Military Veteran Job News – Jobs for Veterans
This was their website.
Content is from the site's 2011 archived pages providing just a glimpse of what this site offered its visitors.
There was a section for JOB SEEKERS where they could:
- Post Resume
- Search Jobs
- Find Job Fairs
- There was a section for EMPLOYERS where they could:
- Post Your Jobs
- Hire a Veteran
- Find Job Fair
HireVeterans.com: The Best Way for Connecting U.S. Military Veterans with Civilian Careers!
As part of The Veterans Today Network, we service hundreds of thousands of job seekers from the military community – active service members, veterans, DoD civilians, spouses, family members and others.
We encourage the continuation of training and good work habits. We help our people avoid traps and scams in a world where some desparate souls will victimize even those that serve our nation. Gambling issues are common and we have programs to help - we discuss seriously the notion that there sometimes get rich quick ideas that are best left unacted upon. Just as there are some online slots us veterans should avoid when they've had a few too many. If they're looking for fair treatment by casinos we suggest they use legitimate sites and search for best online US slots to find online slots games that won't cheat them. Look for sites run by honest people who are listing great casinos serving US players and can help you find US slots with free spins. We're not in the business of recommending gaming sites - mostly we offer support, encouragement and real leads that can result in good paying work, business, and general prosperity.
Recognized by industry experts as a leader, we offer Employers access to resumes and job postings so that they can reach our unique visitors. For U.S. Veteran Job Seekers, we offer the very best and relevant jobs offered by world class companies in the USA and abroad.
Through our alliances with many veterans organizations and other military agencies, HireVeterans.com has established its brand as a top e-recruiting site for the veterans of our armed forces.
In addition to the approximately 200,000 service members who transition from active duty every year, there are hundreds of thousands of Veterans, Reservists, Retirees, Guardsmen and working spouses who are looking for new employment opportunities. These individuals offer the skills, training and experience needed in virtually every industry including IT, telecom, logistics, security and health care. These job seekers are often located near employers, or if not, the military will pay most/all of the relocation expenses for transitioning service members, so it can be very economical to hire these individuals. Highly skilled, well educated, self-disciplined, with excellent experience and initiative and often having active security clearances, HireVeterans.com offers an efficient and very economical way to recruit from this extremely qualified candidate pool!
HireVeterans.com, which was acquired by VeteransToday.com in May 2006 and is now part of The Veterans Today Network , is now a leader in online veterans and military recruiting and is also expanding in virtually every category of the veterans and military e-recruiting space.
Welcome to our Education Center
Kingfisher Systems Inc Is Now Hiring
Kingfisher Systems Inc has recently joined forces with leading online military job board Hire Veterans. They have partnered up in an attempt to bring rewarding to careers to one of the largest pools of talented Veterans available. Kingfisher is a Service Disabled Veterans Owned Small Business (SDVOSB). They specialize in providing National Security support to the U.S. government.
Kingfisher was established in 2005 with a core competency in technology-enabled services. They have a specific focus on the Intelligence (Counterintelligence and Foreign Intelligence), Security, Irregular Warfare (including Cyber, Counter-terrorism, and Anti-terrorism), Homeland Security, and Law Enforcement Communities.
Each of the principle owners of Kingfisher have a military background and are disabled veterans. The corporate staff also includes key personnel who have a history of distinguished military and government service. In addition to the previous service, members of this company’s corporate structure continue to remain engaged with the federal government and the Department of Defense in particular by providing consulting services to senior federal government personnel and through the publication of articles in professional periodicals.
Kingfisher is a leading National Security Company that empowers their employees to provide their customers unparalleled operational and technical services. The main values of Kingfisher are integrity, commitment to customer, innovation, excellence, passion for mission and responsiveness. Their current customers include the ATF, DoD, U.S. Department of Homeland Security, Defense Intelligence Agency, FBI, and Multi-National Force-Iraq.
Kingfisher is a rapidly growing national security enterprise. Kingfisher employees believe and demonstrate the companies core philosophy and values. Their employees are their greatest asset. Kingfisher offers employees a high level of satisfaction with their broad range of benefits, education, and professional growth opportunities and recognition programs. All of this and their commitment to excellence helps them attract and retain personnel who are the best in their professional field.
If you would like to see the available positions offered by Kingfisher, then please visit Hire Veterans. You can see updated opportunities as they become available. You can also visit the official page of Kingfisher for more information about this company
September 29th, 2011
By Anne Fisher, contributor FORTUNE — FORTUNE — It’s beginning to look a little more like Christmas for jobseekers. Toys R Us will add about 45,000 salespeople, toy demonstrators, and warehouse workers for the holiday season, the company announced a few days ago.
