Professional Employment References: A Job Seeking Guide

Professional Employment References

What are professional references?

Professional references are your way of providing proof that you can do a job and that people like and respect you. A potential future employer may ask for these references as part of your application.

You will be asked to include contact information: phone, email, job title, and maybe even a work address.

Do people still check references?

Not all employers will check employment references (even if they ask for them) but you should assume they will. Make sure to include accurate contact information.

Depending on the employer, if they are not able to get ahold of your reference, they may or may not try them multiple times.

Education organizations and competitive, specialized professional fields are more likely to rely on references. Also, if you are struggling to get a job, perhaps due to seeking your first job or after after experiencing a period of unemployment, what your reference says about you can often help overcome these objections an employer has and help you land a job.

Personal vs professional references?

While some applications may call for “personal references,” usually what’s expected are references from people at work.

If you don’t have any work experience yet and an application calls for professional references, you can use places where you’ve volunteered, teacher/professor references, or other respected people in your community. (Just try to avoid sending references from your direct family members; these are not likely to be taken seriously.)

Who can give professional references?

You have a lot of flexibility on who can give you professional references. You can usually include references from:

Bosses
Co-workers
Clients
Industry peers

Usually, employment references from bosses will carry the most weight.

When asking people to be references, make sure that you have a solid professional rapport with them so they will say good things about you. Also make sure to get their permission to include them as a reference.

When do I include references?

Include references only when asked to do so.

The mistake I see a lot of job seekers make is listing their references on the bottom of every resume they blast out. You don’t want to over-share their contact information.

Also, you don’t need to put “references available upon request” at the bottom of your resume. This is generally assumed by the employer.

What about reference letters?

Some applications will go a step further and ask for “letters of reference.” This is where a potential future employer is asking you to provide a letter that a previous employer has written in order to recommend you.

This is a bigger ask of someone, so make sure that you save a copy for your records.

Don’t forget to ask for referrals.

Did you know that 75% of jobs are filled by referrals?

If you’re asking people to be your references, don’t forget to ask them for referrals to people and companies they know who are hiring. A personal reference is way more valuable if the person/company knows the other person.

Video Resumes (and Video Cover Letters)

Tips for Video Resumes

Everything you Wanted to Know about Video Cover Letters

Video cover letters (sometimes called “video resumes” or even “video CV”) were pioneered by TikTok in 2021. Since then have seen more job seekers filming them, and more employers requesting the. A video cover letter can be great to put on your LinkedIn in order to help you “jump off the page” from your resume.

In this article, we address some of the top questions about them. Also check out the video featuring Eliana De La Garza from Austin Community College sharing her thoughts on video cover letters.

What are video cover letters/resumes?

Video Cover letters are short videos that showcase your core skills, your passion, your work experience, and your connection to a company. These are typically filmed and put on your LinkedIn profile or can be sent to employers as a link. Some employers will require video cover letters.

Do I need a video cover letter?

Video cover letters are mostly optional but can be a great way to stand out. Some companies may require a video cover letter as part of their application process.

Who should use video resumes?

All job seekers should be aware of what v. While this medium is not for everyone, here are a couple groups of people who can benefit from utilizing video cover letters:

Those seeking customer-facing roles. If you’re looking for a role where your relatability is a success factor, such as customer service or sales, video cover letters can be a great way to stand out and showcase your unique personality.
Those seeking to demonstrate tech-savvy. If you are struggling to overcome biases such as age-ism or you are otherwise being judged for lacking technical prowess, a video cover letter can be a great way to “prove them wrong.”
To stand out. Most job seekers do not take the time or don’t have the self-confidence to film and post a video resume. Thus, it’s a great way to get attention or even to get a recruiter to slow down and consider your application more carefully.
If really, really want to work there. If part of your pitch is your passion for the company, a video cover letter is a great way to express that passion.
To tell your unique story. Sometimes, we’re not always the “obvious choice” of a candidate. Recruiters and HR managers are often looking for the obvious choice so this gives you a chance to tell your unique story and why you’d be a great fit!

Where do I find a video resume editor?

You don’t need any special software for filming. Utilize a web camera and off-the-shelf consumer software such as iMovie or an application such as Zoom to film it. If you can edit the video, even better!

Drawbacks to video cover letters?

The most obvious drawback is that in can take some time to put together a video resume, especially if you haven’t edited or recorded video before.

There are also some people concerned about privacy–if this is the case, a video resume might not before you. If an application requires it but you’re concerned about privacy, you can upload it to YouTube as “unlisted” to make sure that only people with the link can view it.

Finally, there are some concerns about bias in the hiring process: such biases against underrepresented groups, women, and people with visible disabilities. Unfortunately, hiring managers will likely be Googling you anyway so if you have a photo posted online, they might well see you anyway. That said, refraining from posting videos and pictures of yourself can help protect you from being subject to this bias.

How do I record a video cover letter?

You can use a web camera on your computer. If you’re filming on a cell phone, make sure to hold the phone in “landscape mode.” Also make sure you’re in a quiet room, have a decent microphone, and have yourself well lit so the viewer can see your face.

You may also want to record yourself a couple of times to practice and to pick out the best segment.

Also, while you want to be personable, make sure that the video cover letter represents demonstrates your professionalism. Don’t get too casual!

What should I talk about on my video cover letter?

Some things you might want to talk about include:

Key accomplishments
Your vision/passion
Where you’ve worked and the kind of job you’re seeking
Your connection to the company (if you know someone who works there)
Your approach to work
And don’t forget to include your name and contact information!

