Employment Fundamentals of Career Transition

U.S. Department of Labor

Employment
Fundamentals of
Career Transition(EFCT)
Participant Guide

January 2021 Edition

Employment Fundamentals of Career Transition
Employment Fundamentals of Career Transition

Participant Guide
Participant Guide

Table of Content
Section 1

Getting Started.......................................................................................................................... 5

1.1

Objectives...................................................................................................................................... 5

1.2

Course Overview ........................................................................................................................... 6

1.3

Prerequisites ................................................................................................................................. 7

1.4

Career Transition Timeline ............................................................................................................ 8

1.5

Activity: Where Are You Now?...................................................................................................... 9

Section 2

Planning Your Next Steps ........................................................................................................ 11

2.1

Factors to Consider When Selecting a Career............................................................................. 11

2.2

Labor Market Research ............................................................................................................... 13

2.3

Activity: Use Labor Market Research to Research Occupations & Identify Requirements ........ 15

2.4

Activity: Identify the Occupation Outlook & Salary Range ......................................................... 17

2.5

Activity: Final Analysis ................................................................................................................. 19

2.6

Additional Transition Workshops................................................................................................ 20

2.7

Getting Help at the American Job Center (AJC) .......................................................................... 21

2.8

Activity: Access the AJC Online ................................................................................................... 22

Section 3

Preparing for Success .............................................................................................................. 24

3.1“Think Like an Employer” ............................................................................................................ 26

3.2

Adjustment to the Workplace..................................................................................................... 26

3.3

Translating Military Terminology into Civilian Terms ................................................................. 29

3.4

Employment History Outline ...................................................................................................... 31

3.5

Activity: Create Your Employment History Outline .................................................................... 31

3.6

Resumes ...................................................................................................................................... 32

3.7

Create a Resume that Stands Out with the STAR Method ......................................................... 35

3.8

What is the STAR Method? ......................................................................................................... 35

3.9

Putting STAR into Practice .......................................................................................................... 36

3.10

Activity: Creating an Achievement Statement using the STAR Method ................................... 37

3.11

Professional Introduction............................................................................................................ 38

3.12

Activity: Draft Your Professional Introduction ............................................................................ 39

3.13

Networking.................................................................................................................................. 42

3.14

Activity: Identify Your Network Contacts.................................................................................... 42

3.15

Expanding Your Network to Online Networking......................................................................... 44

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3.16

Using LinkedIn ............................................................................................................................. 45

3.17

Effective LinkedIn Profiles ........................................................................................................... 45

3.17.1

Getting Started and Profile Photo....................................................................................... 45

3.17.2

Activity: Create Your Headline ............................................................................................ 46

3.17.3

Activity: Draft Your Summary Statement............................................................................ 46

Section 4

Applying for a Job.................................................................................................................... 52

4.1

How Hiring Occurs....................................................................................................................... 52

4.2

Selecting an Application Method ................................................................................................ 53

4.3

Seeking Out Veteran Ready Employers ...................................................................................... 54

4.4

Activity: Job Search ..................................................................................................................... 54

4.5

Analyze a Job Posting .................................................................................................................. 57

4.6

Activity: Analyze a Job Posting for Keywords & Information ..................................................... 58

4.7

Completing a Job Application ..................................................................................................... 60

4.8

After the Application Process ..................................................................................................... 61

Section 5

Interviewing for a Job ............................................................................................................. 63

5.1

Stages of an Interview................................................................................................................. 63

5.2

Types of Interview Questions ..................................................................................................... 64

5.3

STAR Method for Interview Questions ....................................................................................... 67

Section 6

Receiving a Job Offer............................................................................................................... 69

6.1

Evaluating a Job Offer ................................................................................................................. 69

Section 7

Communicating Your Decision ................................................................................................ 71

7.1

Negotiating Job Offers ................................................................................................................ 72

7.2

How to Negotiate ........................................................................................................................ 73

7.3

Negotiation Outcome ................................................................................................................. 74

Section 8

Summing It Up......................................................................................................................... 76

Section 9

Appendix ................................................................................................................................. 78

9.1

Practice Answering Interview Questions .................................................................................... 78

9.2

Example Chronological Resume .................................................................................................. 79

9.3

Example Combination Resume .................................................................................................. 80

9.4

Website Guide............................................................................................................................. 81

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1
Getting Started

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Section 1 Getting Started
Thank you for your service, and congratulations on embarking on the next phase of your career!
The purpose of this course is to provide you with the essential tools and resources you need to evaluate
career options, gain information for employment, and understand the fundamentals of the employment
process.

1.1 Objectives
Upon completion of this training, you will have learned how to:•Conduct occupational research and job search forselected careers.

•

Complete the Labor Market Information Analysis.

•

Understand the civilian work environment.

•

Use the STAR method to write achievement statements.

•

Recognize the basic sections of a resume.

•

Draft an employment history outline.

•

Draft a professional introduction to use for networking.

•Identify your network contacts.

•

Draft a headline and summary for your LinkedIn profile.

•

Analyze a job vacancy posting.

•Connect your skills and abilities with the needs of an employer.

•

Identify the relevant factors in evaluating a job offer.

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1.2 Course Overview
In this training, we will discuss the fundamentals of theemployment process, which is explained in the six stages below.

The table below shows a breakdown of each stage, including the
focus, topics, and activities that we will cover in each lesson.
Employment Process Stage
1. Plan your next steps.

Stage Focus
What do you want to do
next?

Topics & Activities
•
•
•
•
•

2. Prepare for success.

What documents anditems do you need toprepare for theemployment process?

•
•
•
•
•
•
•
•
•
•
•
•

6

Factors to consider when selecting acareerLabor market research
Activity: Career research
Additional workshops
Activity: Getting help at yourAmerican Job Center
Adjusting to the civilian workplace
Translating military terminology
into civilian terms
Employment history outline
Activity: Start your employment
history outline
Basics of a resume
Activity: Write a STAR achievement
statement
Professional introduction
Activity: Draft your professional
introduction
Networking
Activity: Identify your network
contacts
Online networking
Activity: Create a LinkedIn profileand draft your headline andsummary statement

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Employment Process Stage
3. Apply for a job.

Participant Guide
Participant Guide

Stage Focus
How do you make yourapplication stand out
from the crowd?

Topics & Activities•

How hiring occurs
Selecting an application method
Seeking out Veteran-Ready
employers
Activity: Search for a job
Analyzing a job posting
Activity: Analyze job posting for
keywords and information
Tips for completing an employment
application
Follow up on job application

•
•
•
•
•
•
•

4. Interview for a job.

How will you
demonstrate your value
to an employer?

••

Stages of an interview
Types of questions

5. Receive a job offer.

What do you need to doafter you get the job
offer?

••

Know the terms of an offer
Activity: Evaluate the job offer

6. Communicate your decision.

How do you inform theemployer of yourdecision?

••

Informing employer of your decision
Negotiating job offers

1.3 Prerequisites
The Transition Assistance Program (TAP) curriculum
is an outcome-based, modular curriculum withstandardized learning objectives.
The modules you have completed during yourService’s Transition Day (Managing Your Transition,
Military Occupational Code [MOC] Crosswalk, andFinancial Planning for Transition) will assist you
during the DOLEW.
Bring the following items to class each day:
•
•
•
•
•

Verification of Military Experience and Training (VMET)Performance evaluations (to help you develop STAR statements)
Military and college transcripts
MOC Crosswalk Gap Analysis
Laptop or notebook as required by the installation.
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1.4

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Career Transition Timeline

This Participant’s Guide complements the Transition Assistance Program (TAP) curriculum by providing
you with access to tools and best practices that will help you transition from military service to a civilian
career. The curriculum’s Career Transition Timeline is below. This timeline provides specific guidelines
and timeframes to manage and navigate your journey toward a new career path.

Career Transition Timeline
Timetable

18 to 24 Months Before
Transition

12 to 18 Months Before
Transition

6 to 12 Months
Before Transition

0 to 6 Months Before
Transition

Primary
Activities

Assessment and Career
Exploration

Preparation Activities

Engagement
Activities

Transition• Meet with local TAP
Counselor• Complete selfassessment• Create a LinkedIn
account• Identify a mentor• Begin exploring
career options
Description• If retiring,schedule/attend
Initial Counseling and
Preseparation/TransitionCounseling (canoccur before 365
days, but no later
than 365 days)• Develop an Individual
Transition Plan (ITP).

Outcome• If separating/transitioning,schedule/attend
Initial Counseling and
Preseparation/TransitionCounseling (canoccur before 365
days, but no later
than 365 days)• Register for/attend
any remaining TAP
workshops• Begin & refine job
search• Complete targetedresume• Sign up for a freeyear of LinkedIn
Premium
Subscription• Targeted
networking• Practiceinterviewing• Explore SkillBridge or
Career Skills
opportunities• Explore othertraining
opportunities• Create a masterresumeHigh-Quality Civilian Career8• Attend career fairs• Connect with an
American Job
Center (AJC)
locally or at postseparation
location• Apply andinterview for
positions• Continue to
network and stay
involved on
LinkedIn andother social media
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1.5 Activity: Where Are You Now?
Take a few minutes to complete the following sentences. Be prepared to share your answers with thegroup.

1. My current job in the military is…

2. What I find most rewarding about my job is…

3. Some of the strengths I’ve developed are…

4. After the military, I want to…

5. One thing I need to learn for my job search is...

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2
Planning Your Next Steps

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Section 2 Planning Your Next Steps"What do you want to do next?” is an important question thatyou need to be able to answer before you can prepare for theemployment process.
In this section, you will: Evaluate your career options using important career
factors and information from the labor market.
 Use this information along with your insights from the
MOC Crosswalk and Financial Planning for Transition
workshop to complete your Gap Analysis.

2.1 Factors to Consider When Selecting a Career
When selecting a career, think about the following factors:
Interests

Pursue something you’re truly interested in. If you don’t like working with sickpeople, don’t be pressured into becoming a nurse just because there is a highdemand for nurses.

ValuesAs you plan for your future career, make a list of your top priorities to ensure
this career matches up. How will you achieve a work-life balance? Is having
weekends off important?

Work Style

Everyone has their own unique work style. Some enjoy deadlines and structure
while others thrive with little guidance or management. Make sure the career
path you choose provides you with an environment you can thrive in.

LocationIs the job in demand where you are going to live, or do you need to relocate?
When contemplating relocation, strongly consider housing availability,
associated moving costs, cost of living, and family adjustment. Plan carefully toensure you can work where you want to live.

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The Market

Research the labor job market to ensure the career you are pursuing has
demand in your area and to determine what education or training is required.
Research the salary ranges, industry trends, and growth potential.

Education & Training(High-quality Civilian
Career)Select a career that is a high-quality civilian career where you can utilize yourknowledge, skills, and abilities in an occupation that supports your values
while earning a substantive wage. An investment in higher education or a
training program can help you secure a high-quality civilian career. According
to the DOL’s Bureau of Labor Statistics, individuals with an associate degree,
on average, earn 18% more than their counterparts with high school
diplomas. Likewise, an individual with a bachelor’s degree, on average, earns
64% more. Individuals who complete a Registered Apprenticeship Program,on average, earn 84% more than those with only a high school diploma.

SkillsConsider the skills necessary for the career you select. Do you already havethese skills? Are there skills you need to develop in order to be a competitive
candidate in that field?

