What top companies do to attract and hire veterans

What top companies do to attract and hire veteransWhat top companies do to attract and hire veteransWhat top companies do to attract and hire veteransVeteran employment has been on an uptick over the past decadegoing from a post-9/11 unemployment rate of nearly 10% to a historic low of 3.7% in 2017, according to the U.S. Bureau of Labor Statistics.This is very good news, both for veterans and for the companies who are benefiting from hiring veterans. But therbeies still more that employers and staffing firms can do to make veteran transitions to civilian jobs easierand also to attract more veteran job candidatesaccording to a new and Military.com survey.Our surveywhich polled 300 veteransrevealed that, in spite of improving conditions, there remains a communication gap between employers and job seekers. Surprisingly, a majority (55%) of respondents felt that recruiters and HR professionals didnt understand their experience and a whopping 63% were disappointed in the support they got in their job search.For employers and staffing firms, this miscommunication has serious consequences, namely that you may miss your diversity and veteran recruitment goals and lose out on an incredible talent pool.In plus-rechnen to surveying vets, we also compiled our fourth annual Best Companies for Veterans list in advance of Veterans Day. These businesses best practices, combined with our poll, reveal top strategies for creating enviable veteran hiring programs.Heres what our nations bravest told us they want from you1. Accept military training in place of civilian credentials (79%)Military training equips veterans with a unique toolbox of hard skills, from coding to project management to health careand soft skills, which include leadership, teamwork, and working well under pressure. But many former military personnel find they dont have the specific certification, credential or degree listed on a job posting, having gained their skills in military training, so they might not ap ply.Because theres so much crossover in relevant experience (especially in industries such as IT and defense), top veteran-friendly companies often accept military training as an equivalent for some civilian credentials in order to capitalize on hiringcandidates with strong backgrounds in jobs theyre eager to fill. For example, BAE Systems (9 on our list) honors several military training credentials in lieu of formal certifications in areas such as welding, intelligence analysis, and project management.It can pay for recruiters to take the time to understand what veteran training means. One of the simplest ways to determine if a candidates skills match your needs is to simply ask them to explain their background. A simple conversation can prevent missed opportunities to discuss how their military experience can be an asset, if not for this job perhaps for a future one.2. Demonstrate a track record of hiring veterans (74%)With candidates of all stripes increasingly assessing companie s for cultural fit, its no wonder that veterans want to see that you have welcomed other veterans. This is why two of the biggest factors that we look at when evaluating winners for our Best Companies for Veterans awards are the percentage of year-to-date veteran hires and the percentage of total employees that comprise veterans.Together, unterstellung numbers tell us that a company is making a short-term and long-term commitment to veteran hiring. Our winner this year, ManTech, had a tremendous showing of veteran talent47% YTD and 47% total hires.If your company has strong numbers (they dont need to be this strong), and youre comfortable with being held accountable, you could consider going public with your results as parte of your veteran recruitment marketing. But even if youre newly committedto veteran hiring, you can demonstrate it through employer branding. For example, you could share a video on your career page or social channels of a recent veteran hire talking about his or her experiences at the company.3. Have a dedicated veteran recruiting team (58%)All of the ten winners of our Best Companies for Veterans awards haverecruiters who arespecifically focused on veteran hiring. The fact that these companies also have had results for their programs shows the benefit of a strategy that includes segmenting your talent acquisition professionals to increase diversity, in this case, in the area of veteran hiring. If your company or staffing firm is too small to have a person or team thats100% dedicated to veteran hiring, you could still benefit from giving the responsibility to one person as part of their job or having a committee that works toward the goal together. Recruiters can use resume search tools to find candidates with military experience who also meet other qualifications in your job description. Technology has made this kind of pinpointed candidate search much more efficient than in the past, so even smaller companies without the resources of an enterprise-level organization can actively search for veterans to hire.Another strategy to consider is outreach. At PRISM (5), they make a concerted effort to educate their recruiters and hiring managers on developments in the local veteran community as a way of strengthening their relationship with a valuable talent pool.4. Have recruiters who are veterans themselves (64%)To alleviate the communication gap between veteran candidates and recruiters, some companies are taking the next step beyond simply having dedicated veteran recruiters in their workforce. Theyre hiring recruiters who are veterans themselves. Then, as part of your employer branding, you can advertise to the veteran community that your team has first-hand knowledge of transitioning out of the service.The top-ranked companies on this years list all have veterans on their recruiting teamsand some, such as CACI (2) and Booz Allen Hamilton (4) have more than ten, sending a clear message to veteran candidates that they a re not only valued candidates but that their experience is understood.If you dont currently have veterans on your recruiting team, you can still benefit from this approach, by making sure to connect candidates and new hires with any former military personnel on staff as part of the hiring process.5. Offer special veteran onboarding programs (60%)Onboarding can mean different things for different companies. For some, it starts on day onewith a new-hire orientation, whereas for others it can start earlier in the hiring process.For a company such as PRISM, the onboarding process starts with the first contact with a veteran candidate by offering resume writing advice and interview techniques and continues through a veteran performance management system with day one, week one, and monthly check-ins with a career counselor.Even a small TA staff can develop a program that involves the entire team and incorporates periodic check-ins, mentoring with senior staff, or a buddy system that helps new hires acclimate to your company culture. If your company doesnt already have some kind of onboarding or mentoring program in place, consider adding one, and make sure prospective candidates know about these programs by promoting them onyour career site, the benefits section of job descriptions, and any other employer branding materials you create.Even if your company cant commit to every single one of these actions, adopting just one or more can make a big difference in your veteran hiring results, and much of the framework can be applied against other diversity hiring as well. For more inspiring best practices on veteran hiring, check out our 2018 and Military.com Best Companies for Veterans list.

