SEARCH: A CIVILIAN CAREER GUIDE

FOR
MILITARY JOB SEEKERS
MAY / JUNE 2011
VOLUME IV ■ ISS U E 3

RECRUITMILITARY.COM

OPPORTUNITIES
IN EDUCATION
DeVry University
Says Education
Opens the Door

POWER
UP!
ENERGY JOBS:
High-paying,
Challenging,
Secure

EMPLOY: A VETERAN HIRING GUIDE

FOR EMPLOYERS, FRANCHISORS AND EDUCATIONAL INSTITUTIONS See Pages 42 & 43
 GOOD FOR THE ENVIRONMENT,
4
THE ECONOMY, AND THE NATION ❘
CHESAPEAKE ENERGY
W elcome to
job seek-
ers who
are transitioning from
active duty to civilian
life, veterans who A Note from drew
already have civil-
ian work experience, members of the National Guard and
reserves, and military spouses. Our company’s continuing
mission: to help men and women who have military back-
grounds connect with employers, franchisors, and educa-
tional institutions.
This issue’s cover story focuses on opportunities in
energy – an industry that has been very much in the news
lately. Energy remains a priority in the Obama Administra-
tion, with initiatives aimed at building non-traditional sectors
of the industry, including solar- and wind-power generation.
And jobs will continue to become available in traditional
sectors as workers retire and energy companies continue
to work on new plants and transmission systems.
Energy companies are eager to hire people who can
lead and work in teams, people who are disciplined and
can get the job done—people like you. In great demand
are employees who will take to the job immediately, work
Contents MAY / JUNE 2011 ■ volume iv ■ issue 3
with great interest and enthusiasm—and who want to learn,
learn, learn!
Our feature articles discuss educational opportunities
that are available to veterans. You will learn about educa-
2 ❘ POWER UP!
Energy Jobs: high-paying,
33 ❘ ASK CHAD
ABOUT CAREERS PERMANENT tional institutions that actively court military veterans and
challenging, secure Chad Sowash answers your FREE ACCESS TO special programs available to make veterans feel comfort-
able on college campuses. And note: The Post-9/11 GI Bill
civilian career questions SEARCH & EMPLOY®
12 ❘ recruitmilitary        that went into effect in 2009 offers greater benefits than
opportunity expos 36 ❘ energy and utility ever before; for more information, visit www.gibill.va.gov.
Upcoming opportunity expos directory RecruitMilitary sends most cop- Check out our new job board! Launched on Veterans Day
coming to a city near you ies of the printed Search & Employ ® 2010, our new job board provides state-of-the-art, best-in-
38 ❘ education directory magazine to military bases for
class technology. It is full of exciting new features, which will
14 ❘ actioncoach distribution to men and women
make it easier for potential employers to find your profile—

SBA Patriot donates $7.6 million 40 ❘ 12 transitioning who are transitioning from active
techniques duty to civilian life. But if you are and easier for you to find the job you are looking for.
in free franchises
U.S. Bank has been a leading provider of Small Business Administration (SBA) loans to small businesses for to veterans “one of the above,” your access Job seekers overwhelmingly report that the new board is

Express Loan over 32 years. We offer a wide range of SBA financing options, including the new SBA Patriot Express 41 ❘ Federal education to Search & Employ ® does not much faster and easier to navigate than the previous board.
16 ❘ the time is now benefits for veterans have to end when you transition Register with us. To further your job search and to make
loans up $250,000. out. You can access an electronic
Advancing your education your own data searchable by employers, franchisors, and
will give you a head start 42 ❘ special section duplicate of this issue—and previ- educational institutions, we encourage you to register as a job
The SBA Patriot Express program helps veterans, members of the military community and their spouses when looking for a for veteran-friendly ous issues going all the way back seeker and post your resume at www.recruitmilitary.com. Don’t
Let us help your establish or expand small businesses. This loan is eligible to the military community members including: post-military career employers,
franchisors,
to September/October 2008—at
https://www2.recruitmilitary.com/
have a resume? Hire one of our experts to write one for you.
As a registered, active candidate, you will also receive
business grow, 30 ❘ how to work a and educational
institutions
search-and-employ.
And if you have not yet regis-
The VetTen, a monthly electronic newsletter loaded with
• Veterans • Reservists and National Guard members recruitmilitary
stop by your local • Service-disabled veterans • Current spouses of any of the above or the opportunity expo tered as a job seeker on our site, employment and other opportunities and containing a link
to an online copy of the current issue of Search & Employ®.
for maximum success 44 ❘ advertisers index we urge you to do so. Just go up
branch or call • Active-duty service members who widowed spouse of a service member or Find the best career one level from the page above. Go to our Expos. We also encourage you to attend the
are eligible for the military’s Transition veteran who died during service or of a 44 ❘ ready... aim... get hired!® Why register? Read “Ready... RecruitMilitary Opportunity Expos in your area. We have
866-280-3751 today! Assistance Program service-connected disability
opportunities by following
these valuable tips use a military-to- Aim... Get Hired!® Use a Military-to- 61 events scheduled for 2011—see our schedule on page
civilian recruiter! Civilian Recruiter" on the last page 12 of this issue and Robert Walker’s article on pages 30
of this issue. and 31. At those events, recruiters representing employers,
Loans can be used for most business purposes, including start-up, expansion, equipment purchases, franchisors, and educational institutions will be on hand to
inventory or working capital. discuss a multitude of options.
And finally: Talk to everyone who has opportunities for
EDITOR AND PRODUCTION veterans. Do not rule out any business or industry until you
MANAGER Katie Becker | katie@recruitmilitary.com have discussed the opportunities with a recruiter.
ART DIRECTOR Erick Cadua | advertising@recruitmilitary.com Thank you for serving in the armed forces of the United
PUBLISHER Drew Myers | drew@recruitmilitary.com States.
Search & Employ magazine is published by RecruitMilitary,
® SR VP, SALES Larry Slagel | larry@recruitmilitary.com
422 West Loveland Avenue, Loveland OH 45140 CIRCULATION MANAGER Jill Myklebust | jill@recruitmilitary.com Drew Myers
(Greater Cincinnati) Phone 513-683-5020 Fax 513-683-5021 Founder and President, RecruitMilitary
drew@recruitmilitary.com
RecruitMilitary is a private firm in no way connected with the U.S. Air Force, U.S. Army, U.S. Marine Corps, U.S. Navy, U.S. Coast Guard, Department of Defense, or Department of Homeland Security. The civilian
enterprise magazine is a publication for transitioning service members, veterans, members of the National Guard and reserve forces, and military spouses. Contents of Search & Employ® are not necessarily the
usbank.com official views of, or endorsed by, the U.S. Government, Department of Defense, or Department of Homeland Security. The appearance of advertising in this publication does not constitute endorsement by the Employers, franchisors, and representatives of educa-
All applications subject to normal credit approval. Member FDIC. 070413 Department of Defense, Department of Homeland Security, or RecruitMilitary of the products and services advertised. Everything in this publication shall be made available for purchase by, use, or patronage tional institutions: Please see the special section on
without regard to race, color, religion, sex, national origin, age, marital status, physical handicap, political affiliation, or any other nonmerit factor of the purchaser, user, or patron. Search & Employ® is published
bimonthly with a circulation of 40,000. pages 42 and 43!
WWW.recruitmilitary. C OM MAY / JUNE 2011 ❘ Search & Employ ® ❘ 1

Opportunity for
Teamwork
Choose to work in an environment
where your military experience is
embraced with enthusiasm.
During your military service, you
learned the value of being part
of a winning team as well as the
importance of working together
to accomplish an objective.
At Bank of America, we work the
same way. As one of the country’s
top military-friendly employers,
Bank of America values individuals
who thrive in an atmosphere that
embraces and encourages teamwork.
Bank of America has provided
specialized financial services to
military personnel since 1920
POWER UP!
and has also provided outstanding
career opportunities for individuals
transitioning from active duty.
As an associate, you’ll find:
• An environment that values
teamwork and leadership
• A commitment to providing the
highest quality products
• Recognition and reward for
talented individuals and services
• A company that operates with
integrity and responsibility
• A commitment to remaining one
of the most profitable companies
in the world
Learn more about our exceptional
career opportunities:
http://careers.bankofamerica.com/military
When completing your candidate
profile, please select: “Recruiting
Event” then, “Military Event –
Recruit Military” as the source.
© 2010 Bank of America Corporation
US00111A
2 ❘ Search & Employ ® MAY / JUNE 2011
7 O P P O R T U N I T I E S I N E N E R GY
ENERGY JOBS
h i gh - payi ng  challengi ng  secu re
A
ll of us need energy to heat and cool
our homes, fuel our cars, manufacture goods, per-
form a wide variety of services, and communicate
with one another. Energy use is rising each year,
even with all of our efforts to conserve it, so workers in the
energy field tend to enjoy job security. Even better, energy ca-
reers pay well above the national median for all occupations.
In addition, electric power and therefore energy jobs are avail-
able in nearly every part of the United States.
What about job numbers in this field? The U.S. Bureau of
Labor Statistics (BLS) projects an overall decline in energy
employment between now and 2016. But the decline will oc-
cur because the industry is working smarter and smarter, not
because of a decrease in demand. Plus, the BLS report offers
statistics showing that many energy employees are nearing
retirement.
Careers in the energy sector range from line workers, op-
erators, dispatchers, engineers, customer service specialists,
7
and mechanics to IT workers, accountants, HR personnel,
and more. Although energy organizations need workers to
monitor and inspect power plants, they also need employees
who can keep computer networks running smoothly, get bills
paid, and hire and retain the right personnel.
Many energy jobs require that employees use their hands
and their heads. A good understanding of tools and basic me-
chanics is a must for energy workers. Problem-solving ability
is helpful at every level, and employees with science and math
backgrounds tend to have easier times securing positions.
Good communications skills are also essential. Some energy
jobs require off-hour shifts and on-call work, especially during
abnormal events such as power outages.
What about dangerous assignments and injuries? The en-
ergy industry has fewer injuries than the average for all indus-
tries. Federal and state regulations ensure that all energy or-
ganizations take extra precautions when it comes to keeping
their employees – and their customers –safe.
WWW.recruitmilitary. C OM
Systems Field Support
Vertex Aerospace
L-3 VERTEX IS HIRING!
We have immediate hiring needs in the areas of aircraft mechanics*,
information systems, electrician mechanics, human resources,
engineering, and supply. Many of these positions are contract work
in the Continental United States and around the globe, and may
require a security clearance or the ability to qualify for one.
*A / P license required.
We have urgent needs for C-12 aircraft mechanics
interested in working within the United States and Southwest Asia.
Personnel interested in employment opportunities at Vertex Aerospace
need to apply at: http://www.l-3com.com/careers/search-english.aspx
For the complete list of opportunities,
type “Vertex” in the “Keywords” field.
To be eligible for these jobs, you must:  be a U.S. citizen (contract requirement)
 be able to pass a pre-employment drug screen test and a background investigation
 be able to communicate clearly and concisely  have a valid state driver’s license
 be able to lift 30 pounds routinely, 50 pounds occasionally
Some contractual obligations require a “secret” security clearance.
Applicants selected will be subject to a government security investigation (DoD
Secret) and must meet eligibility requirements for access to classified information.
 We offer excellent benefits  We are proud to be an EEO/AA employer M/F/D/V
WWW.recruitmilitary. C OM MAY / JUNE 2011 ❘ Search & Employ ® ❘ 3

Good for the environment,
the economy, and the nation
Chesapeake Energy
www. ch k . c o m ❘ w w w. ch k . c o m / c a re e r s
Tim Dehan, the supervisor of Field
Recruiting for Chesapeake Energy, said
that his company likes to hire veterans
because “we’re about people.”
“Veterans come with the ideals and
drive ingrained in them that we find
valuable,” he said. “They tend to work
100 times harder than most non-civilian
prospects, and we make no secret about
how great that is. We want people who
can come in and make a difference right
away. Veterans do that.”
Formed in 1989 with only ten employ-
ees and $50,000 in capital, Chesapeake
Energy is the second-largest producer
of natural gas, a top 20 producer of
oil and natural gas liquids,  and the
most active driller of new wells in the
United States.  Headquartered in Okla-
homa City, the company’s operations
are focused on discovering and devel-
oping unconventional natural gas and
oil fields onshore in the United States.
Chesapeake owns leading positions in
MAKE OUR MISSION
– to protect people and the environment –
4 ❘ Search & Employ ®
MarCom Group | 10201 Main Street, Suite 300 | Fairfax, VA 22030 | MarComGroup.com
CLIENT: NRC
JOB#: NRC-0004
TITLE: NRC search_employ mag
VERSION: 4C
7 O P P O R T U N I T I E S I N E N E R GY
the Barnett, Fayetteville,  Haynesville,
Marcellus, and Bossier natural gas shale
plays and in the Eagle Ford, Granite
Wash, Cleveland, Tonkawa, Mississip-
pian, Wolfcamp, Bone Spring, Avalon,
Niobrara,  and Williston Basin uncon-
ventional  liquids plays. The company
has also vertically integrated its opera-
tions and owns substantial midstream,
compression, drilling, and oilfield ser-
vice assets.
 Chesapeake Energy has invested ag-
gressively in the key elements to suc-
cess in the energy industry: people,
land, and science. “We have a merit-
based organization,” Dehan said. “Our
employees are paid by the value they
bring to the organization. Whether they
are engineers, mechanics, or in a leader-
ship position, our employees know they
have to make a difference. Veterans
seem to come with that mindset already
instilled in them.”
But those are not the only reasons
YOURS.
MAY / JUNE 2011
PUB: Search & Emp mag
TRIM: 9.75” x 5.25”
BLEED: N/A
LIVE:
7
Chesapeake Energy likes to hire vet-
erans. “Because they already have a
lot of experience by the time we hire MAKE ENERGY
INDEPENDENCE
them, veterans already think outside
the box and take challenges in stride,”
said Dehan. “They also like new chal-
lenges. When you couple all of that with
their years of experience and what they
learned in the military, it’s easy to see
why we think veterans make excellent
employees.”
Chesapeake Energy keeps jobs on
hold for employees who might be de-
YOUR NEXT MISSION FOR AMERICA
ployed because of Reserve or Guard
duty. They also hold military apprecia-
tion nights a couple of times a year to
show they value their military veteran
employees.
“I really think it’s a natural fit,” said
Dehan, who grew up in a military family.
“When you combine the culture and the
mission of our organization with the ex-
perience and education of the veterans,
it’s easy to see why things work out so
well. I challenge anyone to find a better
job out there. At the end of the day, we
create a product that is good for the en-
vironment, the economy and the nation;
and we don’t send money to countries
that don’t like us very much. I have to
believe that appeals to anyone who has
served in our country’s military.”
The U.S. Nuclear Regulatory Commission regulates commercial
nuclear power plants as well as industrial, medical, and
research uses of nuclear materials. Let your military
background help you land a career with the #1 Best Place
to Work in the Federal Government. The NRC offers these
great benefits:
• Opportunities for rapid advancement
• Flexible work schedules
• Leadership and career development opportunities
• Work-life balance
• An outstanding healthcare program
• A diverse work culture
• An environment that fosters teamwork
To learn about at entry and higher-level opportunities with
NRC, go to the “Employment” page found at www.nrc.gov
where you will be able to access career path information.
Veterans are highly prized at Chesapeake Energy Corporation – for a host of reasons. We admire and value your strength and discipline. And on
NRC is an equal opportunity employer.
drilling rigs, we couldn’t do without your teamwork and get-it-done determination. Right now is the perfect time to join our team. Chesapeake
is the second-largest producer of natural gas in the U.S. – and the most active driller of new wells. And we’ve been recognized as one of the
FORTUNE 100 Best Companies To Work For® in 2011. If you’re a highly motivated team player, please visit our careers page at chk.com/careers.
NYSE: CHK
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Transform your future. Continue to keep your country you,” he said. “You can feel it when you
walk the halls or even ride in the elevator.”
safe at the NRC Tracy has worked for the Nuclear Reg-
ulatory Commission since 1989. He has
that same mindset, and veterans usually
FAST-TRAC K
do,” he said. “But don’t shy away from Career Program s
looking at our career opportunities just
because you don’t have a nuclear back- for