Macy’s (M) plans to bring on 78,000 people for the holidays, a 4% increase over last year’s holiday hiring. Altogether, predicts Chicago outplacement giant Challenger Gray & Christmas, seasonal payrolls will swell by about 620,000 over the next three months.
That doesn’t mean all retailers are bringing more hands on deck. Discount Shoe Warehouse (DSW), for instance, saw double-digit sales gains in the quarter ended July 31, but is nevertheless stepping cautiously. Rather than add seaholiday job mall santa claussonal workers, the company plans to ask its existing employees to put in more hours.
With such a mixed outlook, applicants are starting their job hunts earlier than usual, says a new poll from hourly-worker job site Snagajob: Almost half (45%) of those hoping for a holiday gig began looking in August and September, while one-third (33%) said they’ll start in October.
Applicants off to a late start face stiffer competition this year from those who have held holiday jobs in the past, notes Snagajob CEO Shawn Boyer. The roughly 1,000 managers in the survey said that 53% of their temporary hires “will be people who worked for them in past holiday seasons and are coming back,” says Boyer. “That’s an eight-point increase over last year.”
Even so, casting a wide enough net can boost anyone’s chances of landing a seasonal gig.
“Keep in mind that all kinds of businesses, not just retailers, need extra help during the holidays. So try catering companies, restaurants, theatres, delivery services like UPS,” Boyer suggests. “Don’t forget to ask around among friends and family members.”
Persistence often pays off. “There is constant churn in the retail industry, which has one of the highest turnover rates of any business,” says John Challenger, CEO of Challenger Gray. “You may walk into a store one day and they’re not hiring. Walk in the next day, and someone has quit.”
September 29th, 2011
Compensated Work Thearpy
Compensated Work Therapy (CWT) is a Department of Veterans Affairs (VA) vocational rehabilitation program that endeavors to match and support work ready veterans in competitive jobs, and to consult with business and industry regarding their specific employment needs. In some locations CWT is also known as Veterans Industries; these designations are synonymous.
Our professional CWT staff provides:
- State of the art vocational rehabilitation services
- Job matching and employment supports
- Vocational Case Management
- Work site and job analysis
- Consultation regarding assistive technology
- Reasonable accommodation
- Guidance in addressing ADA regulations compliance
CWT programs strive to maintain highly responsive long term quality relationships with business and industry promoting employment opportunities for veterans with physical and mental disabilities. Many of our individual programs are accredited by the Commission on Accreditation of Rehabilitation Facilities (CARF) and are members of the U.S. Psychiatric Rehabilitation Association (USPRA). Typically CWT programs are located within VA medical centers in most large metropolitan areas and many smaller communities. Review the CWT Locations page to find site specifics.
September 28th, 2011
Who is hiring?
These 10 companies are searching for new employees now By Kaitlin Madden, CareerBuilder Writer We know, we know. With shows like “Glee,” “Boardwalk Empire,” “Desperate Housewives” and “Grey’s Anatomy” back on television, how are you supposed to concentrate on your job search?
We know, we know. With shows like “Glee,” “Boardwalk Empire,” “Desperate Housewives” and “Grey’s Anatomy” back on television, how are you supposed to concentrate on your job search?
To give you some extra free time to dedicate to the fall TV lineup, we’ve done the legwork for you and come up with a ready-made list of employers who are hiring right now! It’s as simple as read, click, apply.
Sample job titles: National account manager, business development manager, senior IT analyst, merchandiser, assistant elevator manager.
2. Central Payment
Industry: Merchant services
Sample job titles: Sales representative, account manager, customer service.
3. Factory Motor Parts
Industry: Automotive parts
Sample job titles: Auto parts professional, inside sales, human resources manager
4. Gentex Corporation
Sample job titles: Business development manager, systems engineer, packaging engineer
5. Keystone Human Services
Sample job titles: Rehabilitation associate, intensive care manager, speech therapist
6. Portrait Innovations
Sample job titles: Studio sales associate, entry-level sales, part-time studio associate
Sample job titles: Toolmaker, assembler, marketing administrative assistant, customer service representative
Sample job titles: Sales/account manager, technical recruiter, business analyst
9. The Salvation Army
Sample job titles: Business director, cashier, seasonal support worker, assistant womens’ residence manager, program director
10. The Toro Company
Industry: Turf and landscape
September 27th, 2011
Hiring Vets At Top Research Firm Acumen, LLC
Acumen, LLC is the most recent addition to the leading online military job board Hire Veterans. This top research firm has joined forces with Hire Veterans in order to seek out the most talented veterans to help contribute to the firms continued success.
