www.CivilianJobNews.com

The Essential Military-to-Civilian Transition Resource

JAN/FEB2012

INSIDE THIS MONTH’S ISSUE

W E L C O M E H O M E T R O O P S

Are you Linkedin?Connect withthe world ofcivilian business....................... page 4

ChecklistGet a pencil out andsee where you are inthe transition process.......................page 6-7

Job FairsDust off your resume, jobfairs want you!..................... page 8

Painting Your FutureMilitary strategiesto determine yourcareer path. ........................... page 3

What’s in a Name?Decodingcivilianjob titles .......................page 10

by CAROLYN HEINZE, Contributing Editor

Each year, Glassdoor.com publishes a list of the “Top

25 oddball interview questions,” questions shared with them by job seekers. You probably won’t find yourself put on the spot with questions like, “If you were shrunk to the size of a pencil and put in a blender, how would you get out?” or “How many ridges [are there] around a quarter?” There are, however, simple questions that can be just as challenging that you are very likely to be asked. Providing a confident, clear, and concise answer will go a long way to keeping your cool during the interview.

To help Civilian Job News’ readers prepare for their own interviews, we asked the experts this question: What are the five most difficult interview questions job candidates are likely to be asked? Here’s what they had to say:

“Tell me about yourself.” While this first one is not really a question, it can stump anyone who isn’t properly prepared. This requires candidates to have in mind their own ‘elevator pitch’ – a 30- to 60-second summary of their past experience, the skills they have acquired, and how they apply to the employer’s organization. “They want to know about your career, your goals and your mission,” says Jon C. Sosa, career coach and founder of Aries Career Systems. “They want to know what makes you a good fit for that position.”

“Why should we hire you?” This question demands not only that you are knowledgeable about

the company – including a bit of background on its founding, its mission and its values – but how the available position resonates with your skills as well. “If you are prepared, you can match your skills and ability to all of the requirements of the position,” Sosa says. “I would say, ‘The position requires X. As you can see on my resume, I have not only fulfilled those needs, but I also have accomplished this.’”

“What do you want to do?” Matt DeLuca,senior consultant at Management Resource Group, Inc. in New York, and co-author (with Nanette DeLuca) of ‘Best Answers to the 201 Most Frequently Asked Interview Questions’, underlines that for this one, candidates must focus on why they are a good fit for the company. “You are there to convince the employer that you have three things they are looking for: the skill to do the job, the motivation to do the job, and the chemistry that is going to work in the organization,” he says. “If you did your research and you know about the organization, you say, ‘I’m a hard worker. I really want to work for an organization that has unlimited potential.’” Then, he adds, “you close by connecting these statements to the specific company: ‘This organization is one that I would really like to work for, because I could quickly add value with the skill set that I have and the position that I see you have open.’ This draws a link between what you have and what they need.”

“What are your strengths and weaknesses?” Sosa reminds candidates to be confident about their strengths and, where

you can, to make references to numbers: “How many people did you manage? How many promotions, commendations, honors or awards did you receive over a certain period of time? Did you increase profits? Did you decrease loss? Everything should be measurable.”

But what about your weaknesses? John DiPiero, Colonel, USAF, Ret., a specialist in military recruiting at the insurance and financial firm USAA, notes that candidates can portray their weaknesses as strengths. “Your objective isn’t to discuss your weaknesses as much as it is to discuss how and why even your shortcomings make you an ideal candidate,” he says. “For example, you may be a detail-oriented workaholic that neglects family and friends. You can turn these weaknesses around by saying that you’re very meticulous and remain involved in projects until you’ve ironed out all the problems, even if it means working overtime. Most interviewers aren’t expecting you to be perfect – and they’re unlikely to believe that you will reveal your true weaknesses. They’re just probing for soft spots.”

“What are your salary expectations?” Money is a touchy subject, but candidates should be prepared to know what they are willing to accept from a salary perspective. Many times, a candidate has already had to consider this prior to applying for a job as a salary range is advertised as part of the position description. Be cautious about proceeding with the interview unless you are willing to accept a salary within

the advertised range. Companies will rarely publicly post a position unless it has been budgeted for and approved. Don’t think that you will “wow” them and achieve a salary higher than the advertised range.

With that said, what if you have to answer the “salary expectation” question? Sosa counsels candidates to research what a comparable position pays in the city and region where you are interviewing. Salary.com is one online resource. While you shouldn’t take publicly available salary information as gospel, this research enables candidates to have some type of reasonable expectation for what the position could potentially pay.

