www.CivilianJobNews.com

The Essential Military-to-Civilian Transition Resource

MAY/JUNE2011

INSIDEINSIDEMilitary-friendly company profilesDon’t miss the Most Valuable Employer for Military company bios (continued from the cover story). These employers represent some of the best bets for military-experienced professionals in terms of industry segments and career types ................................ page 4

From the blog:Get noticed!So you’ve found a military-friendly company that you are targeting

for a job. How do you get noticed and take the rightsteps to land that offer?Jessie Richardson tells you how ..................... page 12

C3: Career Coach’s CornerInterviewers see a veteran’s resume and may be inclined to prejudge that job seeker based on their military service. Tom Wolfe tells you what the main stereotypes are (positive and negative) associated with your military background .. page 18

Job fair calendarFind a job fair near your base with our job fair calendar. .................................... page 16

DEPARTMENTSPublisher’s Letter...................................... page 3Hot job listings.................................... page 12

by HEIDI RUSSELL RAFFERTY

Contributing Editor

Some of the sweetest words a military veteran can hear

after leaving the service are: “We would like to make you an offer,” says Michael Stevens, a veteran and now a training instructor at Navy Federal Credit Union. But it’s rare that an employer backs up a “military-friendly” claim with action, Stevens says.

However, Stevens found that to be true of Navy Federal, which has a 77-year history of employing ex-military talent.

“Leaving military service is one of the most traumatic events in a warrior’s life. It does not matter if the military member is retiring after 30 years as a Senior Officer or completing an initial enlistment as a Third Class Petty Officer,” Stevens says. “It is a difficult thing to move from khakis to a suit, but Navy Federal and their philosophy has made it easy not only for me, but for countless other veterans that call Navy Federal home today or will in the future.”

Veterans would agree that’s pretty much what it takes for a business to be a “Most Valuable Employer.” So Civilian Job News has released its annual list of those that, as Stevens puts it, back up their military-friendly statement with deeds.

Here are 35 Most Valuable Employers for Military and how they’re reaching out to veterans and active Guard and Reserve members:

Amazon: Amazon’s culture resonates with veterans, says Sarah Roberts, Military Relations Manager. “At Amazon, we’re customer-obsessed, and veterans know how to focus on completing a mission and serving their country,” she says. The company is hiring “military leaders” to fill positions as Area and Operations Managers within its North American Fulfillment Centers Operations. In the past year, Amazon has built a military talent program, including a team of dedicated military recruiters and a military brand. It hired more than 95 military leaders into various functions. Also, a bi-annual Military

Leadership Conference in Seattle exposes military hires to the company while growing their leadership potential within their new career. (www.amazon.com, www.linkedin.com/in/militarytalent, www.twitter.com/militarytalent)

The Exchange (The Army & Air Force Exchange Service): Military candidates are highly-desirable to the Army & Air Force Exchange Service, as they “have a familiarity with AAFES as a retailer, restaurant and services organization as well as our culture, customer expectations and lingo,” says Carol Chandler, Recruiting Manager. Career opportunities are in more than 3,100 facilities worldwide, more than 30 countries, five U.S. territories and 49 states. Recruiters hit military job fairs, outreach programs, functions and conferences. The Exchange also is a leading partner in the Army Spouse Employment Partnership, employing 5,602 military spouses. It offers several courses and on-the-job training opportunities. In addition, the Exchange’s

Welcome Home initiatives include support of the Rest and Recuperation program. For the third year, the Exchange partnered with Drew Carey and “The Price is Right” to raise awareness of troop support programs. (http://www.shopmyexchange.com/AboutExchange/Careers/careerinfo.htm)

BNSF Railway: BNSF Railway has a long tradition of hiring veterans (3,100 since 2005, alone). It continues to solidify military relationships by averaging one military career event weekly to hire veterans and bolstering those employees serving overseas and their at-home families via support programs, says John Wesley, Manager of Military Staffing. One family program is the Holiday Express train. It provided rides to more than 2,400 members of military families during a two-week trip. In all, the BNSF Foundation donates $70,000 to organizations

by CAROLYN HEINZE

Contributing Editor

As silly as it sounds, resumes are a bit like fashion: There

are many different styles, many different designers, and even

more opinions on what’s in and what’s out. While there is no secret format that guarantees landing a position (or even just an interview), there are a number of elements that job seekers should consider if they

want their resume to be placed at the top of the pile.

J. Todd Rhoad, managing director at Bt Consulting in Atlanta, observes that one of the driving forces behind the evolution of resume formats is

the fact that professionals no longer remain with the same company for their entire careers. “Before, they didn’t need resumes because they didn’t go anywhere,” he said. And, if they did, their resume probably listed every component of their work history. “In many cases, back then it was OK for a resume to be relatively long.”

Rhoad notes that today – because people tend to change jobs every few years – resumes have dwindled down to one or two pages in length. “It’s not pertinent to list your whole work

history,” he said. “Not only has the resume reduced down in size to between one to two pages; it’s really not imperative that you list your full history – recruiters only want to look back a few years.” Bt Consulting recommends a one- to two-page resume that features a summary statement at the top that’s designed to inform recruiters on who the job seeker is – as a person and a professional. A listing of acquired skills would appear underneath.

Kathy Malone, military transition

continues page 11

Are resumes trendy?

continues page 4

Announcing the 2011Most Valuable Employers(MVE) for Military® winnersEmployers representing a wide range of industriesand business sizes are honored.

2 MAY/JUNE 2011

FINALISTS

CivilianJobs.com Congratulates the 2011Most Valuable Employers (MVE) for Military®

Winners and FinalistsWINNERS

MAY/JUNE 2011 3

Publisher Bill BasnettManaging Editor Ashley HarmonArt Director Alec TrapheagenAssociate Editor Anthony MorrisContributing Editors Carolyn Heinze Heidi Russell Rafferty Tom Wolfe Janet FarleyContributing Writer Jessie RichardsonDirector of Technology Don NowakExecutive Consultant Marla SmithSenior Consultant Chuck WestAccount Representatives Don Johnson

Civilian Job News is published by:CivilianJobs.com1825 Barrett Lakes Blvd., Suite 300Kennesaw, GA 301441-866-801-4418

Reproduction or use without permission of any editorial or graphic content in any manner is prohibited. The inclusion of advertising is considered a service to our readers and is not an endorsement of products or advertising claims. Opinions expressed in articles are the opinions of the contributors and do not necessarily express the opinions of Civilian Job News or its staff .Subscription rate: $12 per year (6 issues). To subscribe, call 1-866-801-4418.

©2007-2011 Civilian Jobs, LLC. All rights reserved.

