The document discusses translating military skills to civilian terms for job applications. It provides a top 10 list of skills employers seek in veterans like leadership, teamwork, and working under pressure. Finally, it offers tips for veterans in their job search process such as civilianizing their resume, practicing interviews, and utilizing resources from veteran employment sites.
Military connect, part one: creating opportunities for transitioning military...LinkedIn Talent Solutions
In this session, you’ll hear four unique and personal perspectives on the subject of military transition. You’ll learn about different ways companies are supporting transitioning military, including Microsoft’s job skills training program and Lockheed Martin’s Military Connect community. You’ll get a TOPGUN commanding officer’s perspective on making a new career decision after 20 years as a Naval Officer. You’ll also walk away with best practices on starting a military talent program for your own organization, no matter the size of your company. This is part one of a two-part series. Check out the best of Talent Connect: http://bit.ly/1MBqz6m"
Everyone’s talking about hiring veterans. In fact, more than 1,000 companies have signed on to the U.S. Chamber of Commerce “Hiring Our Heroes” initiative. If your company feels the commitment to hire veterans, it now falls to learning leaders to ensure that these valuable new team members are deployed as fully and effectively as possible. If your employee development strategy does not recognize the important assets and needs of veterans, you risk losing the benefits they bring. Led by one of the foremost experts in veteran transition from military active duty to civilian careers, this webinar covers what you need to know and things you can do today to develop veterans in your organization.
This interactive session will provide insights and actionable plans to engage and fully maximize the skills that veterans bring to your business. Workshop objectives include resources to:
Understand the total value of the veteran’s skill set — from a veteran.
Translate and apply those skill sets to your organization’s goals.
Create a roadmap to ensure success.
Fill the talent gaps and leadership pipeline of tomorrow.
Your company is hiring veterans; learn ways to develop, retain and transform them into your next generation of business leaders!
Key Strategies for Writing a Military-to-Civilian ResumeEmily Flositz, MA
Tips and strategies for developing a resume by translating military experience into civilian terms in order to more successfully transition into the civilian workforce.
Military connect, part one: creating opportunities for transitioning military...LinkedIn Talent Solutions
In this session, you’ll hear four unique and personal perspectives on the subject of military transition. You’ll learn about different ways companies are supporting transitioning military, including Microsoft’s job skills training program and Lockheed Martin’s Military Connect community. You’ll get a TOPGUN commanding officer’s perspective on making a new career decision after 20 years as a Naval Officer. You’ll also walk away with best practices on starting a military talent program for your own organization, no matter the size of your company. This is part one of a two-part series. Check out the best of Talent Connect: http://bit.ly/1MBqz6m"
Everyone’s talking about hiring veterans. In fact, more than 1,000 companies have signed on to the U.S. Chamber of Commerce “Hiring Our Heroes” initiative. If your company feels the commitment to hire veterans, it now falls to learning leaders to ensure that these valuable new team members are deployed as fully and effectively as possible. If your employee development strategy does not recognize the important assets and needs of veterans, you risk losing the benefits they bring. Led by one of the foremost experts in veteran transition from military active duty to civilian careers, this webinar covers what you need to know and things you can do today to develop veterans in your organization.
This interactive session will provide insights and actionable plans to engage and fully maximize the skills that veterans bring to your business. Workshop objectives include resources to:
Understand the total value of the veteran’s skill set — from a veteran.
Translate and apply those skill sets to your organization’s goals.
Create a roadmap to ensure success.
Fill the talent gaps and leadership pipeline of tomorrow.
Your company is hiring veterans; learn ways to develop, retain and transform them into your next generation of business leaders!
Key Strategies for Writing a Military-to-Civilian ResumeEmily Flositz, MA
Tips and strategies for developing a resume by translating military experience into civilian terms in order to more successfully transition into the civilian workforce.