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2.2 Labor Market Research
The labor market information is aninvaluable resource that you can use toanswer important questions, including:
•
•
•

•

Which industries employ people
in this occupation?
Where, geographically, will I be
able to find a job?
Will there be opportunities in thefield, I am considering after I
complete the required trainingor education?
How much will I earn?

This section will guide you through an understanding of leading trends by industry, growing careers
within these industries, and the relationship between industries/careers and specific locations.
Here are a few key terms:

Labor Supply

The availability of suitable employees willing to work at a given wage

Labor Demand

The need for employees to work in a particular market at a prevailing wage

Labor Market

The supply and demand for labor, in which employees provide the supply
and employers the demand—They depend on the exchange of information
between employers and job seekers about wage rates, conditions of
employment, level of competition, and job location

Labor Market
Information (LMI)

Information about a career that states its demand in an area, what
education and trainings are needed, salary rates, industry trend, andgrowth potential

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Useful Terms to UnderstandIn addition to the terms above, occupation, industry, job, and career are useful terms to understand.
They are often used interchangeably, but there are important distinctions between them.
Key Term

Definition

ExampleOccupation

Type of work, including the associatedtasks, education, and training

Registered Nurse (RN)

Industry

A collection of companies andorganizations connected by producing a
product or service

Healthcare, Education, Sales,
Business

Job

A specific position in which a worker ispaid by an employer to perform work

Emergency Room (ER) Nurse

Career

A full history of jobs (paid or voluntary),
related education, training, andprofessional memberships; spans yourlifetime and includes progression andcontributions to a field

ER, Pediatrics, Patient
Education, Nurse
Management

To put it simply: your occupation is what you do, andyour industry is where you do it. A job is a specificposition, and your career is your work history withina position or industry.
Example: Receptionist is an occupation that can befound in many industries, such as healthcare,manufacturing, or financial services. These industries
also employ people in other occupations like medical
coding, software development, network administration,
food service, social work, and logistics. There are manyjobs available within each of these occupations that you
might enjoy. After a few years on the job, you might
decide to continue your career in management.

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Occupation

Industry

Job

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2.3 Activity: Use Labor Market Research to Research Occupations & Identify
Requirements
Since the labor market is a big determining factor in your career decision-making process, this activity
will help you narrow down a career that meets your goals.

STEP ACTION
1

Use your results from the interest assessment taken during the MOC workshop and select one
occupation to research.

2

Access My Next Move for Vets onlineat www.mynextmove.org/vets/.

3

Type the title of the chosen
occupation into the search box.

4

Click Search.

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STEP ACTION
5From the list of search results thatappears, select the career title you
are interested in.

6

View all the information provided forthe occupation in each section:knowledge, skills, abilities,
personality, technology, education,
job outlook, and related positions.

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2.4 Activity: Identify the Occupation Outlook & Salary Range
STEP ACTION
1Scroll to the Job Outlook section at thebottom of the occupational details pageshown in Step 6 above (on the
www.mynextmove.org/vets website).

2

Determine the job outlook and salary
based on your current or desired
working location.

3

On the next page, complete the
Location, Salary, Job Outlook, and Final
Analysis sections on the Labor Market
Information Analysis form.

To determine thestate outlook, click
Check Out My State.

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To determine thelocal salary, click
Local Salary Info.

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Labor Market Information Analysis
After completing the Gap Analysis from your MOC Crosswalk workshop, complete theLabor Market Information (LMI) for the civilian occupation using My Next Move for Veterans.

Location:
What is your preferred geographic locationof relocation (city/state)?

Salary:What is the salary range for this occupation?
What is the salary range for this occupation
in my preferred location (city/state)?
Does the salary range fit my requirements?

Job Outlook:
What is the outlook for this occupation inyour preferred state?
What geographic locations (city/state) has abetter outlook?
Which location(s) (city/state) would you be
willing to relocate to?

Final Analysis:
Based upon your Gap Analysis and Labor
Market Information, is this a good job topursue?
List 2 alternative jobs that you can explore to
expand your options.
If needed, repeat Labor Market Information
Analysis with each alternative job.

My Next Steps, based on Gap Analysis and Labor Market Information:18

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2.5 Activity: Final Analysis
STEP ACTION
1Using the Labor Market Information, determine if you want to pursue this occupation.
a. If so, proceed to the next step.
b. If not, repeat the research process using a different occupation.
Based upon your Gap Analysis and Labor
Market Information, is this a good job topursue?
List 2 alternative jobs that you can explore to
expand your options.
If needed, repeat Labor Market Information
Analysis with each alternative job.

2

Determine the job outlook and salary based on your current or desired working location.

3

Complete the Location, Salary, Job Outlook, and Final Analysis sections.

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2.6 Additional Transition Workshops
The Transition Assistance Program (TAP) offers the following additional, two-day workshops to assist
you in your transition:

DOL
Employment
Workshop(DOL EW)

A comprehensive
workshop that covers
emerging bestpractices in career
employment,
including in-depth
training to learninterview skills, build
effective resumes,
and use emerging
technology to
network and searchfor employment.

Career andCredential
Exploration(C2E)

Boots toBusiness (B2B)
Entrepreneurship
Workshop

A workshop that offers aunique opportunity forboth participants andspouses to complete apersonalized careerdevelopment
assessment ofoccupational interest
and ability. This
industry-standard
assessment will present
participants with avariety of tailored job
recommendations(some of which areclassified as highdemand or high-growth
occupations) that alignwith their interests andaptitudes. Participants
will also be guided
through a variety ofcareer considerations,
including labor market
projections, education,
apprenticeships,
certifications, andlicensure requirements.

A workshop for thosepursuing selfemployments in theprivate or nonprofit
sectors. Participants will
receive information on
the benefits andchallenges ofentrepreneurship andthe steps required forbusiness ownership
through the Small
Business Administration(SBA). After completingthe Entrepreneurshipworkshop, participants
will have the opportunity
to enroll in follow-up
entrepreneurshipdevelopment courses for
conducting market
research, completing abusiness plan, andconnecting with asuccessful businessmentor to assist with thebusiness start-up
process.

Managing
Your (MY)
Education

A workshop for those whoare interested in pursuing
higher education.
Participants will learn the
vocabulary of higher
education, identify apotential career anddegree, explore thefactors for choosing aquality institution,
research the requirements
for admission, explore
funding options, andcompare two institutionsof higher education.

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2.7 Getting Help at the American Job Center(AJC)
You can gather a lot of information on websites, but there
is no substitute for connecting in-person with industry
leaders, employers, fellow job seekers, and local labormarket experts. American Job Centers (AJC) serve nearly amillion Veterans each year.
AJCs are known by a lot of different names depending on the state, such as WorkSource, Workforce
Office, Employment Service, etc. No matter the name, the AJCs provide free help to job seekers for avariety of career and employment-related needs. Nearly 2,400 AJCs, funded by the U.S. Department ofLabor’s Employment and Training Administration, are located throughout the United States. Veterans
receive priority of service at AJCs.
AJCs have experienced career counselors on staff that work with job seekers to identify their interests,
assess their skills and abilities, and advise them on in-demand jobs and potential training opportunities.
Many AJCs also offer recruiting events, workshops on resume writing, interviewing skills, and job search
activities.
There are two types of AJCs, comprehensive and affiliate. You will notice the different services offeredat each type when you find your local AJC in the next activity.
Comprehensive AJCs offer free access to a resource room which includes computers with internet,
telephones, and fax machines. These rooms are open to the public on a self-service basis. Staff are
typically available to assist job seekers with building a resume, general career exploration, and job
search.
You should connect with the AJC in your local or desired work area to receive direct access to local
employers and local labor market information, as well as access to free technology courses and local,
state, and federal programs that may help you.
When you enter your location to find your closest AJC, you’ll find up-to-date messages about local officeclosures or virtual assistance. If you need to file for unemployment insurance, please visit the
Unemployment Benefits Finder.

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2.8 Activity: Access the AJC Online
STEP ACTION
1

Access your AJC online
atwww.veterans.gov/.

2

Click FIND A JOB.

3

Click GET ONE-ONONE ASSISTANCE.

4

Type in your city AND
state or zip code in
the Location box andclick Search.

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3
Preparing for Success23

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Section 3 Preparing for SuccessYour next steps may be to pursue an education for your new career, but
you may still need to work while you progress toward your goals. Your firstjob after the military may be your first steppingstone toward achieving
your goal, or your goal might change over time.
This section will provide you with the skills and documents you need toapply for a job. You will learn how to: Adjust to the civilian workplace.
 Create an employment history outline.
 Identify the basic sections of a resume.

 Draft your professional introduction.
 Network.
 Create an effective LinkedIn profile.

Let’s take a short quiz over some of your ideas about the employment process.
Read each statement and indicate whether it is true or false.
1.

Given two qualified job applicants, employers will usually hire a Veteran over a non-Veteran.

2.

The same job you had in the service will pay up to twice as much in the private industry.

3.

Military skills transfer to civilian jobs without additional training.

4.

Civilian employers believe that members of the military do not deal with profit and loss.

5.

Most employers have had enough military experience to be able to understand military language.

6.

Most employers are skilled at selecting new employees.

7.

You may have to overcome an employer’s negative reaction to Veterans to get a job.

8.

Veterans must build a network of job contacts as part of their job search.

9.

Collecting unemployment compensation can hurt your pride and self-respect.

10. After military service, you may have to take a lower-level job than someone of your age who has
not been in the service.
11. A good resume will get you a job.
12. In a job interview, you should always address the interviewer as “sir” or “ma’am,” just as you wouldin the military.

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True

False

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Notes

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3.1 “Think Like an Employer”
The most effective strategy you can adopt in your job search is to not think
like a job seeker, but like an employer. You can apply this employer-focused
mindset to every aspect of your search, from writing your resume to
networking, interviewing, and negotiating. By taking the time tounderstand the employer side of the hiring process, you will have an edge
over your competition.

3.2 Adjustment to the Workplace
Transitioning to civilian work life may bring many challenges and new opportunities to you and yourfamily. The following topics contain details on some of those challenges as well as related definitions.

Cultural Expectations
Every organization has its own culture
and processes that you will have to
become familiar with to be successful
in that organization. Just like each of
the Armed Forces has its own distinct
culture, so too does every company,
public agency, or nonprofit
organization. When you joined themilitary, much of your initial training
indoctrinated you to military culture
and rules.
Similarly, civilian organizations havecultural norms, expectations, and rules
as well, but it is unlikely that a description of those unwritten rules and expectations will be included inyour new employee orientation. It is incumbent on you to watch and learn the organizational dynamics
and recognize the culture and rules that are at play in your new environment. It may take time andeffort to fit in to the culture of a new civilian workplace, but you can do it.

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The chart below lists some important differences between military and civilian workplace cultures.

Military
CultureCivilian
CultureVS.

•

Clear pathway to promotion andadvancement.

•

Unclear pathway to promotion
and advancement.

•

Periodic pay raises.

•

Periodic pay raises are rare.

•

Clear structure in chains ofcommand.

•Vague structure in chains ofcommand.

•Formal communication protocols.

•

No formal communication
protocols.

•

Used to giving and receiving
respect due to rank title.

•

Respect is earned, not given.

•

Frequently expected to exercise
initiative.

•

Need supervisor’s approval for
initiative.

•

Teamwork is a core element.

•

Teamwork is desired but not acore element.

•

Rules of conduct and behaviors
are established.

•

Rules of conduct and behaviors
are unwritten.

