EFFECTIVE JOB SEARCH

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PARTICIPANT MANUAL 3.Job Search Strategies 37 3.STRATEGIES FOR AN EFFECTIVE JOB SEARCH OBJECTIVES The lessons in this chapter prepare you to: "Set personal goals "Get organized "Plan an effective job search "Analyze job announcements and ads for critical information to better match your quali dcations with the employers 9 needs "Fill out job application forms and take employment tests "Understand how to research potential employers "Write effective resumes "Translate military experience into job skills "Write effective cover letters We keep moving forward,opening up new doors,and doing new things,because we 9re curious and curiosity keeps leading us down new paths.(Walt Disney) 3.1 SET GOALS What to Do On the next page you will identify speci dc jobs you are interested in researching and pursuing. Once you know more about a particular deld or you want to explore career options, use the form on the following page to help you explore your options. Step 1: Identify jobs that interest you and write the titles on the following page.

Step 2: Find out the salary range and necessary skills. Compare these to your dnancial needs and transferable skills. Step 3: Identify the training experience you need to qualify for the positions you dnd interesting.

Step ... more. less.

4: Include your family members in your decisions. TRANSITION ASSISTANCE PROGRAM 3.Job Search Strategies 38 So many of our dreams at ! rst seem impossible.And then they seem improbable.And then, when we summon the will,they soon become inevitable.(Christopher Reeve) Job Title 1. 2. 3. 4. 5. Salary Range $ $ $ $ $ Necessary Skills Your Skills Training/ Experience Needed PARTICIPANT MANUAL 3.Job Search Strategies 39 PROFESSIONAL GOALS WORKSHEET What to Know Now that you have done a personal appraisal and some career exploration, you need to make some career decisions to provide direction for your job search. You need to establish realistic goals, then dgure out the best way to achieve them. There are three types of goals: " Short-range (6 months to 1 year) " Intermediate-range (1 to 5 years) " Long-range (5 to 10 years) You may need to make realistic career goals for each time range. What you want to be doing in dve years may not be feasible now, but you can work toward that goal. You may need to dnd a short-term, stopgap job before you can obtain the appropriate, long-term position you really want. You may need to obtain a position or training in the short-term in order to qualify for the long-term position you would like to pursue. You need to have some consistency between your short-term and long-term goals. Each job along the way should be a step toward your long-term goal. You have already started the process of personal appraisal. This is an important step in goal setting. You might also want to refer to your individual transition plan from preseparation counseling. What to Do It is dif dcult to make decisions about which goals to pursue if you do not know what your goals are or how you want your career to progress. Your goals must be SMART: S peci dc M easurable A daptable R ealistic T rackable 1.Speci 1c If your goal is not speci dc you may not have a drm idea of how to get that job. EXAMPLE: I want a good paying, daytime job so I can continue my education. This job goal is not speci dc enough to suggest where to start looking for this kind of employment. Your job search will not be focused. You may dnd a job, but it will probably not be the most appropriate one. EXAMPLE: I want a job in warehousing because I already have military experience doing this type of work. It needs to be part-time and at night so I can use my military education fund to attend school during the day which will enable me to change my career. The position must pay at least $7.00 per hour and have a minimum of pressure so I can concentrate on my studies. TRANSITION ASSISTANCE PROGRAM 3.Job Search Strategies 40 This employment goal is speci dc enough to suggest where to start looking for this kind of employment. 2.Measurable Make a realistic, daily/weekly time table. This allows you to measure whether or not you are consistent in your employment search efforts. EXAMPLE: I will contact 3 employers per day on Tuesday, Wednesday and Thursday. On Monday and Friday, I will answer newspaper ads and send resumes. Setting up a time table avoids procrastination. 3.Adaptable Setting an employment goal is like using a road map with optional routes. If your search is not getting results, try an alternative route to your destination. EXAMPLE: I have been looking for a $9.00 per hour, part-time, evening warehouse job so I can go to school during the daytime. I have not had any results. I will begin looking for a $8.00 per hour, daytime warehouse job and will go to school during the evening. Change your search method if it is not working. If your search method is working stick with it. Remember: You can stick with your employment search method but change your employment preference, the wage you want, or the hours you will be available to work. 4.Realistic Make sure your employment goals are realistic for your personal needs, the local economy and the job market. Your goals may be appropriate for your current needs, but not realistic for the current economic situation. You may have to settle for a position with less pay, less bene dts and less advancement because the position you need and want is not available in your local employment market. You may have to consider other work until you can move to an area that has the employment opportunities you want and need. 5.Trackable You need to be able to trace your steps in your search for appropriate employment. Keeping track of where you go, with whom you speak and the results of each contact is extremely important. If your search is not getting results, you need to be able to look speci dcally at your efforts in order to see if there is some element that is missing or needs to be added. You cannot improve what you cannot track. Now that we have demonstrated the SMART technique, write your own short-, intermediate- and long-range goals. Make them employment related. It is easiest to start with long-range goals and work backwards to short-range goals. PARTICIPANT MANUAL 3.Job Search Strategies 41 3.2 GET ORGANIZED Schedule Your Time Think of looking for a job as a job. It requires planning and follow-through. At the beginning of each week, prepare a schedule with blocks of time for each type of activity (phone calls, reading ads, writing letters, etc.). Then, as the week progresses, make changes to allow time for interviews. Below is an example of a weekly schedule. NOTE: Set time aside to enjoy your family and friends, and relax. The sample schedule below shows Friday afternoon and Saturday as time off. The advantage of a schedule is it allows you to plan and use your time most effectively. It helps you avoid saying things like: cI really wanted to, but& d; I just couldn 9t dnd the time& d; or cI wish I had&. d At the beginning of each week, plan for each type of activity. Then, when an employer gives you a time for an interview, you can rearrange your schedule to use your time ef dciently. Looking for a work is a full-time job. Keep good records. Use of dce software to organize company and interview notes, schedules, resumes, etc. Get a calendar and keep it current. Your time is valuable and there is much to be done in dnding the right job for you. Schedule carefully, balancing your needs. The Company Information Record and Job Search Log further in this section will help you record your job search efforts and your progress in pursuing speci dc jobs. Be sure to prioritize your time. Some tasks are more important than others. The method you use to keep track of your job search is not important, but keeping track of it is very important! The chart shown is designed for a separatee doing full-timejob searching. You may want to use the sample chart provided, or you may want to develop your own system. However