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VetCor Partners With Veterans ASCEND

Finding the next generation of qualified owner candidates.SIMPSONVILLE, SOUTH CAROLINA, UNITED STATES, May 25, 2021 /EINPresswire.com/ -- VetCor Partners With Veterans ASCEND

In order to remain top of mind for business ownership opportunities among U.S. veterans, VetCor is proud to announce our new partnership with Veterans ASCEND. Veterans ASCEND is an online employment matchmaking service, connecting veterans to job opportunities that best align with their skill set, experience, and talents. And like VetCor, Veterans ASCEND is also a veteran-owned company.

Veterans ASCEND is an employment platform, using the power of AI and machine learning for talent sourcing, and powering an intentional hiring model. It aligns talent across organizations, matching skills, location, and salary requirements, while removing any barriers and bias. Veterans ASCEND unlocks the military talent pool for employers by creating direct connections that highlight the skills our service members, veterans, and military spouses bring to an organization—translating military occupations into a skills profile. With Veterans ASCEND, there are no searches, resumes, applications, or job fairs.

How it Works

Veterans ASCEND invites veterans to sign up and create a free account on their platform. Once logged in, users can create their personal profile with details that reflect individual strengths and preferences for employment opportunities, which are stored in a database. Algorithms determine when particular job opportunities match up with an individual’s profile and connect the two. But here’s what is special about the Veterans ASCEND platform. Once an individual is notified of a match, they automatically get connected directly to the employer’s hiring manager or decision-maker.

About Veterans ASCEND

Robyn J. Grable is the founder and CEO of Veterans ASCEND. She has over two decades of experience in human resources and a master’s in psychology, who proudly served in the U.S. Navy. Here’s what she had to say about the new partnership with VetCor: “Veterans ASCEND is pleased to be working with another veteran-owned company in VetCor Services and looks forward to using the power of our employment platform to find the next generation of qualified owner candidates.”

About VetCor

Founded in 2013, VetCor is a restoration services franchise that handles water and mold damage for residential and commercial customers. As a company, the brand operates according to the same culture, norms and values embodied in military service—a business opportunity run by veterans, for veterans. Teaming up with Veterans ASCEND will elevate our recruiting efforts, locating candidates who not only have the right skills and experience but also an entrepreneurial mindset. “We expect our franchise owners to meet the highest standards of excellence in performing our services and in their interaction with customers,” said Paul Huszar, president and CEO of VetCor. “We’re very excited about this new partnership with Veterans ASCEND and look forward to meeting the type of candidates that match well with our business opportunity. It’s a win-win situation for two veteran-owned, and veteran-focused organizations.”

If you’re a military veteran about to be discharged from the service, currently transitioning to civilian life, already transitioned or a military spouse, sign up for a free account and create your employment profile on the Veterans ASCEND platform.

Robyn J Grable
Veterans ASCEND
+1 864-887-5865
email us here

PuzzleHR announces military hiring initiative with Veterans ASCEND

Connecting directly with military talent.SIMPSONVILLE, SOUTH CAROLINA, USA, March 3, 2021 /EINPresswire.com/ -- PuzzleHR, headquartered in Tampa, Florida, premier HR as a Service provider (HRaaS) announces their nationwide military hiring initiative. Partnering with Veterans ASCEND, a veteran owned company breaking employment barriers for veterans and military spouses by translating occupations into skills and automatically aligning military talent to employers, PuzzleHR will utilize connections to military talent to fulfill client service needs.

Through this initiative, PuzzleHR will have direct connections to military service members, veterans and military spouses matched specifically to career opportunities such as Tax Manager, Legal Secretary and Equipment Maintenance Technician. Veterans ASCEND impacts an organization’s competitive advantage by aligning military talent within an organization, thus decreasing time to fill open positions and increasing productivity and retention.

“Veterans Ascend is a great service for our military veterans and their families. Partnering with them aligns with our corporate values and business strategy. PuzzleHR customers get the benefit of the deep experience that Veterans bring. While we also get an uptick in business from placing high quality candidates. It's a win, win!” Says PuzzleHR CEO Lonny Ostrander.