Dear Readers,

Civilian Job News is pleased to announce our third annual “Most Valuable Employers (MVE) for Military®” recognition. Last year’s winners showcased a variety of companies and industries all actively seeking military veterans for hire, and this year’s list is no different. Several exciting new companies made the cut, and there are some familiar repeats. The

MVE winners were selected based on surveys completed by employers outlining their 2010 recruiting, training and retention plans that best serve transitioning military and veterans. You will fi nd that although these companies are diversifi ed in their sizes and business practices, they all share one commonality: their commitment to hiring and promoting veterans within their organizations.

It should come as no surprise as to why employers continue to embrace this trend. Here are some of the comments we received from our MVE companies on why they actively seek out candidates with a military background:

“We believe that veterans have the skills, training, character and leadership experiences to not only identify with our company culture, mission, and values, but provide unique capabilities and real world experience to meet our client’s toughest challenges today, tomorrow and in the future.” - Halfaker and Associates, LLC

“We hire from the military because they exhibit the core competencies we look for in employees, including

service before self, ability to adapt to changing environments, ability to perform under pressure, leadership, integrity, attention to detail, strong follow-through, and dedication to process improvement. These competencies have been tested in the military in a high-speed, high-stress environment with proven results.” - Sprint

“We value the training and leadership development that candidates gain from their military service and experience. We fi nd they bring a unique set of skills and point-of-view to our company. Military-experienced candidates have a fi rst-hand appreciation and passion for our business, products and services…” - Northrop Grumman Corporation

I have found that military-experienced candidates have several key qualities that make them attractive to companies, including excellent leadership skills, loyalty, and a work ethic beyond reproach. Frankly, employers need to look no further than what you have to offer. Your experiences and expertise gained in the military make you the ideal candidate for many private sector companies.

We are proud that these employers are committed to helping transitioning military and veterans make the move into a civilian career. Make sure to include the “Most Valuable Employers for Military” list as a resource for your civilian job search as you begin your new journey.

- BILL BASNETT

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

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that offer support to military families in need. The railroad also fosters veterans’ careers. Since 2005, it has placed 500 vets in a high-profile, field-based operations management program, known as the Experienced First Line Supervisor program. BNSF sponsors apprenticeship/on-the-job training programs for service members, too. (www.bnsf.com/careers/military)

CACI International Inc: CACI services help federal clients provide for national security, improve communications and collaboration, secure the integrity of information systems and networks, enhance data collection and analysis and increase mission effectiveness. Veterans have the experience to make those missions successful, says Katie Moore, Employment Marketing Manager. Opportunities are across the United States, Western Europe, the Middle East and Korea. In addition to one dedicated military and one disabled veteran recruiter, every one of CACI’s 58 recruiters focuses on hiring veterans. CACI participated in 45 military job fairs in FY10. CACI also champions the hiring of disabled veterans through “Deploying Talent Creating Careers.” An internship provides on-the-job experience and training. All employees have access to CACI Virtual University and can complete relevant courses to advance skills. (http://www.caci.com/careers.shtml)

Capstone Corporation: Defense contractor Capstone’s workforce has grown from 200 employees to 525-plus in four years, says John J. McNally III, Senior Vice President, Growth. And, 71 percent of new employees are veterans or active National Guard or Reserve. The company specializes in military civil operations, missions systems support, and enterprise technical solutions, and 80-plus percent of its work supports defense and homeland security. Paul McKean, LTC (Ret.), Modeling and Simulation Specialist, says his “entire experience with the company has been superb and a model for how to treat employees.” Capstone will create at least 200 new positions in 2011. “Capstone is committed to hiring those great Americans who sacrifice so much to ensure a safer United States,” McNally says. (http://www.capstonecorp.com/)

CenterPoint Energy: CenterPoint Energy started its Military Recruiting Initiative in 2009. “The initiative has grown, and we have continued to gain recognition from the veteran and Reservist community for our dedication to hiring military,” says Angela Kohl, Military Recruiter. The company has also been featured in publications such as ‘The Texas Veterans 2011 Newsletter’ as a “military-friendly employer.” In 2010, the company hired 52 veterans. The company’s family environment was important to Jason Faber, an Army MSGT Reservist of 18 years who deployed to Iraq twice. Knowing that Faber and his family had no close relatives in Houston, the CenterPoint Energy team supported them with any and all needs when he was gone. He says the support gave him a sense of calmness, knowing his family was receiving special care. (http://www.centerpointenergy.com/careers)

Chesapeake Energy Corporation: Experienced military professionals excel in field operations and drilling services because their experiences have been in similar

working conditions, says Kelly Lawson, Human Resources Analyst. The company has two military-focused recruiting efforts, one for junior military officers with strong engineering backgrounds. “We have found that these individuals make excellent field production/operations employees,” Lawson says. The second is for entry-level drilling service employees. Chesapeake recently partnered with “Troops to Roughnecks” to recruit them. “Roughneck” is a slang term for anyone who works on a drilling rig. Approximately six percent of the company’s 2010 hires were military recruits. It added approximately 40 Junior Military Officers and 150 entry-level drilling service employees through the Troops to Roughnecks program during this time. (http://www.chk.com/Careers/Pages/Default.aspx)

Cintas Puyallup, WA: Cintas offers an industrial, hands-on, customer service environment and a culture of front-line leadership, says Kay Lucas, HR Manager. The company designs, manufactures and implements corporate identity, uniform programs, and also provides promotional and first aid-safety materials to more than 800,000 businesses. Open jobs are Service Sales Representative and Maintenance/Engineer. A dedicated military recruiter attends military job fairs. Last year, seven of 19 new hires were military. “I enjoy working for a company that cares about their employees as much as their customers and look forward to the career that I have chosen,” says Mike Rhodes, Tile and Carpet Assistant Technician. (www.cintas.com/hr/military.asp)

Concurrent Technologies Corporation (CTC): CTC is an independent, non-profit, applied R&D professional services organization. It provides management and technology-based solutions to the government and the private sector throughout the United States and Europe. “We find that military-experienced professionals are well-rounded individuals who tend to move quickly into leadership roles,” says Kristi J. Lisbon, Recruiter/Human Resources Representative II. Recruiters annually attend three military career events: Military Officers Association of America Career Exposition, Service Academy Career Conference and West Point Academy Career Fair. Recruiters also attend nationwide Transition Assistance Programs. To support the cutting-edge environment, CTC provides employees with many professional development opportunities. “It is our ability to offer them an opportunity to continue serving our country that is personally and professionally fulfilling,” Lisbon says. (www.ctc.com)

CSX Transportation: “Although the economy and job creation has been slow throughout the country, CSX has not slowed down on our dedication and recruiting of our veterans,” says Steve Toomey, Manager of Recruiting. CSX hired more than 450 Veterans in 2010, nearly 18 percent of all newly-hired employees. Recruiters attended more than 100 veteran-related job fairs in 2010. CSX is a career-oriented organization, Toomey says. Union employees attend safety and professional-related paid training and then on-the-job training. Managers get nine training months. CSX partners with the Wounded Warrior Project so that severely-wounded veterans can attend business classes for three months before becoming CSX interns. (www.csx.com -- Also use 888 884 9417, a dedicated number for military.)

