The link to the story on the WEDC web site is: http://wedc.org/vetransfer. The Milwaukee Journal Sentinel ran a story on this May 7: http://www.jsonline.com/business/state-program-helps-veterans-start-businesses-6v599rg-150350815.html

The fund will be managed by Veteran Entrepreneurial Transfer Inc., a Milwaukee nonprofit business incubator/accelerator for U.S. Veterans, providing free services to qualifying veterans who are looking to start or restart their own businesses. VETransfer’s executive management team provides the business training and knowledge veterans need in order to create a sustainable and profitable business.

ALPHARETTA, Ga. (May 7, 2012) – Hire Heroes USA (Hire Heroes) is committed to serving our Nation’s veterans through job search training and assistance. Essential to our mission – and to keep our services free for veterans – is the generosity and support of private individuals and corporate partners, such as Waste Management.

“Waste Management, through its donation of corporate funds, and its emphasis on hiring veterans, continues to demonstrate a strong commitment to the men and women that have served. We are honored to be a recipient of this donation, and look forward to an even closer partnership with Waste Management in 2012,” says Nathan Smith, Executive Director of Hire Heroes USA.

Waste Management has been impressed in every way and deeply touched by the significance of the outreach provided to our service members by Hire Heroes, and will be supporting this cause by once again donating $2,500. In addition to financial support, Waste Management works on a daily basis to help transitioning veterans find new careers by partnering with Hire Heroes in other ways. Wes Reel, the Military Recruiting and Outreach Director for Waste Management, has personally participated as a hands-on veteran mentor during two Warrior Transition Assistance Workshops held at Twenty Nine Palms, California (Wounded Warriors Regiment) and Fort Gordon, Georgia (Army Wounded Warrior Battalion).

“Making our environment safe and the waste process more efficient are things we think about every day at Waste Management. To stay number one in our industry, we need people who are bright, have a sense of urgency and a natural drive to tackle the complexities that come with making the world a better place. At WM one in 12 of our employees is a military veteran and/or active guard/reserve member. We appreciate all veterans’ contributions to their country and are particularly proud of the 3,600 veterans who help make Waste Management not only an industry leader, but also a top military-friendly employer.”- David Steiner, CEO of Waste Management, Inc.

About Hire Heroes USA

Hire Heroes USA is dedicated to creating job opportunities for US military veterans and their spouses through personalized employment training and corporate engagement. Hire Heroes prioritizes veterans statistically most likely to be unemployed: veterans of Operations IRAQI FREEDOM and ENDURING FREEDOM, and veterans that are wounded or disabled. As a 501(c)(3) not-for-profit organization, Hire Heroes’s services are provided at no cost to the veteran. For more information visit www.hireheroesusa.org.

About Waste Management

Waste Management, Inc., based in Houston, Texas, is the leading provider of comprehensive waste management services in North America. Through its subsidiaries, the company provides collection, transfer, recycling and resource recovery, and disposal services. It is also a leading developer, operator and owner of waste-to-energy and landfill gas-to-energy facilities in the United States. The company’s customers include residential, commercial, industrial, and municipal customers throughout North America.

One population that is important to WM is the military. Our commitment is through action, not words. We offer pay differential to reserve and guard employees activated to duty and student veterans can work for us as interns while attending college. You will recognize us at military job fairs, in the military media, and in our outreach efforts to military support organizations, active duty, disabled and demobilizing or transitioning guard/reserve service members. WM hires a veteran every day of the year and our employees who are veterans make tremendous contributions at every level in our company. WM is proud to be recognized as a Military Times “Best For Vets” Employer and G.I. Jobs “Top Military Friendly” Employer.

General Facts
1. 3,600 military veterans employed at WM representing one in twelve employees
2. A veteran is hired at WM every day of the year (33 per month)
3. A disabled veteran was hired every 16.5 days, representing 6% of all veteran hires
4. Still Serving-Eight employees per month took some form of military service related leave of absence
5. WM extends pay differential to reserve and guard employees activated to duty
6. We have over one thousand job openings and we want veterans to know that we want them to work for Waste Management.

