Louisville, KY – If you are a veteran, Bryant Heating & Cooling wants to hire you. Today, they announced a new partnership with Active Heroes to help them in their goal to hire more veterans.
“In order to provide the highest quality work and best experience for our customers, we are always looking to hire people who are motivated by an attitude of service. No one embodies that better than the men and women who have selflessly served their country and communities in uniform,” said Bryant spokesperson Anthony Schembari, Jr.
As a non-profit providing resources to active duty military, veterans, and their families, Schembari said Active Heroes was the obvious choice of partner in their commitment to hire more veterans. “The ability to find employment plays a huge role in a veteran’s quality of life,” said Active Heroes President Troy Yocum. “Veterans are hard-working, experienced leaders who would be an asset to any company and we are thrilled to promote and raise awareness about Bryant’s efforts through our extensive veteran network.”
About Bryant Heating & Cooling:
Bryant is family owned and operated and has been in business since 1940. They service the Louisville, Cincinnati, Lexington, Evansville, Frankfort, and Owensboro areas.
About Active Heroes:
Active Heroes provides support and resources for veterans, active duty military and their families. Founded in 2011, they serve veterans and military families in all 50 states with the mission to end veteran suicide.
The biggest rock star playing at Pechanga Resort Casino isn’t Pitbull. It isn’t Tony Bennett. Nor is it Michael Bolton, Paula Abdul, or Steven Tyler, all of whom have performed at the Temecula, California, resort this year.
No. The biggest rock star at the largest resort/casino on the West Coast slowly walks on four legs, wears a vest, and performs four days a week for 10 hours a day, helping to keep Pechanga team members and guests safe. And unlike the aforementioned, you can see her for free all over the property, not just in Pechanga’s entertainment venues.
Daisy—a 4-year-old lab/terrier mix rescue dog—is Pechanga’s reigning rock star. So much so that Pechanga’s management had to send out a memo to its team members not to pet her while she works. And when Daisy works, her job makes her the poster girl for an innovative, productive way of keeping Pechanga’s property and guests safe, while providing a renewed sense of life and purpose for one Marine veteran.
Daisy belongs to John Tipton, a 62-year-old Marine veteran who saw action in such places as Beirut, Grenada, and Iraq during the first Gulf War. Places and action that left the retired gunnery sergeant with post-traumatic stress disorder and turned the Vista resident into a self-described “grumpy grandpa” who was unemployed for three years.
“It was a pretty rough couple of years. I’d walk into job interviews, and they’d take one look at me and then look at the dog. You could see it in their eyes and hear it in the tone of their voice. They wondered what was wrong with me,” he said.
Now, the grumpy grandpa is a grateful grandpa. Under a program Pechanga instituted over the summer, John and Daisy are the first six-legged safety patrol team at the resort. Armed with a radio, water bowl, and beef jerky treats, they spend four days a week patrolling the hotel lobby, hallways, pool, casino, parking garages, and golf course, looking for things that are out of the normal routine for the bustling resort.
“It brought me back to being a human again. It brought me back to doing the things I would normally do again,” Tipton said about his new position as DPS Specialist. “It takes the right person in the right spots for something like this to happen, and I’m so grateful for the opportunity to be here. A lot of people have said ‘It’s about time someone gives those with disabilities a chance,’ so I think our society is trending in the right direction.”
Those were Robert Krauss’ exact sentiments. Pechanga’s vice president of public safety and also a former Marine, Krauss lives ahead of the curve when it comes to next-level ways to keep guests safe. For example, Pechanga’s two security robots—one stationary and one mobile—Krauss introduced to the resort this summer. But not even security robots “Rudy” and “Buddy” have stopped traffic with appreciative guests like John and Daisy.
“These individuals have so much to offer our society that it’s a waste not to consider those with disabilities and their service dogs,” Krauss said. “The first time I heard John’s story, I knew he wasn’t the only one with issues finding a job where he could bring his service dog to work with him. I just knew we had to do something to help.”