Military recruiting strategies - Minnesota Recruiters 10/5/12Ryan Stene
Ryan Stene will lead a discussion for the Military Recruiting Session. He will take you through the discovery of why your company should focus on hiring Military professionals and how a company of any size can recruit these types of candidates. He will also show you how your HR department can become a profitable line of business for your organization by hiring veterans. On a personal note, Ryan has been extremely passionate for Military recruiting as his brother is currently serving on his final tour in Afghanistan with the US Marines.
Blueprint for Building Veteran Talent PipelinesTalent Hacking
Small and Midsized Businesses (SMB's) across the U.S. lack the tools to build and maintain veteran talent pipelines to fill open positions.
We are rapidly moving away from a world where veterans seek a job to one where the job finds the veteran
Unit 12 assignment 1 – job market researchBluecare
Support can either be nothing more than a means to an end, or it can be a dynamic aspect of your entire business. Engaging customers and helping them get the most out of your product will give them a reason to tell others why they love your company. Cultivate these traits, and I guarantee you’ll be on your way to world-class support.
STRATEGIC COMMUNICATIONS PLAN 1
1. Description
a) Find a career you enjoy and get someone to pay you for doing it. I would like to provide indepth resume counselling to perspective job seekers. Redevelop the resume writing training for transitioning Army veterans. Apply this training worldwide as personnel exit the service to pursue other career fields.
b) The reason I chose this speech is because it was a very awkward process I experienced just two short years ago. There is a mandatory five-day Transition Assistance Program training every Soldier must attend before transitioning out of the Army. I personally felt the process just touched the surface of what you will face in the civilian world once you transitioned. I went through the mandatory It’s a process that you will continue to refine over and over.2. Goal
a) The goal is to provide one on one assistance to help create the individual for the target job market. Whether that is based off the individual’s military background or providing assistance to individuals looking to embark on a new career field.
3. Audience
a) Who is your target audience? The audience is the program manager for the Transition Assistance Program, senior military personnel, senior government personnel as well as the individuals who will be providing this assistance to the transitioning war fighters. This modification in the transition program will add additional hours overall to the mandatory requirement for all transitioning Soldiers, but it will provide them with the necessary head start needed to keep their lives in balance. i. What are the professional positions of the audience membersa. Assistant to the Army Chief of Staff in charge of personnel
b. Army Transition Office Chief
c. Transition Assistance Program manager
d. Transition Assistance Program counselors
e. Transition Assistance Program trainers
f. Human Resource Manager
g. Personnel Chief
ii. What is the demographic characteristics will the audience comprise?
Professional decision makers who can approve this course of action based on perceived results to increase the level of service provided to service men and women looking to transition into the workforce.
iii. What is your relationship to the audience?
I would work as an independent contractor for the government. I retired from the military April 2016. I found this process to be extremely confusing. The anxiety you experience from knowing you are leaving the military and you do not have a secures source of income to supplement the military annuity you will be receiving is simply nerve wracking. After the five-day training I received, I felt no more confident about my upcoming job search than I did before I participated in the training. Speaking to several participants in the training, the consensus was the training was a check the block for the Army to say all individuals were transitioned better prepared for the outside world.
iv. What background knowledge and expertise does the.
Effectively Translate Your Military Experience in a Civilian InterviewLucas Group
For any professional career candidate, prepping for a job interview is complicated. There are scores of details to manage: your clothing style, eye contact, speaking skills, non-verbal cues, handshake strength, and your views on college sports…not to mention your actual capabilities. Nailing each variable requires thorough preparation, self-awareness, a high degree of professionalism, and a thorough understanding of your audience. Just as hiring managers pore through resumes with the mindset to eliminate, so too do they look for problems in the interview as justification for not hiring you.
Research Question What is the research questions What type .docxgholly1
Research Question:
What is the research questions?: What type of food vending machines should be installed at the Palm Desert Campus?
Why is it important: It’s important to have food vending machines around campus because it’s a convenient way to get food and something to eat when students are on their way to class or just want a quick snack. Like ramen and sandwich, Instant foods would be great to place in vending machines.
