SEARCH: A CIVILIAN CAREER GUIDE

FOR
MILITARY JOB SEEKERS
MARCH/APRIL 2010

SM

RECRUITMILITARY.COM

OPPORTUNITIES
in FRANCHISING
So you’re considering
a management career

DEFENDING the
AMERICAN
DREAM
Veterans who take jobs in government continue
their patriotic duty by serving their country
EMPLOY: A VETERAN HIRING GUIDE

FOR EMPLOYERS, FRANCHISORS AND EDUCATIONAL INSTITUTIONS See Pages 18 & 19

 A Note from drew

W
elcome to job seekers who are tran-
sitioning from active duty to civilian
life, veterans who already have civil-
ian work experience, members of the National
Guard and reserves, and military spouses. Our
continuing mission: to help men and women who
have military backgrounds connect with employ-
ers, franchisors, and educational institutions.
Our cover articles focus on opportunities
in government. In those articles, you will read
about how you can continue to serve your coun-
try in a variety of public service positions, and
about agencies who are actively seeking the skill

helping to make ❘ 14
sets and talents that veterans bring to the table.
As you will note throughout our articles, gov-

a house a home ernmental agencies are eager to hire people who

can lead and work in teams, people who are dis-
ciplined and can get the job done—people like
you. In great demand are employees who will
take to the job immediately, work with great in-
Contents march / april 2010 terest and enthusiasm—and who want to learn,
learn, learn!
6 ❘ the best Our feature articles describe opportunities
of both worlds in franchising. If you have always wanted to be
Franchising offers vets your own boss and run your own business, you
the chance to be their own boss will learn about franchisors who actively court
– and to have the solid backing military veterans, and the many discounted
of a company of experts rates and financial breaks available to veterans
may surprise you.
15 ❘ don’t lose 17 ❘ from one spouse
To further your job search and to make your
your creed to another
own data searchable by employers, franchisors,
A dedicated resource column
focusing on career opportunities and educational institutions, we encourage you
for military spouses to register as a job seeker and post your resume
at www.recruitmilitary.com. There, you will find
18 ❘ special section thousands of job postings, and you will join a
for veteran- vast database that is searched by recruiters na-
friendly tionwide. Don’t have a resume? Hire one of our
16 ❘ so you’re employers, experts to write one for you.
2 ❘ defending considering franchisors, We also encourage you to attend the Recruit-
the american a management and educational Military Opportunity Expos in your area. At
dream career? institutions those events, recruiters representing employers,
Veterans who take jobs franchisors, and educational institutions will be
in government continue 20 ❘ recruitmilitary opportunity expos on hand to discuss a multitude of options.
their patriotic duty by Upcoming RecruitMilitary Opportunity Expos at great civilian And finally: Talk to everyone who has opportu-
serving their country venues throughout the country nities for veterans. Do not rule out any business
or industry until you have discussed the oppor-
tunities with a recruiter. Thank you for serving
ART DIRECTOR Erick Cadua EDITOR Jim Van Slyke in the armed forces of the United States.
PUBLISHER Drew Myers ADVERTISING SALES Matt Murphy 610-933-3331
Drew Myers
Search & EmploySM magazine is published by
Phone 513-683-5020 ❘ Fax 513-683-5021 Founder and President, RecruitMilitary
RecruitMilitary, 422 West Loveland Avenue
matt@recruitmilitary.com Loveland, OH 45140 (Greater Cincinnati) drew@recruitmilitary.com

RecruitMilitary is a private firm in no way connected with the U.S. Air Force, U.S. Army, U.S. Marine Corps, U.S. Navy, U.S. Coast Guard, Department of Defense, or Department of Homeland Security. The civilian enterprise magazine is a Employers, franchisors, and representatives of
publication for transitioning service members, veterans, members of the National Guard and reserve forces, and military spouses. Contents of Search & EmploySM are not necessarily the official views of, or endorsed by, the U.S. Govern-
ment, Department of Defense, or Department of Homeland Security. The appearance of advertising in this publication does not constitute endorsement by the Department of Defense, Department of Homeland Security, or RecruitMilitary educational Institutions: Please see the special sec-
of the products and services advertised. Everything in this publication shall be made available for purchase by, use, or patronage without regard to race, color, religion, sex, national origin, age, marital status, physical handicap, political tion on pages 18 and 19!
affiliation, or any other nonmerit factor of the purchaser, user, or patron. Search & Employ is published bimonthly with a circulation of 36,000.
WWW.recruitmilitary. C OM march/april 2010 ❘ Search & Employ SM ❘ 1
 H H
Defending the
American
Dream
Veterans who take jobs in government continue
their patriotic duty by serving their country
H H
Back on November 9, 2009,
increase the hiring of America’s veterans by the Executive Branch of the federal govern-
ment. The order heightened the importance of recruiting and training veterans for federal
agencies and helping recently hired veterans adapt to working in the civilian world.
The order created an interagency
Council on Veterans Employment that
will advise the President and the Director
of the Office of Personnel Management
on the veterans’ employment initiative.
The council is chaired by Secretary of
Labor Hilda Solis and Secretary of Vet-
erans Affairs Eric Shinseki.
The order also established a Veterans
Employment Program office within most
federal agencies. Those offices will help
veterans identify employment opportuni-
ties within the respective federal agen-
cies, provide feedback to veterans about
their employment application status,
and help veterans recently employed by
these agencies adjust to civilian life and
a workplace culture often different from
military culture.
In addition, the Office of Personnel
Management issued a strategy for boost-
ing the employment of veterans within
the federal government. The strategy em-
phasizes training, coordination, market-
ing, and the inclusion of military spouses
in hiring initiatives. You can find out more
at www.opm.gov/veterans .
Part of the strategy involves making
2 ❘ Search & Employ SM march/april 2010
President Barack Obama signed an executive order to
At the end
of Fiscal Year 2008,
there were
approximately
480,000 veterans
working within the
federal government.
sure that government agencies know that
following veterans’ preference - which
gives service members an advantage
over other candidates in the hiring pro-
cess - is critical in meeting a government
obligation to veterans. The plan does
not set specific targets for hiring veter-
ans, but asks agency leadership to get
involved in efforts to bring more former
service members into their organizations.
Other government initiatives will also
give employment preference to veterans.
For additional information on these initia-
tives, visit the Office of Personnel Man-
agement’s website at www.opm.gov/vet-
erans. The other initiatives include:
The Veterans Employment Opportuni-
ties Act (VEOA) ensures that veterans are
able to compete for government positions
that previously may have been available
only to existing civil service employees.
The Veterans Recruitment Appoint-
ment (VRA) and 30 Percent or More Dis-
abled Veterans programs allow eligible
veterans to fill certain positions without
competition.
The Disabled Veterans Enrolled in VA
Training Program allows eligible disabled
veterans to receive training or work expe-
rience at VA.
Vocational Rehabilitation and Employ-
ment (VR&E) is an employment-oriented
program that helps veterans with ser-
vice-connected disabilities. The program
helps those veterans prepare for, find,
and keep suitable employment. Suitable
employment is work that is within the vet-
erans’ physical, mental, and emotional
capabilities, and which matches their
patterns of skills, abilities, and interests.
For more information on this program,
visit the Veterans Benefits Administration
website at  www.vba.va.gov/bln/vre.
WWW.recruitmilitary. C OM
helping a fellow vet
DEPARTMENT OF VETERANS AFFAIRS WWW.VA.GOV WWW4.VA.GOV/VECS
F
or a United States veteran, few
post-military jobs come with
more honor and dignity than one
that aids a fellow veteran. The employee
knows that he or she is helping someone
who also served on a field of battle, in an
aircraft, or aboard a ship. Those are the
kinds of jobs available in the Department
of Veterans Affairs (VA).
Congress established the VA in 1930 as
the Veterans Administration to “consoli-
date and coordinate government activities
affecting war veterans.” One of the most
important of those activities was—and
still is—healthcare. Today, VA healthcare
facilities provide a broad spectrum of
medical, surgical, and rehabilitative care.
The responsibilities and benefits pro-
grams of the VA grew enormously dur-
ing the following six decades. World War
II resulted in not only a vast increase in
the veteran population, but also in many
new benefits enacted by the Congress for
veterans of that conflict. The World War
II GI Bill, signed into law on June 22, 1944,
is said to have had more impact on the
American way of life than any law since the
Homestead Act went into effect more than
a century ago. In 1973, the National Cem-
etery System—except for Arlington Na-
tional Cemetery—was transferred to the
VA from the Department of the Army. The
VA became a cabinet-level organization in
1989 as the Department of Veterans Affairs.
Dennis May, the director of the Veter-
ans Employment Coordination Service,
just one section of the VA, takes pride in
where he works because he is a veteran.
“It means a lot to me that I play a role in
helping to take care of my fellow veter-
ans,” said May, who retired as a colonel
after 26 years in the Air Force. “At the VA
we’re here to help our veterans, eligible
dependents, and survivors. A lot of peo-
ple think about us when it comes to the
medical side, but we also handle benefits
administration, disability compensation,
education benefits, and funeral services,
as well as overseeing 131 cemeteries.”
May said that with such a wide-ranging
mission, the VA needs a diverse group of
employees. The organization needs attor-
neys, accountants, IT personnel, and HR
managers.
“With all the different skill sets repre-
sented in the military, it’s definitely pos-
sible to find something in the VA for just
about every military occupational spe-
cialty,” May said. “We’re so much more
than medical jobs.”
He noted that not all the jobs are locat-
ed in the D.C. area. There are also nine re-
gions across the country with 150 medical
centers and 80 outpatient clinics. Nearly
300,000 employees work for the VA, and
WWW.recruitmilitary. C OM
about 30 percent of those are veterans.
That is a number that May hopes to in-
crease.
“My job is to attract the best and bright-
est veterans to work at the VA, because
we believe they will do the best job in sup-
porting their fellow veterans,” May said.
But May does not want veterans just
because they once put on a uniform and
learned how to salute.
“We not only like to hire veterans be-
cause they have been in the military and
know the language, but also because we
are interested in the same things that
made them good soldiers, sailors, airmen,
Marines, and Coasties,” May said. “Those
are the core values that go hand-in-hand
with each service: integrity, commitment
to excellence, dedication to duty, and
seeing a job through to its conclusion. We
know that they will be the right people to
take care of our fellow veterans.”
May encourages veterans looking to
join the VA to visit va.gov/vecs. There,
they can find the VA’s nine regions, as well
as phone numbers and email addresses
for each regional coordinator. May said
those coordinators will be happy to help
veterans with anything VA-related, includ-
ing looking for a job that fits, resumes, and
KSA (Knowledge, Skills, and Abilities) lists.
“That’s the idea,” May said. “We’re here
to help. The regional coordinators are
vets themselves. We want to send vets to
that web site because it will give them the
name and phone number of a real person.”
May also noted that the recent empha-
sis on hiring veterans has made it easier
– and sometimes faster – to get vets into
federal jobs. “The idea that it has to take a
long time to get a federal job has changed
in most cases if you are a qualified veter-
an,” May said.
With his job geared to hiring veterans
and his own military experience, it is no sur-
prise that May wants vets to be treated the
right way. “It’s not a client and it’s not a cus-
tomer,” he said. “It’s a fellow veteran and
we treat each of them with the respect they
deserve. We want them to find success.”
march/april 2010 ❘ Search & Employ SM ❘ 3
 al specialties like human resources, in- For more information, visit www.nga.mil. identified by employees as places where and benefits that makes NGA tough to