•

Healthcare, legal services,education programs, andpersonal/financial counseling areconvenient and free on base.

•

Need to select and pay for
healthcare, legal services,education programs, andpersonal/financial counseling.

•

Communicate clearly and directly
to get point across.

•

Communicate to influencerather than command.

•

Have strong job security.

•

Do not have job security.

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Overcoming Stereotypes
You may have to work to dispel stereotypes that employers—many of whom have had no direct contact
with Service Members or Veterans—may have about you. To address those stereotypes, you should
develop stories you can share during networking conversations and job interviews. The chart below
shows some common stereotypes and what you can say to overcome them.

“Veterans will not fit
into my less formal
work culture.”• Share how you have quickly integrated and developed
good working relationships with team members when
joining new units.

“Military personnel
are rigid and lackcreativity.”• Share how you have improvised and innovated to meet
unpredictable challenges.

“A veteran's only
leadership approach isgiving orders.”• Share how you have motivated, coached, guided, andsupported team members using a collaborative
leadership style.

“Most veterans havemedical issues.”• Share a skill, such as resiliency, you developed as aresult of being in the military and a specific time it
helped you overcome a personal setback (NOT medicallyrelated).

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3.3 Translating Military Terminology into Civilian Terms
One of the easiest ways to help employers understand your military experience is to substitute militaryterms, titles, ranks, and acronyms for their civilian equivalents in your professional introduction, cover
letter, resume, and interview. Review and familiarize yourself with all the following examples.
Terms & Acronyms
Military

Civilian Equivalents

NCOIC, Watch Captain, Petty Officerof the Watch

Supervisor, Manager, Coordinator

Commander, Chief

Division Head, Director, Senior Manager

Executive Officer (XO)

Deputy Director, Assistant Manager

Action Officer (AO)

Analyst (or Senior Analyst, if applicable)

TDY/TAD

Business travel

PCS

Relocation, move

OER/NCOER/FitRep

Performance appraisal, job evaluation

MOS/MOC/AFSC/Rating/NEC

Career field, specialty

Commanded

Supervised, directed

Battalion, Unit, Platoon, Wing, Flight

Organization, agency, department, group, team

MissionResponsibility, task, objective, job

Combat/War

Hazardous conditions, conflict

Headquarters

Headquarters, corporate office

Subordinates

Employees, coworkers, direct reports

Service Members

Employees, coworkers, colleagues, personnel, individuals

Military Personnel Office (MILPO) &Personnel Action Center (PAC)

Personnel office, Human Resources

Regulations

Guidance, policy, instructions

Reconnaissance

Data collection, survey, analysis

Cyber warfare

Information security

Logistic Specialist

Supply Chain Administrator

Recruiter, Personnel Services
Specialist, Career Counselor

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Job Titles
Rather than focusing on military titles (Captain, Major, Sergeant), focus more on communicating thefunctional area of the job title (Communications Technician, Emergency Medical Technician, Nurse).
Do your research before trying to translate military titles into an exact civilian equivalent. The role ofSenior Advisor, Deputy Director, or Chief Executive Officer can mean very different things in the civilian
workplace, depending on the nature of the organization or company. You don’t want to inadvertently
overinflate your experience level and be perceived as dishonest.
The following table contains a few examples.
Military

Civilian Equivalents

Senior Field Grade Officer (O5-O7)

Chief Executing Officer (CEO), Director, Chief Operating
Officer (COO), Deputy Chief Administrator

Field Grade Officer (O4)

Executive Officer, Deputy Director, Assistant to the Director,
Operations Manager

Company Grade Officer (O1-O3)

Operations Officer, Program Administrator, Supervisor

Warrant Officer

Technical Manager, Specialist, Department Manager

Senior NCOs

First-line Supervisor

Sergeant Major, Master Chief Petty Officer,
Master Gunnery Sergeant, Chief Master SergeantSenior Advisor

First Sergeant, Chief/Senior Chief Petty Officer

Personnel Supervisor, Division Manager

Squad Leader

Team Leader, Team Chief

Supply Sergeant

Supply Manager, Logistics Manager

Operations NCO

Operations Supervisor

Platoon SergeantSupervisor, Instructor, Trainer

Education
Make your classroom achievements easy to understand by describing your military education in civilian
terms, as demonstrated in the table below.
Military

Civilian Equivalents

Basic Training

Basic Skills Course

Advanced Individual Training (AIT)

Advanced Skills Course (mention career field)

Warrior Leader Course (WLC)

Basic Leadership Development Course

Advanced Leader Course (ALC)

Advanced Leadership and Management Development Course

Senior Leader Course (SLC)

Senior-level Leadership, Technical, and Management Course

Officer Career Course

Junior Officer Training Course

Combined Arms Staff College

Senior Managerial Leadership School

Command and Staff College

Senior Leaders Program

War College

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3.4 Employment History Outline
The first document you will prepare is your employment history outline,
which is a comprehensive list of all your job titles, duties, employers, andemployment dates. The outline will help you determine the most effective
way to discuss your work history, create your professional introduction, write
your resume, and fill out job applications.
If you need assistance remembering dates, job titles, etc., refer to your VMET
or other military documentation. Once you have the preliminary information,
you can go back and write down your job duties later.

3.5 Activity: Create Your Employment History Outline
Start by filling out your current or most recent employer’s name and location, your job title, start date,and completion date. Be sure to include paid and unpaid positions as well, such as volunteer work.
1. Employer Name & Location:
Job Title:Date:

2. Employer Name & Location:
Job Title:Date:

3. Employer Name & Location:
Job Title:

Date:

4. Employer Name & Location:
Job Title:

Date:

5. Employer Name & Location:
Job Title:Date:

6. Employer Name & Location:
Job Title:

Date:

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3.6 Resumes
In the employment process, you must have a resume. A resume is adocument that quickly shows an employer all your relevant skills andexperience. It is often the first line of contact that you have with apotential employer and is the employer’s first impression of you.
The goal of a resume is to effectively summarize and highlight yourqualifications in a way that makes the employer want to reach out andschedule an interview with you.
In this section, you will learn the basic components of a resume andhow to start preparing for the resume writing process.
Types of Resumes
You need two types of resumes: a master resume and a targeted resume.
•

A master resume stores all your work experience, accomplishments, degrees, training, andawards in one document. The master resume is never given to the employer but used to create
the targeted resume.

•

A targeted resume highlights skills and experience that are relevant to a specific position.

Resume Styles
There are three styles you can use to organize the information on your resume: chronological,
functional, and combination. In this training, we will focus on the chronological resume style due to its
popularity among employers, but you should be familiar with all three types.

Chronological - Time Based
Most perferred by employers, as it lists the jobs you have held, startingwith your most recent position and then proceeding in reverse
chronological order. It also describes your experiences andaccomplishments in each position.

Combination - Time & Skill Based
Incorporates features of both the chronological and functional format bycategorizing your skills followed by a work history.

Functional - Skill Based

Allows you to group your skills and accomplishments into one or morecategories (for example, technical expertise with a particular type ofequipment, experience with administrative service ordeveloping/delivering training, and time spent as a supervisor).

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Resume Format
Employers often spend less than 30 seconds looking at your resume on the first review. To pass theinitial screening, ensure your resume format is visually appealing and easy for an employer to quickly
scan. There are many resume formats and templates, so find one that works best for you.
Remember, your resume introduces you to a potential employer. Be sure your resume makes an
excellent first impression. Misspellings, inconsistent use of font and type size, and misaligned margins
indicate a lack of attention to detail.
Example of a Basic Chronological Resume:Your Name

1. Contact Information
Provide your phone number, email
account, and LinkedIn URL (ifapplicable).

(123) 456-7890 | Your.Name@email.com | www.linkedin.com/in/your.name

SUMMARY OF QUALIFICATIONS:

2. Summary of Qualifications
Brieflyofsummarize
whatandmakes
youwithqualifiedA dedicated and experienced security professional who balances the necessity
protecting people
property
the need
for theof position
by listing
yourofskill
set.and
to maintain good relationships with customers and the public. Equally capableworking alone
or as a off
membera team,comfortable exercising initiative and solving problems.
Use language from the job posting.
o Top secret clearanceo Leadership experienceo Tech savvy

o Bilingual (English and Spanish)o Adept at conflict resolutiono Training skills

EXPERIENCE:

3. Experience
Describe your responsibilities
Security Manager, U.S. Marine Corps, 20XX-Present
and achievements in terms of● Supervise security for $100 million dollars of highly sensitive equipment, inventory items, and correct discrepancies
impact and results. Use
resulting in zero loss over a three-year period.
examples,but keeppersonnel,
it short.
● Implement new system security plan that led to an increased in lockdown protection
for incarcerated
ensuring the safety of 25 staff and 125 inmates.
Warehouse Supervisor, Micro Chemical, Inc., Akron, OH, 20XX-20XX●●

Supervised a crew of 15 in daily operations, including performing evaluations and providing corrective actions
4. Education & Training
resulting in a company record for productivity.
List your most recent, relevant
Monitored complex cataloging and ordering systems by implementing a fast-track procurement system decreasing
education, training courses,
supply turnaround time by 20%.

certificates, and certifications.

EDUCATION AND TRAINING:●

Security Specialist Training, U.S. Marine Corps, 120 hours●

Transit Safety and Security Program (TSSP) Certificate●

Associate of Science in Safety and Security Administration,
This is an optional section for you to highlight

5. Honors & Awards

University of Akron, Akron, OH, 42 Semester Hours Completed
your honors and awards that are relevant to theposition. They are the first thing to be deleted if
space is an issue. Awards should be personal,
not unit awards. Instead of adding an awards
section, you may include awards under the job
where the award was obtained.

HONORS AND AWARDS:•USMC Good Conduct Medal, 2006•

National Defense Service Medal, 2003

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Notes

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3.7 Create a Resume that Stands Out with the STAR Method
To stand out from the crowd, your resume must tell the employer how you have positively impacted
and added value to your employers’ businesses. You can do this by writing a resume that is focused onyour achievements rather than your responsibilities.
A job responsibility describes a task, whereas an achievement describes how well you
performed that task. A direct way to create an achievement statement is byusing the STAR method.

3.8 What is the STAR Method?
STAR is an acronym for Situation, Task, Action, and Result.
The STAR method is a four-step technique that will help you discuss how you used your skills to achieve
your goals. It provides a concise narrative that gives a fuller picture of your competencies and how you
previously put them into practice.
STAR statements are a valuable reference for more than just your resume. They can help you:
Develop a concise professional introduction.
Write effective cover letters.
Prepare for behavioral interviews.

•Describe what
you did tocomplete theassigned task;emphasize theskills andresources
involved.

35

RESULT•Name the key
objective you
were
responsible forin that situationor thechallenges/
obstacles you
had toovercome.

ACTION•Think of a
specific time or
circumstancewhen you used
this skill; define
the generalcontext of thatsituation.

TASKSITUATION••••Summarize theoutcome andhow you
specificallycontributed tothat outcome;describe theimprovements
and/or benefits
that wereobserved.

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3.9 Putting STAR into PracticeInstead of listing your job responsibilities under the Experience section of your resume, convert the job
responsibility statement into an achievement statement.
Review the job responsibility and think of a skill you used to accomplish that responsibility. Put the skill
in the STAR format. See the example below.

• I developed an
Excel
spreadsheet
for my team to
track the 5,500
promotion
packages toensure they
were allupdated withthe correct
format.