TRANSITIO NING MILITARY

held positions of increasing responsibil-
NUCLEAR REGULATORY COMMISSION { NRC } ity, including roles as a reactor inspector,
www.nrc.gov ❘ http://www.nrc.gov/ab out-nrc/employment.html senior resident inspector, staff supervi-
Our Careers & Your Experience: sor, manager, and leader for key agency
ground. We have need for people in secu-
rity, IT, legal, and business roles.”
Tracy said that another benefit is that
the NRC understands reserve and Guard
in as little as 9 months

A Powerful Combination.
Southern California Edison, one of the nation’s
largest electric utilities, is a place to build on — or begin — a
great career. As an industry leader in renewable energy, energy
efficiency and next-generation metering technologies, we have
rewarding opportunities in all areas ranging from entry-level to
highly experienced.
As regional needs continue to grow, so do opportunities at
SCE. We are strong, stable and eager to add your talent and
motivation to our team. Here, you’ll realize exciting advancement
potential and a chance to contribute your knowledge in an
environment of innovation, respect and appreciation.
Architecture, Line Maintenance, Accounting, Public Relations,
Customer Service, Nuclear and Hydro Generation, Engineering,
Technicians, Mechanics, Machinists and many more exciting
opportunities are available now.
To learn about opportunities throughout Coastal, Central
and Southern California, or to apply online, visit:
www.edisonjobs.com
Equal Opportunity Employer
F O R OV E R 100 YEARS...LIFE. POWERED BY EDISON.
T
he recent disaster in Japan that left
people wondering about the safety
of nuclear power put the United
States Nuclear Regulatory Commission
(NRC) in America’s headlines. The safety is-
sue is something that the men and women
of the NRC think about every day; their mis-
sion is to protect people and the environ-
ment through their regulatory activities.
“This is a fabulous agency,” said Cyn-
thia Carpenter, deputy director, Office of
Federal and State Materials and Environ-
mental Management Programs. “Every-
body here is focused on our mission. The
staff who works here at the NRC is made
up of top-notch people with a wide vari-
ety of skill sets.”
Carpenter has worked in various ca-
pacities at the NRC for 24 years. She has
done inspection work, licensing, rulemak-
ing, and budgeting. She is currently the
NRC’s “veterans’ champion,” at the fore-
front of helping to recruit and retain vet-
erans for the organization.
Carpenter served in the Army Reserve
before entering the civilian workforce. Af-
ter being in the second class of women in
an ROTC unit, she joined the Reserve as
part of the Corps of Engineers.
“The people I served with during my
time in the military and the people I’ve
worked with since that were in the military
were just outstanding,” Carpenter noted.
“They were incredible when it came to
safety focus and were dedicated to their
mission. Veterans have that sense of pur-
pose that drives them; they have direction
and a strong work ethic. They have a prov-
en commitment to the national interest,
and that’s just one reason we want them to
work for the NRC. We serve the same mis-
sion of keeping our country safe.”
Glenn Tracy, deputy director of the Of-
fice of Human Resources and also a veter-
an and an engineer, agreed that the mission
drives the people at the NRC to succeed.
For that reason, he believes veterans feel
at home there. “This place understands
programs and initiatives. Prior to joining
the NRC, Tracy served for seven years on
active duty as a submarine officer in the
Navy’s Nuclear Power Program. Tracy is
currently a captain in the Navy Reserve.
“This is a very diverse agency,” Tracy
said. “It used to be very heavily resourced
from the Navy, but we’ve made a concen-
trated effort to diversify, because we rec-
ognize that there are technical skills to be
found in all branches of the military and
the civilian world.”
Tracy said the agency has been in a hir-
ing mode for several years, often adding
400 or more people annually. They are in a
more of a maintenance mode now, but are
still looking to hire around 200 people a
year. He also said the NRC has been ranked
as one of the best agencies to work for in
the federal government for three straight
years—something he thinks comes from
the employees’ belief in their mission and
their dedication to public service.
“We’re looking for people who have
commitments. “There are a lot of people
in this agency who have been called up to
active duty,” he said. “We know why that H HOMELAND SECURITY
happens and that it’s going to happen, so
we’re prepared. We take care of the em- H ADDICTION COUNSELING
ployee, but also make sure the employ- H BUSINESS MANAGEMENT
ee’s family is taken care of from a benefits
and nurturing standpoint as well.” The H PARALEGAL
NRC also has a transition program to help
new employees get settled in their field H CSI (FORENSICS)
and achieve a good work-life balance. H HEALTHCARE MANAGEMENT
It is important to note that in 2009,
President Obama signed Executive Order
13518, Employment of Veterans in the Fed-
eral Government, to enhance and promote
federal opportunities for veterans. As a re-
sult, NRC has special authority to appoint
veterans when certain conditions are met.
Those conditions are listed on the commis-
sion’s website, under About NRC/Employ-
ment Opportunities/Veterans Employment
Initiative. “It’s important that veterans
Continued on Page 8

© 2010 NAS
(Media: delete copyright notice)

Search and Employ

4.79” x 5.25”
4-color
Constellation Energy proudly supports
those who serve our country. James A. Hughes
ICDC College Student
United States Army,
Constellation Energy is a leading competitive supplier of Served for 12 years
Former Platoon Sergeant
power, natural gas and energy products and services for
homes and businesses across the continental United States.
We own a diversified fleet of generating units, totaling l Tuition Benefits for Veterans and Military Families (if qualified)
approximately 12,000 megawatts of generating capacity, l Government Financial Aid (if qualified)
and are a leading advocate for clean, environmentally l Military Education and Benefits Advisors
sustainable energy sources, such as solar power and nuclear
l Accredited by ACCSC
energy. We deliver electricity and natural gas through the
Baltimore Gas and Electric Company (BGE), our regulated l Job Placement Assistance
utility in Central Maryland. A FORTUNE 500 company l MyCAA Military Spouse Scholarship
headquartered in Baltimore, Constellation Energy had l Yellow Ribbon Scholarship
revenues of $14.3 billion in 2010.
Online Tuition Includes
All Books, Coursework &
AL
For more information about career opportunities, visit
Netbook SPECEI R!
www.constellation.com. COMPUTER OFF

877-649-4232
www.ICDCcollege.edu/military
6 ❘ Search & Employ ® MAY / JUNE 2011 WWW.recruitmilitary. C OM WWW.recruitmilitary. C OM MAY / JUNE 2011 ❘ Search & Employ ® ❘ 7
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Continued from Page 7
STAND TALL AND DELIVER BIG.
understand the veteran’s preference and
that they indicate when applying that they
have those preferences,” Tracy said.
INSPIRE PEOPLE TO DO MORE. Congress created the NRC as an inde-
pendent agency in 1974. The commission
BE MORE. regulates commercial nuclear power gen-
eration and other uses of nuclear materi-
als, such as in nuclear medicine, through
licensing, inspection, and enforcement.
The NRC has three principal regulatory
functions: (1) establish standards and reg-
At Verizon, we believe there is nothing more important than a rich, dynamic education
in preparing our youth to be active citizens and thriving professionals. And when you We Energies is an electric place to be
partner with Verizon, you partner with an organization that’s dedicated to bringing
immersive technologies, strategies and programs into the classroom through Verizon
we energies ❘ www.we-energies.com
Foundation initiatives like Thinkfinity.org and the Thinkfinity Literacy Network. That Tony Willingham, a supervisor for We
means empowering students, teachers, parents and communities to achieve a higher Energies and former staff sergeant in the
level of educational success. All while taking your career to new heights in an Air Force, credits the military with provid-
environment that offers challenges, rewards, and limitless potential for ing him the training and experience to keep
professional advancement and personal growth. him calm in potentially tense situations.
“The military gave me that,” Willingham
Visit yourverizoncareer.com to apply today. said. “It taught me to remain calm and to
think out things before I act. It also taught
me how to deal with attitudes from different
people and how to get the best out of those
people. Leadership was also one of the oth-
Verizon is an equal opportunity employer m/f/d/v. er big things I developed in the military; so
is discipline. All of those things have helped
me succeed in the civilian world.”
Willingham said that is important because
he is in an industry where making the right
decisions – often under pressure – is critical.
Your Next Mission:
“We were expected (in the Air Force) to do
what we were supposed to do every time,”
he said. “We were not expected to take short
OWN YOUR OWN TRAVEL BUSINESS cuts. If we did, it could cost somebody their
lives. I still operate the same way.”
We Energies provides electric service
CruiseOne ® is the leading
home-based travel reta iler
to customers in portions of Wisconsin
and Michigan’s Upper Peninsula. The
company also serves natural gas custom-
a nd one of the top home-based ers in Wisconsin and steam customers
businesses in the United States. in downtown Milwaukee. “We Energies”
is the trade name of Wisconsin Electric
Power Company and Wisconsin Gas LLC,
both principal utility subsidiaries of Wis-
consin Energy Corporation.
As of December 2010, the company
had nearly 2.2 million accounts; almost
two million of them were residential
customers. We Energies currently over-
sees 45,420 miles of electric distribution
lines and 353 substations. In addition, it
oversees 20,155 miles of gas main and 16
miles of high/low pressure steam piping.
Most of We Energies’ electricity comes
from four coal-fueled power plants, nat-
ural-gas-fueled Port Washington Generat-
ing Station in Port Washington, Wiscon-
sin, and the Point Beach Nuclear Generat-
ing Station north of Manitowoc, Wiscon-
Visit us at sin (now owned and operated by NextEra
Energy Resources). We Energies also op-
www.CruiseOneFranchise.com erates natural-gas-fueled peaking plants,
or call 800-495-6960 which produce electricity during periods
of peak demand, several hydroelectric
8 ❘ Search & Employ ® MAY / JUNE 2011
7
ulations, (2) issue licenses for nuclear fa-
cilities and users of nuclear materials, and
(3) inspect facilities and users of nuclear
materials to ensure compliance.
The NRC staff numbers approximately
4,000 with a budget of about $1.067 bil-
lion. Roughly two-thirds of the employ-
ees work in the agency’s headquarters in
Rockville, Maryland. The remainder are
located primarily in four regional offices
and at resident inspector offices at each
commercial nuclear power plant and
some fuel-cycle facilities.
dams on rivers in northeast Wisconsin,
and various renewable energy sources,
including wind and biomass facilities.
Willingham is overseeing a project
costing approximately $800 million to up-
grade four existing generating units at a
coal-fueled power plant. This huge capi-
tal investment will upgrade the efficiency
and air emissions for the plant.
Willingham said he is glad to have the
opportunity to work on such important
projects. He also likes the fact that We En-
ergies cares about its employees. “They
really take care of their people,” he said.
“This is a family-friendly company that
YOU’VE EARNED IT.
finds the right people, gives them the
right jobs, and then keeps them here.”
That is music to the ears of Mary Re-
mondini, the Manager for Workforce Di-
versity and Employment. “Veterans are
such a great source of experiences and
education,” she said. “We’ve found such U.S. Navy photo by Mass Communication Specialist 1st Class Brian Brannon
great people who have come out of the
military, and we try hard to keep them.”
One of the things that Remondini be- Careers for Veterans at the
Transportation Security Administration
lieves veterans like about working for We
Energies is that they know they won’t have
to relocate as they did in the military. “We
have opportunities to stay in the Wiscon-
sin and Upper Peninsula of Michigan,” she Your uniform speaks volumes. Dedication, vigilance, love of country. You’ve proven your
said. “That lets people put down some
roots, something that a lot of veterans valor and earned a place among the nation’s finest defenders. But the journey continues.
seem to covet. There are opportunities to
advance, but nobody has to be wondering Today, thousands of veterans just like you are finding the next stage of their careers at TSA.
where they will be living in a few years.”
Remondini said the leadership at We
In fact, with Federal benefits, competitive wages, and significant growth potential, there’s
Energies has been impressed with the
skills and competencies that veterans
never been a better time to renew your commitment to service.
bring to the table. She noted their ability
to deal with stress as well as their matu- Learn more and apply at https://tsajobs.tsa.dhs.gov or call 1.877.872.7990.
rity and smart decision-making. “We real-
ized early on that veterans have more to
offer than just their operational and me-
chanical experience,” she said.
Remondini said that while most of We
Energies’ positions are of a technical and U.S. Citizenship Required.
operational nature, they also have needs
in finance, logistics, and IT.
TSA is an Equal Opportunity Employer.
“Engineering is our biggest need,” she
said. “But new jobs are opening up all the
time.”
WWW.recruitmilitary. C OM WWW.recruitmilitary. C OM MAY / JUNE 2011 ❘ Search & Employ ® ❘ 9
TSA11001A_SrchEmply
Search & Employ Mag

Join Military
Sealift Command and
Take Command
of Your Career.®
It’s time to take your career
up a notch. You can go as
far as your unique skills and
ambition can take you with
Military Sealift Command.
Your hard work and dedication
will earn you steady pay, the
best benefits in the business
– and a secure future for
your family.
To learn more, visit
www.sealiftcommand.com
or call 1-877-291-9910
to speak with a recruiter.
We currently have
opportunities for:
Third Assistant Engineer
Unlicensed Junior Engineer
Electrician
Deck Engineer Machinist
Refrigeration Engineer
Chief Cook
Cook Baker
Steward Cook
First Radio Electronics
Technician
Second Radio Electronics
Technician
Chief Radio Electronics
Technician
Medical Services Officer
Military Sealift Command actively
recruits prior military personnel.
MSC is an equal opportunity employer
and a drug-free workplace.
10 ❘ Search & Employ ®
An opportunity too good to ‘Waste’
waste management www.wm.com ❘ www.wm.com/c areers
W
orking in trash and recy-
cling may not sound like
a dream job to a lot of
people, probably because
the extent of their involvement is taking
trash and recycling bins to the curb. But
the industry offers lots of opportunities
and is linked to the country’s future en-
ergy needs as well as environmental im-
provement.
A leading company in the industry is
Waste Management Inc., a Fortune 200
company based in Houston. Through its
subsidiaries, the company provides col-
lection, transfer, recycling and resource
recovery, and disposal services. Com-
pany revenue in 2009 was $11.79 billion.
Wheelabrator Technologies (www.
wheelabratortechnologies.com), a Waste
Management Company, is a developer,
operator, and owner of waste-to-ener-
gy and landfill gas-to-energy facilities.
Wheelabrator pioneered the waste-to-
energy industry in the United States in
1975, when it designed, built, and oper-
ated the first commercially successful
facility in Saugus, Massachusetts.
Waste Management has about 43,900
employees, and about 3,600 of them are
veterans or members of the reserves
or National Guard. On average, at least
one military person or military spouse
is hired at Waste Management every
day of the year. The company provides
pay differentials to employees who are
MAY / JUNE 2011
7 O P P O R T U N I T I E S I N E N E R GY
on involuntary military leave, which are
equal to the difference between their
current base pay and their military pay.
Wes Reel is the company’s military re-
cruiting and outreach coordinator. He is
also a former naval aviator and a veteran
of Desert Shield and Desert Storm. Reel
completed two deployments aboard the
USS John F. Kennedy and served as a
maintenance officer in Naval Air Station
Jacksonville’s Aviation Intermediate
Maintenance Department. He ended his
time in the Navy as Aide to Commander,
Helicopter Wings Atlantic.
After his military service, Reel worked
for 14 years in the military placement
industry, helping steer military men and
women into civilian careers. For the last
year or so, he has been driving military
candidates and people with disabilities
to join the ranks of WM in one of the
company’s 1,000+ job openings. Reel
also leads the company’s Business Re-
source Group called the Military Veteran
Professional Network.
“Waste Management has over 1,500
types of positions, yielding a variety
of opportunities and pay ranges,” Reel
said. “So whether you are focused on ac-
counting, engineering, finance, IT, main-
tenance, operations or sales, we prob-
ably have something that would appeal
to most transitioning military.”
Reel said there are always openings at
the company because the opportunities
7
These are the tools I use
to support my ship
to maintain a healthy crew
to build my future
to support my family
and take command of my career
with Military Sealift Command
there are constantly growing. “Right now
we have over 1,200 openings in the Unit-
ed States and Canada,” he said. “Our big-
gest demands include drivers, mechan-
ics, fleet maintenance managers, route
managers, and customer service reps.”
Veterans are at the top of the list when
it comes to filling those positions. “One
population that is important to WM is
the military,” Reel said. “Our commit-
ment is through action, not words. We
offer pay differentials to reserve and
Guard employees activated to duty, we
operate a Military Veteran Professional
Network, and student veterans can work
for us as interns while attending college.
You will recognize us at military job
fairs, in the military media, and in our
outreach efforts to military support or-
ganizations, active duty, disabled and
demobilizing or transitioning Guard/re-
serve servicemembers.”
Reel said that a veteran’s sense of mis-
sion will serve him or her well at Waste
Management. “Waste Management pro-
vides a necessary service, driven by an
ecological purpose,” Reel said. “One of It’s your turn to get the career you deserve. No contracts or
the things we like about veterans is that
they value a mission with purpose. This long-term commitments – just secure, stable employment
is why they do so well at WM. They are with the federal government. Opportunity awaits at
hard working and they ‘get’ the sense of
purpose. There are many opportunities
in our company and for motivated and
driven employees, there is little limit to
sealiftcommand.com
how far their career path may extend.”
WWW.recruitmilitary. C OM WWW.recruitmilitary. C OM MAY / JUNE 2011 ❘ Search & Employ ® ❘ 11
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12 ❘ Search & Employ ® MAY / JUNE 2011 WWW.recruitmilitary. C OM WWW.recruitmilitary. C OM MAY / JUNE 2011 ❘ Search & Employ ® ❘ 13
search and employ 9.75x 11.indd 1 12/1/10 2:16 PM