you decide to do it, make sure you do it well! TRANSITION ASSISTANCE PROGRAM 3.Job Search Strategies 42 MondayTuesdayWednesdayThursdayFridaySunday Search Internet and want ads Networking calls Letters/ applications Lunch Letters, phone calls or interviews Administrative tasks Make personal visits or interviews Lunch Letters/ applications Phone calls Follow-up Administrative tasks Search Internet and want ads Letters, applications Phone calls Follow-up activities Lunch Search for new prospects 4visit library to read professional magazines, direc- tories, etc. Administrative tasks Search Internet and want ads Lunch Prepare weekly schedule Telephone calls, applications, or inquiries Letters/ applications Follow-up activities Lunch Make personal visits to employment agencies Administrative tasks Telephone calls, applications, or inquiries Letters/ applications Admin. tasks Lunch Time off Time 8:00 9:00 10:00 11:00 12:00 1:00 2:00 3:00 4:00 PARTICIPANT MANUAL 3.Job Search Strategies 43 3.3 APPROACH THE JOB SEARCH PROCESS What to Know Finding a job is hard work. It is a job in itself. You should treat it just like a job, and use every resource available, including friends, acquaintances, relatives, teachers and professors. When you speak with these contacts, ask them about where they work. Job Search Methods Answer ads in: " Local, state, national newspapers " Professional or trade journals Apply directly: " Job fairs " Private Industry Council " Employers Contact local organizations Hidden Job Market The hidden job market simply refers to the fact that most jobs are not advertised. Eighty percent of all positions are dlled without employer advertising. These positions are dlled by, or created for, candidates who come to an employer 9s attention through recommendations from employees, referrals from trusted associates, recruiters, or direct contact with the candidate. Effective networking 4using your contacts to connect with the employer 9s contacts 4is the key to the hidden job market. You need to become skilled at dnding the hidden job market in order to have access to as many jobs as possible. Employers are constantly on the lookout for suitable candidates to replace departing, retiring, or inef dcient workers; to work on new projects or to add expertise in a particular area. Employers often have an immediate need to dll a position (someone resigns, a contract is awarded, etc.). Employers review resumes on hand or interview a prospective employee before advertising. Making these connections requires diligence and hard work. Check with: " Your transition of dce " State Employment Services " Private employment agencies " Internet " School placement of dces " Civil Service Administration (for testing) " Union hiring hall " Chambers of commerce " Employers People who wait for all conditions to be perfect before acting,never act. COMPARE HOW EMPLOYERS LOOK FOR APPLICANTS WITH HOW PEOPLE LOOK FOR WORK Most Least How People Look for WorkHow Employers Look for Applicants The Problem: Most job-seekers spend their time checking and responding to want ads, yet employees hire the least number of people through want ads. The Solution: Identify companies you want to work for, try to get informational interviews, ask for a job, leave a resume, dll out the job application, check back periodically. Show enthusiasm but do not be a pest. TRANSITION ASSISTANCE PROGRAM 3.Job Search Strategies 44 Want Ads/Internet Employment Agencies Placement Agencies Word of Mouth Direct Employer Contact Internal Networks Job Postings External Networks Placement Agencies Want Ads/ Internet Networking Getting people involved in your search is called networking. It means using personal contacts to get information about job leads and contacts. Regardless of the type of job you are looking for, building a network will help you tap into the hidden job market. You never know where the best job lead will come from. The dgure below will help you to consider those people you should involve in your effort to dnd work. Start building your network by making a list of all the people you know. Do not limit the list to people who know the work you do. The people on this list are your primary contacts. They do not have to be people who know about possible job leads, they just might be people who know other people that have knowledge of job leads, occupational information, speci dc employer contacts, etc. Before you begin contacting the people on your list, decide what type of information you want from the contact. You may be looking for: " information about a particular company, industry or line of work; " a referral to someone who might be able to help you; or " advice on conducting your job search. In many cases, you will want to ask to set up a brief meeting with the person. It is not a job interview. . . but it may bring you a job lead. Always have plenty of resumes available. If you feel awkward or embarrassed contacting people to ask for something, remember: " most people like helping other people; " many people have been in your shoes and remember how hard it was; and " some people will have a job opening, or know of one, and feel that fate brought you to them! Begin your networking by calling the people on your list you can talk to most easily and work up to making the calls that are more stressful. You may have to force yourself to make the drst few calls, but it does get easier with each call! PARTICIPANT MANUAL 3.Job Search Strategies 45 friends of friends fellow military personnel parents of children 9s friends close friends/ colleagues relatives teachers acquaintances immediate family military transition of@ce former co-workers former employers spouse supervisor YOU 3.4 RESEARCH COMPANIES What to Know One of the most critical elements but least used job search ctools d is researching companies. Most applicants think it is dif dcult to get information, or simply fail to see the value of the effort. Research is a good idea because: 1.You may get to know someone in the organization, and therefore have a personal contact. 2.If you have information about the company, you can do a better job of identifying transferable skills and matching those to the organization and the job. 3.You can ask questions in a job interview that are based on information few other applicants have. Researching a company can make you clook better d when compared to other candidates, because so few applicants do their homework. What to Do The Internet is a critical element of successful job searching. Items you might want to research: company growth, city 9s average salaries for deld, annual reports, cost of living. For example, if you wanted to dnd the ABC Company 9s annual report for last year, you 9d go to a search engine and do a ckey word d search by typing in cABC Company Annual Report. d The search engine will then generatea list of links to webpages that contain the key words you speci ded. The list of webpages is usually sorted by relevance, meaning that the ones at the top of the list are probably most closely related to what you 9re looking for. There are plenty of reference materials available in libraries to give you information on a company. You can do the research yourself or ask the librarian for help. A professional librarian is trained to dnd information from a variety of sources, or to direct you to other resources available in the community. Your local public library may also have a special Business Reference Section, which collects additional information on businesses in the local area. This information generally tends to be more current than annual publications. In any case, the Reference Desk at any library is a good starting point for your research. After you have done research , you may then call the company to get additional information. You should call to ask for information for two reasons. First, to request printed material about the organization such as an annual report or brochure. Second, try to speak with someone about the job you want. Refer to section 2.1, cWhat to Say on