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Daymond John’s Advice To The Founder Of Mutt’s Sauce And Other Veteran Entrepreneurs

Career

After Charlynda Scales’ grandfather, Charlie Ferrell, Jr., passed away in 2005, she honored the Vietnam and Korean War veteran’s memory by serving in the U.S. Air Force. Eight years later, she’d honor him again by launching Mutt’s Sauce, LLC.

She started the business in 2013 when her mother handed her the secret family recipe that had been locked in a safe for years. Ferrell, whose military nickname was “The Mutt” for “his ability to blend in with all types of cultures and make friends with anyone,” created the sauce in 1956 when he was deployed to Japan. While there, he and his family hosted many dinners for troops stationed in East Asia. According to family lore, his sweet and peppery tomato-based sauce was the highlight of parties, bringing military families of all backgrounds together during the 1950s. “It was never a business, he would just make it for friends and family,” said Scales. “He’d give them as gifts to break the ice with whoever he met at military parties or cookouts in his hometown of Cookeville, Tennessee.”

Ferrell created the multipurpose sauce because he wanted to declutter his refrigerator and rely on one bottle to flavor every meal. It would take his granddaughter multiple tries to recreate the original recipe. She used $15,000 in savings to hire a manufacturer operated by an Amish family in Chillicothe, Ohio. With their home-cooking techniques and equipment, they managed to replicate the sauce in large batches. “They literally hand-poured the sauce into 700 bottles,” says Scales, who took them door-to-door to mom-and-pop groceries and farmers’ markets. At $5 a bottle, Mutt’s Sauce sold out within its first week.

She was eager to increase output and lower prices to compete with other condiments. But she had to find a larger manufacturer that she could afford and that would be able to maintain the same tanginess while producing mass quantities. “We want the sauce to be used by everyday families. We don’t want to be too high-end,” says Scales.

In 2016 she attended a military conference in Dallas where she learned of the Heroes to CEOs grant contest run by Bob Evans Foods, which produces and distributes frozen foods and side dishes. Candidates had to submit a video and story about their business’s military or veteran roots in order to win a $25,000 grant.

Mike Townsley, CEO of Bob Evans Foods, says this program is one way to carry on the spirit of Bob Evans, the company’s late founder. “He had a soft spot for the military and veterans because he served in the Army,” said Townsley.

The company has kicked off its second annual Heroes to CEOs contest. In addition to the grant, three finalists win a trip to New York City where they will receive mentoring from BEF executives and a half-day coaching session with Shark Tank judge Daymond John. “He’s equipped to teach them ways to gain momentum that are unique to an entrepreneur,” says Townsley. “It’s so much more different starting a small business wearing many hats, versus a large corporation that I run.”

According to John, all military and veteran business owners should act like supportive partners: “Their biggest asset is a large network of other men and women who they’ve served with. Tap this core group and symbiotically learn from them and serve them.”

Continue onto Forbes to read the complete article.

Help wanted amid coronavirus pandemic: These companies are hiring

Career

close up of man slloking at smartphone with laptop open on desk

As the novel coronavirus continues to spread, major companies are looking to ramp up their workforces to meet the demand for critical products such as food, household essentials and medical supplies.

Some of the nation’s largest retailers are even scrapping traditional hiring methods in order to fill open positions as the virus takes a foothold in every corner of the world. This demand for more workers in some sectors comes after early estimates suggest that at least a million workers could lose their jobs in March.

Since the outbreak, the number of jobless claims has surged as many businesses are forced to close their doors

Here are some of the companies that are hiring as the world continues to fight the spread of COVID-19:

7-Eleven

The convenience store chain is looking to hire anyone in need of a second job or who need to pick up extra hours of work.

Albertsons

Albertsons is hiring to fill positions immediately. There are well over 1,000 positions listed on its career page.

Aldi’s

Batavia, Illinois-based grocery chain Aldi’s said in a statement that they’ve hired “nearly 7,500 employees and we are continuing to hire more each day.”

The company currently has nearly 5,000 openings. While most are based in retail stores, there are a handful of openings in specialized fields such as human resources, public relations, and IT.

Amazon

Amazon is seeking to fill 100,000 new full- and part-time positions across the U.S.

CVS

CVS Health is looking to immediately hire 50,000 full-time, part-time and temporary roles across the country.

Dollar General

Dollar General plans to add up to 50,000 employees by the end of April.

“As the heightened demand for household essentials offered by Dollar General stores continues across the country amid COVID-19 concerns, the Company plans to nearly double its normal hiring rate and add up to 50,000 employees by the end of April as it continues to diligently work to support customers’ needs,” the company wrote in a statement.

Dollar Tree

Dollar Tree is looking to hire 25,000 individuals to support its stores and distribution centers nationwide.

“Whether you are home unexpectedly or are just starting your career, we have a broad range of positions to fit your needs and availability,” Betty Click, Dollar Tree’s chief human resources officer, said in a statement.

The positions include full- and part-time managers at more than 15,000 locations. There are also flexible part-time shifts for cashiers and stockers. Positions in the company’s distribution centers include order fillers, equipment operators and warehouse associates, Dollar Tree said.

Domino’s

Domino’s will be hiring 10,000 employees nationwide.

“Our corporate and franchise stores want to make sure they’re not only feeding people, but also providing an opportunity to those looking for work at this time, especially those in the heavily-impacted restaurant industry,” CEO Ritch Allison said in a statement.

