Tap workshop final-2008

WELCOME TO THE

TRANSITION ASSISTANCE PROGRAM

Introduction 1FO&D

FO&D

What is TAP?

Introduction 2

A Partnership of:

Dept of Defense

Dept of Labor

Dept of Veterans Affairs

Dept of Homeland Security

FO&D

Goal:

To ease the transition for service members from a military career back to the civilian sector

by connecting them to necessary services and resources.

Preseparation Counseling

TAP Employment Workshops

VA Benefits Brief

Disabled Transition Assistance Program (DTAP)

What is TAP?

Introduction 3FO&D

DOL TAP Employment Workshop

DOL Veterans’ Employment and Training Service (VETS) exists to assure that Veterans

succeed in the 21st

Century Workforce.

VETS has provided TAP Employment Workshops to separating and retiring military

members and their spouses since 1990.

Introduction 4FO&D

DOL TAP Employment Workshop

Employment Workshops

2 ½ Days

Professionally trained facilitators

Focus on resumes, interviewing & job searches

Provide skills assessment & Labor Market Information

Introduction 5FO&D

This 2 ½ day workshop covers six core topics:

1. Personal Appraisal

Anticipate & Deal with Stress

Identify Strengths and Analyze Skills

Determine Work Preferences & Work-Related Values

Workshop Overview

Introduction 6

2. Career Exploration

Career Research

Assess Financial Needs

Workshop Overview (continued)

Introduction 7


3. Strategies for an Effective Job Search

Set Goals & Get Organized

Researching Companies

Job Search Assistance & Employment Opportunities

Creating Effective Resumes

Introduction 8


4. Interviews

Interview Process

Handling Questions & Answers

Body Language & “Dressing for Success”

Introduction 9

5. Reviewing Job Offers

Evaluate Job Offers

Negotiate Job Offers

Communicating Your Decision


Introduction 10

6. Support and Assistance

Dept of Defense

Dept of Labor

Dept of Veterans Affairs

Dept of Homeland Security

Small Business Administration

Federal Student Aid


Introduction 11

Complete a hand-written DRAFT resume.

Understand how to use the Key to Career Success Cards and know the resources

available to you at a One-Stop Career Center.

www.servicelocator.org

Workshop Standards and Expectations

Introduction 12

http://www.servicelocator.org/

Conduct a mock interview and receive feedback you can use.

Become familiar with the DVOP / LVER positions and how to contact a

representative in the area you will be residing or searching for employment.

Workshop Standards and Expectations

Introduction 13

Workshop Administration

•Breaks

•Meals

•Dress

•Participation

•Attendance

You are expected to attend each day of this workshop.

Introduction 14

For a Successful Workshop

• Turn off cell phones and pagers

• Don’t return to your office or unit

This is your time

• Take notes and ask questions

• Complete homework

Come ready with a winning attitude!

Introduction 15

SECTION 1.1

Objective:

Recognize the importance of developing a stress reduction plan

1.1-1Page 2

TAP Manual

Deal with Stress

FO&D

What is Stress?

“A mismatch between the demands in our lives, and the resources we

have available to deal with those demands.”

Deal with Stress

1.1-2

Stress as a Part of Living

•Is a normal part of our lives

•It may be positive or negative

•We can’t avoid stress

Stress is any change

that you must adjust to...

Deal with Stress

1.1-3

Coping With Stress

Develop and maintain a plan to manage the effects of stress

Seek professional assistance if needed

Deal with Stress

1.1-4Page 3

TAP Manual

Homelessness Among Veterans

VA estimates that as many as 154,000 veterans are homeless on any given night.*

More than twice that many experience homelessness over the course of a year.*

*U.S. Department of Veterans Affairs

www.va.gov/homeless

Deal with Stress

1.1-5

http://www.va.gov/homeless

Why Are Veterans Homeless?

Male veterans are twice as likely to become homeless, and female veterans are four times more

likely to be homeless as their non-veteran counterparts.

A large number live with post traumatic stress disorders and addictions acquired during or

exacerbated by their military service.

Lack of family and social networks due to lengthy periods away from their communities of origin.

Government money is limited and serves only 1-in-5 of homeless veterans in need.

Deal with Stress

1.1-6

Prevention of Homelessness Among Veterans

Military service separation process

Participate in “preseparation” counseling process

Participate in Transition Assistance Program (TAP) Employment Workshop

Know about your VA Benefits

Obtain income

Seek early assistance for mental health and substance abuse issues

Deal with Stress

1.1-7

U.S. DOL – VETSHomeless Veterans’ Reintegration Program

This program provides employment, training, and supportive services to assist in

reintegrating homeless veterans into meaningful employment within the labor

force.

HVRP

Deal with Stress

1.1-8

U.S. DOL – VETS Veterans’ Workforce Investment Program

VWIP provides employment, training, and supportive services to assist in reintegrating

eligible veterans into meaningful employment within the labor force.

