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Military Connection: Joining Forces Initiative Efforts Continue

May 7, 2015/in Military Veteran

First Lady Michelle Obama Speaking at Joining Forces Event

In April, the Joining Forces initiative, launched by Michelle Obama and Dr. Jill Biden, announced that a number of companies in the industries of energy and technology have committed to train or hire 90,000 Veterans and military spouses within the next five years.

Joining Forces is celebrating its fourth year of assisting service members, Veterans, and their families and support them through wellness, education, and employment opportunities. The initiative began in 2011, at a time when the Veteran unemployment rate was at 12 %. Shortly after the initiative was launched, President Obama also challenged the private sector to hire 100,000 Veterans and military spouses.

Just four years later, more than 850,000 Veterans and military spouses have been hired or trained. The federal government has also upped its own Veteran hiring initiative, with 30% of its workforce now comprised of military Veterans. As a result of these combined efforts, the total Veteran unemployment rate is at 4.5 %, with a 6.5 % unemployment rate for Veterans of the Post-9/11 era.

But the need to train and hire Veterans for their post-military careers has not diminished. That is why Joining Forces has not slacked in its commitment to service members, Veterans and military families. As proof of this, Joining Forces recently secured a pledge to hire or train 33,000 Veterans and military spouses, over the next five years, from the Solar Energy Industries Association.

The solar industry is creating new jobs at a rate ten times faster than the rest of the economy. Getting Veteran workers into that industry at such a critical time could mean sustainable careers and bright futures for the men and women who served during our nation’s longest period of war.

Joining Forces will continue to fulfill its commitment to help connect Veterans and military spouses not just to jobs, but to sustainable careers, allowing them to support their families. Joining Forces is calling on all companies, across the nation, in every industry, to do their part and continue to provide opportunities for our Veterans and military families.

Military Connection proudly serves those who serve in the Army, Navy, Air Force, Marines, Coast Guard,Guard and Reserve, Veterans and their Families. We are the go to site for Veteran Employment and information on Veteran education. Militaryconnection.com provides Veterans with and Directory of Employers, a Job Board, information on the Post-9/11 GI Bill, and a blog that offers Veterans boundless information. Be sure to visit Militaryconnection.com, the go to site.

Military Connection: Joining Forces Initiative Efforts Continue: By Debbie Gregory

Military Connection: BRAVE Act Is Being Reviewed By the House

May 3, 2015/in Archived Blogs

By Debbie Gregory.

Employers now have even more reasons to consider hiring veterans to their workforce. Currently, there are specific tax credits available to employers that hire military veterans. The Returning Heroes Tax Credit for companies that hire unemployed veterans gives credit for short-term unemployed and long-term unemployed hires. The Wounded Warriors Tax Credit will increase the existing tax credit for companies that hire veterans with service-connected disabilities who have been unemployed long-term and continue the existing credit for all other veterans with a service-connected disability.

While these initiatives have a time limit to qualify and file, the Boosting Rates of American Veteran Employment (BRAVE) Act has been recently introduced, allowing the Veterans Affairs Secretary to award VA contracts to companies having higher percentages of veteran employees.

Comprised of two Democrat and three Republican co-sponsors, the goal for the BRAVE Act is to reward companies that maintain high consideration for veterans. In addition to offering employment opportunities, they then become a model to other companies to do the same.

“We have to make it a priority, in government and in the private sector, to fully invest in our veterans, invest in their potential to use their unique training and experience to excel in the civilian workforce,” said New York Democrat Kathleen Rice, one of the five co-sponsors.

Marine-veteran Rep. Paul Cook (R-Calif.) said veterans still experienced higher unemployment rates in 2014 than the national average.

“It’s unacceptable that men and women who signed up to fight for their country are unable to find a job when they return home,” Cook said. “I’m proud to introduce this bill with Representative Rice and address this problem head-on by incentivizing veteran employment.”