General Electric Healthcare

The company plans to hire additional manufacturing employees to produce more medical equipment, including ventilators, in order to meet the demand created by the coronavirus pandemic.

Instacart

Instacart announced Monday that it will hire an additional 300,000 full-service shoppers across the United States during the next 3 months to meet customer demand for online grocery delivery and pickup because of the coronavirus pandemic.

“Today, we have more shoppers on the Instacart platform than ever before. Given the continued customer demand we expect over the coming months, we’ll be bringing on an additional 300,000 full-service shoppers to support cities nationwide,” the company said in a statement. “As more people look for immediate, flexible earnings opportunities during this time, we hope that Instacart can be an additional source of income for those looking to earn while also delivering for the communities in which they live.”

Lidl

The global discount supermarket chain is hiring up to 1,000 temporary employees across its stores and distribution centers in the U.S. for a minimum of two months.

New hires without health insurance will be eligible for medical benefits covering testing and treatment related to COVID-19 at no cost, the company announced.

“Every day, our number one priority is the health and safety of our customers and our team, and that is our primary focus during this public health emergency,” Lidl US Chairman Roman Heini said. “The new positions announced today will help us better meet the unprecedented needs of our customers. We are working hard to serve them and protect the health of our employees who are playing a critical role.”

Lowe’s

A spokesperson from Lowe’s confirmed to FOX Business that the company will be hiring 30,000 positions that will be a mix of full-time, part-time, overnight and seasonal roles for displace workers seeking short-term opportunities. The home improvement retailer is also offering special one-time bonuses of $300 for full-time workers and $150 for part-time workers.

Kroger

The Kroger family of companies is looking to add 10,000 workers in stores, manufacturing plants and distribution centers nationwide, a Kroger spokesperson told FOX Business.

Candidates may apply via on the company’s website and could be placed for employment within several days of applying, the company said in an emailed statement.

Papa John’s

Papa John’s is looking to hire up to 20,000 new restaurant team members.

PepsiCo

PepsiCo will hire 6,000 new, full-time, full-benefit frontline employees throughout the United States in the coming months, the company announced.

“With COVID-19 reshaping the way we run our business and live our lives, it’s important that we acknowledge the people keeping us steady during turbulent times, notably the heroic work of the millions of doctors, nurses, and healthcare professionals around the world,” PepsiCo CEO Ramon Laguarta said in a statement. “At the same time, there is important work being done in other sectors, including our own, to help maintain the supply of foods and beverages.”

Continue on to Yahoo News to read the complete article.

U.S. Department of Labor Recognizes Apprenticeship Program for Disabled Veterans

Career

businessman shaking hands with veteran with U.S. flag behind them

The U.S. Department of Labor formally recognized a new National Standards of Apprenticeship program for the Center for Business Acceleration (CBA) at a signing ceremony on February 12, 2020.

The apprenticeship includes certificate programs accredited by the ANSI National Accreditation Board (ANAB), making it the first ANAB-accredited program for disabled veterans. The apprenticeships will be offered nationwide through employers participating in the U.S. AbilityOne Commission’s AbilityOne Program, which provides employment opportunities to more than 45,000 people who are blind or have significant disabilities, including approximately 3,000 veterans.

The apprenticeship includes certificate programs accredited by ANAB to ANSI/ASTM E2659 for business management, quality management, risk management, and a new program for occupational health and safety management. The recognition opens up a new chapter for disabled U.S. veterans who have decided to pursue self-employment careers.

The apprenticeship program facilitates employment of persons with significant disabilities or blindness, including disabled veterans, and supports career and entrepreneur skills in cooperation with opportunities programs supported by U.S. AbilityOne Commission, the U.S. Department of Veterans Affairs, U.S. Department of Labor, Community Rehabilitation Centers, and other employment options.

“AbilityOne’s veteran employment initiative will become the model for providing the skills bridge through apprenticeships for veterans with severe disabilities across the nation,” said CBA’s President Phillip Selleh during the signing ceremony.

“ANAB is proud to be part of this historic milestone to support veteran careers and their valuable contributions to the U.S. workforce,” said ANAB executive director Lane Hallenbeck. ANAB executive director Lane Hallenbeck and Dr. Turan Ayvaz, ANAB director of certificate accreditation programs, attended the signing ceremony along with representatives of the Department of Labor, Department of Defense, Department of Energy, Department of Veterans Affairs, U.S. AbilityOne Commission, and CBA.

About ANAB
The ANSI National Accreditation Board (ANAB) is the largest multi-disciplinary ISO/IEC 17011 accreditation body in North America, with comprehensive signatory status across the multilateral recognition arrangements of the International Laboratory Accreditation Cooperation (ILAC) and International Accreditation Forum (IAF). The ANAB accreditation portfolio includes management systems certification bodies, calibration and testing labs, product certification bodies, personnel credentialing organizations, forensic test and calibration service providers, inspection bodies, police crime units, greenhouse gas validation and verification bodies, reference material producers, and proficiency test providers.

ANAB is a wholly owned subsidiary of the American National Standards Institute (ANSI), a private, not-for-profit organization dedicated to supporting the U.S. voluntary standards and conformity assessment system and strengthening its impact, both domestically and internationally.