VWIP

Deal with Stress

1.1-9

Helpful Contacts• U.S. Department of Labor, Veterans’ Employment &

Training Service – www.dol.gov/vets– DVOP / LVER Representatives

• Department of Veterans Affairs – www.va.gov/homeless– Medical Center Homeless Coordinator– Benefits Administration Regional Office Homeless Coordinator– VETS Center Staff

• State Office of Veterans Affairs – www.nasdva.com

• National Coalition for Homeless Veterans – www.nchv.org 1-800-VET-HELP

Deal with Stress

1.1-10

http://www.dol.gov.vets/

http://www.va.gov/homeless

http://www.nasdva.com/

http://www.nchv.org/

SECTIONS 1.2-1.4

Objectives:•

Gather the information and records you need in order to create a

resume, fill out a job application, and prepare for a job interview

•Deal effectively with the strengths and challenges arising from

military experience

•Identify your transferable skills that can be used in a variety of

jobs

Create a Career Catalog

1.2-1

Types of Records

MILITARY SERVICE

• DD Form 214 – Separation Papers

• Training Record

• Honors and Awards

• Military Transcripts

• Service Record and Security Clearance

• Medical and Dental Records (2-3 copies)

• Benefits Information

WORK EXPERIENCE

• Work History

(job titles, employers, dates, supervisors, duties and

accomplishments)

• Work Samples

• Honors and Citations

• Community Activities

• Salary History

• Licenses

• Certifications

Page 5TAP Manual


1.2-2FO&D

Types of Records

PERSONAL IDENTIFICATION

• Birth Certificate (copy)

• Proof of Citizenship

• Social Security Card (www.ssa.gov)

• Driving Record

• Passport (current)

• 10 Years of Personal Addresses

• Car Insurance Proof

EDUCATION

AND TRAINING

• Transcripts (sealed)

• Diplomas / Certificates

• Honors and Awards

• Outstanding Achievements

• Activities List

• CLEP Test or other results


1.2-3

http://www.ssa.gov/

Men Under Age 26

If you will be under 26 years old at your

separation you MUST check with the

Selective Service to assure you are properly

registered.

www.sss.gov

Failure to register can affect Veteran Benefits


1.2-4

http://www.sss.gov/

Master Application

•Personal Information

•Education and Training

•Special Skills

•Military Service

•Work Experience

•Other Information

Page 7TAP Manual


1.2-5

STRENGTHS

•Leadership

•Discipline

•Training

•Accountability / Recordkeeping

•Teamwork

•Work with Diverse Groups

•Work Under Pressure

•Plan Systematically

Veterans’ Employment

Page 14TAP Manual

Identify Strengths and Challenges

1.3-1


STRENGTHS

•Safety

•Follow Directions

•Drug Free

•Maturity

•Security Clearance

•Initiative

•Problem Solving

•Work with Minimal Supervision


1.3-2

CHALLENGES

•Communication

•Stereotypes

•Unrealistic Expectations

•Credentials


Page 16TAP Manual


1.3-3

Your Accomplishments

Improved Safety

Improved Processing Time

Increased Performance

Improved Service Delivery

Improved Administration

Solved Long-Term Problems

Created a Program

Increased Retention

Reengineered Equipment

Quantify Scope

%#’s

Reduced Management

Page 17TAP Manual

Analyze Your Skills

1.4-1

Truck Mechanic

GOOD – Basic skill / Task description Repaired and maintained trucks.

BETTER – More details

Performed 90% of all truck repairs within 24 hours to assure maximum availability.

Supervised 15 mechanics who repaired and maintained a 30 truck fleet.

BEST – Accomplishment / Outstanding result

Saved $30,000 annually by re-designing a truck part that had a high failure rate.

Reduced motor pool service turnaround time 25% by creating a “fast track” team for easy repair jobs and

routine services.

Analyze Your Skills

1.4-2

SECTIONS 1.5-1.6

Objectives:

•Identify your work-related values

•Determine your personal preferences

•Explain why your work-related values and preferences are

important in making job decisions

Work Preferences

1.5-1

Preferences / Values

What are Your Priorities?

How do they direct your transition?

Job

Location

Money

Lifestyle

Page 23TAP Manual

Work Preferences

1.5-2

SECTIONS 2.1-2.2

Objectives:

•Identify and research career possibilities

•Determine your financial needs as a way of estimating your salary

requirements

Page 27TAP Manual

Career Research

2.1-1FO&D

Career Development Process

Assessing Your:

Purpose – what drives you?Motivations

Passion – what are you passionate about?Interests

Hobbies

Volunteer Involvement

What Energizes You?

What Strengths Do You Enjoy Using?

Career Research

2.1-2


Assessing Your:

Personality – who are you?What do you do for fun?

Interpersonal Skills– how do you deal with

difficult people?

Will you like this position? Will the team like you?

Emotional Control

Career Research

2.1-3


Assessing Your:

Performance – what do you bring to the table?Experience

Skills

Strengths

Education

Career Research

2.1-4


Career Exploration/Relationships

Research & Create a PlanResearch Career Opportunities

Research Education Track

Informational Interviews

Set Goals

Network ConnectionsIndividuals

Organizations

Social Groups

Create Contingency Plans (A, B and C)

Career Research

2.1-5

Career Exploration

Department of Labor Statistics

www.bls.gov

Occupational Outlook Handbook

http://stats.bls.gov/oco/home.htm

O*NET (Job Data & Skill Search)

http://online.onetcenter.org

TurboTAP

www.transitionassistanceprogram.com

Veterans’ Employment & Training Service

www.dol.gov/vets

Career Research

2.1-6

http://www.bls.gov/

http://stats.bls.gov/oco/home.htm

http://online.onetcenter.org/

http://www.transitionassistanceprogram.com/

http://www.dol.gov/vets

Eliminate or reduce non-asset debt

Get on a budget; reduce expenses to

match projected income before you leave

Check your credit record:

www.annualcreditreport.com

www.experian.com

www.transunion.com

www.equifax.com

See your Financial Counselor for help

Maximize contributions to 401(k), 403(b)

plans at your next job

Finance Keys in Transition

Page 32TAP Manual

Financial Needs

2.2-1

http://www.annualcreditreport.com/

http://www.experian.com/

http://www.transunion.com/

http://www.equifax.com/

Discharged under honorable conditions.