“Have two numbers ready,” says Jason Cook, executive consultant with military placement firm Bradley-Morris, Inc. (BMI). “The first number is your no-brainer number. This is the salary you would be willing to accept on the spot,” Cook explains. “Phrase it as ‘Based on research that I have done on area salary ranges for this

position and the experience and skills I bring to your company, my preferred salary would be $X. I would be excited and honored to accept an offer for that amount.’” Cook advises to follow this up with your minimum number. “Giving a fall-back number is advisable to keep yourself in the hunt, just in case you’ve priced yourself out of the salary range for the position. “You can say this follow-up phrase ‘However, I would be willing to strongly consider $Y. This salary would enable my family’s living standard to remain relatively stable.’ This shows you have put some thought into your salary requirements.”

Although any question can stump even the best candidate, projecting confidence is the key to a successful interview. Companies need great employees. Take your time, listen and project the qualities of a high-value employee.

Carolyn Heinze is a freelance writer/editor.

“I…Um…Well…”

"Your objective isn’t to discuss your

weaknesses as much as it is to discuss

how and why even your shortcomings

make you an ideal candidate."

The 5 most difficult interview questions – and how to answer them

2 JAN/FEB 2012

Publisher Bill BasnettManaging Editor Kathy ScottArt Director Alec TrapheagenAssociate Editor Anthony MorrisContributing Editors Janet Farley Carolyn Heinze Heidi Russell Rafferty Tom WolfeDirector of Technology Don NowakExecutive Consultant Marla SmithAccount Representative Don JohnsonAccount Representative Corey BranningAccount Representative Duane Neumann

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.

©2007-2012 Civilian Jobs, LLC. All rights reserved.

Civilian Job News and CivilianJobs.com are wholly-owned subsidiaries of Bradley-Morris, Inc. (BMI), the largest military-focused placement firm in the U.S.

Q: Most job applications ask if an applicant has ever been convicted of a crime. I have something on my record from when I was 18. I’m concerned if I disclose it, I won’t even be considered. Is that usually the case?

A: I can’t speak for employers, but I always advise that honesty is the best policy, especially if you received an Honorable Discharge from the military. I would be up front with the hiring manager. With technology as it is today, a criminal record is nearly impossible to hide.

Q: Are there specific documents I should take with me to an interview?

A: Always bring at least 10-15 fresh copies of your resume to provide to additional staff members that join your interview process. Other paperwork such as your evaluations, transcripts, letters of recommendation or your DD-214 should be accessible if needed, but they aren’t necessary to bring to an interview unless requested.

Q: When the interview is over, what should be my follow-up? Does it sound desperate if I say, ‘I really want this job?’

A: The final impression is just as crucial as a first impression. If you want the job, say so. Be direct, but confident. Acknowledge the hiring manager’s time spent with you, and let them know that you look forward to next steps and are available by phone or email for any follow-up.

As soon as possible, within the first 24 hours,

send a handwritten note to the primary interviewer(s). The note should contain a reminder of your skills and your interest in working with the company:

Dear ___________,

Thank you for meeting with me today to discuss the position of ____________ within your organization. My experience as a ________________will allow me to immediately make a positive impact. I look forward to next steps.

Sincerely,

Q: Can I send an email instead of a handwritten note?

A: There’s nothing wrong with shooting off a quick email to the people you met during your interview process, but remember that a handwritten note will set you apart from your competition and really go a long way to reflect your character and attention to detail.

Mike Arsenault is Director of Candidate Services at Bradley-Morris, Inc. He can be reached at (800) 330-4950 ext. 2105 or by email at marsenault@bradley-morris.com

Ask the Recruiter

JAN/FEB 2012 3

by JANET FARLEY, Contributing Editor

Your military-to-civilian career transition might be something you have dreamed

about for a long time. Even so, it can be a stressful and challenging move to make in the best of times. In our recent economic environment, it can be downright scary.

Relevant words of encouragement are in order.

“Transitioning out of the military is a turbulent time in a service member’s life. It certainly was one in mine,” said Command Sergeant Major (Ret.) Byron Barron, Airborne Ranger and owner of CertaPro Painters, a residential and commercial painting franchise in Northeast, Georgia.

After almost 27 years of service, Barron retired from the military in 2007. Like others in the same situation, he wasn’t exactly sure what to do next.

“To help me figure out what I wanted to do as a civilian, I used the decision making process that the Army taught me,” said Barron adding that he made his decision by turning it into a simple mathematical equation.

“I literally wrote down the things I wanted out of my next job and the things I didn’t want. For example, I knew I didn’t want to work weekends and I knew I did want to have more control over my schedule,” said Barron.

