1. U.S. Department of Labor Employment Workshop Transition from Military to Civilian Workplace

2. Welcome Icebreaker Logistics Prerequisites Required items
Preseparation Counseling
MOC Crosswalk
Personal Finance
Required items
VMET, Career Interest Inventory Results, 12-month budget
This course was designed to build upon the other TAP Core courses and will continue to assist transitioning Service members and their spouses with planning. Emphasize how important these required items are to the overall success of the workshop.

3. Purpose
This course provides the tools for transitioning Service members to make an informed career decision based on best practices for job search and current industry hiring standards. This course is a required step to complete Career Readiness Standards for the Capstone event.

4. Course Overview Section 1: Manage Change
Section 2: Career Exploration & Validation
Section 3: Job Search Plan
Section 4: Build an Effective Resume
Section 5: Federal Hiring & Resume
Section 6: Skilled Interview
Section 7: Interview Post-Analysis
ITP Employment Section
Thank you for your Service!

5. Section 1 Transition planning
Complete Individual Transition Plan
Manage Change
Develop Job Search Plan: Personal Assets
Create a Career Catalog
Complete Master Application
Complete Transferable Skills Inventory
Identify Personal Factors for Job Search Plan

6. Identify Stressors Physical Symptoms: Cognitive Symptoms:
Memory problems
Inability to concentrate
Poor judgment
Pessimistic approach or thoughts
Anxious or racing thoughts
Constant worrying
Physical Symptoms:
Aches and pains
Diarrhea or constipation
Nausea, dizziness
Chest pain, rapid heartbeat
Loss of sex drive
Frequent colds

7. Identify Stressors Emotional Symptoms: Moodiness
Irritability or short temper
Agitation, inability to relax
Feeling overwhelmed
Sense of loneliness and isolation
Depression or general unhappiness
Behavioral Symptoms:
Eating more or less
Sleeping too much or too little
Isolating oneself from others
Procrastinating or neglecting responsibilities
Using alcohol, cigarettes, or drugs to relax
Nervous habits (e.g. nail biting, pacing)

8. What are some positive ways to manage stress?

9. Homeless Veterans 2013 Statistics
Annual veterans’ unemployment rate in 2012 was 7%.
Young male veterans (those ages 18 to 24) who served during Gulf War Era II had an unemployment rate of 20%, higher than that of young male nonveterans (16.4%).
Female veterans who served during Gulf War Era II had an unemployment rate of 12.5%.
Source: BLS 2013 Employment Situation of Veterans;

10. Homeless Veterans 2013 Statistics
On a single night in January 2013, 57,849 homeless veterans spent the night on the streets of America.
An estimated 136,128 veterans spent at least one night in an emergency shelter or transitional housing program in 2013.
Source: BLS 2013 Employment Situation of Veterans;

11. Why Are Veterans Homeless?
Male veterans are twice as likely to become homeless, and female veterans are four times more likely to be homeless as their non-veteran counterparts.
A large number live with post traumatic stress disorders and addictions acquired during or exacerbated by their military service.
Lack of family and social networks due to lengthy periods away from their communities of origin.
Government money is limited and serves only 1-in-5 of homeless veterans in need.

12. Prevention of Homelessness
Military service separation process
Participate in “Preseparation” counseling process
Participate in Department of Labor Employment Workshop
Know about your VA Benefits
Obtain a job and income
Seek early assistance for mental health and substance abuse issues
DOL/VETS Homeless Veterans’ Reintegration Program (HVRP)

13. Homeless Veteran Reintegration Program
HVRP
Homeless Veteran Reintegration Program
Funded by U.S. DOL/VETS
This program provides employment, training, and supportive services to assist in reintegrating homeless veterans into meaningful employment within the labor force.

14. 5-Step Decision Making Process
Develop Awareness About the Issue
Step 2
Define the Problem
Step 3
Generate Options
Step 4
Evaluate & Select Options
Step 5
Implement Options & Evaluate Progress

15. Identify Support System
List people who:
You know and trust
Can help you to connect with others
Are accessible to you on an ongoing basis
Have varied talents and abilities who can provide assistance to you across a varied spectrum of needs

16. Identify Support System
Family
Friends
Softball Team
Church
Neighbors
High School
Military
Jones
Hudsacks
Nordquists
Houghs
Nguyens
Garcias
Mr. White
Pastor Roberts
HS Employer
Deena
Rocco
Sgt. Li
Bucko
Zane
Josh
Jeremy
Oginga
Mrs. Miller
Mr. Luigi