DaVita, Inc.: DaVita delivers dialysis services in more than 1,500 outpatient clinics. With 35,000 teammates, DaVita seeks top clinical and non-clinical talent at all levels, says Cori Keuler, Leadership Recruiter/Military Recruiting Champion. A significant percentage of the annual recruitment advertising budget goes toward military hiring. In 2011, Training magazine honored DaVita for the seventh straight year as the No. 1 national healthcare service provider for workforce training. “One thing I really love is the autonomy DaVita gives me. As long as corporate policies are followed, I can run my clinics in my own way,” says Jovan Hollins, Facility Administrator. “I communicate with a wide range of audiences and people. My Air Force experience made me very effective at this. It was a very seamless transition.” (http://careers.davita.com)

Dollar General: Dollar General is the nation’s largest small-box discount retailer, with 9,200 stores in 35 states and nine distribution centers, representing 87,904 employees. “Dollar General is a growing company. We will be adding 625 stores in 2011 and a new distribution center. We are always looking for top talent and experienced leaders who can contribute to this growth,” says Heather Robertson, Diversity Manager. Dollar General currently employs more than 3,000 veterans, active duty military and Guardsmen. It is a 2010 recipient of the Freedom Award and has recently signed a statement of support with the Employer Partnership for the Armed Forces. Last year, Dollar General, also established an employee resource group at the Store Support Center called SERVE: Service-minded Employees Reaching Veterans Everywhere. (http://www.dollargeneral.com/Careers)

Fluor Corporation: Fluor offers wide-ranging opportunities for military candidates, with jobs like project management, engineering and construction-related activities, says Becca Webb, HR Specialist. Fluor works with governments and multi-national companies to design, build and maintain many of the world’s most complex capital projects. Fluor recruits for places ranging from Afghanistan to Peru. During the past 12 months, Fluor has hired more than 1,100 veterans, including a significant number of Junior Military Officers. The Texas Veterans Leadership Program and Workforce Solutions Southeast Texas recognized Fluor recently. Fluor recruiters attended 15 military job fairs between September 2009 and August 2010 and intend to participate in more than 30 in 2011. Fluor offers various programs such as Fluor University, which has continuing education courses for all employees. (www.Fluor.com/careers,www.Fluor.com/military and www.WorkatFluor.com)

G4S Secure Solutions (USA): As customers’ needs increase in complexity for G4S Secure Solutions, so does the need for additional highly-qualified military-experienced talent, says Lee Achord, Vice President, Talent Management. In particular, the company’s “elite” Custom Protection Officer Division was created with the U.S. Armed Forces in mind. It uses prior military service as a qualifier for employment, with consideration for Military Occupational Specialties such as Military Police, Combat Arms, Special Forces, Special Operations or career military. There are also needs for other MOSs. The company attends 50 military job fairs nationwide and has a dedicated

military recruiter. It has also participated in the Army PaYS for many years. More than 25 percent of employees are former U.S. military. (http://www.g4s.com/en/Careers/)

General Electric: General Electric employs more than 10,000 U.S. veterans, and one in 14 GE employees is a veteran, says Dave Ferguson, Manager, Military Staffing and Recruiting. Enlisted vets with technical skills go into the Field Service Program, and those without technical skills go into the Shops and Ops Program. For those using educational benefits, GE recruits veterans for the Campus Leadership Programs. GE also offers the Junior Officer Leadership Program for officers and is hiring JMOs for various leadership positions nationwide. Senior officers go into key leadership positions. In October 2007, the GE Foundation announced a two-year $1.5 million grant to Disabled American Veterans. It followed up with a $250,000 donation that December. In addition, GE has donated more than $1.5 million to the Intrepid Fallen Heroes Fund, Medal of Honor Foundation, Air Force Memorial Foundation, Air Force Museum, Marine Corps Museum, the Pearl Harbor Memorial Fund and the Vietnam Vets Wives. (www.ge.com/military and www.twitter.com/@gehiresheroes)

Halfaker and Associates, LLC: Halfaker’s competency of providing support to homeland security and defense “requires clearly-defined and highly-skilled Subject Matter Experts (SMEs),” says Rebecca Holloman, Director of Marketing. “Specifically, we are looking for SMEs who are able to provide support in the areas of force protection, antiterrorism, emergency management and CBRN defense.” Jobs are in Washington, D.C.; Northern Virginia; Ft. Knox, Ky.; Norfolk, Va.; Roanoke, Va.; Philadelphia, Pa.; Chicago, Ill.; Seattle, Wash.; Japan, Guam and Afghanistan. Halfaker developed a Wounded Warrior Employment Program in 2009. Besides employment, the program provides mentorship opportunities and sponsors various Veterans Employment Programs. In 2011, the company will recruit via Transition Assistance Programs, military job fairs and maintaining connections with groups like Wounded Warriors and Hire Heroes USA. (http://www.halfaker.com/careers.htm)

ManTech International Corporation: ManTech provides technologies and solutions for mission-critical national security programs. The company employs more than 10,000 professionals in 40 countries, half of whom are military veterans or active reservists. ManTech hired more than 4,000 employees in 2010, and 50 percent of those also were military, says Amy Gooen, Vice President of Communications. More than 1,900 of its staff is overseas with customers. “In fact, 88 percent of ManTech’s overseas staff works side-by-side with U.S. forces in Afghanistan and Iraq,” she says. ManTech is looking to fill up to 800 positions across its estimated 300 locations in 40 countries worldwide. ManTech has four employee support programs: orientation sessions, mentoring/networking, “ConstantCare” (for family members during an employee’s absence), and ManTech University. (www.mantech.com/careers)

Navy Federal Credit Union: For more than 77 years, Navy Federal has employed military-experienced talent to serve its members. In a recent employee survey, 75 percent of responders reported some type of

“Announcing the 2011 Most Valuable Employers (MVE) for Military® Winners” continued from page 1

MAY/JUNE 2011 5

military affiliation, says Jane Garten, Senior Communications Specialist, Employee Communications. “A candidate with prior service in the military is a natural fit with our organization,” she says. Recruiting occurs naturally, because Navy Fed’s campuses are primarily where there is a high concentration of military personnel. The credit union also works closely with recruiting groups such as the Army Reserve Partnership Program, among many others. Navy Fed also fosters careers. In 2009, 2010, and 2011, Training magazine named it a Training Top 125 Company for its commitment to learning and development excellence. (https://www.navyfederal.org/)