2. Proposal Overview and Research Road Map:
3. Secondary Data Overview: This section is where we can list all of our journal articles.
Molson Coors
Recruitment and Selection Molson Coors
Rubric
Recruitment Sources: (how do they bring people onboard?)
For corporate and/or field roles, MC is more inclined to build first (internal hiring) and then buy (external hiring).
1. Build First (Internal Hiring)
Promotions, Transfer, Internship etc..
In addition to their website careers page for the general public, they also have a dedicated portal for internal candidates.
Locally, they also recruit from CU and CSU. Internship is popular method of recruitment. For their Chicago and Milwaukee HQ in the US, they will recruit from the University of Wisconsin system, Marquette, University of Michigan, Michigan State, DePaul, Northwestern, Regis and Loyola.
2. Buy (External Hiring)
Buying is preferred for senior management roles where a diverse perspective offers a competitive advantage.
They leverage LinkedIn and Indeed heavily, Indeed is where I initially applied from.
For external candidates, it’s preferred if you are familiar with the beer industry BUT it is not mandatory. They usually come from other CPG companies, either competitors (beer, wine, spirits) or food/non-alcohol beverage manufacturers.
Recruitment Process and Valid Selection(Integrate/ Combine Recruitment process and valid selection process (how would you ensure valid selection system?))
Recruitment Process from Molson Coors website attached
(Process Draft)
1. HR/Talent acquisition works with the hiring manager to set expectations for candidate core requirements.
2. Interviews are typically extended to 5 candidates, sometimes an additional 1-2 more if the pool is exceptionally talented.
3. You correspond with HR who fills you in on time/date/location/interviewers’ names and roles. The communication is detailed, informing the candidate of the approximate length of time it will take to complete the interview and giving you tips on the format (Panel style and STAR - situation, task, action, response).
4. Our Brew - How We Work sets the foundation of the interview. The initial interview will usually be conducted with the hiring manager (your line/direct manager), the manager who you may be supporting (if applicable) and the person you’re going to backfill (or someone whose role aligns with the one you’re interviewing for).
5. There are 4-5 sections centered on the bullet points below (Take Smart Risks, Win the Right Way, etc.), 1-2 qu.
Military recruiting strategies - Minnesota Recruiters 10/5/12Ryan Stene
Ryan Stene will lead a discussion for the Military Recruiting Session. He will take you through the discovery of why your company should focus on hiring Military professionals and how a company of any size can recruit these types of candidates. He will also show you how your HR department can become a profitable line of business for your organization by hiring veterans. On a personal note, Ryan has been extremely passionate for Military recruiting as his brother is currently serving on his final tour in Afghanistan with the US Marines.
Blueprint for Building Veteran Talent PipelinesTalent Hacking
Small and Midsized Businesses (SMB's) across the U.S. lack the tools to build and maintain veteran talent pipelines to fill open positions.
We are rapidly moving away from a world where veterans seek a job to one where the job finds the veteran
Unit 12 assignment 1 – job market researchBluecare
Support can either be nothing more than a means to an end, or it can be a dynamic aspect of your entire business. Engaging customers and helping them get the most out of your product will give them a reason to tell others why they love your company. Cultivate these traits, and I guarantee you’ll be on your way to world-class support.
STRATEGIC COMMUNICATIONS PLAN 1
1. Description
a) Find a career you enjoy and get someone to pay you for doing it. I would like to provide indepth resume counselling to perspective job seekers. Redevelop the resume writing training for transitioning Army veterans. Apply this training worldwide as personnel exit the service to pursue other career fields.
b) The reason I chose this speech is because it was a very awkward process I experienced just two short years ago. There is a mandatory five-day Transition Assistance Program training every Soldier must attend before transitioning out of the Army. I personally felt the process just touched the surface of what you will face in the civilian world once you transitioned. I went through the mandatory It’s a process that you will continue to refine over and over.2. Goal
a) The goal is to provide one on one assistance to help create the individual for the target job market. Whether that is based off the individual’s military background or providing assistance to individuals looking to embark on a new career field.