“Utilizing our proprietary SaaS platform to match candidates with PuzzleHR, we greatly expand the career opportunities for our military service members, veterans and spouses. Our companies are closely aligned on values, customer service and unique approach to our business models and we are honored to serve.” said Robyn Grable, Founder and CEO of Veterans ASCEND.

About Veterans ASCEND

Veterans ASCEND, a veteran owned, woman owned company, completely changes the way employers find and hire military talent through an innovative, digital skills matching software as a service. The program translates military and civilian occupations into skills and automatically aligns those skills to the specific skills needs across an organization. Veterans ASCEND is about facilitating a connection for an interview. It’s a fundamental paradigm shift in the foundational old way of applying with and reviewing a resume. We are all about aligning candidates based on skills. Intentional Hiring. Successful connections. Transformational possibilities.

About PuzzleHR

PuzzleHR is America’s premier Human Resources as a Service (HRaaS) company. Headquartered in Tampa, FL with offices nationwide, PuzzleHR is where you need us. Today’s business environment is complex and evolving. More than ever companies need a partner to help them navigate this complexity. This can mean handling day-to-day tactical HR issues or developing transformational strategies. Clients of PuzzleHR range from those with no HR to those with years of experience. What they all have in common is the desire to turn HR from a cost center into a driver of bottom-line results.

Disclaimer

This release contains forward-looking statements that are subject to various risks and uncertainties. Future results could differ materially from those described in these forward-looking statements due to certain factors, e.g. changes in business, economic and competitive conditions, regulatory reforms, results of technical studies, foreign exchange rate fluctuations, and the availability of financing. We do not undertake any responsibility to update the forward-looking statements in this release.

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Robyn J Grable
Veterans ASCEND
+1 8648875865
email us here

KION North America announces military hiring initiative with Veterans ASCEND

SIMPSONVILLE, SOUTH CAROLINA, UNITED STATES, February 4, 2021 /EINPresswire.com/ -- KION North America announces military hiring initiative with Veterans ASCEND

KION North America Corporation, located in Summerville, South Carolina and a member of the KION Group, one of the world's leading manufacturers of industrial trucks, announces their nationwide military hiring initiative. Partnering with Veterans ASCEND, a veteran owned company breaking employment barriers for veterans and military spouses by translating occupations into skills and automatically aligning military talent to employers, KION North America is rolling out the service to their dealerships across the United States.

Through this initiative, KION North America’s dealerships will have direct connections to military service members, veterans and military spouses matched specifically to career opportunities such as Service Manager, Service Technician, Traveling Field Mechanic, Service Support and Business Development. Veterans ASCEND impacts an organization’s competitive advantage by aligning military talent within an organization, thus decreasing time to fill open positions and increasing productivity and retention.

“We are excited to bring Veterans ASCEND to our dealer network. It will provide our partners with unlimited access to professional recruiting services at no additional cost. This is a great opportunity to transition well trained service members with tremendous skills into much needed positions such as service technicians, managers and other technical support staff” said Daniel Schlegel, Vice President of Customer Service at KION North America.

“We are honored to utilize our proprietary SaaS platform to match candidates with KION North America whose intentional effort to hire military talent will contribute to the successful transition and long -term success of our military families" said Robyn Grable, Founder and CEO of Veterans ASCEND.

About Veterans ASCEND

Veterans ASCEND, a veteran owned, woman owned company, completely changes the way employers find and connect with military talent through an innovative, skills matching software as a service. The program translates military and civilian occupations into skills and automatically aligns those skills to the specific skills needs across an organization. Veterans ASCEND is about facilitating a connection for an interview. It’s a fundamental paradigm shift in the foundational old way of applying with and reviewing a resume. We are all about aligning candidates based on skills. Successful connections. Transformational possibilities.

About KION North America Corporation

Headquartered in Summerville, S.C., KION North America Corporation is a member of the KION Group, one of the world's leading manufacturers of industrial trucks. Their brand companies, Linde and Baoli, serve the specific industrial truck requirements of the U.S. Canadian and Mexican markets with a broad and complementary product portfolio. KION North America produces material handling equipment known for its innovative technologies, reduced energy consumption, and low operating costs. KION North America also works closely with its sister company, Dematic, a global leader in automated material handling that provides a broad range of intelligent supply chain and automation solutions.