About ANSI
The American National Standards Institute (ANSI) is a private non-profit organization whose mission is to enhance U.S. global competitiveness and the American quality of life by promoting, facilitating, and safeguarding the integrity of the voluntary standardization and conformity assessment system. Its membership is comprised of businesses, professional societies and trade associations, standards developers, government agencies, and consumer and labor organizations.

The Institute represents and serves the diverse interests of more than 270,000 companies and organizations and 30 million professionals worldwide. ANSI is the official U.S. representative to the International Organization for Standardization (ISO) and, via the U.S. National Committee, the International Electrotechnical Commission (IEC). For more information, visit ansi.org.

About the Center for Business Acceleration
The Center for Business Acceleration (CBA) is a non-profit institution of higher learning that offers multiple curriculum program options that are accredited by the ANSI National Accreditation Board. The CBA network offers business professionals, entrepreneurs, and employees curricula designed for working professionals. CBA’s VA Accelerator is designed to assist veterans with business administration, management, and entrepreneurship.

Keep Your Eye on These 15 Jobs

Career

man dressed in a suit with several other professionals in the background

You might be thinking, “How can I find a private sector career when my work history is so different?” The good news is, though, there are plenty of great jobs for veterans out there.

The truth is, many employers are eager to hire veterans. The discipline, leadership and work ethic that you learn in the military translhttps://www.usveteransmagazine.com/wp-admin/post-new.php#edit_timestampate well into the private sector, and the diversity of experience you bring with you can help lead to new and innovative ideas and solutions.

So what jobs most benefit from these skills?

While your options are endless, we’ve put together a list of great jobs for veterans.

All of these positions benefit from the skills you learn in the military and have relatively low barriers to entry—no need to have years of directly related work experience.

Check them out below, and apply today!

PROJECT COORDINATOR

Average base pay: $51,468/yr

Project coordinators oversee projects, making sure each necessary component is delivered on time and within budget. To excel in this position, you’ll need superb organizational and communication skills.

See open jobs here: glassdoor.com/Job/project-coordinator-jobs-SRCH_KO0,19.htm

TRUCK DRIVER

Average base pay: $43,464/yr

Don’t let fears of automation dissuade you—truck drivers are in high demand right now and will likely continue to be in the foreseeable future. Truck drivers carry cargo from point A to point B and require a commercial driving license. It may also be a good idea to attend truck driving school if you don’t have experience driving large vehicles.

See open jobs here: glassdoor.com/Job/truck-driver-jobs-SRCH_KO0,12.htm

SALES REPRESENTATIVE

Average base pay: $39,300/yr

Sales representatives reach out and field inquiries from prospective customers, whether through email, phone or in-person. Sales representatives should have excellent people and communication skills and understand their clients’ needs.

See open jobs here: glassdoor.com/Job/sales-representative-jobs-SRCH_KO0,20.htm

RECRUITER

Average base pay: $51,349/yr

In many ways, recruiters’ jobs are very similar to sales representatives—but rather than selling a product or service to a client, they’re selling a candidate on a job and company. Recruiters both proactively seek out candidates for open jobs and field inquiries from interested candidates. Great people and organizational skills are a must.

See open jobs here: glassdoor.com/Job/recruiter-jobs-SRCH_KO0,9.htm

TECHNICIAN

Average base pay: $36,826/yr

If you have previous experience repairing or maintaining equipment, you might be interested in a career as a technician. Technicians work on all sorts of equipment and machinery, from cars to computers to aircraft and more. Depending on which field you enter, you may need certification, but programs are often significantly less time-intensive and costly than college degrees.

See open jobs here: glassdoor.com/Job/technician-jobs-SRCH_KO0,10.htm

OPERATIONS COORDINATOR

Average base pay: $48,397/yr

Operations coordinator is a role where you ensure that a business runs smoothly and efficiently. To do this, you’ll perform various support tasks for the team you’re assigned to. Candidates should be detail-oriented, organized and excellent at time management.

See open jobs here: glassdoor.com/Job/operations-coordinator-jobs-SRCH_KO0,22.htm

Store Manager

Average base pay: $50,688/yr

An excellent choice for anyone with leadership experience, store managers are tasked with leading the day-to-day functions of a store. This might include scheduling, inventory, employee training and coaching, marketing and reporting.

See open jobs here: glassdoor.com/Job/store-manager-jobs-SRCH_KO0,13.htm

Plumber

Average base pay: $50,000/yr

Another strong option for those with maintenance and repair experience, plumbers install and fix water-supplying pipes and drains. Plumbers usually need proper licensing, which can be obtained through a combination of training, experience and sometimes an exam.

See open jobs here: glassdoor.com/Job/plumber-jobs-SRCH_KO0,7.htm

Customer Support Representative

Average base pay: $33,512/yr

Customer support representatives’ primary responsibility is to keep customers satisfied. They do this by fielding questions and complaints, whether through phone, email, in person or on social media. Customer support representatives should have great people skills and an eagerness to become experts in their company’s products or services.

See open jobs here: glassdoor.com/Job/customer-support-representative-jobs-SRCH_KO0,31.htm

Electrician

Average base pay: $53,794/yr

As their title suggests, electricians install and repair electrical systems. They may work in residential homes, larger buildings, outdoor power lines or other specialties. Electricians typically need a license, which often requires formal training, an apprenticeship and an exam.