3. Audience
a) Who is your target audience? The audience is the program manager for the Transition Assistance Program, senior military personnel, senior government personnel as well as the individuals who will be providing this assistance to the transitioning war fighters. This modification in the transition program will add additional hours overall to the mandatory requirement for all transitioning Soldiers, but it will provide them with the necessary head start needed to keep their lives in balance. i. What are the professional positions of the audience membersa. Assistant to the Army Chief of Staff in charge of personnel
b. Army Transition Office Chief
c. Transition Assistance Program manager
d. Transition Assistance Program counselors
e. Transition Assistance Program trainers
f. Human Resource Manager
g. Personnel Chief
ii. What is the demographic characteristics will the audience comprise?
Professional decision makers who can approve this course of action based on perceived results to increase the level of service provided to service men and women looking to transition into the workforce.
iii. What is your relationship to the audience?
I would work as an independent contractor for the government. I retired from the military April 2016. I found this process to be extremely confusing. The anxiety you experience from knowing you are leaving the military and you do not have a secures source of income to supplement the military annuity you will be receiving is simply nerve wracking. After the five-day training I received, I felt no more confident about my upcoming job search than I did before I participated in the training. Speaking to several participants in the training, the consensus was the training was a check the block for the Army to say all individuals were transitioned better prepared for the outside world.
iv. What background knowledge and expertise does the.
Effectively Translate Your Military Experience in a Civilian InterviewLucas Group
For any professional career candidate, prepping for a job interview is complicated. There are scores of details to manage: your clothing style, eye contact, speaking skills, non-verbal cues, handshake strength, and your views on college sports…not to mention your actual capabilities. Nailing each variable requires thorough preparation, self-awareness, a high degree of professionalism, and a thorough understanding of your audience. Just as hiring managers pore through resumes with the mindset to eliminate, so too do they look for problems in the interview as justification for not hiring you.
Research Question What is the research questions What type .docxgholly1
Research Question:
What is the research questions?: What type of food vending machines should be installed at the Palm Desert Campus?
Why is it important: It’s important to have food vending machines around campus because it’s a convenient way to get food and something to eat when students are on their way to class or just want a quick snack. Like ramen and sandwich, Instant foods would be great to place in vending machines.
2. Proposal Overview and Research Road Map:
3. Secondary Data Overview: This section is where we can list all of our journal articles.
Molson Coors
Recruitment and Selection Molson Coors
Rubric
Recruitment Sources: (how do they bring people onboard?)
For corporate and/or field roles, MC is more inclined to build first (internal hiring) and then buy (external hiring).
1. Build First (Internal Hiring)
Promotions, Transfer, Internship etc..
In addition to their website careers page for the general public, they also have a dedicated portal for internal candidates.
Locally, they also recruit from CU and CSU. Internship is popular method of recruitment. For their Chicago and Milwaukee HQ in the US, they will recruit from the University of Wisconsin system, Marquette, University of Michigan, Michigan State, DePaul, Northwestern, Regis and Loyola.
2. Buy (External Hiring)
Buying is preferred for senior management roles where a diverse perspective offers a competitive advantage.
They leverage LinkedIn and Indeed heavily, Indeed is where I initially applied from.
For external candidates, it’s preferred if you are familiar with the beer industry BUT it is not mandatory. They usually come from other CPG companies, either competitors (beer, wine, spirits) or food/non-alcohol beverage manufacturers.
Recruitment Process and Valid Selection(Integrate/ Combine Recruitment process and valid selection process (how would you ensure valid selection system?))
Recruitment Process from Molson Coors website attached
(Process Draft)
1. HR/Talent acquisition works with the hiring manager to set expectations for candidate core requirements.
2. Interviews are typically extended to 5 candidates, sometimes an additional 1-2 more if the pool is exceptionally talented.
3. You correspond with HR who fills you in on time/date/location/interviewers’ names and roles. The communication is detailed, informing the candidate of the approximate length of time it will take to complete the interview and giving you tips on the format (Panel style and STAR - situation, task, action, response).