“We have a need in the public safety department. They have a special skill set that I’m specifically looking for. Who better, with everything they’ve gone through and all the training and service they’ve provided for us. That’s exactly what we’re looking for here.”
Krauss said they’re looking for eight more veterans and their service dogs to join Tipton and Daisy, who has become the poster girl for more than just Pechanga. She’s the poster girl for the proverbial who-rescued-who happy dilemma many pet owners embrace.
“I’ll tell you this (about) the best part of having a service dog,” Tipton said. “Because everyone will tell you they got the best. But I do. That’s it. She’s the best-looking girl here.”
By Institute for Veterans and Military Families at Syracuse University
Some organizations, such as TriWest, GAE, and the Combined Insurance Company of America, appoint a key veteran staff member to lead efforts in recruiting high-potential veteran candidates transitioning from military service to the private sector. This person understands military and corporate culture and can help HR and hiring managers understand military culture and service.
However, general recruiting efforts may not reach prospective employees with disabilities, so advertising with disability organizations, vocational rehabilitation programs, and disability-related job fairs are good ways to reach potential employees with disabilities.
Another means for attracting veterans is to develop marketing materials that help translate and transfer military skills/experience into civilian job responsibilities. Organizations that have focused veteran recruiting strategies leverage military classification codes in their application materials and jobs postings. These codes specify an individual’s job and rank, and often include additional qualifications, such as languages or specialized training.
Numerous organizations offer specialized websites for veterans, including AT&T, Amazon, Disney, JPMorgan Chase, Microsoft, Sodexo, T-Mobile, and Walmart Inc. Military recruitment channels, career fairs, and other similar events are additional avenues where businesses can share their employment opportunities and veterans can explore whether there’s a match with their skills and experience. Businesses can showcase their job opportunities along with the benefits of joining their organization, while veterans have the opportunity to demonstrate they are some of the most qualified talent in the nation.
Partnerships with business and trade associations represent another important channel for recruiting veteran talent, as well as a means for communicating the value of veterans in the workforce. Leveraging community collaboration and networking with other firms are excellent means for sourcing veterans. Encouraging inter- and intra-industry collaboration to identify and utilize the most comprehensive military skills translators creates more effective placement. The 100,000 Jobs Mission, a coalition of 41 companies committed to hiring at least 100,000 veterans by 2020, is an example of private-sector collaboration contributing to improved recruiting practices and outcomes.
JPMorgan Chase has instituted a “High-Touch Gold Desk,” where recruiters respond to any veteran applicant within five days of receiving the individual’s application for employment. This high-touch approach is positioned to support veterans in finding the right opportunity at JPMorgan Chase, based on the applicant’s experiences and qualifications. In addition, this personal response to each and every applicant has the benefit of helping the company’s HR staff become better educated as to how military skills and experiences correlate to the firm’s different work roles. The program functions by utilizing integrated, regional teams that map veteran applications against available positions at the firm. Using those maps, the teams are able to identify positions across the firm that best match the veteran’s skills profile. This results in a process that aligns the veteran with an opportunity where he or she is most likely to find success and also facilitates an approach to recruitment and hiring that looks across lines of business, as opposed to within a given organizational silo.
Other examples of focused military recruiting are at BAE and the Lockheed Martin Corporation. BAE provides career pathways for wounded warriors through its Warrior Integration Program (WIP), which is specifically designed to identify, hire, and develop qualified wounded veterans into valuable employees. Lockheed participates in the Army Partnership for Youth Success Program (PaYS), which allows those who serve our country to plan in advance to explore private-sector job opportunities. The program gives new soldiers the opportunity to select a job with a PaYS partner during the time of enlistment. After the position has been selected, a Statement of Understanding is signed, and the PaYS employer/partner promises to interview the returning solider, as long as he or she receives an honorable discharge, is otherwise qualified, and a job vacancy exists.
Many companies, including Walmart, leverage campus recruiting and veteran service organizations, such as the Student Veterans of American (SVA). Ernst & Young organizes veteran internship fairs at schools, while AT&T leverages internships that provide veterans job shadowing opportunities.
Following are other resources positioned to support employers with veteran-focused recruiting and onboarding initiatives.