Aegis supporting the war fighter

Various Security Positions
Aegis is committed to recruiting and retaining
the best people. When you join the Aegis team,
you will be part of a dedicated and competent
team of professionals who understand what it
takes to get a job done and possess the requi-
NATIONAL GEOS PATIAL-INTELLIGENCE AGENCY
The National Geospatial-
Intelligence Agency (NGA) supplies in-
formation for boots on the ground, brass
at headquarters, and everybody in be-
tween. The organization is a Department
W W W. N G A . M I L
them valuable.
“The experience that veterans gain dur-
ing their military service applies well to
their professional endeavors,” said Chad
Mathews, the chief of the Talent Acquisi-
formation technology, financial manage-
ment, program management, contract-
ing, and acquisition.”
In addition to the experience that vet-
erans bring to the table, NGA also values
their diversity. “One of NGA’s goals is to
hire and maintain a diverse workforce,
and veterans of the armed forces are one
aspect of diversity,” Mathews said. “A
The organization was named one of the
“Great Places to Work” in the November
2009 issue of Washingtonian magazine.
NGA was one of five government agencies
KEEPING the COUNTRY STRONG
INTE R NAL R EVENUE S E RVICE
the “pay, mission, culture, flexibility, and
benefits were the best parts of working at
their agency.”
“We have great combination of culture
WWW.I R S.GOV WWW.JOB S.I R S.GOV
beat,” Mathews said.  “And, once again,
the ability to contribute to supporting
our Armed Forces directly or indirectly is
Amtrak
Electricians and Diesel Mechanics
very important to many of us.”
The nation’s largest passenger railroad
Hollimon also said that veterans offer
is seeking skilled Electricians and Machinists
(mechanics) to join our ranks of employees
at maintenance facilities throughout
more than just their specialty in the mili-
its national network in troubleshooting,
tary. “Their intangible skills make them

site experience and determination to succeed,
often in challenging and hostile environments.
Aegis is committed to attracting, motivating,
empowering, and retaining its employees.
Accordingly we offer a rewards package which
is highly competitive and at the top end of the
industry. We offer a wide range of career op-
portunities to outstanding qualified individuals.
We are currently seeking:
■ Operations and Plans Managers
■ ATFP Specialists
■ Intelligence Analysts
■ Maritime Port and Harbor Security
■ Close Protection Officers
■ Law Enforcement Trainers
For more specific information, visit our website
at www.aegisworld.com or contact us directly
via e-mail at jbaldridge@aegisworld.us
of Defense combat-support agency and a
member of the national Intelligence Com-
munity (IC).
NGA develops imagery and map-based
intelligence solutions for national de-
fense, homeland security, and safety of
navigation. In technical terms, Geospatial
Intelligence involves the exploitation and
analysis of imagery and geospatial infor-
mation to describe, assess, and visually
depict physical features and geographi-
cally referenced activities on the Earth.
NGA provides support to civilian and
military leaders, and contributes to the
state of readiness of U.S. military forces.
NGA also helms humanitarian efforts,
such as tracking floods and disaster sup-
port, as well as peacekeeping missions.   Mathews said that even though many
Because NGA is integral in support-
ing the U.S. military, it makes sense for
NGA to hire veterans. But it is not just
the “dirty boots” that veterans get from
working on the front lines that makes
tion Branch in the NGA Recruitment Cen-
ter. “Veterans learn and demonstrate char-
acteristics like integrity, leadership, lead-
ing by example, teamwork, accountability
for their actions, and utmost respect for
their peers, leaders and subordinates.”
Mathews currently manages the team
of NGA recruiters responsible for iden-
tifying and processing talented, high-
caliber, and diverse candidates to meet
NGA workforce needs. Before he started
working in the federal government, he
served as an active duty Army officer and
separated as a Captain after eight years.
He was an adjutant general officer (per-
sonnel officer), and had an opportunity
to live overseas as well as deploy.
of the jobs at NGA are technical, the
agency has a variety of needs. “Although
a significant portion of our hiring resides
in analytic tradecraft,” he said, “we have
diverse hiring needs in many occupation-
cross-sectional look at our work-force il-
lustrates that veterans comprise a signifi-
cant percentage.”
Mathews said supporting the military
was one of the reasons he joined NGA,
and that he expects many veterans will
feel the same way.
“What interested me initially about
NGA was the opportunity to become a
civilian employee while maintaining a
role which contributed to supporting
the war fighter,” he said. “Another nice
thing about staying in the Department of
Defense is that some of the institutional
knowledge you gained in the military
will be transferable to NGA, and in some
cases, your military specialty is directly
transferable to NGA.”
NGA will also be hosting an invitational
hiring event in St. Louis, Missouri, in April
2010. They will be interviewing for a vari-
ety of entry- to mid-level opportunities in
the Washington, D.C., and St. Louis areas.
T
he Internal Revenue Service
(IRS) serves one of the most
vital roles in the country—
and is one of the world’s most
efficient tax administrators. In 2004, the
IRS collected more than $2 trillion in
revenue, and processed over 224 million
tax returns. In 2005, the IRS spent just 44
cents for each $100 it collected.
To help maintain that efficiency, Chip
Hollimon, the veterans’ recruitment man-
ager, is in charge of finding the best and
brightest U.S. service members, and get-
ting them to work for the IRS. Before hold-
ing that post, he served as the veterans’
and special emphasis program manager
at the IRS. He also gave 20 years to the
Marine Corps, retiring as a Captain.
“Coming to work at the IRS is an oppor-
tunity for veterans to serve their country
again,” Hollimon said. “It’s a chance to be
involved in something that is beneficial
to our country.”
Much of the strategy Hollimon and
his staff use involves working with vari-
ous base TAP offices, attending career
fairs at military installations, and helping
wounded warriors at Walter Reed Army
Medical Center and Bethesda Naval
Hospital get ready to leave the military
and join the civilian workforce. “We help
them with resume prep and practice in-
terviews,” Hollimon said.
While very few jobs in the military in-
volve the collection of money, especially
taxes, Hollimon said that almost any skill
set acquired in the military has an ap-
plication at the IRS. Especially since the
agency has more than 100,000 employees.
“While we certainly look for those with
contract enforcement experience and
project management skills, we’ve got
such a diverse need that we encourage all
veterans to take a look at our job listings.
We have needs everywhere from human
resources to IT.”
maintaining and repairing rail cars and
a great fit,” he said. “They’re honest and locomotives. Successful candidates
have strong core values. They also have will have 3-5 years experience, a valid
a drive to succeed and are constantly try- driver’s license and strong communication
ing to improve. They also know that jobs skills. Amtrak offers competitive salaries,
an outstanding retirement plan and excellent
cannot be done alone, and that teamwork benefits.
is integral to success. Those are all quali-
ties we desire at the IRS.” For more information including current
Hollimon also said that veterans enjoy job openings, please visit our website
at www.amtrak.com.
working at the IRS for several reasons.
Among those reasons is the chance to
work with people who think the same
way, and who are on a mission.
“The camaraderie among veterans and
everyone else is what attracted me to work
at the IRS,” he said. “Two staff members in
this department recently retired after 40
years of service. There’s a real family-like
environment here that makes people enjoy
their jobs. On top of that, I really think that
ability to be included in something that
is beneficial to our country is what really
drives everyone here. We know we play a
big role in keeping our country strong.”

More than an
A quick learner. A green thumb. An avid reader.
assistant And a civil service mariner with Military Sealift Command. Janice Rogers - Assistant Cook

cook. Do more. Be more. With MSC.

If you’re like Janice Rogers, you’re looking for something more exciting out of your culinary career.
You need a job that lets you use all of your skills – in the kitchen and beyond. You need a secure place
to grow your career – while you earn great pay and great benefits. Most of all, you need a place where
you feel like you belong.
If you’re anything like Janice Rogers, you belong at Military Sealift Command.

Actively recruiting culinary specialists.

Learn more at sealiftcommand.com or call 1-877-291-9910.

MSC is an equal opportunity employer and a drug-free workplace.

     Opportunities in Franchising      Opportunities in Franchising      Opportunities in Franchising 

Tenaris
Maintenance Technicians
Tenaris is a leading supplier of tubes and
related services for the world’s energy industry
and certain other industrial applications. Our
mission is to deliver value to our customers
 besT both
worlds An education franchise
sylvan learning center
www.tutoring.sylvalearning.com Sylvan Learning participates in the VetFran Program, and strongly
Franchising offers vets the chance to be their own boss believes in programs such as this to encourage and enable more
— and to have the solid backing of a company of experts Educating children need not be only
a noble pursuit; it can also be a viable business that provides
veterans to pursue franchising as their next career. Owning a Syl-
van Learning Center offers personal and professional satisfaction