17. Manage Change Or change will manage you.
Develop your own customized change management plan.
Use your best resources and knowledge.
Pages 4-13

18. Change Management Plan
Structures
Support System
Life Goals
Stressors
Skills
Budget

19. Create a Career Catalog
In your career catalog you will have copies of:
Records
Master Application
Work Samples, if applicable
Among the types of records you should collect in your
career catalog are:
Military Service
Personal Identification
Work Experience
Education & Training
Pages 14-15

20. Understand Your Skills
Build a master skills inventory
Use your VMET to identify skills.
Utilize MOC Crosswalk results.
Identify and list all of your skills gained through: education, military service, previous jobs, hobbies, interests, participation in professional organizations and community activities.
Pages 23-32

21. Personal Assets Assess and Evaluate: Skills CLAMS Values Preferences
Pages 33-42

22. Motivators
CHALLENGE
LOCATION
ADVANCEMENT
MONEY
SECURITY
Page 33-36

23. Section 2 Career Validation & Exploration
Research Industries, Occupations, Trends
Identify Job Search Assistance Resources
Develop Job Search Plan: Essential Tools
Develop Job Search Plan: Target Employers

24. Job Search Assistance
State Workforce Agency (SWA) or One Stop Career Center
Workforce Investment Act (WIA)
Office of Apprenticeship (OA), U.S. Department of Labor
Private Employment Services
College/University/School Career Services
Military and Professional Associations and Organizations
Phone and/or Industry Directory
Industrial and Craft Unions
Job Fairs and Hiring Events
Chamber of Commerce
Military and Family Support Centers
Pages 46-49

25. Essential Job Search Tools

26. Target Employers

27. Speak the Employer’s Language
Translating military to civilian is difficult but necessary.
Research the company and analyze the job posting to decide what “language” an employer speaks.
Communicate the skills and experiences you bring to the table—and what you can offer an employer. Speak the employer’s language.

28. Business Concepts Read Business Publications Watch Business News
Join Professional Networking Orgs
Attend Courses
Mentor for Business & Profession
Account-ability Partner
Develop Understanding of Business Concepts
Business Concepts, business smarts, are the simple ways to say Business Acumen. Give an anecdote that illustrates why employers are interested in those who have business acumen.

29. Professional Introduction

30. Section 3 Job Search Plan
Set Goals
Schedule
Network
Utilize Job Search Method
Analyze Job Postings
Complete Application Forms

31. Short-range, Medium-range and Long-range Goals
Career Goal
Next Level
Entry Level
Skills Required
Experience
Education Required
Activity: short term goal (bottom level) long term goal is the top career goal they are aiming for.

32. SMART Setting Goals Adaptable Measurable Specific Trackable Realistic

33. Create a Schedule Monday Tuesday Wednesday Thursday Friday 8-10
Review Job Postings
Research Companies
Interview
Review past week
10-12
Target Resumes
Practice Answering Questions
Play Golf (network)
Send Thank you, Analysis
Review Skills, add more
12-1
Lunch
1-4
Complete online application,
Calls
Interview,
Network event
Send Thank you, Analyze Interview
Twitter, LinkedIn, Facebook
4-5
Plan for tomorrow
Plan for the week
Cook Dinner with Friends
Walk
Clean Office

34. How Job Seekers Look for Jobs
The important point is the average number of methods used – perhaps this means that to be successful, a job-seeker should diversify efforts.
Average number of methods used: 2.03
Source: Bureau of Labor Statistics

35. How Employers Look for Employees
Discuss the hidden job market.
Source: Bureau Labor Statistics

36. Job Search Plan Network Effort Focus Target Employers Resume Online
In Person
Effort
Organize
Schedule
Focus
Target Employers
Resume
Be sure your networking plan aligns with your short term, mid term and/or long term career goals.