Several major veterans’ organizations, including Veterans of Foreign Wars (VFW), the American Legion, and Iraq and Afghanistan Veterans of America (IAVA) are in support of the bill. The House Veterans’ Affairs Subcommittee on Economic Opportunity was scheduled to begin reviewing the bill on April 16, 2015.

Military Connection proudly serves those who serve in the Army, Navy, Air Force, Marines, Coast Guard, Guard and Reserve, Veterans and their Families. We are the go to site for Veteran Employment and information on Veteran education. Militaryconnection.com provides Veterans with and Directory of Employers, a Job Board, information on the Post-9/11 GI Bill, and a blog that offers Veterans boundless information. Be sure to visit Militaryconnection.com, the go to site.

Military Connection: BRAVE Act Is Being Reviewed By the House: By Debbie Gregory

Military Connection: Veteran Job Outlook-Where the Jobs Are

April 28, 2015/in Archived Blogs

By Debbie Gregory.

With the jobless rate for veterans last year being at 5.3%, one might wonder where the best place would be to settle down and reduce that percentage even more. Factors making a region more desirable can include low crime rates, modest cost of living, and proximity of medical/VA facilities.

Topping the most recent list of cities with the strongest labor market is Boise, Idaho. Having Gowen Field Air National Guard Base in the area, Boise knows the high caliber of job candidates in both veterans and military spouses.

“Once you set foot in Boise, you can literally see the growth,” says Sunny Ackerman, Vice President for workforce expert ManpowerGroup’s western division. “Boise’s employment outlook has jumped 10 points since the first quarter of 2015, when it was 22%.”

In a recent survey of 18,000 employers spanning the country, Manpower additionally listed Jacksonville, FL, Grand Rapids, MI, Milwaukee, WI, and Seattle, WA as cities with promising job growth.

Although the jobless rate still remains higher for the veteran population versus civilians, the unemployment rate is certainly easing. This could be due in part to employers being more enlightened as to how skills acquired in the military will translate to the civilian world. Employers are realizing that military-trained candidates bring a high level of discipline, adaptability, technical skills and integrity to the workforce, and once oriented to the needs of the employer, veterans are proving to be excellent hires.

Cities showing the least growth in Manpower’s survey were Oklahoma City, Youngstown, OH, El Paso TX, and Wichita, KS.

In positioning one’s self to the best advantage for employment opportunities, veterans might benefit from seeking the advice of a good resume writer. Frequently the job criteria may be perfect for a candidate, but without the resume opening the door, candidates and employers might not make the connection. Crafting the resume to highlight the desirable skills of the veteran will often avoid placing a candidate in an under-employed environment or a mismatched placement.

Networking is extremely valuable in seeking employment in the civilian workforce. Quite different from 30 years ago, when one would simply submit an application, networking is often the best way to get a first interview.

Social media sources, such as LinkedIn, are not to be dismissed; the connections one makes through these sources often capture the opportunity before the listing even hits the job boards.

As the positive outlook of employers increases across the country, veterans should be prepared, and are well suited for success.

Military Connection proudly serves those who serve in the Army, Navy, Air Force, Marines, Coast Guard, Guard and Reserve, Veterans and their families. We are the go-to site for Veteran Employment and information on Veteran education. Militaryconnection.com provides Veterans with and Directory of Employers, a Job Board, information on the Post-9/11 GI Bill, and a blog that offers Veterans boundless information. Be sure to visit Militaryconnection.com, the go-to site.

Military Connection: Veteran Job Outlook-Where the Jobs Are: by Debbie Gregory

Military Connection: Why not Hire a Veteran?

April 8, 2015/in Archived Blogs

By Joe Silva

There is no question that unemployment among Veterans is improving. The utilization of resources such as the MilitaryConnection.com Jobs Page, Virtual Job Fair, as well as other government and private sector initiatives have made headway in eliminating unemployment among Veterans. But our latest generation of war Veterans still encounter an unemployment rate that is higher than their civilian counterparts, evidence that there is still a need for hiring initiatives for Veterans.