See open jobs here: glassdoor.com/Job/electrician-jobs-SRCH_KO0,11.htm

Logistics Coordinator

Average base pay: $46,898/yr

Those with military logistics training could excel in a private sector career in logistics. Logistics coordinators typically are responsible for managing activities in a company’s supply chain and may be responsible for coordinating and tracking shipments from departure to destination, communicating with suppliers and preparing accurate documents of record.

See open jobs here: glassdoor.com/Job/logistics-coordinator-jobs-SRCH_KO0,21.htm

Warehouse Associate

Average base pay: $24,000/yr

Prefer to stay on your feet and active? You might want to consider becoming a warehouse associate. Warehouse Associates spend their time moving packages between different destinations in a warehouse and may operate equipment like forklifts. While the pay is on the lower end, a hot labor market and the rising popularity of eCommerce is driving wages up.

See open jobs here: glassdoor.com/Job/warehouse-associate-jobs-SRCH_KO0,19.htm

DATA ANALYST

Average base pay: $67,377/yr

If you’ve got a knack for numbers, you might want to become a data analyst. Data analysts gather and analyze data to identify trends and derive business insights. You may need to teach yourself a few additional skills—SQL, R and Python are common computing languages used—but there’s no shortage of online tutorials and courses to help you out.

See open jobs here: glassdoor.com/Job/data-analyst-jobs-SRCH_KO0,12.htm

REAL ESTATE AGENT

Average base pay: $48,883/yr

Real estate agent is a common choice for career changers of all different backgrounds. Real estate agents connect prospective buyers or renters with available properties. They should have great interpersonal, sales and marketing skills, and must pass an exam to obtain a license.

See open jobs here: glassdoor.com/Job/real-estate-agent-jobs-SRCH_KO0,17.htm

IT SUPPORT SPECIALIST

Average base pay: $51,564/yr

Good with computers? Think about becoming an IT support specialist, whose primary duty is to ensure that an organization’s employees have a smooth technological experience. You may be required to assist with helpdesk tickets, set up equipment and train employees on new technologies. Formal training and certifications are sometimes required but can often be completed online or through a vocational school.

See open jobs here: glassdoor.com/Job/it-support-specialist-jobs-SRCH_KO0,21.htm

Source: Glassdoor

How to Navigate the Post-Military Job Search

Career

Jeff McMillan, Chief Data & Analytics Officer at Morgan Stanley Wealth Management

Over my years of advising veterans transitioning from military service to civilian workplaces, I’ve found that for many, the biggest obstacle
has nothing to do with their qualifications or abilities–it’s not knowing how to navigate the process of finding a job.

Knowing the basic steps and preparing for each one can help you put your best foot forward each time you submit an application or walk into an interview.

1. Write an impeccable resume

Your resume should communicate two kinds of information: 1) The type of role you are looking for and 2) How your unique experience and skills make you a strong candidate. When writing a resume, keep the following tips in mind:

● State the type of role you are looking for and a summary of your skills upfront. These first lines may be all a hiring manager reads, so make them concise and impactful.
● Highlight your experience and education, including specific skills and accomplishments that are relevant to the job for which you are applying.
● Avoid military jargon – Most civilians will not understand military acronyms and abbreviations, or even the names of specific units.
● Proofread thoroughly for spelling or grammatical errors.

2. Network early and often

Networking is the act of establishing mutually beneficial professional relationships. Like many veterans, I found the idea of networking to be strange and foreign at first. Military relationships are largely pre-determined according to the chain of command. But outside the military, building your professional network is up to you. Beyond finding a job, networking is about forging new relationships with people who can help you learn and grow. Meeting people from a wide variety of professional backgrounds helps you chart your own course, and each conversation will improve your ability to deliver a strong, compelling message about your skills and experience.

To get started, reach out to everyone you know who works in a field that interests you, especially other veterans–most enjoy speaking with transitioning vets. In recent years, a whole new generation of veterans’ groups has emerged and is modernizing engagement and support through community activism, training programs, and social engagement. I also recommend attending as many veteran-focused career fairs as you can. Numerous organizations as well as some universities and companies host events focused on educating veterans all around the U.S.

Social media is also a great way to connect with people you know (or want to know). Put together a clear and concise profile (refer to your resume) and don’t be afraid to “advertise” what you are looking for.

3. Interview with confidence and humility

Interviews are probably the most important part of the job search, and also an area where most military personnel have significant room for improvement (at first). Here are a few things to keep in mind as you navigate your first few interviews:

● Do your homework in advance – Familiarize yourself with the job description and read up on the company’s products and services, leadership, and any recent news or announcements.
● Communicate clearly and concisely why you are right for the role – Refer back to the original work you did around identifying your skills and interests.
● Practice – Ask members of your network to critique your answers to common interview questions, and go on as many interviews as possible for practice.
● Dress for the job – If you are unsure what to wear to an interview, ask what the normal dress code for the office is. When in doubt, err on the side of more professional than casual.
● Don’t use “sir” or “ma’am” – This can come off as overly formal or even intimidating in a corporate setting.
● Be confident and humble – Most people will admire you for your service, but there is also a perception that ex-military men and women can be overly intense and aggressive. Make sure to display humility and willingness to work with others.
● Send a thank-you note – Within 24 hours of the interview, send every person you spoke with a note thanking them for their time and reiterating your interest in the position.
● Don’t get discouraged – Keep in mind that interviewers are also talking with other candidates, and someone else may be more qualified for the role. Focus on treating each interview as a learning experience, whether or not you receive an offer.