“By the time I identified all those wants, along with the pros and cons, everything pointed to a job in the service industry for me,” said Barron.

According to the now successful business owner, he then researched various options.

“I knew I had to get a mentor and then either start a business or buy a franchise,” said Barron.

“After weighing my options and talking to other business owners, I decided to buy a franchise.

The painting business has proven to be a good choice for Barron who employs 25.

“Usually I have four crews of painters

working for me throughout the year. In the summer, when things are very busy, we may have five or six crews on jobs,” said Barron adding that business is beginning to slow down a bit with the arrival of the holiday season.

His post-military career has also turned into a family affair of sorts.

“My daughter, Valery, works as an officer of the company and does a little bit of everything. As soon as my wife gets tired of working for someone else, I’m going to hire her too,” said Barron.

Key Factors to Franchise SuccessIf you are thinking about getting out

and purchasing a franchise, Barron suggests you aggressively buy down your personal debt, get a solid education and capitalize on the leadership skills and technical abilities you learned in the military.

“Leave the military owing as little as possible. When I retired, the only debt that I carried was a mortgage. That enabled me to effectively leverage my assets and overcome my cash flow management issues,” he said.

Barron believes that it is also helpful to have a strong educational background and a practical understanding of cash flow management in order to be successful as a franchise owner.

“It helped that I earned my Master of Business Administration (MBA) degree while still in uniform,” said Barron who encourages service members in and out of uniform to take full advantage of their education benefits.

“While I knew and understood the words of the business world, I didn’t necessarily understand the practical application of them. To fill that gap, I networked with others, friends and associates who did understand it and who were willing to share that knowledge with me,” said Barron.

“As a business owner, you have to understand how all things work, because those you employ and their families are counting on it,” he said.

Barron also feels that the leadership

skills and technical abilities that you learn in uniform go a long way to helping you in the civilian world.

“It’s all about leadership. The skills I learned and used as an Airborne Ranger are directly applicable to my civilian job. It’s about being in the right place at the right time and saying ‘what’s going on here?’

“For example, when I was in the Army, I was in charge of small units or self-directed teams who worked in vast terrains and were trained to do specific tasks. As a leader of those teams, I had to supervise others. Occasionally that involved reminding someone to tie his or her boots or to secure their chinstrap,” said Barron.

“As a leader of painting crews, I occasionally have to remind someone to put the tarps down before they paint or to put out our [advertising] sign in the front yard,” said Barron.

“People know what they have to do, but they don’t always do it. It’s the leader’s job, in uniform or out of it, to lead,” said Barron.

According to Barron, military-learned technical skills are also highly marketable.

“The [military] taught me to be a learning and adaptable individual,” said Barron.

“When I was first issued a computer in the Army, I didn’t really know what to do with it. I learned how to use it, though,” said Barron.

“I’ve found out since I became a civilian myself, that the technical skills we learned in the military are usually greater than those of our civilian counterparts,” said Barron.

Solid Transition Advice for EveryoneWhether you consider franchise

ownership an option or not, Barron has several solid suggestions to help you make your career transition a smooth one.

“In the process of getting out, you need to do your due diligence. Ask the questions. Read the reports. If you don’t understand what you’re reading, ask

someone to help you figure it out,” said Barron.

You may be worried about finding a new job and accompanying paycheck, but Barron suggests you avoid panicking.

“Take it easy. If you are retiring and you plan properly, you can actually live off your retirement. There’s no need to panic,” said Barron.

Barron also suggests you take advantage of the available transition-related resources.

“Use the transition assistance program [Army Career and Alumni Program (ACAP) for Army] and the Veteran’s Administration (VA). They can help you find the answers and make the good decisions,” said Barron.

“Enjoy your transition. It’s an amazing process. Go where your heart leads you. Listen to that passion and let it lead you. You will be just fine,” said Barron.

Janet Farley is the author of the forthcoming book, “Quick Military Transition Guide: Seven Steps to Landing a Civilian Job,” (JIST Publishing). For timely transition tips, follow Farley @Mil2CivGuide on Twitter.

Painting a Successful

Post Military

Career

"To help me figure out

what I wanted to do as a

civilian, I used the decision

making process that the

Army taught me."

4 JAN/FEB 2012

by HEIDI RUSSELL RAFFERTY, Contributing Editor

It’s considered one of the top three social media networks behind Facebook and

Twitter, and a must-have for professionals. No, it’s not MySpace or Google+; it’s LinkedIn. It might seem like just another place to put your resume, but it is so much more! Not only can you search for jobs, you can join groups, like our own Linkedin Group, CivilianJobs.com, and connect with military that have transitioned or are transitioning. LinkedIn Groups can offer invaluable information and great contacts.

