Recruit Military Hiring Event - June 21, 2012 - Los Angeles, CA

www.recruitmilitary.com

Veteran & Military Spouse National Virtual Career Fair - June 26th

www.veteranscareerfair.com

Planate Management Group - Engineering Technician (GA)

PMG is seeking an Engineering Technician to support NAVFAC in Georgia.

The engineering technician will provide service and deliverables through performance.

The ideal candidate must have extensive technical and practical knowledge, and experience as an Engineering Technician in DoD construction environments with sound understanding of engineering concepts, principles and practices applicable to civil, mechanical, electrical, and/or environmental engineering concerned with the design, layout, and supervision of construction operations.

Technician should have the ability to review technical engineering specifications and statements of work covering complex and diverse engineering designs or changes and a thorough knowledge of construction practices and methods as well as construction management.

Strong written and verbal communication skills will be required to report on progress and outcome of technical assignments and to present recommendations to CM. An ability to monitor construction projects to a successful and timely completion and knowledge of Primavera SureTrak scheduling software and/or other construction scheduling software packages is needed. Candidate will have knowledge of safety and occupational health principles, practices, procedures, laws and regulations as they relate to engineering performance requirements.

Engineering Technician responsibilities will include:

Maintaining extensive, daily contact with key contractor representatives to promote an atmosphere of partnering

and cooperation and to quickly resolve problems and maintain construction schedule.

Coordinating temporary utility and communication hook-ups for contractor, lay-down area and storage areas, utility

outages and road closures, excavation, hot work, burn and other construction-related permits.

Acting as main point of contact for daily interface/coordination in the field and assisting with coordination of

warranty work, investigation of potential latent defects, installing cores, key facility, and coordinating facility system training for owner/occupants.

For both design-bid-build and design-build projects, reviewing pre-final contract drawings and specifications and

performing on-site visits to review constructability and compatibility with actual field conditions.

During design development and constructability review, provide technical knowledge of local conditions including availability of construction materials and skilled labor. For problems found, make solution recommendations for designer consideration.

Supporting the review/approval of all government approved technical and administrative submittals including but not limited to the schedule of prices, contractor's base line critical path schedule, accident prevention plan, activity hazard analyses, safety and health plan, quality control plan, test plans/reports, performance verification tests of major systems, etc.

Investigating engineering problems that may arise on construction contracts, such as unforeseen conditions, contractor requests for information (RFls), and dimension conflicts then making recommendations for solutions to the CM.

Supporting preliminary scheduling meeting and review 3-week look ahead schedules and reviewing updates of the base line schedule with the CM to determine if contractor is ahead, on or behind. Reviewing the critical activities to ensure the work on the construction contract remains focused on completion in the most reasonable time.

Reviewing contractor invoices for accuracy against actual work-in-place and recommend approval/disapproval/partial payment to CM. Assuring environmental compliance by contractor and coordinate EPA jobsite visits when required. Reviewing and verifying the accuracy of as-built drawings and when applicable, coordinate with CM and recommend issuance of non-compliance notice to contractor.

Arranging and coordinating pre-final and final acceptance inspections, tracking completion of punch list items and supporting the close-out.

Performing worksite safety assessments, coordinating OSHA jobsite visits, reporting of contractor significant incidences/near misses, mishap investigations and the preparation of the report.

Providing overall coordination of the construction quality management program and maintaining working knowledge of the requirements set forth in NAVFAC BMS as it pertains to Construction Quality Management.

Coordinating support to review and witness successful testing and commissioning/certification of critical systems.

Assuring quality workmanship in accordance with specifications and industry standards on building materials/structural systems as required.

Preferred Certifications

Construction Quality Management (CQM)

U.S. Army Corps of Engineers Safety and Health EM-385-1-1

30 Hour OSHA

Interested candidates, please submit resumes to: Marcia.martin@planate.net

Testimonial June 15, 2012

Lucy

No more posts for now but the response you gave us will make it easy for me to justify making you Nek’s #1 go-to for the future.

