November 2019 |
Transition-e-news Volume 3 Issue 160 |
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Corporate Gray Military-Friendly Job Fair - November 22, 2019 - Springfield, VAMeet face-to-face with dozens of hiring companies at the November 22 Military-Friendly Job Fair at the Waterford Reception Center in Springfield, Virginia. Interview with Lockheed Martin, Booz Allen, Leidos, Prince William County Police, OBXTek, ARServices, Preferred Systems Solutions, LMI, Cognosante, National Security Agency, Odyssey Systems Consulting, Institute for Defense Analysis, 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 corporategray.com/jobfairs/411. Be sure to upload your resume so that 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. WPSDC's Military Officer Job Fair - December 6, 2019 - Arlington, VAAre you preparing to leave the service as a military officer? Would you like to talk with companies specifically seeking military officer talent? Then plan to attend the December 6 Military Officer Job Fair, which will be held from 8 am to 12 noon at the Army Navy Country Club in Arlington, Virginia. While sponsored by the West Point Society of DC, this event is open and free to ALL military officers regardless of commissioning source or branch of service. Meet face-to-face with representatives from Lockheed Martin, LMI Government Consulting, Institute for Defense Analyses, Ipsos, Belcan Government Services, Barbaricum, Worthington Industries, and more! For additional information and to register, visit militaryofficerjobfair.com Military-Friendly Job Fair January 23, 2020 - San Diego, CASave the date to meet with dozens of military-friendly companies at the January 23 Military-Friendly Job Fair being held at the Scottish Rite Center in San Diego, California. Interview with many top employers who are seeking to hire military-experienced candidates! Job fair hours are 9 am to 12 noon, with an Employer Panel discussion for job seekers starting at 8 am. Pre-register now via corporategray.com/jobfairs/424. Be sure to upload your resume so that 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! |
8 Available Resources for Unemployed VetsBy Maryalene LaPonsie - U.S. News & World Report - Copyright 2019 When Ryan Guina left the U.S. Air Force in 2006, he'd spent 6.5 years in active service and had extensive experience as an aircraft mechanic. However, that didn't mean he could immediately get a job as a mechanic after his discharge. "My military training did not give me the certifications (for a civilian job)," he explains. What's more, Guina was ready for a change and wanted to move into a new line of work. He was unemployed for six months before finding a job as a consultant analyzing supply chain logistics for a contractor. Today, he is part of the Air National Guard and runs The Military Wallet, a website he founded to provide personal finance and consumer savings information for military members, veterans and their families. Each year, approximately 200,000 service members transition to civilian life, according to a 2018 report from the U.S. Department of Veterans Affairs. Some, like Guina, may find their job won't transfer to the private sector without additional training or certification. Others may discover there simply is no civilian equivalent to their military occupation. Veterans who find themselves facing a period of unemployment can use the following resources to obtain training, find a job and smooth the transition to civilian life:
Unemployment BenefitsVeterans who were on active duty and honorably discharged may receive unemployment compensation for ex-servicemembers. They may also be eligible for state unemployment benefits. While each state administers its own program, veterans may be able to receive this compensation while going to school for a degree or additional training. The U.S. Department of Labor sponsors American Job Centers nationwide to help workers find career services nearby. Veterans employment representatives in these offices should be able to assist with understanding eligibility requirements and state rules. Government Career ServicesThe U.S. Department of Labor and the U.S. Department of Veterans Affairs both offer career services to veterans. "There are workforce teams out there to help," says Regan Jones, director of the Office of Military and Veterans Affairs at the University of Notre Dame. Jones spent 12 years as an infantry officer in the Marine Corps and completed two combat deployments. Based on his personal experience receiving assistance, he encourages veterans not to overlook government programs. "(They've) got a lot of great people doing great and even transformative work," he explains. Other government career resources can be found online. The U.S. Office of Personnel Management maintains a FedsHireVets website, which provides information on federal employment for veterans. Meanwhile, the "My Next Move for