Transitioning from the Military to your next mission in the private sector What Are They Really Thinking? 13 May 2015 Michele Neiman and Monte Comer Director, Talent Acquisition and Senior Recruiter Rob Sova and Jim Sutton Director, Programs and Director, Global Relations Our Northrop Grumman Speakers Michele Neiman Director Talent Acquisition Human Resources Monte Comer Staffing Representative Human Resources Operation Impact Representative 2 Rob Sova Director Unmanned Systems Integration Center Jim Sutton Director Global Relations Northrop Grumman Today • Leading global security company • $24 billion sales in 2014 • $38.4 billion total backlog • Leading capabilities in: – – – – Unmanned Systems Cyber C4ISR Logistics Focus on Performance 3 Approved For Public Release, #15-0608; Unlimited Distribution Rev. 042915 What are they really thinking • Resumes – Goal: Capture the eye and interest of the Recruiter – Key words are critical • Recruiters review your resume in 7 seconds – Succinct but not minimized – Multiple versions • Build resume: – To meet job description – Build over time-make stronger – Read from bottom up – Have someone else you trust read it thoroughly • Job application – Finding a full time job is a full time job – Takes ~ 3 months to find a job – Keep track of where and what you apply for 4 What is Operation IMPACT? • Operation IMPACT (Injured Military Pursuing Career Transition) is a diversity program within Northrop Grumman focused upon providing personal assistance to severely wounded service members as they transition from the military to a private-sector career. • In addition to providing support to the injured service member, if he or she is not able to work, we offer the same career support to the individual’s immediate family who will act as the primary wage earner. • The program provides wounded service members with one-on-one personalized assistance in identifying potential job opportunities as well as marketing their skills to hiring managers and recruiters. Serving our military members for 10 years! 5 What are they really thinking • Screening – Recruiter is the gateway to the hiring manager – Professionalism at all times is critical, especially when not in person • Interviews 6 • Ask your Recruiter who and how many you will interview with, and ensure you are prepared – Phone • Strong connection • Quiet • Non-distracted – In person • Handshake & eye contact-first impression • 10 minutes early • Dress your best • Additional copies of resume – Questions • Have answers to commonly asked questions – Tell me about a time when you encountered conflict and how did you respond? – What is your weakness and how are you working to make it a strength? • Have your own to ask – Ex. What would make someone successful in this role? What are they really thinking • Selection – Knowledge-Table stakes • Continued education – Skills • Table stakes • Kept up with industry/environment – Ability • Never underestimate • This many times gets you the career – Culture • Customer & Peers • Negotiating offer – Baseline discussion before interview – We have a range in mind for position • Market & Affordability – Discuss your personal value 7 Our Personal Perspectives Rob Sova Director Unmanned Systems Integration Center U.S. Army Jim Sutton Director Global Relations U.S. Air Force Of our 68,000+ employees, over 25 percent have served in the military. In the Technical Services sector, that number is 40 percent. 8