Once you understand the process, job hunting essentially becomes a probability exercise: the more jobs you apply for, the more interviews you will get. And the more interviews you do, the more likely you are to be offered a job. Be persistent in expanding your network, identifying new opportunities, and practicing your job-seeking skills, and job offers will follow.

The views and opinions expressed herein are those of the author and do not necessarily reflect the views of Morgan Stanley Wealth Management or its affiliates. All opinions are subject to change without notice.

Morgan Stanley Wealth Management is a business of Morgan Stanley Smith Barney LLC.

The Refrigerating Engineers & Technicians Association and Smithfield Foods Launch Training Program for Veterans Transitioning to Civilian Work

Career

Veteran Transitioned to Civilian Workforce as a refrigeration engineer

The Refrigerating Engineers and Technicians Association (RETA) and Smithfield Foods, Inc. are pleased to announce RedWhiteandCool, an initiative focused on recruiting, training and hiring transitioning military veterans into the growing and highly sustainable natural refrigeration industry as refrigeration technicians.

Smithfield Foods, the founding sponsor of the program, is dedicated to supporting veterans through employment and philanthropic initiatives like RedWhiteandCool.

“There is a shortage of skilled labor in our country and the commercial and natural refrigeration industry is not exempt from this employment deficit,” said Lois Stirewalt of RETA. “There are currently more than 40,000 jobs open nationally for refrigeration technicians. At the same time, many veterans remain unemployed once they transition to civilian live. RedWhiteandCool is taking action to address this very issue.”

The RedWhiteandCool program will work hand in hand with the Department of Defense and transitioning military personnel, family members and veterans to recruit them into the commercial refrigeration industry. The partnership, administered by RETA’s non-profit arm RETA-Training Institute (RETA-TI) in conjunction with the Department of Defense SkillBridge program, is the organization’s newest and highly innovative Career Skills Program (CSP).

“At Smithfield Foods, supporting the men and women who have served our country is core to who we are as an American company,” said Keira Lombardo, executive vice president of corporate affairs and compliance for Smithfield Foods and president of the Smithfield Foundation. “We owe a debt of gratitude to our veterans; this training and transition program is just one way we demonstrate our appreciation. Partnering with RETA was a natural fit to help connect these veterans with skilled trade jobs at our company and in our industry.”

Transitioning military veterans met yesterday with program staff during an information session to learn more about the training program and refrigeration industry. The free four-week course will begin on Mon., Mar. 23, 2020 at Joint Base Langely-Eustis in Virginia. Participants will receive certification testing at the end of the program and have the opportunity to interview for a career with Smithfield Foods as part of the company’s veteran hiring initiative.

About the Refrigerating Engineers and Technicians Association
The Refrigerating Engineers and Technicians Association (RETA) is the most recognized organization in the country dedicated to the professional development of industrial refrigeration operators and technicians. Founded in 1910, RETA is a non-profit membership and certification organization currently based in Albany, Oregon. The RETA-Training Institute is the 501 c 3 arm dedicated to addressing workforce development issues across the industry.

Ammonia and CO2 features many sustainable benefits. They are naturally occurring green substances with no potential for ozone depletion, and no potential for direct global warming impact. It requires less primary energy to produce a given refrigeration effect than other common refrigerants, has a low replacement cost, and its self-alarming odor helps to detect leaks and minimize emissions.

For more information please visit: www.RETA.com

About Smithfield Foods, Inc.
Headquartered in Smithfield, Va. since 1936, Smithfield Foods, Inc. is an American food company with agricultural roots and a global reach. Our 40,000 U.S. employees are dedicated to producing “Good food. Responsibly.^®” and have made us one of the world’s leading vertically integrated protein companies. We have pioneered sustainability standards for more than two decades, including many industry firsts, such as our ambitious commitment to cut our carbon impact by 25 percent by 2025. We believe in the power of protein to end food insecurity and have donated hundreds of millions of food servings to our neighbors in need. Smithfield boasts a portfolio of high-quality iconic brands, such as Smithfield^®, Eckrich^®, and Nathan’s Famous^®, among many others. For more information, visit www.smithfieldfoods.com, and connect with us on Facebook, Twitter, LinkedIn and Instagram.

What kind of questions should you ask at the end of a job interview?

Career

man sitting at a desk being interviewed by a man and womanfor a job

It’s a scenario many of us have found ourselves in. You’re nearing the end of a job interview and finally, you can begin to relax a little. Despite the nerves, you’ve come across well and answered all the questions confidently – and with a little bit of luck, you may just be offered the position.

Before you can run out of the room, however, the interviewer wants to know if you have any questions for them.

It might be tempting to say no, so you can leave as quickly as possible – but asking questions can be of huge benefit when it comes to interviewing for a job.

Firstly, it’s important to remember that interviews should always be considered a two-way street. Yes, the recruiter is interested in finding out if your skills and abilities are suited to the role in question. But a job interview is also a chance for you to work out if this is the right job for you – and if you are going to fit in well at the company.

“As candidates, we can often get caught up in the whole process, particularly as we try to remember the answers we’ve prepared but it’s equally as important to take time towards the end of the interview to ask your own questions,” says Row Davies, HR business manager at the recruitment firm Macildowie.

While you’re preparing for your interview and imagining the kind of questions you might be asked, it’s also useful to think about any queries you might have too. However, don’t ask an interviewer anything you can find out easily yourself, either online or on the company’s social media channels.