Veterans" program is sponsored by the U.S. Department of Labor and provides career exploration information, and states may have their own programs and websites as well. "It's a bit like a treasure hunt in some ways," Guina says. However, to make it easier to find needed services, the government-sponsored Veterans.gov acts as a clearinghouse to connect veterans to relevant websites. American Corporate Partners There are also a number of non-government resources for unemployed veterans. American Corporate Partners is one of them. The organization provides free yearlong mentorships that are intended to help service members achieve civilian career goals. Veterans must apply for the program; once admitted, each veteran is matched to a mentor who aligns with his or her career interests and professional history. "The program allows employee mentors to share their career development knowledge and working expertise of corporate America with veterans," explains Jim O'Neill, senior manager for strategic talent outreach at Raytheon, a technology and innovation company that participates with American Corporate Partners. Veterans Upward BoundThe Veterans Upward Bound program is available at select colleges and universities across the country. Free to qualified veterans, the program helps demystify military education benefits, offers refresher courses and tutoring and provides career counseling, among other services. While the program is housed at colleges, veterans don't need to be enrolled at those institutions to take advantage of Veterans Upward Bound services. "Most of the veterans we serve don't end up going to RIT," says Rachel Mathews, director of the Veterans Upward Bound program at the Rochester Institute of Technology. Part of the program's goal is to help veterans understand all their education and training options. Mathews says, "Going into a four-year bachelor degree program isn't always the right fit for a veteran." Warrior-Scholar ProjectThe University of Notre Dame is one of more than a dozen prestigious universities that participates in the Warrior-Scholar Project. The free program offers a one- to two-week academic boot camp to veterans who are transitioning from the military to higher education. "We want to be beacons of hope for those who have served or are serving," Jones says. Veterans selected to participate are mentored by successful student veterans and attend lectures, workshops and tutoring classes to help them prepare for college success. Yale University, Harvard University and Texas A&M are a few of the other host institutions. Veteran Career Workshops and Job FairsSome companies offer their own support services for veterans. "Raytheon sponsors workshops across the country for veterans focused on resume building, mock interviewing, networking tips and assistance with job search tools, including LinkedIn," O'Neill says. In 2019 alone, the company has been involved in approximately 200 military recruiting events. Websites such as RecruitMilitary.com and the U.S. Chamber of Commerce Foundation's HiringOurHeroes.org let service members and veterans search for career events in their area. They may also have digital services, such as resume builders, that can be useful for job seekers. Networking ServicesNetworking online through sites like LinkedIn or in-person at career fairs can help veterans make connections that lead to jobs. However, informal networking channels can be just as important, particularly for helping veterans adjust to civilian life. These may include local sports teams, veteran groups such as the American Legion or community nonprofit organizations. "The post-military transition can be difficult on an emotional level," Guina says. Service members who have spent years in a highly structured environment working as part of a team may struggle to adapt to the less-defined roles they have as a civilian. Participating in volunteer or social activities can provide unemployed veterans with an outlet to do something meaningful while also making connections that could help with their job search. Once hired, some companies offer employee groups to support their veteran workers. At Raytheon, that group is the Raytheon Employee Veterans Network. It provides veteran employees the chance to collaborate, participate in mentorship programs and support other service members, O'Neill says. Local Veteran GroupsIn addition to national programs, veterans are served by a patchwork of local organizations. For instance, Vets' Community Connections provides services in San Diego, Phoenix and South Bend, Indiana. Meanwhile, the Veterans Outreach Center offers free services to veterans in the Rochester, New York area. "Every state and every community is different," says David Oliver, outreach specialist with the Veterans Upward Bound program at RIT and a 34-year veteran of the U.S. Army and New York Army National Guard. To find resources in your area, search the internet for the local veterans groups, or if your community has a 2-1-1 information line, call that number to be connected to appropriate service organizations. While these resources can all help veterans find a job, it won't always be a quick or smooth process. "It's going to be a journey," Jones says. "Approach it with humility and patience." Copyright 2019 U.S. News & World Report |