through product development, manufacturing
excellence, and supply chain management.
Tenaris employees around the world are com-
mitted to continuous improvement sharing
knowledge across a single global organization.
Our customers include most of the world’s
leading oil & gas companies, as well as
engineering companies engaged in construct-
ing oil & gas gathering, transportation and
processing facilities.
All around the world, we offer our employees
an active participation in a long-term, sustain-
able industrial project.
Tenaris is a great place to work with a dynamic
industry and excellent professional develop-
ment opportunities.
We are looking for people in a variety of dif-
ferent areas. Check out the variety of career
paths at www.tenaris.com. Or email at hick-
manjobs@tenaris.com.
T-Mobile
Engineering, Customer Service,
Retail, Sales
Pride in service.
It’s what makes us who we are. At T-Mobile,
we help customers connect with the people
who matter most in their busy lives. We’re
proud to say our work counts for something
and our teamwork matters too. Together, we
can do great things.
The skills you have will serve you well.
At T-Mobile, we recognize the skills that are
second nature to our servicemen and women,
and we offer many opportunities to make your
mark in civilian life. Coast to coast, we offer
exciting career opportunities in:
■ Engineering
■ Customer Service
■ Retail
■ Sales
For more information,
please visit: www.tmobile.jobs.
T-Mobile is an equal opportunity employer
(EOE). We strongly support diversity in the
workforce.
6 ❘ Search & Employ SM march/april 2010
M
ention the word “fran-
chise” to most people,
and they will immediate-
ly think of the fast food
restaurants that dominate local streets.
However, franchises are much more than
slinging burgers at McDonald’s or filling
a burrito at Taco Bell. In fact, there are
franchises that cover everything from
accounting to dog walking.
There is an old saying about franchis-
ing – “In franchising you’re in business
for yourself, but never by yourself.” This
is certainly true, whether you are filling
vending machines or cleaning up after di-
sasters. Franchising lets people own their
own businesses, but also gives them the
backing of larger organizations when it
comes to things like marketing and get-
ting the best deals from suppliers.
There are plenty of other advantages to
be being a franchisee. Perhaps the most im-
portant is learning how to start a business
from the ground up. Other rewards include
the use of established, recognized brands;
training; ongoing support; and assistance
with business systems and marketing.
Don’t wait to jump
in the franchise pool
The current economic climate may lead
one to believe that now is not a good time
to start up a new business. However, small
businesses – including franchises – actu-
ally increase in number during periods of
weak economic activity. For instance, when
people lose their jobs with large companies
and cannot quickly find jobs with another
large employer, they may decide to go into
business for themselves and draw upon
the knowledge and experience they have
earned from years at a larger corporation.
Even better, there is no longer any
stigma associated with going from a large
corporation to a small business. In fact,
some corporations view small business
experience as a plus because small busi-
ness owners must focus on cash flow,
cost containment, customer retention,
and overall survival—all of which are im-
portant to corporations.
In the previous two recessions, the
number of small businesses grew. For
example, during the 2001-2003 recession,
the number of personal businesses in-
creased from 16.9 million to 18.6 million.
Signs point to the current recession fol-
lowing the same trends. Why? The costs
of starting and maintaining a small busi-
ness – especially a franchise – are sig-
nificantly lower than in past recessions.
Got questions? Find answers here
FranNet
www.frannet.com
So you are interested in being a franchisee,
but don’t know where to start. You are not
sure what kind of business you want to be in.
And even if you were, you would still have to
decide where to start that business.
That’s where FranNet comes in. They are
in the business of pointing prospective fran-
chisees in the right direction. They provide a
service– for free – that pairs prospective fran-
chisees with franchises.
FranNet is a network of franchise consul-
tants. The organization provides a broad array
of services that include helping people with the
entire franchise process – from franchising a
business to purchasing or selling a franchise.
“FranNet provides free guidance and infor-
mation to individuals who are interested in pur-
chasing a franchised business,” said Heather
Gough, director of marketing and communica-
tions for FranNet. “Our role is to educate en-
trepreneurs on the franchise industry to help
clients determine if franchise ownership is for
them. FranNet works with many of the best fran-
chises in the industry, and FranNet consultants
use a special profiling and consultative process
to determine the right franchise opportunity and
business model unique to each person.”
The best part about FranNet from a vet-
eran’s perspective is that its services are
completely free. All fees are paid by national
franchisors who are seeking candidates.
FranNet also hosts numerous monthly infor-
mational seminars and educational programs
that are open to the public. These are available
throughout the country and online.
“We help people who are looking for some-
thing different, and wanting more than just a
job,” Gough said. “Our role is to help people
become small business owners, and help
them meet their dreams of success and free-
dom. We guide people in the right direction to
the something they have always wanted.”
Specifically, the costs associated with
computers, Internet access, and office
equipment have dropped.
On the flip side, starting any business
comes with a certain level of risk, as well
as the possibility that the business will
not reach the goals its owners set. Statis-
tics indicate that many small businesses
will fail. However, becoming a franchisee
increases the odds of success. Accord-
ing to the International Franchise Asso-
a stable living. Sometimes, children need more than what their that few other occupations can match. We believe it is a perfect
classroom can provide in order to succeed. There are also some
students who want to get ahead, achieve great results, and gain
fit for our men and women of the military.”
Hapward noted that Sylvan Learning moved up to number 44
Gough said that FranNet likes working with acceptance into the college of their choice. in Entrepreneur magazine’s 2010 “Franchise 500 Ranking.” The
veterans because they already have the skill and That’s where Sylvan Learning Center comes in. It is a leading company has been ranked 25 times by Entrepreneur. That’s great
abilities to become a successful franchisee. provider of in-center and live, online tutoring for students of all news for veterans who are thinking about this franchise – a part-
“The military teaches discipline, teamwork, ages, grades and skill levels. The organization has approximately nership that Hapward thinks is a great fit.
and leadership - all of which are ideal traits for 1,100 learning centers worldwide, helping more than two million “Over the years, Sylvan has found that military veterans tend to
business ownership,” she said. “Veterans are students discover the joy of learning. be very successful as franchisees,” he said. “Typically, they bring
more likely to own their own business than non- At its centers, Sylvan-trained and certified instructors provide years of operational and management experience. They usually are
veterans. Their military experience will easily highly personalized instruction in reading, math, writing, study very disciplined, organized, and mission-oriented, and possess a
transition to franchise business ownership. They skills, homework help, SAT/ACT assistance, and state test prep- strong work ethic. Overall, veterans have the necessary entrepre-
have used procedures and manuals in the mili- aration. Most of these centers are owned by franchisees who neurial spirit, skills, and motivation to be successful franchisees.”
tary, so why not start a business with the same subscribe to the Sylvan plan, while also having the freedom to Hapward said this is a great time to join Sylvan Learning.
proven procedures and process for success?” pursue many of their own initiatives. The organization has experienced considerable franchise sales
She also pointed out that many veterans are Curt Hapward is the vice president of franchising for Sylvan growth in many parts of the country and abroad in recent years.
not aware of all the options available in franchis- Learning. He leads the development team, which had the organi- “This year, Sylvan Learning will continue to expand in select
ing. Even if a veteran does not leave the military zation’s two best sales years in 2008 and 2009. He also assists U.S. and international markets,” he said. “To fuel this growth, Syl-
with a nest egg, there are financing options to in various growth and strategic initiatives. His father served as a van Learning seeks qualified franchisees that possess an entre-
help them get a franchise off the ground. captain in the Army Reserve. preneurial spirit, have a passion for the communities they serve,
“Many veterans may not realize all the fran- “Sylvan Learning has a long history of recruiting and employing and are interested in helping children develop the skills, habits
chise opportunities available to them and the veterans,” Hapward said. “In fact, Sylvan is proud to offer a finan- and attitudes that lead to lifelong success. As new centers open,
special financing options,” Gough said. “With cial incentive to military veterans, not only to help veterans enter new positions are available for center directors and directors of
over 3,000 franchise opportunities available, franchising, but also to express our appreciation for their service. education, as well as full-time and part-time instructors.”
selecting the right one for them and their fam-
ily can be overwhelming. That’s where Fran-
Net’s service can be invaluable to veterans.”
FranNet is a member of VetFran and helps
to spread awareness of franchises to veterans.
A prospective franchisee is assigned a Fran-
Net consultant, an independent consultant /
franchise expert. The consultant pool includes
past and present franchisors, franchise execu-
tives, franchisees, regional and area develop-
ers, and other business professionals.
A FranNet consultant serves as a one-stop
shop for all franchise information and services.
He or she provides research and information
about different franchises. The consultant can
introduce prospective franchisees to many dif-
ferent franchisors, allowing potential owners to
learn the basics about different businesses all in
one spot.
If you are interested in owning a franchise, but
are unsure of where to start, FranNet is a great
place to kick off your research. The organization
does a lot of the legwork for a prospective fran-
chisee and, best of all, it costs them nothing.
ciation, only 10 to 12 percent of all retail
and service enterprises are franchises,
yet the franchises account for more than
50 percent of the revenues of those en-
terprises. This means that, even though
franchises are outnumbered in the re-
tail and service sectors, they bring in
most of the money. These percentages,
coupled with the advantages of having
a franchise’s backing, make becoming a
franchisee a less risky proposition.
WWW.recruitmilitary. C OM WWW.recruitmilitary. C OM march/april 2010 ❘ Search & Employ SM ❘ 7
     Opportunities in Franchising      Opportunities in Franchising 

a“sweet” U-Turn brings buyers into its Idaho Falls facil-

ity to learn how to succeed in the vending busi-
percent of new businesses fail within two years.
We want our buyers to come back and get more
unrealistic promises, and I knew it was hard work.”
Sanchez said he knew he could make a de- Chesapeake Energy CSC
opportunity ness, but support doesn’t end there. The com-
pany wants each buyer to become successful,
and in turn, buy more machines.
machines, so we support them both before and
after they purchase from us,” Francis said.
The initial investment is up to the buyer, but
cent income from vending machines, so he con-
tacted U-Turn and was quickly connected with
a regional representative. They had a two-hour
Corporation
Roustabouts, Pumpers,
Many Opportunities Available

Measurement Technicians, CSC is a $16.5 billion IT and business

Francis has been with the company for more
U-Turn Vending
than 20 years. Initially, he was just an inves-
www.uturnvending.com tor, but got more deeply involved a few years
later. The company was eventually sold, but the
Francis estimates that entry-level buyers spend
at least $10,000. However, some dole out up to
$100,000 to get started. Buyers may use a loca-
tor service to scout prime locations, but Francis
phone call in which the U-Turn rep determined if
vending was right for him.
“They figured I was a good match and I was
still interested, so I thought about purchasing
Degreed Engineers services integration, consulting and outsourcing
company with offices and clients in 80 coun-
Chesapeake Energy Corporation – tries around the world. We are currently seek-
An Oklahoma City based company, ing individuals for these positions and more:

H
ow much money do you think
goes into vending machines
each minute in the U.S.? If you
guessed $64,000, then give
yourself a gold star. While that figure is large,
there is room for growth, according to Randy
Francis, general manager of U-Turn Vending.
The company, located in Idaho Falls, Idaho,
specializes in making candy vending machines
with an eye-catching look and colorful names
such as The Eliminator, The Terminator, and The
Goliath.
U-Turn Vending does not operate like a regu-
lar franchise, but many of its benefits are still the
same. Instead of paying a franchise fee, anyone
interested in working with U-Turn buys a num-
ber of their machines, finds places to locate the
machines, fills them up with candy, and then
becomes the captain of his or her own vending
ship. U-Turn provides support in the beginning
to show buyers how machines work and how
they are assembled. The company also provides
guidelines about how to maintain the machines.
buyers asked Francis to stay on to maintain U-
Turn’s success.
The military has been a big part of Francis’s life.
“My dad was in World War II as an Army Ranger,
and had three or four Purple Hearts,” he said.
“One of my brothers was a Marine, so the military
has been part of my family. That’s one reason I
always look forward to working with our veterans.”
Francis noted that veterans are especially
suited for success in the vending business,
and pointed out that U-Turn offers veterans a
10 percent discount. “Vending takes discipline,
and that’s something service members have a
lot of,” Francis said. “They are hard workers, and
have already developed the habits to succeed
in any business once they leave the military. I’ve
seen a lot of people let their vending business
go to pot, but that’s only because they didn’t
follow a plan like military folks do.”
He said he has seen thousands of small
business owners succeed and thousands fail,
which is one reason that U-Turn works hard to
keep its customers. “Most people know that 90
believes that most vending machine owners can
find good places on their own. Each machine
requires about $10 a month in candy, but can
return between $30 and $50 to the owner.
“The key to the vending business is perse-
verance, something that veterans don’t lack,”
Francis said.
Jose Sanchez knows something about that.
He joined the Air Force straight out of high
school in 1999, serving as an aircraft mechanic
and then a flight engineer in places as diverse
as Iceland and Little Rock. He joined the Air
Force Reserve in 2008, but did not have full-
time employment.
“When it finally sank in that I no longer had a
full-time job, I knew I had to do something since
RECRUITMILITARY
I had no regularDESTINY LLC coming in,” Sanchez
paycheck
said. “Whatever it was, I knew I wanted
CRODRIGUit to be
flexible. One night I was up late on the computer
sc/gl
and somehow ended up on U-Turn’s website. I al-
ready knew a little bit about the vending business,
and the testimonials on the site rang true. I knew
this was a realistic opportunity. They didn’t make
12 machines for about $10,000,” Sanchez said.
“But since it’s a numbers game, I knew that the
more machines I had, the better chance of suc-
cess there would be. So instead, I purchased
30 machines. I applied for a Patriot Express loan
through the VA and borrowed the rest.”
The next step was an all-expenses paid trip
to Idaho Falls. There, Sanchez learned the vend-
ing trade and met the people who work on the
machines. One of the things he found promising
was the large number of U-Turn workers who
own machines themselves.
After returning from Idaho, he used a locator
service to find places for his machines, and has
been clearing a nice profit ever since. “I work
about three days out of the month and put about
$300 worthLA014653B
of candy in the machines,” Sanchez ???????
said. “But 4.79
I get xabout
5.25 $1,500 back.”
He said his military experience was extremely
2 ARINC0001
helpful in terms of teaching him to follow a plan
and giving him some technical experience. San-
chez encourages any vet who is on the fence to
give U-Turn a call to find out more.
is seeking talented professionals for the
positions listed below. Chesapeake operates
drilling rigs and produces natural gas
in Arkansas, Louisiana, Oklahoma, Texas,
West Virginia, New York and Pennsylvania.
Chesapeake is looking for Roustabouts,
Pumpers, and Measurement Technicians.
We are also actively recruiting degreed engi-
neers from the Junior Military Officer ranks.
Ideal candidates should be self-motivated team
players and possess excellent interpersonal
skills. A high degree of analytical ability and
excellent oral and written communication skills
are necessary for success in our fast-paced
and rewarding environment.
Chesapeake offers excellent compensation and
benefit packages including a very generous
equity compensation plan. For immediate and
confidential consideration, please visit our com-
panyRecruitMilitary
website www.chk.com to either submit a
résumé or complete
NAan online personal profile.
Chesapeake is an equal opportunity employer.
1) Military Fielding Coordinator
– Secret Clearance, Afghanistan.
2) National Security Leader
(Weapons of Mass Destruction)
– DOD Clearance, Alexandria VA.
3) Information Security Engineer
– Top Secret, Chantilly VA.
4) Knowledge Management Advisor
(Combat Arms or Infantry Observer) to 1
ID – Need to be Clearable, Fort Riley KS.
5) Knowledge Management Advisor
(Combat Arms, Infantry Observer or Intel)
– Need to be Clearable, Fort Bragg NC.
6) System Engineer (MCSE)
– Secret, Bagram AB Afghanistan.
7) Knowledge Management Advisor
(Combat Arms, Infantry Observer or Intel)
– Need to be Clearable, Fort Leavenworth KS.
Apply at http://www.csc.com