Here are seven ways to create a winning public profile.

Get a decent photo.1. According to Nashville-based Managing Director for Reputation Advocate Steven Wyer, author of “Violated Online,” the most important step to creating your profile is posting an appropriate picture. “It is amazing how many people don’t put one in, and if they do, it’s not a professional head shot. We don’t want to see you at the beach on Thanksgiving weekend,” Wyer says.

Try to be as specific as possible. 2. What you post on your profile is used when prospective employers are searching for potential hires. However, if your goal is to work in the defense industry, defense contractor recruiters may be searching LinkedIn for specific experience that can be best related in military acronyms. For instance, if you repaired a certain type of aircraft or piece of electronic equipment, including the acronym for it could help you be found. So it may be wise to have both – a civilian-worded area and a military acronym area – for each area of your experience.

Join groups, then participate.3. Each LinkedIn member can join up to 50 groups. All told, there are 871,000 groups. “In those groups, participate and drill down into your specialization,” Wyer says. “If I’m a headhunter for an engineering firm, I’m in 50 engineering groups, and I’m reading threads, looking to see who is articulate, intelligent and knowledgeable. It’s the greatest screening process in the world.”

Connect. 4. This is the fun part. Search for friends under “people” in the search box at the top right of the page. It’s also completely appropriate to connect with people in your group. The benefit of connecting is like any other kind of networking, it’s a way to get your foot in the door (if you’re connecting with someone at a company where you are interested in working) and to build your own personal network. You can also find out what your peers have done. One of the biggest benefits of LinkedIn is that you can use the people search tool to see what others in your

branch of service, and perhaps even in your rank and Military Occupational Specialty, have gone on to do in the civilian world. You should also try to connect with any person you served with that can give you advice about your job search, or even more importantly, a positive recommendation.

Realize the power of a LinkedIn 5. recommendation. “Those are, in essence, referral sources. On a traditional application, you’d list three employers, and the interviewer calls them. Now they have the ability to see where you’ve worked, who recommended you and actually have a dialog with them without calling,” Wyer says. To request a recommendation, you go to your profile, scroll down to “recommendations” and send a request to someone to whom you have already been linked.

Create a vanity link: 6. When you first create your LinkedIn profile, LinkedIn also creates a personal link, which usually looks like: http://www.linkedin.com/pub/Joe-Smith//22/z00/x52. To create a link that is more easily found, simply log into your profile and click on “Edit my Profile.” Scroll down to the words “Public Profile” and to the right side of the link click “edit.” Most people use their first and last name, but depending on how unique your name is, you may have to try a few combinations to get what you want. If your proposed name is already taken, LinkedIn will let you know after you click “set address.” Once you have your link, you can include it on your resume.

Treat connection requests like you 7. would at a networking event. “A good rule of thumb is to accept all [requests to connect] and not try to filter people out,” Wyer says. “What that individual person has to say to you may not be of particular interest, but you gain access to their network, and someone in their network may be of high interest to you, or you may be to them.”

Secret Tip: Once you log into your profile, click on “Home.” Then, halfway down the page, you’ll see a box that says, “Who’s Viewed Your Profile.” Some people don’t realize that this lists everyone that has looked at your profile within a certain time period. Sometimes, it may just say, “Anonymous LinkedIn User,” but more often than not, you will see a list of people.

Even after you transition to civilian life, LinkedIn provides peer-to-peer networking and ways to enhance your professional career. Keep linking and joining groups. Remember, “It’s who you know,” that counts.

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

Social Integrity MustsInsulate your job-hunting presence online with a few ethical and

reputational safeguards. Here are some tips:

Social media is about transparency. You have to be truthful. In your profile, remember that specificity drives credibility.

Use a professional email address. Gmail is considered professional nowadays, because of its business suite of services like Google Docs. Get a professional individual gmail address. Addresses such as JoeandColleen@gmail.com or Womanizer@att.net don’t make good first impressions.

If you sync Twitter to LinkedIn posts, be careful. Only sync the accounts if your Twitter content relates to professional information.

Be careful about what you post. Try to maintain a certain amount of dignity even on Facebook. Don’t assume that those pictures you posted from your friend’s wild party won’t be seen. And, most importantly, if you feel the urge to comment on something, and it won’t put you in a good light with employers, don’t. What you write online can, and will, be found. Be careful.