4. Our Brew - How We Work sets the foundation of the interview. The initial interview will usually be conducted with the hiring manager (your line/direct manager), the manager who you may be supporting (if applicable) and the person you’re going to backfill (or someone whose role aligns with the one you’re interviewing for).
5. There are 4-5 sections centered on the bullet points below (Take Smart Risks, Win the Right Way, etc.), 1-2 qu.
Work-Ready Employment Assistance Program - Workshop on overcoming the online application process, creating a hybrid style resume and advanced LinkedIn search techniques.
2. Top Ten Reasons Employers Hire Vets
1. Accelerated Learning Curve
2. Leadership
3. Teamwork
4. Diversity and Inclusion in Action
5. Efficient Performance under Pressure
6. Respect for Procedures
7. Technology and Globalization
8. Integrity
9. Conscious of Health and Safety Standards
10. Triumph over Adversity
Military.com
3. Translating Military Skills
• Military veterans often have a wide range
of skills and talents civilian employers are
seeking.
• Computer-based skill translators
• Most skill translators fail on several levels
15. Military Translation
• Supervise or provide support to the battle
field (Management) by conducting maneuver
and mobility support (MMS), area security,
internment resettlement operations, police
intelligence operations, prisoner of war
operations, civilian internee operations, law
and order operations on the battlefield and
support to the peacetime Army community
through security of critical Army resources,
crime prevention programs and preservation
of law and order.
16. Revised
• Supervise or provide support to
(Management) by conducting area
security, police operations, civilian
operations, law and order operations and
support to the peacetime Army
community through security of critical
Army resources, crime prevention
programs and preservation of law and
order.
19. Pulling it all Together
• Military Skills Translation
• Civilian Skills
• Job Boards (positions)
• Wordle.net
20. Final Checklist
• Pre-deployment, re-deployment, and
everywhere in-between; Active Duty,
Reserve Component, or fully-separated
Veteran… wherever your place in life,
embracing your job search can help
accelerate the journey.
• Develop an action plan and take advantage
of all tools and resources at your disposal. If
you’re unemployed or under-employed
during this process, treat the search for
employment like it’s your full-time job.
21. 1. Make contact with a Local Veterans Employment
Representative (Vet Rep). Register with our online
career assistance resource, jobs.mo.gov.
2. Get your résumé in order. ‘Civilianize’ the
document by translating your military experience
into civilian terms (lose the jargon & acronyms).
Create a master version, but customize your
résumé for each job application.
3. Prepare your elevator speech (30-second
commercial) and sharpen your interviewing skills.
Continually rehearse answers to anticipated
questions. Research the company & industry
22. 4. Register with other job assistance organizations &
sites, such as Hero2Hired, ESGR, MSCCN, and Hire
Heroes USA. Take advantage of their technology,
expertise, and network.
5. Capitalize on social media during the job search,
to include cleaning up your online content.
Consider joining LinkedIn and using Facebook and
Twitter in your job search.
6. Obtain certification or licensure in your career
field to be more competitive. Consider scheduling
National Career Readiness Certificate testing to
prove you have the skills for the job. Request
training in high-demand industries at your
Missouri Career Center.
23. 7. Dress for success. Acquire the wardrobe
necessary to make a great first impression
during the interview (at least one step above
the dress required for the job).
8. Conduct follow-up activities. Send thank-you
notes after the interview. Review your
performance to learn from your mistakes.
Learn how to evaluate and negotiate job offers.
9. Utilize the resources we’ve provided you today.
24. Questions?
SLATEMCC @SLATE_MCC SLATEMCC
Special thanks and appreciation to Cheryl Wilkinson, Missouri ESGR Area 3 Chair for her hard work and
dedication to this project.