States determine eligibility and benefit amounts. (need DD214 to apply).

Usually payable every 2 weeks (duration of payments will vary)

Active full-time job search required.

Retirement pay usually offsets some or all of benefits payable; each state has its own rules.

Long unemployment period can hurt your prospects of getting hired; do part-time work or school if you want a break.

Unemployment Insurance Benefits Each state has its own regulations

Financial Needs

2.2-2

SECTIONS 3.1-3.2

Objectives:

•Set Personal Goals

•Get Organized

Page 37TAP Manual

Set Goals

3.1-1

Types of Goals

Short-Range

Intermediate-Range

Long-Range

Page 40TAP Manual

Set Goals

3.1-2

Example: Teacher

Short-Range Goal (3 – 12 months)

Intermediate-Range Goal (2 – 4 years)

Acceptance by college to finish Bachelor’s Degree in Education

Long-Range Goal (6 – 20 years)

A. Early – Receive Diploma

B. Later – Obtain Teaching Certificate

School Principal

Set Goals

3.1-3

Employment Goals

Employment goals need to be

SMART:

Specific

Measurable

Adaptable

Realistic

Trackable

Page 40TAP Manual

Set Goals

3.1-4

SECTIONS 3.3-3.7

Objectives:•

Plan an effective job search

•Understand how to conduct company research

•Learn about job assistance resources

•Understand how to begin using the Internet as part of the job search

process

•Analyze job announcements and ads for critical information

Job Search Process

3.3-1

Looking for Work

Page 44TAP Manual

Job Search Process

3.3-2

Transition Statistics Jobs via newspaper

Jobs via recruiters & agencies

Jobs via Internet (non-IT)

Jobs via Internet

Jobs via networking/direct contact

0% 20% 40% 60% 100%80%

5-10%

5-15%

4-8%

15-40%

60-80%

Goal: Hiring Managers per week

Goal: Network Contacts per week

Hours per week in job search 25 - 35

Accomplishment Statements 15 - 20

(2)

(40)

Job Search Process

3.3-3

Networking

Page 45TAP Manual

Job Search Process

3.3-4

Informational Interview

The best way to get a job is to ask for job information, advice, and referrals; never ask for a job.

Engage prospects in the 5 R’s of Informational Interviewing

Reveal useful information and advice

Refer you to others

Read your resume

Revise your resume

Remember you for future references & job opportunities

Job Search Process

3.3-5FO&D

Job Search Assistance

1. Internet

2. State Workforce Agency

(Employment Office)

3. Local Veterans’ Employment Representatives /

Disabled Veterans’ Outreach Program

4. Vocational Rehabilitation and Employment

Page 50TAP Manual


3.5-1


5. Bureau of Apprenticeship and Training (BAT), U.S. Department of Labor

6. Headhunters / Private Employment Services

7. College / School Placement Agencies

8. Military and Professional

Associations and Organizations


3.5-2


9. Telephone Directory, Yellow Pages, Industry Directory

10. Industrial and Craft Unions

11. Job Fairs

12. Transition Offices

13. Chambers of Commerce


3.5-3

One-Stop Career Centers

•Every state has centers that provide services at no cost to veterans and job seekers.

•Available services vary by location.

•Every center has a veterans’ representative to serve veterans.

www.careeronestop.org


3.5-4

http://www.careeronestop.org/

Veterans’ Representatives – DVOP

Disabled Veterans Outreach Program:

Provides intensive services to meet the employment needs of disabled veterans and other

eligible veterans, with the maximum emphasis directed toward serving those who are

economically or educationally disadvantaged, including homeless veterans with barriers to

employment.


3.5-5

Local Veterans Employment Representative:

Conduct outreach to employers and engage in advocacy efforts with hiring executives

to increase employment opportunities for veterans, encourage the hiring of disabled

veterans, and generally assist veterans to gain and retain employment.

Veterans’ Representatives – LVER


3.5-6

One-Stop Centers Can Provide:

•Job Search Assistance

•Employment Referrals

•Skills Assessments

•Computer / Internet Access

•Unemployment Assistance

•Labor Market Information

•Vocational Guidance


3.5-7

One-Stop Centers Can Provide:

•Education & Training Assistance

•Credentialing & Apprenticeships

•State and National Job Banks

•Child Care Resources

•Transportation Assistance may be available

•Workforce Investment Act

•Veterans’ Priority


3.5-8

Finding a One-Stop Close to You


3.5-9

www.monster.com /

Research Sites

www.humanmetrics.com www.personalitytype.com

Personality:

Find a City:

www.findyourspot.com

Salary Calculator, Community Calculator, Moving Wizard:

www.homefair.com

Salary Research:

www.salary.com and www.wageweb.com

Major Job Search Engines:

www.careerbuilder.com

Page 53TAP Manual

Job Search Online

3.6-1

http://www.monster.com/

http://www.humanmetrics.com/

http://www.personalitytype.com/

http://www.findyourspot.com/

http://www.homefair.com/

http://www.salary.com/

http://www.wageweb.com/

http://www.careerbuilder.com/

Business Research

Job Search Research Gateway:

www.jobhuntersbible.com

Company Research:

www.hoovers.com (free & subscription) www.vault.com / www.prnewswire.com

General Business Information Gateway Site:

www.ceoexpress.com (free & subscription)

