Transition Insight

Basic Questions

These questions are good to ask during the pre-screening phone interview or in the early stages of the interviewing process.

• What do you see ahead for your company in the next five years?
• How do you see the future for this industry?
• What do you consider to be your company's most important assets?
• What can you tell me about your new product or plans for growth?
• How do you rate your competition?
• Could you describe a typical day or week in this position? The typical client or customer I would be dealing with?
• What are the most important elements of this job?
• What are the three main factors you will be using to determine the right person for this job?
• Why is this position available?
• What did the last person in this position go onto do — and what were they like?
• How is job performance evaluated at your company, and how often?
• What was it about my qualifications that most appealed to you for this role?

More Specific Questions

These questions allow you to dig deeper into the job requirements and expectations and are best asked of your future manager.

• Could you tell me about the way the job has been performed in the past? And, what improvements you'd like to see happen?
• How does "X" get done here? (Where "X" is a key element of the job)
• What types of skills do you NOT already have on-board that you're looking to fill with a new hire?
• What goals do you expect the person who takes this job to achieve during the first year (or 30, 60, 90 days)?
• If I was starting in this position today, what would you advise me to learn first and do first?
• What are common mistakes that people just starting this job make that I can avoid?

Cultural Fit Questions

Finding the right cultural fit is important to you AND the employer. Listen carefully and without bias as you ask these questions.

• What do you like best about working here?
• What type of work do you delegate to your staff?
• Has anyone on your staff been promoted over the last couple of years? If so, what was the reason why this person was promoted?
• What would be the three things that your peers would say you do extremely well?
• Does the company welcome celebrating special occasions? What was the last occasion your department celebrated?
• What do employees do in their spare time?
• What opportunities do you make available for professional development and training?
• The company may have a formal recognition program; however, what type of recognition have you recently given to one of your staff?

Trial Close

Sometimes it is a good idea to see if you've left unresolved questions or issues unaddressed. A "trial close" can be a way for you to see what the interviewer is feeling.

• Are there any reservations you have about my fit for the position that I could try to address?
• This job sounds like something I'd really like to do — is there a fit here?
• Now that we've talked about my qualifications and the job, do you have any concerns about my being successful in this position?

Final Questions

There are no exceptions. You MUST know the answers to these questions. It allows you to plan your follow-up.

• What is the next step in this process?
• What is your time line for getting back to candidates about the next steps?

Some Veterans, spouses and caregivers can receive a Pfizer-BioNTech COVID-19 vaccine booster shot from VA.

In line with recommendations from the U.S. Food and Drug Administration (FDA) and Centers for Disease Control (CDC), only people who have already received a full series of the Pfizer-BioNTech vaccine at least six months ago have been authorized to receive a Pfizer booster shot.

The FDA and the CDC continue to review data to determine whether and when it might be recommended for recipients of the Moderna and Johnson & Johnson (J&J)/Janssen) COVID-19 vaccine(s). VA will plan to offer boosters of these vaccines if authorized and recommended.

Who is eligible for a booster shot?

Here are the Veterans, spouses and caregivers who have been authorized to receive the Pfizer booster:

• People 65 years and older and residents in long-term care settings should receive a booster shot of Pfizer-BioNTech's COVID-19 vaccine at least 6 months after their Pfizer-BioNTech primary series;
• People aged 50-64 years with underlying medical conditions should receive a booster shot of Pfizer-BioNTech's COVID-19 vaccine at least 6 months after their Pfizer-BioNTech primary series;
• People aged 18-49 years with underlying medical conditions may receive a booster shot of Pfizer-BioNTech's COVID-19 vaccine at least 6 months after their Pfizer-BioNTech primary series, based on their individual benefits, and;
• People aged 18-64 years who are at increased risk for COVID-19 exposure and transmission because of occupational or institutional setting may receive a booster shot of Pfizer-BioNTech's COVID-19 vaccine at least 6 months after their Pfizer-BioNTech primary series, based on their individual benefits.

Not offered at all VA medical centers

The Pfizer booster is not being offered at all VA medical centers. Please contact your local VA facility to find the nearest location where you can receive the booster.

In the meantime, you can get your booster shot at no cost to you outside of VA. You can locate a vaccine site at vaccines.gov/search. Make sure to take your CDC COVID-19 vaccination record card when you go!

VA Secretary: "An important step forward"

"With the authorization of the Pfizer-BioNTech booster for eligible individuals, VA can provide Veterans an opportunity to maximize their protection, continuing our work to keep people safe and save lives during the COVID-19 pandemic," said VA Secretary Denis McDonough.

Veterans will be contacted

Veterans who receive care in VA and are due for booster shots will be contacted and advised of the recommended shots, which may be offered by appointment or on a walk-in basis.

Get your flu shot, too

You can get both the COVID-19 vaccine and your annual flu vaccine at the same time. Veterans receiving care at VA who wish to get a booster shot can get both shots together during the same visit.

Veterans who would like additional information can visit the VA COVID-19 vaccines webpage, visit their local facility's website or contact their care team. If you have questions about the COVID-19 vaccine, visit the VA COVID-19 questions web page.

To read more blogs regarding COVID-19 vaccinations, visit blogs.va.gov/VAntage/?s=vaccination.

You've landed a new job. Congratulations! Now what?

Starting a new job can be stressful- remember your first day of school? You don't know many people and you aren't quite sure what to expect. Usually there isn't a mentor or guide assigned to help you understand what's what. So who do you turn to? What can you do to ensure success? Some might be thinking, "I'll just do my job really well". That isn't enough.