37. Analyzing Job Postings
Job postings provide information about the types of positions available, the skills required and the language an employer speaks.
Analyze postings for:
Experience needed
Qualifications
Salary
Skills
Page 93

38. Application Forms Read the directions
Fill out application forms completely
Utilize your master application
Safeguard your right to privacy
Pages 94-96

39. Section 4 Effective Resume
Understand the Resume Reader
Target Resumes and Master Resume
Sections of a Resume
Prepare References
Resume Types
Resume Formatting
Resume Review
Cover Letter
Salary History

40. Section 4 Effective Resume
Interview
5-10 Called
20 Reviewed
100 Scanned
Resume Screening Process

41. Section 4 Effective Resume
Step One
Identify
Career & Job Positions
Step Two
Resume Type
-Chronological
-Functional
-Combination
-CV
Step Three
Customize
Master Resume
with Keywords

42. Sections of a Resume
Contact Information
Career/Job Objective Statement
Summary
Areas of Expertise
Experience
Employment History
Education/Training

43. 234 Brook Avenue, Englewood, Colorado 12345
Contact Information
Make sure your information is current and accurate:
Lynn Gweeney
234 Brook Avenue, Englewood, Colorado 12345
(123)
Page 117

44. Career/Job Objective Statement
Well-written career objectives are
Concise, short and to the point
Answer the question “For which position are you applying?”
List the specific job and company to which you are applying
Pages

45. Summary
A short paragraph used to highlight key words and marketable skills/experience, and recaps what you can offer, including:
Specific knowledge, talent or education that “ties” you to your career interest
Self-management skills
Work attributes
Soft skills
Pages

46. Area of Expertise
A list of bullet points which provide a sense of what you can do for the company:
Highlight key skills that support job goal
Match key words in job announcement
Include certifications/licenses required
List security clearance if relevant for position
Pages

47. Experience
Use civilian terms. Speak the employer’s language. Use key words
Begin with an action verb
Avoid “Responsible for”
Quantify results: use numbers, percentages, statistics and examples
Avoid personal pronouns (I, me, my…)
Wordsmith your statements
Pages

48. Education and Training
List most recent first
Put “attended” if you never graduated to prevent the assumption that you have a degree
Include certifications/licenses/training relevant to job
Depending on your background and the job for which you’re applying, Education & Training might be placed above Experience or Employment History on your resume.
Page 136

49. Section 4 Resume Lab Choose: Draft: Save Master Resume File: Style
Formatting
Draft:
Sections
Content in sections
Focus on STAR accomplishment statements
Save Master Resume File:
If using computer lab, file to yourself

50. Cover Letters
Introduce yourself and sell the employer on how well your specific skills, abilities and attributes match the organization’s needs.
Four main components:
Introduction
Relevant Reason for Cover Letter
Request for Action
Respectful Sign Off
Pages

51. Section 5 Federal Resume
Federal Hiring Reform
Veterans Employment Initiative
Job Classification
Finding Jobs
Competitive Service
Understanding the Vacancy
Veterans’ Preference
Announcement
Excepted Service
Application Procedures
Special Hiring Authorities for Veterans
Federal Interviewing
Getting the Offer

52. Federal Jobs Classifications Veterans’ Preference Selection Processes
Find jobs
Apply for jobs

53. Federal Jobs

54. Section 6 Skilled Interview
Summary of the Hire Process
Prepare for the Actual Interview
Types of Interviews
Communication in the Workplace
Interview Stages
Listening Skills
Introductory Stage
Employment Tests
Employer Questions
Find Information about a Potential Employer
Answer Questions
Interpret Body Language
Candidate Questions
Closing Stage
First Impressions
Follow-Up After Interview
Many people interview, some of them practice various techniques. We want every participant to become skilled at interviewing.

55. Skilled Interview Hiring Process First Contact Phone Interview
Face-to-
Face Interview
Tests
Reference Checks
Background Checks
Offer & Negotiation
Hiring Process

56. Types of Interviews Face-to-Face Panel or Committee Meal Interview
Group
Stress
Phone
Page

57. Skilled Interview Interview Stages Building Rapport Employer Questions
Introduction
Company History
Info about the position
Employer Questions
Behavioral
Contextual
Resume based
STAR method
Candidate Questions
Appropriate Questions
Follow-up
Closing
Ask for the job
Thank you
Interview Stages

58. Mock Interview Practice makes permanent Practice to make it skilled
Take notes

59. Prepare for Interview
Research
Checklists
Questions
References

60. Dress for Interview

61. Follow-up
The art of thank you!

62. Section 7 Interview Post Analysis
Evaluate the Interview—Continuous Improvement
Evaluate Job Offers
Negotiate Job Offers
Communicate a Decision to an Employer

63. Update ITP
Next steps
SMART Goals
Schedule
Additional education, certification, skills

64. Course Summary Manage Change Personal Assets Career Validation Resume
Federal Job Search
Skilled Interview
Interview Post-analysis

65. Wrap-up Expectations Met Evaluations https://www.dmdc.osd.mil/tgpsp
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