VETS proudly serves veterans and service members by providing resources and expertise to assist and prepare them to obtain careers, employment opportunities, and employment rights, as well as information on transition programs. VETS offers a multitude of resources for veterans looking for jobs.
Joining Forces is a great resource and offers some of the nation’s top job resources for veterans and employers, such as access to the Veterans Job Bank, links to employment tools, like My Next Move for Veterans, and many more.
An effort of the 100,000 Jobs Mission, the U.S. Veterans Pipeline is a talent networking and career management platform that allows users to connect directly to peers, companies, jobs, schools, education programs, and more.
This joint initiative between DOL’s Employment and Training Administration (ETA) and VETS provides post-9/11 era veterans with intensive and follow-up services, necessary for success in today’s job market. Eligible veterans can present their Gold Card at any One-Stop Career Center to obtain enhanced intensive services that include up to six months of follow-up, job readiness assessment, referral to job banks, and much more.
This initiative is a gathering place where business leaders, government officials, and concerned citizens can learn, share information, and commit to helping our nation’s disabled veterans find and retain meaningful employment. This initiative provides information, tools, and guidance for recruiting, hiring, training, and supporting disabled veterans in the workplace.
Offers virtual and in-person meetings or webinars, helping military spouses with resumes, employment resources, training to update skill sets, and assistance in finding employment resources in their current location or the area to which they’re relocating.
Veterans face a particularly tough challenge compared to most unemployed people when it comes to resume writing and marketing themselves for job openings.
While difficult, translating a military resume into a civilian resume is far from impossible, and if anyone can take on the challenge, it’s an American veteran. Experience as a veteran will be an advantage in today’s competitive job market. Below are just a few tips that will hopefully aid in your resume writing process and give you a bump-up on the competition.
1 Choose a mission, set an objective.
The biggest mistake all job seekers make is using one generic resume for every job they apply to. This is a tactically faulted approach, as each position will most likely be seeking a slightly different job candidate. For this reason, your resume should be specifically targeted to each job position. Don’t be a generalist but a master of what is being sought by the employer.
Include a career objective at the beginning of your resume in which you clearly define your goal and the position being sought. Using one generic career objective for all jobs applied to will ensure you won’t stand out for any.
2 Remember, Civilians Don’t Speak Jargon
Most employers will not understand even some of the most basic of military lingo, including acronyms or systems knowledge specific to military application. This may come as a challenge, but translation will be needed from military jargon to layman acceptable generalist terminology. Resumes containing a lot of military terminology will cause HR managers’ eyes to glaze over because they do not understand it. Instead, convert terms for specific applications into broad terms for generic application.
Did you use a proprietary munitions inventory tracking and monitoring system called SCORPINX-57XP? Well, that bullet point should instead read something like, “proficient in inventory and inventory tracking systems.”
3 Match Your Skillset
Pick your battles whenever you can. By applying to jobs you are unqualified for, you are only wasting time and energy. Instead, apply to jobs you stand a good chance at landing because of your experience and skills. For example, you will have a difficult time landing a marketing job with a mechanical background. Instead, search for jobs using keywords, such as “mechanical,” “mechanics,” and “mechanical engineering.”
If you still have your heart set on marketing, find a technical school near your community and enroll. You can pursue an associate degree in fewer than two-years, and schools offering general marketing programs are a dime a dozen.
4 Toot Your Own Horn
As mentioned above, it is important to frame your resume with a civilian reader’s perspective in mind, as that will be necessary to communicate skills, experience, and goals you wish to achieve. However, display your military experience prominently on your resume, as it’s full of golden HR “keywords,” such as:
Applied teamwork skills
Having served in the armed forces, you are by default highly valuable with critical thinking skills and problem-solving skills. By accompanying your military experience with these skills, you validate your claims, something that many civilian applicants will struggle to do.
5 Triple-Check Fundamentals and Numerically Quantify
As many times as resume consultants warn against it, job applicants consistently include grammatical errors or spelling mistakes on their cover letters and resumes alike. Running a document through spell-check is not sufficient; proofreading requires human eyes. If you don’t have a friend or family member with grammar skills up to the challenge of reviewing your resume, consider contacting an old English teacher.