ActionCOACH Donates $7.6 Million in Free Franchises to Veterans
A ctionCOACH, the world’s number one business and executive coaching firm, wants veterans to join their ranks. In fact, the company
plans to donate 100 free franchises valued at $7.6 million in select U.S. states to eligible members of the armed forces.
“This is our way of honoring and showing
gratitude to all veterans for the sacrifices
they and their families have made for their
country,” said Jodie Shaw, ActionCOACH
CEO for the United States and Canada.
“While other franchises have offered big
discounts, not many have offered free fran-
chises like this,” she noted. Shaw joined the
company in 2006 and has served as Direc-
tor of Franchise Sales and Marketing. She
also led the re-branding of the company, as
well as expansion into the Caribbean, Ven-
ezuela and China.
ActionCOACH has a rich history of em-
powering businesses to achieve great re-
sults. Brad Sugars started the consulting
firm Action International in 1993 from his
home in Brisbane, Australia. In ten years,
the firm grew into the international fran-
chise now known as ActionCOACH. The
company boasts over 1,000 offices in 32
countries, including New Zealand, Asia, the
United States, Canada, Mexico and Europe.
As of September 2010, there were 364
U.S. ActionCOACH franchisees.
Franchisees help the owners of small to
medium-sized businesses with their sales,
marketing, management, team building,
direction, goal setting and more. Just like
a sporting coach, Business Coaches help
their clients focus on the game, serving as
a sounding board, confidant, mentor and
coach.
Duties are as varied as meeting with pro-
spective clients, coaching clients over the
phone, preparing and delivering seminars,
conducting in-house training programs, cri-
tiquing clients’ marketing pieces, perform-
ing Alignment Consultations and selling the
ActionCOACH planning program.
Franchisees receive extensive training in a
live, ten-day program in Las Vegas, Nevada
led by international trainers, which teaches
franchisees how to use the ActionCOACH
system and how to sell their services to
14 ❘ Search & Employ ® MAY / JUNE 2011
★ ★
clients. Ongoing
training is pro-
vided at yearly re-
gional and global
conferences, as
well as through
other webinars
and conference
calls. Franchisees
also receive a full
Jodie Shaw
ActionCOACH CEO,
library of videos,
CDs and books.
United States and Canada Shaw believes
veterans make
successful franchisees. “We have many
veterans who are successfully running their
business coaching practice, and about ten
percent of our U.S. coaches are veterans,”
she noted.
“Veterans have proved to be disciplined
individuals who have led teams and have
a great problem-solving mindset. They are
also able to follow a proven path to suc-
cess, which is why they also make suc-
cessful franchisees. ActionCOACH’s
technology-driven business systems, high-
ly standardized coaching processes, and
ongoing corporate support make our orga-
nization an especially good fit for veterans,”
she said.
There is no education requirement to be-
come a franchisee, although roughly 80%
of coaches possess a college degree or
higher. About 20% of coaches have prior
business ownership experience. Shaw
pointed out that franchisees come from
diverse backgrounds, and that the train-
ing program covers everything they need
to become good coaches. An aptitude for
sales is an advantage, as franchisees need
to network and sell their services. Howev-
er, the main ingredient, according to Shaw,
is passion.
ActionCOACH’s Free Franchise for the
Forces recruitment drive will begin on May
Service has always been a big
Join the more than 14,000 prior service members and military spouses who have discovered
rewarding careers with Lowe’s. Lowes.com/Careers.
©2011 Lowe’s Companies, Inc. All rights reserved. Lowe’s, the gable design, and Let’s Build Something Together are registered trademarks of LF, LLC.
★ ★ ★ ★
1, 2011 and will run through October 31,
2011. ActionCOACH is waiving its fran-
chise fee of $50,000, as well as well as its
training and tech fee of $26,250 as part of
this promotion. The program is open to all
United States military veterans who are no
longer on active or on reserve duty and have
been honorably discharged for at least five
years. Additionally, military background and
successes will be taken into consideration
as part of the qualifying process.
As part of the qualifying process, inter-
ested candidates must show that they are
financially capable of paying ongoing roy-
alty fees, and are required to attend a ten-
day training course in either September,
October, or November 2011 in Las Vegas.
Shaw points out that like all businesses,
franchisees will also need to have addition-
al funds in reserve as working capital for
marketing, networking and other general
office set-up expenses.
The recruitment process begins with
a prequalifying form online at www.action
coachfranchise.com/franchisefortheforces
Qualified candidates will need to provide
their mailing address to receive a Franchise
Application Kit, which must be completed
and returned to the ActionCOACH head-
quarters. From there, ActionCOACH’s
Franchise Recruitment Department will re-
view their application and contact them with
the next step.
Applicants must also provide a Cer-
tificate of Release of Discharge of Active
Duty (Form DD 214) via fax, mail or e-mail.
Once an application is accepted, the Fran-
chise Recruitment Manager will schedule a
one-hour webinar to determine the suitabil-
ity of the franchise for the candidate.  Ac-
ceptable candidates are then directed to
a Virtual Brochure, an in-depth, password-
protected tool, which helps prospective
candidates learn more about owning an
ActionCOACH franchise.
part of who we are.
From there, candidates receive a Fran-
YOU’VE EARNED IT!
chise Disclosure Document (FDD) as well
as a promotional pack so they can begin the
due diligence process. Candidates can then
view the many tools ActionCOACH pro-
vides, including intranet-marketing material,
website set up, videos, and Wikipedia. Next,
a Coach Panel Call allows a one-on-one con-
sultation with an ActionCOACH franchisee,
ActionCOACH is giving away
and later, a phone call from Shaw herself to
review personality profile test results and an-
swer any questions.
$7.6 million worth of FREE*
On Discovery Day, franchisees can
meet the ActionCOACH team, visit train-
ing classes and go over their contract with franchises to eligible Veterans
ActionCOACH’s in-house legal counsel
and an outside lawyer of their choice. The
final step is enrolling in the ten-day training
class. Candidates must be able to attend
training in September, October or Novem-
ber 2011. Through its Free Franchise for the Forces Veteran franchise giveaway 10-day training program that will equip you with the most effective,
ActionCOACH has been consecutively program, ActionCOACH, the number one business and executive proven and guaranteed business building system in the world.
ranked in the “Top 50 Franchises” by Fran-
coaching firm in the world, is giving away 100 Free ActionCOACH
chise Business Review, based on franchi- Find out if you qualify for the Free Franchise for the Forces program,
Franchises to Veterans who have served in the U.S. Armed Forces.
see satisfaction. The company has also brought to you by ActionCOACH, and you could be on your way to
been ranked in Entrepreneur’s “Top 500,” This is an exclusive once-in-a-lifetime opportunity to own THE leading successful business ownership!
consistently placing first within its category. business coaching franchise on the planet, and attend our renowned
Shaw noted that franchisees do not have
to travel, have minimal overhead and the
flexibility to make their own hours, making it
the ultimate lifestyle business. According to
“ I have been with ActionCOACH for four years now and
my business has grown and is positioned for the next level. Use your military leadership experience to help struggling businesses
While other businesses and franchises have suffered from the
the earnings claim of the company’s Fran- in your own backyard
economic downturn, I feel I’ve benefited from the challenged
chise Disclosure Document, franchisees economy of the last few years, and now need to prepare for Benefit from a lifestyle, with no travel and minimal overheads
can earn a six-figure income as an Action-
COACH.
economic growth.
”
-Rick Plasket, Veteran and ActionCOACH Business Coach Earn a six-figure income with high margins
Shaw pointed out that despite the re-
cession, franchisees had a 20% increase Enjoy the flexibility to work your own hours
in quarter over quarter growth in 2010.
“This is a great opportunity to offer new
“ I’ve always loved to ‘see the light bulb come on’ in others as
I teach and coach, and ActionCOACH provided me with a Own a business with extremely low operating expenses
powerful way to do that often with the friends and neighbors
careers to veterans who are interested in I have in the business owners of my community. I’ve been Build your business with the world’s leading business and executive
going into business for themselves. They both a coach, helping people grow to accomplish goals,
are getting the world’s number one busi- and a consultant, accomplishing goals for people, and I far
coaching firm, and leverage its powerful network of over 1000 coaches
ness and executive coaching franchise,
along with its world-class, proven systems
prefer to be the former.
”
Malcolm Upton, Veteran and ActionCOACH Business Coach
from across the globe
for free,” she said.
FREE FRANCHISE If you feel you have what it takes to be a successful business owner, please visit
www.actioncoachfranchise.com/franchisefortheforces today!
Our six-month recruitment drive begins May 1, 2011 and runs through
October 31, 2011. Find out if you qualify:
www.actioncoachfranchise.com/franchisefortheforces
FOR THE FORCES
*Terms & Conditions apply. Program offered in select U.S. states only.
Brought to you by
You’ve done your bit… Now it’s time to get rewarded for it!
This is our way of thanking you for putting your life on the line for our country.
WWW.recruitmilitary. C OM WWW.recruitmilitary. C OM MAY / JUNE 2011 ❘ Search & Employ ® ❘ 15
 a O P P O R T U NITI E S IN E D U CATI O N
 ence, employers also wanted a degree.
The Time is Now
Advancing your education will give you a head start
when looking for a post-military career
T
he phrase “knowledge is power” might be overused
in the worlds of media and academia, but that’s only
because it’s true. Those who have the knowledge and
education more often than not find success in this
world. It shouldn’t shock anybody that while the recent reces-
sion hit everybody in one way or another, those without college
degrees tended to be hit the hardest. Education, at the very
least, can often serve as a shield against economic adversity.
But education can also be the driver on our road to success.
Sometimes education comes from on-the-job training and inde-
pendent study, but more and more employers are looking for col-
lege degrees when it comes to hiring for open positions. That’s
especially true now that there are more ways than ever to earn a
college degree. The traditional college campus with ivy-covered
buildings and Frisbee on the quad is just one of those ways.
However, as the non-traditional student population increases,
colleges have learned to adapt. More and more classes are be-
16 ❘ Search & Employ ® may / june 2011
b
ing offered online and at night so that people who work day jobs
can further their education at their own pace.
It’s hard to put a dollar value on education. But, at the very
least, earning a degree beyond high school widens one’s
range of career opportunities and chances for advancement.
Many of the jobs that didn’t require a college degree before
the recent recession now have that stipulation, and many jobs
that once only needed a bachelor’s degree are now requiring
a master’s degree. Companies can now afford to be pickier
when it comes to hiring, and they’re seeking the best, bright-
est, and most educated.
The traditional college experience isn’t for everyone. Plus,
some people aren’t ready for college right after they leave
high school. Furthermore, every college isn’t for every student.
Whether it’s pursuing a certification online or going back to
get your bachelor’s or graduate degree after retiring from the
military, there is a college out there that is a fit for everyone.
Preparing
students
for a career
DeVry
➽ www.military.devry.edu
Scott Palumbo, the National Direc-
tor of Military Affairs for DeVry Univer-
sity, fell in love with education when
he was still serving active duty in the
Navy. His military career took him to
Boston University, where he served
as an assistant professor while pur-
suing an MBA and counseling other
students.
“Working with college students of
all ages was inspiring because I real-
ized that education was really going to
open doors for them,” said Palumbo,
who is also a lieutenant commander
in the Navy Reserve. “It was humbling
to be involved in the training and edu-
cation of America’s next generation of
leaders.”
Palumbo was fortunate to realize
early on that furthering his education
was necessary to realize his career
goals. He said he saw a lot of friends
from the military run into challenges
when looking for civilian employment
because while they had work experi-
“I knew that I needed to make my
skills relevant to a civilian employer,”
he said. “I had to wonder what was
happening to 24-year-old E-4’s who
were getting out of the military and
finding out the same thing.”
Palumbo is now in a position where
he can help those 24-year-olds – and
others. As the National Director for
Military Affairs for DeVry University,
he’s tasked with helping active duty,
separated, and retired military per-
sonnel, as well as their spouses and
dependants further their education.
“DeVry University is career-spe-
cific,” he said. “We prepare students
for a career, rather than giving them
a general education and then sending
them into the world. We see our edu-
cation as a bridge to take both active
duty and veterans to the next level.”
He said that, while a lot of the mili-
tary students he sees are junior en-
listed, there is also a significant popu-
lation of NCO’s and officers looking to
further their education. Palumbo said
that’s very important. “In the current
economy, the disparity between job
prospects for those with high school
Continued on Page 18
WWW.recruitmilitary. COM WWW.recruitmilitary. C OM MAY / JUNE 2011 ❘ Search & Employ ® ❘ 17