We’re Committed to Supporting

Mission Readiness.
At ARINC, we understand the importance of
a fulfilling career. That’s why we offer a
range of exciting opportunities supporting
every branch of the U.S. military with
HEALTHCARE AND CORRECTIONAL communications, integration, and
OPPORTUNITIES engineering solutions. We’re a seasoned
The Geo Group (NYSE:GEO) is a world leader in providing diversified services to company with a focus on the future.
government agencies around the globe. We offer high-quality, cost-effective
services in the areas of correctional and detention management and residential
treatment through state-of-the art designs, innovative programs, and ground- Log on to arinc.com/careers for a list
breaking treatment approaches. The North American Market is growing rapidly.
of current openings around the world.
CURRENTLY RECRUITING THE FOLLOWING PROFESSIONALS:
 Registered Nurses  Psychiatrists
 Nurse Practitioners and Psychologists
ARINC is proud to be an equal
 Licensed Clinical  Correctional Officers opportunity employer.
Social Workers  Chaplains
 Mental Health Providers  Vocational Instructors
. . . and more exciting opportunities listed on our website!
To apply for these positions, visit: www.geogroup.com
Part-time / Full-time positions available | Paid time off | 401(k) retirement plan
Comprehensive benefit package | Advancement opportunities

The Geo Group, Inc., One Park Place

621 NW 53rd Street, Suite 700, Boca Raton, FL 33487 | Fax: 561-443-3839

8 ❘ Search & Employ SM march/april 2010 WWW.recruitmilitary. C OM WWW.recruitmilitary. C OM march/april 2010 ❘ Search & Employ SM ❘ 9
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     Opportunities
Clean up
Here’s the next step in your career. with this franchise
At Citizens Financial Group, we’re in the business of passing our success on Everybody likes it when
to our colleagues. It’s our people who are responsible for our success, so we things are clean, but few enjoy the task of
cleaning. Enter ServiceMaster Clean. Estab-
make sure our people reap the rewards. Here, you’ll enjoy a fast-paced and
lished in 1952, ServiceMaster Clean is one of
rewarding environment as well as the opportunity to really showcase your
North America’s leading cleaning and restora-
talents. That’s why we offer competitive salaries, generous benefits, work/life
resources, ongoing training/development and opportunities to grow your
career. We are currently looking for energetic and motivated people to join our
tion companies. The company has more than
4,500 franchises, operates in 12 countries,
and serves more than 1 million customers.
team. If you’re looking to work somewhere that makes a difference in your life
and the community, start your job search here.
ServiceMaster Clean is a member of the Ser-
viceMaster family of brands, which includes
Furniture Medic, Merry Maids, Terminix, Tru-
Citizens Financial Group is a $153 billion commercial bank holding
Green ChemLawn, American Home Shield,
company headquartered in Providence, RI. CFG is owned by RBS
Amerispec, and InStar.
(The Royal Bank of Scotland plc). Through its subsidiaries, including
Citizens Bank, Citizens Bank of Pennsylvania, and Charter One, Dave Messenger, the vice president of mar-
CFG operates its branch network in 12 states, with approximately ket expansion for ServiceMaster Clean, Furni-
1,480 branches, 3,600 ATMs, and 23,000 employees. It is one ture Medic, and Amerispec, says that veterans
of the 10 largest commercial banking companies in the are at the top of his list when it comes to add-
United States ranked by deposits. ing more franchises to the ServiceMaster fam-
ily. ServiceMaster Clean specializes in janitorial
work, carpet cleaning, and disaster restoration.
Amerispec focuses on home inspections, and
Find out if a career at Citizens Financial Group
Furniture Medic provides furniture repair.
is what you're looking for.
“We as a company have been recruiting vet-
Please contact us at www.cfgcareers.com erans for a long time,” Messenger said. More
than 100 veterans own multiple ServiceMaster
franchises, and 25 out of 280 Furniture Medic
CFG, is an equal opportunity/affirmative action employer committed to building a diverse workforce. M/F/D/V. franchises are owned by veterans.
One of the reasons Messenger believes Ser-
viceMaster Clean franchises are so popular with
veterans is that they are entirely service-orient-
ed. “We don’t sell any products,” he said. “We
Your Future is NOW sell services, and that means that it doesn’t cost
a lot to become one of our franchisees. Wheth-
Team Industrial Services, Inc. (NASDAQ: TISI) was founded in 1973, er it’s doing commercial cleaning or repairing
and is a leading provider of specialty maintenance and construction furniture, everything we have is service-based.”
services related to pressurized piping systems and processes for Dinah Coopwood, the Franchise Lead Man-
the process and pipeline industries. Team delivers an array of eight ager, notes that franchisees can operate their
complimentary services, and due to substantial growth is offering
businesses from home, thereby saving money
career opportunities in the following disciplines: on office space. The company also has a de-
partment to help people who qualify for finan-
 NDE/NDT Inspection Services (MT, PT, UT, RT, VT, ET)
cial assistance, which can cover up to 80 per-
 Heat Treating (High Temperature Electric and Combustion)
cent of franchise fees and start-up equipment.
 Weld Isolation and Hydrostatic Testing
 Standard Pipe Repair, Clamps Enclosures, and Valve Repair Messenger, who has been with the com-
 Field Machining pany for 19 years, believes that veterans are
 Freeze Stops, Hydrostatic Test Freezes successful as franchisees because they were
 Hot Taps, Line Stops, and Technical Bolting taught to follow a plan in the military.
 Pressurized On-Stream Leak Repairs “Overall, people who come to us from the
military are excellent at following the process-
Your Future is TEAM es we already have in place,” Messenger said.
“We provide them the plan, and because they
are go-getters, they find success.”
OUR GROWTH IS YOUR OPPORTUNITY. START YOUR CAREER TODAY WITH THE INDUSTRY’S
BEST, AND ONE OF AMERICA’S FASTEST GROWING COMPANIES. OUR COMMITMENT TO THE
Some veterans may already recognize the
TRAINING AND CAREER ADVANCEMENT OF OUR TECHNICIANS IS WHAT MAKES THIS A GREAT name of ServiceMaster Clean from the work
COMPANY TO WORK FOR. OUR PEOPLE ARE WHAT MAKE US A GREAT COMPANY—PERIOD. the company did at the Pentagon after the
9/11 terrorist attacks. The company played a
For a listing of current opportunities, application, or to register with us major role in returning that hallmark of Ameri-
as a candidate for future opportunities, please visit our career site: can fortitude back to its original splendor.
www.workforteam.com “That is one of our company’s proudest efforts,”
Team is an equal opportunity employer (EOE). Messenger said. “We felt honored to go in and
help to restore that building to its former glory.”
Messenger mentioned that veterans who
become franchisees have a leg up on the com-
petition when it comes to securing government
contracts. “Vet-owned businesses are always
12 ❘ Search & Employ SM march/april 2010
in Franchising 
N EE D RES U ME H EL P ?
visit www.recruitmilitary.com/resumes
N EE D RES U ME H EL P ?
visit www.recruitmilitary.com/resumes
service master clean
www.servicemasterclean.com
www.furnituremedicfranchise.com
N EED R ES U ME H EL P ?
www.amerispecfranchise.com
visit www.recruitmilitary.com/resumes
preferred in those cases,” he said.
Another factor that makes veterans good
franchisees is their leadership experience.
Messenger noted that leadership skills are
critical for dealing with potential hires as well
PROFESSIONAL RESUME PREPARATION
as in the marketplace.
visit www.recruitmilitary.com/resumes
“We need franchisees that take the initia-
tive and go after the business,” he said. “That’s
something leaders do, and veterans seem to
have that trait.”
Veterans receive a 15 percent franchise
feePROFESSIONAL
discount on all RESUME PREPARATION
new ServiceMaster Clean
franchise offerings. The company supports the
visit www.recruitmilitary.com/resumes
Veterans Transition Franchise Initiative (Vet-
Fran), an International Franchise Association
(IFA) program that helps veterans acquire fran-
chise businesses. Information on VetFran is
available on the IFA site at www.franchise.org.
PROFESSIONAL RESUME PREPARATION
Lastly, Messenger said that veterans should be
visit
able to www.recruitmilitary.com/resumes
relate to the company’s core values. “I’ve
found that veterans have high ethics and are very
transparent in how they act,” he said. “Our com-
pany’s core values should ring true with people
who come out of the military. We are not a religion
or a RESUMES
cult, but top onAND COVER
our list LETTERS
is to honor God in all
we visit
do. Number two is to help people develop.
www.recruitmilitary.com/resumes
Number three is to excel with our customers.
Number four is to grow profitably. I think those
are all things that veterans will stand behind.”
RESUMES AND COVER LETTERS
visit www.recruitmilitary.com/resumes
WWW.recruitmilitary. C OM
RESUMES AND COVER LETTERS
    Opportunities
a family
of franchises
C
hris Loudermilk, a franchise sys-
tem specialist with Mr. Rooter,
and former director of military
development for its parent op-
eration, the Dwyer Group, calls the U.S. military
“the biggest franchise in the world.”
“The best franchises are all built on follow-
ing successful standard operating procedures,”
Loudermilk said. “So is the military. Both groups
have rules and regulations to follow for very
good reasons, and those who follow them gen-
erally succeed.”
That adherence to a plan is just one reason
Loudermilk thinks veterans make great franchi-
sees.
“Veterans have a lot of appeal,” he said. “They
come to us with skills developed in leadership.
They also have incredible work integrity and are
amazing self-starters. Their incredible motivation
makes them a great fit for owning a franchise.”
The Dwyer Group got its start in 1981 when
Don Dwyer, Sr., developed Rainbow International.
Later, as the vision for franchises progressed and
grew, the company became the Dwyer Group.
The company is based in Waco, Texas and serves
as the holding company for eight franchises: Mr.
Appliance, Mr. Electric, Mr. Rooter, Aire Serv,
Glass Doctor, Portland Glass, DreamMaker Bath
& Kitchen, and Rainbow International. The Dwyer
Group provides services to more than 900 fran-
chises in the United States and Canada.
The Veterans Transition Franchise Initiative
(VetFran) was established by Don Dwyer, Sr.,
soon after the Gulf War ended in 1991. VetFran
is a voluntary effort of International Franchise As-
sociation (IFA) member companies to encourage
franchise ownership by offering financial incen-
tives to honorably discharged veterans.
The Dwyer Group offers a 25 percent dis-
count on the initial base territory purchase, as
well as special vendor incentives for those who
qualify. The company also sponsors P.A.V.E.,
the Program for Assisting Veteran Entrepre-
neurship. It was founded to give military vet-
erans the educational and financial resources
to open a franchise business after their military
service. The program’s benefits are unique to
The Dwyer Group, and are provided in con-
junction with VetFran.
“We recognize that veterans have worked
hard to serve their country, and we try to pro-
vide ways for them to serve their community,”
Loudermilk said.
WWW.recruitmilitary. C OM
in Franchising 
CSX DFW Hospital Council
Transportation/Railroad
CSX Corporation, a Fortune 500 company
Healthcare Opportunities
The DWF Hospital Council is seeking
headquartered in Jacksonville, FL, is a multi- North Texas Veterans.
modal freight transportation company serving
customers across North America. Job opportunities are available for clinical and
non-clinical positions, including registered
Through its primary subsidiary, CSX operates nurses, physical therapists, occupational
the largest railroad in the eastern United therapists, coders, pharmacists, pharmacist
the dwyer group
States with operations in 23 states, the Dis-
trict of Columbia and two Canadian provinces.
technicians and other professions.
Healthcare training is available for nursing,
www.dwyergroup.com
CSX Transportation is the largest company
in the CSX family employing 34,000 manage-
ment and union employees.
surgical technology, respiratory care,
radiology, certifications, paramedics,
medical transcription, medical assisting
and many more.
For career opportunities in Logistics,
Mary Kennedy Thompson, the president of
Mechanical, Engineering, Communications Visit www.dfwhc.org/workforce-news.html
Mr. Rooter, agreed.
and Signals or many other career fields, for more information.
“I love that what we do creates a lot of jobs visit our website at www.csx.com/careers
for a community,” said the former Marine Corps and apply online.
logistics officer. “When we establish a fran-
chise in an area, it isn’t just about Mr. Rooter or You can also go to www.csxmilitary.com
to complete the Military Information survey.
the franchisee; it’s about making a difference
there and serving a community’s needs.” Contact:
Thompson, who left active duty as a captain CSX Military Recruiting Team
and served briefly as a major in the Reserve, said Phone: 888-884-9417
E-mail: Becky_Hamilton@csx.com
that what she learned in the military paid excel-
lent dividends when she got into the franchise
business. She got her start with a cookie bou-
quet franchise. She has been so successful at
building several locations and earning a good liv-
ing that she noted, “Now, I work because I love it.”
Thompson thinks the most critical skills
veterans possess when it comes to franchis-
ing are leadership, strategic thinking, and the
simple ability to “get it done.”
“Veterans are taught to assess a situation,
know how they are going to get into it, and
what the best way is to come out,” Thompson
said. “Having a plan and following it is key to
that. Veterans are excellent at making that hap-
pen. They are also natural leaders.”
She also noted that the mentoring that goes
on in the military is also helpful when a franchisee
is working with his or her staff, and that veter-
ans have good communication abilities. Public
speaking, according to Thompson, is a vital skill.
“Being able to get up in front of a group of
people, not only with confidence, but with a
clear message, is crucial when establishing a
business in a community,” she said.
But veterans bring even more to the table,
according to Thompson.
“They understand how to handle the stress
about ‘the buck stops here,’ ” she said. “They
have enough experience to know it’s not life or
death. They also tend to be family-oriented, en-
joy overcoming challenges, and follow a strict
code of conduct.”
That code is something that does not have
to end after serving in the military.
“We follow a similar code, one that veterans
will understand and appreciate,” Thompson said.
“Our code is R.I.C.H.: Respect, Integrity, Cus-
tomer-focus, and Having fun in the process.”
N EE D RES U ME H EL P ?
visit www.recruitmilitary.com/resumes
march/april 2010 ❘ Search & Employ SM ❘ 13
N EE D RES U ME H EL P ?

