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What gives. what happened to being able to get a job on what you could do not who you know. This shit is ridiculous. I definitely have some buyers remorse about leaving the army.
Posted in these groups: 
Transition
Transition
Posted >1 y ago
Responses: 10
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MSG Wade Huffman
You nailed it. Networking is the key. The vast majority of what most would consider "good jobs" are NEVER advertised. That's why networking is so important.
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COL Vincent Stoneking
Absolutely. As a hiring manager, I have learned that a lot of people have creative writing and acting skills. Some of this can be overcome by reference checks, but it is the references that I know that will really "sell" me on the candidate.
Moreover, I may be talking about a potential opening with my peers for weeks or months before I actually am ready to hire. If a "perfect" candidate happens to walk in 15 minutes after I open the job, because "a little bird told them", so be it.
(NOTE: I don't do sham postings and will hire the person I consider to be the best of the current candidates. IF there is an excellent candidate right out of the gate, they just made my life easier.)
I just made a job offer to a candidate today who never applied. A peer knew I was hiring and forwarded her resume to me, along with an introduction. She happened to be a great fit. Yay! I can now close a 4+ month vacancy.
Moreover, I may be talking about a potential opening with my peers for weeks or months before I actually am ready to hire. If a "perfect" candidate happens to walk in 15 minutes after I open the job, because "a little bird told them", so be it.
(NOTE: I don't do sham postings and will hire the person I consider to be the best of the current candidates. IF there is an excellent candidate right out of the gate, they just made my life easier.)
I just made a job offer to a candidate today who never applied. A peer knew I was hiring and forwarded her resume to me, along with an introduction. She happened to be a great fit. Yay! I can now close a 4+ month vacancy.
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SGT Ben Keen
Took the words right out of my mouth SGM Quick! Is it rough for a Veteran to find a job, sure is. More so at this time of year when the hiring pool is flood with recent college grads also looking for a job.
My advice to this young Veteran is to network, then network some more, followed by networking. Use sites like RallyPoint and LinkedIN. Reach out to those of us that have gone through the same transition. Reach out to local Veterans' organizations. Network, network, network.
My advice to this young Veteran is to network, then network some more, followed by networking. Use sites like RallyPoint and LinkedIN. Reach out to those of us that have gone through the same transition. Reach out to local Veterans' organizations. Network, network, network.
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SPC Macedo,
Since you might be new to job networking, here are a few things to get you started.
First and foremost: have a conversation with yourself and honestly identify your strengths, unique attributes, and any other positives. These can be skills, character attributes, education, etc. The list goes on. The key is that these are what are going to set you apart.
Don't forget to build out your public profile with the information that you want others to see as well (for instance, all I can tell about you at first glance is that you live in Las Cruces, were an Army E4, deployed to OEF, and worked for four months fueling planes at Southwest). Based on that, I would never give you a second glance unless there were some other reason ... such as a recommendation from someone in my network (possibly they are overlapping with folks in your network).
Second: Connect, connect, connect. I'm not talking about the "Facebook Connect" syndrome where you're racing to see how many complete strangers you can connect with so you can get a +1, but rather connect with those that share those strengths or background you identified. RallyPoint and other targeted social media sites are an absolutely right step in that direction.
Third: GET INVOLVED! After you've been on here a while, you'll start to get a feel for others just based on conversations you observe or are having with them (I can still consider myself a RP newbie, but already am building an informal network of individuals that way).
Since you might be new to job networking, here are a few things to get you started.
First and foremost: have a conversation with yourself and honestly identify your strengths, unique attributes, and any other positives. These can be skills, character attributes, education, etc. The list goes on. The key is that these are what are going to set you apart.
Don't forget to build out your public profile with the information that you want others to see as well (for instance, all I can tell about you at first glance is that you live in Las Cruces, were an Army E4, deployed to OEF, and worked for four months fueling planes at Southwest). Based on that, I would never give you a second glance unless there were some other reason ... such as a recommendation from someone in my network (possibly they are overlapping with folks in your network).
Second: Connect, connect, connect. I'm not talking about the "Facebook Connect" syndrome where you're racing to see how many complete strangers you can connect with so you can get a +1, but rather connect with those that share those strengths or background you identified. RallyPoint and other targeted social media sites are an absolutely right step in that direction.
Third: GET INVOLVED! After you've been on here a while, you'll start to get a feel for others just based on conversations you observe or are having with them (I can still consider myself a RP newbie, but already am building an informal network of individuals that way).
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Here is my philosophy/opinion on this.
I would rather hire/promote someone that I know, someone who knows me and what I expect in an employee then hire someone that I don't. This is not because I have any issues with those that I don't know, it is because it is so hard to unhire/Fire someone now days,especially in state/federal service. If I have those that I don't want to hire/promote then I look to the outside/unknown. This has burnt me and my employer in the past, people can do a good interview, they can work hard until probation/trial service is up. Low and behold, once they become permanent and under the contract, they turn into shit bags and it takes and act of congress to get rid of them. That is the reality. I would take a service member/ veteran over a non, but service-members/veterans does not guarantee a good employee, but it does help. So don't call it GOOD OL BOY, call it networking and work it. There is resources right here, there is resources at LINKedIn as well. Use them, connect to old military buddies and get on USAJOBs and your state job website. You will get there.
I would rather hire/promote someone that I know, someone who knows me and what I expect in an employee then hire someone that I don't. This is not because I have any issues with those that I don't know, it is because it is so hard to unhire/Fire someone now days,especially in state/federal service. If I have those that I don't want to hire/promote then I look to the outside/unknown. This has burnt me and my employer in the past, people can do a good interview, they can work hard until probation/trial service is up. Low and behold, once they become permanent and under the contract, they turn into shit bags and it takes and act of congress to get rid of them. That is the reality. I would take a service member/ veteran over a non, but service-members/veterans does not guarantee a good employee, but it does help. So don't call it GOOD OL BOY, call it networking and work it. There is resources right here, there is resources at LINKedIn as well. Use them, connect to old military buddies and get on USAJOBs and your state job website. You will get there.
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COL Vincent Stoneking
1SG Niles, very well said and my exact opinion. Hiring is the #1 most important thing I do. Anything that helps assure me that the person is a good fit, I'll take it. The word of someone I respect is a darn good start.
The #2 most important thing I do is fire, but as you point out, that is MUCH harder to do than hiring is.
The #2 most important thing I do is fire, but as you point out, that is MUCH harder to do than hiring is.
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COL Randall C.
My command recently had conversations with a few of the top west coast companies regarding how they do talent management. I was intrigued by one of the companies and they way they handled it. In order to be hired, you actually had to be championed by one of the VPs. In addition, if that person didn't work out, then that VP actually got a ding against them.
Bottom line of this process is that they are committed to the 'right person' being hired instead of the 'right now' person - they would much rather have a vacancy sit instead of hiring the wrong person.
Bottom line of this process is that they are committed to the 'right person' being hired instead of the 'right now' person - they would much rather have a vacancy sit instead of hiring the wrong person.
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