Since 1954 Veterans Day has honored all who have served their country through military service. The holiday is always held on the same day without exception unlike other Federal Holidays that are often moved to provide a three-day weekend. November 11 was originally set aside in 1919 to remember those who honored our great nation through their service in World War I and today we honor all who served.
As a veteran, I want to pass on my personal thanks to my brothers and sisters in arms. As the Chief Operating Officer for MilitaryHire.com, it gives me great pleasure to know that in some small measure we are able to help our military heroes transition from their service to America to a nearly unlimited field of jobs throughout our great country. Over 5000 MilitaryHire customers annually employ 100,000 former military servicemen and servicewomen. I want to thank each of them on this day as well.
Veterans can be counted on to deliver dependable and quality work no matter the profession they serve. Working under stress is inevitable in most jobs and veterans deliver under the most extreme conditions. They always have and always will.
As we remember this day I ask all those who have a veteran peer to thank them for their service. They will humbly express their thanks, but internally they are grateful to those who notice their association to the day.
Lastly, I want to ask all Americans—veterans and others—to be attentive to any veteran who may appear to be struggling. The cost of service is often not apparent and many veterans place a veil over their anxiety and depression and internalize their struggles to disguise any perceptions of weakness. We are all human and can all fall prey to dark periods in our life that can often be avoided by attentive friends and co-workers. Twenty-two veterans a day take their own lives. This tragic reality can and should be addressed not only on this day which honors them, but every day of our lives.
Robert C. Riegle
Comments  by Melanie Bozzelli — Posted on Nov 11, 2019 in General
You aced the interview—at least you thought you did. Maybe you were even called back for two or more opportunities to meet with various representatives from the company you applied to. But then, nothing. When you finally reached out to inquire about the process and when you might expect a decision you’re told that, “we’re sorry, but we’ve selected another candidate.”
What went wrong?
Here, some hiring managers, HR pros and recruiters weigh in, sharing some of the reasons that they may not move forward with an offer, even after what may have seemed like a great round of interviews.
You Brought Up the M-Word: Money
All candidates are obviously keenly interested in knowing what a position pays and what benefits will be included. But, despite the fact that these questions may be top of mind, candidates should avoid compensation-related questions during the interview process, say the experts.
“In the interview, don’t ask about compensation and benefits,” says Ellen Mullarkey, VP of business development for Messina Staffing Group. “We can discuss this after you’ve received the offer.” Yes, money is important. But, says Mullarkey: “The interview is the time for us to learn about you and for you to learn about us. As a hiring manager, I want to be confident that you’re coming to work for me because you feel that can add value to our organization. I don’t want to walk away from the interview with the impression that you’re simply looking for a paycheck.”
The same advice applies to other perks, like vacation time and time off. “If you ask about time off before you even receive the job offer, your interviewers will get a bad impression,” says Mullarkey. “No one wants to hire someone who is more excited to leave the office than to actually work there.”
The interview, Mullarkey stresses, is the time to talk about your skills and your interest in the company—to ask questions about the position, its responsibilities and the organization itself. Compensation and benefit questions should come later.
You’re Not a Brand Match
Today the concept of “hiring for fit” is top-of-mind for most HR pros, recruiters and hiring managers. Background, skills and competencies are important, of course, but more important for most organizations is how well a candidate will fit within the culture of the organization.
Amazon is a good example to illustrate. A few years ago Amazon took some heat in the media because of what some perceived as a cut-throat, overly competitive culture. But, here’s an important thought to consider: some employees thrive in that kind of environment—others don’t. The same is true of other organizations—each will have a unique dynamic, or culture, that employees either will or will not fit into.
“Employers want to know that you are committed to their company, the mission statement, and overall brand,” says Ladan Davia, founder and CEO of Beeya, a job portal. “Even though you haven’t been hired on as a full-time employee, you should act as if you are one.
How to get some insights into the type of culture the company has? First visit their website. Most companies, especially larger companies, will post their mission, vision and values somewhere on their site. Then, check out online review sites like Glassdoor where you can see what past and current employees have to say about the company, including its culture. Finally, check out the comments on social media and any media coverage that the company may have received. From these sources you should be able to glean a good degree of information to help you discern what the company culture is like—and how you can best convey the fact that you’re a good fit.
You Haven’t Sufficiently Made Your Case
“A job interview is not the time for modesty,” says Davia. “Be proud of who you are, what you have accomplished, and what skills you can bring to the company and other employees. A resume isn’t enough to show who you are, an interview is the time to show an employer why you are the best fit.”
The interview, says Erica McCurdy, a career coach and transition mentor for the Navy SEAL Future Foundation, and owner of McCurdy Solutions Group, LLC, needs to remain an “employability conversation” and not a “watercooler conversation.”
She explains: “An employability interview is one in which the conversation is focused around the benefit to the employer. How can the candidate’s skills, experience, and abilities work to solve the problem that the interviewer has right now. A watercooler conversation is one that leaves one side or the other with stories that they can talk about with their friends or coworkers around the watercooler.”