the Phone. d TRANSITION ASSISTANCE PROGRAM 3.Job Search Strategies 46 Practice The Company Information Record on the following page has space for information you might be able to dnd on a given company. Create and prioritize a list of companies that interest you in order to research them. As you research companies, keep a record of important information on the Company Information Record form. Use one page for each company. Keep this information organized and easily accessible. Copy one worksheet for each company you are researching. Refer to cWhat to Say on the Phone d in section 2.1. Things to research before contacting a company: 1.Number of employees; 2.What the company does (service and/or products); 3.Business volume, net worth, pro dt and loss, company stability, etc. (see company 9s annual report if available); 4.Company competitors; 5.Company history and future plans; 6.Company locations (headquarters, branch of dces, international of dces, retail outlets, etc.); 7.Salary range or hourly rates paid for various positions; 8.Contact names (department heads, human resource manager, people you know who work there, former employees, etc.); 9.Employment activity (recent hiring, dring, layoffs, etc.); and 10.Titles of positions that interest you. PARTICIPANT MANUAL 3.Job Search Strategies 47 COMPANY INFORMATION RECORD Date: Company Name: Contact Person 9s Name: Contact Person 9s Title or Position: Contact Person 9s E-mail Address: Company Webpage: Address: Phone #: Position or Department of Interest: Required Skills, Credentials, Education, Work Experience: Remarks: TRANSITION ASSISTANCE PROGRAM 3.Job Search Strategies 48 JOB SEARCH LOG DateCompany NameContact NameActivityRemarksFollow-Up PARTICIPANT MANUAL 3.Job Search Strategies 49 3.5 JOB SEARCH ASSISTANCE What to Know One of the drst steps in dnding a job is to identify where you can get job information and help. Where you go will depend on the type of job you want, where you want to live and work, and the available jobs in your deld. Some sources of job information are: 1.Internet There is information available for virtually all interests: graduate or professional schooling, full or part-time employment, internships, company pro dles, summer jobs, or relocation assistance. The number of webpages available grows daily. Another advantage of the Internet is that you can access current information at all hours of the day or night. You can access information about your local area as well as take your search far beyond your regular boundaries. This is especially helpful if you want to relocate to another area. Another advantage is that using the Internet in your search demonstrates your leading-edge skills to potential employers. Not only do you know how to use a computer but you also know how to navigate online. The Internet can help you explore career alternatives and options that you maybe haven 9t considered. You can dnd some self-assessment tools online, and loads of occupations and disciplines to explore. No one website will meet all of your needs. The transition website has many useful links to a variety of job search related sources. 2.State Workforce Agency (Employment Of 1 ce) Assistance in dnding jobs is offered to veterans at State Workforce Agency (SWA) of dces throughout the country. The local SWA offers services both to job-seekers and employers at no charge. Although the SWA provides assistance to everyone looking for a job, veterans are given priority. The SWA staff will evaluate your interests, skills, aptitudes and abilities and match them with employers 9 job requirements. Quali ded applicants are referred to employers for job interviews. Quali ded veterans are referred to employers ahead of non-veterans. Call the number listed in your telephone book under cState Government. d 3.Disabled Veterans Outreach Program (DVOP) staff and Local Veterans Employment Representatives (LVER) Primarily located in the of dces of the State Workforce Agency employment of dces, these staff provide assistance exclusively to veterans. They directly provide or facilitate the provision of labor exchange services, including assess- ment, counseling, testing, job-search assistance, referral and placement. 4.Vocational Rehabilitation and Employment Vocational Rehabilitation and Employment is and employment-oriented program that assists veterans with service-connected disabilities by offering them services and assistance to help them prepare for, dnd and keep employment. 5.Bureau of Apprenticeship and Training (BAT), U.S. Department of Labor Apprenticeship is a combination of on-the-job training and related classroom instruction in which workers learn the practical and theoretical aspects of a TRANSITION ASSISTANCE PROGRAM 3.Job Search Strategies 50 highly-skilled occupation. Apprenticeship programs are sponsored by joint employer and labor groups, individual employers, and/or employer associations. The BAT gives priority to veterans to help them gain entry into apprenticeship programs. All programs registered with BAT are recognized by State Apprenticeship Councils and meet VA regulations for training programs, which makes enrolled veterans eligible for VA educational assistance allowances. For further information; write the Of dce of Apprenticeship Training, Employer and Labor Services, U.S. Department of Labor, 200 Constitution Ave, NW, Washington, D.C., 20210. You may also contact your nearest BAT Regional Of dce (look in the blue pages of your phone book). 6.Private Employment Services Private employment agencies are not all the same. They are regulated by each state Department of Labor, licensing bureau. States regulate the percentage agencies are allowed to charge. The applicant (you) might have to pay for the agency to market you to local employers. They will counsel on how to dress, prepare your resume, interviewing assistance; but, will not get the job for you. Most employment agencies do not charge for their services.Employment agencies can also be employer fee paid. This means the employer will pay the hiring fee. Other possibilities might be the fee would be split between you and the employer, or the employer might make an agreement to reimburse the fee once you have completed a probation period. Carefully read any contract you sign, and understand the terms. Get a copy for your records. Career counselors are not employment agencies. Their function is to assist you in creating or upgrading a resume, dressing for success and interviewing skills. Career counselors usually charge a Nat fee from $500.00 to $3,000.00. They do not arrange interviews for you, they point you in the right direction. Sometimes there are additional charges for extra services. Be sure anyone you use has good credentials. Ask to see and check their references. Headhunters are people hired by organizations to locate speci dc types of people. They are paid by the company. Most often headhunters will not work with people who are looking for salaries less than $40,000.00 and this number Nuctuates depending on industry and geographic location. Don 9t expect a headhunter to burn up the phone lines trying to dnd you a job. Temporary services put you on their payroll. As their employee, you are then sent out con assignment d to other employers. You are paid by the temporary service, not by the company in whose of dce or plant you are working. Most temporary services do not have any bene dts for their employees. Many temporary services will offer you training free of charge to update or to expand your skills. Many will allow you to come into the of dce on your own time and learn computer software. It makes you more marketable. There is usually no fee charged at a temporary service. PARTICIPANT MANUAL 3.Job Search Strategies 51 7.College/School Placement Agencies Most institutions of higher education provide some kind of placement service, but this service is usually only available to students and alumni of the school. Some school/college placement agencies also provide instruction in job-hunting skills. 