Access 5900+ Newspapers Worldwide:

www.thepaperboy.com

Job Search Online

3.6-2

http://www.jobhuntersbible.com/

http://www.hoovers.com/

http://www.vault.com/

http://www.prnewswire.com/

http://www.ceoexpress.com/

http://www.thepaperboy.com/

National Association of State Directors of Veterans Affairs – www.NASDVA.com

– State Benefits– Tax Exemption– Education– Burial Allowance– Auto License Plate

Researching a Location

Job Search Online

3.6-3

http://www.nasdva.com/

Veterans’ Sites

Veterans Transition Master Websites:www.dol.gov/elaws/evets.htm

www.taonline.com

D.O.D. Transition Gateway Site:www.dodtransportal.org

Department of Defense Jobs:www.dod.jobsearch.org

Homeland Defense Jobs:www.usajobs.opm.gov/homeland.asp

www.TurboTap.org

Veterans’ Employment & Training Service:www.dol.gov/vets

Job Search Online

3.6-4FO&D

http://www.dol.gov/elaws/evets.htm

http://www.taonline.com/

http://www.dodtransportal.org/

http://www.dod.jobsearch.org/

http://www.usajobs.opm.gov/homeland.asp

http://www.turbotap.org/


Veterans’ Sites

Troops to Teachers: www.proudtoserveagain.com

Veteran Job Postings: www.vetjobs.com

www.militaryhire.com

Union Jobs and Apprenticeships:www.helmetstohardhats.com

Business Hiring Partnerships: www.nbpjobs.org

Job Search Online

3.6-5

Veterans’ Employment & Training Service:www.dol.gov/vets

http://www.proudtoserveagain.com/

http://www.vetjobs.com/

http://www.militaryhire.com/

http://www.helmetstohardhats.com/

http://www.nbpjobs.org/


Owning Your Own Business

The Veterans Corporationwww.veteranscorp.org

Federal Resources for Entrepreneurswww.business.gov

Small Business Administration/S.C.O.R.E.www.sba.gov and www.score.org

National Association for the Self-Employed www.nase.org

Job Search Online

3.6-6

http://www.veteranscorp.org/

http://www.business.gov/

http://www.sba.gov/

http://www.score.org/

http://www.nase.org/

College Resources

Choosing a College:www.collegedata.com

http://collegenet.com

Financial Aid and School Research:www.princetonreview.com

Scholarship Search:www.fastweb.com

Job Search Online

3.6-7

http://www.collegedata.com/

http://collegenet.com/

http://www.princetonreview.com/

http://www.fastweb.com/

SECTIONS 3.8-3.9

Objectives:

•Understand how to complete application forms

•Understand how to find opportunities for Federal Civil Service

Employment

•Understand how to initiate the federal application process

Page 56TAP Manual

Application Forms

3.8-1FO&D

Check with your desired agency job sites for their specific rules.

Federal Jobs

http://federaljobs.net

www.usajobs.opm.gov

www.federaljobsearch.com

NOTE: This site offers free job alerts and paid subscription

packages.

Page 58TAP Manual

Federal Employment

3.9-1

http://federaljobs.net/

http://www.usajobs.opm.gov/

http://www.federaljobsearch.com/

Veterans’ Preference

You may be eligible for Veterans’ Preference in the federal hiring process.

For more information refer to:

Veterans’ Preference Advisor

www.dol.gov/elaws/vetspref.htm

Federal Employment

3.9-2

http://www.dol.gov/elaws/vetspref.htm

Veterans’ Preference

You may be eligible for Veterans’ Preference in the federal hiring process.

For more information refer to:

Veterans’ Recruitment Authority (VRA)

Veterans’ Employment Opportunity Act (VEOA)

Veterans’ Preference Advisor

www.dol.gov/elaws/vetspref.htm

www.opm.gov/veterans

Federal Employment

3.9-3

http://www.dol.gov/elaws/vetspref.htm

http://www.opm.gov/veterans

12 Steps to a Federal Job

1. Connect / network with federal employees ‘in the know.’

2. Learn the federal agencies and their application methods.

3. Review job announcements carefully.

4. Identify “core competencies.”

Federal Employment

3.9-4


5. Use “keywords” to match the job.

6. Write your resume to meet agency requirements. (Some require Resumix)

7. Create strong Knowledge, Skills & Abilities (KSA’s) in narrative form.

8. “Mirror” their language.

Federal Employment

3.9-5


9. Apply according to agency rules.

10. Develop a tracking process and follow-up with the listed contact.

11. Apply early and apply often.

12. Get prepared for an interview if you are called.

Federal Employment

3.9-6

Federal Resume Keys

Knowledge, Skills & Ability (KSA) statements are very different than civilian resumes

KSA Format

Position Held

Specific Work Situations

Results Gained

Activities Involved

Federal Employment

3.9-7FO&D

Effective Resume

SECTION 3.10

Create an Effective Resume

Supplement

3.10-1

SECTION 3.10

Objectives:

•Review key elements in the resume writing process

•Write career objectives and descriptive accomplishment statements

•Construct a draft resume

Effective Resume

3.10-2

Opens The

Door

Your Resume…

In the job search, paper is the great equalizer.

Most employers want to see you on paper before meeting you in person.

Effective Resume

3.10-3

Marketing Your Resume

Basic Job Search Principle

=

Market Yourself!

Effective Resume

3.10-4

Purpose of a Resume

Marketing Tool – sells YOU!