Disclaimer

This release contains forward-looking statements that are subject to various risks and uncertainties. Future results could differ materially from those described in these forward-looking statements due to certain factors, e.g. changes in business, economic and competitive conditions, regulatory reforms, results of technical studies, foreign exchange rate fluctuations, and the availability of financing. We do not undertake any responsibility to update the forward-looking statements in this release.

###

Robyn J Grable
Veterans ASCEND
+1 8648875865
email us here
Visit us on social media:
Facebook
LinkedIn

SC Future Makers and Veterans ASCEND Launch Partnership to Connect Veterans with Employers

COLUMBIA, SOUTH CAROLINA, USA, November 11, 2020 /EINPresswire.com/ -- SC Future Makers and Veterans ASCEND Launch Partnership to Connect Veterans with Employers.

Even as unemployment rate falls, up to 33% of veterans are underemployed.

On this Veterans Day, SC Future Makers is announcing a partnership with Veterans ASCEND, an online skills-matching platform that specializes in breaking employment barriers between veterans and individuals transitioning out of the military with employers. Through this partnership, SC Future Makers and Veterans ASCEND will build connections between the military community and the manufacturing industry in South Carolina to position individuals to succeed in an industry where their skills, talent, and training are highly valued.

"Workforce development is key to the future of manufacturing in South Carolina, and our military and veterans’ communities are a valuable resource to meet those needs. Thousands of veterans call South Carolina home and connecting them to the great careers manufacturing has to offer is a natural fit for strengthening our workforce pipeline. We're excited to partner with Veterans ASCEND, a South Carolina company, to connect veterans and employers in a win-win for both," said Sara Hazzard, President and CEO of the South Carolina Manufacturers Alliance.

“Both job seekers and employers wander through tons of irrelevant job listings, applications, resumes, and more on recruiting sites and job boards,” said Robyn Grable, Founder and CEO of Veterans ASCEND. “The United States military offers some of the most advanced and effective education and training in the world. Veterans ASCEND is especially designed to find perfect matches between the job skills and subject matter expertise of our veterans and the training and experience needed to fill high-paying jobs.”

South Carolina is home to more than 400,000 veterans, and between 3,000-4,000 service members transition out of the State’s military bases each year. Meanwhile, South Carolina manufacturers cite finding a world-class workforce as a key challenge, needing more and more skilled workers to fill jobs in advanced manufacturing.

South Carolina Secretary of Veterans Affairs William F. Grimsley praised the partnership.

“I am very excited about the partnership between SC Future Makers and Veterans ASCEND, and for the support of the South Carolina Manufacturers Alliance,” Grimsley said. “Connecting veterans and their families with prospective employers who need the valuable expertise and skills they possess is a tremendous boost for our veterans, our companies and our state.”

Charlie Hall, President of Upstate Warrior Solution, also praised the partnership.

“Upstate Warrior Solution is excited about the partnership between SC Future Makers and Veterans ASCEND as we understand the value of out of the box thinking and collaborative efforts in order to build a robust employment network for our veterans and their families,” Hall said. “Veterans ASCEND is a well-designed platform matching employer with veterans seeking a new career and is creating a more modern network that expedites the relationship building between employers and veterans.”

The Boeing Company has made a financial commitment to the partnership.

“Boeing is committed to helping South Carolina’s veterans and their families thrive. Finding meaningful employment is key to their successful transition to civilian life, and we are proud to partner with SCMA on these efforts,” said Lindsay Leonard, Senior Director, Boeing South Carolina.

For more information, www.scfuturemakers.com/military/.

About SC Future Makers

SC Future Makers is an initiative of the South Carolina Manufacturers Alliance that connects emerging talent with opportunities in advanced manufacturing and other industries throughout South Carolina. Since its debut in 2016, SC Future Makers has worked with more than 100,000 students and more than 200 South Carolina high schools. Given this success with the education community, SC Future Makers saw an additional opportunity to build connections with the large talent pool of veterans across South Carolina.