Talking Money with Family at the Holidays

Talking Money with Family at the HolidaysTalking Money with Family at the HolidaysRead morePosted by LearnVest, RecessionWire.com Unemployment-Friendly Gifts Your Favorite Kid Recession Briefing 12.21 Happy Holidays No Foreclosures Screwed 1,200 at Fujitsu

How to know when you need a mental health day

How to know when you need a mental health dayHow to know when you need a mental health dayNo matter how much you love yur job, going to work day after day can be taxing. Just as you would take a sick day to get over a nasty cold, taking the occasional mental health daycan help you recover from stress, anxiety, or depression. The most important step is to recognize the signs that you need a mental health day and to give yourself permission to take the day off.How to know you need a mental health dayApproximately1 in 5 American adults experiences mental illness in any given year, with millions more reaching subclinical levels of stress, anxiety, and sadness that do not warrant a formal diagnosis. That means that nearly all of us will need a mental health day at some point (or, likely, many points) in our working lives. Following are some common indicators that you need a mental health day You dread going to work.More than 28% of people say that work is a significant source of stress an d anxiety. While we all experience periodic stressors at work, it is important to occasionally check in with yourself about how your job affects you. If you find yourself dreading going to work every day, its time to take some time to recharge. You cannot shut your mind off when you get home. Whenever possible, it is good to leave work at work, allowing you to fully enjoy your home life. When workplace stressors take over your mental life, you need a break. You feel irritable and on the verge of snapping. Being snippy with your coworkers, spouse, kids, or other people in your life are sure signs of burnout. Losing your temper at work may have drastic consequences, so be proactive about taking time off when you notice yourself becoming very irritable. You have difficulty sleeping. Chronically high levels of stress hormones can seriously mess with your sleep. Difficulty falling asleep or staying asleep are signs that you need a mental health day. You just dont care anymore. Feeling a loss of interest in things you used to enjoy may be a sign of depression. If you find yourself mentally checking out of meetings and doing the bare minimum to get by, its time for a mental health day. After all,severity of depression is associated with a significant loss of work productivity, even for individuals with minor depression symptoms.How to ask for a mental health dayGive Yourself PermissionPerhaps the biggest hurdle to taking a mental health day is giving yourself permission to do it. Workers sometimes say that they feel guilty or lazy when taking a day off if they are not really sick. However, mental health is just as important as physical health Taking a mental health daynow can prevent moreserious problems later.Know Your Office CultureYour approach to asking for a mental health day will depend on your workplace culture. In some offices, saying Im feelingburntout and need to take a sick day to tend to my mental health is perfectly acceptable. In others, that statement would lead to raised eyebrows. It is usually safe to take a middle ground approach Im not feeling my best. I need to take a day off to ensure I can remain efficient and productive when I return.Plan In AdvanceIf you feel burnout on the horizon, planning a mental health day in advance is a great way to be courteous to the rest of your team. Schedule your mental health day for a time when you dont have important meetings or deadlines so you dont leave your colleagues in the lurch.Change Your Workplace Culture Surrounding Mental HealthNearly70% of professionals do not feel that their employers do enough to prevent burnout. Being transparent about mental health challenges, particularly if you are in a supervisory role, mayreduce stigmaandempower other employees to discuss their own need for mental health days.The bottom line is, if you need a mental health day, ask for one Your supervisors response gives you a clue to the larger workplace culture and can help you make decisions about yo ur longevity with the organization.Thisdeutsche post agwas originally published onKununu.com.

