critical because it allows a candidate to bypass the downtrodden path of posting or submitting résumés. In- stead, it helps a job seeker use con- tacts to uncover information about jobs that aren’t posted — a signifi cant number of jobs are never posted any- where — as well as get a foot in the door at a desired company. The objec- tive is to establish a casual, profes- sional relationship with an existing or prior employee. Employee referrals almost always get interviews.
Step 3: Résumé Résumés are an important and neces- sary part of the job-search process, but candidates aren’t hired because of their résumé’s content; the purpose of a résumé is just to start the conversa- tion with your target employer. At a minimum, a résumé should inspire a phone call from a prospective employ- er to have a discussion, but the ideal outcome is an invitation to come in for an interview. Two important elements will ensure your résumé is ready to do its part. First, résumés always should focus on the needs of the employer and not be a “biography” of everything
the candidate has ever done. Em- ployers often favor chronological résumé formats because they readily show where and when de- sired skills were acquired. Second, résumés always should be reader- friendly. An employer who picks up a résumé already knows what they are searching for: specifi c in- formation related to required skills and abilities. A résumé’s format should make it easy for the reader to fi nd that information quickly.
Step 4: Interview This is where the deal is sealed. A successful interview is one in which a candidate is at ease, is able to answer detailed questions about professional skills and experience, and has estab- lished a professional rapport with the interviewer. Interviews primarily are about determining the candidate’s fi t for a position — that is, how well they’ll integrate into the existing team and company culture. Fit is critically important, because it’s a major indica- tor of how long a candidate is likely to stay on board, something of keen interest to an employer.
Transition Acceleration Checklist
Regardless of where you are on your transition journey — initial military separation, retirement, or looking for advancement as a second-career veteran — here’s what you need to do to make your transition as seamless as possible: Examine your priorities such as money, location, work/life balance, profession- al impact, and family needs. Develop and continually
refine self-marketing docu- ments such as your cover letter, résumé, biography, and business cards. Have a robust LinkedIn pro-
file as well as detailed knowl- edge of job-, people-, and company-search functions. Expand your network by
connecting with people in a wide array of industries. Take full advantage of
MOAA’s expert career-man- agement and financial con- sulting services, available to Premium and Life mem- bers and their spouses. For details, visit
www.moaa .org/career.
GAMEBOARD BACKGROUND THROUGHOUT: DENIS CRISTO/SHUTTERSTOCK; IMAGES THIS SPREAD: SHUTTERSTOCK (FROM LEFT, MARTIAL RED; LANA RINCK; CURIOSITY; PHIPATBIG; CURIOSITY; RAZZERS); PREVIOUS SPREAD: SHUTTERSTOCK (FROM LEFT, TRAZA; NOTKOO; WEB DESIGN; TRANGLE C; TRIANGLE C; SERHIY SMIMOV; FIZKES; CURIOSITY; INTROWIZ1; JACOB LUND); COLLAGE: RACHEL BARTH; COVER: SHUTTERSTOCK (FROM LEFT, CURIOSITY; MARTIAL RED; TRIANGLE C; PHIPATBIG; CURIOSITY); COLLAGE: RACHEL BARTH
PHOTOS/IMAGES: TKTK MAY 2017 MILITARY OFFICER 65
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