U S Department of Labor Employment Workshop Transition

U. S. Department of Labor Employment Workshop Transition from Military to Civilian Workplace

Facilitator • Tina Barker • tinabarker 2006@gmail. com • linkedin. com/in/tinabarker • GBX Consultants – (Virginia based disabled-vet small business) • Available to meet during workshops at TAFB – lunch or after 4 pm (with notice) 2

Introductions • Please take 2 -3 minutes to greet your neighbor 3

Listening Skills? • What sort of information did you discover? – Name, rank, position currently hold, what they are planning to do next, family? /children? , where they live? , where they are from? Anything else? • Please take the quiz on page 206 • How did you score? 4

Formal Intro • • Name What you do currently (in civilian speak) Your dream company to work for What do you see yourself doing in 5 years? Transition Readiness Level Report: Branch/Active or Reserve/less than 90 Network: Career/College/Business – Geographic Location 5

Readiness Level • • 10 – Already have a job offer/Enrolled in school 9 - Applications submitted/Interviews scheduled 7 – Resumes have been targeted and sent out 6 – Following Transition Plan 5 – have a basic resume 4 – have found some jobs that sound good 2 – some idea about what you want 0 – no plan / still in denial 6

Intent? • Expectations – what you expect me to give you • What do you hope to get from our time together 7

Welcome • Icebreaker • Logistics (breaks, snack room, backdoor) • Prerequisites – Pre-separation Counseling – MOC Crosswalk – Personal Finance • Required items – VMET, Career Interest Inventory Results, – 12 -month budget 8

Purpose This course provides the tools for transitioning Service members to make an informed career decision based on best practices for job search and current industry hiring standards. This course is a required step to complete Career Readiness Standards for the Capstone event. 9

Capstone • These items are required on Friday: – Resume (basic, to show you know how) – ITP (Individual Transition Plan) • career pgs 10 -13 – Gap Analysis (2 pager) – Budget 10

Course Overview Section 1: Manage Change Section 2: Career Exploration & Validation Section 3: Job Search Plan Section 6: Skilled Interview Section 5: Federal Hiring & Resume Section 4: Build an Effective Resume Section 7: Interview Post. Analysis ITP Employment Section Thank you for your Service! 11

3 Day Agenda • Tuesday – Manage Change – Career Exploration • Homework: 1 -2 Job Postings of interest • Wednesday – Job Search Plan – Resume Writing • Thursday (Wear Your Interview Suit) – Federal Resumes/USA Jobs – Interviewing (and Negotiating) Skills 12

• Quiz - ITP • Page 3 13

Section 1 Transition planning • • Complete Individual Transition Plan Manage Change Develop Job Search Plan: Personal Assets Create a Career Catalog Complete Master Application Complete Transferable Skills Inventory Identify Personal Factors for Job Search Plan

Manage Change Or change will manage you. Develop your own customized change management plan. Use your best resources and knowledge. Pages 4 -13 15

Change = Stress • What are some signs that you (or your family members) are stressed? 16

Identify Stressors Cognitive Symptoms: • Memory problems • Inability to concentrate • Poor judgment • Pessimistic approach or thoughts • Anxious or racing thoughts • Constant worrying Physical Symptoms: • Aches and pains • Diarrhea or constipation • Nausea, dizziness • Chest pain, rapid heartbeat • Loss of sex drive • Frequent colds 17

Identify Stressors Emotional Symptoms: Behavioral Symptoms: • Moodiness • Eating more or less • Irritability or short temper • Sleeping too much or too little • Agitation, inability to relax • Isolating oneself from others • Feeling overwhelmed • Procrastinating or neglecting responsibilities • Sense of loneliness and isolation • Depression or general unhappiness • Using alcohol, cigarettes, or drugs to relax • Nervous habits (e. g. nail biting, pacing) 18

Manage Stress What are some positive ways to manage stress? 19

Homeless Veterans 2013 Statistics • Annual veterans’ unemployment rate in 2012 was 7%. – Young male veterans (those ages 18 to 24) who served during Gulf War Era II had an unemployment rate of 20%, higher than that of young male nonveterans (16. 4%). – Female veterans who served during Gulf War Era II had an unemployment rate of 12. 5%. Source: BLS 2013 Employment Situation of Veterans; www. VA. gov 20

Homeless Veterans 2013 Statistics • On a single night in January 2013, 57, 849 homeless veterans spent the night on the streets of America. • An estimated 136, 128 veterans spent at least one night in an emergency shelter or transitional housing program in 2013. Source: BLS 2013 Employment Situation of Veterans; www. VA. gov 21