Video International Engineering Education Summit in China

Video International Engineering Education Summit in China Video International Engineering Education Summit in China Video International Engineering Education Summit in ChinaASME President Marc W. Goldsmith, speaking at an international conference in Beijing, said educators around the world must share ideas and innovations to ensure that graduating engineers are always ready to step into productive roles in industry.Goldsmith spoke in December at the International Mechanical Engineering Education Summit. Well over 200 educators and industry representatives participated from across China, South Korea, the United Kingdom and the United States.The Summit was co-sponsored by ASME, the Chinese Mechanical Engineering Society (CMES) and the United Kingdoms Institution of Mechanical Engineering (IMechE).ASMEs ermchtigung included Allan Kirkpatrick of Colorado State University, Patricia Brackin of Georgia Institute of Technology, Imtiaz Haque of Clemson University, and Thomas Perry and Michael Michaud, both of ASME. The copyright of this program is owned by ASME.

Memorial Day 2019 - Thank You for Your Service !

Memorial Day 2019 - Thank You for Your Service Memorial Day 2019 - Thank You for Your Service Memorial Day 2019 Thank You for Your Service SPECIAL MEMORIAL DAY 2019 OFFER FOR SERVICE PEOPLE FREE MILITARY TO FEDERAL CAREER GUIDE BOOK portable document format.Kathryn Troutman took her books to the IWO JIMA in NYC during Fleet Week in 2010. We took our Military to Federal Career Guide 2nd Ed. Autographed copies and got a tour of the Aircraft Carrier and a CH53 by Helicopter Crew Chiefs. Since Fleet Week was going on in NYC at the same time, we took 10 of our books down to the Iwo Jima and signed and gave away books to the military personnel on the ship and the CH53 helicopter crew chiefs.THIS FREE EBOOK OFFER IS GOOD UNTIL JUNE 10, 2019 1159 PM ET.HOW TO GET YOUR EBOOKWrite to kathrynresume-place.com for a free PDF copyof the Military to Federal Career Guide, 2nd Ed.Subjectline Free Book Request, your name, and your service. In the text of the email, please tell me when you are getti ng out of the service, or if you are already out, what your career path was in the military and what you would like to achieve in a public service position. I will send you the book PDF. No obligation at all Thank you so much for your service. Kathryn Troutman, Author and Publisher. This book is for YOU only. Do not email to anyone else. Copyright 2019.WE are asking for your current / past MOC, Military Service and your Target Federal Job Title so that we can publish an updated book with popular job series by transitioning military THANK you for your service and your information We want to help you land a Federal JobMemorial Day 2019 Thinking about your next Public Service CareerMay 25, 2019 Kathryn Troutman, Author and Publisher,Military to Federal Career Guide 2nd Ed.Re-publishing a blog from a Memorial Day Event in 2010 in NYCKathryn Troutman rolled out the 2nd edition of the Military to Federal Career Guide, 2nd Edition at the Book Expo of America in NYC last week. The secon d edition is VERY different from the first edition. The new book is 130 pages and is $18.95 and STILL contains a CD with sample in Word to use as templates. The samples are all from E-5 and E-7 military careers that are transitioning into federal services. It is easy to read and will be very helpful to the returning and separating military. Photos by Zoey Troutman.The expected turnout of librarians was really disappointing, but we always learn something about book publishing to bring back to our publishing and distribution services at The Resume Place, Inc. We found out the librarians have to PAY to come to the BEA now. And the librarians usually come to BEA on weekends. But we will find other ways to meet with librarians.Zoey Troutman and Kim Schmitt are looking at the Miltiary book at Justins sample resume. This is the lead sample in the Book. CH 53 Helicopter Crew Chief, E-5, Jeremy is leaving USMC to go back to finish college degree. And is seeking Program Analyst position at Go