24
Editor's Notes
Accelerated learning curve.Veterans have the proven ability to learn new skills and concepts. In addition, they can enter your workforce with identifiable and transferable skills, proven in real-world situations. This background can enhance your organization's productivity.Leadership.The military trains people to lead by example as well as through direction, delegation, motivation, and inspiration. Veterans understand the practical ways to manage behaviors for results, even in the most trying circumstances. They also know the dynamics of leadership as part of both hierarchical and peer structures.Teamwork.Veterans understand how genuine teamwork grows out of a responsibility to one's colleagues. Military duties involve a blend of individual and group productivity. They also necessitate a perception of how groups of all sizes relate to each other and an overarching objective.Diversity and inclusion in action.Veterans have learned to work side by side with individuals regardless of diverse race, gender, geographic origin, ethnic background, religion, and economic status as well as mental, physical, and attitudinal capabilities. They have the sensitivity to cooperate with many different types of individuals.Efficient performance under pressure.Veterans understand the rigors of tight schedules and limited resources. They have developed the capacity to know how to accomplish priorities on time, in spite of tremendous stress. They know the critical importance of staying with a task until it is done right.Respect for procedures.Veterans have gained a unique perspective on the value of accountability. They can grasp their place within an organizational framework, becoming responsible for subordinates' actions to higher supervisory levels. They know how policies and procedures enable an organization to exist.Technology and globalization.Because of their experiences in the service, veterans are usually aware of international and technical trends pertinent to business and industry. They can bring the kind of global outlook and technological savvy that all enterprises of any size need to succeed.Integrity.Veterans know what it means to do "an honest day's work." Prospective employers can take advantage of a track record of integrity, often including security clearances. This integrity translates into qualities of sincerity and trustworthiness.Conscious of health and safety standards.Thanks to extensive training, veterans are aware of health and safety protocols both for themselves and the welfare of others. Individually, they represent a drug-free workforce that is cognizant of maintaining personal health and fitness. On a company level, their awareness and conscientiousness translate into protection of employees, property, and materials.Triumph over adversity.In addition to dealing positively with the typical issues of personal maturity, veterans have frequently triumphed over great adversity. They likely have proven their mettle in mission critical situations demanding endurance, stamina, and flexibility. They may have overcome personal disabilities through strength and determination.
Military veterans often have a wide range of skills and talents civilian employers are seeking. But sometimes the veterans and the employers don’t speak the same language.Computer based skill translators that do exist overly rely on categorizing veterans by their military occupation, as illustrated byMost skill translators fail to account for integral aspects of an military training and thus discount the veteran’s potential value to an employer.
CareerOneStop has two translation portal and both provide similar results. 1st portal is at the Veterans Reemployment Link and 2nd link is located at the military transition link. Major differences is a keyword search on the 2nd link.H2H.jobs translate keywords within your MOS and produces employment opportunities based on the skill word match
For this process we are going to use Monster’s version. In partnership with Military.com this is the easiest and best translation (military to military) of all the online tools available. Some employers have adopted a translation tool on their sites in which to input your MOS and the tools matches you to the best position within their specific organization. Again, some work better than others.Military.com/veteran-jobs/skills-translator/ Link is available on a resource page contain within your flash drive
Lets begin: Again we are translating at this point military to military skills versus military to civilian skills. The civilian skills translation will be developed as we move through this website. Select Branch or All Select Rank or All Select MOS In this instance we are going to us 31B (thirty-one bravo)Note as you select your MOS you will have received a mouse over popup providing a short description of your MOS
You’ve now selected your MOS and we have a few options to review. Note: Civilian Skills listed based. We will discuss those in a minute or two First item to review will be the information pertaining to MOS
Select the “I” or information button next to your MOS and your job description and duties shown. Note: Remember when you first met with your recruiter and they gave you a simplified job description, then once at school you were provide with a more realistic job description and duties. This version is the simplified version which works for us as it will be easier to convert. Next select the Duties tab.
In order to copy this info: Highlight the information and then use Ctrl “C” and the Ctrl “V” to paste
Add subspecialties and Training Check the appropriate information
TRANSITION – TO POP-UP OVER SLIDEAdd additional skills to the civilian sector
Equivalent Civilian Openings
Add additional MOS Select search bar Enter MOSSelect position