Informational Interviews are a Form of NetworkingBy Hannah Morgan - CareerSherpa - Reprinted with permission People have asked me why I don't talk about informational interviews in my networking workshops. The answer is that informational interviews ARE a form of networking. An informational interview, an informational meeting is a better term, means talking with someone about what they do and/or what their company does to learn and get questions answered. What Is The Purpose of Informational Interviews?An informational interview aka networking is simply having conversations with people. As a job seeker, networking becomes defined as looking for a job. It is absolutely more than this. Are people really willing to take time to speak with you about this? It depends. There has to be a good reason or they have to see value in investing time meeting with someone. A classic sales term is WIIFM. "What is in it for me". What will someone get in return? When you are asking for an informational meeting, what is in it for them? How will they benefit from talking to you about what they do? These are some of the reasons someone would be willing to talk to you:
How To Ask For An Informational MeetingHow you ask for the meeting is key. Using the right language/words/tone of voice makes all the difference in securing the meeting. Here are some tips: Use the Referral Source EarlyYou can request an informational meeting either in person, through email or by phone. It doesn't matter how you ask the person for the meeting. What does matter is mentioning the name of the person who referred you (recommended you speak to them) early in your message. Mentioning a referral source, someone you both know, makes it feel less risky. Keep in mind, a little honest flattery is helpful. "I was speaking with Sarah Doe and she highly recommended that I speak with you about ___________ (occupation or company name). Sarah says you are extremely knowledgeable and would be helpful in my quest for information in this area." State the Purpose of Your MeetingOnce you've proven you're not a dangerous stalker, you can clarify what information you are looking for. (You are not looking for a job...yet. You are trying to see if your skills and experience will fit into that organization.) "I would enjoy meeting with you to discuss what you feel are the most valuable assets of people in your field." or "Based on your tenure in the field of [industry/occupation], I was hoping to learn from you some of the day-to-day challenges you face and how you stay current?" Be Prepared to Handle ObjectionsSometimes the response you get isn't really a rejection. Be prepared to handle any of these responses:
None of these responses really mean no. Don't give up. How To Respond To An ObjectionIf they say they are busy, ask when they will have more time to meet either before or after work. They are the right person because you were referred to them. Reinforce that their experience in the organization makes them exactly the right person. They understand how the organization works and that's important. If they direct you to talk to HR or say that their company isn't hiring, then your request probably included the fact that you are looking for a job. Move forward and say something like: "While I am exploring new opportunities, I'm more interested in learning about your organization and your experience working for them. Would you have just 30 minutes to meet?" If you receive an answer other than yes, it means that the person doesn't feel like it is "safe" or worth their time. Flattery will get you everywhere, try feeding them some. Also, remind them of who referred you. A little bit of guilt can be a wonderful leverager. Is There A Hidden Agenda?Honestly, there isn't a hidden agenda. Your purpose for the meeting is to gather information. You do not know yet whether you would want to work for that organization. That's why you want a meeting... to learn more! Your conversation may or may not lead to your wanting anything more from them. And you never know. You may find you have things in common with the person you meet with and this conversation could result in a new friendship. Confirming The Informational InterviewWhen you do land a meeting, remember to verify the time and location and send a reminder the day before. And provide the person with your mobile phone number just in case. The Format of The MeetingYou have asked for the meeting so you determine the agenda. Arrive early and be prepared! Here is the agenda for an informational meeting and more tips to make your networking meetings more successful. Always Send A Thank You MessageAfter informational interviews, you should always send a thank you message. Email or regular mail is fine. What you say in your message is more important. Here's what to include:
You should also follow up with the person who referred you to let them know how the conversation went. |
Soldier deaths in South Korea put spotlight on US military suicide crisisBy KIM GAMEL | Stars and Stripes - Reprinted with permission ©2019 All Rights Reserved CAMP HUMPHREYS, South Korea — Spc. Zachary Moore was drifting into and out of consciousness as the ambulance raced him to a South Korean hospital after he tried to kill himself. "Call my mom, call my mom," the 23-year-old signal support systems specialist asked his friend, a fellow soldier. Thousands of miles away in Florida, Jeanette Nazario answered the phone. "I was notified by his battle buddies that he was in the hospital in critical condition, then they notified me when he was in stable condition," she recalled. She became hopeful after a translator at the hospital said tests showed her son had not suffered any brain damage. But eventually his heart failed. "I was gearing up to take care of my son the rest of his life. I was just in mommy mode. I was like, 'Let me just get him back,'" she said. "And that's when I got a knock on the door and they told me he had passed." Moore died Aug. 2, 2017, hours after he was taken to St. Mary's Hospital in Uijeongbu from his barracks at Camp Hovey. He was one of at least nine 2nd Infantry Division soldiers — ages 18 to 32 — who died by suicide in nearly three years, from May 2016 to April 2019. Stars and Stripes obtained the manner of death of eight of those soldiers from the Army's Criminal Investigation Command. A family attorney confirmed separately that Pvt. Courtney Shields killed herself on April 26 while she was home on leave. CID referred questions about her case to local authorities. The number is not necessarily indicative of a trend, and suicide permeates all aspects of society. But it provides a grim snapshot of an unprecedented crisis in the military that has grown despite a concerted push and more than $1 billion to stop it. "The number of suicides we've had is definitely concerning," said Capt. Joseph Dragonetti, the 2nd ID's psychiatrist. "Those are all lives lost and families that have had huge tragedies." Deadlier than combatDavid Rudd, a former military psychologist and suicide expert, said the armed forces need to develop a better understanding of the effectiveness of suicide prevention efforts, and to come up with a more strategic and coordinated approach. "We've been at war for almost 18 years now," said Rudd, president of the University of Memphis. "That means we've been in a sustained, high operational tempo for almost two decades in the military, and that's difficult to manage." He stressed the need for thorough mental health screening in recruiting efforts and subsequently offering treatment as soon as problems are identified. "They have laxed a little bit on previous mental health issues in the military and that certainly, I think, elevated some of the risk and some of the concerns," he said. The Pentagon reported that 541 service members died by suicide last year, up from 511 in 2017 and 482 in 2016, according to a report released in September. Suicide rates for active-duty troops, which specialists say more accurately reflect trends, increased from 18.5 to 24.8 per 100,000 service members from 2013 to 2018. Service members who die by suicide are mostly male, white and under the age of 30, said Karin Orvis, director of the Defense Suicide Prevention Office. The New York Times reported this month that suicide has been deadlier than combat for the military, citing congressional testimony from Rand Corp. researcher Terri Tanielian that more than 45,000 veterans or service members have killed themselves in the past six years. "That is more than 20 deaths a day — in other words more suicides each year than the total American military deaths in Afghanistan and Iraq," the Times reported. Soldier's struggleMoore was stationed with the 9th Cavalry Regiment, 2nd Armored Brigade Combat Team, 1st Cavalry Division, in South Korea, where the military isn't fighting but is constantly on alert and in training mode due to the threat from North Korea. When asked specific questions, the division, based in Fort Hood, Texas, said it could not address the circumstances of Moore's death due to privacy concerns. "The Army is a family that does its best to prepare soldiers for challenging situations in combat, and also in daily life," division spokesman Lt. Col. Chris Brautigam said. "Suicide is a challenge our 1st Cavalry Division and Army family continues to battle, but the Army has several mechanisms designed to assist soldiers who need help." Those include periodic health assessments and