Northrop Grumman Corporation: “Military-experienced candidates … have the ability to make significant contributions to our development of cutting-edge technology for our government and civil customers worldwide,” says Laurie Palmquist, Manager, Corporate Talent Acquisition. The company is in all 50 states, plus 25 countries. One unique recruiting effort is Operation IMPACT (Injured Military Pursuing Assisted Career Transition). Northrop Grumman works with the Department of Veterans’ Affairs-Vocational and Employment Counselors at the Washington, D.C., Veterans’ Hospital. The counselors identify wounded soldiers that qualify for support under Operation IMPACT. Through December 2010, 85 Operation IMPACT employees were hired, and during the last year, approximately 16 percent of new hires were veterans. Northrop Grumman also recruits via targeted advertising campaigns, participation in military-experienced job fairs and assignment of business-specific military recruiters. (http://careers.northropgrumman.com/)

Paychex, Inc.: Paychex offers an ever-growing variety of payroll and human resource products and has more than 100 locations nationwide, serving more than a half-million businesses. “Veterans are a cross-section of our society and genuinely reflect the people who live and work in our communities,” says Laura Sharps, Recruiting Support Specialist. “Our continued participation in Stand Downs, Yellow Ribbon Programs, military job fairs and building of relationships inside military bases helps us to further expand our presence as we recruit military candidates.” Paychex has hundreds of open positions, from entry-level customer service and Information Technology, to sales and management positions. Besides job fairs, Paychex has a relationshipwith Employer Partnership of the Armed Forces and a Military Committee further enhances military recruiting efforts. (www.paychex.com)

Progressive Insurance Company: Progressive has made considerable efforts in educating its recruiting team on reaching those with previous military experience, says Christopher Humlicek, Talent Acquisition Manager. In 2007, the company started a “Sourcing Center of Excellence” and one focus area was attracting military talent. Since then, Progressive has supported training for its entire National Employment Team. Progressive attended five military job fairs in 2010 and expects to continue attending in 2011. Progressive currently has

more than 1,200 employees with previous military experience, representing more than 5 percent of the employee population. The company is also working on an employee resource group for military employees. (www.progressive.com)

Puget Sound Energy: Utilities are a highly-regulated industry. Puget Sound Energy finds that military-trained personnel blend well with that culture, says Rachael Brown, Senior Recruiter. “Their interpersonal skills and technical training… are huge assets to PSE, and because of this, we actively seek out military to fill many of our positions,” Brown says. The company fills positions throughout the Washington State region, with the majority at HQ. Managers do TAP Employer Day presentations, work with Hire America’s Heroes and also attend locally-based military-focused career fairs. “We tend to focus on the local market, as the Puget Sound region has a unique climate. So we look for those and those interested in living in the area first,” Brown says. (http://www.pse.com/insidePSE/careers/Pages/Default.aspx)

SAYtr: Woman-veteran-owned SAYtr specializes in transition leadership. Veterans are integral, says CEO Tamara Say. The company assists the Department of Defense with changes such as the BRAC, installation consolidation, joint moves and mission realignments. Every team member has either been a veteran or prior DoD civilian. This year, SAYtr also is hiring military spouses and those with experience in both private sector and DoD. As a small firm, SAYtr allows employees to create the job package that is right for the individual, with opportunities to customize benefits packages. Open positions include careers such as vice presidents, business development, graphic artist, engineering jobs and project managers. (http://www.saytr.com/SAYtr/careers.html)

Schlumberger: Schlumberger is recognized by the industry as the leader in employee training and development, says Jason Watford, North American Field Service/Maintenance Technician Recruiter. “Working for Schlumberger is not a job, but a career. We invest large amounts of time and money in each employee, training them to do their job and broadening them so they are ready to take the next step to management and beyond,” Watford says. Types of open positions are Electronics Technician, Mechanical Technician, Field Specialist and Equipment Operator. In 2010, the company hired 128 ex-military candidates for those jobs, or 42 percent of the total new employees in the United States and Canada. “The lifestyle working in the oilfield is similar, and our training structures are often compared by candidates to what they went through in the military,” Watford says. (http://careers.slb.com/)

Schneider National, Inc.: Military personnel thrive at Schneider, says Janet Bonkowski, Public Relations Manager. The company provides truckload, logistics and intermodal services, serving more than two-thirds of Fortune 500 companies. “Our need for talented associates who share our vision and core values will grow in 2011. The company’s workforce of 18,000 associates includes professionals working in office, maintenance/shop, truck driving and warehouse roles,” Bonkowski says, adding that the greatest area of opportunity is professional truck drivers. Schneider has a team of military recruiters led by a

former Army officer. The company is a key partner with the ARMY EPO, PaYS and the VETBIZ organization, and is also involved in Marine for Life programs. Schneider recruiters regularly visit Guard and Reserve units. Additionally, they work with the Transition Assistance Programs across all branches of the service. (http://www.schneiderjobs.com/)

Sears Holdings Corporation: Many veterans’ skills are transferable to the business sector. So Sears Holdings introduces them into leadership roles involving a wide range of industry disciplines, such as logistics, store management and home services, says Christina Dibble, Program Manager. “We find our military employees encompass a respect for procedure, possess teamwork and team-building ability, and have an accelerated learning curve,” she says. Among its many recruitment efforts, Sears is a founding member and partner with the Department of Army for the Army Spouse Employment Partnership, which helps spouses find employment. To support military employees, an Employee Resource Group is available: The Sears Holdings Associate Military Support Network. Sears Holdings currently employs more than 30,000 veterans and nearly 1,600 National Guardsman and Reservists. (http://www.searsholdings.com/careers/)

Southern Company: With 4.4 million customers and more than 42,000 megawatts of generating capacity, Southern Company is the premier energy company serving the Southeast. The company seeks engineers, instrument and control technicians, power plant operators (fossil and nuclear), lineworkers, nuclear training instructors, information technology, diesel mechanics and nuclear security officers, says Jerome Richard, Programs Strategist. In partnership with Direct Employers, Southern is posting jobs on the U.S. Army Reserves website. The company has participated in numerous TAP/ACAP sessions to teach veterans how to write a resume and how to conduct themselves in an interview, too. Southern also participated in the Fort Gordon Wounded Warrior Transition Unit program for wounded veterans, and it established a military “affinity group” to assist with recruitment, integration and retention of military veterans. (http://www.southerncompany.com/careerinfo/home.aspx)

