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U.S. Department of Labor Executive Employment Workshop Transition from Military to Civilian Workplace
Welcome
• • • • Icebreaker Logistics Prerequisites – Preseparation Counseling – MOC Crosswalk – Personal Finance Required items – VMET, Career Interest Inventory Results, 12 month budget 2
Key Points
• Attending this workshop will give you the advantage • Good jobs are difficult to find • Looking for work is a full time job • You are selling and marketing yourself in a competitive environment 3
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.
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Section 1: Manage Change Course Overview 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!
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• • • • • • •
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 6
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 7
Identify Stressors
Emotional Symptoms:
• Moodiness • • Irritability or short temper Agitation, inability to relax • Feeling overwhelmed • Sense of loneliness and isolation • Depression or general unhappiness
Behavioral Symptoms:
• Eating more or less • • Sleeping too much or too little Isolating oneself from others • Procrastinating or neglecting responsibilities • Using alcohol, cigarettes, or drugs to relax • Nervous habits (e.g. nail biting, pacing) 8
Manage Stress
What are some positive ways to manage stress?
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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 10
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 11
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.
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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) 13
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.
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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 15
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 16
Identify Support System
Garcias Nguyens Houghs Neighbors Mrs. Miller Pastor Roberts Church Josh Oginga Jeremy Softball Team Jones Hudsacks Family Nordquists Mr. White Support Zane System Sgt. Li Military HS Employer Mr. Luigi High School Rocco Deena Friends Bucko 17
Manage Change
Or change will manage you.
Develop your own customized change management plan.
Use your best resources and knowledge.
Pages 4-13
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Change Management Plan
Structures
Support System Life Goals
Stressors Skills
Budget
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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
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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
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Marketing Plan
(Personal Branding) • • • • •
Product
offer?
– What skills, knowledge and experience do I have to
Promotion
– What will I use to show how I can benefit and bring added value to an employer?
Pricing
– How much are my skills, knowledge, experience and added value worth in the marketplace?
Packaging
resume, interview, appearance, etc. to establish, maintain, and sell my brand?
– How can I use my Professional Introduction,
Perfect Fit
– What combination of location, environment, company, values, etc. would be best for me and an employer?
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Personal Assets Assess and Evaluate:
–
Skills
–
CLAMS
–
Values
–
Preferences
Pages 33-42
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Motivators
•
CHALLENGE
•
LOCATION
•
ADVANCEMENT
•
MONEY
•
SECURITY
Page 33-36
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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 25
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
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Essential Job Search Tools
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Target Employers
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Informational Interview
• • • • • • The best way to get a job is to ask for job information, advice, and referrals;
never ask for a job.
Engage prospects in the 5 R’s of Reveal useful information and advice Refer you to others Read your resume Revise your resume Remember you for future references & job opportunities 29
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.
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Business Concepts
Read Business Publications Watch Business News Join Professional Networking Orgs Attend Courses Mentor for Business & Profession Develop Understanding of Business Concepts Account ability Partner
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Professional Introduction
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• • • • • • Section 3 Job Search Plan Set Goals Schedule Network Utilize Job Search Method Analyze Job Postings Complete Application Forms 33
Short-range, Medium-range and Long-range Goals
Career Goal
Next Level Entry Level Experience Skills Required Education Required
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Setting Goals
SMART
Specific Measurable Adaptable Realistic Trackable GOAL
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Create a Schedule
Monday
8-10 Review Job Postings 10-12 Target Resumes 12-1 Lunch 1-4 Complete online application, Calls
Tuesday
8-10 Research Companies 10-12 Practice Answering Questions 12-1 Lunch 1-4 Interview, Network event
Wednesday
8-10 Review Job Postings 10-12 Play Golf (network)
Thursday
8-10 Interview 10-12 Send Thank you, Analysis 12-1 Lunch 12-1 Lunch 1-4 1-4 Send Thank you, Analyze Interview Twitter, LinkedIn, Facebook 4-5 Plan for tomorrow 4-5 Plan for the week 4-5 Cook Dinner with Friends 4-5 Walk
Friday
8-10 Review past week 10-12 Review Skills, add more 12-1 Lunch 1-4 Target Resumes 4-5 Clean Office 36
How Job Seekers Look for Jobs Average number of methods used: 2.03