Summarizes how your skills and abilities can contribute to their

company

Helps get you a Job Interview

Employer screening tool

Effective Resume

3.10-5

The Importance of Career Decision Making

To write the most effective resume, you need to know what career field you want. Research:

The career field you would like to pursue

Where the jobs are and who is hiring

What qualifications and credentials you need to attain

How to best market your qualifications

Effective Resume

3.10-6

Resume Formats

•Chronological

•Functional

•Combination

•Targeted

Effective Resume

3.10-7

Chronological

–Focuses on your work history with most recent position first

–Easy for employers to follow your career history

–Shows career progression and growth

Resume Formats

Effective Resume

3.10-8

Functional

–Focuses on your skills and experience. Skills are grouped

into functional areas

–Used most often when changing careers or if there are

employment gaps

Resume Formats

Effective Resume

3.10-9

Resume Formats

Combination

–Combination of the Chronological & Functional resumes

–Highlights skills and provides the chronological work

history that some employers prefer

Effective Resume

3.10-10

Resume Formats

Targeted

–Customized to a specific job

–Written specifically to the employers’ needs

Effective Resume

3.10-11

Resume Formats

Others

•Federal Resumes

•Curriculum Vitae

•Hybrids of Several Styles

Effective Resume

3.10-12

Which Resume is Best?

The one that best positions

your experience for

the open position!

Resumes

Effective Resume

3.10-13

Resume Types

•Paper (Traditional) Resume

•Scannable

•Electronic

Effective Resume

3.10-14

Paper (Traditional) Resumes: Presentation Tips & Guidelines

Page Length One to Two Pages

Font Tahoma, Arial, Times New Roman or Verdana

Professional look and feel, good visual appeal, white

space for readability

Font Size 10 to 12 points

Effective Resume

3.10-15

Paper (Traditional) Resumes: Presentation Tips & Guidelines (Cont.)

Font StylesBold, italics, & capitalizations to

highlight key areas

Paper Color

Place your name and page number on all subsequent

pages of your resume

Proofread and spell check

White, light gray or ivory

Effective Resume

3.10-16

Presentation Tips and GuidelinesWriting Style:

Always Write in First Person – Omit “ I ”

“Led a 75-member training team that delivered

100% of all scheduled training seminars

worldwide.”

“Sergeant Jones led a 75-member training

team that delivered 100% of all scheduled

training seminars worldwide.”

Yes No

Effective Resume

3.10-17

Resume Types

To be sent either electronically or in paper

format.

Enables employers in large companies to quickly

scan your resume.

Scannable

Effective Resume

3.10-18FO&D

“Scannable” Resumes: Presentation Tips and Guidelines

“Plain” resume scanned by company for key words and

qualifications

• DO NOT use highlights such as bold, italics, underlining,

graphics, etc.

• Use fonts such as Arial or Times New Roman.

• Minimum 11 point font size.

Effective Resume

3.10-19

“Scannable” Resumes: Presentation Tips and Guidelines (Cont.)

•No columns or tables

•Spell out symbols like % and &

•Place your name and page number on all subsequent pages of

your resume

Effective Resume

3.10-20

Electronic Resumes:Presentation Tips and Guidelines

Use “Printed” or “Traditional” Resume Format

Professional Look and Feel, Visually Appealing

Microsoft Word Most Common – Save as Rich Text Format (RTF) Unless Posting Suggests

Otherwise

Resumes Sent as an Email Attachment

Review it before you send it!

Effective Resume

3.10-21

Electronic Resumes:Presentation Tips and Guidelines

Copy and Paste Resume into Email

Always Check Formatting Before You Send

Resumes Pasted in the Body of an Email

Review it before you send it!

Effective Resume

3.10-22

Sections of a Resume

•Contact Information

•Objective Statement

•Summary of Qualifications

•Experience

•Employment History

•Education / Training

Effective Resume

3.10-23

Sections of a Resume:Contact Information

Janis Jenkins

123 Pearl Street

Rockville, Maryland 12345

Home: (301) 555-1111

Cell: (301) 444-2222

[email protected]

JANIS JENKINS

123 Pearl Street Rockville, MD 12345

(301) 555-1111 (H) (301) 444-2222 (C)

[email protected]

Effective Resume

3.10-24

mailto:[email protected]



Sections of a Resume:Career Objective Statement

Targeted Objective (preferred)

•Lists specific job and company you are applying for

General Objective (alternative)

•When you do not know company or specific job applying for

•Posting on a career website

•Attending job fairs and handing out resumes

Effective Resume

3.10-25

Writing Career Objectives

Concise, short and to the point.

Target your career objective whenever possible. Don’t make the employer guess.

Be specific. - don’t write: “Seeking a challenging position with a large company that will

provide an opportunity for growth and advancement.”

What can you do for the employer?

Effective Resume

3.10-26

Exercise #1

Write Career Objective Statements

Effective Resume

3.10-27

Sections of a Resume:Summary of Qualifications

•Highlights your key skill areas – draws attention to specific skills that support

your job goal

•Paragraph or bulleted list

•Should include your Security Clearance if you have one

•Time to “brag” about your best qualities – your “greatest hits”

Effective Resume

3.10-28

Assessing Skills for the Summary of Qualifications

•Highlight key words or skills listed in the job posting

•Review your skills statements (from page 22 in the TAP Manual)

•Select the skill statements that match the key words in the job posting

•Research the company or industry – you may identify additional skills

Effective Resume

3.10-29

Exercise #2

Write a Summary of Qualifications

Effective Resume

3.10-30

Sections of a Resume:Experience

•Lists your results and/or achievements that relate to the position desired

•Not a job description

•Answers the question, “What is this individual going to do for me?”