September 23rd, 2011
Campbell-Ewald Offers Marketing Careers To Vets
Campbell-Ewald has recently joined forces with Hire Veterans in hopes of luring talented and creative veterans to their company. This is one of the largest and oldest marketing agencies in the United States having just celebrated their 100 year old anniversary. This is one of the industries leading agencies who have dealt with some of the largest companies in the US and handled their campaigns. It is a tremendous opportunity to be given a chance at employment with a company like Campbell-Ewald if you are considering a career in marketing.
Employers, Optimize Your Job Posts
Employers, Optimize Your Job Posts
Over the last ten years, the Internet transformed recruiting and recruitment advertising. Besides networking and personal connections, the Internet is now the leading source of job search and employment placement. However, we are currently undergoing a shift no less radical: the democratization of the Internet through ubiquitous search capability and social sharing. Because of this shift, recruiting and recruitment advertising has been undergoing a severe upheaval and transformation.
We might think of the first major period of the Information Age as being the generation of information: moving personal and business processes onto the web and producing massive amounts of data. We are now in the second period, which can be understood as the transformation of information extraction and production processes. It is commonly called “Web 2.0” emphasizing user communication and application-like interfaces. It is more simply just the movement toward information accessibility for both input and output of data. The popularity of Google and other search engines is also rapidly transforming the availability of information. In short, we are just now dipping our toes in the great pool of information that we have been filling for so many years.
As long as the methods for accessing and extracting data and information on the Internet is imperfect, data that is related to other data must reside in the same location in order to be found. Because of this trend, data related to job postings (and data in general) quickly became clustered around a few central sites.
For example, people go to online job boards to find jobs, online bookstores to find books, online dating sites to find a life partner, etc… With the very imperfect data accessing processes available in the last decade and even now, these types of sites are an absolute necessity for a strong bulk of Internet traffic and visibility.
However, now that content is more universally and quickly accessible, job posts on your own website can actually get some visibility. Jobs no longer have to reside only in the “same place” in order to be found. Information (i.e. job descriptions) can be found on an individual company’s website just as easily as through a congested pile of job descriptions in a commercial website. Internet users no longer must travel pathways to find information. For the first time, companies have a tremendous opportunity to centralize and host their own job descriptions and drive visibility. Because your company site won’t ever have the exposure as a job board, you can’t count on this method for driving the bulk of your applicants, but optimizing your own job posts can create another viable channel of applicants.
Once your organization has decided to take advantage of this new accessibility and transformation of the Internet, there are many considerations to maximum visibility and conversions for your job postings. These include:
- Driving traffic to your site: There are many search engines for jobs that can drive prospective candidates directly to your site. You should ensure that your job posts are listed in the organic search results of the major job search engines (Indeed, SimplyHired, and Juju.) They should also be indexed and searchable through Google and Bing. You may also consider standard search based advertising methods (like Adsense), to drive targeted traffic to your site and posting your jobs on big niche job boards like HireVeterans.com.
- Verbiage: Job descriptions should strive for descriptive simplicity – meaning that they should be fleshed out and descriptive, with lots of keyword-rich phrases, but still clear and focused. For instance, if you are writing a description for a Java Developer, your job should contain the word Java many times, all other associated technologies, and associated verbs: program, develop, code, etc… Strive not to get a “job description,” but more of a daily action description. It will lead to dynamic, keyword rich text.
- Technical Optimization: As your verbiage should be full of rich, descriptive keywords, you should also be sure that certain key elements are in place for search engine success. Make sure both the name of your page and title is more like an English sentence than a funny looking number. For example, a good title might be “Java Developer in New York with SQL Skills”, versus “joblist-a22-2-2011.” Companies often over-think search engine optimization – the most important thing to know is that simple, regular text with user-friendly description should be used in every element of your job post.
- Sell your Company: Once you get a candidate to your site, the real work begins. All throughout your site and through your job descriptions, you should develop and propagate your employment branding strategy. Do your strive for excellence, do you want to foster creativity, or perhaps put family first? Drive this message home throughout your website. Offer realistic assessments of your work environment – they will be appreciated, and you will receive more targeted applications. Continue your marketing message throughout your site and use that type of language in all of your job posts – consistency is key.