Continued from Page 16
and college degrees is rather large,” he
said. “Having that education makes job
hunters more competitive.”
Palumbo said military students are
successful because they know only how
to succeed. “Failure is not an option,”
he said. “I’ve seen students who haven’t
been in the military want to give up on
meeting a deadline, but military students
don’t give up. They have the leadership
and worldliness – even if they are the
same age as some of the other students –
that doesn’t allow them to give up. Their
sense of right and wrong as well as the
respect they have for one another sets
them apart.”
DeVry University has been educat-
ing students for 80 years. The original
school opened in Chicago when Dr. Her-
man DeVry established DeForest Train-
ing School in 1931 to prepare students
for technical work in electronics, movies,
radio, and, later, television. During World
War II, DeVry was selected to teach the
Army Air Corps (today’s Air Force) in-
structors about electronic devices. After
the war, the school was one of the first to
be approved under the original G.I. Bill.
DeVry University offers associate,
18 ❘ Search & Employ ® MAY / JUNE 2011
a O P P O R T U NITI E S IN E D U CATI O N b
bachelor’s and master’s degree programs
through its colleges of Business & Man-
agement, Engineering & Information Sci-
ences, Health Sciences, Liberal Arts &
Sciences, and Media Arts & Technology,
as well as its Keller Graduate School of
Management.
Seakun Oh served in the Marine Corps
from 2004 to 2008, including a 13-month
tour in Iraq, and separated as a sergeant.
Now a DeVry student, Oh knows further-
ing his education is the best path to suc-
cess. He is currently in the Marine Corps
Reserve and was selected for staff ser-
Let’s work together to build a better America
geant.
“I started college before joining the ser-
vice and decided to return to school when
I left active duty,” Oh said. “I started at
another university, but  it was very hard
Officer or Enlisted?
for me to study for four or five classes
per semester while working at the same
time. One day, I attended a career fair in
Military Dependent?
New York City. I met one of the DeVry ad-
visors and found out that DeVry has tri-
semesters, or sessions, that allow me to script and transferred it to more than 40 agement with a concentration in Proj-
Civil Service?
study two or three classes per eight-week college credits toward to my degree. This ect Management. I will have more than
session. was significant, for as most veterans a year of benefits left to use towards to
“In addition, DeVry allows me to com- know, the Post-911 GI Bill only provides my master’s degree at DeVry University’s
bine online and onsite courses, saving benefits for 36 months. I am in my last se- Keller Graduate School of Management.”
me money and time traveling to school.
Finally, DeVry accepted my military tran-
mester here at DeVry and am completing
my bachelor’s degree in Technical Man- Continued on Page 20
You can start the process today by enrolling in an
accelerated program designed specifically for busy adults!
Find out if you qualify for the Yellow Ribbon Program,
a scholarship designed to supplement expenses
not covered by the Montgomery GI Bill (Ch. 33).
Active Service Members
The UniversiTy of WesT AlAbAmA online
100% Online Classes – No Residency Requirements
Baccalaureate Degrees in Business
Over 30 Master’s and Education Specialist Degrees
Coupled with TA, Up to 100% of Undergraduate Tuition Covered
Coupled With TA, Up to 90% Of Graduate Tuition Covered
The University of West Alabama
Division of Online Programs
WWW.recruitmilitary. C OM WWW.recruitmilitary. C OM MAY / JUNE 2011 ❘ Search & Employ ® ❘ 19
 a O P P O R T U NITI E S IN E D U CATI O N
Nation’s First Unmanned Aerial
Systems Maintenance Training Program Continued from Page 18
Oh thinks the largest hurdle is just get-
ting started. “I believe the biggest chal-
lenge is making the initial commitment
to start school,” he said. “However, once
you are in the right program and studying
things that you love, you will find yourself
in a better place. My degree from DeVry
University will help me to promote within
the Marine Corps and find a career that
is financially and emotionally rewarding.”
The Marine has some thoughts for
other servicemembers who are consider-
ing going back to school. “My advice is to
b
working at the Department of Justice, an
agency that requires a certain education
in order for me to be promoted.”
Palumbo encourages anyone who is
interested in pursuing higher educa-
tion to check out the DeVry University’s
web site at www.military.devry.edu. He said
the site will direct the student to one of
DeVry University’s 90-plus locations or
its online programs. There are also ad-
visors available specifically for military
students. They are in place to help the
students find the right program as well
as help them with the G.I. Bill and other
military benefits.

take advantage of their veterans’ benefits
to focus on education,” Oh said. “When I
separated from active duty, I was looking
for a job for a long time. I found that most
companies are looking for candidates
PROUDLY
“Most of our military advisors either
served in the military or are a military
spouse,” Palumbo said. “Whether the
student needs a degree or just a certifica-
tion, this team will help the student get

with both an education and relevant ex-
perience. I had the experience but I didn’t
have a college degree, making it very dif-
ficult to find the right job. I am currently
SERVING
where they need to go. DeVry University
is 100 percent career-focused and will
help our students be competitive for the
job they want.”

NORTHLAND THOSE WHO

SERVE
COMMUNITY & TECHNICAL COLLEGE

NATE DAVIS
northlandaerospace.com U.S.M.C. (RETIRED)

Personal attention
Xavier University
➽ www.xavier.edu ➽ www.xavier.edu/caps/programs-for-veterans.cfm
Nate Davis didn’t have a degree on his
mind when he attended a leadership boot
camp a few years back at Xavier Univer-
sity, but the school’s current director of
military affairs was sold on the program
by his predecessor, Dave Keszei.
“He basically told me that the program
50 Years of A&P Training was built for people like me,” Davis said.
with 100% Job Placement
“And since it is a Yellow Ribbon school,
I wouldn’t have to pay anything out of
pocket. I jumped on it.”
That was just a few years ago. In Octo-
ber, Davis stepped in as the acting direc-
This workforce solution was funded by a grant awarded by the U.S. Department of Labor’s Employment and Training Administra-
tion. The solution was created by the grantee and does not necessarily reflect the official position of the U.S. Department of
Labor. The Department of Labor makes no guarantees, warranties, or assurances of any kind, express or implied, with resect to
tor of military affairs. In January of this
such information, including any information or its completeness, timeliness, usefullness, adequacy, continued availability, or year, he became the full-time director of
ownershjp. This solution is copyrighted by the institution that created it. Internal use, by an organization and/or personal use by
an individual for non-commercial purposes, is permissible, All other uses require the prior authorization of the copyright owner.
the program.
Member of the Minnesota State Colleges & Universities system. An affirmative action, equal opportunity employer & educator. “I couldn’t be happier,” said the sepa-
20 ❘ Search & Employ ® MAY / JUNE 2011
rated Marine who served eleven months
in Iraq and four years overall. “Dave
guided me all the way here. I appreciate
the time he took to mentor me. He guided
me and now I want to help do the same.”
Founded in 1831, Xavier University is a
Jesuit, Catholic university in Cincinnati.
Its three colleges offer 83 undergraduate
majors, 52 minors, and 11 graduate pro-
grams to 7,019 students, including 4,368
undergraduates. It has been recognized as
one of the top ten universities in the Mid-
west for the last 16 years by U.S. News &
World Report, including a rank of third for
2011. It was also named among “The Best
Continued on Page 22
WWW.recruitmilitary. C OM
NATE DAVIS was just like most veterans when he left the
Marine Corps—not sure how he was going to make the trans-
ition back into civilian life. But Xavier’s Veteran’s Affairs Office
made his transition easy. “Marines like to simplify things, and
that’s the way it is here. There are people in the Veterans Affairs
Office who understand how military people think. They’re also
very patient and very welcoming. I had a million questions, and
they answered every one and never left me feeling like I was all
by myself. They made me excited about going to school.”
www.xavier.edu/veterans
WWW.recruitmilitary. C OM
OUR PROMISE
• Vet-to-vet assistance. From Day One
you get one-on-one help from veterans
who understand both the military and
college world.
• Yellow Ribbon Program. Xavier is a
Yellow Ribbon Program school, meaning
your full cost of tuition is covered by the
new GI Bill.
• Credit for experience. Xavier offers aca-
demic credit for many military experiences.
• We never leave you feeling stranded.
We offer VA benefit assistance, on-campus
psychological support services, a veterans
alumni network and more.
MAY / JUNE 2011 ❘ Search & Employ ® ❘ 21

Continued from Page 20
373 Colleges in America” by The Princeton
Review and is ranked first for having the
best graduation rate among the Midwest
master’s-level colleges and universities.
As a member of the Servicemembers
Opportunity Colleges (SOC) Consortium,
Xavier is dedicated to helping active-
service military and veterans and their
families get college degrees. As a Yellow
Ribbon school, Xavier University and
the Department of Veterans Affairs will
cover the tuition and fees of fully eligible
Chapter 33 Post- 9/11 GI Bill students—
including both undergraduate and grad-
uate students. In addition, fully eligible
students will receive a monthly housing
stipend and a yearly stipend for books
(NOTE: The Yellow Ribbon program will
not cover the entire cost of the MBA off-site
programs or the Executive MBA program).
Davis, who will finish one degree this
fall and begin another in education ad-
ministration soon after, believes that
Xavier’s personal attention sets the uni-
versity apart. “We treat every student
here like they are the only student,”
Davis said. “At schools where this isn’t
done, a vet can feel like a number. That
won’t happen here. There are times
22 ❘ Search & Employ ® MAY / JUNE 2011
a O P P O R T U NITI E S IN E D U CATI O N b
“The bottom line and they embrace the mentorship rela-
tionship.”
is that we want Davis understands that the academic
world can be daunting to veterans. “It
the best for all can be a challenge, especially going from
something like the military that has such
veterans. We a defined purpose and camaraderie,”
he said. “We’re creating the same sense
of belonging here at Xavier, and I know
believe we have that military students have the drive to
succeed. They have the discipline that’s
the best program needed, they can operate on any level,
they never give up, they are leaders, and
in the country, are mature. Teachers love all of that.”
Davis believes that Xavier is at the tip
one that will of the spear when it comes to programs
for the military. He’s proud that its veter-
be a bridge ans’ affairs program is doing things like
helping nearby Miami University create
its own veterans program. “The bottom
to the rest of line is that we want the best for all veter-
ans,” Davis said. “We believe we have the
a veteran’s life.” best program in the country, one that
will be a bridge to the rest of a veteran’s
life. I feel like I can be in no better place,
when I’ll wait for military students af- and I want the same for all veterans.”
ter one of their classes or send them an
email just so I can check in with them
and see how classes are going. We also N EE D RES U ME H EL P ?
pair up veterans with other veterans, be- visithttp://recruitmilitary.com/resume-writing
visit www.recruitmilitary.com/resumes
cause veterans understand each other
N EE D RES U ME H EL P ?
visit www.recruitmilitary.com/resumes
N EED R ES U ME H EL P ?
visit www.recruitmilitary.com/resumes
PROFESSIONAL RESUME PREPARATION
visit www.recruitmilitary.com/resumes
PROFESSIONAL RESUME PREPARATION
visit www.recruitmilitary.com/resumes
PROFESSIONAL RESUME PREPARATION
visit www.recruitmilitary.com/resumes
RESUMES AND COVER LETTERS
visit www.recruitmilitary.com/resumes
Education
tailored
your way
ICDC
➽ www.icdccollege.edu
➽ www.icdccollege.edu/military/home/
I
t shouldn’t surprise anyone that
James Hughes was a man on a mis-
sion when the former infantryman
left the Army. He served for 12 years, fin-
ishing as a platoon sergeant. He served in
Kuwait, Egypt, and Iraq, and at Fort Bragg,
Fort Campbell, and Fort Benning. He want-
ed to go back to school and, while doing
his research, found the right fit.
“I chose ICDC College for a couple of
reasons. First, ICDC College is in the top
15 percent of colleges that were named a
‘Military Friendly School,’” he said. “Sec-
ondly, after conducting my research, ICDC
College was one of the few colleges to of-
fer Homeland Security as a career choice.
Finally, the staff was very thorough and
Continued on Page 24
WWW.recruitmilitary. C OM
Cutting-Edge Program Perfect Fit for Veterans
N
otre Dame College student Amanda Gonzalez, 29, admits she felt a little awkward the first time she stepped into an NDC classroom. “I thought, ‘Oh my
gosh, I feel so old,’” she says. That feeling of being out of place, however, didn’t last very long. Now in her third semester at Notre Dame, the former Navy fire control-
man enjoys her new life as an adult student.
The mother of two says she always wanted to at-
tend a Catholic college. “I thought if I go to school
I want to be in classes with both young people and
adults, not just at night but during the day.”
Notre Dame offers that full college experience
Gonzalez was looking for. “I quickly learned that
all classes have both adult and fresh-out-of-high-
school students,” she says. “I was really impressed
with how that balance and the class schedule
worked for me.”
Recognized as a military-friendly school, Notre
Dame College in Cleveland, Ohio, has made it its
mission to provide a quality education to veterans.
With the passage of the Post-9/11 G.I. Bill, tens
of billions of dollars in tuition money have become
available to veterans who have served on or after
Sept. 11, 2001. But Notre Dame’s services go
beyond that. As a private institution, it participates
in the optional Yellow Ribbon Program, which was
designed to fill the gap between the V.A. benefit for
public schools and the tuition cost at a veteran’s pri-
vate college of choice. The program allows veterans
to attend Notre Dame at virtually no cost.
WWW.recruitmilitary. C OM
 By Christian Taske ❘ Editor & Writer at Notre Dame College 
“Veterans attend Notre Dame because of the
resources and personal attention available to our
students,” says Margaret Oakar, director of the
Finn Center for Adult, Graduate and Professional
Programs. “Our small class sizes, outstanding fac-
ulty and our veterans’ team ease the transition from
the military to academic life.”
The college has now launched a graduate pro-
gram that should be of particular interest to veter-
ans. Classes for a new Master of Arts in Security
Policy Studies will begin this fall. The program aims
to educate current and future strategic analysts,
managers and decision-makers for careers in in-
telligence analysis, emergency management and
homeland security.
“Most veterans come to the table with one or
maybe two particular specialties,” says Dr. John
G. Hatzadony, director of the graduate program.
“This field encompasses at least eight overlapping
subjects, and this program educates them on what
they have not experienced yet, while also allowing
them to synthesize their subject-matter expertise.”
The program is convenient for vets all over the
country as the online classes – with three strate-
gic weekend visits to campus – allow students to
apply their knowledge, interact with classmates
and network. It offers a unique approach to its
curriculum, combining theory, policy and practical
application.
“Having worked in intelligence and homeland
security for almost ten years, I have yet to see a
professional, all-hands, comprehensive program
that really balances the vast security arena that
security policy covers,” Dr. Hatzadony says. “They
were all missing something, whether they were
missing an international threat aspect, or intelli-
gence or a real-world aspect.”
Dr. Hatzadony is convinced that his program
has the edge by engaging new technology, meth-
odology and an advanced curriculum. Classes
include Issues in Homeland Security, Terrorism
& Counterterrorism, Strategic Leadership and
Strategic Intelligence. The coursework consists
of case studies and virtual/tabletop exercises, and
culminates in a real-world, strategic project from
the government or private sector.
MAY / JUNE 2011
The program’s focus is an “all hazards” ap-
proach that mirrors the mission of the Department
of Homeland Security and aims to prepare profes-
sionals for all kinds of disasters, from a terrorist
attack, to a flood or even a pandemic outbreak.
The degree is enhanced by an interdisciplinary
perspective that will integrate knowledge from a
variety of fields including criminal justice, public
administration, intelligence studies, and bio de-
fense and disease surveillance.
The new master’s program builds on Notre
Dame’s undergraduate intelligence studies con-
centration for history majors, which addresses the
increasing demand for intelligence analysts since
9/11.
“While the demand for entry-level homeland
security professionals has increased substantially,
the demand for professionals with more sophis-
ticated levels of competence and readiness has
also grown,” Dr. Hatzadony says. “We are not just
preparing students for further graduate study, but
also to lead and prepare for the transition from the
line jobs to staff positions.”
❘ Search & Employ ® ❘ 23
 a O P P O R T U NITI E S IN E D U CATI O N
Continued from Page 22
knowledgeable on military tuition ben-
efits and in helping me receive the initial
financial aid I needed until my Post-9/11
GI Bill kicked in.”
Hughes chose to focus on something
that built on his military experience. “I
decided to go into Homeland Security
because of my military background, and
it is a career that I can easily transition
to, given my military skills and train-
ing,” Hughes said. “Homeland Security is
a cutting-edge career that is continually
developing since 9/11. It was important
to know that when I graduate, my associ-
ate’s degree can open doors to countless
federal agencies that I can work in, includ-
ing 22 agencies within the Department of
Homeland Security alone. Also, graduat-
ing with a Homeland Security associate’s
degree offers me opportunities to work
with local municipalities in emergency
and preparedness management.”
Hughes said that his classes have pre-
pared him for his next step. “I have learned
quite a lot in a short amount of time,” he said.
“Every week, a new subject is presented; so
it moves at a decent pace. We have learned
strategies, investigation techniques, report
writing, presidential directives, as well as
emergency planning and preparedness. You
really get a clear picture of what it takes to
secure America in this day and age.”
Hughes has some advice for service-
members and veterans. “I would recom-
mend to everyone to start your education
before you leave military service,” he said.
“Today’s job market is tough. Competition
is tough. As a qualified military service-
member who is eligible for benefits, the
money is there for you to use, so use it. In
my opinion, I waited too long and now I am
out there busting my tail trying to get the
right job to help me support a family of five.
The construction industry took a dive, and
I had no security blanket. So it’s imperative
for everyone to know they should start
their education sooner rather than later.”
ICDC and Hughes are a good match
because of the school’s flexibility. “I can
work at my pace,” Hughes said. “I have a
business that I am trying to keep afloat; I
am a husband and a father of three young
boys, two of whom are very active in soc-
cer and are both on travel teams. So work,
my home life, soccer practice, and travel-
ing to games all over North Georgia really
influenced my decision to pursue an on-
line education at ICDC College.”
ICDC College’s educational objective is
to equip its students with the knowledge
and skills required by companies and
agencies within the business and medical
industries, government, and the nonprofit
sector. ICDC is a Yellow Ribbon and My-
CAA Participant, and it has a dedicated
Veterans Affairs office. In some cases, pro-
24 ❘ Search & Employ ® MAY / JUNE 2011
b
spective military students may be able to
transfer credit for prior military education-
al experience.
David Hall, a regional director for ICDC,
said there are many ways military students
MY SKILLS ARE EXCEPTIONAL.
can use their benefits. “As a designated In-
stitute of Higher Learning, ICDC College’s
attending veteran students and eligible
MY IDEAS APPRECIATED.
family members may be eligible to utilize
Veteran’s Educational Benefits based upon
Chapter 30, 31, 33, 1606, 1607, MyCAA, and
Yellow Ribbon,” he said. “In addition, ICDC
College participates in many Department of
AND REWARDED.
Education Title IV Financial Aid Programs.”
He also said that the school designs pro-
grams to help service members and veter-
ans get the education they want. “We pro-
vide career training where they can trans-
late their life experiences into classroom
training, because many of our programs Careers For Everything You Are
reflect either their past work experience,
military training, or career objectives,”
Hall said. “We have developed several
programs which address military experi-
ences. For example, we offer programs in
Homeland Security and Investigation, Al-
At Verizon Wireless, we’re changing the way the
cohol and Drug Counseling, Crime Scene
Investigation, and Forensic Science.” world connects. And when you join our dynamic and
When it comes right down to it, Hall said, talented team of problem solvers, you’ll empower
the college staff makes the biggest differ- our customers to broadcast without boundaries.
ence. “No educational program is success-
You’ll also find unlimited opportunities to realize
ful without the right staff, those that place
their priority on student success, and the your career potential in an environment that’s
faculty to support the learning process,” bristling with positive energy and thrives on
he said. “Our faculty members are profes- collaboration and creativity. It’s time to discover
sionals from their respective career fields, a career for everything you are.
not simply educators. Each faculty mem-
ber brings that personal touch and years Visit careersatverizonwireless.com to apply today.
of real-world experience to the learning
environment. Secondly, ICDC College has
developed programs that often reflect the
life experiences and training that a military
servicemen or servicewomen may have,
and that can help them in their training.
Finally, our responsibility is not finished
when training is completed. ICDC College
has a staff of job developers whose sole re-
sponsibility is to assist each graduate with
their employment search.”
Marcel Ming, a senior admissions advi-
sor, served in the Marines for three years.
Having been on the military side and the
admission side, Ming understands why
education is so important and how ICDC
can help. “Active or former servicemem-
bers can benefit from a career at ICDC
College, because we have several cam-
puses to choose from in addition to online
programs for those individuals who need
more flexibility,” Ming said. “We also have
a dedicated team of military education
advisors, who assist in the enrollment pro-
cess and discuss career choices in detail.
Also, because we have several veterans
currently employed with ICDC College it’s
very likely that you still might hear familiar
phrases like ‘Attention on Deck!’ and ‘Pop Verizon Wireless is an equal opportunity employer m/f/d/v.
Tall,’ or my personal favorite: ‘Semper Fi.’”
WWW.recruitmilitary. C OM WWW.recruitmilitary. C OM MAY / JUNE 2011 ❘ Search & Employ ® ❘ 25
 a O P P O R T U NITI E S IN E D U CATI O N b

