement that many job seekers miss. The best solution is a LinkedIn Profile, done carefully and kept up-to-date. Add careful visibility on LinkedIn and elsewhere online. DO NOT HIDE! Unless you are a career spy, being "invisible" online today is a sign that you are:
It also means that employers cannot confirm the "facts" on your resume with a quick Google search, which more than 90% of recruiters reportedly do before contacting job applicants. No solid online visibility for you found with Google (LinkedIn is usually best)? Employers very quickly lose interest. Google your name, and study what you find. Hopefully, you find things that would impress an employer, not some crazy rants about baseball, sex, religion, politics, or another topic that would scare away an employer. 2. Be very specific about what you want. Yes, being very specific feels wrong. In the past, being specific limited your opportunities. So, the instinct is to be vague and generalized in describing what you do. In the past, being vague helped keep "options open" for you when you posted one version of your resume on a dozen job boards. Today, being vague means missing important keywords in your resumes, applications, and social profiles (especially LinkedIn). Keywords are how people are found using technology today. So being vague translates into invisibility. Think many recruiters search LinkedIn to find a "Marketing Professional" or an "Accounting Professional"? NO! They don't do a vague search like those. Not today. Keywords are the keys to success today. Employers search Google and LinkedIn for:
Today, employers and Recruiters search for a "Social Media Marketing Analyst" or a "Field Marketing Associate" or a similar specific title. In accounting, they search for an "Accounts Receivables Administrator" or a "Marketing Programs Lead." Check out giant job site, Indeed.com, and you'll see that very few employers are vague about what they want. 3. Be reachable. If an employer finds you and is interested in reaching you, make it easy for them. Provide contact information, preferably what I call your "professional email" address. Your professional email address is unrelated to your home or work. For most people, a Gmail address is a good solution. Just be sure to check that account every day in case an employer tries to reach you. LinkedIn allows you to make your contact information public on your LinkedIn Profile, and I highly recommend that you make your professional (not work or home) email address visible on LinkedIn. If your employer insists that you make your work email address and phone number visible, do that. But, also add your professional address to the Summary part of your LinkedIn Profile. PROTECT YOUR PRIVACY! Don't put yourself or your family at risk by publishing your home address and home phone number for anyone in the world to find on the Internet. Employers aren't the only ones scanning the Internet — scammers and creeps do it, too. About the Author… Online job search expert Susan P. Joyce 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, and Susan has been editor and publisher of WorkCoach since then. Susan also edits and publishes Job-Hunt.org, is a Visiting Scholar at the MIT Sloan School of Management, and a columnist on HuffingtonPost. Follow Susan on Twitter at @jobhuntorg and on Google+ |
Veterans training program expands
By Sheryl Jean - The Dallas Morning News (Tribune News Service) Soldier Albert Cruz doesn't leave the U.S. Army until October, but he's already preparing for the next phase of his life. He's in a Warriors4Wireless training program to learn how to dangle from telecommunications towers more than 100 feet in the air. "I'm in the Signal Corps, so it's a good transition for me," said Cruz, who is based at Fort Hood. He wore a hard hat and harness Wednesday as he climbed up 15-foot towers inside a Carrollton company as part of his telecom tower technician training. The U.S. Department of Veterans Affairs announced a new partnership Wednesday with Warriors4Wireless to expand its training program for wireless technicians as 250,000 soldiers leave the military each year and need help re-entering the civilian world. So far, the 2-year-old nonprofit organization has trained and placed more than 500 veterans in jobs, and it plans to do the same for up to 1,500 more by year's end. "The challenge for us is how do we find 250,000 jobs each year," Secretary of Veterans Affairs Robert A. McDonald said Wednesday in Carrollton. "The relationship enables us to make sure we bring all available programs of the federal government [and state government] to Warriors4Wireless." Warriors4Wireless president Kelley Dunne said military members may not realize they have the necessary know-how and experience to help companies repurpose certain telecom bands to mobile frequencies and operate drones for telecom tower inspections. It makes sense to focus on information technology in North Texas, one of three Warriors4Wireless training sites nationwide, because of the many tech and telecom companies here, McDonald said. Also, North Texas "is getting a disproportionately large number of veterans" because of the state's many military bases, its robust economy, lack of state income taxes and other factors, he said. McDonald led a discussion with representatives of 18 IT employers and organizations in the Dallas area to discuss best practices for recruiting, training and supporting veterans in the workforce. Robert Nicholson, chief administrative officer of NPower and a retired military member, noted that many veterans are skilled, but they need help with "soft skills" such as résumé writing and interview techniques. David Hamilton of America's Future Series organization said there needs to be a one-stop shop for vets or active service members for on-the-job training and career mapping. Mark Bibb, head of U.S. talent acquisition for Huawei Technologies, noted that it's difficult for military members to "show" their experience if they don't have a college degree or civilian work experience. For Cruz, the next step is to take his training outside to a real telecom tower. "I'm not afraid of heights," he said. Follow Sheryl Jean on Twitter at @SJeanDallas. |
|
TAO Privacy Statement | View Previous Issues | Military Job Fairs ©TAOnline.com 1996-2015, All rights reserved. |