• All 5,500
promotion
packages weresuccessfully
updated with
the new format
andresubmitted to
the Promotion
Board within
the deadline.

RESULT• As the teamleader, I was
tasked withensuring the
5,500
promotion
packages were
updated withthe correct
format and toresubmit the
packageswithin threedays.

ACTION• The Promotion
Board adopted
a newcomputersystem, and it
would not takethe format ofthe promotion
packages wesubmitted.

TASK

SITUATION

Job responsibility: Plan and establish work schedules, assignments, and production sequences to meetproduction goals.

Then, take the information from the Action and Result areas to create the achievement statement. Start
with a powerful action verb and use numbers to quantify your achievements, if available.
STAR achievement statement:
Developed and applied a comprehensive document tracking system, ensuring that 100% of 5,500
promotion packages were updated, accurate and completed ahead of the Board deadline.
Examples of how to convert a job responsibility into an achievement statement:
Job Responsibility

Achievement Statement

Prepare training for department.

Conducted compliance training for 225
managers across six locations with 95%
satisfaction rate.
Reduced time spent on inventory by 20% by
reorganizing physical storage of supplies.

Determine appropriate equipment and staffing
levels to load, unload, move, or store materials.
Perform personnel functions such as selection,
training, or evaluation.

Increased employee retention rate by 16% by
focusing on training, team building, andrecognition programs.
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3.10 Activity: Creating an Achievement Statement using the STAR Method
Step
1

Take one job responsibility (use the VMET) or task in your position and write it
down in the box provided below.

Step
2

Review the job responsibility and ask yourself the following questions?

Step
3

•

Did I implement any new processes to improve things?

•

What did I do that went above and beyond my normal responsibilities?

•

What problems did I solve and what skills did I use to solve it?

Use the STAR method to create your achievement statement.

Using the STAR Method

S – Situation

Think of a specific time or circumstance when you used this skill; define the generalcontext of that situation.

T – Task

Name the key objective you were responsible for in that situation or thechallenges/obstacles you had to overcome.

A – Action

Describe what you did to complete the assigned task; emphasize the skills andresources involved.

R – Result

Summarize the outcome and how you specifically contributed; describe theimprovements and/or benefits.

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Take the information from the Action and Result areas to create your achievement
statement below. Start with a powerful action verb and use numbers to quantify
your achievements, if applicable.

STAR Achievement Statement

3.11 Professional Introduction
Your professional introduction (also known as an elevator speech or
30-second introduction) helps set the stage for productive
conversations with prospective employers or members of your job
search network. It helps you prepare your response to the “Tell me
about yourself” question that is asked in most formal or informal
networking events or job interviews.
You need multiple versions of your introduction that are customized
for different audiences and purposes. Use your employment history
outline and resume to help you identify previous experiences you
want to discuss that can help you connect to your target audience.
How to Prepare a Professional Introduction

1

Introduce yourself.
Whether it is at an event, interview, or anything in between, start off with an
introduction. Give your full name, smile, extend your hand for a handshake, and add anice greeting like, “It’s nice to meet you!”2

Provide a summary of what you do.
Provide a brief summary of your background. You should include the most relevant
information like your education, work experience, and/or any key specialties orstrengths.

3

Explain what you want.
This step will depend on what you are using the introduction for. This is a good
opportunity to explain the value you bring, why you are a good fit for a job, or generally
what your audience must gain from your interaction.

4

Finish with a call to action.
End your professional introduction by asking for what you want to happen next.
Examples can include asking for a meeting, expressing interest in a job, or confirming
you fully answered an interview question.
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Tips on How to Deliver Your Professional Introduction
•

•

•

•

Take your time.
A professional introduction is a quick conversation by nature. Keep it short but try not to speak
too fast.
Practice. Practice. Practice.
Memorize a general outline or key points to keep the introduction conversational withoutsounding too rehearsed in your delivery. The more you practice, the better you will be.
Avoid niche words and phrases.
Using military acronyms can confuse or alienate your audience. Try to translate the militaryacronyms into civilian terms.
Express confidence.
Even the best professional introduction can lose its effectiveness if your delivery lacks
confidence. Keep your chest high, shoulders back, and smile.

3.12 Activity: Draft Your Professional Introduction
Below are sample statements to help guide you in prepping your professional introduction.
STEP

ACTION

1

Introduce yourself. Give your full name, smile, extend your hand for a handshake, andadd a nice greeting like, “It’s nice to meet you!”“Hi, my name is Ana Lopez. It’s nice to meet you.”Your
Statement

STEP

ACTION

2

Provide a summary of what you do. Include the most relevant information like youreducation, work experience, and/or any key specialties or strengths.
“I recently completed my service with the Marine Corps as a pilot. I have over 20 yearsof experience operating a variety of aircraft. I am certified as a flight instructor.”

Your
Statement

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STEP

ACTION

3

Explain what you want. This is a good opportunity to explain the value you bring, why
you are a good fit for a job, or what your audience must gain from your interaction.
“I’m interested in being a flight instructor. I would love the opportunity to put myexpertise to work for your company.”Your
Statement

STEP

4
Your
Statement

Completed
Professional
Introduction
Example:ACTION
Finish with a call to action. Examples can include asking for a meeting, expressing
interest in a job, or confirming you fully answered an interview question.
“Would you mind if I set up a quick call next week for us to talk about any upcoming
opportunities on your team?”“Hi, my name is Ana Lopez. It’s nice to meet you. I recently completed my service with
the Marine Corps as a pilot. I have over 20 years of experience operating a variety ofaircraft. I am certified as a flight instructor. I’m interested in being a flight instructor. I
would love the opportunity to put my expertise to work for your company. Would you
mind if I set up a quick call next week for us to talk about any upcoming opportunities
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Use this box to draft your professional introduction.

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3.13 Networking
Statistically, 60-80% of jobs are found through networking. Every single person that you know, meet,and interact with is a member of your network. People play various roles in your network by providing
access to different information, resources, or connection opportunities. But it is important to rememberthat networking is a mutually beneficial process. You never know when your skills and resources canprove to be beneficial to others in your network.

3.14 Activity: Identify Your Network Contacts
The good news is that you already have a network of people and contacts that can help you with youremployment process. Use the categories in the chart below to begin brainstorming the names of people
you think can give you useful guidance or information on your job search.
_______________________________________________________________________________________________________________________________________

Other______________________________Classmates &Instructors

Family____________________________________________________________

You_______________

Coworkers_______________
Friends___________________________________________________________________________

Groups &Associations

Acquaintances__________________________________________________________________________________

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Tips for Networking
By nurturing relationships through your job search and beyond, you establish a strong network ofpeople you can count on for ideas, advice, feedback, and support. Below are a few networking tips.
Tips for Networking
Reach out to your network. When we are in networking mode, we tend to think about the
future and forget about those who helped us get where we are now. But reconnecting withold coworkers, bosses, mentors, and former coaches is key.
Let your network know you are looking for a job. All the connections in the world will not
help you find a job if no one knows about your situation. Let your network know you aretransitioning from active duty and looking for a job.
Be authentic and considerate. In any job search or networking situation, being yourself—thereal you—should be your goal. Be mindful and respect other people’s time.
Be specific in your request. Be prepared to articulate what you are looking for. Is it areference? An insider’s take on the industry? A referral? An introduction to someone in thefield? Also, be sure to provide an update on your qualifications and recent professional
experience.
Take the time to maintain your network. Maintaining your job network is just as importantas building it. Start reaching out to your network way before you transition. This will give youtime to nurture the relationship before you ask for help.
Find ways to reciprocate. Networking is about cultivating a relationship that is mutually
beneficial. That means giving as well as receiving. Find ways to help your network and checkin periodically to see how they are doing.

3.15 Expanding Your Network to Online Networking
You can strengthen your job search and increase your networking capacity by utilizing the following
strategies for leveraging your social media networking capabilities:
•
•
•
•
•

Use your social networks to locate employment opportunities.
Take advantage of social media to learn more about the companies you are targeting and theirhiring decision makers.
Connect with hiring decision makers, either directly by using the messaging tools within a social
media site or by arranging for an introduction through someone in your network.
Allow social media sites to work for you by setting your job preferences and creating job searchalerts.
Use information gathering as another excellent social media resource.

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3.16 Using LinkedIn
LinkedIn is the world’s largest professional online network andis an effective way to reach people inside and outside of yourexisting networking circles, background, and industry.
According to LinkedIn data in 2018, 70% of jobseekers were
hired at a company where they had a connection, which means
you are 4 times more likely to get hired at a company where
you know someone.
A basic LinkedIn account is free, and they also offer a one-yearcomplimentary Premium Career subscription for Veterans,
Service Members, and their spouses. The Premium Career
subscription includes one year of access to LinkedIn Learning,which is an online educational platform that helps you discoverand develop business, technology-related, and creative skills through more than 5,000 expert-led
courses. You can also choose to add these courses and related skills to your LinkedIn profile once you
complete them.

3.17 Effective LinkedIn Profiles
If you have not signed up for LinkedIn, you can do so, though it is not necessary to register to complete
the class activities. If you already created a profile, review it to ensure that it clearly highlights your skills
and strengths in the best possible light.
Note: After one year, the premium account has a monthly subscription fee. For more information,access the link at www.linkedin.com/military.

3.17.1

Getting Started and Profile Photo

Getting Started••●

Make sure the email address you use is one you check often and add a phone number—themore ways a network connection or potential employer can reach you, the better.
Browse for clever ideas. Look at profiles of veterans, classmates, and people further along yoursame target career path.
Customize your LinkedIn profile address (URL).

The Profile Photo●●●●

Members with a profile photo receive up to 21 times more profile views.
The photo should be recent and should look like you. Make sure the background is neutral anddoes not distract from you.
Wear professional attire and smile.
Do not include animals, children, or other people in your profile photo.

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Activity: Create Your Headline

This activity helps you draft your LinkedIn headline.
The Headline●●

This is where you describe what you do in 120 characters or less. Think like an employer and ask
yourself “What skills and accomplishments are the employers I am interested in looking for?”To create an effective headline:o Tell the viewers what you do. Share your relevant professional experience that theemployers are looking for.
o Showcase your specialty. Highlight your specialized training, certificates, education, or
experience to get an employer’s attention. Employers will search for certain keywords,
and your profile will show up in their searches if you have the skills listed in your headline.
o Add flair. You can use symbols and other characters to separate your titles, if desired.

The following are examples of LinkedIn headlines to help you get started on drafting your own headline:••••

Project Manager | Lean Six Sigma Black Belt | Operations | Training Development |Strategic Communications Executive, PMP, MBA
Experienced Program Manager available for new opportunities--Active Clearance--Team Builder
Transitioning Military Cyber Security Professional ★ Infosec ★ CISSP/GCFA/CHFI/CCFE

Create your own headline in the box below:

3.17.3

Activity: Draft Your Summary Statement

This activity helps you draft your LinkedIn summary.
The Summary Statement (About)●●

It is an online version of your professional introduction with 2,000 characters. Mention all thethings that will be relevant to a future employer in your next career field.
This is also the section where you can explain the logic of your transition and why it makes
sense—how your transferable skills from your previous jobs are a perfect match with thistransition.

Here are some guidelines to follow when writing your summary:•Start strong. By default, LinkedIn shows only the first three lines of your profile summary before
readers must click to see more. Use the first sentences to convey the most essential information
about your experience and talents.