Sprint: As an employer of choice for many ex-service people, Sprint offers broad career opportunities in diverse geographies and support programs (like an employee resource group for veterans), says Recruiting Manager Jerri Cofran. The company stands behind Guardsmen and Reservists when duty calls, guaranteeing time for training, plus a pay differential for 10 days of involuntary active duty. During the 2010 BP oil spill, Hardy Medlin, Sprint Systems Integration Manager, was Command Master Chief with the U.S. Coast Guard Reserve. “Sprint management was extremely supportive and made sure that prior to my deployment, I had answers to any questions,” Hardy says. Open positions include technical support representatives and retail sales consultants, network engineers, switch and RF/field technicians, and management jobs.(http://careers.sprint.com/)

Transocean: In the Navy, Matthew Acevedo felt he made a difference in the world. Now with Transocean, he says, “I still have that feeling. We strive, every day,

to be the best stewards of the environment so that we can leave as little impact as possible.” Transocean services all types of petroleum companies in offshore drilling markets. Its Subsea Trainee program recruits ex-military trained in hydraulics. Acevedo and others go through two training phases before becoming rig-based Subsea supervisors, says Lisa Mullins, Global Recruiting Manager. The company uses social networking and job fairs to hire for entry-level and rig management level jobs. (http://www.deepwater.com/fw/main/Career-Center-222.html)

United Rentals, Inc.: United Rentals is the largest equipment rental company in the world, with an integrated network of 531 rental locations in 48 states and 10 Canadian provinces. The company’s 7,300 employees serve construction and industrial customers, utilities, municipalities, homeowners and others. Positions include Service Managers, Technicians, Certified Driver’s License (CDL) A & CDL B truck drivers, Sales personnel and Managerial. “We currently have partnerships with GIJobs, Flexpath/MilitaryOneSource and other job boards to help with our veteran and veteran spouse recruiting efforts,” says Ruth Somoza, Corporate Human Resources Generalist. Veterans make up six percent of the workforce. Antwan Houston, a veteran and Region Maintenance Manager in Forest Park, Ga., says, “I was looking for the strong values that I found at United Rentals. This company definitely takes care of its employees; they promote from within.” (http://www.ur.com/index.php/careers/)

University of Phoenix: The Apollo Group Inc., parent company of the University of Phoenix, continues to lead the way as an avid employer of veterans in many of its subsidiaries, says Kirk Kyle, Director, National Accounts/Military. The University of Phoenix provides “ideal access and opportunity for service members transitioning to a civilian career, including veterans, and members of the Guard and Reserves.” The majority of military-experienced staff works at the campus in Phoenix, Ariz., but veterans staff many other campuses throughout 39 states. Veterans also staff the subsidiaries such as Institute for Professional Development, College for Financial Planning, Western International University, and Apollo Global, Kyle says. A majority of veterans works as Enrollment Counselors, Academic Counselors and Finance Counselors. The Apollo Group offers competitive compensation and benefits, including a tuition wavier program. (http://www.phoenix.edu/about_us/employment.html)

URS, Federal Services: URS is an engineering, construction and technical services organization. Veterans’ organizations give URS repeated accolades for its supportive programs and services. Fifty-four percent of employees are veterans, as well as 47 percent of new hires, says Marian Hyder, Vice President, Talent Management. URS works with American Corporate Partners, a nationwide mentoring program, and 88 URS employees have mentored veterans. In addition, URS supports many Wounded Warriors events and programs, plus gives troops holiday stockings and care packages. Senior managers routinely volunteer with military-support organizations. “Veterans play a critical role in our organization. The

“Announcing the 2011 Most Valuable Employers (MVE) for Military® Winners” continued from page 4

continues page 6

6 MAY/JUNE 2011

For more than 65 years, Fluor has served United States and international government agencies by executing challenging projects worldwide.

Fluor provides engineering, procurement, construction, and maintenance (EPCM) services, contingency response, site management, facility operations and maintenance, environmental remediation, nuclear material management, and logistics support to the U.S. Government.

We are currently searching for candidates for positions within the following areas:

• Engineering and Construction

• Management and Administration

• Operations and Maintenance

• Site Services

• Craft

Fluor is proud to be selected as a fi nalist for CivilianJobs.com 2011 Most Valuable Employers (MVE) for Military®.

If you would like to learn more about opportunities with Fluor, or want to apply, please visit: www.WorkAtFluor.com.

© 2011 Fluor Corporation. All Rights Reserved.Fluor values the contributions of a diverse and inclusive workforce

and is an Equal Employment Opportunity employer.

JOIN FLUOR TO TAKE ON SOME OF THE WORLD’SMOST CHALLENGING PROJECTS.

Take the next step in transitioning your future.

discipline, training and dedication they bring to our company are invaluable,” says Randy Wotring, President of URS Federal Services. (http://www.urscorp.com/Careers/)

USAA: USAA is the leading provider of competitively priced insurance, investments, and banking products to members of the U.S. military and their families, says Michael Kelly, Executive Director, Military Communications. In 2010, USAA exceeded its 25 percent goal to hire veterans or military spouses. Today, USAA’s military representation is more than 20 percent of its 22,000-plus employees. USAA is consistently recognized for supporting its Guard and Reserve employees. It was the first large company in Texas and one of only 15 employers across the nation to receive the 2005 Secretary of Defense Employer Support Freedom Award. USAA’s Pen Pal program also involves employee volunteers writing to deployed colleagues at least once per month. An Intranet site helps USAA employees’ transition upon their return. (https://www.usaa.apply2jobs.com/profext/careers.html)

Verizon Communications Inc.: As Verizon’s business has transformed to a global technology business, the company has redoubled veteran hiring efforts, says Emilia Williams-Gaston, Manager. “Our recruitment strategy is focused on building long-term relationships with the military branches and organizations,” she says. Veterans are important to Verizon Federal Network Systems (FNS), which provides expertise in designing, building and maintaining networks for government agencies. In total,

7-plus percent of its workforce are veterans. Verizon’s military leave policy is among the best in the nation, guaranteeing 36 months of pay differential during deployment. Also, the Verizon employee resource group, the Veterans’ Advisory Board, provides recognition, mentoring and development to veterans, and assists senior management with veterans’ issues. (http://www22.verizon.com/jobs/)

Waste Management, Inc.: A veteran is hired per day at Waste Management, North America’s leading provider of integrated environmental solutions. The company reduces waste while recovering valuable resources and creating clean, renewable energy. Five percent of veteran hires are disabled, and one in 12 workers are vets or active Guard or Reserve, says Wes Reel, Military Recruiting and Outreach. Waste Management is one of 30 employers to participate in the Corporate Military Recruiting and Transitioning Consortium (CMRTC) to identify best practices for military hiring. The company offers a Military Employee Resource Group, developmental programs for both junior- and management-level employees and a military spouse hiring program. “Your time in uniform can give you a leg up on those without it. Employers recognize your leadership experience and work ethic,” says Air Force veteran Marek Crabbs, now Sales Manager. (http://www.wm.com/careers/index.jsp)

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

BNSF Railway seeks military veteransfor the following positions:

ANTICIPATED START DATE: 1st Qtr. 2011 subject to change based on business need.

