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WRITTEN BY DAVID MARWICK FOR KEMPMILLJOBASSIST ON 24 AUGUST 2017. Understanding the federal hiring process is the first step in the process of applying for a federal job. These two for-profit companies provide webinars, trainings, online guides, and other services to those seeking federal jobs. Some of these services are free, but others require payment. Both companies offer email sign up lists for updates on new resources. Resume Place Kathryn Kraemer Troutman is the grande dame of federal job search. She has specialized in federal resumes since 1996. Her website is www.Resume-Place.com. According to the website, the company produces an average of 1,500 resumes a year and the website gets 15,000 visits a day. Troutman’s website includes tools to help construct federal resumes, accomplishments (using the CCAR — Challenge, Context, Actions, and Results — format), and cover letters. The website also features completed sample resources — such as federal resumes and accomplishment statements — and blog posts. Blog topics for 2017 include: “How to Get In On the Hiring Free-For-All for Border Patrol Agents” “Federal Employment Programs Offer Enticements to Students and Recent Grads” “What You Need to Know About Jobs in the Trump Administration at 117 Days” Among Troutman’s many books are “Federal Resume Guidebook—Writing the Successful Outline Format” (sixth edition) and “Creating Your First Resume: A Step-by-Step Guide to Write Your First Competitive Resume,” both published in 2016. This past May, Troutman recorded an informative interview with Mike Causey of Federal News Radio, entitled “Is it time to update your federal resume?” Federal Job Results Corliss Taylor Jackson is the new kid on the block, having started her company in 2007. In her 10+ years at the Office of Personnel Management and the Department of Health and Human Services, she worked her way up to a GS-15 Human Resources Manager position. Her website is www.FederalJobResults.com. Jackson presents free in-person workshops in the DC area, but most are in Northern Virginia; workshops in Montgomery County are rare. She also presents free webinars on federal hiring and related topics. For example, in August, Jackson presented three 30-minute webinars: “Hiring Freeze Lifted — Five Steps to Take Now,” “Ace Your Next Interview,” and “The Senior Executive Service (SES).” In addition, she provides a substantial amount of on-demand content on her website, including a list of agencies that are not covered by www.USAJobs.gov, and about two dozen educational videos. Two of the videos are free: “Why Work for the Federal Government?” and  “Cracking the Code to Your Federal Job Search.” The other videos, at $4 each, cover topics specifically related to federal jobs, as well as topics of more general interest. Federal job topics include understanding the federal resume format, navigating USAJobs.gov, and security clearances. General topics include cover letters, LinkedIn, and networking. Last year, Jackson published a book titled “Cracking the Federal Job Code: Top Secret Tips for Today’s Federal Job Seeker.” The Bottom Line These web sites offer a lot of content, and it is worthwhile to explore both of them.

WRITTEN BY EDITOR ON 03 AUGUST 2017. The good news for job seekers is that the federal government is hiring again. But two cautionary notes are in order. First, the federal government’s hiring process remains lengthy. Second, military veterans receive preference in hiring by law, which makes it more challenging for non-veterans to secure a federal job. An official of the Office of Personnel Management (the federal government’s human resources agency), testified in 2016 that such preference is part of a larger effort “to honor veterans for their service and sacrifice in defense of our Nation, including assisting them in re-entering civilian life and finding employment.” The data in this article are drawn primarily from a November 2016 report from the Office of Personnel Management. Unless otherwise noted, they relate to 2015. Please see below for a link to that report and a note on methodology. Veterans as a Share of Total Employees While veterans comprised 31 percent of total employees, the proportions ranged widely from one agency to the next. Seven federal agencies accounted for 82 percent of federal employees: Defense (678 employees, 47% veterans); Veterans Affairs (366 employees, 33% veterans); Homeland Security (187 employees, 28% veterans); Justice (115 employees, 25% veterans); Agriculture (97 employees, 12% veterans); Treasury (91 employees, 11% veterans); and Health and Human Services (85 employees, 7% veterans). Veterans as a Share of New Hires From a job seeker’s standpoint, the share of new hires who are