Dayton Baraw

Recruiter

US Army Rapper Soldier Hard “Women Warriors”

Check this video out!

This song is dedicated to all the "Women Warriors" who serve our country, past and present! Thank You!

http://www.youtube.com/watch?v=DaGBoIblVMw

ICS Protects – Female Security Specialist

ICS seeks Female Security Specialist to Protect Foreign Female Dignitaries

Needed to provide VIP protection for Foreign Female Dignitaries for a detail starting June 28, 2012. Assignment will be based in the Washington, DC area. Housing, training and meals will be provided. Starts at $1,400/week. Candidate must have strong communication skills, in excellent physical condition, be able to pass criminal background check and have a clean driving record. Prior military or law enforcement experience is a plus. Availability immediately.

Mandatory Requirements:
Flexible Working Schedule
No Criminal Background
E-mail resume and headshot to be considered

Interested candidates please email your resume with head-shot, current weight and height to: icsprotects@hotmail.com. Please visit our website at: www.icsprotects.biz.

June 12th 2012

Testimonial:

Military-Civilian has been an enormous asset to our recruiting effort. We have been provided not only large quantities of resumes but also high quality candidates for every job we have posted. Military-Civilian’s work on our listed job opportunities has far exceeded any other service or website we have used anywhere when it comes to ease of use, quality of candidates, and volume of applicants.

Dayton Baraw

Recruiter

HTL High Tech National – High Tech Locksmiths – Denver, CO

High Tech Locksmiths
No locksmith experience required

Fast-growing Company looking for solid team players! Make keys to cars that have high security keys and transponder systems. Cars today have computerized transponder systems with keys that need to be programmed.

Three months paid training!

We are looking for mechanically-inclined individuals with working knowledge of computers. A driver's license, good driving record, and a clean criminal record are required.

Enjoy the freedom of not being behind a desk or shut-up in a building with a service that is growing in demand.

We Offer:
•             3 months paid training
•             $30,000 to $40,000 to start after training
•             Bonus Pay
•             6 months’ probation period with medical plan afterwards
•             401K
•             Excellent opportunity for military veterans looking for a solid future

Requirements:
•             Willing to travel
•             Team Player
•             Mechanically inclined and working knowledge of computers
•             Good driving record and clean criminal record
•             Person needs to be responsible, reliable and able to work without constant supervision

Enjoy the freedom of not being behind a desk or shut-up in a building with a service that is growing in demand.

Opportunities in the following areas are available now;
1.            Denver, CO

We want to hire Veterans!!
Serious job seekers please apply by sending us your resume to: jobs@hightechlocksmiths.com. Visit our website at: www.hightechlocksmiths.com

HTL High Tech National – High Tech Locksmiths – Virginia Beach, VA

High Tech Locksmiths
No locksmith experience required

Fast-growing Company looking for solid team players! Make keys to cars that have high security keys and transponder systems. Cars today have computerized transponder systems with keys that need to be programmed.

Three months paid training!

We are looking for mechanically-inclined individuals with working knowledge of computers. A driver's license, good driving record, and a clean criminal record are required.

Enjoy the freedom of not being behind a desk or shut-up in a building with a service that is growing in demand.

We Offer:

•             3 months paid training

•             $30,000 to $40,000 to start after training

•             Bonus Pay

•             6 months’ probation period with medical plan afterwards

•             401K

•             Excellent opportunity for military veterans looking for a solid future

Requirements:

•             Willing to travel

•             Team Player

•             Mechanically inclined and working knowledge of computers

•             Good driving record and clean criminal record

•             Person needs to be responsible, reliable and able to work without constant supervision

Enjoy the freedom of not being behind a desk or shut-up in a building with a service that is growing in demand.

Opportunities in the following areas are available now;

1.           Virginia Beach, VA

We want to hire Veterans!!

Serious job seekers please apply by sending us your resume to: jobs@hightechlocksmiths.com. Visit our website at: www.hightechlocksmiths.com.