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•

•

•

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Use first person. It is okay to use personal pronouns (“I,” “me,” and “my”) to add a personal
touch.
Incorporate keywords throughout your LinkedIn summary. Recruiters search for a combinationof job titles, skills, and other keywords to find the right candidates. Job postings are keywordbased content, making them a great resource to find the right keyword to use in your summary.
State your career goals. This helps your viewers better understand you as a professional, and ifthey are a recruiter, lets them evaluate whether your aspirations align with what they arelooking for.
Tell your career story. Share what you do, show off your accomplishments, and add what makes
you great at your job.

Example of a summary statement:
I am a motivated, naturally outgoing salesperson with a passion for learning. I have over five years ofexperience in management and have led teams in developing clear strategies, providing targetedtraining, and maintaining compliance standards to achieve organizational and team success. I am looking
for a management position in sales to deliver excellent services and build customer loyalty.
I have been recognized as the best out of 150 of my peers and am requested by-name to communicate
with stakeholders. I have led military operations and sustained a flawless safety record while ensuring
100% accountability for over $100,000 of resources.
I have spent the past five years working in an ever-changing landscape full of decisions that have global
implications. I know how to work together with clients to define the targeted objective and design thepath to achieve common goals.
Use the answer prompts to help you draft your summary statement.
Summary Draft
1. What do you do? (Make this an action statement, not just a job title.)

2. What is your career goal?

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3. What are things you do better than anyone else? (Name a specific accomplishment and quantify yourstatements, if possible.)

4. What are some accomplishments that you are most proud of that show relevant skills andaccomplishments to future employers?

Review your answers to each of the above questions. Is anything missing or inconsistent with what you
do? If so, adjust it, or recognize that it might not be something to include in your summary statement.
Do the answers seem authentic? Did you use the first person?
The Experience●●

The Experience section is where you add your employers and positions, dates worked, and some
information about the work you did.
Use your employment history outline and include accomplishment statements written with theSTAR method to help your work stand out from others.
Tips for Writing Your LinkedIn Experience Section
Use specific job titles. Use O*NET at www.mynextmove.org/vets/ to help you translate yourmilitary job titles into civilian titles.
Use action words to describe your duties. Action words add impact and purpose to what you do.
Use keywords. Research the keywords that you should include for each job that will get theattention of recruiters for that position.
Use the correct tenses. Use the present tense for your current job and past tense for previous
jobs. This may seem like common sense, but it is not common practice.
Focus mostly on recent work. If you have many years of work experience and many past jobs, justfocus on the 2-4 most recent jobs. It is appropriate to have a different entry for your different
tours of duty, but if you have had some civilian work experience after the military, then you canlist military service as a single entry.

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The Education●●●

List your most recent degree first and include courses and projects that directly illustrate
your fit to your new career.
Enter any extracurricular activities you participated in while attending that school/college in
the Activities and Societies text box.
Enter any awards or honors you received from the school/college in Description.

The Skills & Endorsements
●

●

●
●

●

Highlight the skills you have. When recruiters use
LinkedIn to find potential candidates, they search forpeople who have the key skills they need. This is theperfect place for you to highlight the many skills you
have. You can only highlight 50 skills. Make sure you
think like an employer and highlight skills that are
relevant to your future job.
Remember to translate your skills. Use civilian
equivalents like “communications networks,” “aircraft
maintenance,” and “supply chain management,” which
are much more likely to increase your chances ofshowing up in a recruiter’s search results.
Use the field auto complete. When you enter skills like “leadership” or “communications,”
the field auto completes common skills others have claimed, which you should use.
Endorse others for their skills. LinkedIn also allows other users to endorse you for the skills
you listed, which verifies that you possess those skills. The more endorsements you have,the higher you appear in searches for those skills. The best way to get endorsements is toendorse your network connections’ skills, so take the time to endorse others.
Pin skills. LinkedIn lets you pin your top three skills on your profile so you can highlight what
you want to be recognized for.

The Recommendations●●

This section is like a traditional reference. LinkedIn recommendations tend to carry greater
weight than endorsements do.
Tips for asking for recommendations:o Ask people you know. To ensure you are getting quality recommendations, ask forthem only from credible people who can genuinely vouch for who you are and what
you do.
o Personalize your LinkedIn recommendation requests.
o Make it easy. Provide samples of recommendations your people can either use or
modify as they choose.

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The Location & Industry
Carefully consider what information you put into the location and industry sections of your profile while
using LinkedIn during your military transition.
●●

If you plan to move to a new city post-transition, choose that city instead of where you are
currently located. This allows LinkedIn’s algorithms to recommend jobs for you in thecorrect location.
Likewise, if you are using LinkedIn during this transition period, do not select “military” foryour industry. Instead, select the industry that you are interested in entering. This will help
LinkedIn’s algorithms recommend jobs, connections, and news articles from the rightindustry.

Other Sections
With more details included on your profile, it becomes more likely that recruiters and potential
employers will be able to find you. In the Add Profile section right below your profile picture, you can
add the following sections to your profile:
•
•

•
•
•

Causes you care about: Shows you are sensitive to the needs of others.
Licensures & Certifications: Demonstrates that you have the knowledge and skills toperform the work. A certification or license, in some cases, may be the equivalent to holding
a college degree.
Courses: Shows that you are a lifelong learner and dedicated to self-improvement.
Honors & Awards: Features the recognition you have earned.
Volunteer Services: Highlights your passion and how you like to give back.

LinkedIn is a great tool you can use to increase your online presence and strengthen your networking
potential. Before you make your profile public, be sure that you have completed each section to make iteasy for the LinkedIn algorithms to help you with your job search and networking.
When you are ready to begin your job search, in your LinkedIn profile, you can turn on open toopportunities to alert recruiters that you are actively looking for a job. Edit your “open to work”
preferences in your main profile.
LinkedIn offers several online tutorials for building your professional identity and creating a strong
profile. For more information, visit www.linkedin.com/military.

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4
Applying for a Job

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Section 4 Applying for a Job
In this section, you will learn:What you should know before filling out an employment application
How to identify job opportunities
How to analyze a job posting

4.1 How Hiring Occurs
Companies hire employees through a variety of methods:
1. Advertised Vacant Positions
When a company has an immediate need to fill aposition, they usually advertise the vacancy, review
job applications and/or resumes, interview some ofthe qualified candidates, and select the one that best
meets the needs of the organization.
2. Talent Hires
Companies can also acquire talent by hiring someone
who impresses them, even if they do not have a
specific vacancy to fill.
3. Unadvertised Employment Opportunities
Companies sometimes informally search for talent tofill an anticipated or vacant position by asking people
they know and trust if they can recommend anyone for the role.

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4.2 Selecting an Application Method
Compete for Advertised Vacant Positions
This is the most straightforward approach to job searching. Invest some of your time and energy
pursuing this strategy.
Things to consider when applying to a vacant position:••

There is often a great deal of competition for an advertised job, especially if it is an attractive
position.
A larger business that expects to attract many applicants will use software, such as an applicant
tracking system (ATS), to quickly screen out all but a handful of the resumes it receives; as such,your application may never be seen by a hiring official.

Pursue a Talent Hire Opportunity
In some cases, you may be able to persuade a hiring decision-maker who is not consciously
seeking to fill a vacancy to hire you because you will add significant value to their business.
This approach is used by job seekers when:••

They are unable to discover any acceptable advertised or unadvertised job vacancies.
They have a good understanding of their knowledge and skills and know how they can apply
them to contribute to the business in a meaningful way.

Pursue Unadvertised Employment Opportunities
Many employers, especially smaller businesses, try to fill vacancies without posting public
advertisements. They will often initially try to fill vacancies by tapping into their personal, social,business, or professional networks, or by asking their current employees and other people theyknow to recommend people for an opening.
Advantages of pursuing unadvertised vacancies:•••

There is less competition for the position.
It is more likely that your application materials will be read and considered by a hiring decision
maker.
It is more likely you will get an interview, and this is where the real opportunity to market
yourself occurs.

Ways to find unadvertised jobs:••

Through your personal, social, or work-related networks
Visit, call, or email the right individual in a business; provide them with a targeted copy of yourresume; or fill out an application and hope they either have a vacancy now or will in the future53

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4.3 Seeking Out Veteran Ready Employers
To leverage your job search as a Service Member you may want to seek out Veteran-ready employers.
Federal Hiring
The federal government made hiring Veterans a priority. Veterans are particularly valued by many
government agencies due to their transferable skills. You can visit www.usajobs.gov for job
opportunities in the federal government.
HIRE Vets Medallion Program
The HIRE Vets Medallion Award Program is the only federal award
program that recognizes employers who recruit, retain, and employ
Veterans.
Employers must meet certain criteria to be awarded. There are twodifferent medallion award levels, Platinum and Gold, which is basedon the size of the company. You can visit www.hirevets.gov/awardees
to view these employers and target them for employment
opportunity.

4.4 Activity: Job Search
Use the following steps to explore job postings at CareerOneStop.

STEP ACTION
1

Access www.careeronestop.org.

2

Hover the mouse over the Job
Search tab.

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STEP ACTION
3

From the secondary menu, click
Job Listings.

4

In the Job box, enter theoccupation.

5

In the Location box, enter yourcurrent or desired working
location by city AND state, or by
zip code.

6

Click Search.

7

View the list of open positions in
the area.

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STEP ACTION
8

In the Sources box, click the downarrow to view jobs on other job
posting websites.

The National Labor Exchange (NLx) is a public-private partnership between the
National Association of State Workforce Agencies and DirectEmployers andprovides a database of job openings in public, private, and nonprofit sector
organizations. https://usnlx.com

America’s Job Exchange (AJE) is a leading destination for
employers seeking best–in–class solutions for diversity
recruitment and federal contracting compliance.
https://www.americasjobexchange.com
CareerBuilder combines the best in advertising, software, andservices to help companies find, hire, and manage great talent.
https://www.careerbuilder.com

Indeed is a job site for job seekers, giving them free access tosearch for jobs, post resumes, and research companies.
https://www.indeed.com

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4.5 Analyze a Job Posting
Job postings, whether online or in a newspaper or other print publication, can provide insights into theskills, experience, and other selection criteria that an employer considers most important for a specificjob vacancy.
Here are some tips for maximizing the information you can gain from job postings:
Tips for Maximizing Job Postings Information

Read the entire job posting. Skimming the posting may cause you to miss pertinent
information.
Print out the job posting and highlight keywords in the qualifications, skills, and experience
sections.
If the contact for the job posting is a private employment agency, find out if they will charge
you a fee. Some agencies charge the employer a fee; some charge the job seeker a fee.
Be wary of job postings that ask you to pay for training or purchase kits or training materials
as a condition of employment.
Some job postings use the word “preferred” (degree preferred, two years of experience
preferred, etc.). This usually means you can apply if you do not have that skill or ability if you
have the other qualifications.
When sending a resume in response to a job posting, be sure you meet the minimum
requirements. If the job posting says certification, license, degree, experience, etc. required,
you might be wasting your time if you do not have those qualifications.

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4.6 Activity: Analyze a Job Posting for Keywords & Information
Before you submit your application, take several minutes to carefully analyze the job posting.
Review the example job posting below for a Clinical Nurse position and pay special attention to the
keywords and phrases that are highlighted.