U.S. Air Force Tech. Sgt. Jonathan Baysa maintains computer networks at the Joint Network Operations Control Center at Camp Victory, Iraq, June 14, 2011. (DOD Photo. U.S. Air Force photo by Senior Airman Tristan English/Released).

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70 Steps to Transition SuccessThe Civilian Job News Military-to-Civilian Job Search & Transition Checklist

Phase I: When you are in the 12- to 18-month window, you should get informed

and organized by taking these steps:1. Become familiar with the Transition Assistance Program (TAP) and the Department of Labor’s

Veterans Employment and Training Service (VETS).2. Visit www.turbotap.org for a comprehensive summary of transition tools offered by the

Departments of Labor and Veterans Affairs.3. Verify the actual date of separation, retirement, end of contractor or EOS.4. If you will have unused leave on the books, determine whether selling it back or taking it as terminal

leave is best for you, from both a financial and timing perspective.5. Develop a personal transition plan and timeline.6. Determine the paperwork requirements necessary to support your separation, discharge, or retirement.

7. Compile a list of everyone you know who might become a potential job search lead, i.e., your network.

8. Expand that network through community service activities and volunteerism, if duty station

and operational tempo allows.9. Identify and foster mentors; ask for their help and guidance.10. Subscribe to Civilian Job News and read it religiously.11. Review your current education and training inventory, looking for any gaps that might be filled

prior to leaving the military.12. Obtain sealed original copies of your academic transcripts, if appropriate.13. If continuing education is needed, begin the school application process focusing on academic institutions

with strong veterans preference reputations, many of which are featured or advertise in Civilian Job News.

14. If necessary, schedule and prep for college entry exams such as the SAT and GMAT.

15. Identify, monitor and track the activities and progress of other individuals who are going through transition.

Learn from their experience.16. Speak with placement specialists in both the private and public sectors.17. Become familiar with USAJobs.gov and consider employment with the federal government.

18. Research possible civilian job and career options. An excellent resource is the Department of

Labor’s O*Net OnLine; visit www.onetonline.org or www.mynextmove.org/vets for details.

19. Recognize the fact that you must invest in the success of your job search and set aside money on a

monthly basis to support that fact.20. Track your job search expenses and save receipts; many of the costs of changing jobs may be deductible

on your tax returns.21. Research placement companies that specialize in military-to-civilian transition.

We recommend Bradley-Morris, Inc. (www.bradley-morris.com).22. Obtain a copy of a military-to-civilian transition manual; we recommend ‘Out of Uniform: Your Guide to a

Successful Military-to-Civilian Career Transition’ (www.out-of-uniform.com).Phase II: When you are in the 9- to 12-month window, you should begin the

preparation phase of your search with the following steps:23. Locate and visit your base or post TAP/ACAP office and become familiar with the transition assistance provided,

including initial guidance on writing your resume. 24. Consider the value and/or the need of professional assistance with your resume.

We recommend MilitaryResumes.com.25. Attend an introductory TAP/ACAP seminar.26. Identify any additional on-base or on-post resources available, such as Family Assistance Centers and

base or post education offices.27. Visit your state and local employment services, especially the Local Employment Veterans Representative.

28. Investigate the possibility of job search/transition no-cost TAD/TDY orders; s

temporary duty (PTDY) to support this.29. Work to expand your network of personal connections; consider not only w those people know.30. Ask for and arrange informational interviews with people in your network.31. Learn how to use social media sites to expand your network.32. Join web-based special interest groups affiliated with social networks. Target

focus, such as U.S. Military Veterans Network and Link-Military Veterans Emplo

33. Identify companies and organizations with strong “hire a veteran” programs, s

every issue of Civilian Job News.34. Schedule a discussion with a representative of a placement company. We reco

35. Learn how to research companies now so that you will be proficient at doing so

36. Research yourself. Who are you? What makes you tick? Strengths? Attributes? Va

37. Enhance your self-knowledge by doing the exercises in books like ‘What Color is by Bolles and ‘Out Of Uniform’.38. Look in the mirror and make sure you live up to the positive physical and groom

being a military service member. 39. Take the time to identify your weaknesses. Be prepared to discuss failure and sho

What are you doing to correct or compensate? Turn negatives into positives.