Veteran's Benefit Concert - June 21, 2012 - Dacono, CO

Mook Apparel - La Crescenta, CA

Resume Writing

This past week I was privileged to join an employer panel assembled by Mr. Monte Jones of the Fleet and Family Support Center at Naval Base San Diego. Joining me were two contingency recruiters – who make their living placing transitioning military people in civilian firms (the placement fees are paid by the employers, not by the job candidates) – three internal recruiters for major defense contracting firms and a transitioning executive with deep not-for-profit experience. Below are selected comments made in response to audience questions.

• Recruiters will spend 30 to 40 seconds scanning your resume and 5 to 10 seconds scanning your cover letter. This is why your resume must highlight your most recent achievements in the top half of the first page. These recruiters were not bothered by long resumes, but hate resumes that are long on job description and short on achievements. Your introductory or summary statement must clearly express what you can do for the employer, with an emphasis on making money and saving money.

• The education section needs to also include significant non-degree programs that enhance your potential value to the hiring organization, such as the Sergeants Major Academy and six sigma certification.

• For more and more firms, everything begins with a phone interview. Be in business mode, with copies of your application, resume and schedule immediately available – since these documents will be an excellent source of talking points and the objective is to book a follow-on live appointment before the conversation closes – or at least understand the next steps in the hiring process.

• Do not name your resume – My Resume; imagine how many resumes are received without a noun name for the document name. Use last name – first name – Resume – and date. And, always save attachments in the Word 1997 to 2003 format (with a .doc suffix) or use .pdf. These recruiters like 11 or 12 font size and a little white space in the document to make it easier on the eyes.

• Remember that the Viet Nam generation has moved up to senior management and is not usually involved in initial candidate screening. Accordingly, you’ll need to be prepared to express your military skills in terms that a non-Veteran will understand. For example, a successful Navy fire control technician offers a deep background in computer technology, displays interface and data base management.

• Ensure your resume is edited to include the key words applicable to the position and the industry. Refer to the position description and your internal contacts to learn the appropriate key words and terminology.

• Do not attempt to civilianize military resumes. For example, a commanding officer is not a CEO. At best, it’s a chief operating officer equivalent.

• Contingency recruiters should not charge any candidate fees and should not restrict a candidate’s ability to independently develop and pursue job leads.

• Review your social media presence to ensure it reinforces your professional image.

• Recruiters like to see resumes 90 days from a candidate’s availability date.

• If trying to decide between graduate school and immediate civilian employment, this panel favored gaining civilian work experience first and deferring graduate study, unless you are accepted into a nationally recognized MBA program or a graduate degree is specifically required for entry into your prospective career field.

Finally – and read this carefully – small companies find supporting reserve and National Guard commitments very disruptive. For this reason, it’s best practice not to address your intention to affiliate with a reserve component unless specifically asked. Employer support of the Guard and reserve is the law, but it can negatively influence a hiring decision. Jim Carman, MOAA Director of Career Transition Services.

Posted By Jim Carman

Onsite OHS – Medical Lab Technician/Specimen Preparation

Medical Lab Technician/Specimen Preparation
Location: San Antonio, TX

Perform a range of professional MLT practices on site, using furnished facilities, equipment and supplies in order to assist with the development of scientific procedures and analysis of synthetic cannabinoids, drugs of abuse, and other investigational drugs to meet a strict drug deterrence mission.

Job Duties:
Set up batches of samples for screening, rescreening, and confirmation
Manual preparation of batch specimen list for chain of custody, etc.
Aliquot/pipette samples as appropriate to prevent contamination of the original sample
Derivatize or otherwise conduct chemical reactions in conjunction with standard liquid/liquid or solid/liquid extraction procedures
Other duties as assigned

Requirements:
Education: Graduate from a MLT training program accredited by the Nation Accrediting Agency for Clinical Laboratory Sciences (NAACLS) or the Accrediting Bureau of Health Education Schools (ABHES)
Educated in forensic toxicology doctrine, as well as specific DoD drug testing standards, practices, and guidance
Continuing Education: Maintain required forensic certification which is managed and administered on site
BLS Certification
Quality skills in Microsoft Office products to include Word, Excel, PowerPoint, and Outlook version 2007 or 2010 Professional Suite
Possess automation data processing skills as well as interpersonal skills

Interested candidates please apply online at: http://tbe.taleo.net/NA7/ats/careers/requisition.jsp?org=ONSITEOHS&cws=1&rid=147.