“It’s crucial for you to assess whether the company is the right fit for you, as just like any relationship, both need to benefit and feel comfortable with the partnership,” Davies says.

“Not only does the process allow you to show your enthusiasm for the company, asking questions also gives you the opportunity to check your goals and values are aligned with the business. You don’t want to be a year or more down the line and find that the company is heading in a direction that you don’t want to or perhaps can’t follow.”

So what kind of questions should you be asking as an interview candidate?

Davies believes there are three key questions that should be on every job applicant’s list.

“The first, is asking the interviewer ‘is there anything regarding my experience you would like me to expand upon?’. Not only does this show that you are engaged, it also provides you with the opportunity to further emphasise your strengths and how you believe these will be an asset to the company’s objectives,” she says.

The second is about learning and development – and specifically, whether the company is actively investing in their employees. After all, you want to know that you’re going to move forward in a job.

“Ask, ‘how do you support the professional development of your employees?’. Answers to this question will give you an insight into how the business will support you as you progress up the career ladder,” Davies says.

“It also shows the interviewer you have aspirations and a drive to succeed in the organization.”

Finally, it’s a good idea to find out more about the company’s environment and whether they look after their employees.

“I would encourage any of my candidates to ask the interviewer, ‘what do you like most about working for the company?’ This is great for building a personal connection with the interviewer, giving them the opportunity to share their personal views and the passion they have for the company,” Davies says.

Continue on to Yahoo News to read the complete article.

Workplace Etiquette You Should Know

Career

Business men in smart casual wear shaking hands in office

How you present yourself to others in the business world speaks volumes. People often form first impressions about others within seconds of first meeting them therefore it is crucial to ensure you are properly prepared to present yourself as a professional. Here are some important tips on dealing with people, communicating, and interacting at meetings that will help you make a good impression.

Dealing with People

How you treat people says a lot about you.

Learn names and learn them quickly. A good tip for remembering names is to use a person’s name three times within your first conversation with them. Also, write names down and keep business cards. People know when you don’t know their names and may interpret this as a sign that you don’t value them.
Don’t make value judgments on people’s importance in the workplace. Talk to the maintenance staff members and to the people who perform many of the administrative support functions. These people deserve your respect!
Self-assess: Think about how you treat your supervisor(s), peers, and subordinates. Would the differences in the relationships, if seen by others, cast you in an unfavorable light? If so, find where the imbalance exists, and start the process of reworking the relationship dynamic.
What you share with others about your personal life is your choice, but be careful. Things can come back to haunt you. Don’t ask others to share their personal lives with you. This makes many people uncomfortable in the work space.
Respect people’s personal space. This may be very different than your own.

Communicating Effectively

It’s sometimes not what you say, but how you say it that counts!

Return phone calls and emails within 24 hours – even if only to say that you will provide requested information at a later date.
Ask before putting someone on speakerphone.
Personalize your voice mail – there’s nothing worse than just hearing a phone number on someone’s voice mail and not knowing if you are leaving a message with the correct person. People may not even leave messages.
Emails at work should be grammatically correct and free of spelling errors. They should not be treated like personal email.
When emailing, use the subject box, and make sure it directly relates to what you are writing. This ensures ease in finding it later and a potentially faster response.
Never say in an email anything you wouldn’t say to someone’s face.
Underlining, italicizing, bolding, coloring, and changing font size can make a mild email message seem overly strong or aggressive.

Navigating Office Meetings

This can easily be the most intimidating part of starting a new job. The environment of a meeting requires some careful navigation to maintain your professional image, whether the meetings are one-on-one, with several colleagues or with external clients.

For a meeting in someone’s office, don’t arrive more than five minutes early, as they may be prepping for your meeting, another meeting later that day, or trying to get other work done. You may make them uncomfortable, and that is not a good way to begin your meeting.
Don’t arrive late…ever. If you are going to be late, try to let someone know so that people are not sitting around waiting for you. Don’t forget that being on time for a meeting means arriving 5 minutes early – for an interview, arrive 10 minutes early.
When a meeting runs late and you need to be somewhere else, always be prepared to explain where you need to be (understanding that the value of where you need to be will likely be judged).
Do not interrupt people. This is a bad habit to start and a tough one to end.
There is a time and place for confrontation, and a meeting is almost never that place. You will embarrass and anger other people, and you will look bad for doing it. Give people time and space outside of meetings to reflect on issues that need to be dealt with.

Source: Columbia University, Center for Career Education

What Are the Highest-Paying Jobs?

Career

Builder team meeting and planning for renovation office project. worker contractor talking with architect and discussing about job.

Let’s be honest—who doesn’t want to earn more money? While salary is far from the only thing that matters when considering a career path, it is definitely an important factor.

Figuring out what a job pays will help you, in part, decide whether or not a field is right for you.

Recently, the Economic Research team at Glassdoor sifted through the millions of data points on our site to identify which jobs pay top dollar.

See below for a preview of the top 15 highest-paying positions.