At MilitaryConnection.com, we are committed to honoring service members and Veterans from all branches and components, as well as the sacrifices made by their families. It is the obligation of our nation’s citizens to provide considerations for those who sacrificed for our country. Therefore, hiring advantages and initiative for Veterans are necessary to give back to those who have sacrificed so much. But we also see the hiring of Veterans as advantageous opportunities for employers as well. Veterans entering the talent pool are equipped with unique experiences, talents and education that just can’t be found anywhere else. Savvy employers are taking notice.

Much like college, spending four or more years living and working on a military installation can be just as educational as living on a college campus. The military uses informal training, classroom instruction, online training modules, advanced testing and training review boards in their methods. In the military, service members are taught a multitude of technical, vocational and leadership skills, using real-world work environments to hone these skills. Unfortunately, too many employers don’t recognize the U.S. military as an educational institution.

Employers have also passed on hiring Veterans because of perceived skill gaps between military experience and private sector job requirements. But too often, these gaps can simply be attributed to the differences between military and corporate cultures. Employers who are interested in hiring qualified Veterans are encouraged to incorporate questions that address the functions of their military positions, and not just job titles and locations. Employers may find that most Veterans have a sharp knowledge of computer skills and administrative functions, even if their Military Occupational Specialty doesn’t suggest it.

The bottom line is that employers need to find ways to say “yes” to hiring Veterans. Business leaders claim to be constantly looking for the top talent. If this is the case, then why not start with a workforce whose talent, reliability and determination to succeed is mission accomplishment? Why not hire a Veteran?

Military Connection proudly serves those who serve in the Army, Navy, Air Force, Marines, Coast Guard, Guard and Reserve, Veterans and their Families. We are the go to site for Veteran Employment and information on Veteran education. Militaryconnection.com provides Veterans with and Directory of Employers, a Job Board, information on the Post-9/11 GI Bill, and a blog that offers Veterans boundless information. Be sure to visit Militaryconnection.com, the go to site.

Military Connection: Why not Hire a Veteran? By Joe Silva

Military Connection: Army Expanding Credentialing Program to all MOS’s

April 2, 2015/in Archived Blogs

By Debbie Gregory.

One of the biggest obstacles that stand in the way of Veterans securing civilian jobs is the fact that many employers don’t recognize military qualifications as work experience. Every Military Occupational Specialty (MOS) has specified training, and requires qualifications that, in most cases, don’t carryover to the civilian world, once service members separate from the military.

But now, as the U.S. military is in the process of its largest draw down in generations, the Army’s Training and Doctrine Command (TRADOC) is leading efforts to give soldiers the opportunity to earn certifications and licenses for their military experience that will be recognized by civilian employers. The program is part of a recent directive, signed by Secretary of the Army John McHugh, and calls for the branch to improve its credentialing and career skills programs. The program is being pushed by Sergeant Major of the Army (SMA) Dan Dailey.

“This is a win-win for the Army and its soldiers,” SMA Dailey said. “What better time than now, when the nation needs an Army of soldiers and leaders with creative and critical thinking skills to accomplish any mission the nation asks of us. We must be able to give them the most educated fighting force in the world.”

Soldiers are able to earn two types of credentials: One is a non-DOD government license, which include state-issued commercial driver’s licenses and licenses issued by the Federal Aviation Administration. The other is a certification from an independent agency or industry-organization, such as the American Welding Society. The Army is looking to create licenses and certifications for every MOS.

The Army is hoping that its credentialing program will benefit soldiers and the branch by helping transitioning soldiers get hired in the civilian world, recognized as qualified workers. The DOD is responsible for unemployment compensation for the first 26 weeks after a service member separates. And according to the Department of Labor, the average recipient receives 21 weeks of unemployment compensation. The Army spent more than $320 million in unemployment compensation for soldiers, who were qualified workers, but lacked the proper civilian-recognized credentials.