RESPECT
One milestone in our journey
to be Best-In-Class

Helping Bart Burkert, senior vice president for mili-

tary online operations at Grand Canyon University
a private, Christian, regionally accredited institution.
The university offers online and campus-based bach-

military students in Arizona, wants to give something back to the men

and women connected to the U.S. military. “We want
elor’s degrees, master’s degrees, and doctoral pro-
grams through the Ken Blanchard College of Business,

reach their goals

to offer them great customer service and a great edu-
cation, because they are providing or have provided
our country a great service,” said the Army Desert
Storm veteran who spent six years on active Reserve
Grand Canyon University duty. “We take great pride in enrolling veterans into
➽ www.gcu.edu our university. We don’t take service to our country
lightly; that’s one reason why we want to provide
them the best opportunity and education available.”
Founded in 1949, Grand Canyon University (GCU) is
College of Education, College of Nursing and Health
Sciences, College of Liberal Arts, College of Doctoral
Studies, and College of Fine Arts and Production. Grand
Canyon University prepares learners to become glob-
al citizens, critical thinkers, effective communicators
and responsible leaders by providing an academi-
cally challenging, values-based curriculum from the
Continued on Page 28

ANSPOR ANSPOR
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Journey with us on the road to Best-in-Class.

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To learn more or apply now, visit us at:

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ANSPOR ANSPOR
www/joinswift.com/sem or call 866-909-8958

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26 ❘ Search & Employ ® MAY / JUNE 2011 WWW.recruitmilitary. C OM WWW.recruitmilitary. C OM MAY / JUNE 2011 ❘ Search & Employ ® ❘ 27
Swift_B010171000.indd 1 4/6/11 2:33 PM
 N EED R ES U ME H EL P ?
a O P P O R T U NITI E S IN E D U CATI O N b a O P P O R T U NITI E S INvisit
EDU CATI O N b
www.recruitmilitary.com/resumes

Continued from Page 26 women who wish to begin or carry on this Limestone. It wasn’t long before he was take their classes online in most cases,”
WSI Launches an “Investing in America”
commitment of service. The school offers hired there in various capacities, including Horton said. “Many go back and forth.
Program to Help Re-Build the US Economy context of a Christian heritage.  active and retired military personnel a va- marketing to military students, develop- TheyPROFESSIONAL
can set up RESUME PREPARATION
their degree plan how “T -Mobiledoesagreatjob
Post-Recession “The faith that’s exhibited here is one riety of tuition and fee assistance for its ing the Internet education program for the they want to pursue it. We have military
of the reasons I wanted to come to Grand graduate and undergraduate programs. college, becoming the college’s first vice
visit www.recruitmilitary.com/resumes
students in Afghanistan, Iraq, South Ko-
inidentifying,coachingand
World’s Largest Marketing Franchise Invests Back Canyon,” Burkert said. “That made it Grand Canyon University offers a spe- president for IT, and teaching classes. rea, and Japan. Anywhere there is Internet developingtalent.”
Into the US Economy through a Nation-wide more than just a place to learn.” cial military rate per credit hour for Pro- “I was fortunate that my military career access, we can reach students.”
Business Opportunity Program Burkert also realizes that military stu- fessional Studies and online students. To flowed smoothly into my civilian one, and With 16 majors at the school, Horton Robert, Retail
dents bring a lot to the program. “They receive that rate, a student must provide that my civilian career grew from my mili- believes there is something at Limestone
PROFESSIONAL RESUME PREPARATION
WSI the world’s #1 marketing franchise, is launching an “Investing in are so driven and disciplined,” he said a memorandum of understanding, sup- tary one,” he said. “I have enjoyed helping for everyone. “We have health care ad- Let your
America” Program, an initiative aimed to give back to the community and visit www.recruitmilitary.com/resumes
of the nearly 4,000 military students at porting military documents, and a mili- military students as I was once helped.” ministration, criminal justice, psychology, values lead
help re-build the US economy after the recession. Through this program,
WSI will be offering US-based military veterans the opportunity to invest GCU (out of 40,000). “We’ve got students tary ID card, a DD-214, or a letter from a Limestone College is an accredited, social work, business administration with
in a WSI marketing franchise for a significantly discounted fee with the as far away as Iraq and South Korea who commanding officer. independent, co-educational, four-year concentrations, computer science, infor- At T-Mobile, we help customers connect with the the way.
mandate that they “pay it forward” by giving back to their local
are continuing their education. It’s amaz- All active-duty servicemembers are au- liberal arts institution chartered by the mation systems, and more,” he said. people who matter most in their busy lives. That takes
communities through various charitable acts.
ing they can do such great work from the thorized to participate in the tuition as- State of South Carolina. It is a non-denom- Limestone College enrolls more than 825 new ways of thinking and an appetite for challenge every
traditional day students day. We share a passion for service and the energy that comes from being a part
All franchise owners in the Investing in America Program will have other side of the world.” sistance program. This includes members inational Christian college. Its programs PROFESSIONAL RESUMEand 2,800 Extend-
PREPARATION
5 years to complete the task of providing charitable acts in the total value of an exciting industry. If you have outstanding people skills and are excited by the
Grand Canyon University designs its of the Reserve Component who are acti- lead to Bachelor of Arts, Bachelor of Sci- edvisit
Campus students at eight sites in South
www.recruitmilitary.com/resumes
of $25,000, which is equivalent to the initial 50% discount they received world of wireless, you’ll make a great fit. Team players who embrace adventure and
on the franchisee fee. Through the “pay it forward” component of the programs for military service men and vated under U.S. Code Title 10 or Title 32. ence, Bachelor of Social Work, Associate Carolina and on the Internet. Limestone’s responsibility enjoy great careers, the chance to build new skills and the spotlight that
program, WSI hopes that not only will the US economy experience of Arts, and Associate of Science degrees. total enrollment is more than 3,500, mak- comes with success. We deliver great benefits, too. Don’t miss this opportunity to
growth and success with the opening of additional, useful marketing

About WSI –
we simplify the Internet:
WSI is the world’s number one
franchise offering marketing
services to suit the needs
of multiple industries.
A flexible education
offices, but that local communities around the country will actually
Limestone has a half-tuition program ing it the largest private, regionally accred- have your work count for something important. Together, we can do great things.
benefit through charitable acts delivered by our Investing in America for military students. “The student has to ited institution in South Carolina.
franchise owners. have a military ID and be active duty, re- “We have six VA certified officials ready For more information on available opportunities, please visit us online at:
RESUMES AND COVER LETTERS www.tmobile.jobs.
All eligible, US-based military veterans are invited to apply for the program. Limestone College not only proud because he works there; serve, or in the Guard,” Horton said. to help military students with their ben-
visitHorton
www.recruitmilitary.com/resumes
he also has extensive military service. A He believes that the college’s flexibil- efits,” said. “Plus, there are a lot of
ity attracts military students. Classes are retired military in the admissions depart-

2010
The company has the world’s To apply, and for more information, please visit ➽ www.limestone.edu veteran of 21 years in the Navy, Horton is
www.wsicorporate.com/investinginamerica2.asp generally shorter, with online classes only ment looking out for our fellow veterans.”
largest Marketing Consultants’ the perfect candidate to talk about how an

network and a strong head
office in Toronto, Canada.
C.
or contact Elizabeth Monaghan at 416-418-8751
or emonaghan@wsicorporate.com. R. Horton, director of Extended
Campus Internet at Limestone
College, is proud to say that his
school has largest number of veterans of
any private school in South Carolina. He’s
education can advance a veteran’s career.
After leaving the Navy, Horton was self-
employed, working as a contractor with
the federal government. Realizing he need-
ed to further his education, he enrolled at
eight weeks long. Classes that take place
in a classroom are usually only four weeks Start writing your story. Be part of ours.
long and cover one subject at a time. RESUMES AND COVER LETTERS
“Students can choose whether they www.tmobile.jobs EOE
visithttp://recruitmilitary.com/resume-writing
visit www.recruitmilitary.com/resumes
would rather be in a regular classroom or

We’re talking about the rest of your life... RESUMES AND COVER LETTERS

choose Wisely.
visit www.recruitmilitary.com/resumes
GI JOBS MAGAZINE

OUR MISSION:
03/01/2011, 06/01/2011, 10/01/2011, 12/01/2011
1735178
re-entering civilian life is tough duty – and no one really understands
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28 ❘ MAY / JUNE 2011 CTU-27224_COOP_KB Mil ad_F.indd 1 MAY / JUNE 2011 ❘ 3/31/11 ®12:23
Search & Employ 29
❘ PM
 GET ASSERTIVE

Your Next Mission: HOW TO WORK a RecruitMilitary company is trying to fill. For example, a Who will be there?
OWN YOUR OWN TRAVEL BUSINESS
opportunity Expo
drugstore chain may be recruiting for po- The overall scene. Your first stop at
sitions in transportation/distribution or a RecruitMilitary Opportunity Expo will be a reg-
CruiseOne ® is the leading accounting. istration desk where you will fill out a brief form
Even if you are not going to the event and receive a list of the organizations—called
home-based travel reta iler
for Maximum Success to discuss continuing your education, “exhibitors”—that have booths at the event. You
a nd one of the top home-based talk with the recruiters at the booths for will also get a copy of Search & Employ®.
educational institutions. Today’s institu- When you enter the actual Opportunity
businesses in the United States. tions deliver learning opportunities in Expo area, you will see many closely spaced
exhibitor “booths”—tables and various dis-
by robert walker one-on-one interview at an employer’s many ways other than traditional, full-
plays. At the booths, recruiters who represent
place of business. And that should be a time, daytime classes on a campus. A few It takes a lot of good things to make up a good bank. Good ideas. Good practices.
the exhibitors will talk with you.
business suit or, at the very least, a busi- minutes of conversation may lead to an

T
here are opportunities all
over the room at RecruitMili-
tary Opportunity Expos—job
opportunities with employ-
ers, opportunities to go into business for
yourself with franchisors who value your
ability to get the job done, and opportu-
nities to advance your education via on-
line and on-campus learning.
How do you find the opportunities that
are best for you? Below are some tips on
interviewing with recruiters at a military-
to-civilian opportunity expo.
Dress for the part. If you are on active
duty or you are attending the expo on a
Visit us at reserve or National Guard drill day, wear-
www.CruiseOneFranchise.com ing your uniform to the expo is great. In
800-495-6960
all other cases, you should wear the same
or call civilian outfit that you would wear at a
ness casual outfit, complete with jacket.
Stay enthusiastic if a recruiter asks you
to email your resume to his/her company.
The recruiter will not be brushing you off.
In fact, being asked for the email will be a
good sign. Many companies require their
recruiters to gather resumes by email: (1)
to obtain HR information as required by
law; and (2) so they can direct desirable
job seekers to different departments.
Asking for a resume to be emailed also
acts as a test of a job seeker’s interest in
the specific opportunity. So tell the re-
cruiter that you will comply – then do it.
Try to get to all of the booths, even
those that may not seem as if they have
any opportunities for you. An employer’s
name or its primary industry does not
necessarily indicate what openings the
unexpected continuing-education solu-
tion that is right for you.
Another factor to consider: Most of the
educational institutions at our events
are always on the lookout for people to
go to work for them. If you have a high
level of knowledge on almost any subject
and you think you might have a talent for
teaching and/or designing courses, talk
with the recruiters.
I have similar advice for job seekers
who have not been thinking of going into
business for themselves. Franchise op-
portunities are available in a tremendous
variety of fields. Arranging for financing
may be easier than you think, with sur-
prising discounts available to veterans.
Continued on Page 32
Good execution. And more than anything, good people. It’s how we started.
Who will be the exhibitors? It’s how we grew. And with over 22,000 employees and 1,500 branches across
A wide variety of exhibitors attend our
events—corporate employers, law-enforce- 12 states, we continue to grow.
ment agencies and other government employ-
As you transition from military life to civilian, see what Citizens Financial Group
ers, franchisors, and both campus-based and
has to offer.
online educational institutions.
The corporate employers are engaged in
construction, defense contracting, energy
TO VIEW ALL JOBS AND APPLY ONLINE, PLEASE VISIT
production, manufacturing, security, transpor-
tation and logistics, engineering, healthcare, SEARCHANDDESTROY.CFGCAREERS.COM
finance, insurance, information technology,
retail, and home services, to name just a few
industries. Their recruiters interview for all
kinds of jobs: salaried, hourly, and part-time;
professional and technical.
Although the exhibitors work in many dif-
ferent industries, all of them share one char-
acteristic: an eagerness to recruit men and
women who have military backgrounds. So
It is the policy of RBS Citizens, N.A. to provide equal employment and advancement opportunities to all colleagues and applicants for
step right up and present yourself! employment without regard to race, color, religion, sex, age, national origin, sexual orientation, gender identity or expression, disability,
genetic information, pregnancy, veteran or military status, marital or domestic partner status, or any other factor protected by federal, state,
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30 ❘ Search & Employ ® MAY / JUNE 2011 WWW.recruitmilitary. C OM WWW.recruitmilitary. C OM MAY / JUNE 2011 ❘ Search & Employ ® ❘ 31