About Veterans ASCEND

Veterans ASCEND is a South Carolina-based company founded by Robyn Grable, a U.S. Navy veteran with more than 25 years of experience as a human resources professional. Unlike traditional online job boards, Veterans ASCEND bypasses confusing job titles and task-based job postings through proprietary technology that connects employers in manufacturing, health care, and other high-demand industries with veterans based on the specific job skills and military specialties of veterans.

CONTACT:

James Richter
SC Manufacturers Alliance
(O) 803.799.9695 (C) 803.528.1288
james@myscma.com

Robyn J Grable
Veterans ASCEND
+1 864-887-5865
email us here

Veterans ASCEND Announces Military Spouse/Family Service

Connecting Employers and Military Talent with One-Of-A-Kind Skills-Matching TechnologySIMPSONVILLE, SC, USA, September 1, 2020 /EINPresswire.com/ -- Veterans ASCEND, LLC announced today the launch of the newest addition to their arsenal of tools for employment: Military Spouse/Family Service. Veterans ASCEND already connects companies to veterans who have unique skills and want to use them in fulfilling post-military careers. Our one-of-a-kind skills-matching technology first offered to veterans seeking civilian employment will work the same for spouses wherein, Veterans ASCEND translates civilian occupations into a skills profile and automatically connects them with employers. Users create a free profile and are matched to jobs aligned with their skills. No resume. No stress. Enhancements have also been made to the user experience of the service, which first launched in 2019.

Military spouses face unemployment rates that are 3-5 times higher than their civilian peers. They are underemployed 33% more than nonmilitary yet they are highly educated and bring a wealth of skills to any employer. Clearly visible on a resume are gaps in work history, due to frequent moves. Veterans ASCEND removes this barrier by focusing employers on the skills within this untapped talent pool.

Veterans ASCEND is changing the way employers find and hire great talent. Our subscribers know skills matter and military talent has the skills they need. The service is free for all service members, veterans, Guard, Reservists, and now our exceptionally skilled military spouses.

“Veterans ASCEND is already revolutionizing the process of connecting employers and veterans with its ground-breaking platform,” stated Robyn J. Grable, Founder and CEO. She continued, “Now, we are proud to offer the same ground-breaking connections for our military spouses. Employment is a critical component of a successful transition from military life. We work hard behind the scenes to make employers successful at hiring military talent so our military families can be successful civilians.”

Military-affiliated job seekers can create a free profile today and military-ready employers can connect with Veterans ASCEND at https://www.veteransascend.com/.

About Veterans ASCEND, LLC:

Veterans ASCEND is a woman-owned, veteran-owned company. Our revolutionary, online skills-matching program breaks employment barriers and bias. We translate occupations into a skills profile for the candidate then directly connect employers with matched candidates via our proprietary algorithm that aligns skills within an organization. Learn more about Veterans ASCEND at https://www.veteransascend.com/ and on social media Facebook, Instagram, LinkedIn, and the Veterans ASCEND podcast.
# # #

Robyn J Grable
Veterans ASCEND
+1 864-887-5865
email us here

Veterans ASCEND and VTC Veteran Tax Credits announce partnership

Transforming the hiring process of our nation’s military talentSIMPSONVILLE, SC, USA, June 10, 2020 /EINPresswire.com/ -- VTC Veteran Tax Credits, a national company that partners with both the veteran and employer to certify and leverage Veteran Tax Credits, part of the Work Opportunity Tax Credits (WOTC) program, and Veterans ASCEND, a veteran owned company breaking employment barriers for veterans by translating military skills and automatically aligning military talent to employers, are excited to announce their new partnership.

Through this partnership, the two organizations will work together to bring highly skilled talent to the civilian workforce, removing transition barriers and promoting the benefits of hiring highly skilled veterans. Educating both veterans and employers on the benefits available to them through the WOTC, gives employers up to $9600 per veteran hired to reinvest back into their business.

Veterans ASCEND is honored to partner with VTC to help deliver unique services that empower job-seeking veterans and bring value to the businesses that hire them. Veterans ASCEND impacts an organization’s competitive advantage by aligning military talent within an organization. Partnering with VTC increases that advantage and further improves the economic success of veterans and the companies who hire them by ensuring the full tax credit is realized. “This partnership will expand our reach to connect more military talent with the employers who intentionally hire them" said Robyn Grable Founder and CEO of Veterans ASCEND.