WORK LOCATIONS: Libby, Baker, Billings, Chester, Forsyth, Glasgow, Glendive, Great Falls, Hardin, Havre, Milcity, Shelby, Stanford (MT), Dickinson, Beach, Stanley, Williston, Mandan (ND), Twin cities (MN), (NE) Sheridan, Greybull (WY)

SALARY/BENEFITS: Approx. Pay from $17 - $25 per hr. Actual Pay rates vary by position. (Conductor Trainee pay rate) averages approximately $800 per week. Upon completion of training, earn up to $41,000 during the first year. Thereafter, the average conductor earns $68,000. Employees receive an annual benefits package valued at $22,000. Actual Pay rates vary by position. The terms of the collective bargaining agreement shall apply.

TRACK· Track Maintenance - Laborer, Truck Driver, Welder, Machine Operator· Truck Driver - Track Maintenance · Track Maintenance - Laborer· Welder - Track Maintenance

SIGNAL· Signal Apprentice - CO, MN, MT, NE, WI, WY

MECHANICAL· Electrician Diesel Engine - Locomotive · Mechanical Laborer / Hostler Helper Pipefitter / Sheet Metal Worker · Railcar Repairman (Carman) · Mechanic - Diesel Engines · Mechanical Shop Laborer TRANSPORTATION· Conductor Trainee

BNSF Railway Military Applicants POC:

Applicants must apply at www.bnsf.com/careers

“Announcing the 2011 Most Valuable Employers (MVE) for Military® Winners” continued from page 5

MAY/JUNE 2011 7

POWER

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Visit us at www.bestworkofyourlife.com.

8 MAY/JUNE 2011

MAY/JUNE 2011 9

STAND TALL AND DELIVER BIG.INSPIRE PEOPLE TO DO MORE. BE MORE.

At Verizon, we hold the brave men and women ofour military in the highest regard. We fullyunderstand the discipline and expertise necessaryto keep our country safe, and the weight of thatnoble responsibility. That’s why we’re committed toproviding them with an environment that enablesthem to apply their unique skills and experiences,and the training they need to ensure a smoothtransition from the military to the corporate world.Visit yourverizoncareer.com for more information.

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Careers For Everything You Are!Verizon is an equal opportunity employer, m/f/d/v.

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The Path You Took Leads You HereSouthern Company, one of the nation’s most respected electric utilities, knows it

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expert and transition coach at Front Line Transitions in Albuquerque, N.M., argues that a resume is, in essence, a marketing tool. “If this is a brochure, then let’s apply some marketing strategies directly to your resume.” The front page, she elaborates, is laid out like an executive summary, with the candidate’s contact information and then a short paragraph that summarizes his/her career. Following that are three to fi ve bullet points, listing the candidate’s accomplishments. “At the bottom of that front page, I put a testimonial from somebody that the individual has worked with. Just like in a brochure, you want to hear what other people think.”

As every transitioning veteran knows, one of the biggest challenges is translating the terminology applied in the service into civilian-speak to give civilian recruiters an understanding of your skills. “If you’re coming out of the military and you’re targeting a civilian organization that is not a prime contractor for the government and that does not do a lot of military work, you must translate what your job titles and skills were into something comparable inside of a civilian organization,” Rhoad underlined. The key, he adds, is communicating the value you can bring to a civilian organization. How can you generate revenue for them? How can you render them more effi cient? “You must give examples of how you have done this before.” And, it’s important to focus on the skill sets you have that are applicable to the position for which you are applying.

Tim Dehan, supervisor of fi eld recruiting for Chesapeake Energy Corporation – a 2011 Most Valuable Employer for Military winner based in Oklahoma City – notes that translating transferable skills is important even when dealing with veteran-friendly companies, such as his. “The Number-One thing that is going to help anybody transitioning out of the service is to translate the military jargon,” he said. “I don’t like seeing acronyms – I don’t know what ninety percent of them mean, and the average recruiter isn’t going to unless they have been trained, specifi cally, on how to decipher them.” He adds that this means that candidates must not only translate what they did in the military into civilian terms, but also emphasize how this applies to the civilian workplace. He urges those veterans that have never composed a resume before to seek professional help in writing one.

While translating your ‘transferable skills’ is necessary when dealing with a truly civilian company, it’s not always necessary – or even wise – to do so when applying for a position with an organization that is not only accustomed to working with veterans, but that is seeking those with military experience as well. “For example, if you are applying for a DoD prime contractor, it’s really not that necessary to try and translate your skills,” Rhoad illustrated. “For the most part – at least in my experience – they are looking for people who have worked on particular programs. In cases like that, you defi nitely have to list the military jargon, because that contractor will know what that jargon is.”

With this in mind, Jessie Richardson, a candidate recruiter for military placement fi rm Bradley-Morris, Inc. (BMI), reminds veteran job seekers to understand the difference between government contactors and military-friendly companies. “DoD contractors hire military because they have to. These companies are an extension of the military and they need military tangibles (specifi c programs and systems). In most cases, companies like the Most Valuable Employers (MVE) for Military hire veterans because they want to. They like the intangibles (leadership, loyalty, etc.).”

Wes Reel of the military recruiting and outreach department of Waste Management – a 2011 Most Valuable Employer for Military winner based in Houston – emphasizes that in taking the time to tailor resumes properly, candidates minimize the chances of frustrating recruiters. “Military-experienced applicants must tailor their resume to the job description that they are applying to,” he underlined. “Specifi c resumes that are tailored to job descriptions seem more relevant to a particular position.” General, ‘blanket’ resumes make screening recruiters guess at the applicant’s actual qualifi cations. “Don’t make recruiters guess what you are looking for – be specifi c and show specifi c skills and qualifi cations.”

For recruiters, resumes are no longer the only tools that they use to determine whether or not a job seeker is worthy of an interview: With the advent of social media, many hiring managers utilize sites like Facebook and LinkedIn to glean data on an individual’s background. “In the old days, you could be rejected based on your resume, and that’s not as true anymore,” Rhoad said. “Today, recruiters are searching social networking sites like Facebook and LinkedIn, looking for candidates. Now, you can get rejected without even sending a resume in.” If your profi le features something that recruiters don’t like, the interaction stops there. “If you are going to be out there playing around, realize that people will peruse these sites for job candidates, so make sure that you keep it somewhat professional.”