Starting off on the right foot can make all the difference in the world. What can you do to increase your odds of being successful? What can you do to begin to develop the right relationship with your manager and coworkers? How can you get up to speed as quickly as possible? It can often feel like you have big shoes to fill.

13 Things You Need to Do When You Start a New Job

1. Before you begin your new assignment, you will want to consider what your 30-60-90 day plan is for assimilating into your new role. This plan is not just about performance goals, it is about your interpersonal and emotional intelligence strategy too. Develop lists of questions you need answered in order to be successful in your new role. Ask yourself about the who, what, where, when, why of the job. How will you get answers to the questions you cannot yet answer?
2. Ask your new manager for a meeting. (Read Scot Herrick's post: The Ultimate Introduction to Your New Manager from Cube Rules.) During this meeting ask about the expectations of the job, time-lines, measurements for success, key players you should meet in the organization, and what pitfalls to avoid.
3. Observe co-workers, who knows who, what are they saying in the break room, how do they behave in front of managers and leaders.
4. Pick your friends. Carefully select the co-workers you chose to affiliate with. Begin building trusting relationships.
5. Figure out who you want to be. You have a clean slate. Consider how you want to be perceived by your new manager, co-workers and support staff. What is the "brand" you want to bring into this new organization?
6. Develop your strategy for continuing to manage your career.
7. Update your marketing plan.
8. Be open to new ways of doing things (Don't be a know-it-all)
9. Keep a running list of accomplishments from your new job (you'll need them)!
10. Identify professional development opportunities in and outside of your new company.
11. Create time in your new schedule to continue to network. How will you keep in touch with all the people you've met over the past several months? How will you meet new people associated with your new role inside and outside your new company? What professional associations will you join?
12. Inform recruiters of your new status, but stay active with them
13. Share your success story with your network is also important. Fellow job seekers want to know there is a light at the end of the tunnel. Your friends want to hear the good news and celebrate with you! Give back by telling your story.

I remember starting a new job once and asking my new manager, "What do you expect from me in this new job?". (Not the best question, first of all). The response I got was "I don't know." That's all. I quickly moved on to action items I would be targeting in the new job (again, probably not the right tactic, not being there long enough to know if these were important or not). I got a blank stare in return. What I failed to do was to develop a relationship.

Now, you can begin doing your job really well. Be a positive person. Be able to find solutions and teach yourself new things. There shouldn't be surprises if you've done a thorough job discussing expectations with your manager. However, remember, everything is subject to change. Be resilient.

Begin with the soft stuff first, find common ground, learn about each other. Then get on with the job.

Want to know the truth about your next job?

You've been searching and interviewing and all for the pursuit of that golden ring (a new job)! The harsh reality is that 60+% of you won't be in that job 18 months from now. Why? It will have something to do with you and your Emotional Intelligence (or Emotional IQ).

So, what can you do to protect your new position? Lots! Ronnie Ann at Work Coach Cafe listed 7 ways to insure your job by gaining more control over your Emotional IQ. For greater insight, you'll want to read her entire post "7 Ways To Bring Your Emotional Intelligence to Work". I've paraphrased them below:

1. You always have choices, don't play the victim.
2. Build strong relationships at work
3. Be perceived as having a positive attitude (perception equals reality)
4. Don't let your emotions drive your behavior
5. Avoid the blame game
6. It isn't always about being right, know when to give in or back down
7. Look for possibilities and opportunities
8. I will also add number eight (8)
   Always be looking for your next job (networking and exploring)

I am not going to place all the blame on you or the employer. Interviewing is not an exact science. Everyone is trying their best to be a good employee and a good employer. If you treat this new job like a relationship- open dialog, honest communication and a desire to make it work, it just might.

I wish you the best of luck!

National nonprofit American Corporate Partners (ACP) works with post-9/11 Veterans to help them find meaningful employment after military service. In ACP's most recent study of participants in its one year mentorship program, the average starting salary for Veterans who utilized ACP was more than $86,000, and importantly, more than 86% of Veterans are still at their same company one year later. The program not only helps Veterans find great jobs, but the right jobs for them.

ACP's roster of mentors is unmatched — senior executives from hundreds of America's top companies provide volunteer mentors to ACP. All industries and career paths are represented and Veterans are able to explore career opportunities, learn about job search tips and tricks, gain resume and interviewing skills, and get connected directly to employers who are hiring.

More than 21,000 veterans have found success by working with ACP. One example is Master Sergeant Denis Orellana, who applied to the ACP program after 20 years in the U.S. Army. He knew he wanted a career in Operations, Logistics, or Project Management, but wasn't sure exactly how to get there. His ADT Commercial Mentor, Tim, helped give Denis insight into his day-to-day duties as an Operations Manager. The pair also worked on Denis' resume and interview skills. Denis felt more than prepared to go after the job he had been hoping for, and he recently secured his dream job as an Operations Manager at Amazon.

Ready to take the next step?

Getting started with ACP is easy: visit acp-usa.org and fill out a brief application. Answer questions that include background, interests, military experience, and mentoring preferences such as gender or former service preferences.

What to expect after applying?

ACP will reach out within 24 hours and schedule a 15-minute phone call to ask a few more clarifying questions in order to match Veterans with the right mentor.

More than 20,000 Veterans have completed ACP's program, with a 98% satisfaction rate.

All post-9/11 Veterans who have served at least 180 days of active duty since 9/11 are eligible.

APPLY HERE

The sharing of any non-VA information does not constitute an endorsement of products and services on part of VA.