Finally, throughout your resume, whenever possible, numerically quantify your achievements. For example, if you led a group of soldiers, state how many, written in numerical form as in “100” instead of “one hundred.” Numerals pop out to HR types and make resumes look more qualified.
Also, add ultimate qualifications by including military honors and any medals earned, as this is definitely one area where civilians will not be able to compete with you.
Mountain Mike’s Pizza is committed to serving “pizza the way it oughta be!®.” Headquartered in Newport Beach, California, Mountain Mike’s is a family-style pizza chain with more than 200 franchised restaurants in California and the West.
Marine veteran John Maddox owns nine of these franchises throughout the Central Valley region of California, the most locations of any franchisee in the system.
He spoke to U.S. Veterans Magazine about his transition from the Marines to business ownership and how his military experience serves him in his current role.
Why did you decide to open your own business?
My father also served in the armed forces and I was an Army brat, so my family moved around a lot. I was born in Oklahoma and lived in multiple cities across the U.S., and even internationally in Germany. We finally settled in Northern California when I was a teenager. Following my high school graduation, I attended college near home at San Jose State and majored in aeronautics. While pursuing my university education, I worked at McDonald’s in a management position, and really fell in love with the industry. I enjoyed interacting with customers and forged lasting relationships with several colleagues who eventually helped guide me in my early days as a franchisee.
I flew helicopters for the Marine Corps and gained a lot of invaluable experience, but as with any military lifestyle, I continued to move quite a bit and didn’t see as much of my family as I would have liked. When my service with the Marine Corps concluded in 1992, I wanted my next step to be something that would keep my family in one place for a while. I decided to pursue a career in an industry in which I had experience, felt comfortable and was passionate about: food service. It was all about establishing roots in a community on both a personal and professional level.
As I began looking at my options, I got in contact with a former colleague who had found success as a franchisee in the pizza industry. I did my research and considered many different types of business opportunities and franchise concepts, ultimately landing on Mountain Mike’s. I was attracted to the brand for many reasons—the first being that my family and I really enjoyed the pizza. In terms of quality and flavor, I don’t think there’s anyone out there that does it better, and I felt very good about that. Also, Mountain Mike’s Pizza had a great reputation in Northern California, with plenty of room for growth, compelling average unit volume, and a history of being an active part of the communities it served. I know I made the right choice, because this continues to be true today. Their established business model and supportive corporate team provided the necessary tools for me and other franchisees to succeed, and I have been lucky to continue growing with the brand as both a franchisee and an area developer.
What lessons did you take from the military that helped you in running your own business?
One of the major things I took from the military is to value the process of training. As a Marine Corps officer, it’s important to train others, and train others how to train others. I also learned the importance of leadership by example. When we first opened, I was in the store from open to close every day for three months straight. It’s important for your employees to know that you’re willing to put the work in and go the extra mile, because they will work hard if you do. Another thing officers in every branch of the military are good at is delegating; hire good people who know how to get the job done, and get out of their way. Lastly, in the military, you learn how to make decisions—hard decisions. You have to be strong enough to tell people “no,” which is an essential skill for any business owner.
What advice would you give other veterans who want to open their own businesses?
I would tell other veterans looking to get into franchising to do their homework. This is something you’ll be doing every single day, so take the time to research your options and choose something you’ll enjoy. It was important to me to work with a concept that offered a high-quality, delicious product, and Mountain Mike’s Pizza has continued to show a commitment to delivering nothing but the best over the past 40 years.
Also, build a business plan and make sure the numbers work before diving in and signing on the dotted line. It could be one of the most successful franchises out there, but as a business owner you have to understand and be comfortable with the financial risk and time commitment involved with building a successful business. Not only did Mountain Mike’s Pizza offer a superior product to similar brands in the industry, they are all about serving and supporting their communities, which was important to my family and me. We continue to uphold this core value by making it a priority to be very active with local schools, community groups, youth clubs and sports leagues, charities and more. We’re committed to putting in the work and investing in our communities because we care about our customers. The benefit is that we’ve built a large and loyal customer base organically.