•Use numbers, percentages, statistics, examples to illustrate achievements

Effective Resume

3.10-31

Translating Military Experience to Civilian Terms

•One of your biggest challenges

•Employers may overlook a military member because his or her resume is:

–Filled with military job titles and military skills not understood

–Written using military jargon, acronyms and awards

–Not targeted to job

It doesn’t matter how qualified you are if the employer can’t understand your

resume

Effective Resume

3.10-32

Military Experience – Civilian Terms

Go here to

convert your

military skills

into civilian

terms

Website Address:

http://online.onetcenter.org

Effective Resume

3.10-33

http://online.onetcenter.org/

Additional Websites

Army COOL and Navy COOL

https://www.cool.army.mil

https://www.cool.navy.mil

VMET

https://www.dmdc.osd.mil/vmet

America’s CareerInfoNet

www.acinet.org/moc

Jobsaurus

www.taonline.com/jobsaurus

Military.com Translate Your Skills

www.military.com

>Career>Skills Translator

Military Skills Translator

www.taonline.com/mosdot

Effective Resume

3.10-34FO&D

https://www.cool.army.mil/

https://www.cool.navy.mil/

https://www.dmdc.osd.mil/vmet

http://www.acinet.org/moc

http://www.taonline.com/jobsaurus

http://www.military.com/

http://www.taonline.com/mosdot

Skills and Experience

Military Platoon Leader, Leading Petty Officer, Section Leader,

etc.

Front Line Supervisor

In the business world Military

=

Quantify and Qualify with:

#’s, %’s, and $’s wherever possible!

Effective Resume

3.10-35

Skills and Experience (Cont.)

In the business world Military

=•Supervised and evaluated up to 75 employees

•Conducted high quality training for groups up to 25

•Improved staff productivity & efficiency by 30%

•Planned and executed logistical support for team with outstanding results

•Enforced 100% of company policies and procedures

•Submitted comprehensive and timely reports to supervisor

•Worked under pressure, multi-tasked, and met tight deadlines

Effective Resume

3.10-36

Writing Accomplishment Statements

Allows employers to visualize your contribution.

Statements should contain:

Value added results

Action you took to achieve results

Effective Resume

3.10-37

Identify Your Skills and Accomplishments

Use the Transferable Skills Inventory

Select the skills that relate to the job you want

Read it Before You Send It!Sell your resume by highlighting your major accomplishments and achievements

Employers want to know…

“What skills can you offer me?”

Effective Resume

3.10-38

Writing Accomplishment Statements

•Use civilian terms

•Start with an action verb

–Don’t use “Responsible for”

–Write in past tense for previous jobs

–Write in present tense for current job

•Quantify results when possible. Use:

–Numbers

–Percentages

–Statistics

–Examples

Effective Resume

3.10-39

Your Accomplishments

Improved Safety

Improved Processing Time

Increased Performance

Improved Service Delivery

Improved Administration

Solved Long-Term Problems

Created a Program

Increased Retention

Re-engineered Equipment

$$$Quantify Scope

%#’s

Reduced Management

Effective Resume

3.10-40

Examples

GOOD – Basic skill / task descriptionProvided medical logistics support.

BETTER – More details

Ordered and inventoried over $1.2M in medical equipment and supplies.

Managed staff, equipment, and supplies for a 100 bed medical treatment facility.

BEST – Accomplishment / Outstanding result

Saved $30,000 annually by re-designing a supply ordering system that reduced order backlog.

Reduced supply delivery time 25% by creating a “fast track” ordering system for routine office

supplies.

Effective Resume

3.10-41

Examples

Inventory Control: “Managed company’s 500-item, $10M stock inventory warehouse with 100%

accountability.”

Logistics: “Processed over 700 annual shipments of personal property and household goods valued in

excess of $30M with 98% accuracy.”

Security: “Supervised the security of $100M of highly sensitive equipment with zero loss.”

Management: “Developed and managed an annual budget of $50M consistently meeting department’s

profit goals.”

Effective Resume

3.10-42

Exercise #3

Write Some

Accomplishment Statements

Effective Resume

3.10-43

Types of Resumes:Employment History

Chronological Resume

- Dates, position, location and experience

Functional Resume

- Does not include an employment history

Combination Resume

-Dates, position and location

Targeted Resume

Effective Resume

3.10-44

Sections of a Resume: Education/Training

•Include all degrees awarded

•Highlight special honors such as graduated Cum Laude, with Honors, GPA

(if recent grad and only if above 3.5)

•Include certifications, licenses and course work relevant to job applying for

•List only military training that supports your job goal!

Effective Resume

3.10-45FO&D

Exercise #4

Develop the Education and Training Section of

Resume

Effective Resume

3.10-46

What NOT To Include On A Resume

These items are not recommended on a resume:

–Marital Status

–Age

–Race

–Photograph

–Salary

–Hobbies

–References

–Height & Weight

–Religious or Political Affiliations

–Names, Ages and Number of Children

Effective Resume

3.10-47

Exercise #5

Now let’s tie all of the elements together and start

drafting your resume!

Effective Resume

3.10-48

Resume Review

Transition / ACAP Office Staff

Veterans’ Representatives at your Local One-Stop Career Center

HR Professional

Co-workers/Colleagues

Professional in the Career Field

Carefully review your resume

Poorly written resumes and typographical errors result in being “screened”

out

Suggested Reviewers:

Effective Resume

3.10-49

How Resumes Are Submitted

•“Printed” or Traditional Paper Resume

•Scannable Resume

•Electronic Resume

Effective Resume

3.10-50

Marketing Your Resume

Networking - #1 Method!

