V E T E R A N T I P S :5 W A Y S T O

S T A Y P O S I T I V ED U R I N G Y O U R

J O B S E A R C H

Edward Withrow

THINK ABOUTHOW YOU WANTOTHERS TOPERCEIVE YOU.

Do you want to be seen as someonewho is collaborative, helpful, andfocused on making the organizationbigger and better? Or, do you wantthem to see you as a leader who canmake tough decisions and stay resilienin the face of challenges and obstaclesBeing clear about how you want to beperceived will drive the way younetwork, show up, and follow up tointerviews.

GETNETWORKINGAHEAD OFTIME.

The internet makes it simple to find out aboutthe company, their hiring practices, and theircommitment to veteran on-boarding andrecruitment in advance. Look on LinkedIn or thecompany website to see what programs orinitiatives the company has to recruit formermilitary members. Look at their employee listand see if any veterans currently work there. Ifyou find any, introduce yourself via email inadvance of sending your resume, you could besurprised by their willingness to help find youthe right position in their company.

MAKE SUREHIRINGMANAGERS CANFIND YOUONLINE.

Be sure to accurately promote and portray yourgoals online. Many recruiters and hiringmanagers will search for you online after gettinyour resume – sometimes even before they meetyou! If they can't find anything about you on abusiness site like LinkedIn, or even in Google,they might overlook moving forward. Addcontent to a blog, set up your online profiles(LinkedIn, Google+, even Facebook) to showemployers who you are, what you're interestedin, and what you can offer them.

FOCUS ONCONSISTENCY,NOTPERFECTION,ONLINE.

Once you have built some profiles andare now findable by employers, ensureyour online image is consistent acrosschannels and consistent with who youare as a person. Your goal is tohighlight your positives, downplay yourweaknesses, and let others learn whoyou are before they decide to meet youand interview you.

GET VERY CLEARON WHAT THEHIRINGMANAGERNEEDS FROMYOU.

What are they looking for – an ordertaker to sit at a desk all day? Someone toinspire and motivate teams? Once youfigure out the logistics of what they needfocus on what they need to feel about youDo they need to feel they like you orrespect you? Every individual has realneeds – functional and emotional. A goodinterview is one where you meet both setof needs.

MOREINFORMATION

For more information and veteran tipsand news, check out:

https://medium.com/@edwardwithrow