U.S. Department of Labor
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, 12month budget
2
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.
3
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 PostAnalysis
ITP Employment
Section
Thank you for
your Service!
4
Section 1
TRANSITION PLANNING
5
Section 1
Change Management
Or change will manage you.
Develop your own customized change
management plan.
Use your best resources and knowledge.
6
Section 1
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
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Section 1
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)
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Section 1
Homeless Veterans
2011 Statistics
• Annual veterans’ unemployment rate in 2011
was 8.3%.
– Young male veterans (those ages 18 to 24) who
served during Gulf War Era II had an
unemployment rate of 29.1 percent, higher than
that of young male nonveterans (17.6 percent).
– Female veterans who served during Gulf War Era II
had an unemployment rate of 12.4.
Source: BLS 2011 Employment Situation of Veterans; www.VA.gov
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Section 1
Homeless Veterans
2011 Statistics
• On a single night in January 2011, 67,495
homeless veterans spent the night on the
streets of America.
• An estimated 144,842 veterans spent at least
one night in an emergency shelter or
transitional housing program in one recent
year.
Source: BLS 2011 Employment Situation of Veterans; www.VA.gov
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Section 1
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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Section 1
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)
12
Section 1
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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Section 1
Manage Stress
What are some positive ways to manage stress?
14
Section 1
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
Section 1
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
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Section 1
Identify Support System
Josh
Nguyens
Garcias
Oginga
Jeremy
Jones
Softball
Team
Family
Neighbors
Support
System
Houghs
HS
Employer
Hudsacks
Nordquists
Mr.
Luigi
High
School
Rocco
Mrs.
Miller
Church
Pastor
Roberts
Mr.
White
Zane
Sgt.
Li
Military
Friends
Deena
Bucko
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Section 1
Change Management Plan
Structures
Support
System
Life Goals
Skills
Stressors
Budget
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Section 2
CAREER VALIDATION & EXPLORATION
19
Section 2
Personal Assets
Assess and Evaluate:
–Skills
–CLAMS
–Values
–Preferences
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Essential Job Search Tools
21
Target Employers
22
Section 2
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
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Section 2
Professional Introduction
24
Section 3
JOB SEARCH PLAN
25
Section 3
SMART Goals
SMART
GOAL
Trackable
Adaptable
Realistic
Measurable
Specific
26
Section 3
Career Goal
Next Level
Entry
Level
Experience
Skills
Required
Education
Required
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Section 3
Monday
Tuesday
Wednesday Thursday
Friday
8-10
8-10
8-10
8-10
8-10
Review Job
Postings
Research
Companies
Review Job
Postings
Interview
Review past
week
10-12
10-12
10-12
10-12
10-12
Target Resumes
Practice
Answering
Questions
Play Golf
(network)
Send Thank
you, Analysis
Review Skills,
add more
12-1
12-1
12-1
12-1
12-1
Lunch
Lunch
Lunch
Lunch
Lunch
1-4
1-4
1-4
1-4
1-4
Complete
online
application,
Calls
Interview,
Network event
Send Thank
you, Analyze
Interview
Twitter,
LinkedIn,
Facebook
Target
Resumes
4-5
4-5
4-5
4-5
4-5
Plan for
tomorrow
Plan for the
week
Cook Dinner
with Friends
Walk
Clean Office
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Section 3
Methods Used by Job Seekers
27% Employer Directly
27% Resume/Application
9% Answered Job Posting
14% Friends/Relatives
11% Public Employment Agency
4% Private Employment Agency
8% Non-specified other
4%
11%
8%
27%
14%
9%
27%
Average number of methods used: 2.03
Source: Bureau of Labor Statistics
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Section 3
Employer Plan to Hire
83% Social Network & Referrals
10% Job Boards
7% Other
7%
10%
83%
Source: Bureau Labor Statistics
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Section 3
Job Search Plan
Network
Online
Effort
Organize
In
Person
Schedule
Focus
Target
Employers
Resume
31
Section 3
Career Goal
Next Level
Entry
Level
Experience
Skills
Required
Education
Required
32
Section 4
EFFECTIVE RESUME
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Section 4
Effective Resume
Resume Screening Process
100
Scanned
20
Reviewed
5-10
Called
Interview
34
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
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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
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Section 5
FEDERAL RESUME
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Section 5
Federal Jobs
•
•
•
•
•
Classifications
Veterans’ Preference
Selection Processes
Find jobs
Apply for jobs
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Section 6
SKILLED INTERVIEW
39
Section 6
Skilled Interview
Hiring Process
First
Contact
Phone
Interview
Face-toFace
Interview
Tests
Reference
Checks
Background
Checks
Offer &
Negotiation
40
Section 6
Skilled Interview
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
41
Mock Interview
• Practice makes permanent
• Practice to make it skilled
• Take notes
42
Prepare for Interview
•
•
•
•
Research
Checklists
Questions
References
43
Dress for Interview
44
Follow-up
The art of
thank you!
45
Section 7
INTERVIEW POST ANALYSIS
46
Update ITP
•
•
•
•
Next steps
SMART Goals
Schedule
Additional education, certification,
skills
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Course Summary
•
•
•
•
•
•
•
Manage Change
Personal Assets
Career Validation
Resume
Federal Job Search
Skilled Interview
Interview Post-analysis
48
Wrap-up
•
•
•
•
Expectations Met
Evaluations
Comments
What questions do you have?
49