“Veterans ASCEND is revolutionizing the process of connecting employers and veterans with its ground-breaking platform” said Craig Washburn, CEO, VTC Veteran Tax Credits. “We are so honored to partner with Veterans ASCEND in its mission to serve these amazing companies with game changing resources that deliver amazing veteran talent and help them succeed.”

Veterans are trained to be the best. Veterans ASCEND makes it easy to hire them. VTC makes it easy for companies to get the credit they deserve when they hire our nation’s military talent.

Veterans or companies interested in utilizing the services of either Veterans ASCEND or Veteran Tax Credits can find out more through their respective websites, https://veteranascend.com and https://veterantaxcredits.com

About Veterans ASCEND

Veterans ASCEND completely changes the way employers find and hire military talent through an innovative skills matching software-as-a-service. The program translates military skills and automatically aligns those skills to the specific needs across an organization. We match candidates on the skills, location, and salary of jobs you need to fill now or in the future. With an unlimited number of job profiles and an unlimited number of matched veteran profiles, succession planning, project planning and replacement time to hire is significantly reduced because each match is a true candidate. We put skills front and center. Right Person. Right Job.

About VTC Veteran Tax Credits

VTC’s mission is to help both Veterans and employers leverage the Department of Labor’s Work Opportunity Tax Credit (WOTC) program. The program allows employers to benefit by selecting candidates from target groups, such as Veterans, disabled Veterans and other non-Veteran groups. Employers can earn up to $9600 per Veteran hired. Our team partners with both the Veteran and employer to connect, educate and create a successful outcome for all. In addition to the tax credit processing, VTC provides a way to source pre-certified Veterans. Over $1 billion in tax credits are dispersed each year by the WOTC program.

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Robyn J. Grable
Veterans ASCEND
864-887-5865
email us here
Visit us on social media:
Facebook
LinkedIn

Land of the Free because of the Brave!

Reflecting on Veterans Day – as a veteran whose grandfather, father, and stepfather served along with an uncle, severely wounded in Vietnam, and now a nephew on active duty – the day has significant meaning to me. But what about the majority of the population who has no connection to the military? What does it mean for them, and would you be shocked or surprised to hear someone say it has no meaning at all other than a free day off from work?

November 11th was declared Veterans Day (first named Armistice Day) in June 1954. Veterans Day is a day in which ALL Americans can pause, even for a second, and be thankful for the military for protecting our freedom, engaging in diplomacy around the world, creating goodwill and serving voluntarily, no questions asked. It is also a day when veterans can see their link to the past. Even those who have been separated for many years will think of their service on Veterans Day.

So, while we are celebrating and appreciating our active duty service members and veterans this month, here are some sobering points from the LinkedIn Veterans Opportunity Report: 

  • 33% of veterans are underemployed. They are employed in jobs below their skill level. This hurts the veteran, their families and the company who is employing them.
  • 38 of the top 50 industries employ veterans at a lower pay rate than nonveterans.
  • 70% of veterans take a step back in seniority because it’s the only offer.

Yet, those employers should take note:

  • Veterans remain with the companies that initially employ them 8.3% longer than nonveterans.
  • Veterans are 160% more likely than nonveterans to have a graduate degree or higher.
  • Military experience exposes individuals to advanced technology and technical training.
  • The military employs people in all professional fields, at every possible career level, yet veterans are an undervalued talent pool in today’s workforce.

Veteran underemployment has severe consequences, and not just for the veteran. The impact carries through their families, their communities and our businesses. Underemployment of veterans actually ends up costing the employer more in the long run. Awareness is a start, but it shouldn’t end there.

There are many actions employers can take to ensure veterans aren’t being left out. It will take less time for a hiring manager to call and ask a veteran to give a brief of their skills than it will to wade through thousands of applicants who did make it through the filters but are not even remotely qualified.

Companies must shift and allow their hiring managers the freedom to explore a military veteran’s background. The return on investment will be exponentially greater when on average, veterans perform at higher levels and have lower turnover. 

Today and every day, we are thankful for ALL veterans as we live in the land of the Free because of the Brave.