The new program will also benefit soldiers who are wishing to make the Army their career. Earning credentials provides soldiers with promotion points, which will factor into their tallying at promotion time. For example, a sergeant looking to promote to staff sergeant can earn ten points for each certification, for a maximum of 50 points towards promotion.

With unemployment among Post-9/11-era Veterans among the highest in the nation, programs such as this could go a long way. Anything that can be done should be done to reduce this statistic for a generation of Veterans in recognition of their patriotism and sacrifice during the country’s longest period of war.

To see what credentials are available to soldiers, visit https://www.cool.army.mil/

Military Connection proudly serves those who serve in the Army, Navy, Air Force, Marines, Coast Guard, Guard and Reserve, Veterans and their Families. We are the go to site for Veteran Employment and information on Veteran education. Militaryconnection.com provides Veterans with and Directory of Employers, a Job Board, information on the Post-9/11 GI Bill, and a blog that offers Veterans boundless information. Be sure to visit Militaryconnection.com, the go to site.

Military Connection: Army Expanding Credentialing Program to all MOS’s: By Debbie Gregory

Military Connection: Questions Veterans Should ASK at Interviews

March 19, 2015/in Archived Blogs

By Debbie Gregory.

For many Veterans looking for their first post-military jobs, much of the process is new to them. There are workshops and resources for employment searches, and resume writing to assist with those aspects of the job hunt. There are also resources available for practicing for interviews. But even with preparation, interviews can be the most intimidating portion of the job search. That is why it is important that Veterans do all that they can to present themselves as capable and confident to prospective employers.

It is crucial that Veterans research the company they’re interviewing with, and be familiar with the company’s mission statement and values. It also goes without saying that Veterans should be prepared to answer questions about the industry and the position they’re applying for, in a manner that displays their capability to fill the company’s need. But what many Veterans may not be aware of is the need to ask questions at the end of the interview, in order to convey their interest in the company and desire to win the position.

In the military, asking too many questions was a bad thing. And most Veterans who held leadership roles would argue that, in fact, there is such a thing as a stupid question. But asking well informed and targeted questions at the end of an interview can mean the difference between getting hired or continuing the job search.

When you’re researching the company, its policies and values, if you should happen to come up with legitimate questions that were not addressed, ask them. These questions will show that you have done your homework.

One of the best questions you can ask is something along the lines of, “Is there anything about me or my resume that I can clarify for you to make hiring me an easy decision?” A question such as this will show your interviewer that you are truly interested in getting the position. It can also get you talking more about your strengths, abilities and experience.

Another question to ask your interviewer should be something like, “Can you provide me with an area that the company needs improvement in?” If in researching the company, you find an area that company acknowledges a deficiency, you could specify that area, and ask how the company is approaching that fix. Asking these types of questions shows your interviewer how you are already thinking of ways to make their company better. Be prepared to offer a solution, but only if you are asked for one.

One last question that Veterans should ask during the interview is, “What does your ideal candidate look like and what can I do to become more like them? This question is a good one for multiple reasons. First, it shows your desire to win the position. It also exhibits your willingness to improve yourself. Furthermore, if for some reason you don’t get hired for this position, an answer from the interviewer could provide you with useful information to land the next job.

Military Connection proudly serves those who serve in the Army, Navy, Air Force, Marines, Coast Guard, Guard and Reserve, Veterans and their Families. We are the go to site for Veteran Employment and information on Veteran education. Militaryconnection.com provides Veterans with and Directory of Employers, a Job Board, information on the Post-9/11 GI Bill, and a blog that offers Veterans boundless information. Be sure to visit Militaryconnection.com, the go to site.

Military Connection: Questions Veterans Should Ask at Interviews: By Debbie Gregory

Military Connection: Who Are the Unemployed Veterans?

March 19, 2015/in Archived Blogs

By Debbie Gregory.