Your goal in the interview isn’t about conveying what a great conversationalist, storyteller, or fascinating person you are—it’s about clearly conveying how you can help the company solve its problems, says McCurdy.
The next time you have an interview make sure you focus on why you would be the best choice for that company to fill their open position. Don’t just talk about your credentials—talk about them in a way that clearly conveys how those credentials could benefit the company. And put the compensation chatter on hold until you get that offer!
Comments  by Melanie Bozzelli — Posted on Nov 07, 2019 in Veteran Interviewing
Today’s employers often say that they wish to recruit diverse candidates and that’s good news for most job applicants because most are in some way diverse, or different, from other potential candidates. It also means, though, that job seekers need to build a diverse network of contacts to help them show up on the radar screens of companies, recruiters and hiring managers.
Too often, though, we have a tendency to interact with people “just like us.” Military professionals are no exception. Military professionals know and interact with other military professionals. But, when they’re looking for jobs as civilians, it pays to cast a wider net to become top of mind for the companies they wish to work for.
Comments  by Ryan Gahl — Posted on Oct 23, 2019 in General
Comments  by Mike — Posted on Oct 01, 2019 in Companies Hiring Veterans
Comments  by Tanyia Shaw — Posted on Aug 24, 2019 in Veteran Job Search
Telephone interviews are often used as a second step in the screening process. Employers want to feel out the candidate, see if they've researched the position and the company and to get a general sense of whether they're a good fit. You want to leave a positive memorable impression with the interviewers. By following these "4Be's" you can ensure you will Ace the Telephone Interview and be hired for the job.
Comments  by Tanyia Shaw — Posted on Jul 10, 2019 in Veteran Interviewing
Organizations will have unique cultures, some which you will feel aligned with, others which may make you feel like a square peg in a round hole. To avoid a culture mismatch, use the time at the end of the interview to ask some specific questions designed to help you get a better sense of the culture, and whether it’s a good fit for you.
Comments  by Tanyia Shaw — Posted on Jun 27, 2019 in Veteran Interviewing
LinkedIn is a very powerful tool that should play a prominent role in a Veterans job search efforts. Follow these tips to build your network of recruiters to help ensure that your profile shows up prominently.
Comments  by Tanyia Shaw — Posted on Jun 13, 2019 in Veteran Job Search
At the end of most interviews, candidates can expect to be asked one final question: “Do you have any questions for us?” While it is a best practice to come prepared for this question and to have some potential questions jotted down to refer to (yes, it’s okay to pull out your list of questions, in fact, that often makes a very positive impression on the hiring team because it shows you have done some preparation), there are certain questions that are better left unasked. Why? Because they may paint you in a negative light or suggest that your interests are more personally than organizationally oriented.
Comments  by Tanyia Shaw — Posted on May 23, 2019 in Veteran Interviewing
Interviews are designed to be conversations, not interrogations. While you can expect to be asked questions by those involved in the interview process, you should also come armed with your own questions. Not only will there be certain things that you want, or need, to know about. Asking thoughtful questions can help convey to potential employers that you are a serious candidate and that your thought process aligns well with their mission and culture.
Comments  by Tanyia Shaw — Posted on May 09, 2019 in Veteran Job Search
Bob Wiedower is VP of sales development and military programs for Combined Insurance. A retired Marine Squadron Commanding Officer who moved his way up in his career after leaving the military, Wiedower recommends a focus on four key areas of the job search process: research, networking, creating a great resume and participating in interviews. He offers some best practices for each stage of the process.
Comments  by Sean Pritchard — Posted on Apr 16, 2019 in Veteran Job Search
Job seekers can stand out from the masses if they’re prompt and strategic in their post-interview follow-up efforts.
Comments  by Sean Pritchard — Posted on Apr 02, 2019 in Veteran Interviewing
While job boards should definitely be the mainstay of your job search, in a tight labor market it can pay to consider adding other, potentially more creative ways of learning about job openings.
Comments  by Sean Pritchard — Posted on Mar 15, 2019 in Veteran Job Search
A powerful tool for employers to reach qualified veteran job seekers is the Resume Scout combined with the Automatic Message. A Resume Scout is an automatic search that is run daily to find newly posted veteran resumes that meet your criteria. An Automatic Message is an email message that can be assigned to a Resume Scout and automatically sent to all job seekers matched by the Resume Scout. This blog posting will show you how to automatically send your message to veteran job seekers on a daily basis.
Comments  by Sean Pritchard — Posted on Mar 02, 2019 in Hiring Veterans
When preparing for an interview, there are some common questions that veterans can almost be assured will be asked. But what about the other end of the spectrum: crazy questions that you likely didn't anticipate? Learn how to respond to crazy interview questions in this article.
Comments  by Sean Pritchard — Posted on Feb 15, 2019 in Veteran Interviewing