How Hiring A Veteran Can Generate A Tax Credit For Your Business

In addition to the skills and talents Military Veterans can bring to a company, did you know that they can also help your business earn tax credits?

Businesses that hire eligible unemployed Military Veterans can take advantage of a Work Opportunity Tax Credit (WOTC), available to privately-held, publicly-held, and certain tax-exempt organizations.

After recent changes, The Returning Heroes Tax Credit now provides incentives of up to $5,600 for hiring unemployed veterans, and the Wounded Warriors Tax Credit doubles the existing Work Opportunity Tax Credit for long-term unemployed veterans with service-connected disabilities, to up to $9,600.

Here are the various Military Veteran-related tax credits your company could qualify for:

Unemployment Tax Credits:

  • Qualified Long-term Unemployment: This is a credit for new hires that begin work on or after January 1, 2016 through December 31, 2019, during which the individual is employed no less than 27 consecutive weeks and includes a period in which the individual was receiving unemployment compensation under State or Federal law. For WOTC-certified new hires working at least 120 hours, employers can claim 25% of the first-year wages paid up to $6,000, for a maximum income tax credit of up to $1,500. For WOTC-certified new hires working 400 hours or more, employers can claim 40% of the first-year wages up to $6,000, for a maximum income tax credit of up to $2,400.
  • Short-term Unemployment: A credit of 40% of the first $6,000 of wages (up to $2,400) for employers who hire veterans who have been in receipt of unemployment compensation for at least 4 weeks.
  • Long-term Unemployment: A credit of 40% of the first $14,000 of wages (up to $5,600) for employers who hire veterans who have been in receipt of unemployment compensation for longer than 6 months.

Wounded Warrior Tax Credits:

  • Veterans with Services-Connected Disabilities: Maintains the existing Work Opportunity Tax Credit for veterans with service-connected disabilities hired within one year of being discharged from the military. The credit is 40% of the first $12,000 of wages (up to $4,800).
  • Long-Term Unemployed Veterans with Services-Connected Disabilities: A new credit of 40% of the first $24,000 of wages (up to $9,600) for firms that hire veterans with service-connected disabilities who have been in receipt of unemployment compensation for longer than 6 months. The credit can be as high as $9,600 per veteran for for-profit employers or up to $6,240 for tax-exempt organizations.
  • Certain tax-exempt organizations can take advantage of WOTC by hiring eligible veterans and receiving a credit against the employer’s share of Social Security taxes.

Regardless of the Military Veterans you hire, your company will benefit, financially in productivity and engagement as well as these great tax credits.

Interested in hiring Military Veterans? Get started here!

Interviews are a two-way street

You’ve prepared for the questions the employer is going to ask you. Now, you need to prepare questions to ask your potential employer about the position, your boss, and the company in order to be sure that this is the right job and right company for you. Think back to when you chose the particular branch you served in. Why did you choose the Navy? Why did you choose the Army?

You must consider why you would want to work for this new employer just as you chose which branch to serve. In addition, if you don’t prepare smart questions, you run the risk of the interviewer assuming you aren’t interested or haven’t prepared.

Your opportunity to ask questions usually comes at the end of the interview. You must prepare at least four questions that demonstrate your interest in the position, your drive to excel in the role, and the fact that you’ve done some homework (researched company, industry, department).