VSE Corporation
Multiple Positions Available
VSE Corporation, a professional services
company headquartered in Alexandria, Virginia,
has provided more than $2 billion in diversified
engineering and technical support services to
U.S. Government and other prime contractors
since 1959. Our Customer base includes the
Department of Defense, Department of Energy,
Department of Homeland Security, and more
than 30 commercial clients.
Positions available: Contract Administrators,
Master Black Belt, Purchasing Administrator,
Materials Analyst Planner, Pricing Specialist,
Industrial Hygienist, Subcontracts Manager,
QC Technician, Ship Transfer Project Manager
VSE Corporation offers competitive salaries
and comprehensive employee benefits package.
Visit our careers site:
http://www.vsecorp.com/careers/index.html.
Fax: 703-329-4623
Email: hr@vsecorp.com
VSE Corporation
2550 Huntington Avenue
Alexandria, Virginia 22303
EOE, M/F/V/D
We’ve been here since 1863. We’ll be here for YOU!
Get in. Get out.
Get ahead. ®
• Healthcare, Business, Legal &
Technology training
• Degrees and certificates designed for
the military student and family
U.S. Training Center, Inc.
Project Directors, Senior Mentors
and Trainers
U.S. Training Center, Inc. is now accepting
resumes and DD214s for review and possible
contract opportunity under the DoD Counter
Narcoterrorism Technology Program Office
(CNTPO), IDIQ. Qualified candidates must
possess the skills and experience to effectively
and efficiently manage cost, schedule, and
performance parameters for specific CNTPO
task order projects. A Bachelor’s Degree is re-
quired with a minimum of 6 years of experience
managing personnel, preferably in a project
management role. An advanced degree is
preferred. Prior law enforcement and/or military
experience is also required. Applicants must
possess the ability to edit, draft and write vari-
ous types of project documents. Must be able
to work with minimal direction, to multi-task,
meet deadlines, and set priorities in keeping
with CNTPO Program standards and expecta-
tions. Must be a quick learner, adaptable, and
responsible. Must have and demonstrate a
strong proficiency in MS Office and Acrobat.
At a minimum, requires a Department of
Defense SECRET clearance. This is a very
rewarding opportunity, both operationally
and monetarily. All qualified applicants are
encouraged to go online and apply at www.
ustraining.com.
Click on “Contract Positions”, scroll down
to “Mentor Positions” and apply.
    Opportunities in Franchising 
TRANSITIONING TIPS
Helping to make
Kuhn’s father, who served in the Air Force for
Don’t lose your Creed!
a house four years, started HouseMaster in 1979. After
college graduation, Kahleen spent four years in
Schwan Food Company
a home
Customer Service Manager Trainees
marketing and sales with AT&T before coming
back to the family business. by chad sowash forced to meld a coordinated creed into On day one, this creed helps military
Schwan’s Home Service, Inc., is looking to
“My entrepreneurial gene kicked in, and I their business lives. trainees  (employees)  understand what grow in your area. We’ve recently moved from
B
housemaster
moved back East and opened up a HouseMas- ecause you How does creed make a difference? they must do to become a professional in a straight commission model for our Customer
www.housemaster.com ter franchise of my own,” she said. “Eventually I have served One of the very first items a new trainee the United State Army. This creed is more Service Manager Trainee. Now, instead of hav-
ing to build a new route just on commissions,
moved to corporate, but not before dragging my in the Unit- must learn and memorize when arriving than just a belief. It is a way of living, which
new customer service managers can count on
Homebuyers like to have husband into the system. My husband has been ed States Military, at the  Fort Benning  Reception Battal- includes expectations for all soldiers to a base salary of $32k per year during a training
faith that the house they are about to buy is a HouseMaster franchisee since 1987.”  you have several ion—even before officially starting Army live by after basic training, in combat or period and $38k per year afterwards, once they
worth the money. While the house may look fine, Kuhn said that veterans have had a lot of suc- advantages over Basic Training—is The Soldier’s Creed. even after leaving the military completely. have their assigned route. That’s in addition to
especially if there is new carpeting and fresh cess becoming HouseMaster franchisees. your non-military Many transition from military to civilian commissions.
paint, what is under those floors and behind the “Currently about 10 percent of our franchisees civilian counter- I am an American Soldier. life and lose this “sense of creed” or “sense At The Schwan Food Company, our defining
walls can often tell a different story. are veterans,” she said. “Our experience with sell- parts. In this ar- I am a Warrior and a member of a of purpose,” because in many cases, it goal is to become the biggest, best and
That’s where HouseMaster, a home inspec- ing franchisees to veterans has been exceptional.  ticle, I would like to team. I serve the people of the United does not exist on the outside. So, I give strongest provider of frozen-food solutions in
tions franchise, comes in. Since 1979, House- Veterans are a particularly good fit for HouseMas- talk about Creed, the strong belief sys- States and live the Army Values. this small piece of guidance when tran- the world – and we’re well on our way. Schwan
employees lay the foundation for future growth
Master has answered home inspection ques- ter because training for and consistently execut- tem by which a person and/or organiza- I will always place the mission first. sitioning back into the civilian world. Sit
and prosperity by meeting challenges with
tions for real estate industry professionals, ing the inspection process is similar to training for tion is guided. I will never accept defeat. down by yourself, with your family, and/ creativity, energy and an unstoppable “can
homebuyers, and home sellers. and consistently executing a military operation.” Soldiers, Sailors, Airmen. and Marines I will never quit. or with your employer and create a creed. do” attitude. Schwan challenges its people to
The company has been ranked one of the top HouseMaster offers several reasons that are infused with a purpose and creed I will never leave a fallen comrade. Remember: just because you do not have develop their skills, discover innovative methods
50 franchises in Franchise Business Review’s veterans should consider becoming one of its on day one of the job—setting them I am disciplined, physically and men- a crusty old Top or Gunny reminding you for doing business and to prepare for a lifetime
of achievement. Whatever you’re looking for,
annual Franchisee Satisfaction Survey. That is franchisees. apart from the civilian/business world. tally tough, trained and proficient in my does not mean it’s not important. you’ll find it at Schwan.
something that pleases Kathleen Kuhn, presi- “[This] is a low cost-of-entry franchise opportu- For starters, can you imagine walking warrior tasks and drills. I always maintain Drive on!
dent of HouseMaster Home Inspections. nity,” Kuhn said. “In addition, we offer veterans a 15 into work on your first day working for my arms, my equipment and myself. Please visit us at www.schwansjobs.com to
“HouseMaster is the number one ranked percent discount on the initial franchise fee. We a Fortune 500 company and being asked I am an expert and I am a professional. Chad Sowash is Vice President of Business explore multiple opportunities. Schwan is an
Equal Opportunity Employer. M/F/D/V
home inspection franchise organization in North also have existing ex-military franchisees mentor to memorize the company’s  creed?  Of I stand ready to deploy, engage, and Development at DirectEmployers Associa-
America,” Kuhn said. “We are the most experi- new ex-military franchisees. The level of camarade- course you can, because it was a man- DESTROY the enemies of the United tion, where he leads VetCentral and several
enced name in home inspections, and are most rie, commitment to high standards, and overall de- date in your military position. You were States of America in close combat. other veteran-centric employment projects.
proud of the relationships we have built with our sire to do the right thing, which typifies the House- forced to abide by a higher law and set I am a guardian of freedom and the Chad was an Infantry Drill Sergeant in the
franchisees, which have helped us achieve very Master brand, has also proven to be very appealing of standards. Many civilians would laugh American way of life. United States Army. Contact him at 371-874-
high marks in regard to franchisee satisfaction.” to veterans looking to transition into a new career.” 
RYC_Search&Employee_4.79x5.25.qxp:Layout 1 2/2/10 4:57 PM Page 1
at such a gesture because they are not I am an American Soldier. HOOAH! 9003 or chad@directemployers.org.
1 MD/AG
From Honorable Service
2/2/10
Job No:
to Career Success
MIXB-A3708
Job Name:
RYC Accomplisher
Pub:
Prod:
1/4
page 4c
Prudential. Live:
A great place to make a 4.79 X 5.25
great name for yourself. Virginia College: Providing Outstanding Career Education
________ ACCOUNT • BT DEDIC ATION DESERVES RE WARD for Military Personnel, Veterans and Spouses
________ WRITING • MD
Join a company that champions diversity. Encourages ambition. RecruitMilitary appreciates the dedication of our country’s military spouses.
And rewards excellence. Add in our highly competitive compensation ________ DESIGN • MD


 
That is why we are dedicated to helping them achieve their career goals. Contact our Military Student Center:
• Get credit for military education and training 

 
 

• Special military rates and benefits package, and it’s easy to see Prudential offers a truly ________ CREATIVE • MD 