Each month, the U.S. Bureau of Labor Statistics (BLS) publishes its report, “The Employment Situation.” Economists and concerned citizens view this report in order to track a variety of employment trends. MilitaryConnection.com uses the BLS data to track the statistics for Veterans, with a focus on the current generation of Veterans, transitioning out of uniform and into civilian employment. Data for the February 2015 Report was published on March 6, 2015.

Post-9/11 Veterans are referred to in the report as “Gulf War-era II Veterans.” Gulf War-era II Veterans have consistently recorded among the highest levels of unemployment in BLS reports. In the most recent report, Gulf War-era II Veterans recorded an unemployment rate of 6.7% for February 2015. While this number is down from January, 2015’s mark of 7.9% and considerably lower than February of last year’s rate of 9.2%, it is still one point higher than non-veteran totals. It is also1.2% higher than the national unemployment rate of 5.5%.

But a more telling picture of the unemployment picture for Post-9/11 Veterans was posted in a November 2014 BLS report titled “Employment and Unemployment Among All Veterans, Gulf-War-era II, and Nonveterans.” In this report, the unemployment data is broken down by war-era/non veteran as well as by age.

The data shows that Veterans over age 35 had an unemployment rate that was much more in tune with their non-veteran peers during 2013. All Veterans had a 6% unemployment rate, Gulf War-era II Veterans had a 6.4% rate, while non-veterans notched a 5.9% rating.

On the other hand, Veterans aged 18 to 24 years old, all them Gulf War-era, and comprising most of the fighting force for the wars in Iraq and Afghanistan saw an unemployment rate of 21.4% in 2013, versus 14.3% for non-veterans.

The BLS data shows that an “area of focus” needs to be addressed in order to improve Veteran employment. It is not always enough to create initiatives and hiring programs that are geared towards “Veterans” or even “Post-9/11 Veterans.” Utilizing the data provided by the BLS, employers and Veteran advocates who are serious about combating unemployment among those who served in the military will start focusing their efforts on Veterans aged 18 to 24, who are the most unemployed group.

Military Connection proudly serves those who serve in the Army, Navy, Air Force, Marines, Coast Guard, Guard and Reserve, Veterans and their Families. We are the go to site for Veteran Employment and information on Veteran education. Militaryconnection.com provides Veterans with and Directory of Employers, a Job Board, information on the Post-9/11 GI Bill, and a blog that offers Veterans boundless information. Be sure to visit Militaryconnection.com, the go to site.

Military Connection: Who Are the Unemployed Veterans? By Debbie Gregory

Military Connection: Five Reasons to Hire Veterans

March 10, 2015/in Archived Blogs

By Joe Silva

I recently had a bad experience at a clothing store. Without going into too much detail, I noticed that there were several employees standing around, having inappropriate conversations in front of customers, and flat-out misrepresenting their company. The only capable person there happened to be helping me, and she was one of the store’s managers.

“I hate to say it, but you have a lot of dead weight working here,” I said to her. This, after she apologized to me when one of these employees interrupted our transaction, asking to go on a break.

The manager didn’t agree with me, verbally, but her reaction told me that I wasn’t far off the mark. I suggested to her that she should look into hiring some new people, and after a brief pause, I added, “Maybe some Veterans.”

The more I thought about it, the more I felt that adding some Veteran blood to that establishment could potentially improve their service, efficiency and image. I highly recommend hiring Veterans to any employer who needs to boost production, improve their image or change their culture. Here is why:

Veterans are Team Players. If you want your establishment to be a winning team, you need to have employees who are willing to work as part of a team. Veterans from all service branches and all military occupations have completed some of the most rigorous team-building exercises around. Veteran employees, who feel valued by their company, will be the first to promote the company’s brand and culture.

Veterans are Detail Oriented. From boot camp to separation, Veterans were required to have inspection-ready uniforms, living quarters, and work spaces. Having an employee who can handle that sort of scrutiny can do wonders for your company. If they don’t know something, they’ll ask, and once they know, they do the job correctly.