- Keep it simple: You should make it just about as dumb and easy as possible to apply to your organization. How about a big red button in the middle of the page? Companies often offer the candidate a bewildering pathway to application, and then make it difficult to send in their resume. Do not make the mistake of thinking that your most intelligent candidates will “figure it out.” The brightest minds in the market are often impetuous multi-taskers who will cruise in and out of your site within one minute. If you applicant tracking system governs your job postings, make sure that they make the process of application easy and fast.
- Make it sharing-friendly: It’s quite easy to add various ways for people who find job postings to share them. While most people will have no reason to tweet your job postings, they might email one to a friend who’s looking for a job. Make sure that you include Facebook, Twitter, and Linkedin in your job postings (because you might as well), but be sure to also have an easy for people to email and print your job listings as well.
The Internet has changed dramatically, but job posting and online recruitment is still mired in its own initial transformation away from newspapers. The time has come for your company to get ahead of the curve and take advantage of this new accessibility and universality of information on the Internet. While job boards are still required to build a bulk of visibility to your job posts, optimizing your own site job listings will lead to increased awareness and applicant flow.
February 22nd, 2011
Link to HireVeterans.com
Put our LOGO on your web site and link it to HireVeterans.com Logo # 1 Logo #2 Here’s a few ways on how to do it…. SAVE LOGO TO YOUR HARD DRIVE AND UPLOAD TO YOUR SITE AND LINK Choose one of the logos above Put your cursor over it and right click on your [...]
February 16th, 2011
EMPLOYERS FAQ: How to Upload a CSV File on HireVeterans.com
UPLOAD INSTRUCTIONS (see images below for visuals) Login to your account Click on MY ACCOUNT in the TOP menu Click on MY JOBS Click on “Bulk job import from exl/csv file“ Choose “Job Post (30 days) Dowload the JOB IMPORT CSV FILE EXAMPLE and use that file as a template to create your CSV file [...]
February 7th, 2011
EMPLOYER FAQs: Does HireVeterans.com Accept XML Feeds to Post Jobs?
As part of the full-membership, HireVeterans.com accepts XML files to post jobs
So if you have an XML file just provide the URL and we will enter it into our admin panel on the backend and set it up for you with an automatic update every 48 hours.
Frequently Asked Questions About XML
- If we were to log into an employer account manually, would we be able to see/edit the uploaded jobs?
- Does your system support the use of a different apply method for each job (i.e. each job has its own unique application email or URL for the jobseeker to use)?
- Does your system support HTML in the job description and job requirement fields? If so, which tags?
- Can you provide us with a list of all possible job post fields?
- In the case of fields like job category or job type, can you provide us with a list of all possible values for those fields?
- Does your system support the reuse of unique numeric identifiers for jobs?
1. If we were to log into an employer account manually, would we be able to see/edit the uploaded jobs?
A.YES. We will provide a username and password
2. Does your system support the use of a different apply method for each job (i.e. each job has its own unique application email or URL for the jobseeker to use)?
A. Yes, in the field APPLICATION SETTINGS, you can put in the URL where you want the applicant to be redirected OR you can put in an email address where you want the resume sent.
3. Does your system support HTML in the job description and job requirement fields? If so, which tags?
A. YES, we support basic HTML tags.
January 24th, 2011
Employers FAQs: Find Out How to Activate and Deactivate Job Posts on HireVeterans.com
Employers! Learn how to activate and deactivate your job posts in HireVeterans.com by using the MyJobs link inside the MyAccount main menu tab………..
January 17th, 2011
Employer FAQs: How Can I Save Time Posting Many Jobs at Once?
If you are looking for a faster way to post many jobs, use the “Clone” feature on HireVeterans.com. Multiple job postings are made easy using the “Clone” function.
By using this feature, fields are “auto-populated” with the information from the original post
So if most of the info is the on the new post as the previous post, this is the way to go.
Of course, if you have hundreds of jobs to post, you may want to use CSV or XML because those are real efficient. But for 2 to 30 jobs, yeah, cloning is real good.
- Login to your account
- Click on MY JOBS
- Look for the job you want copy and click on ‘Clone”
- Once you click on “Clone”, then choose a 30, 60, 90 or 365 day post and click NEXT
- Then click on the “[ + ] Post a Job” sign and your post will open up.
- Change the info you need to make the post fit your needs and click save at the bottom.
January 11th, 2011
Employer FAQs: Can I Search Resumes for Job Specific Criteria?
Yes, you can search the HireVeterans.com resume database for specific jobs e.g….. teacher or elementary teacher. You can use keywords, categories, and occupations. Check the visual below for specifics