1 Physician
Median Base Salary: $193,415
Number of open jobs: 40,000+

2 Pharmacy Manager
Median Base Salary: $144,768
Number of open jobs: 4,200+

3 Dentist
Median Base Salary: $142,478
Number of open jobs: 11,600+

4 Pharmacist
Median Base Salary: $126,438
Number of open jobs: 7,967

5 Enterprise Architect
Median Base Salary: $122,585
Number of open jobs: 16,900+

6 Corporate Counsel
Median Base Salary: $117,588
Number of open jobs: 4,900+

7 Software Engineering Manager
Median Base Salary: $114,163
Number of open jobs: 21,500+

8 Physician Assistant
Median Base Salary: $113,855
Number of open jobs: 41,800+

9 Corporate Controller
Median Base Salary: $113,368
Number of open jobs: 7,400+

10 Software Development Manager
Median Base Salary: $109,809
Number of open jobs: 50,100+

11 Nurse Practitioner
Median Base Salary: $109,481
Number of open jobs: 19,500+

12 Applications Development Manager
Median Base Salary: $107,735
Number of open jobs: 32,100+

13 Solutions Architect
Median Base Salary: $106,436
Number of open jobs: $59,500

14 Data Architect
Median Base Salary: $104,840
Number of open jobs: 21,700+

15 Plant Manager
Median Base Salary: $104,817
Number of open jobs: 6,500+

Methodology
Glassdoor’s 25 Highest-Paying Jobs in America report identifies the jobs with the highest annual median base salary, using a proprietary statistical algorithm to estimate annual median base pay, which controls for factors such as location and seniority. Job titles must receive at least 100 salary reports shared by U.S.-based employees over the past year (7/01/18–6/30/19).

The number of job openings per job title represents active job listings on Glassdoor as of 8/26/19. This report takes into account job title normalization that groups similar job titles. C-suite level jobs were excluded from this report.

Companies who love to hire veterans

Career

picture of a magnet plucking a veteran like figure out the rest of the line up

These veteran-friendly companies offer everything from transition assistance to hiring bonuses.

By Lillian Childress

Returning to the workforce after a career in the military can have unique challenges, and some companies recognize that. We’re highlighting companies that make a special effort to provide resources for the veterans they employ and their families.

Last year, Glassdoor interviewed Mike Hansen, the national director of military affairs at Power Home Remodeling, who talked about returning to the workforce after his deployment.

“After the shock factor of not being in the military anymore subsides, it’s all about how quickly you can apply the skills that you developed in the military. This application phase is the biggest differentiator of success—if veterans can focus on understanding, ‘I bring all these attributes, now it’s just about applying them to a different environment,’ they can find proficiency more quickly.”

Power Home Remodeling is just one of the companies leading the charge in facilitating veteran success in the workforce, offering a $3,000 hiring bonus for veterans. The list we’ve drawn up here highlight companies who are going the extra mile for veterans:

Booz Allen Hamilton

Where Hiring: Washington, DC; Arlington, VA; Fort Meade, MD; Falls Church, VA; Bethesda, MD; McLean, VA; Rockville, MD; Reston, VA; Chantilly, VA, & more.

Resources for Veterans: If you’re a veteran at Booz Allen Hamilton, you’ll be in good company: one-third of the company’s workforce are veterans. The company has multiple military-focused employee forums that offer networking and career training, and serve as knowledge bases for veterans and military spouses. Booz Allen also offers enviable benefits for reservists, including differential pay for up to 6 months, and continuing health and retirement benefits for the duration of an employee’s active duty assignment.

What Employees Say: “Great option for transitioning veterans to get their ‘foot-in-the-door’ in the commercial sector.” (from a current employee)

Walgreens

Where Hiring: Centreville, VA; Largo, MD; Washington, DC; Miami, FL; Worcester, MA; Oakland Park, FL; Hurst, TX; Porter, TX; Orlando, FL; Falls Church, VA, & more.

Resources for Veterans: Walgreens offers a number of specialized programs for veterans, including their HERO Program, which includes retail management training, on-the-job mentorship, and program support for veterans. The chain also offers military leave and military bridge pay to eligible team members, as well as multiple resource groups for veterans.

What Employees Say: “I love working at Walgreens. I’ve been there since February 2017 and very quickly moved up in the company from Customer Service Associate, to Designated Hitter (which means I can also work in the pharmacy), to Shift Lead. This shows that if you work hard and have good customer and communication skills, you have a lot of opportunity here.” (from a current shift leader)

Power Home Remodeling

Where Hiring: Greenbelt, MD; Alexandria, VA; Philadelphia, PA; Tampa, FL; Arlington, VA; Canton, MI

Resources for Veterans: Power Home Remodeling is one of the leaders in innovative veteran employment programs, offering – get this – a $3,000 hiring bonus for both veterans and military spouses. The company also offers numerous programs to help integrate, train, and retain veterans.

What Employees Say: “Getting out of the army and finding a good job was hard for me. Power is the first place to not only recognize the leadership qualities that veterans have but to also recreate the feeling of comradery I felt in the military. It’s hard to put into words, but they somehow make me want to try my best each day” (from a current outbound marketer)

U.S. Department of Veterans Affairs

Where Hiring: Washington, DC; Bronx, NY; Indianapolis, IN; Hayward, WI; Austin, TX; Athens, GA; Miami, FL; Las Vegas, NV; Fayetteville, AR; Chillicothe, OH, & more.

Resources for Veterans: The U.S. Department of Veterans Affairs knows how to value veterans. They offer a host of benefits for veterans that choose to work for them, including specialized tools and programs to help transition into civilian life, tuition assistance and loan repayment programs to help facilitate education, as well as a host of hiring initiatives and incentive programs.

