A military transition success story from G.W. (Gil) Williams of Intel
Veterans of the U.S. armed forces at Intel not only number more than 4,000—they are a diverse group of employees whose real-world experiences and skills make them an ideal fit for Intel’s culture of discipline, results orientation, and pride in their work.
8% of Intel U.S. based employees have self-identified as military veterans representing the Air Force, Army, Coast Guard, Marines, and Navy. They all contribute to the organization in a variety of business groups that include manufacturing, sales, human resources, information technology, and many others.
Brian Bowen, Branch Manager for the Biltmore branch of Charles Schwab & Co., Inc., exudes enthusiasm and positivity. The kind of brand ambassador companies covet, Brian has immense pride in his company, a passion for lifelong learning, and the values associated with being a military veteran. Except that Brian has never himself been in the military.
As a military spouse, Brian is a rarity. Only seven percent of all military spouses are male, and fewer yet are able to maintain a progressive, successful private sector career. With his own drive and the help of Schwab, a top military-friendly company, Brian has prospered. Here is his extraordinary story.
Taking everything into consideration, on a scale of 1-10, how happy are you with your job? If you answered 7 or less, you probably need to find a new job right now. Yes, really.
Sound drastic? Think about it. Most of us spend more time at work than we do with our families. If we devote a huge proportion of time to a job we don’t thoroughly enjoy, we’re not going to be happy in our personal lives, either. With 70% of the workforce in the US unhappy in their work, too many people are down in the “disses” - dissatisfied, disgruntled, disengaged. There’s a whole spectrum of disses.
A Military Transition Success Story from Aetna
Joseph Miraglia served in the United States Coast Guard for eight years and was an E-5, Information Systems Technician Second Class. Currently, he is a Senior Security Information Analyst for Aetna. Joseph shared some real-world advice with us on successfully transitioning from the military to a civilian career.
Focus on your passion. “The job hunt was relatively easy for me because I knew exactly what I wanted to do”, said Miraglia. “Find something you’re passionate about, find the career that’s best suited to that, and pursue it.” While Joseph’s experience as an Information Systems Technician translated directly to his position with Aetna, he is optimistic about the overall outlook for veterans in the job market: “Personally, I think veterans will succeed no matter what their rating or position was in the military, as long as they want to succeed.”
A Military Transition Success Story from Synchrony Financial
While some military veterans jump right into the job search, James’ methodical transition to a professional level position in engineering took several years. A masters’ degree and a position with a defense contractor paved the way for him to move into the corporate world with Synchrony Financial, a military-friendly company. James offers some insights for military job seekers and employers.
A Military Transition Success Story from First Service Networks
Story provided by Matt W., US Coastguard Cutterman Lieutenant (ret), Director of Operations at First Service Networks.
I graduated from the Coast Guard Academy in New London, CT in 2002 and spent the next ten years as a cutterman in the U.S. Coast Guard, six of which were at sea along both coasts of U.S., the Caribbean and the Alaskan inside passage. I also served in a Command and Control Center in Boston and as an Admissions Officer back at the U.S. Coast Guard Academy.
A Military Transition Success Story from First Service Networks
Provided by US Navy Commander (ret) Kristin P.
As a Supply Officer in the U.S. Navy, I spent over half of my career managing complex logistical operations on combatant ships that deployed all over the world. Additionally, I served on the ground in both Iraq and Afghanistan in combat. Over the course of my career, the Navy afforded me the opportunity to manage teams of men and women in uniform of up to 600, along with budgets and inventory levels worth hundreds of millions of dollars.
Your LinkedIn photo may be the most important part of your profile, because it creates the first impression. Your photo can either draw a recruiter in or cause them to X out before the rest of your awesome profile has a chance to be seen. Don’t let that happen! Here are ten common mistakes to avoid.
Creating a strong employer brand is the #1 most important initiative for any growing workplace today.
People are more mobile than ever before. In 2016, 25% of employees plan to actively look for a new job, as reported in the Staples Advantage 2015 Workplace Index – you can download a copy here. Top people, especially those with in-demand skills in technology, sales and healthcare, are inundated with calls and emails from headhunters. Skilled recruiters paint rosy pictures of new opportunities. Even people who thought they were happy in their jobs are flattered and seduced by recruiters’ pretty pitches. So what do you do to attract and retain top talent?