1. Take stock of your “workplace equity”.

These are the things that differentiate you from competing employers and make your company a great place to work. Do an inventory with a sheet of paper. Leave no stone unturned. Go beyond salary and common benefits like health insurance. Is your office close to daycare or good restaurants? Is it in an uncongested area with short commutes? Does your workplace offer a comfortable atmosphere that fosters creativity, reward for a job well done, and the opportunity for advancement? In a job market this tight, where even traditionally tight-fisted companies are matching offers, little things that improve a candidate´s quality of life can make a big difference.

2. Use an attention-grabbing job title.

Typically, when a job seeker defines what they´re looking for by keywords, an Internet job site returns only a list of ad titles, or strings of text, for jobs that match. Because only the ad title is displayed, the job seeker is forced to determine which jobs to review in detail based on that single line of information. Some job categories are so deep that your ad´s title can appear somewhere in a list of 50 or more competing titles. Writing an ad title that stands out is therefore a very critical component of a posting´s success. To call attention to your ad, creativity in the job title is of utmost importance. For example, instead of “programmer,” say “Java Master”.  With Hireveterans.com you have the opportunity to create a more descriptive title, exploit it to the fullest. “Internet marketing guru – great pay – bonuses – stock options – telecommuting”

3. Use the word “you” and help the job seeker to envision their role in the company.

Create an active, personal job ad by speaking directly to the reader and by helping them envision their day-to-day activities.   Explain how their role will have an impact on the customer and co-workers.

4. Be very specific about job qualifications and skills.

For example, instead of writing “computer skills”, mention specific programs like Microsoft Excel that your company uses. Being specific will result in a higher percentage of inquiries from qualified applicants.

5. Say a few words about your community if you´re conducting a regional or national search.

Does it have low crime, good schools, low-cost housing?   If you´re not sure, contact your local chamber of commerce, which usually excels at finding good things to say about its community.

6. Mention any facts about the job and the company that convey job security.

If your company is a startup, why will it be around ten years from now? If it´s well established, how will it adjust to meet the challenges brought by today´s upheaval in the marketplace?

7. Finally, don´t overlook any of the basics.

Create a checklist to ensure you´ve included details like department, who the employee reports to, job code (if applicable), full- or part-time status, contact name, e-mail, fax number, location/address, where to find out more about your organization (if you have a website, for example), and targeted start date. E-mail address is especially crucial in a tight job market where seconds count and can mean the difference between hiring an outstanding candidate or losing them to the competition. Phone number is optional and should most likely be omitted if you anticipate a large number of applicants.

Above all else, recognize that the only reason a person pursues a job is because they feel it will somehow improve their lot in life. Read your finished document. Have you communicated how your opportunity does this? True, creating a comprehensive online employment ad can be time-consuming. But in the long run, a thorough job ad actually saves time by attracting a higher percentage of well-informed, qualified, interested applicants. It acts as a pre-screening tool, since less qualified online job seekers often eliminate themselves from consideration.

Both job seekers and employers must pre-register for this event.

Space is limited for employers, so it is encouraged that you sign-up as soon as possible to reserve your spot.
Admission to the job fair is free for job seekers. It is open to everyone, particularly Veterans who are looking for employment.

Please see the attachments for more details.

We simply ask that you register online at billjohnson.house.gov/JobFair/ or call 1-855-376-0868. Registration for employers will close Friday, April 27 at 5:00pm and registration for job seekers will close Wednesday, May 2 at 5:00PM.

If you have any additional questions, please call Rep. Johnson’s office toll-free at 1-855-376-0868.

Location: HCC Southeast College 6815 Rustic Bldg. D. Houston, TX 77087
Learning Hub, Multi-Purpose Room

Time: 10:00 a.m. – 2 p.m.