Phone: 877-VC GI BILL (877-824-4245)
• Ask about our VA Approved Programs Rock Solid® place to build a career. Visit jobs.prudential.com, and ________ TRAFFIC • CM
Visit www.recruitmilitary.com or www.vc.edu/military
• Flexible schedules
send in your resume today. ________ ART RIGHTS www.militaryspouses.com to register for FREE



 





CALL TODAY! ________ PROOFREADING  Post up to five resumes for employers and educational institutions to search.
HealdMilitary.com ________ SPELL CHECK
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1-888-434-3919
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jobs.prudential.com Prepared by Prudential Advertising, • Specializing in fast-track training in tomorrow’s hottest career fields
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Fresno • Modesto • Salinas • Portland • Honolulu Company of America, Newark, NJ and its affiliates. All candidates must be authorized to work in the United States. Prudential DO NOT PRINT

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RecruitMilitary is a proud partner
• On-ground and online classes available for many programs
is an Equal Opportunity/Affirmative Action Employer and is committed to diversity in its workforce. of the Military
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We are proud members of the Yellow Ribbon Program and the Corporate Career Network. • We speak “Military Benefits!”
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14 ❘ Search & Employ SM march/april 2010 WWW.recruitmilitary. C OM WWW.recruitmilitary. C OM march/april 2010 ❘ Search & Employ SM ❘ 15
SE0310(GEN)_4.79x5.25-4clr.indd 1 1/29/2010 3:35:25 PM 