Onsite OHS – Medical Lab Technician/Specimen Processing

Medical Lab Technician/Specimen Processing
Location: San Antonio, TX

Perform a range of professional MLT practices on site, using furnished facilities, equipment and supplies in order to assist with the development of scientific procedures and analysis of synthetic cannabinoids, drugs of abuse, and other investigational drugs to meet a strict drug deterrence mission.

Job Duties:
Receive Specimens by mail
Determine acceptability of each package
Make decisions regarding the testing process location of specimen
Data entry- electronically or manually
Process incoming specimens according to strict forensic standard
Other duties as assigned

Requirements:
Education: Graduate from a MLT training program accredited by the Nation Accrediting Agency for Clinical Laboratory Sciences (NAACLS) or the Accrediting Bureau of Health Education Schools (ABHES)
Educated in forensic toxicology doctrine, as well as specific DoD drug testing standards, practices, and guidance
Continuing Education: Maintain required forensic certification which is managed and administered on site
BLS Certification
Quality skills in Microsoft Office products to include Word, Excel, PowerPoint, and Outlook version 2007 or 2010 Professional Suite
Possess automation data processing skills as well as interpersonal skills

Interested candidates please apply online at:

http://tbe.taleo.net/NA7/ats/careers/requisition.jsp?org=ONSITEOHS&cws=1&rid=91

Veterans lose confidence in finding jobs: survey

http://www.reuters.com/article/2012/05/30/us-usa-military-jobs-idUSBRE84T15I20120530

By Nick Zieminski

Wed May 30, 2012 1:24pm EDT

(Reuters) - More U.S. military veterans expect to look for work in coming months as they return to civilian life, many after being stationed in Afghanistan, but they are less confident about finding work that suits them, according to a new survey.

The twice-yearly survey, by Monster Worldwide Inc, found fewer than half of veterans consider themselves ready to move into civilian jobs. The number who say they are confident about finding suitable work fell to 29 percent from 44 percent six months ago.

Besides entering a tough U.S. labor market where job gains are barely keeping up with population growth, veterans are also facing more skeptical employers. Only 39 percent of employers say veterans or those with prior military experience are prepared for a career change.

Monster says part of the problem is a communications gap between veterans and employers, since many hiring managers do not understand what military work entails or what skills carry over to civilian jobs. Ex-military applicants, used to working in teams, don't always know how to sell themselves in an interview or take individual credit for accomplishments.

"When a vet transitions into the civilian community, the burden is going to fall on that veteran to learn the language of the civilian job-hiring community," said T.L. McCreary, president of Military.com, a division of Monster.

The company surveyed 900 employers and more than 900 veterans who were transitioning to civilian life.

Some 200,000 service members transition to the civilian workforce each year, according to government data, but that is expected to rise to around 300,000 a year as U.S. defense spending is cut and the Pentagon pulls U.S. troops home from Afghanistan.

Veterans have multiple resources to aid them in a job search, according to the Department of Veterans' Affairs. These include assistance for the unemployed, a website that allows veterans to download their military work histories, job fairs and other events to help small businesses.

The Defense Department is also working with states and national credentialing agencies to help transfer credentials earned in the military, so veterans can avoid repeating training. Tax credits also encourage the hiring of veterans.

CAUTIOUS EMPLOYERS

Veterans face two other obstacles in finding jobs at a time when unemployment stubbornly remains above eight percent and there is only modest jobs growth.