pre-deployment readiness processing that includes meetings with health care providers who can help soldiers address their medical and mental health needs. The unit also has counselors and chaplains to provide discreet mental health counsel. "Most importantly, unit leaders and soldier battle buddies spend countless hours together and serve as a support mechanism for those who need assistance," he said. Nazario, a 47-year-old catering server from Clermont, Fla., believes her son's death could have been prevented. He should not have been deployed because he was being treated for depression, she said in a video interview. She said she had to file a Freedom of Information Act request to obtain her son's death certificate and other information about the investigation. Moore had expressed concern about his condition but was assured by his superiors he would have access to behavioral health care in South Korea and was given a mental health waiver permitting him to go despite his reservations, she said. His unit began its nine-month rotation in South Korea in June 2017, less than a year after Moore had suffered a mental breakdown and briefly went AWOL while at Fort Hood. Nazario said her son began receiving treatment after the Fort Hood incident and was still on anti-depression medication when he left for South Korea. "They put him in the most high-stress position knowing that he had behavioral health issues," she said, "so not only was he burned out but stressed out." Nazario said her son had changed his mind about suicide after consuming an entire bottle of his anti-depression medication on Aug. 1, 2017, but he didn't get the care he needed to survive. "He sent out red flags to everyone," Nazario said. "He let them know exactly what he took." Problems included a lack of urgency when he notified the duty desk in his barracks that he had consumed the pills and a language barrier with the South Korean ambulance crew, she said, citing witnesses. "It took almost 30 minutes to convince them to take my son in the ambulance because they didn't know why they were taking him," she said, adding that he began losing consciousness in the ambulance. Nazario, who met with military officials to discuss her son's case last year, believes the cause of death for her son should be changed to accidental suicide. "I acknowledge he did take the bottle. He did. But he also tried to live, and that is so important — that my son tried to live," she said. Warning signsNazario has been vocal in her criticism of the military's handling of her son's case in large part because she wants to see reforms aimed at preventing others from following suit. "We need a cultural change," she said. "Behavioral health care is not really monitored. It's a one-size-fits-all mentality and that can even go further in my son's case. They deployed him because they needed to have a body count to be deployed ... but he ended up coming back in a body bag." Experts stress that suicide can be prevented and urge people to watch for warning signs that include previous attempts, talk about dying, withdrawal from social interactions and feelings of hopelessness. Top risk factors include access to firearms, relationship problems and administrative or legal problems. Recommendations for helping somebody who may be suicidal include being direct, nonjudgmental, and willing to listen, and seek help, according to the Defense Suicide Prevention Office. The soldiers who died while serving with the 2nd ID in South Korea were from different units and backgrounds. Shields was the youngest, at 18. She was a signal support systems specialist from Bryans Road, Md., who initially thrived after arriving in South Korea to work with the Special Troops Battalion, 2nd ID Sustainment Brigade. "She was a valued member of the Dragon team that could brighten up any room with her infectious smile," battalion commander Lt. Col. Jeremiah Pope, said at the time of her death. But Shields appears to have suffered some trauma during her field work, according to Tamara Miller, a lawyer and retired Air Force officer who is representing the family. "That's when Courtney's mental state really appeared to decline precipitously," Miller said, adding she's satisfied with the military's investigation so far but hopes it will be expanded. "We're trying to urge the Army to look into the possibility of a sexual assault having occurred." Shields also told her mother that she had sought medical care for her depression, but her job requirements interfered with her ability to keep appointments, Miller said. Pfc. Adrienne Barillas, 22, was a water purification specialist from Texas who grew up in the Central American nation of Belize. South Korea was her first assignment in the Army. Barillas, who died on Sept. 23, 2018, at Camp Humphreys, was remembered at a memorial service for her warm smile and cooking skills. Sgt. Adam David Wright, 32, a multiple launch rocket system gunner