I went from being an officer in the Marine Corps to making pizzas, and although it was really hard work, it has paid off. Not only do I truly enjoy the restaurant industry and love building relationships with customers, some of whom have become close personal friends, but I’ve also seen a positive return on investment since starting my journey with Mountain Mike’s Pizza. The company is in a growth phase, and I plan to take advantage of the opportunities available to continue growing with the brand.
Research. All successful military operations begin with collecting as much information on the situation as possible before building your execution plans. The same holds true for obtaining employment. The more you know about the environment the better prepared you will be to secure your perfect position. You should conduct a broad and deep assessment of your skills, abilities, and passions. There are many skills assessments online that you can use to help you determine what you’d be good at performing but more importantly what you would really enjoy doing. I’ve coached many transitioning service members and when I ask them ‘what do you want to do’ many times they don’t know or they respond with ‘I can do a lot of things.’ That’s certainly not specific enough, and it’s much easier to look for positions when you can target specific roles or job types.
Look for companies that are military-friendly. Veterans are unique and bring a strong set of skills to the workplace (leadership, integrity, energy, planning, ability to overcome obstacles, etc.). Search for companies that understand and value veterans and what they have to offer.
Network, network, network. You should meet as many people as you can, specifically in industries or companies in which you’re interested, but do not limit yourselves to any one area. You never know where a relationship will lead, so never pass up an opportunity to meet someone new. As a result of your relationship, you may find out about a position that suits you or they may offer to make an introduction to someone in a field in which you’re interested.
Resume. This is critical because it may be the only thing a hiring official sees from you and you need to make them want to learn more about you. Similar to your skills assessment, there are numerous resources to assist you in writing a resume. Focus on results and not on job duties. If you’re entire resume is a listing what you’re ‘responsible for,’ it is not at all powerful. Stating your saved “X dollars” or “achieved X % readiness, the highest in the organization in 6 years,” etc. is much more meaningful. Recruiters don’t want to know your job description, they want to know your impact.
Ensure you use civilian and not military terms. “First Sergeant” doesn’t mean anything to a company, but “Senior HR Generalist” does. There are online ‘translators’ that can help in this area. Keep it short and meaningful.
Interview. Once you’ve been given the opportunity to visit with the company, you’ll need to prepare. Most interviews these days involve situational questioning. For example, one question might be “Tell me about a time when you had to deal with difficult customer” or “Tell me about a time when you were faced with multiple priorities? How did you deal with them?” These questions are meant to elicit specific actions you took, not that you would take. In other words, they are asking about a time those things actually happened to you. They are looking for a quick summary of the situation, what you actually did in that case, and what was the result. To prepare for this, think about your past and to situations that had positive outcomes as a result of your actions. Build scenarios around those experiences in the form of situation, actions, and outcome. Build 5-6 or those scenarios (more if you can) so that when you’re asked a question you can pull out the best vignette in your portfolio that meets their question.
Looking for a job is a job in itself. The more prepared you are, the more likely you are to find the right position. Do your homework – look for the right job, at the right company, and show them how you will be an asset to their operations.
Active duty service members and veterans alike are big fans of Richard Rawlings. From outposts around the world, they tune into Fast N’ Loud, a Discovery Channel TV show that features Rawlings and his crew restoring broken down, classic cars in the Gas Monkey Garage. Rawlings’ products—energy drinks, tequila, sweatshirts—are available at more than 200 military bases in the United States and abroad.
Our military men and women may be fans of Rawlings, but Rawlings is an even bigger fan of them. “I can never express enough gratitude to them for keeping us safe,” he said, in an interview with U.S. Veterans Magazine. “I hope they all come back safe and happy.”
In 2017, Rawlings spent Thanksgiving with the troops in South Korea. He wanted to serve dinner to the men and women stationed in Seoul, but military tradition calls for the brass to serve the front-liners, so he made the rounds, broke bread, and offered his personal thank-yous. “It was an amazing experience,” said Rawlings, who was a police officer, firefighter, and paramedic before becoming a businessman. “It really hit me in the gut how young some of these people are …. It was great. We talked about cars.”