The Clinical Nurse is responsible for providing total comprehensive nursing to patients and their families through theimplementation of a plan of care. The plan is based upon the patient's developmental and healthcare needs identified
through the assessment of the patient's physical, psychological, socioeconomic status, and physician orders regarding
care, treatment, and education. The Clinical Nurse understands the needs of the organization and supports themission, values, and management of patient care services. The Clinical Nurse actively supports and incorporates ANA
Scope and Standards of Nursing Practice, North Carolina Board of Nursing Practice Act, WakeMed's Division of Nursing
Professional Practice model, and WakeMed's Patient & Family Centered Care (PFCC) model. The four key concepts of
PFCC are: Dignity and Respect = Listen to and honor patient and family perspectives and choices; Information Sharing= Communicate and share complete and unbiased information with patients and families in ways that are affirming
and useful; Participation = Patients and families are encouraged and supported in participating in care and decisionmaking at the level they choose; Collaboration = Patients and families and the Clinical Nurse collaborate in thedelivery of care.
Experience Requirements:1 Year Clinical - Surgical Services Preferred
Education Required: Graduate Nursing Required - Or College Courses Nursing Required - With Required
Licensure/Certification - And Bachelor's Degree Nursing Preferred
Licensure/Certification Requirements: Registered Nurse Required
Hours of Work:7a-7p
Weekend Requirements: As Needed

When you review a job posting that you are interested in, it is beneficial to consider all the keywords
and phrases and compare your qualifications with the job requirements, as done in the example below.

Job Posting Analysis: Keywords & Details
Keywords & Phrases
•
•
•
•
•

Total comprehensive care
ANA Scope and Standards ofNursing PracticeNorth Carolina Board of
Nursing Practice Act
WakeMed's Division of Nursing
Professional Practice model
WakeMed's Patient & Family
Centered Care (PFCC) model

Job Requirements•••

Experience: 1 year of clinical(required)
Surgical Services (preferred)
Education: Nursing graduate or
nursing college courses (required)
Nursing bachelor's degree(preferred)
Licensure/Certification: Registered
Nurse (required)

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My Qualifications••

5 years of clinical
RN – associatedegree/Pursuingbachelor’s degree

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To complete this process on your own with a job posting that you are interested in, complete thefollowing steps.
Steps

Actions1

Select a job posting.

2

Thoroughly read the job description, paying close attention to the position requirements,
qualifications, and responsibilities.

3

Review the job announcement for keywords and phrases that provide insight into thecompany’s mission, values, and organizational culture.

4

Use the chart below to document the keywords and job requirements from the job
posting, as well as your qualifications. Check to see how you meet and exceed the job
requirements to determine if you are a qualified candidate.

Job Posting Analysis: Keywords and Details
Keywords & Phrases

Job Requirements

Am I qualified to apply to this job?

My Qualifications

Yes

No

5

Ask yourself: “Am I qualified to apply to this job?”a. If no, go back to your list of job postings and look for another job that is a better
match for your qualifications.
b. If yes, continue to Step 6.

6

Ask yourself “Will this job help me reach my goals?”, “Does the job description interestme?”, and “Can I see myself working in this job for 8 hours a day?”a. If yes to all these questions, you may be ready to apply for the job!

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4.7 Completing a Job Application
The job application process is not universal—no two
companies follow the exact same process or protocols.
To apply for the job, you must follow the directions thecompany has provided. Most job vacancy
announcements clearly state how to apply. You may berequired to submit your resume and cover letter by
email, in person, or through a job board or company
employment website.
Many company job portals allow you to apply directly
online by establishing a user account and profile in thecompany’s system. Once you are set up in the system and you decide to apply for a position, yourapplication will go directly into the company’s applicant tracking system (ATS).
ATSs are programmed to scan for keywords, former employers, years of experience, and schools
attended to identify candidates of interest. This can expedite the process for the employer and for the
candidate while allowing you to track and monitor the status of your application to determine where
you are in the process.
Below are some tips for filling out a job application.
Tips for Filling Out a Job Application

Read and follow application instructions carefully. Complete each field as requested. For
hard copy applications, complete the application as neatly as possible.
Keep your application consistent with your resume. Tailor your answers to the job you areseeking. Do not provide negative information but answer the questions truthfully. Copy andpaste from your resume where applicable.
Update your resume and cover letter. Make sure your resume and cover letter are targetedto the position you are applying to. Always accompany your application with a resume andcover letter.
Consistently save your information when completing an online application to protect yourdata. Organizations may build a time-out feature into their online application system.
Anything that is not saved before the system times out may be lost.
Do not leave blank spaces. Employers may be required to have a complete application. If
there are questions that do not apply to you, respond with “N/A” or “not applicable.” Neverwrite “see resume” on the application, as this may imply that you are disinterested in theposition.

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Do your salary research. Employers may have you list your salary requirements, and youranswer could be a deal breaker. It is okay to say “open” or “negotiable.” If those are notoptions, provide a salary range based on your research for the position and company.
Be prepared to provide references. If an application requests references, provide accuratecontact information.
Proofread your application before submitting it. Have someone else proofread yourapplication to ensure that there are no typos, misspellings, or grammar errors.

4.8 After the Application Process
After you submit your application, you will need to proactively seek ways to get an invite to aninterview. Do not sit around and wait for the call. There are a couple of things you can do to increase
your chances of getting an interview.
Network. Network. Network.
Utilize your professional contacts, LinkedIn, and other social media
networks to connect to someone that works within the company.
This individual can give you information about the hiring manager,
the hiring process, and the inside scoop of the company’s culture.
You can also ask your contacts with a connection to the hiringorganization to put in a good word on your behalf.

Continue applying.
Continue applying to other open positions that fit your skills andexperience. The more applications you have in play, the betterchance you have of getting an interview.

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5
Interviewing for a Job

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Section 5 Interviewing for a Job
The interview represents one of the most critical stages of the employment process. It is youropportunity to truly market yourself to a prospective employer. In this section, you will learn the stagesof an interview and interview questions, and you will have the chance to practice your interview skills.

5.1 Stages of an Interview
While every interview may be very different, there are four typical stages of an interview. The more you
understand each stage and what is expected of you, the better your chances of being selected.

Introduction

Employer
Questions

Candidate
Questions

Closing

Introductory Stage
The interviewer will form an initial impression that can contribute to acceptance or rejection. The
decision to hire begins at this stage.
You should build rapport that can extend throughout the interview. You should smile, introduce yourself
to the employer and offer a firm handshake. You can also make appropriate small talk to break the ice
but stay away from controversial subjects. Do not sit until the interviewer does or until he or she invites
you to do so.
Pay attention to interviewers’ names and job titles. It is fine to ask for a business card to have for yourrecords and later use. Throughout your interview project enthusiasm, confidence, and respect.

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Employer Questions
Most interviewers use a standard set of interview questions as each interviewed candidate must betreated the same. These questions relate to how your skills, knowledge, training, and work experience
fit the job and the company. Unfortunately, many job hunters do not prepare answers to these typicalquestions. As a result, candidates may not present their strongest skills and qualifications.
Candidate Questions
You will often be asked if you have questions for the interviewer and can ask two to three questions togauge the organization’s fit to your standards and criteria. Ideally you should have 6-7 questions
prepared.
The interviewer is trying to determine your level of interest in the job and your degree of knowledge
about the company. Interviewers also learn about you, and remember you, by the questions you ask.
Interviewers respect candidates who think about their choices carefully, and they appreciate knowing
you have done your homework.
Closing Stage
During the last few minutes, take the time to end on a positive note. Reiterate your interest in theposition and be sure to thank them for the invitation to interview and offer a firm handshake while
making good eye contact.
Usually, the hiring authorities for the position will confer before anyone is offered a job. So, do not
expect a decision to be made about the position immediately.
Make a gracious exit, smile and be pleasant, and on your way out, say goodbye to anyone you see who
may have helped you.

5.2 Types of Interview Questions
Most interviewers use a standard set of interview questions. These questions relate to how your skills,
knowledge, training, and work experience fit the job and the company. In general, employers arelooking for the answers to the following three questions:
1. Does the candidate have the skills and abilities required to perform the job?
2. Does the candidate possess the attitude and work ethic the employer expects?
3. Will the candidate be a team player and fit into the organization?
Traditional Interview Questions
Traditional interview questions are broad-based. Here are the three most common traditional interview
questions along with what they want to know (the meaning), how you can respond (answer), and an
example response.

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Meaning

AnswerExampleTell meabout
yourself.

What value canyou bring to theorganization?

Start off with yourwork experience andhighlight 2 to 3 skills
you want theinterviewers to know
about you. Wrap up
your answer bytalking about how
your prior experiencehas prepared you forthis position.

I have been a pilot for over 20 years in the
Marine Corps, and I absolutely love flying.
I got a chance to travel all over the world
and flew all types of aircraft, so I had an
exciting time. While I was serving in the
Marines, I finished my bachelor’s inaviation. I have my FAA Airframe andPower plant License along with anunrestricted ATP certificate. Now, I’mlooking for an opportunity to share mypassion of flying with new pilots, and I
believe this position is a great fit for me.

Why should
we hire you?

How are you thebest candidate
for the job?

Make sure you
explain how you
meet the required
qualifications for thejob.

I believe my experience and qualifications
are a perfect match for this position. I
have a bachelor’s degree and over 20
years of experience in aviation. I also haveteaching experience from being an adjunctat Broward Community College. I
understand student learning outcomes
and the student population at a
community college.

Why do you
want thisjob?

What do you
know about thejob and thecompany?

Be specific about
what makes you agood fit for this roleand mention aspectsof the company andposition that appeal
to you the most.

Two things I love the most are flying andteaching. I feel that I can do both things
within this position. As an adjunctinstructor at Broward Community College,
I thoroughly enjoyed teaching thestudents about aviation and helping themfind their passion in life. Your program isrecognized as one of the best aviation
programs in the world, and I would like tobe part of it. I am confident that myexperience, knowledge, and expertise inaviation will help grow the program.

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Behavioral Interview Questions
Behavioral questions request
descriptions about how you
have behaved in pastsituations, and your answers
are predictors of how you
might behave on the job.

●

Tell me about a time when you had to implement a major
project.

●

Have you had to convince a team to work on a project that theteam members were opposed to? How did you handle thatsituation?

●

Have you ever encountered conflict with a coworker? How did
you overcome that conflict?

●

What is your management style? Is it different from yourleadership style?

•If you were busy meeting a deadline and a coworker asked you

Situational Interview Questions
Situational questions present
you with a scenario that could
happen to gauge your skills(problem solving, conflict
resolution, etc.) or yourpersonality (integrity,
mindfulness, etc.).

to help make copies, what would you say?
•

If one of your supervisors tells you to enter more sales contacts
than you made, what would you do?

You can improve your chances for success if you practice answering questions using the STAR method—
Situation, Task, Action, Result—as much as possible.

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5.3 STAR Method for Interview Questions•Describe what
you did tocomplete theassigned task;emphasize theskills you used
and theresources
involved. Use
the word “I,”not “we” whendescribing
actions.

RESULT•Name the key
objective you
were
responsible forin that situationor thechallenges/
obstacles you
had toovercome.

ACTION•Think of a
specific time or
circumstancewhen you used
this skill; define
the generalcontext of thatsituation.

TASKSITUATION

The STAR method is an excellent method for developing responses to behavioral and situational
interview questions, as it helps you to discuss the specific situation, task, action, and result of thesituation you are describing.

•Summarize theoutcome andhow you
specificallycontributed;
describe theimprovements
and/or benefits
that resulted
from theoutcome.