from Beebe, Ark., died Nov. 11, 2018, at Camp Casey. Wright had been an officer in the National Guard but resigned his commission to become an active-duty soldier because he wanted to serve America in a foreign country. Pfc. Travis Walklin, 21, of Silver Springs, Nev., died May 3, 2016, at Camp Carroll after he was found unresponsive outside a barracks building. He was assigned to the Sustainment Brigade. Sgt. Jacqueline M. Anderson, 26, who died July 31, 2016, at her off-base apartment in Dongducheon. Anderson, of Leesville, La., shared the apartment with her husband, Sgt. Carl Anderson. They were assigned to the 210th Field Artillery Brigade. Sgt. Kenneth W. Morris, 32, who died Nov. 13, 2016, at Camp Hovey. He had enlisted in the Army at 18 as a food- service specialist and had served in Iraq, according to his obituary. "SGT Morris was known as the funny guy that everyone could count on to give them a hand or a laugh," it said, adding that the only thing he loved more than working on his car was "caring for his three children." Sgt. Marcos John S. Aguon, 28, a 1st Armored Division soldier who joined the Army in his hometown of Talofofo, Guam, died Nov. 4, 2018, at Camp Hovey. He was a cannon crew member with the Fort Bliss, Texas-based 3rd Armored Brigade Combat Team, which had rotated to South Korea the previous month. Raising awarenessThe military has taken steps to improve awareness about suicide prevention and to remove the perceived stigma that seeking help may adversely affect chances for promotion or security clearances. Chaplains and leaders at all levels have increased outreach. "The foundation of prevention is soldier-to-soldier and leader-soldier engagement," 2nd Infantry Division spokesman Lt. Col. Martyn Crighton said, adding that the personal interaction reduces isolation and increases the chances for early intervention if needed. This past summer, the 2nd ID opened the new Warrior Behavioral Health clinic in Building 7315 in the center of the motor pool on Camp Humphreys to improve accessibility. It's also solely focused on care for active-duty soldiers, which provides important mission understanding and scheduling flexibility. Previously, troops had to go to facilities across the base or to Seoul. There's a similar facility at Camp Casey, where the 210th Field Artillery Brigade and other soldiers are based near the border with North Korea. Dragonetti, the 2nd ID psychiatrist, said soldiers face the same major risk factors as the general population but have additional challenges. "One of the big ones would be that we're on the other side of the world from most people we know," he said during an August interview at Camp Humphreys. "The stigma for behavioral health is decreasing, and we're really actively trying to break down those barriers. We're trying to make ourselves less scary." Pervasive problemThe problem is not unique to the military. Suicide rates in the United States have been on the rise, with the Centers for Disease Control and Prevention reporting a 33% increase from 1999 to 2017. Officials say the suicide rate among most military populations, when adjusted for age and gender, is comparable to civilian rates. "I wish I could tell you we have an answer to prevent further, future suicides in the Armed Services. We don't," Defense Secretary Mark Esper told reporters in September. "I believe we have the means and the resources to get ahead of this and do better than our civilian counterparts," he said. "We just can't let these great, young Americans take their lives because of financial pressure or relationship challenges, or whatever comes up. We need to help them." Elspeth Cameron Ritchie, a retired colonel who served as a psychiatrist for the 2nd ID in South Korea in 1990 and was later the Army's top psychiatrist, agrees. "It has been a problem for a long time, and they have tried everything," said Ritchie, who participated in several task forces on the subject before retiring from the military in 2010. "It's not higher in the military, but it should be lower," she said of the suicide rate. "The reason for that is that everybody in the military is employed; they have health care; they have jobs; they often have a mission and a sense of purpose." Ritchie, chair of psychiatry at Medstar Washington Hospital Center, noted the problem is complicated by relatively easy access to firearms and a military culture that values toughness. "Leaders certainly get a lot of training on not singling out people and suicide prevention, but how that translates in the hyper-masculine world among the troops in the field does vary from unit to unit," she said. Successful interventionThat training paid off in a recent case involving a young 2nd ID soldier who was on his first overseas assignment for the Army. Pfc. Austin Farrell, 22, was struggling with his supervisors last year, and his personal life was shattered when his fiancee broke up with him long