veterans is even more important than the share of total employees. Overall, veterans accounted for 33 percent of all new federal hires. Again, there was a wide variance between agencies. At the high end was Defense (48%) and at the low end was Health and Human Services (9%). Three small agencies of local significance were the National Aeronautics and Space Administration (NASA) (28%), the Nuclear Regulatory Commission (NRC) (27%), and the Social Security Administration (SSA) (39%) Possible Reasons for Differences Among Agencies in Hiring of Veterans I did not find any convincing explanations of the wide divergence among agencies in the percentage of their total employees and new hires who are veterans. However, some possibilities include differences in the transferability of skills from the military to civilian agencies, agencies’ cultures, and agencies’ diligence in implementing veterans preference. Bottom Line If you are not a veteran, your chances of landing a federal job (other things being equal) are far better at agencies that hire a smaller share of veterans. A note on methodology: The Office of Personnel Management’s most recent annual report on the hiring of veterans was issued in November 2016. This report, entitled “Employment of Veterans in the Federal Executive Branch,” may be accessed at https://www.fedshirevets.gov/hire/hrp/reports/EmploymentOfVets-FY15.pdf. The years cited are federal government fiscal years (October 1 through September 30). The report covers all 15 cabinet agencies and nine other agencies. It does not cover the Central Intelligence Agency (CIA), National Security Agency (NSA), Tennessee Valley Authority (TVA), and certain other agencies.

WRITTEN BY DAVID MARWICK FOR KEMPMILLJOBASSIST ON 20 JULY 2017. If you’ve just landed a new job, congratulations! Whether you’ve been looking for a month or a year, you must be relieved. Not to burst your bubble, but this job may not be your last. You may again be searching at some point in the future — later rather than sooner, you hope. Here are four steps you should take soon to repay the kindness others showed you in this job search and to pay it forward to others who may be looking for a job. Say thanks. You got the job, ultimately, because of what you offer. However, it is likely that many people helped you along the way. Jon Simmons, a contributor to the job search site Monster, suggests that you go on a “thank-you tour.” He says, “You didn’t get this job alone. It took a village. So be sure to thank everyone involved with helping you get hired,” he writes. Certified resume writer Melanie Brassfield explains the flip side, in a different article: “There is no faster way to burn bridges within your professional network than to neglect thanking the people who helped with your job search journey.” These include people who made time for informational interviews, passed along information on openings, gave you information about your target company and helped you network with people who already work there, helped with your resume and LinkedIn profile, conducted mock interviews with you, or served as references. Thanking them serves two purposes. First, showing gratitude is the right thing to do. Second, sharing the good news will make these people more willing to help if you are looking again. Update your LinkedIn profile. Once you’ve settled into your new job, update your LinkedIn profile and keep it updated. This will inform your network about your new position. Even if you are not actively searching for a job, it will be easier for recruiters and others to find you if they are seeking to hire someone with your skills. This is called stealth or passive recruiting. Keep track of your accomplishments. With the passage of time, the specifics of today’s big “win” at work — a major project finished, a suggestion implemented, etc. — may be forgotten or become blurry. Regularly keep track of your “wins.” This information will provide the raw material for your next resume and for updating your LinkedIn profile. It will also be helpful in preparing your end-of-year self-assessment. I suggest adding this to your calendar for a specific day each month. Pay it forward. Just as others helped you land this job, you should make time to help others in their job search, in the ways noted above. Again, not only is it the right thing to do, but it also broadens and deepens your network, which could help in your next job search. For further reading: “Here’s what to do after getting a job offer” by Jon Simmons, May 2017, https://www.monster.com/career-advice/article/what-to-do-after-your-first-job-offer-0517 “5 Actions You Must Take After You Accept a Job Offer” by Melanie Brassfield, September 29, 2016 http://www.gijobs.com/actions-you-must-take-after-you-accept-a-job-offer/