vernment Printing Office. We featured TEAMWORK, CRITICAL THINKING, PLANNING, COORDINATING and other competencies that are transferrable to a civil service position.I met Joe McCarthy, author of Checks for Vets, a guidetook to help wartime service veterans and their surviving spouses receive VA pensions to pay for long-term care. Tips for Veterans are posted on his website.The Military to Federal Career Guide, 2nd Edition will be available in all major booksellers in achter monat des jahres 1st. There are a few pre-publication copies available for previewing. Please write to kathrynresume-place.com for a free copy of the book.Memorial Day 2019 - Thank You for Your Service Memorial Day 2019 Thank You for Your Service SPECIAL MEMORIAL DAY 2019 OFFER FOR SERVICE PEOPLE FREE MILITARY TO FEDERAL CAREER GUIDE BOOK PDF.Kathryn Troutman took her books to the IWO JIMA in NYC during Fleet Week in 2010. We took our Military to Federal Career Guide 2nd Ed. Autographed copies and got a tour of the Aircraft Carrier and a CH53 by Helicopter Crew Chiefs. Since Fleet Week was going on in NYC at the same time, we took 10 of our books down to the Iwo Jima and signed and gave away books to the military personnel on the ship and the CH53 helicopter crew chiefs.THIS FREE EBOOK OFFER IS GOOD UNTIL JUNE 10, 2019 1159 PM ET.HOW TO GET YOUR EBOOKWrite to kathrynresume-place.com for a free PDF copyof the Military to Federal Career Guide, 2nd Ed.Subjectline Free Book Request, your name, and your service. In the text of the email, please tell me when you are getting out of the service, or if you are already out, what your career path was in the military and what you would like to achieve in a public service position. I will send you the book PDF. No obligation at all Thank you so much for your service. Kathryn Troutman, Author and Publisher. This book is for YOU only. Do not email to anyone else. Copyright 2019.WE are asking for your current / past MOC, Military Service and your Target Federal Job Title so that we can publish an updated book with popular job series by transitioning military THANK you for your service and your information We want to help you land a Federal JobMemorial Day 2019 Thinking about your next Public Service CareerMay 25, 2019 Kathryn Troutman, Author and Publisher,Military to Federal Career Guide 2nd Ed.Re-publishing a blog from a Memorial Day Event in 2010 in NYCKathryn Troutman rolled out the 2nd edition of the Military to Federal Career Guide, 2nd Edition at the Book Expo of America in NYC last week. The second edition is VERY different from the first edition. The new book is 130 pages and is $18.95 and STILL contains a CD with sample in Word to use as templates. The samples are all from E-5 and E-7 military careers that are transitioning into federal services. It is easy to read and will be very helpful to the returning and separating military. Photos by Zoey Troutman.The expected turnout of librarians was really disappointing, but we always learn something about book publishing to bring back to our publishing and distribution services at The Resume Place, Inc. We found out the librarians have to PAY to come to the BEA now. And the librarians usually come to BEA on weekends. But we will find other ways to meet with librarians.Zoey Troutman and Kim Schmitt are looking at the Miltiary book at Justins sample resume. This is the lead sample in the Book. CH 53 Helicopter Crew Chief, E-5, Jeremy is leaving USMC to go back to finish college degree. And is seeking Program Analyst position at Government Printing Office. We featured TEAMWORK, CRITICAL THINKING, PLANNING, COORDINATING and other competencies that are transferrable to a civil service position.I met Joe McCarthy, author of Checks for Vets, a guidetook to help wartime service veterans and their surviving spouses receive VA pensions to pay for long-term care. Tips for Veterans are posted on his website.The Military to Federal Career Guide, 2nd Edition will b e available in all major booksellers in August 1st. There are a few pre-publication copies available for previewing. Please write to kathrynresume-place.com for a free copy of the book.