40. Find out if your trade school or college offers career services to its alumni and part

41. Compile a list of personal and professional references.42. Gather together the documentation necessary to develop your resume.43. Assemble a personal paperwork portfolio, consisting of resumes, reference list, sep

transcripts, copies of diplomas, academic transcripts, certificates of completion, and

44. Read civilian trade journals, newsletters, business magazines, newspapers, e-zines, a

45. De-militarize your vocabulary and your resume; learn to express yourself without us

acronyms and jargon.46. Learn the rules of job search and interviewing etiquette.47. Become familiar with the differences between military and civilian compensation an

48. Determine the appropriate attire to support your job search and interview activity, shPhase III: When you are in the 4- to 9-month window, you shoulpreparations by accomplishing the following:

49. Make sure your body language says what you want it to say. Handshake? Eye contact?

Ask for feedback from a friend or family member and make adjustments as necessary.

50. Assemble a list of questions you will ask in an interview and modify them as your searc

51. Obtain a list of questions you might receive in an interview and prepare your answers.

52. Practice answering interview questions in front of a friend, a mirror, and/or a video came

ask for feedback and adjust accordingly.53. Learn how to write a good cover letter and how to use it in your search.54. Become comfortable with following up on your applications, interviews, etc.

55. Learn how to write a good interview follow-up/thank-you letter.56. Do at least one proactive job search activity every day: apply for a new position, follow up

existing application, ask for an information interview, peruse a job board, make a call, knoc

57. Actively participate in TAP/ACAP workshops, seminars, and interview days.58. Join or renew your membership in professional societies, alumni organizations, trade assoc

and the like, especially those that offer career transition programs and sponsor networking

59. Post your resume on job boards, specifically those that focus on veterans. We recommend the one powered by www.CivilianJobs.com.

JAN/FEB 2012 7

Phase IV: When you are in the 0- to 4-month

window, you should press the start button on your

interview activity by doing the following:

60. Peruse the job boards – especially those that focus on

companies with a predisposition to hire veterans –

and apply to job postings of interest.

61. Make sure the message on your voicemail is professional

and business-like in content, instructions, and delivery.

62. Investigate the option and availability of reserve

programs if appropriate.

63. Respond to employment ads, especially those placed by

organizations that target military personnel in publications

such as the one you are reading – Civilian Job News

64. Continue your proactive job searching, interviewing and

networking activities. Take at least one positive action in support of

your transition every day. Follow up on previous interviewing activity.

65. Register for and attend job fairs and/or career conferences. We

recommend those sponsored by www.CivilianJobs.com and

www.Bradley-Morris.com.

66. Request your DD Form 2586—Verification of Military

Experience & Training.

Phase V: When your search is over, you should

wrap things up appropriately as follows:

67. Accept and decline job offers the right way and in the

correct sequence.

68. Close the loop with any other organizations that may consider

your file to be open.

69. Let everyone who has been of assistance know that your

search is over and that you are out of the job market.

70. Make an effort to say thank you to everyone who has

helped you make the transition.

see if you qualify for permissive

ho you know but also who

those with a military experienceoyment.such as the ones you will find in

mmend Bradley-Morris, Inc.o when the actual need arises.alues? Motivators? s Your Parachute’

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rtcomings in your life.

ticipate, if available.

paration paperwork, awards,d the like.and blogs.sing military

nd benefits.hop accordingly.

ld finalize your

Posture?

ch continues.

era;

p on anck on a door, . . .

ciations, g events.

Please note that we did not choose to start this

countdown 18 months out because it takes that long

to accomplish everything on the list. Some of the items

in Phase I can start sooner than that. Most of what is on

this list could be accomplished in 18 weeks, or even

18 days, if necessary. The key is to make efficient use of

whatever lead-time you do have and prioritize accordingly.

Additionally, keep in mind that a “one size fits all”

checklist of this kind is not possible. Everyone’s situation

is different and you will modify the list to fit your needs.

Your duty station, branch of service, specialty, educational

background, and operational tempo will not only impact

your timeline, but also the relevance and importance of

each item on the list. (Checklist created by Tom Wolfe, Civilian Job News

contributing editor and author of Out Of Uniform: Your

Guide to a Successful Military-to-Civilian Career Transition)

RecordNew

Message!

The rightjob is out there for me!

whew!