What Employees Say: “Great mission, incredible benefits, good work/life balance.” (current physician)

Southwest Airlines

Where Hiring: Arlington, VA; Dallas, TX; Atlanta, GA; San Jose, CA; Orlando, FL; Minneapolis, MN; Richmond, VA; Pittsburgh, PA; Cleveland, OH, & more.

Resources for Veterans: A significant portion of the Southwest Airlines workforce comes from the military, with over 8,000 employees who have served or are actively serving, and more than 1,300 employees who are military spouses. Southwest offers a number of programs that help veterans transition into private sector jobs. Their website also features a military skills translator tool, where military members can enter their military job title or code to see the currently available opportunities at Southwest that align with their experience.

What Employees Say: “Culture is awesome. Lots of fun events throughout the year. Very family-oriented atmosphere. Flight benefits are great. Generally, you’re not expected to bring work home. Very stress-free environment. Benefits package is great. Profit sharing is great, 401k match is unheard of at 9.3 percent, and stock purchase plan is great.” (from a current yield analyst)

Boeing

Where Hiring: Chantilly, VA; Annapolis Junction, MD; Manassas, VA; Washington, DC; Herndon, VA; Hanover, MD; Aurora, CO; Oklahoma City, OK; Huntsville, AL; Tukwila, WA, & more.

Resources for Veterans: Boeing is committed to hiring veterans, as they make up 15 percent of the company’s workforce. Over 800 veteran-specific programs and organizations were supported by Boeing and its employees in 2018, and the company offers more than 30 veteran-focused employee engagement teams. These include skill development and workforce transition training, supporting recovery and rehabilitation programs that focus on post-traumatic stress, and promoting employee volunteering in veteran communities, according to Boeing’s website.

What Employees Say: “Industry leading pay and benefits. Largest aerospace company in the world. Lots of flexibility in assignments and projects. Good opportunities for continued education and career growth.” (from a current senior systems engineer)

The Home Depot

Where Hiring: Bloomfield, NJ; Plainfield, IL; El Cerrito, CA; Odessa, TX; Tempe, AZ; Southfield, MI; Bolingbrook, IL; Hawthorne, NY; Vancouver, WA; Miami, FL, & more.

Resources for Veterans: Already famous for their 10 percent discount for retired military members, Home Depot has also a strong commitment towards hiring veterans, with 55,000 hired since 2012. At Home Depot, an associate-run group called Military Appreciation Group, or MAG, helps veterans transition back into the working world and supports the families of deployed military members.

What Employees Say: “The Home Depot is a really employee-oriented business. They allow you to grow and gain the skills needed in case you decide to move to another position. They are very flexible with your schedule.” (from a current appliance sales specialist)

Other Opportunities

Did you drive trucks or other large vehicles in the military? Right now, there’s an extreme shortage of qualified truck drivers in today’s pool of job seekers, and military veterans are the ideal candidate for this type of job. Some trucking companies are actively seeking out military veterans for positions at their companies. Drive My Way, a company that matches CDL truck drivers and owner operators with jobs, offers a list of trucking companies hiring veterans for you to consider, including Holland and Oldcastle.

Source: glassdoor.com

Veteran Skills Translate to Private Sector in Many Ways

Career

By Sara Slettebo

Military veterans have many ways to benefit your business. They have extensive skills and offer a broad spectrum of experience. Not only are they
trained to fight for our country, but they are also trained for individual job responsibilities that translate well into the private sector.

Here are five ways veterans can be a good fit for your business:

40+ Occupation Groups

Across all branches of the military, there are more than 40 occupational groups. These range from accounting to transportation, with military occupational groups aligning with almost every civilian business. There are occupational groups for administration positions, supply and logistics, information technology, and many more. Many military members also receive training in various medical and dental occupations, and veterinary fields as part of their military career.

2100+ Job Categories

There are more than 2,100 jobs available to members of the U.S. Navy, Army, Marine Corps or Air Force. These jobs sometimes can have military occupation codes associated with them, or include military terminology, but all jobs can be related to a civilian counterpart. Finding the precise military job(s) applicable to your company is easy. There are several tools used to help businesses find the right candidates. AVFE’s proprietary VAST Database allows searching by keyword, business area or certification level, as well as other criteria.

Technical and Managerial Fields

Military jobs are categorized into either technical or managerial fields, or (in some cases of senior enlisted personnel and non-commissioned officers), they can be both. As a general rule of thumb, the enlisted ranks tend to be more technical in nature with leadership experience gained by progressing through the ranks. Officer ranks are more management based throughout their careers. Most jobs in the military have both a technical and managerial aspect and would be advantageous to any company.

Leadership and Ethics

Military personnel receive an abundance of leadership and ethics training. No matter the rank or rate, service members are taught the importance of sound leadership and solid ethics from the first day of boot camp. They continue to ‘practice’ their leadership as service members earn promotions. Ethics play a large part in all aspects of being in the military. With their leadership experience and firm ethical foundation, veterans would be an asset for any company.

Can-Do Attitudes

Many times in the military, soldiers and sailors are given a mission or goal, which seems insurmountable, but they are able to achieve it through hard work and never giving up. Military members have positive attitudes that can help any business accomplish their goals.

There are talented, experienced and waiting to become a member of your team, so hire one today!

Source: Association of Veteran Friendly Employers

Providing Business, DVBE. Employment & Educational Opportunities For Veterans