Veterans are Planners, so they are great hires for companies concerned with productivity and schedules. In the military, Veterans were given manuals for every aspect of their lives, from brushing their teeth, to cleaning a rifle. Being conditioned to methodical planning of any task, they will most likely find ways to quicken your company’s tasks, and be able to write you an Standard Operating Procedure on it.

Veterans have the Can-Do Attitude. Military training and conditioning has equipped Veterans with the ingenuity and grit to get the job done. So, whether you need to meet a deadline, keep pace with the competition, or take out a machine gun nest, Veterans are going to get the job done.

Veterans Take Direction well. Most Veterans weren’t the commanding officers of their units, but even C.O.’s answered to their superiors. Veterans are used to being told what to do and how things are by whoever’s in charge, and then getting the job done. In the same thread, Veterans with military leadership experience have been conditioned to ooze confidence. Sometimes it’s not the order, or who gives it, but the tone in which the order is given that gets the desired results.

I try to imagine what that clothing store would be like if there were a Veteran or two on its sales team. I imagine that there would have been less standing around and more work being accomplished… I also imagine that I would have been a return customer.

Military Connection proudly serves those who serve in the Army, Navy, Air Force, Marines, Coast Guard, Guard and Reserve, Veterans and their Families. We are the go to site for Veteran Employment and information on Veteran education. Militaryconnection.com provides Veterans with and Directory of Employers, a Job Board, information on the Post-9/11 GI Bill, and a blog that offers Veterans boundless information. Be sure to visit Militaryconnection.com, the go to site.

Military Connection: Five Reasons to Hire Veterans: By Joe Silva

Military Connection: Army Allows Soldiers to Separate Early

February 1, 2015/in Archived Blogs

By Debbie Gregory.

Service members who are separating from active duty have numerous obstacles to deal with. Often relocating, finding housing and finding employment are at the top of long lists of things to do. Sometimes timing can be the difference between a successful separation and one that leaves a Veteran struggling in the civilian word. It is for this reason that the U.S. Army is once again allowing early separations of up to six months to enlisted soldiers.

To assist soldiers separating as part of the draw-down, an Army policy effective in 2014 gave senior commanders the authority to approve a soldier’s voluntarily early separation if the separating soldier had a documented job offer in the civilian sector. The policy extended to soldiers who were barred from re-enlisting because their occupational specialties had been deemed over its strength size. These early-out policies are expected to remain in effect through 2015.

Soldiers of the Regular Army who are approaching their expiration term of service (ETS) can apply for early separation under two eligibility categories: Employment Separations, and those barred from re-enlistment.

Regular Army soldiers who are approaching their ETS, who elect not to re-enlist or extend their active-duty service, may request an early separation of 180 days in advance of their ETS, for the purpose of accepting employment.

Soldiers applying for early separation for employment purposes must have full time employment lined-up. The job must meet the soldier’s income requirements, as indicated in the 12-month post-separation budget completed as part of the Transition Assistance Program.

Soldiers wishing to separate early must provide a written statement from their prospective employer, indicating the job offered, whether it is full-time or part-time, the amount of the compensation, and whether that compensation will be salaried or hourly. The statement also must indicate the start date of the employment, and how early separation from service will facilitate acceptance of the job offer, and how a delay would cause hardship.

Separation dates will usually be no earlier than ten days prior to the employment start date. Approval authorities can extend the separation to 30 days, if soldiers require additional time to relocate for employment.

The second eligibility category applies to soldiers who are barred from re-enlisting. These men and women can request early separation up to 90 days before their contractual ETS.

MOS and skill levels to be affected by the Precision Retention Program will be announced by the Human Resources Command in an upcoming message to field units.

Soldiers who are denied re-enlistment will be notified six months before their ETS, and will be assigned retention code “9F,” indicating they are barred from re-enlisting by the secretary of the Army because of “force-shaping requirements.”