ServiceMaster Clean
Franchise Opportunity
Transitioning out of the military? Why not start
your own business with ServiceMaster Clean?
Franchise Opportunities are available in most
major metropolitan areas for commercial clean-
ing services. As a member of the VetFran pro-
gram, ServiceMaster Clean proudly recognizes
military personnel for their discipline, motivation
and leadership capabilities. ServiceMaster
Clean has over 50 years of experience helping
people start their own business with the neces-
sary training, support and business system to
achieve a goal of business ownership.
Learn how you can transition into business own-
ership with a recognized leader in the cleaning
industry. Discounts are available to military who
have served our country.
Call 800-786-9687 today or visit our website at
www.ownafranchise.com.
Member of VETFRAN (Veteran Transition Fran-
chise Initiative)
SC Field Technical
Services, Inc.
Great Opportunities in Energy
SC Field Technical Services (SCFTS)
is currently recruiting skilled professionals
who can excel in safety, technology, and
customer service in the Oil & Gas industry.
SCFTS is particularly looking for employees
with strong tool and mechanical skills, as well
as the ability and initiative to solve problems
on-site, in the field.
Our field employees must be comfortable
with working outdoors in challenging physical
environments.
See employment opportunities
at http://www.scfts.com
or contact cligon@scfts.com
16 ❘ Search & Employ SM march/april 2010
BE EMPOWERED
So you’re considering a management career?
by SUSAN STERRITT
A role not to
be undertaken
lightly
Today, leading em-
ployees means treading
a path fraught with many
challenges. Beyond re-
maining technically com-
petent in the work being
performed in a world
where change is the norm, you will face the fear of
litigation and the need to do more with less—often
at breakneck speed. The employees who report
to you will expect to participate in—and may ques-
tion—your decisions.
You are likely to face government intervention
and increasing regulations with which you must
abide. You will encounter ceaseless updating of
technology, seemingly endless requirements for
documentation, threats from the economic crisis,
and certain special challenges that are specific to
veterans. However, because those special chal-
lenges are predictable, they are avoidable.
Your greatest initial challenge in your new role
may be in adapting to more flexible styles of lead-
ership and a different use of power. I will address
that challenge below.
Shifting Power
You must retain the strength, discipline, and
commitment that you developed in the military,
while remaining vigilant and flexible to frequent
shifts in power and influence above and around
you. Always remember that the power relation-
ships in civilian life differ from those in military life.
Power in the military lies within clearly defined
ranks and hierarchies within a stable structure that
does not deviate. Everyone knows his or her place
in this structure, and knows how to act accordingly.
However, this is seldom the case in civilian life.
Who holds the power in civilian life is often not
specifically identified, is not static, and may be
widely distributed, high and low, in an organiza-
tion at any given time.
Leadership Style
Often when veterans segue into civilian man-
agement roles, they adopt the directive style of
leadership they have experienced up to that point.
This tendency—to give orders and expect unques-
tioning compliance—can easily trip up the best-
intentioned supervisor or manager.
As we know, command and control are es-
sential in the military, where decisive action is
needed and debate would cause confusion and
likely defeat. However, this style generally does
not translate well outside that realm. Today’s ci-
vilian employees do not respond favorably to
receiving “orders.” They share an expectation of
respectful and individualized treatment. While it
may be “field expedient” to lead “by rank” in a
rare crisis, to rectify an unsafe situation, or when
circumstances are unpopular but non-negotiable,
. . . the third in a series of articles by Susan Sterritt, Senior Professional in Human Resources (SPHR®), to help veterans
transition to the civilian workplace. Sterritt is a Learning and Development Consultant with Employers Resource As-
sociation in Cincinnati. She served nine years in the Army Reserves, devoted more than 20 years of her career to manage-
ment positions in Human Resources, and now uses her expertise to teach, coach, and develop leaders.
this style won’t create the rapport and support
you must build to be successful leading civilians.
Consider these nine time-tested suggestions to
make your transition more comfortable for everyone:
■ Don’t rely on legitimate power (your title or
office) to accomplish your mission.
Legitimate power is the power or authority the
office itself carries, regardless of who occupies it.
When you saluted and obeyed superiors, it was
because of their military rank, whether or not you
admired or even knew the person wearing the
stripes, bars, or stars.
Civilian employees may intellectually recognize
your legitimate power to hire, fire, coach, counsel,
discipline, or otherwise manage the activities of
your department. In general, however, when you
have led by legitimate power alone, they will not
produce as well or stand ready to cover your back
as enthusiastically. Peers and subordinates will ex-
pect you to develop rapport with them and to in-
teract with them as the unique individuals they are.
■ Abandon coercion as a way to accomplish
tasks.
Coercive power is the threat of “do it or else.” Al-
though you might occasionally assign less desirable
tasks as a consequence for failure to perform, there
is no extra military instruction (EMI) available to you
in civilian employment. Again, developing a positive
relationship, clearly and calmly explaining what is
wanted and why, and soliciting ideas from knowl-
edgeable employees, will produce better results.
Coercion simply triggers resentment. More impor-
tantly, the fear created by coercion drives the very
problems you need to know about underground.
■ Use expert power to help develop your group.
Sharing expertise and being a source of reliable
job know-how will be tremendously helpful in cre-
ating positive power and trust in your leadership.
Use your expertise to develop your team members’
skills. Help other departments upstream and down-
stream who would benefit from your knowledge.
Recognize, however, that others may try to shift
their problems to you for solution. Yes, dazzle your
superiors and assist your peers—but with subordi-
nates, resist the temptation to just “do it yourself.”
Instead, use your expertise to train and groom your
employees. The more competent and confident
they become, and the better they stand on their
own, the more powerful your performance will be.
■ Do not expect civilian employees to behave
like disciplined service members.
Each company’s culture—and its tolerance of
behavior outside the norm—will be different. Re-
main low-key and observant as you first move into
a leadership role. Resist the temptation to rush to
judgment about others. In a detached way, observe
what others do and how they do it. And, of course,
it will be very profitable for you to become well ac-
quainted with your company’s Human Resources
team and to give weight to the value of their insights.
■ Learn the levels and parameters of your au-
thority quickly.
Before exercising your authority, it would be pru-
dent to verify your responsibilities and the level of
authority you may use in each area of responsibility.
For example, are you permitted to make purchases,
discipline employees, or authorize overtime based
on your own judgment, or must you ask first?
Recognize that, as you gain time and stature in
the organization, your parameters of authority are
likely to change—sometimes without formal com-
munication. Making sure your boss will support
your decisions because you have made them with
the proper authority is essential to building trust
and self-confidence in your leadership.
■ Figure out the true organizational hierarchy
and how things actually get accomplished in
your department and company.
We all recognize that there is “what it says in the
book” and there is “how we actually do it.” Learning
how your company really works from a well-respect-
ed source can be incredibly helpful and will expe-
dite your comfort and confidence in your role. If your
boss will not be available to put you in the know
early in your employment, find a mentor with whom
you can meet regularly, with the boss’s blessing.
■ Don’t automatically assume that comments
or suggestions from superiors are “orders.”
Here is where developing a comfortable work-
ing relationship early on with your boss is critical.
Ask questions in a respectful way to understand
what your boss is seeking: is it feedback, ideas,
information, or compliant execution? Few civilian
leaders really need or value a “yes” man or woman.
■ Don’t use your new role as leader to change
everything overnight.
Although you will be eager to make a strong first
impression, here is where SLOW will pay off. You
will face less resistance if you don’t imply that what
you have inherited is “bad” or that what your team is
doing “is all wrong.” Unless you’ve been brought in
specifically to effect a turnaround, invest some time
to learn about, and pay homage to, the successes
your team is already experiencing.
■ Recognize your role as one of “servant lead-
ership.”
Your overarching mission will be to use your pow-
er and leadership to serve your employees. Help
them build the skills and knowledge necessary to
perform well. Clear logistical and operational obsta-
cles from their paths. Secure whatever resources
are needed to help them work efficiently, safely and
productively. Champion their great ideas, and run in-
terference as necessary. Don’t ever forget to thank
them and give them credit for their fine performance.
And finally, consider that your real power and
leadership is strongest when the exercise of it is
invisible.
WWW.recruitmilitary. C OM
BEHIND THE LINES
from One Spouse to Another
by carrie rider
Welcome to our column
dedicated to military spouses. Dedi-
cated – that’s an interesting word. If you
Google “definition of dedicated,” you
get multiple results, but the very first
definition stood
out to me: “de-
voted to a cause
or ideal or pur-
pose.” This word,
dedicated, cer-
tainly describes
the everyday life
and meaning of
being a military
spouse. This is
not new news to you, I’m sure, but we at
RecruitMilitary want you to know that
we recognize your dedication, and we
are working to help others recognize
this as well.
Many organizations and groups
throughout the military community pro-
vide support and are a great resource
for military spouses. Chief among those
is the Military Spouse Corporate Career
Network, better known as MSCCN.
RecruitMilitary and MSCCN met for
the first time in 2006. As a result of that
meeting, a relationship formed and
grows with each passing year. Both
organizations share the goal of better
serving you, the military spouse, and
your families by helping you achieve
your career goals.
MSCCN is “a military spouse employ-
ment program created and operated by
military spouses.” In addition, it is a 501
(c) (3) nonprofit organization operat-
ing with Memoranda of Understanding
from the Army, Navy, Marine Corps, Air
Force, and Coast Guard. Deb Kloeppel,
the President and CEO, is a military
spouse herself. Deb initiated the devel-
opment of MSCCN to help spouses con-
tinue their careers. The organization
was chartered in 2004 and funded by
Concentra, Inc.
Early in January 2010, I reached out
to Deb Kloeppel regarding our new col-
umn dedicated to military spouses. I
asked if she would be willing to share
her thoughts on the RecruitMilitary
and MSCCN relationship, and how each
helps military spouses.
Deb shared with me that MSCCN was
created because she really felt there
needed to be a connection between
military spouses and corporations. Ac-
countability is an important element in
this connection, which resulted in the
WWW.recruitmilitary. C OM
Memoranda of Understanding with every
branch of the Armed Services.
So, does MSCCN have accountability?
I would say so, as would Deb. “We report
all MSCCN activity to ALL branches of
the service, as well as to our own board
of directors,” she explained. This orga-
nization understands the importance of
following protocol.
Deb and MSCCN have the respect and
trust of all the military branches as well
as with us here at RecruitMilitary. That
feeling of trust is mutual, according to
Deb. “RecruitMilitary doesn’t just un-
derstand the military, they have walked
the walk and have stood the watch. Also,
you don’t get many CEO’s of a company
to come to the phone when you call,”
she said. Trust and aligning core values
are key components in a strong partner-
ship, and both of our organizations rec-
ognize this importance.
Another commonality MSCCN and
RecruitMilitary have is respect for all
those who have served our country.
Yes, spouses, this means you, too! There
is also a great respect for those compa-
nies and organizations recognizing that
those we work with are “job ready,” as
Deb puts it.
This is a point that needs to be ham-
mered home. Not many individuals can
do all tasks that military spouses are so
frequently called upon to execute - such
as moving an entire family across the
globe with multiple restrictions on very
short notice. These and many other de-
mands that are placed on military fami-
lies are skill sets that need to be viewed
Lowe’s Companies, Inc.
Multiple Opportunities
Lowe’s is a military friendly employer that
values the strong work ethic, professionalism
and loyalty military service members bring
to our workplace. As you focus on your
post-military career, there is no better place to
apply your skills and expand your capabilities.
We have opportunities in our stores and dis-
tribution centers nationwide as well as some
opportunities in our corporate office.
Lowe’s offers competitive salary and benefits
programs, a commitment to promoting from
within, and being socially responsible. For
more information, please visit our website at
www.lowes.com/careers.
We salute you and stand ready to work with
you to keep making America great. Join us at
Lowe’s and Let’s Build Something Together.
as applicable to the workforce.
MSCCN specializes in vocational
training, volunteer and employment
N EE D and
workshops, RES U ME
job searchH EL P?
seminars
at visit
no cost to military installations
www.recruitmilitary.com/resumes and
military-affiliated applicants. They truly
work with spouses to help them under-
stand how to position their skills and
talents. A sampling of workshop top- McLemore Building
ics includes: “How to Handle a Difficult Maintenance, Inc.
N EE
Boss,” D RES
“How U ME
to Avoid H EL
Office P?
Politics,” Jobs in Facilities Maintenance
visit to
“How www.recruitmilitary.com/resumes
Afford to Dress on a Budget,”
and “How to Compete With the Aging McLemore Building Maintenance (MBM)
Competition.” Visit the MSCCN website has been in the commercial, medical, industrial,
and educational facility maintenance market for
at www.msccn.org to learn more.
more than 30 years.
We at RecruitMilitary invite you to uti-
lize MSCCN and other great resources.
N EED R ES U ME H EL P ? Through the company’s core values of integrity
The more resources you have by your and honesty, MBM has grown from a small
visit www.recruitmilitary.com/resumes janitorial company into a national company pro-
side to use, the better! We are great sup-
viding comprehensive facility service solutions.
porters of the mission and purpose of
MSCCN. We encourage you to take a mo- Since its beginning in 1970, the company has
ment to visit their website, as well as our learned that a successful growth plan depends
Opportunity Expo listings of companies directly on the contribution made by every
employee in the organization.
attending. MSCCNRESUME
PROFESSIONAL just might be there.
PREPARATION
In closing,
visit I would like to thank you
www.recruitmilitary.com/resumes MBM has many opportunities for qualified
for your dedication. Remember, we are veterans.
here to help you achieve your career
goals. Please visit our website www. To learn more, visit www.mbmin.com.
www.mbminc.com
Thank you for your service to our country!
militaryspouses.com, and make sure to
always be networking!
PROFESSIONAL RESUME PREPARATION
With great respect….
visit www.recruitmilitary.com/resumes
Carrie Rider is the Marketing Manager at
RecruitMilitary, the spouse of a Navy vet-
eran, and a daughter of an Army veteran.
PROFESSIONAL RESUME PREPARATION
visit www.recruitmilitary.com/resumes
march/april 2010 ❘ Search & Employ SM ❘ 17
RESUMES AND COVER LETTERS
visit www.recruitmilitary.com/resumes
 SPECIAL SECTION | Franchisors
for Veteran-Friendly Employers,
and Educational Institutions
W e lc om e to
Search & Employ,
the “connections” magazine for job seekers who
have military backgrounds. Search & Employ con-
nects those men and women with providers of
career opportunities—direct employers, franchisors,
and educational institutions. We distribute more
than 36,000 copies every other month to transition
counselors at military bases throughout the world,
National Guard and reserve units, and job seek-
ers who attend RecruitMilitary Opportunity Expos
throughout the United States. In addition, we dis-
tribute an electronic version with the same content
via a link in our monthly newsletter, The VetTen,
which we e-mail to 170,000 job seekers who are
in our database at www.recruitmilitary.com.
This is the eighth issue with a section for
provider organizations. Subjects of the previous
sections were:
January/February 2009: military skill
sets; ages and states of residence of veterans;
levels of education of veterans.
March/April 2009: college majors of vet-
erans who were officers with “combat specialty”
military occupations; guide to affirmative action;
ethnic distribution of veterans.
May/June 2009: numbers of personnel of vari-
ous ranks who are leaving active duty; gender distri-
bution of veterans; advantages of recruiting veterans
as students for continuing-education courses.
July/August 2009: work interests of vet-
erans; tips on interviewing veterans; more about
recruiting veterans as students.
September/October 2009: where veter-
ans want to work; advice on hiring veterans with
disabilities.
November/December 2009: educational
attainment levels of the job seekers in the data-
base at www.recruitmilitary.com.
January/February 2010: security clear-
ances of the veteran talent pool; what qualities
make veterans great hires.
If you would like a copy of any of those issues,
just ask your RecruitMilitary Account Executive.
Featured industries in future issues of
Search & Employ
May/June 2010
✔ Energy; Continuing Education
July/August 2010
✔ Transportation and Logistics;
Manufacturing
September/October 2010
✔ Healthcare; Construction
November/December 2010
✔ Law Enforcement;
Information Technology
January/February 2011
✔ Defense; Finance
Contact your RecruitMilitary
Account Executive about advertising
in Search & Employ.
18 ❘ Search & Employ SM MARCH/APRIL 2010
Presidential initiative seeks to establish federal
government as model of veterans employment
by Matt murphy
On November 9, 2009,
President Obama introduced a program
to transform the federal government
into the model employer of America’s
veterans.  The Executive Order on the
Employment of Veterans in the federal
government established the Veterans
Employment Initiative for the Executive
Branch. This endeavor stresses the im-
portance of recruiting and training vet-
erans, seeks to increase veteran employment within the Ex-
ecutive Branch, and helps recently hired veterans adjust to
service in the civilian sector.
“Honoring our sacred trust with America’s veterans means
doing all we can to help them find work when they come home
so they never feel as if the American Dream they fought to de-
fend is out of reach for them and their families,” said President
Obama. “But this initiative is about more than repaying our
debt for their courageous service and selfless sacrifice. It’s also
about continuing to fill the ranks of federal employees with
men and women who possess the skills, dedication, and sense
of duty that Americans deserve from their public servants.
And few embody those qualities like our nation’s veterans.”
The Executive Order creates an interagency Council on Vet-
erans Employment that will advise the President and the Di-
rector of the Office of Personnel Management on the Veterans
Employment Initiative. By establishing an interagency council,
and requiring that progress be tracked and reported back to the
president, the executive order created a mechanism with teeth.
American Legion National Commander Clarence Hill was
one of the Oval Office guests who witnessed the signing of the
Order, and noted that it was a step in the right direction. “This
is big step toward veterans’ hiring. Veterans preference also
plays into it,” Hill said. “Now the job of implementing this ex-
ecutive order begins, starting (today).”
The Council is chaired by Secretary of Labor Hilda Solis
and Secretary of Veterans Affairs Eric Shinseki. Office of Per-
sonnel Management (OPM) Director John Berry serves as the
RecruitMilitary introduces Patriot Partners Package
to the leader in the military-to-civilian recruitment
by Larry slagel
niche. We have evolved by responding to customer
I am proud to tell you
needs and utilizing cutting-edge web technology.
Partners will receive, for one year, sharply dis-
about a very special of- counted access to all of RecruitMilitary’s products and
fering at RecruitMilitary.
The Patriot Partnership
service components, including the following:
■ All RecruitMilitary Veteran Opportunity Expos;
Program is the latest in ■ Resume search, database access and job postings at
a series of developments www.recruitmilitary.com;
that have transformed
our company from a con-
■ Advertising space in Search & Employ magazine; and
■ Leveraging our extensive government and media
tingency recruiting firm contacts on behalf of our partners.
specializing in the placement of junior military officers RecruitMilitary will strengthen the partner’s status as a
Vice Chair, and Chief Operating Officer. “Veterans have shown
unmatched dedication to public service,” said Secretary Shin-
seki. “They offer leadership and technical skills that are in high
demand, whether in the public or private workforce. Not only
does this initiative present an opportunity for veterans to serve
their nation once again, the nation will benefit from the educa-
tion and training veterans received in the Armed Forces.”
The Order sets up a Veterans Employment Program office
within most federal agencies, which will help veterans identify
federal employment opportunities, and provide feedback to vet-
erans about their employment application status. The program
will also extend a hand to veterans who have recently gone to
work for these agencies, and help them adjust to a workplace
culture that can be markedly different from military service.
In addition, the OPM will create a government-wide strate-
gic plan focused on creating leadership commitment, as well
as an infrastructure to promote continued skills development
and employment success for veterans. Marketing strategies
aimed at agency hiring managers as well as veterans and tran-
sitioning service members are also components of the plan.
At the end of Fiscal Year 2008, there were approximately 480,000
veterans working within the federal government. Department of
Homeland Security Secretary Janet Napolitano emphasized her
department’s goal of hiring 50,000 veterans by 2012 at a recent
meeting with representatives of veterans’ organizations. “This Ex-
ecutive Order reflects the shared commitment across the Obama
administration to hiring American veterans,” she said.
RecruitMilitary enjoys strong partnerships with diverse vet-
eran groups like the American Legion, HireVetsFirst, ESGR, and
the Purple Heart Society, as well as a variety of military bases.
The company is skilled at leveraging these relationships on
behalf of clients desiring to improve their recruitment, brand,
governmental standing, and relationships. For more informa-
tion about how RecruitMilitary products and services can
help bring veterans to federal government positions, please
contact your RecruitMilitary Account Executive—or me.
Matt Murphy is Senior Vice President, Sales and Business Development, at
RecruitMilitary and a former Lieutenant in the United States Navy. Contact him at
610-933-3331 or matt@recruitmilitary.com.
veteran-friendly organization by helping the partner recruit
men and women with the outstanding characteristics of
veterans, including leadership, initiative, self-discipline, an
excellent work ethic, and gender and ethnic diversity. The
Package will also help the partner comply with OFCCP and
veteran-preference hiring requirements, and may enable
the partner to claim tax credits for hiring veterans.
With 430,000+ registered candidates, Opportunity
Expos coast-to-coast, the niche’s best job board, our
own magazine, and a deep network of government and
media contacts, RecruitMilitary offers the resources to
meet recruitment needs and strengthen any company’s
status as a patriotic corporate citizen.
WWW.recruitmilitary. C OM
SPECIAL SECTION | Franchisors
for Veteran-Friendly Employers,
and Educational Institutions
Because the Patriot Partnership Program is a highly of the many benefits of the Patriot Partnership Pro-
specialized product involving our highest levels of man-
agement, membership is limited to only 20 companies,
with only one employer in a given industry. Limiting
gram. Since the 1940s, DeVry University has taken
pride in educating and supporting America’s military
personnel and the veteran community.
the number of partners will enable our team to provide
each partner with management-level consultative vis-
its each year, plus research services and assistance in
DeVry offers year-round scheduling, distance learn-
ing, online programs, 90 locations in metro areas across
the United States and Canada, and degree programs that
drafting communications. provide a solid foundation for real-world career success.
I am pleased to announce that DeVry University has DeVry University has also established veterans clubs in
become the first national company to take advantage 23 of its major metropolitan areas to help veterans accli-
WHAT DO THE O-3’S WANT TO DO?
by MIKE FRANCOMB
“W
hat Are Their Work Inter-
ests?” Larry Slagel’s ar-
ticle in our July/August
2009 issue, listed future work interests of
the job candidates who had registered at
our database at www.recruitmilitary.com.
A table in that article showed the numbers
and percentages of candidates who had
selected 16 of the most popular interests.
We can provide such data because we
ask candidates who register at our site to select their interests
from a list of 67 industries and occupations. Each candidate may
select up to 10 interests.
We compiled the figures in Larry’s article on June 9, when
there were 373,602 candidates in the database. For the present
article, we decided to compile similar figures for O-3’s—cap-
tains in the Army, Air Force, and Marine Corps, and lieutenants
in the Navy and Coast Guard. We made the present compilation
on February 3, roughly 8 months and 65,000 candidates later.
Why select O-3’s? Because they are the largest classification
of junior military officers (JMO’s) in our database, and because
former JMO’s are especially valuable candidates for certain
civilian positions. Once officers attain this rank, they begin
assuming roles that have great parallel value to the private sec-
tor. Most will have served in command roles where they led
organizations with up to 120 service members and included
diverse requirements to accomplish the mission. Through this
experience, they have become well-formed leaders who can
handle the diversity found in most companies.
JMO’s include second lieutenants, first lieutenants, and cap-
tains in the Army, Air Force, and Marine Corps; and ensigns,
lieutenants junior grade, and lieutenants in the Navy and Coast
Guard. Former JMO’s have served from 3 to 10 years in tactical
leadership roles. Those candidates find civilian homes as op-
erations supervisors, territory managers, process engineers,
and other mid-level leaders.
RecruitMilitary recognized the value of former JMO’s early
in the company’s existence. We began in 1998 as a firm that
placed former JMO’s with companies throughout Corporate
America on a contingency basis.
When we made the present compilation, there were 51,128
officers in our database—11.7% of the total of 438,282 candi-
dates. There were 15,244 O-3’s in the database—29.8% of the
officers and 3.5% of the total database.
The figures in the table show approximately the numbers of
O-3’s who indicated a future work interest in one or more of the
top 30 of the 67 industries and occupations. The numbers sum
WWW.recruitmilitary. C OM
mate to school and civilian life. Additionally, DeVry waives
application fees and has special tuition rates for spouses
of Active Duty, National Guard, and Reserve members.
If you are interested in learning more about this
database
diamond-level partnership, please contact me at 513-
683-5020 or larry@recruitmilitary.com. SNAPSHOT
Larry Slagel is Senior Vice President of Opportunity Expos Database of registered job seekers at
www.recruitmilitary.com as of February 4, 2010
and Professional Services at RecruitMilitary and a former
Captain in the United States Marine Corps.
Registered job seekers | 437,339
RANKS
Officers | 11.7%
Enlisted personnel | 82.5%
Management/Supervision 4958
Consulting 2637
SECURITY CLEARANCES
Aerospace/Defense 2589
Personnel
Public Sector/Government 2430
Manufacturing/Operations/Production 2297
with active clearance | 9.2%
Education/Training/Counseling 2199 Personnel who have
Logistics/Transportation 2193 or had a clearance | 28.1%
Law Enforcement/Legal/Security 1829
GENDER
Human Resources 1498
Women | 14.8%
Information Technology 1415
Men | 85.2%
Banking/Financial Services 1369
Facilities Management 1363
Sales/Management 1195 ETHNICITY
Intelligence 1140 Caucasian | 63.3%
Sports/Recreation 1065 African-American | 21.5%
Marketing 1062 Hispanic | 9.3%
Sales 988 Asian | 2.1%
Computers 970
Native American | 1.2%
Maintenance Management 888 Other | 2.6%
Engineering 868
Customer Service 840
Telecommunications 805
Medical/Healthcare 758
Warehousing/Distribution 745 TAKE THE CURE with
RecruitMilitaryInside (RMI)
Nonprofit 709
Energy/Utilities 697
Financial/Insurance 692
Biotech/Biomed/Pharm 689
Administrative/Clerical/Support 671 It’s our newest product, and
Sales/Medical 666
we call it the cure for high recruit-
to much more than 15,244 because, as indicated earlier, each ing fees. How does it work? (1)
candidate may select up to 10 interests. In fact, on average,
they select about 3.5 interests.
You send us your job order/search
One final technical point: When a candidate registers, he or criteria; (2) Our RMI team utilizes
she fills out a form that generates a record known as a regis- our technology and tools to iden-
tify and contact a targeted pool of
tration profile. We also allow the candidate to post up to five
resumes and attach them to his/her profile. candidates; (3) Our team receives
So, when we—and our clients who own search licenses— resumes and screens interested and
search our database, each profile or combination of profile and qualified candidates; (4) Our team
resume appears as a separate search result. The figures in the
table are based on our own search, so the figures represent
sends you interested, qualified can-
didates. How do we bill out RMI?
numbers of profiles and resumes, not numbers of candidates.
You engage with our team on an
However, few candidates actually post more than one re-
sume. Based on a sampling of search results, we are confident hourly basis. We have a simple, low
that the number of candidates is roughly 90% of the number of fixed hourly rate, and you commit
resumes and profiles. So, for example, the figure of 4,958 in the
top row represents roughly 4,460 actual candidates.
to only a minimum of 40 hours to
We would be pleased to elaborate on any of this information
begin. You may renew after the initial
40 hours in additional 40-hour seg-
or to provide other breakdowns of our database. Just contact
ments. For details, contact Larry
your RecruitMilitary Account Executive—or me.
Slagel, Senior Vice President,
Mike Francomb is Senior Vice President of RecruitMilitary and a former Captain in RecruitMilitary, LLC, at 513-683-
the United States Army. Contact him at 513-683-5020 or mike@recruitmilitary.com. 5020 or larry@recruitmilitary.com.
MARCH/APRIL 2010 ❘ Search & Employ SM ❘ 19