8.Military and Professional Associations and Organizations Military and professional associations are useful for specialized occupations. They can provide information on areas where the demand for a particular occupation is higher, as well as information on employers hiring individuals in a particular deld. Some of the organizations even provide speci dc job search and career instruction assistance. 9.Telephone Directory Yellow Pages, Industry Directory These are useful sources of information if you already know the type of job you want. These sources provide lists of companies employing individuals in various types of jobs. 10.Industrial and Craft Unions Industrial and craft unions tend to deal with a limited number of occupations. They are advantageous because they have exclusive hiring authority for some drms. If you have appropriate skills and/or aptitude and interests, this could be of value to you. 11.Job Fairs A useful tool in meeting employers and delivering resumes is attendance at job fairs. Contact either your transition of dce, local chambers of commerce, and other business organizations which provide services to the community or further information about these events. 12.Transition Of 1 ces Transition of dces provide individual assessment, classes and workshops, and leadership consultation. Primary transition of dce programs and transition assistance from military service include relocation, dnancial management and aid, information and referral, family readiness, and family life skills. 13.Chambers of Commerce Chambers of commerce offer rich resources about the businesses in their area and offer contact information for many of them. Their services are usually free for job-searchers. Publications are available, but only list member companies. Some have meetings that are open to the public. TRANSITION ASSISTANCE PROGRAM 3.Job Search Strategies 52 3.6 JOB SEARCH ONLINE What to Know Searching for jobs online is becoming increasingly signi dcant in the job search process. There are some occupations that lend themselves to this process more than others. You drst must drst determine what job search sites would be best for you to dnd the particular occupations that interest you. Some sites specialize in certain types of jobs. Use the resources provided by your transition of dce and the transition website to research these. With thousands of job sites online, advertising millions of jobs, where do you begin? It can get confusing and frustrating if you don 9t know where to look. To practice, begin with a large, popular site, such as Americas Job Bank (AJB). What to Do Once you get into the site, it will ask you several questions. First, in which state and locations you are willing to work. Identify these, then look under job families, which are broken down into many different job delds, depending on the site, and then individual job titles under each one. When typing in keywords, it is important to try and keep your search as broad as possible in the beginning. Once you have identi- ded a variety of job titles, try and narrow it down. For example, if you wanted to be a ccamera operator for television, d but do not have the experience to obtain that job right now, type in the word ctelevision. d This will give you a deeper variety of job titles relating to jobs that may help you work up to the position you ultimately want. For example, a ccamera utility d worker is a job title that is more entry level than television camera person. Type in a variety of keywords separated by commas to get an even broader perspective. Understand that how you type in keywords will dictate your results, because cconstruction, project manager d will give you an entirely different list of jobs than cconstruction project manager. d As you look at speci dc titles that interest you, it will narrow your search. Employers often list jobs in a wide variety of titles for the same occupation. Finding these jobs is part of the challenge. If you stay with just one job title, you may miss out on a variety of jobs in related areas. In AJB, if you are looking for a construction project manager position, you might look in occupation delds such as management and engineer rather than construction. You need to understand how each site is organ- ized, as each is different. Experimentation is important in locating all of the jobs that interest you. Look at both the big sites and also the specialty sites catering to the speci dc occupations that interest you. There are job search engines that provide extensive lists of job sites. When you identify a job opening, try and research the company to dnd out all you can about the company and the job. You can also go directly to speci dc company web sites to locate job openings they may have and apply for them online. PARTICIPANT MANUAL 3.Job Search Strategies 53 TRANSITION ASSISTANCE PROGRAM 3.Job Search Strategies 54 Applying for Jobs Online There are several ways to submit your resume online. One of them is posting your resume on a job search career site. Posting Your Resume on a Job Search Career Site There are countless job search career sites on the web. Each is unique in its own way, but for the most part, similar in many respects of creating a resume on their site. Sites such as America 9s Job Bank have a way for you to register on their site and post your resume, hoping employers will utilize these career sites to recruit you as a potential employee. " Most of these online resume builders are simple and straightforward. They give you a step-by-step, dll-in-the-blank process that is easy to follow. More than likely they require you to register on their site, which is usually free. Some of these sites are good and some are not so great in terms of resume format, so be selective. " With each dll-in-the-blank space, you must carefully edit and proofread your documents. Spell check is usually not provided by the site. To spell check the document yourself, save the resume to your computer, spell check the docu- ment in your word processing program, then go back to the online document and make corrections. " The objective is what the employer will usually use to screen applications. If interested, they will open the entire resume to review. Therefore, be sure that your objective is simple and clearly stated. A mistake many job seekers make is trying to sell your skills here by making their objective statement too long. " Posting your resume on a website may not be the most effective way to get a job. The main reasons why this technique does not work are that individuals do not target their search or that the resume is poorly written. The best resumes are targeted resumes, and posting a resume on a web site does not allow for the most effective targeting. Wealth comes to those who make things happen,not to those who let things happen. PARTICIPANT MANUAL 3.Job Search Strategies 55 3.7 ANALYZE WANT ADS In addition to using online search techniques, reviewing want ads in the classi ded section of newspapers and speci dc industry publications is also helpful. A small percentage of job-seekers dnd employment by responding to want ads. While want ads are not the only way to dnd a job, looking through want ads can give you a good idea of the availability of jobs in certain industries. You may be able to dnd out what kind of experience, quali dcations, salary and skills are needed for certain jobs. If certain jobs do not appear in the want ads, it does not necessarily mean that there are no job openings in that deld. Most new ads are published Wednesdays and Sundays, so pay attention to these days. Read the want ads cover to cover, because jobs that interest you may be listed in unexpected places. For example, want ads for drywallers might be listed under construction, painters, laborers, home builders, carpenters, etc. When reading and responding to want ads be aware of the following: "Some ads do not give a company name, you reply to a P.O. box, making it impossible to do any research on the company. "Ads that promise a big paycheck with little experience required