8 JAN/FEB 2012

Job FairCalendar

Date: January 10, 2012 Location: CivilianJobs.com Career Expo. Ft. Polk, LA - Warrior Community Center 10 a.m. - 2 p.m. Sponsor: CivilianJobs.com, 866-801-4418

Date: January 18, 2012 Location: CivilianJobs.com Career Expo. Ft. Benning, GA - Benning Conference Center (formerly Benning Club) 10 a.m. - 2 p.m. Sponsor: CivilianJobs.com, 866-801-4418

Date: January 19, 2012 Location: CivilianJobs.com Career Expo. Robins AFB, GA - Heritage Club 10 a.m. - 2 p.m. Sponsor: CivilianJobs.com, 866-801-4418

Date: January 24, 2012 Location: Patuxent River NAS Job Fair, Patuxent River Naval Air Museum, 22156 Three Notch Road, Lexington Park, MD 20653 3 p.m-7 p.m. Sponsor: JobZone, Janet Giles, 540-775-4199, www.jobzoneonline.com

Date: February 15, 2012 Location: CivilianJobs.com Career Expo. Ft. Stewart, GA - Stewart Club 10 a.m. - 2 p.m. Sponsor: CivilianJobs.com, 866-801-4418

Date: February 16, 2012 Location: CivilianJobs.com Career Expo MCAS Beaufort, SC - The Officers’ Club 10 a.m. - 2 p.m. Sponsor: CivilianJobs.com, 866-801-4418

Date: February 17, 2012 Location: Ft. Belvoir/Springfield (VA) @ Amer Legion-Springfield Sponsor: JobZone, Janet Giles, 540-775-4199, www.jobzoneonline.com

Date: February 29, 2012 Location: CivilianJobs.com Career Expo Naval/Marine Corps San Diego, CA - Scottish Rite Event Center 10 a.m. - 2 p.m. Sponsor: CivilianJobs.com, 866-801-4418

Date: March 1, 2012 Location: CivilianJobs.com Career Expo. Camp Pendleton, CA - South Mesa Club 10 a.m. - 2 p.m. Sponsor: CivilianJobs.com, 866-801-4418

Date: March 14, 2012 Location: CivilianJobs.com Career Expo Tampa/MacDill AFB - Wyndham Tampa Westshore 10 a.m. - 2 p.m. Sponsor: CivilianJobs.com, 866-801-4418

Date: March 23, 2012 Location: King George VA (15 min from Dahlgren Navy Base) Sponsor: JobZone, Janet Giles, 540-775-4199, www.jobzoneonline.com

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For more job fair dates and locations, go to CivilianJobs.com

Performance Technologies, LLC

Equipment

Operators and Maintenance Technicians

FORTUNE 100 Best Companies to Work For

Please apply at: www.chk.com/careers

No telephone inquiries please. An Equal Opportunity Employer.

ENERGY AT WORK

JAN/FEB 2012 9

TM

Top 40 Under 40 Military Spotlight:

Brian ValhuerdiFormer Marine Sgt. Brian Valhuerdi, a

recipient of CivilianJobs.com’s “Top 40 Under 40 Military” achievers in 2011, successfully transitioned to a civilian career as project manager for Flowserve Corp. (Hanover, PA), an industry leader in industrial pumps and motors. We sat down for a Q&A on how he did it:

How far out did you begin workingon your transition?

It was spur-of-the-moment, three months shy of my end of service. At first I was skeptical, but I worked with Bradley-Morris, Inc. (BMI), a military-to-civilian recruiter, and they took the burden off my shoulders.

Did you have a particular locationin mind?

I had a region in mind, and believe it or not, I didn’t take a position in the area where I was looking. There was a BMI military hiring event in Virginia Beach. After listening to a presentation, I saw the benefits of establishing a career versus a job.

How did you find your recruiter?Through a TAP (Transition Assistance

Program) class on preparing military personnel for civilian life.

Do you have a family? If so, how didthat affect your transition?

I do have wife and two kids. It had caused me to make sure I had a solid foundation on exiting. I didn’t want a regular job with no background in what I was doing.

Do you have any good resources formilitary transitioning out?

I did use websites, but nothing that gave me any solid leads – nothing solidified. I think being in the military, you make your connections, a lot that are military-related. Bradley-Morris also established networking with the companies. They took the edge off for me.

Was there anything you learned that you would pass on?

Two things – the first thing is to begin your job search as soon as possible, anything from six months or better (to your release). The other is to pursue a degree while in the military. There were times I did classes while deployed on a carrier and while in Japan.

POWER

INFRASTRUCTURE

FEDERAL

INDUSTRIAL & COMMERCIAL

URSCORP.COM

Do the best work of your life.At URS, we believe that when you create an environment that encourages

individuals to collaborate and solve complex problems, you attract the best

people. As a leading provider of management and technical services to

the U.S. Government, URS values the wealth of experience, discipline and

integrity that veterans bring to our business. So if you thrive on meeting

complex challenges and are looking to do the best work of your life, we

invite you to explore careers at URS.