  1. Avoid yes or no questions and avoid questions that are so broad that they are difficult to answer. You don’t want to put the interviewer in an awkward position when you’re trying to make a good impression and develop rapport.
  2. What is the average tenure with the company? To break it down a little further, ask: what is the average tenure within the department you will be joining? If tenure is low, it could be a sign of high turnover which could indicate a sign of low pay, lack of opportunity for career advancement, or incompetent management.
  3. Describe the culture of the company. Are you a good fit for this particular organization? Make sure you are comfortable with the culture and the dynamic of the company.
  4. Does the company give back to the community? In what ways? If it is important to you that the company has an established corporate responsibility or gives back, then understanding their level of involvement offers important insight.
  5. Where do you think the company is headed in the next 5 years? If you plan to be in this role for several years, make sure the company is headed in a growth mode so you have opportunity to grow with the company.
  6. What do you like best about working for this company? Ask about the interviewer’s personal experience for additional insight into the company’s culture.
  7. What is the management style within the company? Within the department? Civilian corporations each have different management styles. After serving in a structured environment such as the military, understanding what style your potential employer works under is vitally important. If management is too “loosey goosey”, it will likely drive you crazy; if it’s too rigid, it may remind you of the military when you are no longer interested in that structure.
  8. Who do you consider your top competitor, and why? Having done your homework/research on the company, you should already have an idea who the company’s major competitors are, but hearing it from someone within the company gives you good insight to how they are handling the competition.
  9. How is success measured and over what time frame? You need to know if expectations are realistic with respect to what you will need to accomplish and by when. It doesn’t matter how many zeroes the paycheck comes with – if you do not or cannot deliver results, you will not be successful.
  10. Is this a replacement or addition to staff? If it’s a replacement, why is it open? An addition to staff indicates the company is growing and in a good place financially. If it’s a replacement, the answer to why can be very insightful.
  11. How many veterans currently work here? Is there a veteran resource group? If this is important to you, it should be asked. This will be an indication of the company’s programs and military readiness.

Red Flags To Look For In An Interview

It happens all the time – you’ve gone months without a phone call and then, suddenly, the phone finally rings. The voice on the other end introduces themselves and wants to set up an interview with you. So what do you do now? As we’ve mentioned in a previous post, you prepare for the interview. You anticipate questions and practice your responses, but what we didn’t talk about was that the interview isn’t just about their impression of you – it’s about your impression of them as well.

Many people fall victim to having blinders on during an interview. They want the chance to get the job so badly that they fail to prepare questions for the interviewer or take the time understand what red flags they should be on the lookout for. A “red flag” is anything that would make you question the environment you could be entering. So, here are a few things to look for during your interview:

  1. Is the interviewer significantly late? We all know things happen at work. A meeting with the CEO can run a couple of minutes over. It happens. But if you’re waiting for 15 minutes past your appointment time, that’s just bad planning on their part. The interviewer should respect your time as much as you do theirs. They should build in a few minutes prior to the interview to have time to prepare.
  2. Did they review your resume prior to the interview, or are they seeing it for the first time? If they haven’t reviewed it, this shows lack of preparation on their part. The interview should be conducted as if this is the “best day” at their company. If they haven’t made specific comments regarding your experience outlined in your resume or prepared questions to the same, this could be a sign of things to come. If this is their best day, what does a normal day look like once you’ve signed on the dotted line?
  3. Is the interviewer overselling the position? If they are working really hard to sell you on the position, be careful. This could be a sign that it’s a “high turnover” position – people get hired and leave too often. This is where you could have a question ready to go such as, “How long was the previous person in this position?” This may not be the case, but they should be spending their time asking you about yourself while you ask the questions about the position. Not the other way around. If it reeks of desperation? Red Flag!
  4. Is the interview conducted in an area without disturbance? Is your interview being interrupted? This is a big deal for many companies, and unfortunately not that uncommon. Again, if this is the company on their best day, they should ensure the interview goes start to finish without distractions. If you’re in a room with the ability for those outside to see there’s a meeting in the office, do they walk in? Or, do they respect the meeting and wait until it is over? If the interviewer has these sorts of walk-ins on a normal day, they should put up a Do Not Disturb sign or inform the staff to not disrupt the meeting. These interruptions can mess up the flow of the interview or break your train of thought during your response to a question. It’s incumbent upon the interviewer to set that expectation of privacy.
  5. If the interviewer doesn’t offer, ask for a tour of the facility. You need to imagine yourself in the environment. Your impression of the workforce’s morale is a huge indicator of what you’re getting into. This impression starts when you first walk into the facility. Did you meet a receptionist? Were they professional? As you walk around take notice. Do the employees look happy, or not? Is the place a total mess? Or, is it neat and organized? You should have a sense that you’re walking into a professional environment where the employees are treated well and enjoy their jobs. If you get the feeling this isn’t happening, you may want to consider walking away. Trust your gut on this one!

It’s a great feeling when the phone rings and they ask you to come in for an interview. Please make sure you look out for red flags along the way. The ones we’ve pointed out here are not all-encompassing, but they should help you actively plan your observations during your interview.

Good luck!