The Most Popular Resume Software Engineer

The Most Popular Resume Software Engineer Resume Software Engineer for Dummies In huge projects, people can specialize in only 1 role. If you wish to enter the business, you should be able to work both alone and with different individuals. Probably not but its still worth trying. Most engineers believe they dont have a thing to blog. The Debate Over Resume Software Engineer Software developers ought to be technical workers. Furthermora, you can look for software developer jobs on Monster. If you wish to apply as a software Ddveloper, you might have a look at our Sample Resumes. It is possible to also landsee Resume Templates. The Chronicles of Resume Software Engineer Analyzing the important characteristics of the resume and going through a number of the resume samples will also aid in getting better ideas. You ought to be able to articulate clearly the requirements of a project youre working on, in addition to be in a position to go over any challenges or issues that c ome up. If you would like to do more of that work and place an objective, youre wasting space. You ought to be able to at all times think analytically so that youre able to provide solutions to underlying problems. The majority of the huge employers and job boards utilize applicant tracking systems to shop and manage the large number of resumes received by them. A whole lot of positions arent posted on the standard websites and require a bit more investigating. Thus, ensure your network administrator resume shows lots of distinct accomplishments. Soft abilities, on the flip side, are interpersonal skills. To begin with, list the master list of each and every skill youve got, obviously linked to your experience for a software engineer Its also hard to deal with concurrency issues at two unique levels. While technical pros resumes do not will need to be pretty, formatting can earn a massive difference in a resumes readability. The software tester assures that the element is excellent to run and there are not any bugs. 1 The very best example of a software engineer resume is one which receives the interview. If you dont wish to make such mistakes then have a look at the below-listed expert software engineer resumes and locate the suitable one for you. There are a few common mistakes that software developers will need to be careful to avoid. Small companies often require help with even straightforward networking tasks. If you own a lot of work on GitHub, GitHub Pages is a simple means to turn your repositories into a web site that may act as your portfolio. Research has been carried out in the region of international software development during the last 15 decades and an extensive body of relevant work published which highlights the advantages and problems linked to the elaborate activity. Ok, I Think I Understand Resume Software Engineer, Now Tell Me About Resume Software Engineer Professional engineer licenses are particular to the state that has awarded them, and must be regularly retaken. In some portions of the US such as Texas, using the expression Engineer is governed by law and reserved only for use by individuals that have a Professional Engineer license. To qualify for an ASQ certification, you must have 4-8 decades of work experience based on your educational hintergrund. Paid intern, co-op or another course work cannot be applied toward the job experience requirement. Heres What I Know About Resume Software Engineer If you would like to find the job that you have been eyeing on, then you must rehearse the feasible answers to questions that may pop up during the interview. Each job will call for unique abilities and experiences, so make certain you read the work description carefully and concentrate on the skills listed by the employer. Ahead of the interview, you must be ready with all you need. Dont forget to read our tips and advice that you should consider for the work interview. Read the work descr iption to list out the essential keywords you want to grow your resume. Youre able to have a look at the software engineer job description released by the recruiter to know the responsibilities necessary for the position. Just be sure that the recruiter can get in contact with you as easily as possible. You might have certain specializations assisting you to prosper in a specific job area. You should be able to lead the reader to feel that you perfectly match the position. If youre intent on becoming a good engineer, think about earning a level to be more employable. Possessing a great knowledge on coding and good resume will assist the job seekers to find the work easily. Understanding how to compose a good resume is a significant skill as an applicant, as it can help you to receive your dream job for a software engineer in the organization you need to work in. You do not need to agonize on locating the ideal formula for writing your resume because well take you through the whole process. Be sure to study the school which you are applying to before writing your cover letter so that you may add a tiny enthusiasm to demonstrate why you would like to work there. Your network administrator resume must present your education isnt only a bit of paper. You are able to emphasize the relevant skills in your professional summary that allows the employer to rapidly receive a grasp of the majority of impressive and pertinent things in your profile. Theres a misconception your technical abilities, with all technology youve worked on, needs should be the primary focus of a resume. 1 product might be in the very first phase while the second could be in the last developmental phase. You dont have the fundamental computer skills you will need to receive the job that you desire. You probably have the proper computer abilities. Additionally, it is going to help you show off your very best PC skills easily Networking is among the most essential details of the wo rk search approach. Begin with the CCENT exam, then spend the ICND2. Whatever They Told You About Resume Software Engineer Is Dead Wrong...And Heres Why It isnt hard to just list your responsibilities for each preceding role and continue on. Conduct extensive background research into all the companies youre interested in working for. Listing skills necessary for the position is a no-brainer. Some of your prior projects may have been for internal usage, or may be safeguarded under non-disclosure agreements.