Around 69 percent of U.S. job postings are for experienced mid-career workers, but fewer than half of vet resumes meet that criteria. Most employers are also looking for candidates with bachelor's or master's degrees, but only a quarter of vets have such academic qualifications, according to Monster.

Some employers are reluctant to hire veterans because of concerns about mental health, including post-traumatic stress (PTS), McCreary said.

"We do hear anecdotally that some vets, because of the exposure around suicides and PTS, some employers look at them skeptically," he said. "'What am I getting into if I hire a vet?' We think that's an issue."

Although the overall U.S. veteran population is shrinking, the population of 2.7 million men and women who have served since September 2001 is growing by double digits. This group's unemployment rate, 9.2 percent, is well above that of other veterans and above the national average. The jobless rate among young female veterans is even higher, at 9.9 percent.

Friday's U.S. employment report is expected to show 150,000 jobs added in May with the unemployment rate holding steady at 8.1 percent.

(Reporting By Nick Zieminski in New York; Editing by Philip Barbara)

5 Things to know about USERRA (Uniformed Services Employment & & Reemployment Right Act)

Unemployment among members of the Reserve Components is 150% of the national average.

The Uniformed Services Employment and Reemployment Rights Act is a federal law that gives reservists and guardsmen the right to return to their preservice job after deployment. In a video recently launched by ROA, the director of ROA's Service Member Law Center, Capt. Samuel F. Wright, USN (Ret.), simplifies the complex law.

Watch now.   

http://www.youtube.com/watch?v=EzDzQ3-Vfbs

RTTEMPS/RNTEMPS – Travel Healthcare Professionals

RTTEMPS/RNTEMPS is seeking Travel Nurses and Allied Healthcare Professionals for travel assignments across the USA.

SIGN-ON BONUS FOR MILITARY STAFF, DOE

Available Positions include:
Travel RN’s for OR, ICU,CCU,MICU, Med Surg/Tele
Travel OR / Surg. Techs
Travel Physical Therapists (PT)
Travel Physical Therapist Assistances (PTA)
Travel Occupational Therapists (OT)
Travel Occupational Therapist Assistances (OTA)
Travel Certified Occupational Therapist Assistances (COTA)
Travel Lab Staff
Travel Coders

And many more positions…………………………………..

A sampling of high-demand locations:
•Nome, AK
•Tucson, AZ
•Madera, CA
•Colorado Springs, Grand Junction, Greenwood, Durango, Glenwood Springs, CO
•Delray Beach, FL
•Honolulu, HI
•Sioux City, IA
•Chicago, IL
•Severna Park, MD
•Lincoln, Farmington, ME
•Duluth, MN
•Natchez, MS
•Libby, Billings, MT
•Grand Forks, Williston, ND; North Platte, NE
•Manahawkin, NJ
•Gallup, NM
•Chillicothe, OH
•Cleveland, College Park; Houston, TX
•Alexandria, VA
•Aberdeen, Wenatchee, Sedro Woolley, WA
•Stanley, WI
•Cheyenne, WY

To find more about the positions and locations we have a simple online quick application process, please apply at this direct link - http://www.rttemps.com/index.php?id=20

11 Questions To Ask Before Accepting A Job Offer

By Anthony Balderrama

By now, job seekers hopefully know the two cardinal rules of interview questions:

1. When the interviewer asks if you have any questions, you better have something to ask.

2. You should walk into the interview room prepared to answer the classic questions, such as, "What is your biggest weakness?" or "Where do you see yourself in five years?"

But there's an often overlooked rule that you should remember for your own good:

3. You should be asking important questions at every step of the hiring process -- from the first time you speak to the hiring manager to the last conversation you have with him.

Have a list of questions ready before you start. You don't need to ask these questions to look good to the employer; you need to ask them to learn about the employer. You are interviewing employers just as much as they're interviewing you.

