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The labor market is a competitive place to find yourself these days and if you are not taking advantage of all your employment resources, you are missing a huge opportunity to get ahead of your civilian counterparts. While your own personal dedication and aggressive efforts are your best chance for successful job search, the computer -- and more specifically the internet -- come in a close second.
There are many websites created specifically for military members and their families - every major federal agency has its own website, many of which are listed elsewhere on this page. Most of these websites contain searchable job listings and you can register to receive automated emails with vacancy announcements. Many private companies also have military or veteran pages within their websites and you can also register, upload your resume and request to receive automated vacancy announcements.
Another important technological consideration is social networking. It is not the wave of the future, it is not a "flash in the pan" - it is the way we live today - both personally and professionally. Through websites such as Facebook or Linkedin, you can connect to just about every employer or resource, whether local, national, or even international.
It would be a very rare instance that a successful job search would be conducted without the aid of a computer, so in this competitive labor market, be sure you are leveraging all your employment resources to conduct a successful, efficient job search.
Nicole Hart
Air Force Wounded Warrior Program employment development specialist
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The Office of Warrior Care Policy is committed to helping reduce unemployment among recovering service members by assisting in the critical steps associated with returning to active duty or transitioning to civilian life. To that end, the OWCP team has established the Education and Employment Initiative and Operation Warfighter to facilitate a transition to employment as part of the recovering service member's rehabilitation lifecycle. These efforts are implemented on a regional basis by E2I and OWF regional coordinators, whose primary role is to engage with key stakeholders, federal agencies, and private sector companies in the community to identify education, employment and internship opportunities at the regional level.
E2I operates with the goal of assisting service members to engage early in their recovery process to identify skills they have, career opportunities that match those skills, and any additional skills they will need to be successful and participate in desired educational and/or employment opportunities.
The regional coordinators who oversee this process collaborate with the military departments and the local offices of other federal agencies to integrate existing efforts and ensure service members are guided and supported in their education and employment needs throughout their recovery, rehabilitation and return to duty or ultimate reintegration into successful and productive civilian lives.
The Operation Warfighter Program is a federal internship program for wounded, ill and injured service members. Participation in OWF is a way for service members to maximize their recovery time, get valuable work experience, and develop new skills that will be beneficial in their transition to civilian life. An OWF internship can be part of the larger E2I process.
For more information on the referral process and any general inquiries, send a message to: E2Iinfo@osd.mil or PR-OperationWarFighter@osd.mil.
"My internship helped me a lot with overall medical stress. It gave me something to look forward to."
- SFC Donald Christensen
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G.I. Jobs has released its 2013 Top 100 Military Friendly Employers list. The list ranks the best military friendly employers in order from 1 to 100. Selection criteria includes: location; military employees; Guard and Reserve compensation policies and insurance coverage; and military spouse programs and policies. The website contains the company's ranking, awards and recognition, a brief company profile and a link to the company's website. The Top 5 military friendly employers for 2013 are USAA, CSX Corporation, Deloitte, Booz Allen Hamilton Inc., and Burlington Northern Santa Fe Railway. Click here to view the full listing.
Naval Air Systems Command, with its headquarters in Patuxent River, Md., is a diverse environment filled with dedicated people working on the cutting edge of technology. NAVAIR operates from eight primary locations across the continental United States, primarily along the Eastern Seaboard and in California. The NAVAIR Wounded Warrior Program seeks to recruit and provide training opportunities to any veteran with a 30 percent or greater disability rating from the U.S. Department of Veterans Affairs. The Command's Combat Wounded Warrior Program ensures veterans with a 30 percent or greater disability rating who became wounded, ill or injured in combat in support of Operations Iraqi Freedom and Operation Enduring Freedom are considered for NAVAIR's hiring and developmental opportunities. To learn more and apply,click here.
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Employer Partnership of the Armed Forces is sponsored by the Department of Defense, and links employers with America's veterans. For employers to be able to access information, people must register, fill out the profile and post their resumes. There are also regional program support managers affiliated with the program who can provide additional assistance if needed.
Amazon Fulfillment Services is dedicated to hiring veterans and more specifically, wounded warriors. Click here for more information.
Helmets to Hardhats recognizes the supreme sacrifice veterans have made for this country. Its wounded warrior program provides the tools, information and community that will help veterans gain careers in the building and construction trades. Disabled veterans may apply for and demonstrate their ability to perform any job listed on the Helmets to Hardhats website; however, the wounded warrior program lists construction careers that employers have specifically identified as potentially suitable for disabled veterans.
RecruitMilitary is a veteran-owned company dedicated to helping American veterans achieve their dreams: education, veteran jobs and civilian careers, new business and franchise ownership, training, and much more.