distance. Feeling lonely and isolated, the Titusville, Fla., native started having suicidal thoughts. Sgt. 1st Class William Smith listened to other noncommissioned officers discussing Farrell's case after concern was raised. Smith, who spent his childhood in and out of foster homes, decided he could help. "I was told the soldier was really depressed and thinking of doing some harm to himself," Smith, 52, told Stars and Stripes. "Basically, I just stepped up and said, 'Let me work with him.' " The Tallahassee, Fla., native had Farrell moved into his section at the headquarters battalion and began escorting the soldier to the behavioral health unit at the former military hospital in Seoul. He also developed a friendship with Farrell by talking about things they had in common. "By doing that he was able to share a side of his life with me," Smith said. "He started opening up a little bit. His attitude started changing." Farrell said he had been frustrated by supervisors in his previous unit and felt increasingly isolated from his family. "The leadership started talking down to soldiers," he said. "A lot of it was that I felt like I was useless, and I felt alone. I thought I would be alone for the rest of my life." Farrell credited Smith with helping to turn the situation around, saying he had been on the brink of being discharged from the Army before overcoming his behavioral health concerns. "He had a lot of hard choices in his life too," Farrell said. "He showed me that it's not always a dark side ... you always have to look towards the brighter part." Smith's advice to others trying to help a service member? "First help the soldier, get the soldier back to normal," he said. "Then he can be an asset, and that just makes us a better section." If you or someone you know may be considering suicide, contact the National Suicide Prevention Lifeline at 1-800-273-8255 (1-800-273-TALK) in the United States. Press 1 for the veterans and military crisis lines. You can also text 838255. In South Korea, you can reach that number by calling 050-3337-4673, press 1, or DSN 118. The 2nd Infantry Division also provides a list of advice and resources. DSN 911 is the general on-post emergency number. You can call 119 for emergencies elsewhere in South Korea. For more information, visit the Veterans' Crisis Line. In Europe, you can call 00800 1273 8255 or DSN 118. In Afghanistan, you can call 00 1 800 273 8255 or DSN 111.
gamel.kim@stripes.com |
Why cover letters gets a bad rap, and they shouldn't!By HRNasty - Reprinted with permission Cover lettersGet a bad rap. It's unfortunate because I would say that most of the folks that are hired include cover letters. Don't get me wrong, I throw out a lot of cover letters. It isn't because of a rule that states "Cover Letters are never read, so don't write a cover letter". That rule is a lie, don't listen to the haters. I make it a rule to NOT read cover letters which list skills irrelevant to the job posting, use the phrase "I am perfect for the job" or fill an entire page. That is the gospel. The cover letter does not land a job offerNo candidate was ever offered a job based on the cover letter so let's start with the following premise. The cover letter is not a resume and it is not going to land us a job offer. The cover letter is the introductory announcement that gets the hiring manager excited to read the resume. It is not a narrative of the resume. FULL STOP. Based on the 1000's of cover letters and resumes I have read over the years, I am convinced that most candidates create their cover letters and resumes with the wrong goal in mind. I know for a fact that most of these documents are not accomplishing what they set out to do because after reading most of them, I am NOT interested in reading the resume. Honestly, I get bored, pissed or both. Pattern recognition in the cover letterA lot of readers are thinking I am on my high horse and I get that. After reading 5 — 10 cover letters a few patterns start to surface. I am going to share those patterns with you so you don't fall into the trap and YOU CAN write a compelling cover letter. The number 1 goal of the cover letter is to tease the reader so they are interested in the resume. The cover letters should not be lengthy. When was the last time you proofed a cover letter or resume for a friend and were given the job posting for the targeted position? I bet it has never happened. It is tough to proof a cover letter if we don't know the desired position. So, let me put it into terms we all understand. Even if we are not dating, we understand the concept of attracting a potential +1. Requisite dating analogySWF: Single woman looking for a +1. Attractive, has a healthy relationship with daddy and is a professional. She posts a dating ad on the dating site of the month and waits for the responses to roll in. Recruiter: The recruiter is looking to fill a position. She works for a company with a