Be sure to follow all parts of the STAR method. Be as specific as possible without rambling or including
too much information. Eliminate any examples that do not paint you in a positive light.
Here is an example of how you can use the STAR method to plan your answer to the following interview
question:•I spent twomonthscoordinatingwith maritime
and aviation
staff. I
subsequently
developed aplan to ship allof ourequipment by
air and sea inaccordancewith themovement
deadline.

•The plan was
implemented
and 100% of
the equipment
arrived on time,
undamaged,
and fully
operational.

RESULT•I had todevelop a loadplan to move
105 pieces oflarge
equipment, andcoordinate withall of theparties (airlift
and sealift staff)
to ensure theplan would run
seamlessly.

ACTION•My team wasselected for an
overseas
assignment thatinvolvedmoving a hugeamount ofequipmentfrom the U.S. toan overseas
location.

TASK

SITUATION“Provide an example of a goal you reached and tell me how you achieved it.”

NOTE: Find additional interview questions with coaching suggestions in Appendix 9.1 to practiceusing the STAR method when formulating answers.
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6
Receiving a Job Offer

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Section 6 Receiving a Job Offer
Receiving a job offer is the most exciting stage in the employment
process. But before you say “yes,” it is important to evaluate the job
offer first. In this section, you will learn how to evaluate a job offer toensure it meets your career goals.

6.1 Evaluating a Job Offer
Your decision to accept a job offer should not be based solely on thesalary. While salary is important, you also need to evaluate the job,
the company, and the opportunity for growth. You want to ensurethat this career fits within your interests, values, workstyles, andaligns with your career goals. Think long-term when evaluating the job offer, not short-term.
Below are some factors to consider when evaluating a job offer:
Factors
Job/Position
How does this job fit into your long-term career plans? Is this the job you want to do or just ameans to an end? Also consider the job title, responsibility level, number of people you
manage, reporting structure, etc.
Career Growth Potential
Will you have a chance to make decisions and/or lead or manage groups? Are there
promotion opportunities? Can you learn skills that are easily transferable?
Company
Does the company have financial difficulties? Is the company in good standing with theircustomers?
Work/Life BalanceWill you be on call all the time? Do you have rigid work hours, or can you work flex time? Can
you work from home part of the time? Will you be required to work night shifts, or weekends
and holidays?
CommuteHow long is the commute? Long commutes can have a negative impact on both your healthand your cash flow—especially with rising gas prices. A long commute also cuts into yourquality of life because it takes you away from your family longer every day.
Travel Requirements
Are you required or expected to travel? How far and how often?
Benefits & Perks
Does the healthcare package meet your needs? Consider other important benefits: 401(k)plan, pension plan, vacation time, sick time, disability, life insurance, tuition reimbursement,
sponsored daycare, etc.
Salary/Compensation
Does the salary meet your requirement? Also consider factors such as commission, bonuses,
stock options, and projected salary increases.

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Yes

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Section 7 Communicating Your Decision
After you receive a job offer, you have the option to accept, delay, or decline the offer. Whatever you
decide, be sure to communicate your decision with the business within 24 to 48 hours, either verbally orin writing. If the offer was made verbally, a verbal response is enough. If the offer was made in writing, awritten response is required. When you receive a job offer, it is important that you follow theaccompanying instructions and meet all prescribed deadlines.
This section will provide you with guidelines for communicating your decision with your employer aswell as how to negotiate for a better job offer.
AcceptDelay

DeclineAccepting a job offer is a big
decision. It is a good idea to ask
for time to consider the offer.
You can then use that time to talkto your family and friends about
the opportunity and evaluate thejob offer.

The employer may expect you torequest time to consider the offer
or to make a counteroffer. Make
sure you start by relaying yourappreciation for the job offer.
Then ask what the deadline is toget back with your decision.

If you decided to reject the offer,
communicate quickly with theemployer, and express yourgratitude for their time.

If you are accepting the position,
be sure to thank them for theopportunity, and verify the:• Salary• Benefits• Position• Start date

Example: “Thank you so much forthe job offer. Do you mind if I
take a couple of days to consider
your offer and discuss thisopportunity with my family? Is
there a deadline I need to getback with you by?”Email template example for how to decline a job offer:
Subject line: Job Offer – [YOUR NAME]
Dear Mr. Johnson,
Thank you very much for offering me the position of Clinical Nurse. However, I have decided that thisis not the right fit for my career goals at this time.
I sincerely enjoyed our dialog as well as discussions with your team, and I very much appreciate you
taking the time to share information about the role and vision of WakeMed.
Again, thank you for your time and consideration; best wishes in your continued success.
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7.1 Negotiating Job Offers
You may receive an offer that includes a mix of desirable and undesirable
elements. Rather than turning down the offer, you may want to consider
negotiating the terms of the offer with the employer.
Before you decide to negotiate, you must make some decisions. First, be surethe issue is so serious that you would not take the job unless it was changed.
Look back at the job evaluation checklist from the last section to identify
which items are the unacceptable ones on your list.
 Salary
If money is the issue, be sure you research and know the salary for the position in your market
and the range you will accept. Having a range allows for compromise.
For example, you can say, “According to my research, I was expecting something more in the$_______ to $______ range based on the position and my experience and skills.”
If the employer is not willing to flex on salary, you may want to negotiate other terms of theoffer instead.
 Schedule Flexibility
Time is money. You can negotiate for more vacation days, flex time, and the ability totelecommute. These options can help maintain a healthy work-life balance and make the job
more attractive to you.
 Education & Training
Negotiate for the employer to pay the tuition for a degree program or the cost of earning aprofessional certification. This option will help increase your skill set and add value to theorganization.
 Travel Reimbursement
Gas, parking, and toll costs can add up quickly. You can negotiate for travel reimbursement ongas, parking fees, and toll fees.
Be creative! These little things can make a big difference in your quality of life.

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7.2 How to Negotiate
An in-person negotiation offers the advantage of addressing the employer's
objection(s) on the spot. If the job you are applying for is one where an offer may bemade at the end of the interview, you should be prepared to negotiate at that point.

An in-writing negotiation can give you the opportunity to word your remarks
carefully. It gives the employer a chance to evaluate your ideas, talk them over withothers, and make a counteroffer. It avoids instant refusal. Remember to keep theletter positive and factual.

Whether negotiations are performed in person or in writing, you must think like an employer andstrategize. Use the following negotiation tips:•

Start your negotiations with appreciation and excitement about the offer.

•

Explain and justify why you are requesting the specified changes to the initial offer.

•

Evaluate where you meet or exceed the job preferences or requirements.

•

Discuss the skills and experience that you offer and provide a range that would match with yourknowledge, skills, and experience.

Written Negotiation Example for a Higher Base Salary:
Dear Mrs. Patel:Thank you for offering me the Assistant Director position. I would like to express again how excited I
am to begin working for your company.
Before I can accept, however, I would like to discuss the matter of compensation. As we discussed in
the interviews, I have two more years of experience and formal training than you required in the job
description. My eight years of expertise overseeing technical operations combined with my current
active Top Secret, SCI clearance will allow me to engage in operations that are vital to theorganization with little to no delay or additional cost to the company.
The research I've completed on comparable salaries in Atlanta, Georgia (job market range $35,000 to$68,000), shows that a base salary range of $56,000 to $62,000 would be the market value of theknowledge and experience I bring to this position.
I can certainly see a future for myself at the company, and I’m confident that I can bring a lot of value.
I know that we can come to a mutual agreement on an acceptable salary.
Thank you for your time,73

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7.3 Negotiation Outcome
Remember, this is a collaborative negotiation where you and the employer want a positive outcome. If
necessary, you can accept the offer as presented or thank them for their offer and respectfully decline.
If you are unable to find middle ground during your negotiations with your employer and you choose to
decline their offer, you should walk away with confidence that, just as this employer has seen the value
in your skills, experience, and education, other employers will do the same.

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8
Summing It Up

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Section 8 Summing It Up
Congratulations! You have taken significant steps toward setting yourself up for success. There will bemany more steps you need to take to get ready for your transition but know that you have a network ofsupporters to assist you on your journey. You are not alone.
In this training you have: Conducted occupational research and job search for selected careers to complete the Gap
Analysis.
 Learned about the civilian work environment and how to market yourself effectively to a future
employer.
 Used the STAR method to write your achievement statements.
 Learned the basic sections of a resume.
 Drafted an employment history outline.
 Drafted a professional introduction to use for networking.
 Identified your network contacts.
 Drafted a headline and summary for your LinkedIn profile.
 Analyzed a job vacancy posting and connected your skills and abilities with the needs of an
employer.
 Learned appropriate verbal responses to interview questions.
 Learned the relevant factors in evaluating a job offer.
You are informed, prepared, and well on your way to a successful transition to a new and rewarding
career.

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9
Appendix

Participant Guide
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Participant Guide

Section 9 Appendix

9.1 Practice Answering Interview Questions
You can improve your chances for success if you practice answering questions. Read the following
questions and the coaching guidelines below them. Then, write down your own personal answers using
the STAR method as much as possible.
1. Tell me about yourself.
Talk for approximately two minutes. Be logical. Be positive. Show some of your personality but relate
what you say about yourself to the job.

2. Why are you leaving your current position? Why did you decide to leave the military?
This is a critical question. Do not badmouth your former employer, service branch, or previous
supervisors. Remember, the person you are talking to may have served in the military or may have achild, spouse, or sibling currently on active duty. It is good to state that after long, careful consideration,
you and your family have decided it was time to consider opportunities in the civilian workforce.

3. What do you consider your most significant accomplishment?
This can get you the job. Prepare extensively. Tell a short story that includes details of your professional
involvement. Describe an accomplishment that was truly worth achieving. Include challenging work,
deadlines, overcoming obstacles, important company issues, and relations with coworkers.

4. Why do you believe you are qualified for this position?
Pick two or three main factors about the job and about you that are most relevant. Discuss with specificdetails. Select a technical skill, a specific management skill (organizing, staffing, planning), and apersonal success story.

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9.2 Example Chronological Resume

Cell: 222-333-1234

MARK S. DAY

msday@anyemail.com

PROFESSIONAL EXPERIENCE SUMMARY
Over five years military experience in the U. S. Marine Corps working with diverse populations including
other branches of the military, federal civilian employees, government contractors and foreign
nationals. Able to complete assignments on time while ensuring compliance to regulations, policies, andprocedural information. Experienced in using hands-on problem-solving methods. Good spatialawareness and skilled negotiator.
•

Communication Personal•

Punctual•

Adaptable to Change•Management•

Decision Making•

Project Coordination•

Problem Solving•

Research / Analysis•

Inventory Control

U. S. Marine Corps
Team Lead
•

•
•
•

•

WORK HISTORY

August 2016 – July 20xx
Camp Lejeune, NC

Delegated work to 7 personnel based on priorities, selective consideration of the difficulty andrequirements of assignments and the capabilities of the employees, set and adjusted short-term
priorities, prepared schedules for completion of work and evaluated work performance.
In charge of battery office supplies and acquisition including the office credit card operating
within the annual budget constraints of 10K.
Justified the purchase of new equipment, improved work methods, and procedures used to
streamline assignments and increase productivity.
Read manuals on weapon and vehicle maintenance to perform inspections and ensure
necessary repairs were conducted. Used step-by-step instructions while referring to manual for
identification of specific parts. Completed required requisition forms to ensure timely andefficient use of supplies.
Created “hip-pocket” informal training classes for numerous topics including weapon systems
and maintenance, vehicle systems and maintenance, and position improvement to provide
instruction to groups ranging from 5 – 40 participants using manuals and hands-on applications.