Video Interviewing Do This First - Spark Hire

Video Interviewing Do This First - Spark HireGet Team Buy-InIn between the hiring process, employee engagement, payroll, and administrative HR tasks, hopefully, you squeeze in moments to look at new tools to improve your day-to-day work. As you investigate new forms of HR technology, its important to know how much work is involved in each tools implementation.Many tools tout their ease of use, but thats only half the battle. To effectively begin with a video einstellungsgesprching platform, for instance, there are three additional keys to successful implementationGet Team Buy-InBefore you commit to a video interviewing platform, its crucial to make sure your team recognizes how the tool will make their jobs better and easier. Understand video interviewing can replace your time-consuming phone screens, and increase your hiring efficiency by 5-7x. The best way to start using video interviewing is to begin with the first step a test job. When you are ready to implement video interviewin g, youll want to have a few positions to test with. That way, you can check how video interviewing works within a variety of positions, from entry-level to popular positions, to hard-to-fill ones. Then set your hiring team (not just HR but all hiring managers) up for success by scheduling a training session with your video interviewing company. The best video interviewing platforms provide live training options, both on-demand and live. Training sessions give the hiring team confidence in using the video interviewing platform easily and efficiently. Additionally, video interviewing platforms customer success teams have seen every application of their platform in action and can advise on video interviewing best practices. This training session will help you decide where video interviewing will live within the hiring process and a rubric for a bad, okay, good, and great video interview.Make the Process Repeatableplatzdeckchen up your initial video interviewing process to be repeatable from the start. This means clearly defining who is responsible for each step of the video interview. Everyone involved should have a specific process to follow with inviting, following up with, and reviewing candidate interviews. Planning to re-evaluate regularly is an important part of making your process repeatable. When the time comes, get feedback from hiring managers and candidates on what worked well, what didnt, and how you can make video interviews easily adopted by the rest of the organization.To ensure your screening process is repeatable and bias-free, standardize it. Document the steps you go through to create the job ad, interview questions, video interview reviewers, and shortlisting process. Through this document, determine who owns each step of the video interviewing process, from actually creating the job and interview in the platform, to inviting and reviewing candidate interviews.After each hiring project (or every few, as you get more and more used to video inte rviewing), reassess your video interviewing process with the help of your dedicated account manager. They will provide you with an assessment of your interviewing metrics, explain advanced features of your video interviewing platform, and can assist in brainstorming new ideas to make your hiring process greatPersonalize the ExperienceSince video interviewing is still gaining ground in the hiring process, it might be unknown territory for some of your candidates. But this shouldnt deter you from using a video interviewing platform. Remind your candidates theres a partie on the other end of the video interviewing platform by personalizing the experience and youll be surprised at the positive feedback you receive. First, notify candidates about the video interview by outlining your unique hiring process before they apply. Setting the expectation a video interview will be part of your hiring process allows candidates to prepare appropriately, as many review the hiring process before the y even apply. When you send a video interview invitation included resources like a help center, technical supports contact information, and candidate resources created by your video interviewing platform.Next, examine the video interview process. Within the candidate experience, find opportunities for personalization for your company. The best video interviewing platforms allow you to customize the colors and logos used on the interview, so the experience matches your brand. To improve the personalization of the candidate experience, choose a service that provides candidate experience videos. These videos play automatically at the beginning and end of a candidates interview. For example, in an intro video, you would greet the candidates, introduce yourself, and thank them for applying to your organization. Briefly explain how the video interview helps them, as candidates, present themselves even better and sell themselves for the position. At the end of the interview, an outro video gives you an opportunity to personally thank the candidate and explain the next steps.The last element of personalization you can add to your video interviewing process are video questions. These allow any member of your organization to ask candidates one of your interview questions on video. Asking questions on video give candidates the added benefit of understanding the tone of your question. Then, they can react more naturally so the video interview feels more conversational.Wrap-UpBy following these guidelines youll be set up for success before you even send out your first interview. Your team will have a standardized, repeatable process that will allow them to adjust and improve the process as needed. Candidates will have a personalized experience that will help them show you what they have to offer. Youll be well on your way to increasing your efficiency, hiring better candidates, and realizing the complete benefits of video interviewing.