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Continued from Page 31
Stop by the franchisors’ booths—one
of them may very well have a plan that
matches your interests and your situa-
tion.
Memorize your story. Before you go to
employers’ booths, create some talking
points. Put together a 30-to-60-second
“story” about yourself that includes
some of your successes and areas of
interest. Be ready to discuss how your
military experience relates to the civil-
ian workplace. You should also prepare
yourself for a long, detailed interview—
employers have hired people on the spot
at our events.
The three E’s. Be energetic, enthusias-
tic, and engaged at all times. Recruiters
talk with job seekers all day. Job seekers
who stand out are not only qualified, but
also have a high likeability factor.
Ask questions. Turn an interview with
an employer into a “two-way street” by
asking plenty of questions. Some exam-
ples:
▼ What are the responsibilities of the
job?  identify you generally. Send your question
▼ To whom would I report?  Robert Walker is Director, Events and Na-
▼ What are the opportunities for ad-
vancement from this position?  veteran of the United States Army.
After CTI’s spray-on treatment
• Comprehensive training at • Revolutionary Design, Presentation
company headquarters and Estimating Software
• Co-op advertising • Dealership investments
as little as $10,000
• Toll-free factory support hotline (secured by stocking inventory)
• info@flycti.com www.flycti.com
Stay enthusiastic
if a recruiter asks you
to email your resume
to his/her company.
The recruiter will not
be brushing you off.
In fact, being asked
for the email will be
a good sign.
▼ What kind of person does your com-
pany need for this job?
▼ What short-term and long-term chal-
lenges should one expect in this posi-
tion?  company or employment office. Please
▼ What are the short-term and long-
term objectives of your company?
tional Accounts, at RecruitMilitary and a
WWW.recruitmilitary. C OM
ASK CHAD
Ask Chad about careers
Chad Sowash answers career
questions submitted by men and
women who are transitioning from
active duty to civilian life, veterans who
already have civilian work experience,
members of the National Guard and
reserve forces, and military spouses.
Chad is Vice President of Business
Development at Direct Employers
Association, where he leads VetCentral
and several other veteran-centric
employment projects. Chad is a veteran
of the United States Army, where he
served as an Infantry Drill Sergeant.
More questions are welcome. We are
after questions that apply to your own
situation and are specific in nature—but
not questions that relate to a particular
include your name with your question.
Chad will not use your name, but will
to Katie Becker, the Editor of Search &
Employ®, at katie@recruitmilitary.com.
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WWW.recruitmilitary. C OM
by chad sowash every type of job that can be found in which propels veterans past their civil-
the civilian sector. Those visionary com- ian counterparts who have to retrieve
panies have been able to successfully coffee and take notes at meetings during
I separated from staff their organizations with quality as- their early days. Don’t get me wrong –
the Navy in Sep- sets from talent pools that never dry up. even lowly privates performed the same
tember 2010 where But the question is: how can YOU better coffee retrieval missions – although the
I was an Opera- translate your skills to help the under- opportunity to lead begins on day one in
tions Specialist for educated employer understand what the military. Use your edge in this area
nine years. I am
having a problem
you bring to the table?
First, you need to break down your job
and fully describe the amount of people
under your command, as well as what
finding jobs that fit
my job experience
into every single component.
What did you do daily? Think through
you were able to achieve with those
numbers.
and description. What can I do to help
me better understand and know what
every single one of your responsibilities
and then make a list of them. Almost
Make sure that you highlight all of the
military leadership schools and training
jobs I should and should not apply for? every military position consists of logis- you received. Be prepared to explain
I’ve tried categorizing, narrowing down, tics, risk management, and many differ- how it helped you then, and how it will
and extreme searching. Are there any ent variations thereof. The amount of continue to help in this new civilian
resources or websites out there that can logistical and risk management skills I position. Remember, most employers
translate my skills or that list potential was exposed to as a Senior Drill Sergeant will struggle to fully understand your
jobs by skill sets? daily was astounding and could never be skills pertaining to the primary job train-
duplicated on the civilian side. Demon- ing you received, but what about all of
This is a very typical situation for strate what you have done and what you the other ancillary training? Will Combat
many transitioning military. Many em- can bring to the table for the employer. Lifesaver, Hazardous Materials, Driving, or
ployers are just now starting to under- Were you in a leadership position? The maybe even the tremendous amount
stand that the military staffs its ranks military does not create followers; rather,
with quality personnel that represent it builds leaders at a very young age Continued on Page 34
4:27 PM Page 1
1BG/A
4/4/11
Job No:
MIXB-A38
Job Nam
Rock You
AA Male
Pub: Sear
Issue Date
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MAY / JUNE 2011 ❘ Search & Employ ® ❘ 33
 Make sure that derstanding of how to articulate the
skill sets you bring to the table without
having to translate from a military oc-
you highlight all cupation base. Any hiring company you
come across should see this as a chance
of the military to put a feather in their cap by hiring a
veteran who has great civilian workforce
leadership schools experience.
I would assume that you are looking at

Continued from Page 33
of Equal Opportunity Training be relevant?
The answer is to do the work for the
employer by translating your own skills,
and framing them in a way to show they
are relevant for the position for which
you are applying. Last but not least,
there are many websites you can use
to research translating military occupa-
tions into civilian terms, although none
can describe your experiences which
are not tied to the military occupation
better than you can. My opinion would
be to start the translating process
yourself and then visit a Local Veterans
Employment Representative (LVER) in
a state workforce location near you to
round out the rough edges.
I served in the Army from 1969 - 1971
with a tour of duty in Vietnam. Before
and after my military service, I spent
several years working for major retail
companies. After completing college
with the help of my GI Bill, I became a
teacher and later a school administrator.
After 30 years in that profession, I retired
thinking my future was secure, only to
find at age 63 that it is not. What are the
employment possibilities for someone
my age who has been out of the work
force for several years?
It is a great advantage that you have
been in the civilian market for 40 years,
because this gives you a superb un-
and training you many career path options now and be-
lieve that with the knowledge and experi-
ence you bring to the market you could
received. explore getting back into school adminis-
tration, or possibly even a consulting gig.
Be prepared I suggest that you research the local
job market to see what jobs are avail-
to explain how it able. Then, use the business contacts
that you built over the last 40 years to
NETWORK, NETWORK, and NETWORK
helped you then, some more. Let’s face it – employee
referrals are generally the number one
and how it will hiring source for any company.
I believe the dichotomy of these two
continue to help experiences demonstrates that we as
veterans will always face adversity,
in this new civilian whether we are freshly transitioning or
forced into change after many years.
Although I believe the sole answer will
position.  always be that great strength is earned
by fighting through adversity.
Drive on! 

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34 ❘ Search & Employ ® MAY / JUNE 2011 WWW.recruitmilitary. C OM WWW.recruitmilitary. C OM MAY / JUNE 2011 ❘ Search & Employ ® ❘ 35
 energy & uti l ity d ire c tory energy & uti l ity d ire c tory energy & uti l ity d ire c tory energy & uti l ity d ire c tory energy & uti l ity d ire c tory energy & uti l ity d ire c tory energy & uti l ity d ire c tory energy & uti l ity d ire c tory energy & uti l ity d ire c tory

Energy and Utility Directory Dashiell Corporation Express Energy Kansas City Power & Light Orion South, Inc. Seatrax, Inc. Team Industrial
Services, Inc.
Valero Refining Co.
– Louisiana
Þ The energy and utility organizations listed below have demon-
strated their commitment to recruiting veterans by exhibiting at
Defense Energy FirstEnergy Corporation Kinder Morgan, Inc. Osmose Utility Services, Inc. Sercel, Inc. Customer Success Is Our Mission
Support Center Tenaris Veolia Environmental
RecruitMilitary Veteran Opportunity Expos and/or advertising in Florence Electric LLC Luminant Pacific Power Shell Oil Company Services
Search & Employ®. The editors of this magazine urge job seekers Defense Nuclear Facilities The Ocean Corporation
who are interested in the energy and/or utility sector to research Safety Board GE Energy Services Marathon Oil Pepco Holdings, Inc. Shell Oil Products,
US Martinez Refinery The Shaw Group, Inc.
VeraSun Looking

for candidates with security
and apply to these organizations. Deffenbaugh Industries, Inc. GE Oil and Gas - Hydril, LLC MasTec Advanced
Technologies
Petro-Log International, Inc.
Sloss Industries Thomas and Betts
Washington Closure
Hanford clearances to join the Raytheon MOS team!
Allegheny Energy Birmingham Water Works Denver Water Department Generac Power Systems Philadelphia Gas Works Corporation Corporation
Company Nalco Energy Services, Waste Connections Candidates interested in the following positions
BJ Services Co. Detroit Edison Company - General Atomics Downstream Powell Electrical Systems, Smith International, Inc. Timec Company, Inc.
DTE Energy Inc. Waste Industries should send their resumes to MOScareers@raytheon.com
Allied Waste, Inc.
BP General Electric Nashville Electric Service SolarWorld Titan Management USA, Inc.  Senior Computer Network Technologist I  Supply Chain Associate
Alstom Power, Inc. Dixie Electric Prairie State Generating Co.,
Membership Corp. GlobalSantaFe National Energy Services, LLC Solid Waste Management / TIW Corporation Waste Management  Principal Electrical Engineer  Manager III - Program Management
BP Oil Refinery  Senior Systems Administrator II
Ambit Energy / Discount Corporation Downstream City of Houston  Program Manager
Electric Biz Buckeye Power Sales Dominion Precision Well Logging, Inc. TolTest, Inc. Waste Management  Systems Engineer  PC / Client Server Analyst II
Golden States National Grid USA Solutia, Inc. of Washington  Systems Architect
Dresser, Inc. Water Company Pride International Transocean Offshore  Procurement Specialist I
American Water Calpine Corporation  Senior Environmental Health and Safety Engineer
Enterprises National Nuclear Security Southern California Edison Deepwater Drilling, Inc. We Energies  Comp Network Technologist
 Senior Linux / Unix Systems Administrator
Carolina Energy Solutions DRI Companies Greene’s Energy Administration PSE&G Company  Field Engineer
TRAX International Westinghouse Anniston  LAN / WAN Technologist II
Apex Energy Solutions  Software Engineer  Multi-Disciplined Engineer
CenterPoint Energy Duke Energy Gulf Fleet, LLC National Oilwell Varco Quality Companies Southern California Gas
Corporation Company TXU Westinghouse Electric  Contracts Negotiator  Systems Engineer
Ariel Corporation
Chesapeake Energy Halliburton Energy Services Noble Drilling Rapid-Torc Company  Principal Systems / Software Engineer  Tech Support
Arizona Public Service Corporation Dyno Nobel, Inc. Group Southern Company U.S. Gas and Electric
Company North American Energy Rolls-Royce Energy Wood Group Power
ChevronPhillips Eaton Corporation Halliburton - Sperry Drilling
Services
Services Systems Southern Pump and Tank
Company
U.S. Nuclear Regulatory
Commission
Operations Innovative technologies. Superior solutions.
Baker Hughes
Chromalloy Power Division EDG Resources, Inc. Northern Natural Gas Salt River Project AG Worldwide Worker Raytheon Company is a technology and innovation leader specializing in defense, homeland
Baltimore Gas Helix ESG Company Standard Aero United Waste Water security, and other government markets throughout the world. We provide electronics,
and Electric Co. Clary Corporation Elliott Company Sandridge Energy, Inc. Services—TeamUSI Yuba Heat Transfer mission systems integration, and other capabilities in the areas of sensing; effects; and
Heritage Environmental Northwest Renewable Energy Stones River Electric command, control, communications, and intelligence systems, as well as a broad range of
Bechtel Corporation—Power Con Edison Enterprise Products Services Institute SC Field Technical UtiliCon Solutions, Ltd. Zeeco mission support. The company is based in Waltham, Mass., and employs 75,000 worldwide.
Services, Inc. Sunoco
Evergreen Solar, Inc. Ignite NSTAR Utiliquest, Inc.

Bechtel Plant Machinery, Inc.
BGE - Constellation Energy
Bio Energy-Washington, LLC
S
Consol Energy, Inc. At IIS, we transform data into intelligence. As a leading systems and solutions provider of
Schlumberger Superior Energy Services
Exploration Services Indeck Power Equipment Co. OGE Energy Corporation Oilfield Services V & M Star intelligence, security, and advanced information technologies to government customers in
Constellation Energy the United States and internationally, IIS employs more then 9,000 throughout the world.
Corporation Tanknology
Covanta Energy Just Energy Oncor Energy Schweitzer Engineering Labs

36 ❘ Search & Employ ® MAY / JUNE 2011 WWW.recruitmilitary. C OM WWW.recruitmilitary. C OM MAY / JUNE 2011 ❘ Search & Employ ® ❘ 37
 e d u c ation d ire c tory e d u c ation d ire c tory e d u c ation d ire c tory e d u c ation d ire c tory e d u c ation d ire c tory e d u c ation d ire c tory e d u c ation d ire c tory e d u c ation d ire c tory e d u c ation d ire c tory e d u c ation d ire c tory e d u c ation d ire c tory e d u c ation d ire c tory