Personal Referrals

Professional Associations

In-Person Cold Calls

Newspaper or Print Ads

Job Fairs

Targeted Job Search Campaigns

Posting your Resume Online

Responding to Online Job Postings

Corporate Websites

Effective Resume

3.10-51

Summary…

Resumes:

Speak for you when you’re not there

Serve as a marketing tool

Must highlight your ability to do the job

Should result in you getting an interview

Effective Resume

3.10-52

You are now well on your way to completing your resume

Remember your resume is a “work-in-progress”

Use this draft resume as a guide to develop and fine tune your final product

Use the resources at your TAP/ACAP Offices

They are there to assist you

Make an appointment today!

Effective Resume

3.10-53

SECTIONS 4.1-4.2

Objectives:

•Prepare for interviews

•Prepare to take employment tests as part of the interview

process

Interview Process

4.1-1

Types of Interviews

Phone

Screening

One-on-One Interview

Interview Process

4.1-2

Types of Interviews

Panel

Stress

Demonstration / Observation

Interview Process4.1-3FO&D

Interview Stages

1. Introductory Stage

2. Employer Questions

3. Applicant Questions

4. Closing Stage

Page 109TAP Manual

Interview Process

4.1-4

SECTIONS 4.3 – 4.4

Objectives:

•Prepare a personal 30-second commercial

•Prepare for the interview

30-Second Commercial

4.3-1

Interview Tips

Be prepared Be punctual

Look professional Watch body language

Carry a portfolio Be enthusiastic

Say thank you Smile

Page 113TAP Manual

Prepare For Interview

4.4-1

SECTION 4.5

Objective:

•Learn how to dress properly for a job interview

Dress For Success

4.5-1

Professional Presence

Look your best when on an interview!

You’ll need to look:

Professional

Confident

Competent

Dress For Success

4.5-2

Impressions

During a study, sociologist Albert Mehrabian found that

when a person is speaking the listener’s attention is divided

three ways:

55% - Appearance38% - Tone of voice &

Body movement

7% - What is being said

Dress For Success

4.5-3FO&D

Interview Attire

Make sure it’s

appropriate to the

job for which you

are applying

Page 115TAP Manual

Dress For Success

4.5-4

Navy blue or gray jacket; coordinated gray,

tan, or charcoal slacks, white or pinstripe

dress shirt and conservative tie

Dress for Men

Suits:

A navy blue or gray suit, single breasted, white or

pinstripe dress shirt and conservative

patterned tie

Dress For Success

4.5-5

Options

White, pastel, or pinstripe dress

shirt and conservative tie;

coordinated navy blue, gray,

charcoal, or khaki slacks.

Plain sports shirt; coordinated

navy blue, gray, charcoal, or khaki

slacks.

Clean sports shirt and clean casual

pants. Dress For Success

4.5-6

Tips for Men

Only one ring on each hand

Hair trimmed, clean shaven; if a beard or

mustache, neatly trimmed

Glasses with up-to-date frames, clear lenses

Dress For Success

4.5-7

Dress for Women

A seasonal business suit in solid

color or conservative pattern with

tailored skirt

Blouse in a complimentary solid color such as

white, cream or pastel

Coordinating blouse and tailored skirt in

appropriate lengthPage 116

TAP Manual

Dress For Success

4.5-8

Options

Tailored Pants Suit

Tailored dress in solid color or conservative print or

pattern and appropriate length

Dress For Success

4.5-9

Tips for Women

In general, hair style, jewelry,

make-up and shoes should be stylish, but

conservative!

Dress For Success

4.5-10

Remember…

You only get ONE chance to make a first

impression! Make it count.

Dress For Success

4.5-11

SECTIONS 4.6-4.7

Objectives:

•Sharpen listening skills

•Interpret body language

Listening Skills

4.6-1

Sharpen Listening Skills

Control distractions

Use nonverbal signals

Paraphrase

Focus on key words

Ask clarifying questions

Take notes

Page 117TAP Manual

Listening Skills

4.6-2

The Way We Communicate

Page 118TAP Manual

Body Language

4.7-1

SECTIONS 4.8-4.9

Objectives:

•Prepare to answer employer questions

•Prepare questions to ask of employers

Answer Questions

4.8-1

Your Answers Should:

1. Be brief

2. Use specific examples

3. Show thought

4. Make connections to the job / company

5. Describe how you work

6. Show results, numbers, figures, quantities

Page 120TAP Manual

Answer Questions

4.8-2

Introductions

Review position to be discussed

Each panel member asks one question

“Tell me about yourself.”

Pick two other questions from pgs 121 – 123

Candidate asks one question

Closing

Critique / Feedback

Switch roles and repeat

Mock Interview Guide

Answer Questions

4.8-3FO&D

SECTIONS 4.10-4.11

Objectives:

•Evaluate interviews

•Write thank you letters as a follow-up to an interview

•Analyze a rejection subsequent to an interview

Follow-Up After Interview

4.10-1

Interview Follow-up

• Evaluate your interview– Post interview checklist– Analyze why you didn’t get the job

• Send thank you card or letter

• Contact Company– Set a follow-up timeline at close of

interview

Page 131TAP Manual

Follow-Up After Interview

4.10-2

Why You Might Not Get The Job

A situation at the company

Your match at the company

Your interview performance

Why You Did Not Get The Job

4.11-1

Hires from within

Hires a more experienced applicant

Does not hire

Sometimes the Company:



4.11-2

Are over or under qualified

Have a conflicting work style

Sometimes You:



4.11-3

Interview Tips

Show enthusiasm, confidence and interest

Interview preparation

Good eye contact and body language

Have positive language


4.11-4FO&D

Interview Tips (Cont.)