The Military-Civilian website provides a direct link to companies that are hiring. Veterans can find a match for their skill sets and desired location worldwide. Also, veterans can view current career opportunities by visiting the website without logging in. |
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VetJobs announces the final in a series of virtual Career Fairs for 2012 co-hosted with PSI. The Virtual Career Fair runs Nov. 1 to 23, with early registration for veterans. (The original end date was extended because of Hurricane Sandy.) This Job Fair is open to the U.S. military family including spouses and surviving spouses. The Job Fair site is now open for early posting of resumes. To access the career fair to post a resume or apply to jobs, go to www.vetjobs.com, then to Search Jobs and click on the Career Fair advertisement.
In March 2011, the U.S. Chamber of Commerce's National Chamber Foundation launched Hiring Our Heroes, a nationwide initiative to help veterans and military spouses find meaningful employment. Working with its network of 1,600 state and local chambers -- plus other strategic partners from the public, private, and nonprofit sectors -- the goal is to create a movement across America in hundreds of local communities where veterans and military families return every day. Hiring Our Heroes has hosted more than 360 hiring fairs in all 50 states, Puerto Rico, and the District of Columbia; more than 10,400 veterans have received jobs. Click here to find a location near you.
National CareerFairs has a comprehensive listings of career fairs throughout the country. The website also offers advice on a how to get the most out of attending a career fair.
If you know of any Job Fairs, please contact us.
afwounded.warrior@randolph.af.mil |
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America's Heroes at Work
U.S. Department of Labor project that focuses on the employment challenges of returning service members living with traumatic brain injury and/or post-traumatic stress disorder.
Employment Training Tool
Introducing the America's Heroes at Work online training tool. This interactive e-learning module is designed to educate managers, human resource professionals and co-workers about traumatic brain injuries and post-traumatic stress disorder in the workplace.
Employer Tool Kit
The U.S. Department of Labor has announced the availability of a new online toolkit to guide employers through the process for hiring veterans. The free toolkit is designed to assist and educate employers who have made the proactive decision to include veterans and wounded warriors in their recruitment and hiring initiatives.
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The Military Spouse Employment Partnership provides a career portal, and is a targeted recruitment and employment solution for spouses and companies. MSEP services include: partnering Fortune 500 Plus companies with all military spouses; providing human resource managers with recruitment solutions for military spouses; preparing military spouses to become competitive, job-ready applicants; and connecting military spouses with employers seeking the essential 21st century workforce skills and attributes they possess. The partnership has more than 125 partners who have hired over 27,000 military spouses.
Military Spouse Corporate Career Network. The MSCCN is a non-profit corporate direct hire program. This site provides career opportunities and job portability for military spouses, war-wounded military members, and caregivers of the war wounded.
Milspouse.org. This site offers a great resource library for military spouse employment, education, and relocation information.
National Military Family Association. This site provides resources and support to spouses and children of military members. It offers a wealth of spouse employment information to include the federal hiring process, military spouse preference, federal internships, and more. |
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The mission of the Veterans Employment Coordination Service is to: Attract, recruit, and hire veterans into Veterans Affairs, particularly severely injured veterans returning from Iraq and Afghanistan; help ensure that managers and supervisors are thoroughly aware of special authorities to hire veterans; and open opportunities to veteran employment and ensure that veterans are able to successfully enter VA's workforce. For more information, click here.
Veterans Affairs offers employment opportunities in various career fields and locations. Search options are available for the general public, VA employees, and status-eligible candidates. For VA job opportunities, click here. |
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On Nov. 21, President Obama signed the Veterans Opportunity to Work to Hire Heroes Act of 2011 (Public Law 112-56). The VOW Act amends Title 5, U.S. Code, Chapter 21, by adding section 2108a, "Treatment of certain individuals as veterans, disabled veterans, and preference eligibles."
This act was passed to ensure service members do not lose the opportunity to be considered for federal service (and are awarded their veterans' preference entitlements if applicable) despite not having a DD Form 214 to submit along with their resumes. Section 2108a requires federal agencies to treat active-duty service members as veterans, disabled veterans, or preference eligibles when they submit a "certification" when applying for federal jobs in the competitive service, even though the service members have not been discharged or released from active duty. The "certification" is any written document from the armed forces that certifies the service member is expected to be discharged or released from active-duty service in the armed forces under honorable conditions not later than 120 days after the date the certification is signed.
Effective immediately, Air Force will accept, process, and grant tentative veterans' preference and/or eligibility for veterans non-competitive recruitment sources to those active-duty service members who submit a certification when applying for federal jobs in the competitive service; however, the tentative preference and appointment eligibility must be verified prior to the entrance on duty date. In an effort to provide this information to applicants, Air Force Personnel Center officials have updated vacancy announcement templates to include the following statement: Military service member's "Statement of Service" will be accepted up to 120 days prior to separation date IF a terminal leave form or DD Form 214 cannot be provided. The "Statement of Service" must be signed by, or by direction of, the adjutant, personnel officer, or commander of your unit or higher headquarters and must indicate when terminal leave will begin, rank, dates of active duty service, the type of discharge and character of service (i.e. honorable).
The Office of Personnel Management is reviewing its regulations, guidance, website, etc., to ensure the provisions of 5 U.S.C. 2108a are incorporated into these policy vehicles.
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Recovery Coordination Program 