EDUCATION
Mountain View High School, Dallas, TX, diploma

2017

TRAINING AND AWARDS
Leading Marines, 6-week Marine Corps Leadership course
Field Artillery Cannoneer, 12-week Marine Corps Entry Level Instruction course

2020
2018

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Example Combination Resume

HUNTER ADAMS(999) 555-4900
Hunter.J.Adams@googlemail.com
Over 10 years’ experience working with and supervising personnel in the transportation field.
WORK EXPERIENCE:
TRANSPORTATION• Recognized for driving over 8,000 accident-free miles over extremely challenging and hazardous
terrain while successfully transporting approximately 974 pieces of equipment.
• Operated multiple heavy equipment vehicles and maintained Class A license over 8 years.
MAINTENANCE• Performed thorough preventive maintenance on assigned operating systems maintaining a 100%
vehicle operational readiness.
• Accountable for maintaining four heavy equipment transporters and four 70-ton semi-trailers
valued more than $900K with 100% readiness rate.
• Maintained equipment using various vehicle technical manuals, manufacturers updates andmaintenance bulletins and the organizations standard operating procedures.
INVENTORY CONTROL• Proven accuracy and efficiency in inventory maintenance resulted in a promotion ahead ofschedule and before end of probationary period.
• Tracked daily shipments maintaining a 98% accurate inventory for 500-line items of electronicparts over 2 years.
• Received shipments and distributed parts to proper location in 16,000 square-foot warehouse
maintaining zero loss.
• Input all inventory changes into the computer using Excel spreadsheet as single-source
document.
WORK HISTORY:
Transportation Operator, U.S. Army, Fort Hood, TX, September 2016 – April 2020
Shipping and Receiving Clerk, Air Ops, Phoenix, AZ, January 2016 – September 2016
EDUCATION AND RELATED TRAINING:- Continuing Studies: Online General Course, Central Texas College, Killeen, TX, currently enrolled- John Marshall High School diploma, Phoenix, AZ, 2015
United States Army Training- Military Commercial Driver’s License Course to Class “A” Standards, 2019
- Fuel Handler Motor Transport Operators Courses. 201880

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9.4

Website Guide

Participant Guide
Participant Guide●

ACTIVE-DUTY RESOURCES AND OPPORTUNITIES••Community College of the Air Force:
www.airuniversity.af.mil/Barnes/CCAF/
Credentialing Opportunities On-Line foractive-duty Service Members (by branch ofservice):oU.S. Army credentialing opportunities
online website
https://www.cool.osd.mil/army/ind
ex.htmo

Department of the Navy credentialing
opportunities online website
www.cool.navy.mil/usn/oU.S. Marine Corps credentialing
opportunities online website
www.cool.navy.mil/usmc/

oU.S. Air Force credentialing
opportunities online website
https://afvec.us.af.mil/afvec/Public/
COOL/

o

Coast Guard credentialing
opportunities online website
https://www.cool.osd.mil/uscg/•

Voluntary Education - information related
to attending college while still on active
duty: www.dantes.doded.mil•

DoD SkillBridge overview of program
requirements and eligibility:www.dodskillbridge.com•

United Services Military Apprenticeship
Program (USMAP) information andinstructions:
https://usmap.netc.navy.mil/usmapss/static/index.htm

Free online classes:o www.coursera.org
o http://www.edx.org/
o www.linkedin.com/learning

AMERICORPS●

AmeriCorps positions and profiles of Veterans
who served in AmeriCorps:
www.AmeriCorps.gov/veterans

AMERICAN JOB CENTER●

U.S. Department of Labor online portal for
Veterans; Click “Find a Job” and enter yourlocation in the “American Job Center
Finder”: www.veterans.gov/

APPRENTICESHIP●

Apprenticeship USA Toolkit answers to FAQs
about apprenticeships:
www.dol.gov/apprenticeship/toolkit/toolkitfaq.htm●

CareerOneStop apprenticeship finder:
www.careeronestop.org/Toolkit/Training/findcertifications.aspx●

Department of Labor Employment and Training
Administration general information about
apprenticeships and access to contact
information for regional and local state
apprenticeship agencies:
www.apprenticeship.gov/

ASSESSMENT●

CareerScope®:
https://dolvets.careerscope.net/assessment●

O*NET Interest Profiler:
www.mynextmove.org/explore/ipEmployment Fundamentals of Career Transition
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CAREER EXPLORATION●

Participant Guide
Participant Guide
Click on the Find Your CAA link at the top of thepage, then click on Community

Bureau of Labor Statistics Occupational
Outlook Handbook provides occupation
descriptions: www.bls.gov/ooh/●

O*NET military-to-civilian occupationtranslator:
www.onetonline.org/crosswalk/MOC/●My Next Move for Veterans search by
keyword, industry, MOS:
www.mynextmove.org/vets/●

Action Agency Directory:
https://communityactionpartnership.com/●

The Department of Housing and Urban
Development Exchange site. Resources forHomeless Veterans and Homeless VeteranService Providers:
www.hudexchange.info/veterans/●

The Department of Health and Human Services
Resources:
https://www.hhs.gov/programs/socialservices/homelessness/index.html●

State and County Veterans Affairs Offices:va.gov/

CERTIFICATION●The CareerOneStop Certification Finder tool
can identify available certifications by
keyword or by occupation:www.careeronestop.org/Toolkit/Training/find-certifications.aspx

INTERNSHIPSHIRE VETERANS●

Homeless Veterans’ Reintegration Program(HVRP) helps Veterans experiencing
homelessness gain meaningful employment via
services that include job placement, career
counseling, workshops, and resume writing
assistance: www.nvtac.org/grantees●

VA crisis line at (800) 273-8255, press 1●

The United Way’s search page: www.211.org●●

AmeriCorps program descriptions andapplication for national community service
opportunities:
www.nationalservice.gov/programs/ameri
corps

●

USAJOBS Pathways for federal government
internships:
www.usajobs.gov/StudentsAndGrads●

U.S. Chamber of Commerce internshipopportunities:
www.uschamber.com/aboutus/careers/internship-opportunities

Employers recognized for hiring veteranswww.hirevets.gov

HOMELESSNESS●●JOB SEARCH ENGINEThe National Coalition for Homeless Veterans’
list of community-based organizations:
www.nchv.org/index.php/help/help/locate_or
ganization
The National Community Action Partnership site.
https://communityactionpartnership.com
82●

The National Labor Exchange (NLx)
database of job openings in public, private,
and nonprofit sector organizations:
https://usnlx.com/●

The National Labor Exchange (NLx) Virtual
Job Search:https://virtualjobs.usnlx.com/

Employment Fundamentals of Career Transition
Employment Fundamentals of Career Transition● CareerOneStop, a great resource for career
exploration, training and jobs:
www.careeronestop.org/JobSearch/jobsearch.aspx

Participant Guide
Participant Guide
www.careeronestop.org/Toolkit/Training/find-licenses.aspx
SOCIAL MEDIA●

U.S. Department of Labor Veteran’s portal;
click link to find jobs:
https://www.veterans.gov/●

Build and engage with a professional network.
Access knowledge, insights, and opportunities:
www.linkedin.com●

USAJOBS houses most federal job vacancy
announcements: www.usajobs.gov/●

Access tutorials on how to use LinkedIn andother social media platforms:
https://www.linkedin.com/learning/●

Stay connected with friends, family, andcommunity: www.facebook.com●

Online news and social networking service on
which users post and interact with others:
www.twitter.com

JOINT SERVICES TRANSCRIPT (JST)●

Joint Services Transcript information andaccess: https://jst.doded.mil/jst/

LABOR MARKET INFORMATION●

Bureau of Labor Statistics site forcomprehensive and up-to-date LMI;
provides deep dive into current economic
situation in the United States:www.bls.gov/●

Bureau of Labor Statistics resources forjobseekers:
www.bls.gov/audience/jobseekers.htm●

CareerOneStop links to up-to-date industry
trends, career trends, occupation profiles,
business finder and job finder tools:
www.careeronestop.org/●

TECHNOLOGY●

TRANSITION ASSISTANCE PROGRAMO*NET data on emerging careers; including
descriptions, outlook, wages and relevant
in-demand technologies:
www.onetonline.org/●

TAP Virtual Curriculum:
https://tapevents.org/courses●

Small Business Administration website has
resources for Veterans who want to start
their own businesses:
www.SBA.gov/bootstobusiness

UNEMPLOYMENT RESOURCES

LICENSING●

CareerOneStop alphabetical list of “hot”
technologies:
www.onetonline.org/search/hot_tech/

The CareerOneStop License Finder tool canhelp you determine if an occupation islicensed in a state and provide links to thestate agency website for information onrequirements and how to apply:

83●

The Unemployment Compensation for Exservicemembers (UCX) program provides
benefits for eligible ex-military personnel:
www.servicelocator.org/OWSLinks.asp●

Reemployment Services and Eligibility
Assessment (RESEA) Program assists Veterans tofind training, jobs or services needed to prepare
for employment: rc.workforcegps.org/

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USMAP

●

United Services Military Apprenticeship
Program (USMAP) information andinstructions:
https://usmap.netc.navy.mil/usmapss/static/index.htm•

U.S. Department of Labor Employment andTraining Administration link for USMAP:
www.apprenticeship.gov/servicemembers-and-veterans

U.S. Department of Veterans Affairs GI Bill
information for degree granting institutions:www.benefits.va.gov/gibill/higher_learnin
g.asp

•

U.S. Department of Veterans Affairs GI Bill
information for vocational/technicaltraining:
www.benefits.va.gov/gibill/non_college_d
egree.asp••

VA BENEFITS AND PROGRAMS●●

U.S. Department of Veterans Affairs
comparison tool for finding estimatedbenefits by school or program:
www.va.gov/gi-bill-comparison-tool

VETERANS’ RESOURCES

U.S. Department of Veterans Affairssummary of GI Bill benefits, eligibility, andlinks to payment rates:
www.va.gov/education/about-gi-billbenefits/●

U.S. Department of Veterans Affairs
explanation of work-study program:
www.va.gov/education/about-gi-billbenefits/how-to-use-benefits/work-study/●

U.S. Department of Veterans Affairs GI Bill
benefits for licensing and certification:www.va.gov/education/about-gi-billbenefits/how-to-use-benefits/test-fees/●

U.S. Department of Veterans Affairs
information about the Yellow Ribbon
program. Includes links to see participating
schools and current payment rates:
www.va.gov/education/about-gi-billbenefits/post-9-11/yellow-ribbonprogram/Participant Guide
Participant Guide
U.S. Department of Veterans Affairs GI Bill
benefits for apprenticeships or OJT:
www.va.gov/education/about-gi-billbenefits/how-to-use-benefits/on-the-jobtraining-apprenticeships/

84•

Small Business Administration has resources
for Veterans who want to start their own
businesses:
www.SBA.gov/bootstobusiness•

U.S. Department of Labor online portal for
Veterans; Click “Find a Job” and enter yourlocation in the “American Job Center
Finder”:
www.veterans.gov/•

Veterans Benefits Administration
information about Veterans’ benefits,
including education and training:www.va.gov/education/●

Veteran Readiness and Employment (VR&E):
www.va.gov/careers-employment/vocationalrehabilitation/

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