ARE YOU:
Education Directory 
Þ The institutions listed below have demonstrated their commit-
Columbia Southern University
Commercial Diving Academy
Community College of Allegheny County
Embry-Riddle Aeronautical University
Emily Griffith Opportunity School
of Aviation Maintenance
and Technology
Irvine University
ITT Educational Services, Inc.
Michigan Institute of Aviation and Technology
Mid-America Christian University
Milestone Technical Institute
Orleans Technical Institute
Our Lady of The Lake College
Park University
Southern Methodist University
Southern State Community College
Southwest Truck Driver Training
University of Alabama at Birmingham
University of Baltimore
University of Cincinnati GOOD.
Community College of Baltimore University Everest College / Chicago ITT Technical Institute Milton Hershey School Parker Professional Driving School Southwestern Christian University University of Denver
ment to the education of veterans by exhibiting at RecruitMilitary
Veteran Opportunity Expos and/or advertising in Search & Employ®.
Community College of Philadelphia Everest Institute / Pittsburgh Jacksonville University Monterey Institute of International Studies Paul Quinn College Southwestern College University of Houston BE AN ALLSTATE
Penn State Great Valley Spencerian College University of Indianapolis
The editors of this magazine urge veterans who are interested in
Concorde Career College
Concordia University
Everest University
Excelsior College
Job Training Institute
John Carroll University
Montgomery Community College
Montreat College Pennsylvania Culinary Institute Spring Hill College University of Kentucky
AGENCY OWNER.
furthering their education to consider these institutions.
Corinthian Colleges, Inc. FastTrain Johns Hopkins University Morgan State University MBA Program Philadelphia Community College Springfield College University of Louisville
Academy for Educational Development Berkeley College Corporate College /Cuyahoga Faulkner University Johnson and Wales University Mount Olive College – Raleigh Philadelphia University Stevenson University School of Graduate University of Maryland University College No company out there offers a faster-to-market
Academy of Arts University Bethel College Community College Five Towns College Johnson C. Smith University Nashville Auto Diesel College Phoenix School of Holistic Health and Professional Studies University of New Orleans opportunity for success like Allstate
Alliance School of Trucking, Inc. Briarcliffe College Creighton University Florida Career College Jones International University National American University Pittsburgh Institute of Mortuary Science Stratford University University of Oklahoma Outreach
Allied College Brookline College Culinard – The Culinary Institute Florida International University Kansas State Continuing Education National College Pittsburgh Technical Institute Strayer University University of Phoenix
of Virginia College Fontbonne University Kaplan University National Institute of Technology PowerSport Institute Tarleton State University University of Pittsburgh Own your own business*
All-State Career School Brooks Institute
American College of Technology Brown Mackie College Cumberland University Fortis College Keiser University National Personal Training Institute (NPTI) Prairie View A&M University College Texas A&M University University of Southern California - Davis
American InterContinental University Bryant and Stratton College Cuyamaca College Front Range Community College Center Keller Graduate School of Management National Training Schools of Business Texas Chiropractic College School of Gerontology Free, in-depth education for you and your staff
American Military University Campbell University CyberTex Institute of Technology for Transportation Safety Kentucky Horseshoeing School National University Ranken Technical College Texas School of Business University of Texas at San Antonio
Anthem Career College Campbellsville University, Inc. Dallas Baptist University Gardner-Webb University Lake Washington Technical College New England Art Institute Redstone College Texas Southern University University of the Rockies
Texas State Technical College University of Washington
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Antonelli College Capella University Daymar Institute Geneva College Adult Degree Langston University New Horizons Computer Learning Center Regent University
Aquinas College Capitol College Delaware Valley College Completion Program LaSalle Learning Center New York Film Academy Regis University Texas State University University of West Alabama
Argosy University Cardinal Stritch University Delta Connection Academy George Washington University Laurus Technical Institute Nicholls State University Reinhardt University The Art Institute of Austin Vatterott College GET A FAST START
Arizona State University Carnegie Mellon University DeVry University Georgia School of Construction Le Cordon Bleu Culinary Academy – Atlanta North Carolina Central University Robert Morris College The Art Institute of Dallas Virginia College
Ashford University Central Methodist University Dillard University Georgia State University Army ROTC Lesley University North Carolina State University Robert Morris University The Art Institutes Virginia Commonwealth University call 1-877-711-1006
Ashworth College Centura College Divers Academy International Golden Gate University Limestone College Northcentral University St. Augustine University The Institute of Medical Education Wake Forest University
Averett University Chamberlain College of Nursing Drexel Online Golf Academy of America Lincoln College of Technology Northern Kentucky University St. Gregory University The Medix School Walden University
Aviation Institute of Maintenance Champion School of Real Estate Drexel University Grand Canyon University Lincoln Technical Institute Northland Community and Technical College St. Louis University The National Graduate School Warner Pacific Colleges
Aviator College of Aeronautical Science Chancellor University Drexel University College of Medicine Grantham University Lipscomb University Northwest Renewable Energy Institute St. Mary’s University of San Antonio The Refrigeration Institute Washington University School of Medicine
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38 ❘ Search & Employ ® MAY / JUNE 2011 WWW.recruitmilitary. C OM WWW.recruitmilitary. C OM MAY / JUNE 2011 ❘ Search & Employ ® ❘ 39
 ★ ★ ★ ★ ★ ★
GET HIRED

12 Transitioning Techniques Both are published by the Bureau of La-

by jasen williams
A few weeks ago,
I received word that
a reporter wanted
to interview me for
an article about ac-
tive duty personnel
who were about to
transition out due
to a base realign-
ment. The reporter
was seeking advice to pass along to the
large number of men and women who
would be affected.
Below are 12 solid techniques that we
have found serve the transitioning audi-
ence well; the order is not relevant.
➽ 1. Go where you can be found. Reg-
ister as a job seeker on job boards, then
search for jobs on those boards. Include
a board that specializes in military-to-
civilian recruitment. We operate such a
board at www.recruitmilitary.com. Look
for job board features that enable jobs
that match your profile to be “pushed”
to you for viewing. Remember to fill in
every field as if your next employer were
reviewing you personally.
➽ 2. Be seen. Attend job fairs, career
fairs, career expos, etc. We recommend
especially military-to-civilian events. We
produce such events, called RecruitMili-
tary Veteran Opportunity Expos. These
events are terrific networking and refer-
ral opportunities; if an exhibitor doesn’t
have any positions open that suit you, I
bet they know someone else that does.
➽ 3. Prepare a resume that translates
your military skills, training, experiences,
etc., into qualifications for civilian jobs.
We recommend that you get professional
help with your resume, especially help
from a service that specializes in re-
sumes for job seekers who have military
backgrounds. We offer such a service.
➽ 4. Research industries and occupa-
tions methodically, looking for opportuni-
ties that are a good fit for your interests,
have sufficient income potential, and
match your skills, training, and experi-
ence. Two good sources of information
are the Occupational Outlook Handbook
(www.bls.gov/oco) and the Career Guide to
Industries (www.bls.gov/oco/cg/home.htm).
bor Statistics, which is part of the United
States Department of Labor.
➽ 5. Network with your friends. Use
face-to-face conversations, phone calls,
email, texting, and social media such as
LinkedIn and Facebook. Expand your
network by telling friends of friends that
you are in the job market.
➽ 6. Sharpen your interviewing skills. Be
prepared to answer the question, “Tell me
about yourself” with a thoroughly re-
hearsed response lasting no more than two
minutes. Lead off with statements about
your upbringing, your schooling, and your
military experience. Then describe one or
two of your strengths related to the job or
company. Find a fellow veteran working in
Human Resources or recruiting to give you
some tips on how to be effective.
➽ 7. Research specific companies for
which you would like to work. Then go
online and apply for jobs with those
companies. Also, place cold calls with
those companies. Try to get through to
someone who would be in your chain of
command if you got hired at that compa-
ny. Be prepared to take a lesser job than
the one you initially wanted, especially if
the position you take is a logical stepping
stone to the one you originally desired.
➽ 8. Pay strict attention during your
ACAP (Army Career and Alumni Program)
Federal Education Benefits for Veterans
or TAP (Transition Assistance Program)
classes, and take what they say to heart.
➽ 9. Be prepared. Dress for success.
Wear a business suit to all expos, inter-
views, etc.
➽ 10. Use the services of your state
employment office—for example, the ser-
vices of a Local Veterans’ Employment
Representative (LVER) or a representa-
tive of the Disabled Veterans’ Outreach
Program (DVOP).
➽ 11. If you qualify, use the services of
the Vocational Rehabilitation and Em-
ployment (VR&E) VetSuccess Program of
the United States Department of Veterans
Affairs. VetSuccess (http://www.vba.va.gov/
bln/vre/), also known as the Chapter
31 program, helps veterans who have
service-related disabilities prepare for,
find, and keep suitable jobs.
➽ 12. And finally – Remain enthusiastic
in your search for employment. There’s
many of us (veterans and civilians alike)
working diligently every day towards
encouraging employers to hire you.
Jasen Williams is Senior Director, Strategic
Accounts, at RecruitMilitary and a veteran
of the United States Marine Corps.
This magazine and other media
use various terms to refer to federal
programs that provide education ben-
efits for veterans—Yellow Ribbon, GI
Bill, Chapter 35, etc. The paragraphs
below will help you sort outRECRUITMILITARY
those
terms and others, learn about the pro-
grams, determine your eligibility, etc. with a service-connected disability af-
The chapters mentioned are parts of
Title 38 of the United States Code.
✽ Chapter 31 defines the Vocation-
al Rehabilitation and Employment
(VR&E) VetSuccess Program. The main
function of VetSuccess is to help veter-
ans who have service-connected dis-
abilities become suitably employed,
maintain employment, or achieve inde-
pendence in daily living. The services
provided by VetSuccess include post-
secondary training at a college, voca-
tional, technical, or business school.
For more information, visit http://vetsuc-
cess.gov/va_vre_and_vetsuccess
✽ Chapter 33 defines the Post-9/11
GI Bill as authorized by the Post-9/11
Veterans Educational Assistance Act
of 2008. This program expanded ben-
efits of the then-current program, the
Montgomery GI Bill. The Post-9/11 is
for individuals with at least 90 days of
aggregate
DESTINYservice
LLC on or after Septem-
ber 11, 2001, or individuals discharged
BCHAPMAN
ter 30 days. For more sc/sc
information, visit
http://gibill.va.gov/post-911/post-911-gi-
bill-summary/
✽ Chapter 35 defines the Survivors’
and Dependents’ Educational Program
(DEA), which provides education and
training benefits to dependents of veter-
ans who are permanently and totally dis-
abled as a result of a service-related con-
dition or who died while on active duty
as a result of a service-related condition.
For more information, visit http://gibill.
va.gov/post-911/other-programs/dea.html
✽ “Yellow Ribbon Program” is the Yel-
low Ribbon GI Education Enhancement
Program of the Post-9/11 Veterans Ed-
ucational Assistance Act of 2008. This
program allows institutions of higher
learning (degree-granting institutions)
in the United States to enter voluntari-
ly into an agreement with the United
States Department of Veterans Affairs
(VA) to fund tuition expenses that ex-
ceedCH039278B
the highest public in-state tuition
2011
rate. The institution may contribute
4.79 x 5.25” (4c process)
up to 50% of those expenses, and the
VA will match the 2 contributed amount.
WELLP0003
For more information, visit www.gibill.
va.gov/gi_bill_info/ch33/yellow_ribbon.htm

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Better health care, thanks to you.
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® Registered Trademark, DiversityInc Media LLC
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EOE

40 ❘ Search & Employ ® MAY / JUNE 2011 WWW.recruitmilitary. C OM WWW.recruitmilitary. C OM MAY / JUNE 2011 ❘ Search & Employ ® ❘ 41

ITT Advertisement
 for Veteran-Friendly Employers, for Veteran-Friendly Employers,
SPECIAL SECTION | Franchisors and Educational Institutions SPECIAL SECTION | Franchisors and Educational Institutions

Welcome to Search & Employ,

Veteran Employment Bulletin
®

the “connections” magazine for job seekers who

have military backgrounds. Search & Employ®
Is Providing Performance Feedback Foolish?
connects those men and women with providers of
career opportunities—direct employers, franchisors,
and educational institutions. We distribute more than
36,000 copies every other month to transition coun-
Published – Read with Care . . . part two of a three-part series on this subject and the ninth article written for Search & Employ® by Susan J. Sterritt, Senior Professional in Human Resources (SPHR®), MS, BS, BA. Sterritt is a Learning
and Development Consultant with Employers Resource Association (ERA) in Cincinnati. She served nine years in the Army Reserves, devoted more than 20 years of her career to management positions
in human resources, and now uses her expertise to teach, coach, and develop leaders.
selors at military bases throughout the world, Na- use it. Nothing precludes a service- So now, back to “my lead”—there is a
tional Guard and reserve units, and job seekers who
by Matt murphy
member in transition from registering strong demand for veteran job seekers by susan J. sterritt next steps, but also helps you keep your that those who pause before answering performing to standard, how would I

T
attend RecruitMilitary Opportunity Expos throughout
he con- for unemployment AND receiving GI in Corporate America right now. Why feedback viable and credible. And your are perceived to be more intelligent. know it?” or “What does ‘consistently
the United States. In addition, we distribute an elec-
ventional Bill benefits. In the fall of 2010, 260,000 the demand? Certainly, due to patrio- active listening builds relationship since This simple alteration can make the meets or exceeds expectations’ look

tronic version with the same content via a link in our
monthly newsletter, The VetTen, which we email to
more than 100,000 job seekers who are registered
in our database at www.recruitmilitary.com. We also
post the electronic version on our website.
This is the 15th issue with a section for provider or-
ganizations. Subjects of the previous sections were:
„ January/February 2009 | military skill sets;
ages and states of residence of veterans; levels of
education of veterans.
„ March/April 2009 | college majors of veterans
who were officers with “combat specialty” military
occupations; guide to affirmative action; ethnic distri-
bution of veterans.
„ May/June 2009 | numbers of personnel of vari-
ous ranks who are leaving active duty; gender distri-
bution of veterans; advantages of recruiting veterans
as students for continuing-education courses.
„ July/August 2009 | work interests of veterans;
tips on interviewing veterans; more about recruiting
veterans as students.
„ September/October 2009 | where veterans
want to work; advice on hiring veterans with dis-
abilities.
„ November/December 2009 | educational
attainment levels of the job seekers in the database at
www.recruitmilitary.com.
„ January/February 2010 | security clear-
ances of the veteran talent pool; what qualities make
veterans great hires.
„ March/April 2010 | work interests of Junior
Military Officers (JMO’s) who are registered as candi-
dates at www.recruitmilitary.com.
„ May/June 2010 | the need for employers to
embrace ongoing education to remain competitive;
the headquarters staff of Search & Employ®.
„ July/August 2010 | military relocation benefits;
key ways to lose key employees; RecruitMilitary’s
Online Customer Support Team.
„ September/October 2010 | career interests
of former enlisted personnel; developing leaders in
small business.
„ November/December 2010 | the value of vet-
erans in the civilian sector; a profile of RecruitMilitary’s
Outbound Sales Group; the success of the DHS Sec-
ond Annual Veterans Hiring/Job Fair and how Recruit-
Military can produce your major recruiting events.
„ January/February 2011 | introduction of Re-
cruitMilitary’s new job board and the Opportunity Expo
team; veteran enrollment initiatives for universities.
„ March/April 2011 | analysis of providing per-
formance feedback (first in a series of three articles);
daily email notification feature for saved searches
on RecruitMilitary’s new job board; new content and
featured industries in Search & Employ®.
If you would like a copy of any of those issues,
just ask your RecruitMilitary Account Executive.
wisdom
regarding unem-
ployment among
veterans is highly
misleading.  The
argument goes
like this: Unem-
ployment among
veterans who served most recently—
Gulf War era-II veterans—is higher than
among nonveterans in the labor force.
Therefore, either ❶ those veterans have
one or more problems that make them
less employable, ❷ their military experi-
ence has not prepared them adequately
for civilian work, ➌ employers are reluc-
tant to hire them or do not make a par-
ticular effort to hire them, or ❹ some
combination or variation of the above.
The conventional wisdom is often the
lead in stories and reports about veter-
an job seekers. But, in my view, the lead
should assert just the opposite: There
is a strong demand for veteran job seek-
ers in Corporate America right now.
Why am I writing about this right
now? On March 11, 2011, the Depart-
ment of Labor’s Bureau of Labor Statis-
tics (BLS) published Employment Situ-
ation of Veterans – 2010 (http://www.bls.
gov/news.release/vet.nr0.htm), an annual
report filled with facts and figures.
Sure enough, in the report, the sta-
tistics for Gulf War-era II veterans show
a higher unemployment percentage
(11.5%) than for nonveterans (9.4%).
But on the whole, veterans enjoyed bet-
ter employment than their non-serving
counterparts (8.7% versus 9.4%). Fur-
thermore, the BLS report points out
that, “in general, Gulf War-era II veter-
ans had unemployment rates that were
not statistically different from those of
nonveterans of the same gender and
age group.”
But even if the two-point difference
noted above were statistically signifi-
cant, the difference would be easy to
explain.
➽ 1. Transitioning veterans have a
great alternative with the new Post-
9/11 GI Bill, and hundreds of thousands
veterans enrolled through the GI Bill
(http://www.defense.gov/news/newsarticle.
aspx?id=61337)
➽ 2. There is an explainable timing
issue for servicemembers in transition.
Men and women who are serving over-
seas need to address other primary is-
sues upon separation—where to live and
what to do with their household goods,
for example. And consider this: Most ci-
vilians who know that their employment
situation may be about to change (due to
anticipated downsizing, layoffs, etc.) re-
vise their resumes, update their LinkedIn
profiles, connect with their networks,
and so forth. But deployed servicemem-
bers simply cannot begin that process.
➽ 3. Many servicemembers bank
much of their pay while deployed. Upon
returning, they wish first to reconnect
with family and friends, and then “de-
compress” before pursuing a job.