That our troops are fans of his shows and his famous—or is it infamous?—”Gas Monkeys” and request that his merchandise get trucked, flown, and shipped to bases from Camp Pendleton to South Korea to Guam never ceases to amaze him. “It’s an absolute honor,” he said.
As for what servicemen and women do as professionals and as patriots, he said, “It’s just very noble.” Rawlings is nothing if not relatable. He’s Texan, folksy, funny, and a bit of a gearhead, and he drinks Miller Lite and razzes his pals. He’s the consummate guy next door. And he’s a family man.
Let’s face it: In the car and garage business, dudes are the demographic, right guys? But that’s not entirely so with Fast N’ Loud and his other show, Garage Rehab, on which he helps struggling shop owners. Garage Rehab debuted in 2017 and is now in its second season. And yes, men can’t get enough of watching the crew cherry out a Ferrari F40 or 1930 Ford L-29, but women love it, too, and families also watch the show together. That’s exactly how Rawlings planned it after watching hours and hours of machismo car shows.
“It’s family accessible,” he said. “Grandmas come up to me, and I’m proud of that.” He says the family feel of his shows reminds him of his home life. Here’s how he describes it: “Come on over, watch the Cowboys game, and tinker around in the garage.” He adds, “It’s not an act.”
In 2002, Rawlings launched Gas Monkey Garage in Dallas. The shop created automobiles for customers worldwide. Soon after, he got out of the printing business when he sold Lincoln Press. Now, it was all cars, all the time. Since 2012, the facility has been the focus of Fast N’ Loud.
In September 2013, Rawlings started Gas Monkey Bar N’ Grill in Northwest Dallas, then set up a second location at Dallas Fort Worth International Airport in March 2014. Rawlings is working to launch a third Texas grill outside the Dallas-Fort Worth metropolitan area.
In 2014, Gas Monkey Live, a venue dedicated predominantly to live music, was opened. In 2015, Rawlings published his first autobiography, Fast N’ Loud: Blood, Sweat and Beers, which includes such colorful lines as: “If we’re gonna have fun, it better have a motor,” and “We turn rust into gold. We make it fast and loud.”
All the entertainment activity on top of multiple lines of merchandise? He’ll never admit it, but Richard Rawlings—the car kid, the self-admitted daydreamer, the maniac who broke the Cannonball Run record with a time of 32 hours, 51 minutes from New York City to Los Angeles—is a mogul.
Rawlings, born in Fort Worth in 1969, got his love of cars from his dad, who liked to fuss about in the garage and go to car shows. He learned the business of buying and selling cars in high school. His first car: a 1974 Mercury Comet. But back then, all he wanted to do was scrape together enough dough to buy his next cool ride.
After graduating from Eastern Hills High School in Fort Worth, he worked as a police officer, firefighter, and paramedic. Then he got bit by the entrepreneur bug and opened a printing business. But his first and abiding love has always been cars.
Rawlings learned early on that if you’ve got cash in your pocket, you can buy ramshackle rides on the cheap, then fix, shine, and sell them for a profit. But it wasn’t all about money; it was about taking a no-hope car and making her new again. He pitched a reality TV show built around that concept for eight years and heard, “sorry, no thanks” about a million times before landing Fast N’ Loud.
Even he couldn’t have dreamed that he’d meet the coolest car guy ever, the original Cannon
Ball Runner, the handsome man at the wheel of a Trans Am: Burt Reynolds. Reynolds passed away last September, but not before Rawlings got the chance to meet him and pay homage. Several years ago, in what’s become a classic episode of Fast N’ Loud, Rawlings rolled up to Reynold’s Florida home in a 1978 black bandit Trans Am and shook hands with the star. He was also trying to collect on a bet—a $25,000 roll of the dice—that he could get Reynolds to sign the Trans Am.