Visit us at www.bestworkofyourlife.com.

10 JAN/FEB 2012

by TOM WOLFE Career Coach and Contributing Editor

With all of the uncertainty that surrounds the transition from a

military to a civilian career, one thing that is certain is the high likelihood that you must continue to work. Career transition is a stressful time for most people, and that is particularly true for those in transition from the military to civilian status. Although the job search can be difficult for civilians, they at least know the terminology and the titles. Military-to-civilian job seekers on the other hand not only have to deal with the stress of the search but also the lack of knowledge about career options and job titles. How about you? Are you wrestling with that uncertainty and wondering what to do next? That is perfectly normal. Take some comfort in knowing that thousands of veterans have dealt with that stress successfully and help is available.

Elsewhere in this issue you will find 70 Steps to Transition Success—The Civilian Job News Military-to-Civilian Job Search & Transition Check List. Please take a look at Step 18, which encourages you to research possible civilian job and career options and points you to a couple of helpful resources. As important as that step is and as valuable as those resources are, I suggest that you do a bit of homework before you jump into that process. The following information will get you started.

What jobs are available? The good news is there are hundreds of companies hiring thousands of people like you into jobs with hundreds of possible job titles. The bad news is that there are far too many titles to cover here. I can however discuss the three general categories of jobs available and in so doing perhaps give you some insight into which category is best for you. Every one of those jobs can be categorized in one of three ways: Individual Contributor, Team Member, and Team Leader. Furthermore, every job you have held in the military can be similarly categorized and a comparative analysis will do much to point you in the right direction.

An Individual Contributor is one whose contribution to the mission comes directly from that individual. The work product is his or hers alone. He or she is not directing the efforts of others. The blood, sweat and tears are those of

the individual. Do not however confuse individual contributors with loners. Individual contributors can have much interaction with others, both internal and external to the organization—e.g., co-workers, vendors, clients, suppliers, and managers. They enjoy autonomy. They do not have to supervise others to be fulfilled. They prefer to see a direct link between their individual effort, their work product, and, perhaps, their compensation. Examples of individual contributors include tradesmen, tech reps, accountants, analysts, consultants, sales reps, designers, engineers, field service representatives, and recruiters.

Sometimes a group of individual contributors band together, either formally or informally, and form a team. This leads us to the second category—Team Member. There are many situations where no one single person can handle all the responsibilities of a project or tasking. It often makes sense to put together a group of individuals to form a team. Although levels of expertise are often similar, each member has a different area of expertise and is responsible for his or her own contribution to the team as a whole. Whether or not there is a designated team leader, often an informal leader will emerge. Regardless, it is the combined, collective effort of the entire team that constitutes the contribution to the goals of the organization. An excellent analogy is the athletic team—individuals playing different positions on the team, with the goal of winning the contest. You can find examples of the team member role in matrix organizations, companies that use self-directed work teams, product development, and brand management.

The final category, Team Leader, is the one that probably requires the least explanation. The team leader is assigned personnel, material, financial resources, and a task. The areas and levels of expertise among the team members vary. The team leader builds the team, trains the team, motivates the team, and provides a safe working environment. The collective efforts of the entire team under the direction and control of the team leader become the contribution to the mission. Sound familiar? Most military personnel spend the majority of their time in team leader roles. Many civilian organizations are aware of this experience and focus on hiring veterans because of it. Some typical team leader roles include operations manager, crew leader, production team leader, and manufacturing supervisor.

Which category is best for you? To answer that question, review your time in the military. You have probably held jobs in all three categories. In which ones

were you the most effective? Satisfied? Happiest? Answering those questions will give you some clues. By knowing in which one you tend to thrive, you will be on your way to finding the best category for you. Although you will not necessarily be any closer to articulating exactly which job you want, you will at least be able to focus on jobs in the

category or categories that are best for you.

Tom Wolfe is contributing editor & columnist for Civilian Job News and author of ‘Out Of Uniform: Your Guide to a Successful Military-to-Civilian Career Transition.’

CAREER COACH’S

CORNER

Thousands of job titles – What do they mean?

Tom Wolfe, USNA ‘72www.out-of-uniform.com

JAN/FEB 2012 11

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JAN/FEB 2012 12

As a major in the Army Reserve, Becky Hamilton is proud to continue servvvvining g g heheherr r country. She is also proud to work for CSX, a company that truly values her mimimilililitatataryryy commitment and the skills and experience that it gives her. Our jobs start with exexxtetetensnsnsivivive e paid training and can be the transition into a rewarding career. For more information ononon 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