usually indicate sales positions that work on commission. "If the contact for the ad is an employment agency, dnd out if they will charge you a fee. Some agencies charge the employer a fee, some charge the job-seeker a fee. "Multiple position ads usually indicate a new or expanding company. Competition is often derce for these positions. "Some ads use the word cpreferred d (degree preferred, two years experience preferred, etc.). This usually means you can apply if you do not have that particular skill or ability as long as you have the other quali dcations. "When sending a resume in response to a want ad make sure you meet the minimum requirements. If the ad says certi dcation, license, degree, experience, etc. required, you might be wasting your time if you do not have those quali dcations. If it says cno phone calls, d do not call. Job Search Strategies TRANSITION ASSISTANCE PROGRAM 3.Job Search Strategies 56 3.8 COMPLETE APPLICATION FORMS What to Know Using the Master Application Worksheet (refer to section 1.2, Create a Career Catalog) makes dlling out application forms much easier. Almost every employer will require you to dll out an application form, even though the company may already have your resume and cover letter. Applications may be used to make the drst ccut d in screening applicants for interviews. The form may be a test to see how well you follow directions. It is always a good idea to take your time and do it well. When possible get two copies of the form. Use one as a draft copy before completing the dnal form. What to Do Use the following suggestions to complete application forms: 1.Be prepared when you dll out the form. 2.Read and follow all directions before beginning to dll out the form. 3.Make your application neat and easy to read 4it will be judged on appearance and content. If possible, type the form. If you can 9t type the form, print neatly. 4.Do not write csee resume, d even if the application repeats information. 5.Read each question and decide how you will answer before you begin to write. This will help you dt the answer into the available space, as well as write the best answer. 6.Answer all questions. If a question does not apply or you feel the question invades your privacy, write N/A for cnot applicable. d Do not leave blank spaces. 7.Do not scratch out or write over mistakes. If you must correct over a mistake, cross out the error completely with a single line ( 4). 8.Take your time, but work steadily. If you take too long dlling out an application at the company, the employer may think you are not prepared. 9.Answer questions honestly 4never lie, and do not use sarcastic answers. 10.Ask questions if you do not understand something about the form. 11.After you complete the form, check it for accuracy, correct grammar, and spelling. Make sure it is neat, and make a copy for your records. 12.Follow up on the application at regular intervals (about every week) until you hear from the employer. 13.Work Experience: Make sure you have all the information you will need with you. Work on describing your duties before you dll out an application, so you can be brief and clear in your descriptions. If you prefer not to give your salary history, write cwill discuss in interview d in the space provided. However, keep in mind some employers will screen you out. When giving your reason for leaving, never give a negative answer. cI completed my military goal, d cmoved, d and cseasonal, d are all very acceptable answers. Do not write c dred. d If you were dred, write cwill discuss in interview. d 14.Position Desired: Always dll in this space! Never write cany d or cwill do anything! d Do some research drst so you know what jobs you qualify for and are available in the company. 15.Salary Desired: Before dlling out an application, be sure you know the lowest salary you would accept and the wage range for the position you want. Call a few companies in the area and ask the pay range for the type of job for which you are applying. It is okay to write copen d or cnegotiable d rather than putting a dgure on the application to identify the salary. 16.Availability: Unless you cannot start a job right away, write cimmediately d in this space. Otherwise, write the date you will be available to start work. If asked what hours or shifts you will work, write copen d unless you have speci dc requirements. 17.Special Skills, Abilities and Training: You are often asked to list any special skills, abilities, experiences and/or training you have that relates to the position you want. This is an opportunity for you to highlight anything that may possibly set you apart from other applicants. Your Right to Privacy According to the Personal Privacy Act it is inappropriate for employers to request certain information on application forms. If you encounter a job application that requests this information, it is your decision whether or not to supply it. If you choose not to answer these types of questions make sure you write N/A (for Not Applicable) to indicate you have seen the question. Some examples of inappropriate questions include: date of birth, marital status, dependents, health, citizenship, and social or religious af dliations. PARTICIPANT MANUAL 3.Job Search Strategies 57 I am not afraid of tomorrow,for I have seen yesterday and I love today.(William Allen White) 3.9 OPPORTUNITIES FOR FEDERAL CIVIL SERVICE EMPLOYMENT Veterans Preference and Direct Appointment Authority for Federal Employment Applying for a job with the federal government is different than applying for a private sector position. As a veteran, you may have an advantage applying for work with the federal government. Not only do certain veterans get extra points for veteran status in the selection process, but they also receive credit for their time in the military toward federal years of service for seniority and retirement. Keep in mind that there may be an application/employment waiting period for some veterans. Retirees have different rules which apply to them. Check the Transition website for the most current information. By law, quali ded veterans with a service-connected disability or who served on active duty in the United States Armed Forces during certain speci ded time periods or in military campaigns may be entitled to preference over non-veterans both in federal civil service hiring and/or in retention during reductions in force. Federal Application Procedure In the past, the United States Federal Government required job applicants to submit a standardized application form known as the SF-171. Today you can apply for most federal jobs with a resume or an optional application (OF-612). The Of dce of Personnel Management (OPM), which is the government 9s hiring authority, now accepts resumes. Check the job posting/announcement to see which format and method of delivery they prefer. Even if you submit a general application form, you may also be required to submit additional information targeted for each position 4for example: OF-612, computer scan forms, etc. However, the resume will be considered the primary application. If an applicant simply submits a regular resume they will never be referred and never qualify for any federal position. Resumes must be targeted and be completely tailored to the position. Federal resumes could be several pages in length as opposed to the preferred one page by private sector employers. Be sure to read the job announcement carefully to see all of the requirements for submitting an application. There is computer software available at most Transition Of dces which will enable you to use electronic versions of Federal Employment forms and/or help you with your resume or application. TRANSITION ASSISTANCE PROGRAM 3.Job Search Strategies 58 PARTICIPANT MANUAL 3.Job Search Strategies 59 What A Resume For Federal Employment Must Contain Read the job announcement carefully. You may lose consideration for a job if your resume or application does not provide all the following information and any additional information requested in the job