Avoid evasive or vague answers

Be pleasant and have appropriate attitude

Positive responses about everything

Positive body language


4.11-5

Be Aware of Communicating

Lack of goals

Short terms needs

Cynical or defensive attitude

Differing values from the organization


4.11-6

SECTIONS 5.1-5.3

Objectives:

•Evaluate job offers

•Negotiate terms of employment

•Effectively communicate decisions to employers

Page 137TAP Manual

Evaluate Job Offers

5.1-1

Note: Probable actual maximum: $57.5K

Understanding Salary Ranges

Midpoint or Market Value

Job Salary Range $40K - $60K

$50K

Beginner Range $40K - $45K

Experienced Range $45K - $50K

Highly Qualified Range $50K - $60K


5.2-1

Before You Negotiate

What would absolutely delight you?

What is the industry standard?

What do you absolutely need?

Delightful

Need

Industry Standard

$45K

$36K

$34K

Offer

Page 142TAP Manual


5.2-2

Negotiation Tips

Know employer’s salary range

Know the industry standard

Communicate your worth, not needs


5.2-3

Negotiation Tips (Cont.)

Present accomplishments in a manner that will

clearly show how their company will benefit.

ALWAYS show added value!

Compare your skills to their requirements

Remember salary does not include benefits


5.2-4

When to Negotiate Salary

Best Time to Negotiate

Your

Bar

gain

ing

Posit

ion

Too

Early

Too

Late

Who are you?

You might be a fit

You’re in the running!

You’re our candidate!

Offer

Extended

Offer accepted!


5.2-5FO&D

Defer the Salary Question

“If you don’t mind, I’d prefer to give

you a specific answer after I know

more about the position.”

“I have completed extensive industry salary

research and was wondering what the

salary range is in your company for a

person with my qualifications?”


5.2-6


“Before we discuss salary, I would like

to make sure that this is the best fit for

both of us.”


5.2-7


Do your research and be

prepared!

(You may at least have to give

a salary range)


5.2-8

Total Compensation Package

Direct Indirect

BASE PAYExempt

Non-exempt

Sales

All EmployeesVARIABLE PAYBonus

Commission

Spotlight Awards / Stock

Options

BENEFITS AND PERKS

Paid Vacations / Holidays / Sick

Health, Life and Disability

Discounted Stock Purchases

Education Assistance

Employee Assistance Program

Elder Care / Child Care Funds

401(k)Negotiate Job Offers

5.2-9FO&D

External Equity

Negotiations

How much others in the company are making above and below your position

Internal Equity

How much the position pays among others in the industry for that geographic

area

How much you need to make it fit within your budget and needs

Personal Equity


5.2-10

Before you Respond, Check Out:

Who will you be working for and at what level in the organization?

Who would you be working with and how many people would you be

supervising?

Does this job involve extensive travel?

Is performance or seniority most important for compensation increases and promotions?


5.2-11

Remember…

You’ve gotten to know them

You know what the job entails

You’ve decided you want to work there

They’ve seen you at your best

They can see how you match

They’ve said “We want you”

Don’t accept a job offer until...


5.2-12

SECTIONS 6.1-6.5

Objective:

•Review available transition support and assistance resources

Support and Assistance

6.1-1

Starting Your Own Business

Small Business Assistance

for Veterans

Page 159TAP Manual

Small Business

6.5-1FO&D

Small Business Administration and Partners

Services and Programs Include:

•SBA Loan Guaranties

•Microloans

•Military Reservist Economic Injury Disaster

www.sba.gov/disaster_recov/loaninfo/militaryreservist.html

•Venture Capital

•Surety Bond Guarantee Program

Small Business

6.5-2

http://www.sba.gov/disaster_recov/loaninfo/militaryreservist.html

Programs and Services (Cont.)

•SCORE Counseling

•Online Training Federal Contracting Assistance

•Advocacy

•Regulatory Fairness

Small Business

6.5-3

Information Online

•For Veterans and Service Connected

Veterans www.sba.gov/vets

•For Self-employed Reserve and National

Guard Members www.sba.gov/reservists

•See handout for additional websites to

specific programs

Small Business

6.5-4

http://www.sba.gov/VETS

http://www.sba.gov/VETS

http://www.sba.gov/reservists

http://www.sba.gov/reservists

Support and Assistance

Federal Student Aid

Overview

Federal Student Aid- 1

What is Federal Student Aid?

Federal Student Aid

An office of the U.S. Department of Education ensures that all eligible individuals can

benefit from federally funded or federally guaranteed financial assistance for education

beyond high school.


“We consistently champion the promise of postsecondary education to all

Americans —and its value to our society.”


What is Federal Student Aid?

Most basic eligibility requirements are that you must:

Demonstrate financial need

Be a U.S. citizen (or, for most programs, an eligible noncitizen)

Have a valid Social Security number and,

Be qualified to obtain a postsecondary education

Possess either a high school diploma or General Education

Development (GED) certificate

How To Apply

Complete the Free Application for Federal Student Aid (FAFSA)

Review your Student Aid Report (SAR)

Contact the school(s) you might attend

Contact financial aid office


For More Information

Visit the Web Site: www.federalstudentaid.ed.gov

or call

Federal Student Aid

Information Center (FSAIC)

1-800-4-FED-AID (1-800-433-3243)

TTY 1-800-730-8913

1-319-337-5665 (not a toll free number)


http://www.federalstudentaid.ed.gov/

Closing

CRITIQUES

EXPECTATIONS MET

FOLLOW-UP SERVICES

Closing-1

Closing

Closing- 2

THANK YOU FOR

YOUR SERVICE AND

COMMITMENT TO THE

NATION!Good Luck!

FO&D