CALENDAR 2010
R E C R U I TM ILITARY
How can a VA Home Loan help me?
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OPPORTUNITY EXPOS
To pre-register for a RecruitMilitary Opportunity Expo, please visit www.recruitmilitary.com.
Use equity to consolidate debt, or make
appraised value of your home
MARCH
home improvements • Historically Low Rates
• Loan amounts up to $1,250,000 • Possible to qualify with less
than perfect credit
DALLAS /
• Interest Rate Reduction Loans
FORT WORTH AREA
for existing VA Mortgage holders
Rangers Ballpark in Arlington
You may be eligible if you have had a VA Mortgage, currently have a VA Mortgage, Home of the Texas Rangers
or have never utilized your VA Mortgage entitlement. 1000 Ballpark Way
Arlington, Texas
In October 2008 President Bush signed the Veterans Improvement Act dramatically
changing what the VA can do for you.
Thursday, March 4
11:00am – 3:00pm
The benefits are real and unmatched by anything in the market!
ST. LOUIS
As a Subsidiary of Emery Federal Credit Union, we proudly serve in all 50 states.
Busch Stadium
Home of the St. Louis Cardinals
700 Clark Street
St. Louis, Missouri
Thursday, March 4
11:00am – 3:00pm
Contact VA Loan Expert at 1-866-993-6379 X250 PHILADELPHIA
VALoans@emeryfs.com Citizens Bank Park
www.myemerymortgage.com Home of the National League
Champion Philadelphia Phillies
One Citizens Bank Way
Philadelphia, Pennsylvania
Thursday, March 11
11:00am – 3:00pm
Because the bad SAN DIEGO
Qualcomm Stadium
Home of the San Diego Chargers
guys don’t always 9449 Friars Road
San Diego, California
speak English Thursday, March 11
11:00am – 3:00pm
Metropolitan Interpreters ATLANTA AREA
Georgia International
and Translators, Inc., the Convention Center
2000 Convention Concourse
largest, stateside provider
College Park , Georgia
of linguist personnel to the Thursday, March 18 PORTLAND
law enforcement community
11:00am – 3:00pm
BALTIMORE
seeks experienced M&T Bank Stadium
Home of the Baltimore Ravens
interpreters and translators
1101 Russell Street
in all languages from Baltimore, Maryland
Thursday, March 18
coast to coast. For more 11:00am – 3:00pm
information and to apply Produced by RecruitMilitary in cooperation with HireVetsFirst
online please visit our — a unit of the United States Department of Labor —
website at The American Legion, and Purple Heart Services
www.metlang.com
or email your resume to www.metlang.com
HR@metlang.com.
20 ❘ Search & Employ SM
march/april 2010
★ ★ ★ ★ ★ ★ ★ ★ ★ ★
CINCINNATI
Great American Ballpark
Home of the Cincinnati
Reds
100 Joe Nuxhall Way
Cincinnati, Ohio
Thursday, March 25
11:00am – 3:00pm
SAN JOSE
Fairmont - Fourth Street
Summit Center
88 South Fourth Street
San Jose, California
Thursday, March 25
11:00am – 3:00pm
APRIL
BOSTON AREA
Gillette Stadium
One Patriot Place
Foxborough, Massachusetts
Thursday, April 1
11:00am – 3:00pm
CHICAGO
For venue information,
visit www.recruitmilitary.com
Thursday, April 1
11:00am – 3:00pm
RALEIGH
Carter-Finley Stadium
Home of the North Carolina
State University
Wolfpack
4600 Trinity Road
Raleigh, North Carolina
Thursday, April 8
11:00am – 3:00pm
Rose Garden
Home of the Portland
Trail Blazers
One Center Court
Portland, Oregon
Thursday, April 15
11:00am – 3:00pm
WWW.recruitmilitary. C OM
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DEDICATION
TO SUCCESS
100% online degree programs
LONG BEACH
in exciting, in-demand fields
For venue information,
visit www.recruitmilitary.com
Thursday, April 22
• Military Friendly School
11:00am – 3:00pm
CLEVELAND
For venue information,
• Military scholarship for eligible Service
visit www.recruitmilitary.com
Thursday, April 29
11:00am – 3:00pm
Members, Veterans and Dependants
MAY
• Approved for VA benefits
DENVER
For venue information,
visit www.recruitmilitary.com • Yellow Ribbon Program Participant
Thursday, May 6
11:00am – 3:00pm
• SOC Member
KANSAS CITY
Historic Uptown Theater
3700 Broadway Street • One class a month
Kansas City, Missouri
Thursday, May 6
11:00am – 3:00pm • Military training considered for college credit
NORFOLK
For venue information, • Associate, bachelor’s, master’s and
visit www.recruitmilitary.com
Thursday, May 13 doctoral degrees
11:00am – 3:00pm
INDIANAPOLIS
For venue information, Offering Degrees in:
visit www.recruitmilitary.com
Thursday, May 20
11:00am – 3:00pm
Computer Technology
HOUSTON Business u Homeland Security
Minute Maid Park
Home of the Houston Astros Criminal Justice u Legal Studies
501 Crawford Street
Houston, Texas
Thursday, May 27 Interdisciplinary Studies u Health Care
11:00am – 3:00pm
NEW YORK CITY
Call toll free to speak with an Admissions Counselor
For venue information,
visit www.recruitmilitary.com
1.888.884.9201
Thursday, May 27
11:00am – 3:00pm
Admissions Hours (EST):
Mon - Fri 8am - 12am, Sat - Sun 8am - 9pm
Keiser University is accredited by the Commission on Colleges of the Southern Association of Colleges and Schools to award certificates and degrees at the associate, baccalaureate, masters, and doctoral levels.
Contact the Commission on Colleges at 1866 Southern Lane, Decatur, Georgia 30033-4097 or call 404-679-4500 for questions about the accreditation of Keiser University.
Online.KeiserUniversity.edu