New Record, New Content - Again
We are pleased to announce
that this issue of Search & Employ® is
the largest ever, supported by a record-
breaking 29-5/8 pages of advertising.
Sound familiar? We made a similar an-
nouncement in the last issue. And, as last
time, all of us at RecruitMilitary would like
to thank all of the advertisers in this issue
and all previous issues for helping Search
& Employ® help transitioning and veteran
military, members of the National Guard
and reserves, and their spouses find out-
standing civilian jobs, business opportuni-
ties, and continuing education programs.
In the last issue, we also announced
that we were changing one of the two
editorial themes for the September/Oc-
tober 2011 issue of Search & Employ®.
The themes for that issue will be Health-
care and Retail. We are also chang-
ing one of the two themes for our July/
August 2011 issue. The themes will be
❶ transportation and logistics and ❷ lei-
sure and hospitality.
tism or a sense of doing the right thing.
But we have found that the primary
motivation is the fact that hiring veter-
ans is smart business. Employers need
what veterans bring to the table:  ❶
character, ❷ specific skill sets, ➌ diver-
sity, and ❹ security clearances.
RecruitMilitary works with thou-
sands of companies that use our re-
cruitment mechanisms to connect with
veterans every day. I am sure there are
legitimate anecdotal cases where de-
serving veterans are truly struggling;
but as a whole, veterans in the job mar-
ket do not need a sympathetic boost.
They will do exceedingly well, as will
the employers that hire them.
Matt Murphy is Chief Operating Officer at
RecruitMilitary and a former Lieutenant in
the United States Navy. Contact him at 610-
933-3331 or matt@recruitmilitary.com.
And in the last issue, we announced
that we were launching an advertisers in-
dex with links to the advertisers’ websites.
In the present issue, we are launching two
directories. On pages 36 and 37 is a list
of companies in the energy and utilities in-
dustries that have advertised in Search &
Employ® and/or exhibited at a RecruitMili-
tary Veteran Opportunity Expo. On pages
38 and 39 is a list of educational institu-
tions that have done the same.
We selected the energy and utility in-
dustries and the field of education to sup-
port this issue’s articles on our two edito-
rial themes. Accordingly, our July/August
2011 issue will contain directories of
companies in transportation and logistics
and companies in leisure and hospitality.
The directories are just another mecha-
nism that we are providing to help mili-
tary job seekers find great employment,
business-ownership, and educational op-
portunities—and to give our clients more
mileage for their recruitment dollars.
I
n the previous it is a supreme demonstration of cour- difference between employee resistance like in my job now?” Vague commentary
issue, I suggest- tesy and respect. and engagement in the meeting. such as, “You need to be more of a team
ed that deliver- You can expect to talk too much if Why employ this technique? It player” that is not followed by specific
ing poorly planned you are nervous. Just remember that triggers more spontaneous informa- examples of behavior and remedies
performance it is easier to take the upfront time to tion because it leads to employees’ will simply lead to more of the inferior
feedback is foolish, prepare properly than to waste count- elaboration, which in turn allows you performance.
and avoidable. less interactions later trying to repair to understand their often mysterious,
➽ Yap about things that actually matter.
Assuming that you the resultant damage. otherwise unfathomable points of view.
have recognized You can also modify this technique to Do not dig up inconsequential inci-
the merit of the three key findings from ➽ Yap right. tactfully interrupt an employee’s VVS dents for criticism to keep a rating down
the study I shared in the previous issue, Do you simply alternate between two (verbal vomiting session) by interjecting or fill up spaces on a form. One of the
you can be proactive in making the evils -- talking non-stop and interroga- a comment about what s/he is saying, quickest ways to alienate star perform-
appraisal meeting work for you, rather tion? Borrow from the world of the best then skip the pause and redirect the ers is to state that “nobody can be
than against you. Adopting these ideas interviewers by deliberately inserting employee with a different question back awarded a top score in a performance
reduces the chance of triggering resis- pauses and silence, and switch to a on your agenda. And when your best measure because that would imply
tance to your feedback. sound conversational style. While you performers are bemoaning their lack of there is no room for improvement, and
everyone can improve.” This defective
would unconsciously do this in casual perfection, use the targeted comment
corporate thinking leads supervisors to
➽ Yap less. conversations in other circumstances, to help them get a more realistic view
Do not slam the door by subjecting these skills fly out the window in perfor- of what they often see as disappointing struggle to find flaws where even angels
employees to your GASS (Great Ameri- mance discussions. performance. Refocus them on positives tread, ultimately discouraging and
can Supervisory Soliloquy.) This may Eliminate the Inquisition feel of by not letting them unduly overvalue infuriating their best employees. The
seem paradoxical since you are the question-response, question-response, any negative information they are implications are clear: if your employees
one giving feedback, but there are still question-response. Replace it with this sharing about themselves. And finally, can’t earn a “5” on a scale of 1-5, your
things you need to discover. Use the pattern: your question, employee re- engaging employees with this technique company is not recruiting, compensat-
discussion, in part, to get at the root of sponse, your comment on the response, allows you to maintain control of a dis- ing, managing or mentoring well. Now
any performance challenges employees
still face. Learn what each employee is
thinking and feeling so you can do your
three-second pause to give the employ-
ee a chance to expound further, then
after the explanation, another pause
cussion while recognizing an employee’s
strong feelings about a topic.
that you have expressed that you expect
less from people or that the bar will con-
stantly be raised out of reach, remove
part in clearing performance obstacles before commenting or moving to the ➽ Yap in specifics. “regularly exceeds expectations” from
from his or her path. Drawing out, and next question. Although the silence may Standards shift as players change, the form because no one will be willing
then listening carefully to what employ- feel uncomfortable or passive at first, it equipment changes, customers change, to give you that level of performance.
ees say, yields so many benefits. It not allows you to engage your brain before businesses grow. Sometimes you are Data from exit interviews along with
only enables you to determine your your mouth. Marketing research shows insensitive to the magnitude of the shift anecdotal evidence suggests that this is
because it is gradual and occurs almost perhaps the height of foolhardy think-
imperceptibly, or your eye is simply ing, causing immeasurable damage to
Featured indu stri es NOVEMBER Law Enforcement; engagement and commitment, and caus-
elsewhere. Performance feedback can
in future issues of Search & Employ® DECEMBER 2011 Information Technology
start at the macro view, but must funnel ing turnover of the very employees your
Transportation/Logistics; company needs most.
JULY JAN UARY
Defense; Finance down to boots-on-the-ground specific-
AUGUST 2011 Leisure/Hospitality FEBRUARY 2012
ity to be useful. If the employee can’t
SEPTEMBER MARCH readily answer these questions after In the next issue, I will share some ad-
Healthcare; Retail Government; Franchising ditional pointers to help you keep your
OCTOBER 2011 APRIL 2012 receiving formal performance feed-
back, the session was foolish: “If I were performance feedback from backfiring.
Contact your RecruitMilitary Account Executive about advertising in Search & Employ®.
database „331,446 | „ RANK „ ETHNICITY „ SECURITY CLEARANCES „ 248 | L-DOE
Registered searchable 9.1% | Officers 61.7% | Caucasian 56,051 | Secret êClearance granted by the United States Department of Energyé
Snapshot candidates 264 | Q-DOE
90.9% | 22.5% | African-American 13,126 | Top Secret/SCI
êClearance granted by the United States Department of Energy;
Database of registered „ 220 | Enlisted personnel 9.2% | Hispanic êIndividual has a Top Secret Clearance
Average registrations and is cleared to access Sensitive more difficult to obtain than L-DOEé
job seekers at „ GENDER 2.1% | Asian
per day over Compartmentalized Information (SCI)é 140 | ISSA êIndustrial Security Staff Approvalé
www.recruitmilitary.com 16.1% | Women 1.1% | Native American
on March 31, 2011 the last six months 8,191 | Top Secret 78,020 | Total ê*Active or Expiredé
83.9% | Men 3.3% | Other

42 ❘ Search & Employ ® MAY / JUNE 2011 WWW.recruitmilitary. C OM WWW.recruitmilitary. C OM MAY / JUNE 2011 ❘ Search & Employ ® ❘ 43
Search & Employ ® A d v ertisers I n d e x
NAVIGATION

PageÞ AdvertiserÞ LinkÞ

15 ActionCOACH www.actioncoach.com
Ready... Aim...
Get Hired!
39 Allstate www.allstate.com/careers ®
12 Amazon www.amazon.com/careers
22 American Intercontinental
Use a Military-to-Civilian
University www.aiuniv.edu
2 Bank of America http://careers.bankofamerica.com/military
Outside Back Cover
38
BNSF Railroad
Briarcliffe College
www.bnsf.com/careers/military/
www.bcl.edu Recruiter!
26 Capitol College www.capitol-college.edu/military
37 Chem-Dry www.chemdryfranchise.com by rick jones
5 Chesapeake Energy www.chk.com/careers Registering and
31 Citizens Financial Group www.cfgcareers.com
29 Colorado Technical University www.coloradotech.edu Military-to-civilian recruiting firms posting a resume
provide plenty of help to transitioning and vet-
32
6
Concrete Technology Incorporated
Constellation Energy
www.flycti.com
www.constellation.com eran personnel who are seeking employment,
will also make your
8 Cruise One www.CruiseOneFranchise.com business-ownership, and educational oppor-
tunities. Those firms connect men and women
information available
30 Cruise One www.CruiseOneFranchise.com
17 DeVry University www.military.devry.edu/ who have military backgrounds with employ-
ers, franchisors, and educational institutions.
to RecruitMilitary’s
38 Discover Policing www.discoverpolicing.org
13 Excelsior College www.veterans5.excelsior.edu The largest of those firms do not charge
opportunity seekers for making those con-
own recruiting staff.
34 Geo Group http://jobs.geogroup.com
39 Georgia School of Construction www.ga-sc.com
nections. Instead, the companies receive Employers place
their revenue from the employers that do the
35 Goodman Manufacturing www.careersatgoodman.com hiring, the franchisors that help veterans go position specifica-
7 ICDC College www.icdccollege.edu/military into business for themselves, and the edu-
40
24
ITT Corporation
Limestone College
www.es.itt.com
http://extendedcampus.limestone.edu/
cational institutions that help veterans boost tions with us, asking
their job qualifications.
Inside Back Cover Lincoln College Online www.lincolnonline.edu Among those recruiting firms is Recruit- us to find job seekers
Inside Back Cover Lincoln Technical Institute www.lincolnedu.com Military, the publisher of Search & Employ®.
14 Lowe’s www.lowes.com/careers This company helps transitioning and veter- to fill specific
3 L-3 Communications an military—as well as military spouses—by:
Vertex Aerospace www.l-3com.com/careers/search-english.aspx ▼ Publishing job postings for job seekers to openings.
19 Mid-America Christian University www.MACU.edu search on its new, state-of-the art job board;
10 Military Sealift Command www.sealiftcommand.com/ ▼ Storing resumes so that client organiza- city, compensation, and type of employment
11 Military Sealift Command www.sealiftcommand.com/ tions can access them; (full-time or contract).
41 Nalco Energy Services www.nalco.com/careers ▼ Emailing announcements of specific
35 NHance www.nhancefranchise.com opportunities to carefully selected groups of Exposure to Search Consultants
20 Northland Community opportunity seekers; Registering and posting a resume will also
& Technical College www.northlandaerospace.com ▼ Producing Veteran Opportunity Expos make your information available to RecruitMil-
23 Notre Dame College of Ohio www.notredamecollege.edu/sps all over the country; and itary’s own recruiting staff. Employers place
4 Nuclear Regulatory Commission www.nrc.gov/ ▼ Publishing the magazine you are reading! position specifications with us, asking us to
7 Ocean Corporation www.oceancorp.com find job seekers to fill specific openings.
33 Prudential http://jobs.prudential.com Searching Job Postings Our search consultants scan our data-
RecruitMilitary maintains more than base and other sources to find men and
37 Raytheon MOS www.Rayjobs.com
250,000 job postings at www.recruitmilitary. women who might qualify for the open-
39 RecruitMilitary – Join Us! www.recruitmilitary.com/ com. You do not need to register to search ings. We then interview those individuals by
36 RecruitMilitary – Resume Service www.recruitmilitary.com/resume-writing the postings, but we recommend that you do phone and present the most promising of
28 Redstone College www.redstone.edu/ so. When you register, you will fill out forms them to the employers.
41 Scottrade www.scottrade.com/careers that will produce a document called a regis-
34 Snap-On Tools www.SnaponFranchise.com tration profile. Your profile will become avail- Invitations to Opportunity Expos
6 Southern California Edison www.edisonjobs.com able immediately to thousands of employers, We invite registered opportunity seekers
32 Stanley Steemer www.stanleysteemer.com franchisors, and educational institutions that via email to attend our military-to-civilian Op-
30 State Farm www.myagencycareer.com/ access our database of registered opportu- portunity Expos in their geographical areas.
27 Swift Transportation Corporation www.joinswift.com/sem nity seekers. We produce events nationwide, from Boston
29 T-Mobile www.tmobile.jobs I strongly recommend that, before you to San Diego and from Tacoma to Miami.
9 Transportation Security leave www.recruitmilitary.com, you also post From 2006 through the end of 2011, we will
Administration https://tsajobs.tsa.dhs.gov/tsajobs/ a resume. Why post a resume if you have have conducted more than 360 events in
18 University of West Alabama www.online.uwa.edu already completed your profile? Because over 50 cities.
Inside Front Cover U.S. Bank www.usbank.com/careers many employers will not consider job seek- Best of luck in your job search. Thank you
36 U.S. Foodservice www.usfoodservice.com ers who do not post resumes. for serving in the armed forces of the United
8 Verizon www.yourverizoncareer.com Job search could not be simpler. Just en- States!
25 Verizon Wireless www.careersatverizonwireless.com ter a keyword and a location. On the results
31 Veteran Franchise Centers www.veteranfranchisecenters.com page, you will be able to narrow your search Rick Jones is National Account Executive,
41 Wellpoint www.wellpoint.com/careers by clicking on one or more filters: organiza- Houston, at RecruitMilitary and a former
28 WSI Internet Consulting www.wsicorporate.com/investinginamerica2.asp tion (employer, franchisor, educational in- Master Gunnery Sergeant in the United
stitution, etc.), job category, country, state, States Marine Corps.
21 Xavier University www.xavier.edu/veterans
44 ❘ Search & Employ ® MAY / JUNE 2011 WWW.recruitmilitary. C OM
BNSF Railway seeks military veterans
for the following positions . . .
MECHANICAL
Electrician Diesel Engine - Locomotive
Mechanical Laborer / Hostler Helper
Pipefitter / Sheet Metal Worker
Railcar Repairman (Carman)
Mechanic - Diesel Engines
Mechanical Shop Laborer
IL, MN, MT, ND, NE, WI, WY, MO, WA,
and other system-wide locations
TRANSPORTATION
Conductor Trainee - IL, MN, MT, ND, NE, WI, WY,
MO, WA, and other system-wide locations
SIGNAL
Signal Apprentice - WA, MT, MO, OK, NE, MN,
WY, CO, and other system-wide locations
System Electrician - WY, MT, MN, WA,
and other system-wide locations
TRACK
Track Maintenance - Laborer, Truck Driver, Welder,
Machine Operator
Truck Driver - Track Maintenance
WA, IL, OK, CA, IA, SD, NE, MO, ND,
and other system-wide locations

ANTICIPATED START: 2ND AND 3RD QUARTERS 2011, SUBJECT TO CHANGE BASED ON BUSINESS NEEDS

Diesel Engine Mechanics needed NOW in Havre and Glendive, Montana;

and in Nebraska, Minnesota, and Illinois!

Applicants must apply at www.bnsf.com/careers

BNSF Railway Military Applicants Point of Contact:
john.wesley2@bnsf.com 817-352-6228