Why Are Veterans Homeless? • Male veterans are twice as likely to become homeless, and female veterans are four times more likely to be homeless as their non-veteran counterparts. • A large number live with post traumatic stress disorders and addictions acquired during or exacerbated by their military service. • Lack of family and social networks due to lengthy periods away from their communities of origin. • Government money is limited and serves only 1 -in-5 of homeless veterans in need. 22

Prevention of Homelessness • Military service separation process – Participate in “Preseparation” counseling process – Participate in Department of Labor Employment Workshop – Know about your VA Benefits • Obtain a job and income • Seek early assistance for mental health and substance abuse issues • DOL/VETS Homeless Veterans’ Reintegration Program (HVRP) 23

HVRP Homeless Veteran Reintegration Program Funded by U. S. DOL/VETS This program provides employment, training, and supportive services to assist in reintegrating homeless veterans into meaningful employment within the labor force. 24

Who is Helping You in Your Transition out of the service? Page 6 -7 25

Identify Support System List people who: • You know and trust • Can help you to connect with others • Are accessible to you on an ongoing basis • Have varied talents and abilities who can provide assistance to you across a varied spectrum of needs Page 10 26

Identify Support System Josh Nguyens Garcias Oginga Jeremy Jones Softball Team Family Neighbors Support System Houghs Mrs. Miller Church Pastor Roberts Mr. White Zane HS Employer Sgt. Li Military Friends Hudsacks Nordquists Mr. Luigi High School Rocco Deena Bucko 27

Decision Making 5 -Step Decision Making Process Step 1 • Develop Awareness About the Issue Step 2 • Define the Problem Step 3 • Generate Options Step 4 • Evaluate & Select Options Step 5 • Implement Options & Evaluate Progress 28

Change Management Plan Structures Support System Life Goals Skills Stressors Budget 29

• Lunch time / Career Catalog (if have) • Happy to review resumes and cover letters – Job title/posting if can • Set a goal as to when you are going to have your resume ready for review by me (before classmates help on Thursday) 30

Create a Career Catalog In your career catalog you will have copies of: • Records • Master Application • Work Samples, if applicable Among the types of records you should collect in your career catalog are: • • Military Service Personal Identification Work Experience Education & Training Pages 14 -15 31

Understand Your Skills • • Build a master skills inventory Use your VMET to identify skills. Utilize MOC Crosswalk results. Identify and list all of your skills gained through: education, military service, previous jobs, hobbies, interests, participation in professional organizations and community activities. Pages 23 -32 32

Personal Assets Assess and Evaluate: –Skills –CLAMS –Values –Preferences Pages 33 -42 33

Motivators • CHALLENGE • LOCATION • ADVANCEMENT • MONEY • SECURITY Page 33 -36 34

Section 2 Career Validation & Exploration • • Research Industries, Occupations, Trends Identify Job Search Assistance Resources Develop Job Search Plan: Essential Tools Develop Job Search Plan: Target Employers

Job Search Assistance • • • State Workforce Agency (SWA) or One Stop Career Center Workforce Investment Act (WIA) Office of Apprenticeship (OA), U. S. Department of Labor Private Employment Services College/University/School Career Services Military and Professional Associations and Organizations Phone and/or Industry Directory Industrial and Craft Unions Job Fairs and Hiring Events Chamber of Commerce Military and Family Support Centers Pages 46 -49 36

Essential Job Search Tools 37

Target Employers 38

Speak the Employer’s Language • Translating military to civilian is difficult but necessary. • Research the company and analyze the job posting to decide what “language” an employer speaks. • Communicate the skills and experiences you bring to the table—and what you can offer an employer. Speak the employer’s language. 39

Business Concepts Read Business Publications Watch Business News Join Professional Networking Orgs Attend Courses Mentor for Business & Profession Accountability Partner Develop Understanding of Business Concepts 40

Professional Introduction 41

Section 3 Job Search Plan • • • Set Goals Schedule Network Utilize Job Search Method Analyze Job Postings Complete Application Forms

Short-range, Medium-range and Long-range Goals Career Goal Next Level Entry Level Experience Skills Required Education Required 43

Setting Goals SMART GOAL Trackable Adaptable Realistic Measurable Specific 44

Create a Schedule Monday Tuesday Wednesday Thursday Friday 8 -10 8 -10 Review Job Postings Research Companies Review Job Postings Interview Review past week 10 -12 10 -12 Target Resumes Practice Answering Questions Play Golf (network) Send Thank you, Analysis Review Skills, add more 12 -1 12 -1 Lunch Lunch 1 -4 1 -4 1 -4 Complete online application, Calls Interview, Network event Send Thank you, Analyze Interview Twitter, Linked. In, Facebook Target Resumes 4 -5 4 -5 4 -5 Plan for tomorrow Plan for the week Cook Dinner with Friends Walk Clean Office 45