Soldiers can request early separation through their chain of command using a DA Form 4187 (Personnel Action). Early separation can be approved by Army commanders who hold special courts-martial convening authority, or higher. These officers are usually in the ranks of colonel (O-6) and higher. In assessing applicants for possible separation, commanders must determine that a soldier is not mission-essential to his or her unit.

Soldiers who are approved for separation under this program will not be required to repay the Army for any unearned portion of a bonus or special pay. Their character of service will be considered HONORABLE and the reason for separation entered on their DD Form 214 (separation document) will be “reduction in force.”

For assistance with the program, soldiers should contact their local career counselor.

The following soldiers are not eligible for early separation under this voluntary program:

• Members of the National Guard and Army Reserve.

• Soldiers who were ordered to active duty because they failed to meet the requirements of an educational agreement with the Army.

• Soldiers who will have less than 36 months of total service at the time of separation.

• Soldiers who have an approved retirement code in the Total Army Personnel Database.

Military Connection proudly serves those who serve in the Army, Navy, Air Force, Marines, Coast Guard, Guard and Reserve, Veterans and their Families. We are the go to site for Veteran Employment and information on Veteran education. Militaryconnection.com provides Veterans with and Directory of Employers, a Job Board, information on the Post-9/11 GI Bill, and a blog that offers Veterans boundless information. Be sure to visit Militaryconnection.com, the go to site.

Military Connection: Veteran Employment Report: By Debbie Gregory

January 19, 2015/in Archived Blogs

Back in 2011, a group of employers banded together and vowed to collectively hire 100,000 military Veterans by 2020. The coalition began with eleven companies, bent on hiring Veterans, and calling their initiative the 100,000 Jobs Mission. But the undertaking rapidly grew into a widespread national alliance, expanding to 170 employers. As of September 30, 2014, the coalition of employers that make up 100,000 Jobs Mission have combined to hire 190,046 Veterans, smashing its initial goal.

In 2014, the RAND Corporation published a Veteran employment report titled “Veteran Employment: Lessons from the 100,000 Jobs Mission.” The report was based on data collected from 26 member companies of the coalition, spanning a diverse range of industries.

The report was intended to provide 100,000 Jobs Mission members and government organizations with informative data on best-practice methods for recruiting and retaining Veteran employees, However, there is a wealth of additional information in the report that Veterans can use to help land civilian employment through the 100,000 Jobs Mission.

The report recommends that Veteran job seekers not waste their time and energy attending any and every job fair until they get hired. Instead, Veterans are encouraged to focus their energy on only attending job fairs that allow them to submit their resume to potential employers before the job fair. These job fairs are more like interview fairs, where the employer can notify candidates of their interest ahead of time, and make arrangements to interview them.

Veteran job seekers are also encouraged to research and seek out job-placement/temp agency companies that are Veteran friendly and positioned to help link Veterans to companies that are hiring.

The RAND Veteran employment report also suggests that one key aspect for Veteran job seekers in finding civilian employment is the ability to convey their skills and experience to their prospective employers. Some ways that Veterans can learn to better translate their skills and experience is by taking advantage of the technical training opportunities that are made available to them when they are preparing to separate from the military. There are also resources available once they have separated.

The report also repeatedly stresses that coalition companies and Veterans should link up with each other through programs such as the Department of Veterans Affairs’ Veterans Employment Center, state Veterans affairs offices, state and county employment offices, and local and national Veteran non-profit organizations.

MilitaryConnection.com would also like Veterans to know about the resources and information that can be found on our Jobs Page at: localhost/mc/jobsoverview

Military Connection proudly serves those who serve in the Army, Navy, Air Force, Marines, Coast Guard, Guard and Reserve, Veterans and their families. We are the go to site for Veteran Employment and information on Veteran education. Militaryconnection.com provides Veterans with and Directory of Employers, a Job Board, information on the Post-9/11 GI Bill, and a blog that offers Veterans boundless information. Be sure to visit Militaryconnection.com, the go to site.