Above all, it’s important that candidates are confi dent with the value they can offer as professionals. “When you can be comfortable with who you are and what you bring to the table, and having thought through your experience, skills, value and talent – and be able to articulate that to a hiring manager – they’re going to be a lot more comfortable moving forward with you,” Malone emphasized. It’s this attitude, she said, that will enable you to create a resume that stands apart from the crowd. “Where there used to be 100 people applying for an advertised position, there are now 1,000 people applying for that position. If you are doing what everybody else is doing, you’re going to look like everybody else.”

Carolyn Heinze is a freelance writer/editor.

“Are resumes trendy?”continued from page 1

12 MAY/JUNE 2011

by JESSIE RICHARDSON

Contributing Writer

Studies have shown veterans to be overrepresented not only among

the ranks of leading CEOs, but also able to outperform the stock market’s main benchmark index (Korn/Ferry International, 2005). It’s no wonder companies with a military hiring program have a signifi cant competitive advantage. Despite the nation’s economic outlook, companies are actively seeking out military talent. Corporate America needs employees who can lead today, not tomorrow.

The announcement of this year’s Most Valuable Employer (MVE) for Military award winners will spur scores of savvy military-experienced job seekers to apply to military-friendly companies, and rightfully so. However, military experience is not a guaranteed foot in the door. So, if you are among this group, you may be wondering how to better your chances of landing a coveted MVE career. The following steps will lead you in the right direction:

Step 1: Get inside their headsWhat motivates MVE and other

companies to consistently dip into the military talent pool? According to Eric Salzman, Executive Consultant at Bradley-Morris, Inc., the nation’s largest placement fi rm focused solely on military-experienced talent, “documented leadership experience” sparks a company’s initial interest in military-experienced candidates. “Military leaders have been pushed and tried earlier and harder than most of their civilian counterparts, and they are not easily overwhelmed,” he said. When asked what keeps his clients coming back to Bradley-Morris, Inc. for their hiring needs, Salzman replied, “Because hiring military works… companies see a return on their investment.” Understanding what drives companies can go a long way in helping you to sell yourself.

Often, a company-specifi c answer can be uncovered through a little networking and research. Before applying, research the company of interest online. Pinpoint defi ning core values by analyzing the company’s history, reputation, products and services, and vision statement. Without asking for a job outright, connect to military-experienced employees through professional networking sites. Seek to understand what they bring to the table as individuals and as a group, gain insight into the company’s corporate

culture and hiring needs, and discover your potential value-add.

Coming up empty-handed? Many military-to-civilian executives attribute their corporate success to leadership traits acquired through military service, including excellent communication skills, a deeply rooted sense of ethics, the ability to calmly make sound decisions under pressure, defi ning a goal and motivating others to achieve it, organizational skills such as strategic planning and the effective use of limited resources, and adaptability. I think it’s safe to say most companies value these traits and most military leaders possess them.

Step 2: Target your sales pitchThrough research and networking,

let’s say you’ve uncovered a company’s penchant for loyal workers who work well as a part of a team, inspire healthy competition and goal attainment, and can maximize resources/manpower and minimize waste/downtime. Simply stating your ability to minimize waste, for instance, in your military resume or in an interview is not enough: you must prove it. Always backup something intrinsic, i.e. “cost-conscious”, with something extrinsic, i.e. “…saved $30k quarterly by developing and managing a fi rst-of-its-kind parts reclamation program…” According to Salzman, “Companies want to see quantifi able data attached to experience such as number of people led, total value of a project or budget, and cost avoidance…that’s a big one.”

Step 3: Don’t make a ‘you-know-what’ out of ‘you’ and ‘me’

Just because a company has a track record of hiring military experienced job seekers, don’t assume a military jargon-laden resume copied straight from your performance evaluations is going to do the trick. Salzman warns, “Your resume should be easily understood by everyone from the HR specialist to the CEO.” As the former director of MilitaryResumes.com and a current recruiter at Bradley-Morris, Inc., I’ve seen hundreds, if not thousands, of military resumes. However, I have yet to master the meaning of every acronym or understand the purpose of every command, program, system, or specialty for every branch

of service.Briefl y describe your command

(mission, services, “customers”, etc.), the technical makeup and capability of military-specifi c systems/equipment (if applicable), and the scope of your duties to establish due context, no matter the target company. Focus not on your formal, DoD-approved job descriptions, but instead on the skills derived from each job with respect to the company and job opportunity at hand. Finally, add plenty of individual accomplishments to make you stand out as a top-notch performer worthy of corporate recruitment.

Jessie Richardson, CPRW, is a candidate recruiter for Bradley-Morris, Inc. (BMI), and former director of resume services at MilitaryResumes.com. She is a Naval Academy graduate and regular commentator at the MilitarytoCivilian.com blog.

www.MilitarytoCivilian.com

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MAY/JUNE 2011 13

As a major in the Army Reserve, Becky Hamilton is proud to continue servvinngg g heheher rcountry. She is also proud to work for CSX, a company that truly values her mimilitataryry commitment and the skills and experience that it gives her. Our jobs start with exextetensnsivive paid training and can be the transition into a rewarding career. For more information onon job openings, click on the Careers link at csx.com.

Qualified candidates will be contacted by e-mail for interview, aptitude tests and drug screening. No applications accepted by phone or after the deadline. Equal Opportunity Employer. ©2010 CSX Corporation

14 MAY/JUNE 2011

A Culture of

Opportunities. At Sprint, we’re more than just talk.

We are leading the way with cutting-edge technology,

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We’re proud to hire military applicants wherever our

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• Customer assistance

• Service advocates

• Technical support representatives

• Retail sales consultants

• Logistics/procurement representatives

• Network operations specialists

• Network engineers

• Switch technicians and RF/field technicians

• Corporate management positions

For more information and a complete list of available

opportunities, visit us at sprint.com/careers. Equal Opportunity Employer M/F/D/V.

MAY/JUNE 2011 15

Navy Federal Credit Union values, celebrates, and enacts diversity in the workplace. EOE/AA/M/F/V/D

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Stores Supervisor – This position will report to the Manager of Purchasing/Stores. Responsibilities include: supervise, develop, and assign work to stores personnel; ensure inventory accuracy through cycle count procedures; supervise and coordinate movement of materials, ensure timely and accurate storage of parts and materials, manage non stock inventory, assist A/P in timely payment of invoice by tracking invoice discrepancies, assist in development of new policies and procedures, ensure compliance to MSHA regulations and site policies, etc. Candidates should have post secondary education in a related fi eld; two (2) years experience in a storeroom/warehouse or parts department; two (2) years lead or supervisory level experience. Bachelor’s degree preferred. Salary DOE

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MAY/JUNE 2011 17

Visit ge.com/militaryAn Equal Opportunity Employer

18 MAY/JUNE 2011

by TOM WOLFE

Career Coach and Contributing Editor

Congratulations are in order on two fronts. First, kudos to the companies which have

been recognized as the 2011 Most Valuable Employers (MVE) for Military®. Second, you, the reader, are to be congratulated for working smart. Finding a great job with a great company is hard work. You will save yourself a lot of time and money by focusing on companies that already know they want to hire veterans and have already been identifi ed as places where veterans want to work!