Here are 11 questions you should be asking employers throughout the interview process:

When you receive the first call before the in-person interview:

1. Whom will I be interviewing with?

The best way to adequately prepare for an interview is to know whom you'll be speaking with. You'll likely have different questions for the hiring manager than you would for the entire team or the department head. You'll also want to do some research on the interviewers so that you can ask them personalized, insightful questions.

Plus, if the employer can't give you specific names, you have to wonder if they're taking the situation seriously and are even a legitimate business. For all you know, you could end up in a room with 30 other applicants on the receiving end of a sales pitch. If a serious employer calls you for an interview, they'll already have interviewers lined up and should have no problem sharing their names.

2. Does the opportunity involve commission sales or purchase of a sales kit?

If you get a call out of the blue for a position you never expressed interest in, you have a right to be skeptical. If the position sounds confusing, or their description is too vague, dig deeper. If you get the feeling the position requires you to purchase a sales kit or there is no base salary, and you're not interested in that type of role, ask them up front. A reputable employer will answer directly and trust that you'll know if the position is right for you.

3. Can you tell me more about the opportunity and why you think my qualifications are a good fit?

You've spent a lot of time customizing your resume so that employers know you're serious about their specific role. You used keywords and quantified results to prove your worth. If employers can't pinpoint what attracted them to you, then they're probably not looking for a great worker to help grow with the role. They're looking for anyone who will accept the offer and won't hesitate to make a replacement if it doesn't work out.

During the interview:

4. What are your short- and long-term goals for the position?

Employers will probably ask about your career goals, but you should ask them what they want the person in this position to achieve. Are they concerned with increasing revenue, visibility, leads, improving morale, or any number of other things? You want to know that they have a purpose for this position and aren't just looking for a temporary solution.

5. Can you tell me why the last person left this role?

They might not tell you, but it doesn't hurt to ask. If the person got promoted or even took a better job elsewhere, that's a sign that the position is a good way to advance a career.

6. Who are the primary people I'll be working with on a daily basis?

Where does this role fit in the overall structure of the team and even the business? Will you get face time with people who can help your career? Will you spend most of your days in silence, typing on a computer? All that matters is that you receive an answer that appeals to you.

7. What do you think is the biggest challenge facing the person taking this role?

No position is perfect. In fact, some roles are created to address a problem that needs to be solved. That could very well be what attracted you to the job. An honest employer will tell you what struggles lie ahead. That's your opportunity to turn the answer around as a challenge you're happy to accept and present some ideas of how you would tackle the obstacles. If the employer makes it sound too good to be true, it probably is.

8. Do you have any doubts about my fit for the position? I'd be glad to clear anything up for you.

Not all interviewers ask direct questions or are even very good at interviewing, so you might have to prompt them to tell you what their concerns are. Now is the only chance you have to clarify anything, so make sure you leave no question unanswered.

9. What is the timeline for filling the position?

You deserve to know when a decision might be made and what the next steps are. Hiring managers have a ballpark idea of how long the interviewing process will take, whether candidates will have to come back for another interview, and when a decision will be made. It might not be exact, but at least you have an idea of what to expect.

After the interview:

10. Have you made a decision? (If the given deadline has passed.)

If the hiring manager says it will be a week before you hear back, wait an extra day or two (or even three). Then follow up to see if a decision has been made. Don't pester her and don't show up at the office - that won't win you any points. A quick email to ask how the process is going is enough.

11. Do you have any recommendations for how I could improve my interviewing skills?

If you don't get the position, you'll be disappointed, but use it as an opportunity to improve your interviewing skills. Some employers won't give you tips, but others might give you feedback that will help you on the next interview.

Artwork of a Severely Injured Veteran

 Hi Everyone,

I've posted a new painting to my blog "Sgt Damon's Art" http://sgtdamonsart.blogspot.com. As usual, please forward or share with others who may be interested in viewing the artwork of an Iraq War Vet who lost both arms while serving there. Feel free to leave comments or email me for questions and purchasing info. Best Regards, Peter Damon SGT USANG RET Sgt Damon's Art (blog)

www.IamVeteran.com