“I’m almost at a loss for words,” he said. “I mean, here I am, standing there with Burt Reynolds, and I’m trying to get his signature so I can make twenty-five grand, yet I feel like I should just give him the twenty-five grand for even gracing me with his presence.”
Rawlings considers himself lucky and feels a responsibility to give back. He teamed up with Gary Sinise Foundation for a future two-part episode of Fast N’ Loud, which finds Richard and his team restoring a classic ’81 Jeep CJ7 that is being auctioned off at Barrett Jackson in Scottsdale—all proceeds go to the Foundation. Also, an upcoming episode of Garage Rehab focuses on American Warrior Garage, where veterans train to learn the automotive industry and land jobs. Of that, Rawlings says, “I think there could be one of those in every city.”
Who knows what his next big project will be? Even he doesn’t know. He’s certain of one thing, though: “I have a platform that I can use.”
View the Spring U.S. Veterans Magazine’s Digital Issue featuring Richard Rawlings coming soon!
If you’re a veteran or about to become one, you might want to consider moving to Oklahoma City, Oklahoma. It’s first on Navy Federal Credit Union’s recently released list of The Best Cities After Service, a “unique look at the places best suited for servicemembers to consider living in after leaving the military.”
To create the list, Navy Federal Credit Union, in partnership with Sperling’s Best Places, considered 11 metrics of veteran success and wellness—including income, unemployment rates, and proximity to VA hospitals and military bases—then coupled it with a suite of such quality-of-life measures as affordability, local economy, and access to health resources, colleges and the arts, and more.
The top 10 cities are:
Oklahoma City, Oklahoma
Colorado Springs, Colorado
Washington, D.C., Metropolitan Area
Grand Forks, North Dakota
San Antonio, Texas
Rapid City, South Dakota
“Right now, a number of factors make certain areas of the country ideal for veterans who are moving into civilian life,” said Robert Frick, corporate economist for Navy Federal. “The key factors are where the economic expansion is still going full throttle, which is creating new job and business opportunities for millions of Americans. Personal success is much easier when the economy around you is healthy, and a healthy economy is also a major factor in a better quality of life. The Best Cities After Service list helps veterans find these pockets of prosperity.”
“Oklahoma City earns its top ranking with some of the strongest scores for both veteran-specific metrics and for overall quality-of-life measures,” said Bert Sperling, founder of Sperling’s BestPlaces. “Oklahoma City scored particularly well in the categories of high incomes and income growth for veterans, low unemployment among veterans, and the number of veteran-owned businesses.”
In continuing with the effort to make its members’ goals its mission, Navy Federal launched Best Cities After Service to make one of life’s biggest decisions a little simpler.
It’s a great time to be searching for jobs and exploring different opportunities. And ideally, that’ll mean going to lots of interviews.
Now, you’re surely aware that as part of the interview process, you’ll be asked a number of questions about your work experience, skills, and goals. But at some point during each conversation, you’ll most likely also be asked to come up with questions of your own. And that’s where a lot of job candidates find themselves stumped. Rather than let that happen, go in prepared with a list of insightful questions that show you’ve put thought into the role at hand. Here are a few you can start with.
1. How has the company evolved over the past few years?
Generally speaking, it’s best to work for a company that’s been showing signs of growth. And a good way to figure out whether the employer you’re applying to falls into that category is to see how it’s changed over the past few years. Ideally, your interviewer will give you insight as to how the company has progressed and developed its staff and product or service line. As a follow-up question, you might also ask how the company has adapted to recent challenges to get a sense of how it operates. Not only are these thoughtful questions, but they’re ones whose answers will inform your decision of whether to accept a job offer if you get one.
2. What has your experience been like working for this company?
Asking your interviewer about his or her personal experience working for the company you’re applying to is a good way to gain insight as to what your own experience might entail. It also shows that you’re taking an interest in your interviewer, and that you value his or her opinion.