The optimism that you feel as you read about the companies featured in this issue is deserved — WOW, you could go to work for one of them! However, it would be prudent to remember that, although these companies have a preference for people LIKE you, you have to convince them to hire YOU.

Interviewers, just like the rest of us, have a tendency to pre-judge others based somewhat upon stereotypes. Companies with a history of hiring separating military personnel use the individual interviewing process to reconcile the positive and negative stereotypes associated with that population as a whole. Why you? Try these on for size:

Patriotic. Love of country. Desire to serve. Give something back. You do not take freedom for granted.

Leadership. Set the example for others. Empower your people to succeed. Look out for their welfare. Do the right thing.

Management. Frequently responsible for thousands or millions of dollars worth of assets. Accountable for it all.

Flexibility. You change duty stations and assignments often. You often work outside of your academic and/or military specialty. You can change course frequently.

Work ethic. You are not afraid of hard work and long hours. No clock punching for you. Do what it takes to get the job done. Nose to the grindstone. Find a way or make one.

Reliability. Your word is your bond. You can be counted on to be where you are supposed to be and do what you are supposed to do.

Self-sacrifi ce. Deployments. Harsh working conditions. Family separation. Others before self.

Health and fi tness. You never get sick, measured by the number of sick days you take each year. In good shape. Physically fi t. Well-groomed.

Impressive! Put yourself in the shoes of a hiring manager — how could you not want to hire someone with all of those attributes? “Why me?,” you ask. Now you know! But wait, before you get carried away, fl ip the coin and take a look at this alternate view of military personnel:

Rigid and formal. Uncomfortable outside of your uniform. Call everybody ‘sir’ or ‘ma’am.’ Have trouble relaxing in a business setting.

Hung up on rank structure. Overly attentive to the amount of metal on the collar or stripes on the sleeve. Superiors and subordinates.

How close to the front door of the club do you get to park?

Lack creativity, which may be why you chose the military in the fi rst place. Even if you have a creative streak, it has long since been beaten out of you.

Cannot think outside the box. Rely too much on the “plan of the day,” the organizational manual, and the “standard operating procedures.”

Guaranteed paychecks. Individual compensation is based on “attendance” not “performance.” The best and worst performers make the same amount of money.

Infl exible. Unwilling to take chances. Afraid to make a mistake. Change might be good, but not on your watch. “If it ain’t broke, don’t fi x it.”

Autocratic. Do it because I say so. That is a direct order, soldier. People follow you because they might go to jail if they do not.

Would you hire that person? Taken as a whole, this profi le would be unacceptable to any organization. Although this negative stereotype contains elements of truth, it can in no way be an accurate or fair description of any single individual in the military. However, the same must be said of all of those positive attributes mentioned earlier. An individual who could live up to all of those virtues would be impossible to fi nd. Reality exists somewhere between the extremes.

How can you use this information? Keep in mind that when you walk in the door for an interview, the interviewer has probably prejudged you to some degree and a large amount of this prejudice is based on the combination of positive and negative stereotypes surrounding military personnel. Interviewers -- at least the ones who know what they are doing -- will try to get to know you well enough to judge you as an individual.

Your mission is fairly simple: reinforce as many of the positive stereotypes as you can, defeat the negative ones that do not apply to you, and the job is yours! You can further enhance the odds of mission success by focusing on veteran-friendly companies — such as the ones featured in this issue.

Tom Wolfe, Career Coach, is a nationally recognized expert in military-to-civilian career transition and a contributing editor at Civilian Job News. He servedas a surface warfare offi cer in the Navy and has provided career guidance to military personnel since 1978. Contact him via email at tom@tomwolfe-careercoach.com.

Why me?

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www.TomWolfe-CareerCoach.comtom@tomwolfe-careercoach.com

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MAY/JUNE 2011 19

As the most recognized name in turkey, the Butterball brand represents more than 50 years of cherished memories with consumers globally. Our retail, deli, and foodservice products are distributed throughout the United States and in more than 20 countries worldwide. The tradition of providing top-quality, great-tasting products that make meals something to celebrate every day has made our brand an American favorite. Butterball is the largest producer of turkey products in the United States.

Butterball, LLC is nowhiring in the following areas:

Butterball, LLC offers:Paid Vacation & Holidays,Group Health, Dental, Vision, Company Paid Short-Term/Long Term Disability and Life Insurance; Flexible Spending Account; 401K; Tuition Reimbursement and much more!

Butterball, LLC is an Equal Employment Opportunity employer and does not discriminate against employees or job applicants on the basis of race, religion, color, sex, age, national origin, handicap,

disability, veteran status or any other status or condition protected by applicable federal or state statutes.

Please visit us online at www.butterballcorp.com

Come join the #1 TurkeyCompany in the Industry!

Welcome Home You make us proud!

As you transi on to civilian life, we welcome you to consider a career as a Triple Crown Owner/Operator. Manage your own business with a company that values your experience and skills. The Triple Crown welcome package includes:

Sign on Bonus Home Terminal Daily Healthcare Bene ts Lease Purchase Op ons Business Mgmt. Tools

800 756 7433 www.triplecrownsvc.com Delivering America Since 1986

Connect now. www.baesystems.jobs

Connect powerfully with the people and technologies that are shaping the future.

Be remarkable.

Your career deserves the strength of a company that has long been known for delivering transformational technologies and solutions. At BAE Systems, you will contribute to one of the world’s foremost technology companies.

The BAE Systems Intelligence & Security Sector is a leading provider of cyber security solutions, information technology, intelligence and analytical tools, and support solutions. These capabilities join an unyielding commitment to U.S. national security to continually advance the mission - to predict, prevent, and protect.

For more information about available positions, visit us online at www.baesystems.jobs. We are an equal-opportunity employer and support a drug-free environment. Applicants selected may be subject to a security investigation and must meet eligibility requirements for access to classified information.

MAY/JUNE 2011 20

Real Jobs. Real Green.Real Heroes.

Good communication is an essential part of successful military operations, and the same is true in the corporate environment. Military skills are useful every day at Waste Management.

My name is Derek and I’m a Corporate Communication Intern. Find out more at wmcareers.com

Derek Fadner, USMC (2004-2008) Waste Management Corporate Communications Intern