How Job Seekers Look for Jobs Average number of methods used: 2. 03 Source: Bureau of Labor Statistics 46

How Employers Look for Employees Source: Bureau Labor Statistics 47

Job Search Plan Network Online Effort Organize In Person Schedule Focus Target Employers Resume 48

Analyzing Job Postings Job postings provide information about the types of positions available, the skills required and the language an employer speaks. Analyze postings for: – Experience needed – Qualifications – Salary – Skills Page 93 49

Application Forms • • Read the directions Fill out application forms completely Utilize your master application Safeguard your right to privacy Pages 94 -96 50

Section 4 Effective Resume • • • Understand the Resume Reader Target Resumes and Master Resume Sections of a Resume Prepare References Resume Types Resume Formatting Resume Review Cover Letter Salary History

Section 4 Effective Resume Screening Process 100 Scanned 20 Reviewed 5 -10 Called Interview 52

Section 4 Career & Job Positions Resume Type -Chronological -Functional -Combination -CV Step Three Identify Step Two Step One Effective Resume Customize Master Resume with Keywords 53

Sections of a Resume 1. 2. 3. 4. 5. 6. 7. Contact Information Career/Job Objective Statement Summary Areas of Expertise Experience Employment History Education/Training 54

Contact Information Make sure your information is current and accurate: Lynn Gweeney 234 Brook Avenue, Englewood, Colorado 12345 (123) 456 -7890 Lynn. Gweeney@email. com Page 117 55

Career/Job Objective Statement Well-written career objectives are • Concise, short and to the point • Answer the question “For which position are you applying? ” • List the specific job and company to which you are applying Pages 118 -119 56

Summary A short paragraph used to highlight key words and marketable skills/experience, and recaps what you can offer, including: • Specific knowledge, talent or education that “ties” you to your career interest • Self-management skills • Work attributes • Soft skills Pages 120 -121 57

Area of Expertise A list of bullet points which provide a sense of what you can do for the company: • Highlight key skills that support job goal • Match key words in job announcement • Include certifications/licenses required • List security clearance if relevant for position Pages 121 -123 58

Experience • Use civilian terms. Speak the employer’s language. Use key words • Begin with an action verb • Avoid “Responsible for” • Quantify results: use numbers, percentages, statistics and examples • Avoid personal pronouns (I, me, my…) • Wordsmith your statements Pages 125 -134 59

Education and Training • List most recent first • Put “attended” if you never graduated to prevent the assumption that you have a degree • Include certifications/licenses/training relevant to job • Depending on your background and the job for which you’re applying, Education & Training might be placed above Experience or Employment History on your resume. Page 136 60

Section 4 Resume Lab Choose: – Style – Formatting Draft: – Sections – Content in sections – Focus on STAR accomplishment statements Save Master Resume File: If using computer lab, email file to yourself 61

Cover Letters Introduce yourself and sell the employer on how well your specific skills, abilities and attributes match the organization’s needs. Four main components: 1. 2. 3. 4. Introduction Relevant Reason for Cover Letter Request for Action Respectful Sign Off Pages 151 -153 62

Section 5 Federal Resume • • • Federal Hiring Reform Job Classification Competitive Service Veterans’ Preference Excepted Service Special Hiring Authorities for Veterans • • Veterans Employment Initiative Finding Jobs Understanding the Vacancy Announcement Application Procedures Federal Interviewing Getting the Offer

Federal Jobs • • • Classifications Veterans’ Preference Selection Processes Find jobs Apply for jobs 64

Federal Jobs 65

Section 6 Skilled Interview • Summary of the Hire Process • Types of Interviews • Interview Stages • Introductory Stage • Employer Questions • Answer Questions • Candidate Questions • Closing Stage • Prepare for the Actual Interview • Communication in the Workplace • Listening Skills • Employment Tests • Find Information about a Potential Employer • Interpret Body Language • First Impressions • Follow-Up After Interview

Skilled Interview Hiring Process First Contact Phone Interview Face-to. Face Interview Tests Reference Checks Background Checks Offer & Negotiation 67

Types of Interviews • Face-to-Face • Panel or Committee • Meal Interview • Group • Stress • Phone Page 187 -189 68

Skilled Interview Stages Building Rapport Employer Questions Candidate Questions Closing • Introduction • Company History • Info about the position • Behavioral • Contextual • Resume based • STAR method • Appropriate Questions • Follow-up • Ask for the job • Thank you 69

Mock Interview • Practice makes permanent • Practice to make it skilled • Take notes 70

Prepare for Interview • • Research Checklists Questions References 71

Dress for Interview 72

Follow-up The art of thank you! 73

Section 7 Interview Post Analysis • • Evaluate the Interview—Continuous Improvement Evaluate Job Offers Negotiate Job Offers Communicate a Decision to an Employer