Are you in the job market, either right now or planning to be in early 2016? Either way, your timing is perfect. December and January are both ideal months for job hunting, for different reasons.
If you're looking for a job now, don’t stop your search for the holidays! It’s a myth that nobody hires over the holidays. Businesses still have openings. And you can bet overworked, short-staffed hiring managers aren’t taking three weeks off. Decision-makers are still in the office.
“If your actions inspire others to dream more, learn more, do more and become more, you are a leader.” -- John Quincy Adams
How do you define the word leader? If asked that question a few years ago, I likely would have answered “someone that manages others.” My guess is many others would answer the same. This year, I am one of 91 Schwabbies selected to participate in Schwab’s Aspiring Leaders Program and as the six-month program comes to a close my definition of a leader has completely changed. True: a leader might manage others; but being a leader is so much more than being a people manager. A leader inspires, innovates, challenges the status quo. A leader does all of these – and none of them require that they have team of direct reports.
I just spent the day searching for a management candidate for a software company. The requirements for the position were high, but with 67 resumes to review, I had high expectations for finding some top candidates – and I did. But I had to send far too many people that dreaded “no-thanks” note. Most were just not the right fit. But if you've recently received one of those “no-thanks” notes and you think you were a great fit, read on to see if your job search may be stalled by one of these resume deal-killers.
We know transitioning to a civilian job can be tough for our military service men and women. Employers do want to hire veterans, despite how it may feel at times. But you may be shooting yourself in the foot. Read on for five common problems veterans can have in their job hunt, and the solutions.
Your resume isn't written in English. Chances are that the recruiter reading your resume has never served in the military. Civilians don’t understand military acronyms, MOS codes, and jargon. The more impressive your resume looks from a military standpoint, the less desirable you’re going to look on paper to an untrained civilian. Unfair? Yes, but true.
The solution: Translate your specific skills into key words specific to the job you’re seeking. Here’s one translator tool to try.
More than half of U.S. businesses don’t have formal programs in place to hire military veterans, and unemployment among veterans is still higher than in the general population. That’s an opportunity for savvy employers who understand that hiring veterans is a smart move.
Despite research that shows that military veterans are more productive and have less turnover than others, biases persist that are roadblocks to hiring vets. If your company is not actively pursuing veterans to join your workforce, hiring managers might need to overcome barriers like these:
The power of employer branding is on center stage as outdoor retailer REI uses its employer brand to disrupt a whole industry.
Retail, and our consumer centric culture, is reeling from the announcement that REI will close on Black Friday and give its 12,000 employees a day off with pay instead, to promote their innovative #OptOutside campaign. Is the CEO nuts, or is REI rolling out a brilliant strategy?
To make your company more innovative, focus on your culture.
“We often think of innovation as new, different products”, said Corey Staten, VP Client Services and Strategy for Charles Schwab, one of Arizona’s Most Admired Companies and winner of the 2015 Innovation Spotlight Award. “A lot of times it’s refining and honing in on your culture and what makes you great.”
Having spent about 20 years in the workforce, I’ve crossed the paths of quite a menagerie of colleagues. From my early days waiting tables to my current role at Schwab, I have met and worked with some of the most phenomenal human beings I could ever imagine. Since we spend nearly a quarter of our lives at work, it should come as no surprise that workplace relationships are a major driver of job satisfaction. In fact, according to the Gallup organization, having strong connections with trusted colleagues has a direct impact on an employee’s engagement and a workgroup’s productivity
How the job market has changed! While “hiring top talent” has always been a priority for great places to work, only in recent years has the market for talent been so challenging that it has caused a sea change in business strategy overall. Companies that are mindful about their culture, pay policies, and employer branding have a tremendous advantage. GoDaddy provides a strong example.
In the wake of disappointing diversity numbers from tech giants, encouraging women in technology has become a movement. As employers examined their cultures, pay practices, and employer brands, many found that for a multitude of reasons their companies were not especially welcoming to women. GoDaddy was no exception. Their past male-oriented, sexy brand image from its early days had spilled over into their employer brand even after the company shifted its marketing style in 2013, potentially discouraging current female applicants. The strategic changes that were made two years ago are showing results, and now, CNN Money reports that overall, women at GoDaddy actually make slightly more money than men.