announcement. Job Information "Announcement number, title and grade(s) of the job for which you are applying Personal Information "Full name, mailing address (with zip code) and day and evening phone numbers (with area code) "Social Security Number "Country of citizenship. Most Federal jobs require United States citizenship "Veterans 9 preference "Reinstatement eligibility (if requested, attach SF 50 proof of your career or career-conditional status) "Highest Federal civilian grade held. Also give job series and dates held Education "High school (name, city, state, zip code) "Date of diploma or GED "Colleges and universities (name, city, state, zip code) "Major subjects studied "Type and year of any degrees received (if no degree, show total credits earned and indicate whether semester or quarter hours) "Send a copy of your college transcript only if the job vacancy announcement requests it Work Experience "Give the following information for your paid and nonpaid work experience related to the job for which you are applying (do not send job descriptions) "Job title (include series and grade if Federal job) "Duties and accomplishments "Employer 9s name and address "Supervisor 9s name and phone number "Starting and ending dates (month and year) "Hours per week "Salary "Indicate whether they may contact your current supervisor Other Quali @ cations "Job-related training courses (title and year) "Job-related skills, for example: other languages, computer software/hardware, tools, machinery, typing speed "Job-related certi dcates and licenses (current only) "Job-related honors, awards, and special accomplishments, for example: publications, memberships in professional or honor societies, leadership activities, public speaking, and performance awards (give dates but do not send documents unless requested) TRANSITION ASSISTANCE PROGRAM 3.Job Search Strategies 60 Mary LouAnne Jenkins 123 Pearl Street Rockville, Maryland 12345 Telephone: Daytime (111) 222-3333 / Evenings (444) 555-6666 Email: MaryLou@email.com SSN: 123-45-6789 P ROFESSIONAL O BJECTIVE Equal Employment Specialist, GS-260-12, DD Form 0028 S UMMARY "Over 15 years of professional experience with the public. "Personable and persuasive in communicating creatively with thousands of customers from all cultures and economic levels. "Proven skill in persevering to solve customer 9s problems. "Self-motivated and con ddent in making independent decisions. "Very well organized and able to meet deadlines. P ERSONAL I NFORMATION Country of Citizenship: United States of America. Veteran Status: 10 Point Veteran (see attached documentation). Reinstatement Status: Not Eligible. Civil Service Status: No prior civil service appointment. W ORK E XPERIENCE Equal Employment Opportunity (EEO) Counselor, October 19XX to present United States Air Force 123 Alameda Avenue Lowry Air Force Base, Colorado 12345 $29,000 per annum/plus excellent bene dts/40 hours per week Doug Ridenour (999) 989-9898 "Assist employers with equal employment opportunity (EEO) complaints, question and inquiries. "Supervise a staff of dve. Coordinate work schedules, organized work Now, trained new personnel, and served as of dce manager. "Orient new employees in personnel procedures and EEO guidelines. "Instruct military training regarding EEO procedures and activities. "Counsel military members in their rights and responsibilities concerning on-the-job problems and issues. "Organize administrative processing of EEO claims, increased the productivity of the EEO section by 45 percent. Sample Federal Resume PARTICIPANT MANUAL 3.Job Search Strategies 61 Mary LouAnne Jenkins page 2 Personnel Director, March 19XX to September 19XX Balvin Corporation 123 Westcliff Street Council Bluffs, Iowa 12345 $27,000 per annum/40 hours per week Michelle Owens (123) 456-7890 (contact encouraged) "Resolved wide range of customer problems, applying diplomacy and assertiveness to: personnel actions, salary and payment problems, management decisions, and culture/communication barriers. "Organized the logistics of speaking engagements and investment seminars: location, catering, seating, lecture, speakers, travel. "Maintained extensive dnancial records regarding individual and corporate clients. "Supervised the personnel of dce operations. Reviewed personnel dles, updated training records, recorded personnel actions and supervised the hiring/ dring process. Personnel Director, January 19XX to February 19XX ABC Corporation 1234 Jenson Avenue Minneapolis, Minnesota 54321 $23,000 per annum/40 hours per week Jerry McMond (333) 567-8900 (contact encouraged) "Supervised 20 personnel clerks in the performance of their duties. "Developed and administered a new dling system. "Monitored the of dce budget and initiated all work orders and purchase requisitions. E DUCATION M.A., Public Relations - University of California, Santa Barbara, 19XX B.A., Humanities - University of California, Santa Barbara, 19XX A.A.S., Personnel Management - California Community College, 19XX High School Diploma - Bellview High School, Bellview, California, 19XX Additional course work in psychology and business management. Elected to Phi Delta Kappa academic honor society. Graduated Magna Cum Laude. T RAINING Legalities of EEO, 19XX EEO Grievance Process Training, 19XX Total Quality Management Techniques, 19XX Managing Diversity, 19XX Personnel Management for Business, 19XX TRANSITION ASSISTANCE PROGRAM 3.Job Search Strategies 62 Mary LouAnne Jenkins page 3 A DDITIONAL S KILLS Fluent in Spanish, French and English Pro dcient in Macintosh and IBM Hardware Ef dcient in the use of MS Word, WordPerfect and Harvard Graphics Typing Speed: 85 words per minute M EMBERSHIPS Member of the Air Force Reserve Member of the Rockville Chamber of Commerce Elected treasurer of local Civic Association 3-year term Voted to Board of Directors for Rockville Methodist Church 1-year term President of PTA 2-years consecutively C ERTIFICATE /L ICENSURE Certi dcate of Quali dcation for EEO Operations, 19XX H ONORS , A WARDSAND S PECIAL A CCOMPLISHMENTS Air Force Achievement Medal, 19XX Published Management Techniques in Personnel Today Magazine, 19XX Letter of Appreciation for Outstanding Performance, 19XX PARTICIPANT MANUAL 3.Job Search Strategies 63 Filling Out the Optional Application for Federal Employment 4 OF-612 Transition of dces may offer assistance in completing a federal application and in composing resumes for Federal employment. Here are some tips for dlling out the OF-612 and the additional knowledge, skills and abilities narratives required in most case-examining job announcements. An example of the expanded format which may be used in preparing the work experience blocks follows the tip section. 1.Plan carefully. Your OF-612 is the drst thing a prospective employer sees; apply the concept you are preparing can interview on paper. d 2.Prepare your basic or cmaster d OF-612 after reviewing the X-118 Handbook and some current announcements in your deld. The X-118 is a quali dcations information source which is available in most CPOs and transition centers or libraries. For Wage Grade or Blue Collar information, use the X-118 C. 3.The announcement may detail Knowledge, Skills and Abilities (KSAs) which must be documented on plain paper. 4.Prepare a separate narrative on each cselective d or cquality ranking d or KSA factor as stated in the job announcement. This could make the difference in whether or not you are considered for the position. A typed supplemental statement relating your experience to these factors helps avoid having to tailor your OF-612 each time you apply for different positions. Include concrete examples of work performed. The same information may need to be repeated to address multiple KSAs within the same application. 5.Block 8, cWork Experience, d is the most important part of your OF-612. Neglecting to provide complete information for jobs similar to the one sought could cause you to be disquali ded for the positions. Start each section of Item 8 with duties, which are what you do for your employer; list all key duties, including those not listed in your position description. 