For More Information Contact:

High Tech Locksmiths Inc is a local Miami company which has seen much nationwide growth in the past 7 years.  High Tech Locksmiths specializes in Transponder keys, High Security Keys and remotes for the automotive industry.

“In March 2004 we had only 2 trucks working in the Dade/Broward, Florida area.  Today,  we have added 47 more trucks and trailers to our fleet.  We are currently doing business in Georgia, Alabama, South Carolina, North Carolina, Virginia, Maryland, Kansas, Missouri, Texas, Nevada, California, Tennessee, Indiana, Ohio, Illinois, Wisconsin, Connecticut and the rest of Florida.  Our projected expansion for next year includes Kentucky, Arizona, New Mexico, Colorado, Nebraska, Pennsylvania and Utah.”  Jay Wiener, President

With 67 employees at High Tech they always have at least 2 to 4 trainees in the system being trained to be able to fill their growth needs and possible attrition requirements.

They have structured their company now into several departments:

• Operations Department: handles the day to day work of their technicians in the field, including; Inventory , Special Order Keys, Field Procedures, Vehicle Maintenance, Equipment maintenance, New Equipment, and Daily logs.
• Sales Department: handles acquiring new accounts, servicing existing customers and expansion into new markets or products. The sales department visits each customer’s location on a regular basis to ensure customer satisfaction is being maintained.  This department in conjunction with Operations also handles ordering trucks and equipment for new areas.
• IT: (Information Technology) handles all their computer system related issues, both in house and in the field.  They have computers in all their vehicles and have live, real time, online communication with their trucks around the country.  This means they can operate any of their computers in the field from their home office.
• Accounting: mainly handles Receivables by posting the payments and by producing both weekly and monthly reports for customers, to give them a detailed and summary status of their open invoices.  They also provide Performance reports of Operations for customers.
• R & D: (Research and Development) handles new technology and systems to stay ahead of the competition in the industry.  Vehicle transponder & security systems are constantly changing and they need to be able to adapt, and become knowledgeable in all the new systems.  They never rest on their laurels. This is a major reason they have been very successful in this field.

Most jobs with High Tech Locksmiths offer paid training.

They have jobs ready to be filled in: Baton Rouge, LA/ Chattanooga, TN/Richmond, VA/ Houston, TX/ Dallas, TX/ Washington, DC and Baltimore, VA.

All jobs are on now posted on HireVeterans.com so check them out now

Workforce Connections in partnership with the Las Vegas Urban League, ReviewJournal.com, Nevada JobConnect and United Way of Southern Nevada will be holding a free job readiness workshop for veterans of U.S. military service (those who have served in any branch including Reserve and National Guard units) on Thursday, March 29, 2011. The workshop will include valuable sessions on employment planning, resume writing, interview skills, GI benefits and online job searching. Also, included in the event will be a mock interview sessionwith employers and professionals, and drop-in resume critiquing.

In support of national efforts to assist U.S. Veterans in transitioning from military service to the civilian workforce, this workshop is aimed at empowering veterans with skills and resources that will help them in their job search. Workshop presenters represent professionals from the U.S.Department of Labor/Veterans’ Employment & Training Service (VETS), Nevada DETR, U.S. VETS, Pacific ADA Center, and local educational institutions TheLearning Center, LV-PITA and WRRP Inc. Many of these presenters are veteransthemselves.

Employers and business professionals looking to hire veterans as well as those with military experience are encouraged to participate by helping us conduct mock interviews and resume critiques. Those interested may contact Celia Diaz at (702) 636-2353.

Event: Employment Edge Workshop
Date: Thursday, March 29, 2012
Time: 7:30 a.m. – 2:30 p.m.
Location: Pearson Community Center, 1625 West Carey Avenue, North Las Vegas, NV 89032
Pre-registration: Attendees are encouraged to pre-register on the Workforce Connections website www.nvworkforceconnections.org to guarantee space in our workshop sessions. The event is free and lunch will be provided.