great brand and good benefits. Our recruiter posts a job description on Indeed.com and waits for the responses to roll in. Hiring manager and recruiter work togetherSWF and BFF: This is not hot — single woman's first rodeo. SWF knows what she is looking for. She worked with her BFF to put the ad together and they didn't just bang something out in two minutes. They agonized over the phrasing and the words were chosen. They both have a specific vision of Mr. Right. (Like, OMG, I am not high maintenance. I can't help it if I happen to know what I want and have high standards. Fer reals though!) Yes, the headshot got a LOT OF RESPONSES. Recruiter and Hiring Manager: This is not the recruiters first rodeo. The recruiter and hiring manager know exactly what they are looking for because they pitched the position and skill set to their VP and requested a specific budget. They worked together on a job description. Because the company is a well-known brand, the recruiter received A LOT OF RESPONSES. The CandidateSWF: Our single woman is hot, has a great sense of style, and a headshot that shows she knows how to have fun. Her inbox is flooded with responses. Recruiter: Our recruiter wrote an interesting ad that talks about a great company culture, opportunity for growth and a cool product. Her inbox is flooded with responses. Job PostingSWF: Single Male comes along and responds to the SWF dating ad. He sends an email and attaches his own headshot showing he knows how to have fun. Recruiter: Unemployed Candidate is interested in the posted job and responds to an email. His email contains his cover letter and attached resume. Overwhelmed by the number of responsesSWF: Because a hot single woman has more responses than she can handle, she is NOT able to read each response line by line. She reads the first half-dozen, but soon sees a pattern. Within the first three lines, she knows if she is interested or not. If she is interested, she reads on. If she isn't interested, round file. Recruiter: Because the recruiter has more responses than she can handle, she will only sift through the responses. She doesn't read each and every response line by line. She knows within the first three lines if she has a qualified candidate, or not. Some candidates apply without a cover letter and she thinks:
Is there a match emotionally and mentally?SWF: After reading the first three lines of the response, hot single female forms an opinion and a mental picture of the potential suitor. Misspelled words just keep Single Guy single. SWF talked about Yoga, red wine and walks along the beach. If Single Guy talks about Football tailgating and NASCAR, we just don't have a fit, people. No need to read further. Recruiter: After reading the first three lines of the response the recruiter/hiring manger has formed an opinion on our unemployed candidate. If the position is for a bank teller and we are talking about our experience as a chef, plumber, product manager or real estate agent the search continues. Our recruiter is looking for a bank teller or an accounting major. Mindset when there is a matchSWF: If the response was interesting and relevant, hot single girl reads the entire email and is getting excited about opening the attached photo. The email uses proper grammar so she is hopeful our potential Mr. Right paid attention in school and has half a brain. He isn't vulgar so she imagines he is a gentleman. Single guy lets her know that he has future goals and she can already see herself making a life with him. She is hoping that she is in the suitors league. If he talks about how he is into physical fitness and enjoys Red wine all the better. She is getting tingly. Recruiter: The absence of misspelled words, proper business letter format, and bulleted accomplishments will make the email easy to read. After reading the first three lines of the response, the recruiter/hiring manager is already hopeful about us as a candidate. Yes, we may have a player! I hope I can afford this candidate and yes getting tingly. Give em' what they are looking forIf we want the resume reviewed with intent, we need to write a purposeful cover letter. When the online dating ad is looking for Yoga and Red wine, you respond with Downward Dog and Burgundy. If you don't want a response, list Yogi Berra and Red Bull in your cover letter.
Cover letter templateThink bad appetizer, bad foreplay, and uninspiring movie trailer. What are we mentally and emotionally expecting after all three? Bad, Bad and Uninspiring. For a cover letter format that is simple to write and effective, see my earlier post here and here.
See you at the after party, nasty: an unreal maneuver of incredible technique, something that is ridiculously good, tricky and manipulative but with a result that can't help but be admired, a phrase used to describe someone who is good at something. "He has a nasty forkball". |
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