6.Follow the brief Duties narrative with a series of cbullet d entries which are concrete examples of WHAT you did, HOW OFTEN, HOW MUCH money or HOW MANY units of activities were produced, WHO you dealt with inside and outside the organization, and WHY the activity was done 4 i.e., how your product was used by others. Work from most important to least important examples. 7.Next, in each section include accomplishments, which are things you did which were above and beyond what is normally expected of you; describe those accomplishments which represent your highest skills. You may indicate major accomplishments after each work experience block. TRANSITION ASSISTANCE PROGRAM 3.Job Search Strategies 64 8.Start with your most recent job which is similar to the work sought. YOU NO LONGER HAVE TO GO BACK 10 YEARS. Other work experience may either be summarized in one additional block, or you may continue to add new blocks as far back as needed. 9.Work performed as a volunteer may also be used to demonstrate your quali dcations for a position. Remember to include volunteer or unpaid work experience that is related to the position for which you are applying. 10.A key item to provide on your OF-612 is evidence that you have progressed in each job, as well as from one job to the next. Clearly describe how you have assumed more responsibilities or more demanding duties with each job. 11.Use separate experience blocks for each employer, promotion, substantial salary change, job reassignment, or detail. 12.In Item 2, dll in the lowest grade level shown on the announcement you will accept. If quali ded, you may be considered for grade levels above the level you indicated. 13.In Item 12, list degrees you expect to receive within nine months of the date of your application. Education may be substituted for experience, but experience is the major factor formost evaluations. 14.In Item 13, indicate any special quali dcations, skills, and accomplishments: memberships, publications, presentations, letters of commendation, certi dcates, nominations, honors, awards, etc. Do not attach copies unless instructed to do so. 15.After you complete your OF-612, save the original. You will probably be able to use it for other, similar jobs. Photocopies are acceptable, but each copy must be signed and dated in ink. Fill in the job for which you are applying (Item 1), and the vacancy announcement number (Item 3), and the signature and date (Item 18) at the time of application. 16.You may be able to claim 5-point veteran preference/direct appointment authorities, if entitled to it, on Item 15 of the OF-612, BEFORE RECEIVING YOUR DD Form 214. This has been established in an OPM directive to federal agencies. You must provide proof of preference in competitive examining prior to entry. You can not claim 10-point preference without the documentation noted on the Standard Form 15, Application for 10-Point Veteran Preference. Transition of ! ces offer assistance in completing a federal application and in composing resumes for federal employees. PARTICIPANT MANUAL 3.Job Search Strategies 65 3.10 CREATE AN EFFECTIVE RESUME What to Know Many people think that a resume is only for white collar jobs. On the contrary, in our changing job market almost everyone will need a resume, including most blue collar workers. The resume is a selling tool that outlines your skills and experiences so an employer can see, at a glance, how you can contribute to the employer 9s workplace. More to the point, what we are actually doing is applying for an interview. Only in the rarest of cases will a resume in and of itself directly secure a job offer. The goal of an effective resume is to highlight and summarize a person 9s quali dcations. What to Do The drst step in creating your resume is to determine which jobs you are both quali ded for and interested in. In today 9s job market it is crucial to be as speci dc as possible.Your experience in the military has probably given you a wide variety of skills that you can apply in several career delds. Make a determination of what you want to do. To clarify your skills selection refer back to transferable skills, section 1.4. Use the statements you wrote to help you decide. Once you have identi ded the types of positions you want to pursue, you need to select the resume format that best introduces you to the job market. This is a marketing decision based on the message you want to send to a potential employer. Target your skills to dt the job you are applying for. Many people think that a resume is only for white collar jobs.On the contrary,in our changing job market almost everyone will need a resume,including most blue collar workers. TRANSITION ASSISTANCE PROGRAM 3.Job Search Strategies 66 Resume FormatAdvantagesDisadvantagesBest Used By RESUME FORMATS 4WHICH ONE IS BEST? " Emphasizes gaps in employment " Not suitable if you have no work history " Highlights frequent job changes " Emphasizes employment but not skill development " Emphasizes lack of related experience and career changes " Viewed with suspicion by employers due to lack of information about speci dc employers and dates " Confusing if not well organized " De-emphasizes job tasks, responsibilities " Requires more effort and creativity to prepare " Time-consuming to prepare " Confusing if not well organized " Should be revised for each employer " Individuals with steady work record " Individuals with no previous employment " Individuals with gaps in employment " Frequent job changers " Individuals who have developed skills from other than documented employment " Career changers or those in transition " Individuals reentering the job market after some absence " Individuals who have grown in skills and responsibility " Individuals pursuing the same or similar work as they 9ve had in the past " Everyone 3 because any of the other formats can be made into a targeted resume " Widely used format " Logical Now, easy to read " Showcases growth in skills and responsibility " Easy to prepare " Emphasizes skills rather than employment " Organizes a variety of experience (paid and unpaid work, other activities) " Disguises gaps in work record or a series of short-term jobs " Highlights most relevant skills and accomplishments " De-emphasizes employment history in less relevant jobs " Combines skills developed in a variety of jobs or other activities " Minimizes drawbacks such as employ- ment gaps and absence of directly related experience " Personalized to company/position " Shows research " More impressive to employer " Written speci dcally to employer 9s needs Chronological Functional Combination Target (should be used in all resumes) PARTICIPANT MANUAL 3.Job Search Strategies 67 Translate Your Military Experience Into Civilian Terms As you create your resume, avoid military jargon and military terms. Most civilian employers will not understand military jargon, abbreviations and acronyms. Therefore, use the following guidelines to prevent this problem: "Write out terms and, when necessary, explain what they mean. "For specialized military training, list the names and number of hours of professional and technical training you have taken. Only include training if it relates to the job. "BrieNy explain any course that may be pertinent to the job. For example, write, cManagement and Supervision d as a course title. Then add the course content: equal opportunity law; giving and receiving positive and negative feedback; and giving directions. "Use civilian equivalent phrases and titles. Civilian recruiters will not take the time to translate your resume into civilian terms, and therefore may not see you as quali ded for the position. Below are some military terms with recommended civilian equivalents. Military TermsCivilian Equivalent NCOIC......................................Supervisor, Manager, Coordinator TDY/TAD..................................Business Related Travel PCS............................................Relocation