3. What’s the company culture like?
You want to enjoy going to work, and a company whose culture promotes a pleasant environment is generally one worth pursuing. It’s always smart to ask about company culture during an interview because it can give you great insight into what your days might be like. Ask how the typical day goes for the average employee, and what steps the company takes to foster collaboration and teamwork. Along these lines, don’t hesitate to ask whether employees generally manage to maintain a decent work-life balance. While the answer might vary on a case-by-case basis, you should try to get a general sense of whether employees get enough personal time or are pushed too hard to always be available for work purposes.
4. What made the last person who filled this role successful?
Assuming you’re not the first person to land the position at hand, it pays to ask what made the previous employee good at what he or she did. Was that person a strong project manager? Was he or she a risk-taker? Asking this question shows you’re invested in being successful yourself.
The last thing you want to do during a job interview is come off as apathetic or unprepared. Before you sit down to meet with a prospective employer, jot down some important questions to ask in advance, or use the ones we’ve discussed here.
Continue on to YahooNews to read the complete article.
Dual-career couples have unique relocation challenges.
Couples career-planning can be challenging under the best of circumstances. When one partner’s occupation requires relocation, it may be difficult to ensure both people can build fulfilling careers. “I do think it’s incumbent on couples to be strategic and have conversations about who is willing to do what,” says Lisa Wolf-Wendel, professor of higher education administration at the University of Kansas and co-author of “The Two-Body Problem: Dual-Career-Couple Hiring Practices in Higher Education.” “It’s quite miserable to move somewhere for one person’s job and the other person isn’t doing something that is satisfying.”
Several professions require relocation.
Moving is the norm in several professions. Military spouses have it particularly rough, since active-duty service members typically move every two to three years, sometimes without much notice. Members of the foreign service also relocate fairly frequently, to countries throughout the world, exposing their families to many unique cultures and labor markets. And when academics snag rare opportunities to research and teach at universities, their partners may find themselves having to pick up and move to far-flung college towns. Who are accompanying partners?
In active-duty military families, 93 percent of spouses are women, according to the Syracuse University Institute for Veterans and Military Families. Their average age is 33, just a few years away from when women tend to reach their peak earning potential. More than a third of professors are partnered to other professors, according to Stanford University’s Clayman Institute for Gender Research. These couples may find it especially difficult to build mutually satisfying careers, since it’s rare for a university to offer two perfect-match jobs simultaneously. Women who work in academia are more likely than men to be partnered with other people who work in academia; 83 percent of women in the natural sciences are partnered with scientists compared to 54 percent of men.
When college students can spend several months at top international firms like Goldman Sachs, they naturally come away with valuable résumé-building experience. But what’s often left out of the conversation is the value that students inject back into the business.
Joseph Camarda, a managing director in private wealth management at Goldman Sachs in San Francisco, cited this mutually beneficial exchange when explaining why the company has partnered with Drexel University in Philadelphia to place 145 students in cooperative education positions at its U.S. offices since 2014.
“They bring a young, vibrant, innovative mind to the team and that adds a value that we want to use over and over,” he said.
By collaborating with businesses, colleges and universities can deliver on the promise of relevance for career-minded students. From co-ops and internships, to mentoring and research opportunities, they can also invigorate programs on campus and bring value to firms.
Ashley Inman, a human resources expert who has worked with college interns in several industries, recalled one intern at a construction firm who developed an app for the company to better track inventory — a strategic innovation that helped streamline sales.
“Organizations can get stuck in their ways,” she said. “The value that the students bring is a fresh perspective.”
It’s part of the reason Goldman values its partnership with the university today — 13 years after the co-op relationship began with just a few students in the company’s Philadelphia office. A number of graduates since that time have gone on to work for Goldman full-time.
“The work ethic of these students is just phenomenal,” Camarda said. “It shows up every day.”
Students, in turn, bring valuable perspectives back to campus with them – including “bottom-line” urgency that can sometimes be lacking in academia, said Inman, who sits on the talent acquisition panel of the Society for Human Resource Management.
Strong and meaningful links to industry can inform curricula and programming on campus – helping to make sure academic offerings remain relevant to the needs of industry and students seeking jobs.
Higher education, however, has typically struggled to create and maintain those links, leading to a skills gap that leaves companies with jobs they can’t fill and students who can’t get jobs.
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