Source: Bureau of Labor Statistics 37
Source: Bureau Labor Statistics How Employers Look for Employees 38
Job Search Plan
Network
Online
Effort
Organize In Person Schedule
Focus
Target Employers Resume
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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
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Application Forms
• • • • Read the directions Fill out application forms completely Utilize your master application Safeguard your right to privacy
Pages 94-96
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• • • • • • • • •
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 42
Section 4 Effective Resume
Resume Screening Process
100 Scanned 20 Reviewed 5-10 Called
Interview
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Identify Career & Job Positions Section 4 Effective Resume Resume Type -Chronological -Functional -Combination -CV Customize Master Resume with Keywords 44
Sections of a Resume
1. Contact Information 2. Career/Job Objective Statement 3. Summary 4. Areas of Expertise 5. Experience 6. Employment History 7. Education/Training 45
Contact Information
Make sure your information is current and accurate:
Lynn Gweeney
234 Brook Avenue, Englewood, Colorado 12345 (123) 456-7890 [email protected]
Page 117
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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
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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
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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
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Tailor and Target
• • • • • Use “Personal Branding” approach to craft Executive Summary Keywords (company and industry specific) Soft skills vs. Hard skills Executive Resume samples – Professional Summary, Professional Overview, Executive Summary STAR statements 50
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
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STAR Statements
• • Accomplishments sell your potential; lead with results For Example – Managed and maintained logistical resources in excess of $15 million over 43 geographically separate locations producing a savings of 28% annually. – Spearheaded one-of-a-kind action team to control outside costs; resulted in 17% cost reduction in radiology and 26% cost reduction in physical therapy in 1 year.
– Developed a robust training curriculum; implemented, trained and evaluated training given to 200 personnel annually …(Complete this statement) 52
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
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Review
• • Resumes – Speak for you when you’re not there – Serve as a marketing tool – Must highlight your ability to do the job – Should lead to an interview Resumes are a work in progress 54
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 55
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. Introduction 2. Relevant Reason for Cover Letter 3. Request for Action 4. Respectful Sign Off
Pages 151-153
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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 57
Federal Jobs
• • • • • Classifications Veterans’ Preference Selection Processes Find jobs Apply for jobs 58
Senior Executive Service (SES)
• • • • Managerial, Supervisory, Policy positions classified above GS 15 Scientific and Professional (ST), Senior Level (SL), Appointments, Presidential/Senate Confirmation Executive Core Qualifications (ECQs) – Leading Change, Leading People, Results Driven, Business Acumen, Building Coalitions Qualifications Review Boards 59
Federal Jobs
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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 61
Skilled Interview
Hiring Process First Contact Phone Interview Face-to Face Interview Tests Reference Checks Background Checks Offer & Negotiation
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Types of Interviews
•
Face-to-Face
•
Panel or Committee
•
Meal Interview
•
Group
•
Stress
•
Phone
Page 187-189
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Skilled Interview
Interview Stages Building Rapport
• Introduction • Company
History
• Info about
the position Employer Questions
• Behavioral • Contextual • Resume
based
• STAR
method Candidate Questions
• Appropriate
Questions
• Follow-up
Closing
• Ask for the
job
• Thank you 64
Mock Interview • • • Practice makes permanent Practice to make it skilled Take notes 65
Prepare for Interview • • • • Research Checklists Questions References 66
Dress for Interview 67
Follow-up
The art of thank you!
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• • • •
Section 7 Interview Post Analysis
Evaluate the Interview—Continuous Improvement Evaluate Job Offers Negotiate Job Offers Communicate a Decision to an Employer 69
Understanding Salary Ranges Job Salary Range $90K - $120K Midpoint or Market Value $100K Beginner Range Experienced Range Highly Qualified Range $90K - $95K $95K - $115K $115K - $120K
FO&D
Salary Negotiation
Best Time to Negotiate
Offer accepted!
You’re our candidate!
Too Late Offer Extended You’re in the running!
You might be a fit Too Early Who are you?
Negotiation Items
• • • • • • Vacation/Sick Leave Flexible Work Hours Health/Life/Disability Education Assistance Flexible Spending Accounts Stock Options • • • • Transportation Credit Card Signing bonus Uniforms
Update ITP • • • • Next steps SMART Goals Schedule Additional education, certification, skills 73
Course Summary • • • • • • • Manage Change Personal Assets Career Validation Resume Federal Job Search Skilled Interview Interview Post-analysis 74
Wrap-up • • • • Expectations Met Evaluations – https://www.dmdc.osd.mil/tgpsp Comments What questions do you have?
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