Workshop Sessions: These sessions have been designed to allow for better interaction by breaking attendees up into groups and giving themoptions to attend sessions most relevant to their individual job search. Thecurrent workshop sessions are as follows:

Interview Skills – What to wear, what to bring, what to say.

Converting Military Experience to a Civilian Resume – How to start from scratch on a resume that translates military experience to suit employer needs.

Updating and Improving an Existing Resume – Ways to improve an existing resume to get better responses from employers and to better describe military skills and experience.

The Federal Application – Information on the federal job search and submitting the federal job application.

Online Job Searching and Networking – Effective ways to get your resume noticed online by employers using the most popular job search websites and tools.

Transferring Skills and Industries – Information on training opportunities and using GI benefits to build your career path.

Disabilities and the Workplace – Understanding rights under the Americans withDisabilities Act and how it affects disabled veterans in the workforce.

Home and Life Transitions Discussion – A panel discussion about the changes from active duty to civilian life.

This is the second Employment Edge Workshop designed specifically for veterans hosted by these partners. The last event was held on November 10, 2011 and was attended by over 80 local veterans from all branches of the U.S. Military. Also in attendance were local employers such as Stations Casinos and NV Energy, educational institutions, and community service providers sharing resources and opportunities available to veterans.

ABOUT WORKFORCE CONNECTIONS

Workforce Connections, the workforce investment board serving Southern Nevada, focuses on coordinating job development and career pathway building to maximize the potential of the Southern Nevada workforce. A national effort grounded at the local level –where the needs of businesses and individuals are best understood. www.nvworkforceconnections.org

Tandem Inc., one of McDonalds largest franchise owners in Virginia and North Carolina, is Hiring-

Originally opening in 1940 as McDonald’s Bar-B-Que on Fourteenth and E street in San Bernardino, California as a drive in with a large menu and car-hop services, it shut down for 3 months in 1948 and reopens as a self-service drive in restaurant and took on the famous name McDonald’s. The menu was reduced to 9 items: hamburger, cheese burger,soft drinks, milk,coffee,potato chips and a slice of pie.

Recently adding jobs on HireVeterans.com, McDonald’s is looking for a wide range of jobs starting with manager positions, to beverage specialists to join the McCafe team, and also night shifts for the stores opened for 24 hours.

Locations hiring now in Elizabeth City NC, as well as Smithfield VA, and Suffolk VA. Oak Brook IL is also looking for veterans to fill positions as communication supervisors,analytics manager, and much more.

Committed to their people.  McDonald’s  provides opportunity, nurture talent, develops leaders and reward achievement. McDonald’s believes that a team of well-trained individuals with diverse backgrounds and experiences, working together in an environment that fosters respect and drives high levels of engagement, is essential to our continued success.

Check out McDonald’s for hiring information and join their great team of people.

St. James Plaindealer —The first phase of a significant local and state wide effort to assist in the hiring of veterans culminated in a dinner attended by approximately 100 people that was held last Thursday night at the St. James National Guard Armory.

The initiative is the first of three phases in this ambitious project. The intent of the dinner was to invite local employers to attend the dinner to remind the employers about the benefits of hiring veterans. Of the 100 attendees nearly half were individuals from local or regional businesses.

Deb Grote, the Watonwan County Veterans Service Officer (VSO) and a member of the Watonwan County Beyond the Yellow Ribbon Committee, was heavily involved in planning this dinner and the overall project.

Read full article here: StJamesNews

It has become a mainstream story – a soldier is unable to find work because of military obligations.

Many of those stories are about small, private companies. But according to The Washington Post, the biggest offender is the federal government.

The story, titled, “Returning military members allege job discrimination — by federal government,”reported that offices within the federal government have reneged on job offers to members of the military and fired others after a long absence.

Read full article here: MSNBC