NCO Academy..........................Leadership or Management Training War College................................Executive Military Leadership School Command and Staff College......Senior Military Leadership School Basic Of dcers Course................Entry Level Of dcer Leadership Course Basic Training............................Introductory Military Training O7 and above..............................President, Senior Director, Chairman of the Board, Managing Director O5 and O6..................................Chief Executive Of dcer, Chief Operating Of dcer, Program Director O4................................................Senior Administrator, Department Head, Program Manager O1 to O3....................................Executive, Administrator, Manager, Project Of dcer WO1 to WO5............................Director, Specialist, Facilitator, Technical Manager, Technical Specialist E7 to E9......................................Director, Supervisor, Department Manager, Operations Manager, Senior Advisor E4 to E6......................................Assistant Manager, Line Supervisor, Section Leader, Task Leader, Supervisor, Foreman E1 to E3......................................Production Worker, Assembler, Technician, Assistant, Apprentice, Team Member TRANSITION ASSISTANCE PROGRAM 3.Job Search Strategies 68 FollowThese Resume Guidelines 1.Write your resume to show employers three things: " The amount and kind of responsibility you have handled. " The results you have achieved. " The relevancy of your past responsibilities and accomplishments. 2.List your achievements and how you solve problems , not simply your responsibilities. In other words, explain how you increased operational ef dciency, the amount of money you saved or raised, the number of people who used the service or product, the action that came about as a result of your efforts, etc. Write these items in phrases that identify the problem, note the solution, and describe the result. 3.Use statistics or numbers when you can, to show the results of what you did (i.e., size of organization, number of people supervised, length of report, time involved, size of budget, amount of money raised, etc.). Identify types of people, services, products, and programs with which you worked. 4. Write your own resume. Seek all the advice you can, but since you 9ll be the one at the interview, you 9ll make the best author. If you decide to use a resume writing service, work closely with the writer to make sure that the resume reNects your experience and personality. 5.Keep your resume brief , clean and easy to read with lots of white space on the page. Use the minimum number of words to convey what you wish to say. Be able to defend every word . 6. Be speci 1 c about your job and accomplishments; leave nothing to the imagination. 7. Be selective in the information that you include in your resume. Choose only information that relates to the jobs you seek. 8.Include volunteer experience relevant to the position sought. Also, include data on travel, languages, hobbies, certi dcates, if relevant to the target job. 9.Match the style of your resume to the style of the company. Avoid the slick look that many resume services offer. Print your resume and cover letter on matching bond paper (white, bone, or ivory). Do not print on the back side of your resume. Use a standard typeface and black ink. 10.Avoid gimmicks. Be creative, but always professional. 11.If possible, keep an electronic copy of your resume so you can easily make changes. Check with your transition of dce, public library, State Workforce Agency employment of dce or community college career center to see if they have computers available that you can use. Alternatively, you can write your resume by hand and pay a service to type it and save it electronically. 12.Be impressive in describing your experiences, but always be 100% honest . Never exaggerate or misrepresent yourself. 13.Make several drafts of your resume 4boil it down to essential information and have it critiqued before it is copied. Recognize that you may need to write several different resumes in order to customize it for speci dc jobs. 14. Always send a cover letter to accompany your resume. 15. Do not include names of references on your resume. 16. Do not mention salary on your resume. 17. Keep everything positive in what you say about yourself 4stress your strengths, not your weaknesses. 18. Use feedback from friends, relatives, and interviewers as to how your resume is coming across and modify where necessary. 19.Your resume should not be longer than two pages. One page is usually enough, especially if you have limited work experience. When mailing resumes, do not staple any documents together. 20.Include a Special Skills section where you can note languages you speak, read or write; computer hardware and software you can use; and machinery or equipment you can operate, build or repair. Do not use military terminology! 21.Emphasize credentials (licenses or certi dcations) obtained if they relate to the job that you are seeking. They can either be included in the cHighlights of Quali dcations d section or in the cEducation and Training d section. 22.Information you should not include on your resume: " marital status " names, ages, and number of children " spouse 9s job " age " race " photograph of yourself " religious and political af dliations " height and weight " salary for each previous job 23. Be Dynamic. Use the action verbs on page 74 to begin each sentence in your resume. Avoid using the phrase cresponsible for& . d Most interviewers interpret that phrase to mean you did not complete the action yourself. It is recommended that you use present tense for current jobs and past tense for jobs you have previously held. PARTICIPANT MANUAL 3.Job Search Strategies 69 TRANSITION ASSISTANCE PROGRAM 3.Job Search Strategies 70 Resume Worksheet Building a good resume takes a lot of time and thought. You will not be able to do this quickly or in one sitting. Try to see it as a process taking one step at a time, so that it will not seem so overwhelming. You will discover just how well the time was spent when you have a good resume. As you prepare your resume for each application, make sure you know how the employer wants to receive it. Do they want it mailed via U.S. Postal Service? Do they want it e-mailed? Submitted online? If a resume is submitted in a form that does not meet their expectations, it may not even be considered. Once you feel the resume looks and reads well, have a professional review it for ease of reading, spelling and grammar. Make sure you use terminology that is common to the industry in which you are applying. Do not use military terms and acronyms. For example, do not make employers guess what a M1A1 Tank Crewman is and how that position relates to the job applied for. Your responsibility is to interpret for the employer the skills you have to match their needs. Format has to do with organization of information. This manual provides you with examples of how to organize the same information using the three resume format styles. Refer to the example resumes further along in this section to see which best dts you and the position you seek. Name: Use your complete name, not a nickname, as it appears in your normal signature. Address: Make certain it is complete and spell out Street, Avenue, etc. E-mail: Make sure that it is a professional address i.e. MarySmith@email.com versus MaryLovesBubbleGum@email.com Phone: Include area codes and use numbers where you can be reached personally, by voice mail, or by a professional message on an answering machine. Never leave a number for a machine that has something ccute d or cfunny d as a greeting. Employment/Job Objective: The most effective, well-written job objective is a targeted job objective that is for a speci dc job (bookkeeper, medical transcriber, diesel mechanic, etc.) with a speci dc company (for General Motors, Johnston auto- motive, etc.). 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