How long should video cover letters be?

They should be short: usually about one minute in length. It can be hard to fit everything in there but remember you’re just trying to give them a sample, not tell them your whole life story.

Difference between “video resume” and “video cover letter?”

For the most part, these terms are used interchangeably. While “video cover letter” is a bit more accurate in its description, a “video resume” is more commonly used.

Austin Strategies for Job Seekers Class

While you’re here, make sure to check out Eliana De La Garza and Austin Community College’s “Strategies for Job Seekers Class.” Kind of like a job seeking bootcamp, this is a free class for Austin locals that can help you answer all your burning questions about job seeking and get you ready to look for work.

Time is money while job searching

Even if You’re Unemployed…

Your time is still valuable

We all know the adage: “time is money.” But it’s easy to forget this if we’re not employed and not currently making any money. Furthermore, it’s painful to think about spending money/time on job seeking activities that don’t pan out. However, it’s critical that you approach your job seeking as though your time has a monetary value.

Why This Matters:

1) Focus and productivity

Thinking about your time as money means that you will focus harder on job seeking. Each time you submit a resume, scroll Indeed, and drive to an interview, you’ll think to yourself: is this activity worth $XXX / hour? And while much of this activity will not actually yield results, thinking of it this way will help ensure that as little time is wasted as possible. The pain of money lost and the sunk cost focuses us and drives us to do better.

2) Professionalism

If you’re at work and making money, you are more likely to behave professionally. This means proofreading emails, connecting with people on LinkedIn, sending thank you notes, and even making small talk with the people you meet. When we don’t treat ourselves as “on the clock” we might let our guard down–but don’t! Remember: everyone you are interacting with is at work and they expect you to behave the same way.

3) Self worth

When you lose your job, a small part of your identity goes with it. Many of us are at least partially defined by “what we do” and when we “don’t do anything”…who are we? When you think of your time as valuable, you are protecting your self worth. You may not have a job right now but your time and your attention is still valuable and you are still valuable.

4) Business decisions

All of us are a small businesses. We are renting ourselves and our time out to our employer and expecting fair compensation and treatment in return. Sometimes we can get lost in the emotional roller coaster of job offers. Perhaps we find out the compensation will not be as much as we expected? Or maybe we discover the benefits are lackluster? Maybe we meet a few future co-workers and realize that they’re not excited about working there? Thinking of yourself as a business cushions the emotional highs and lows boils these decisions down to a math equation. Furthermore, it helps you be able to engage confidently in offer negotiations if you already know your hourly worth.

We Value Your Time

Are you looking for work? We’d like to talk to you about our open roles.

Showing them you want the job

Expressing your passion while looking for work

Last week I was working with a job seeker who almost got declined for an interview, despite being incredibly well qualified. This was due to his not being overt about his desire to work at the organization. I had to convince the customer that he wanted to work for them.

Sometimes a job is just a business arrangement where one party gets talent and the other gets a paycheck. However, many organizations view themselves in a more egalitarian light. (Here at Peak Performers Staffing Agency, passion for the mission is critical to getting a job with us!)

Tips for showing them your heart

1 – Match the emotional tone of the company.

Some companies are out there to make money, some are there to get the hard work done, and some are seeking to change the world. Thoroughly evaluate the mission statement, marketing, and the about page of the company. Dial up or down your emotive language and personal pitch to match that of the company’s.

2 – Consider your job title.

Customer-facing roles typically require you to be more of a cheerleader for the brand. When I worked at Apple retail, being a “promoter” was key to getting promoted. If you will be interfacing with the public, mimic the tone you expect you would use when interacting with the public.

3 – Put your work desire in your cover letter/cover email.

Resumes are for facts, dates, summaries, and bullet points—resume’s are not places for “passion.” If you’re applying for a company where your emotional connection is a competitive advantage, write that cover letter/email to express it!

4 – Research your interviewers on LinkedIn.

Once you have an interview scheduled, look up your interviewers on LinkedIn. What kinds of things do they post? Channel their tone, energy, and the language they use into your own.

5 – Dial up your work passion during an interview.

Often, a resume and initial recruiter screen is there to check boxes. You’re being evaluated as to whether you possess the basic skills needed to do the job. An interview is often for digging into the “culture fit.” So dial up that passion during the interview. Channel that energy and let them know you want to be with them.

#recruitertips #jobseekeradvice #austinjobs #nowhiring #peakperformers #interviewtips #passionandpurpose

Best Staffing Agency Pflugerville

Finding the Best Staffing Agency Pflugerville

Picking a top rated staffing agency in Pflugerville is important for both job seekers and employers. Staffing agencies are important partners to finding talented personnel. Here are some of our tips for picking a top rated staffing agency in Pflugerville, Texas.

Staffing Agencies: What to Consider

Specialization of Staffing Agency

Industry specialization is important for picking the best staffing agency. Many staffing firms will specialize in particular kinds of recruitment. Staffing firms often have experience recruiting for that industry and many connections in the industry. Furthermore, the search process for an administrative assistant or enterprise architect may look very different than recruiting for a groundskeeper–the staffing firm will need to look different places to find those workers.

And if you’re looking for work, seeking out a staffing firm that specializes in your area of expertise means you’re more likely to find a job faster.

You may also want to pick a company that has the kinds of recruitment service offerings you’re seeking. Peak Performers, for example, offers temporary, temp-to-perm, and direct hire opportunities in Pflugerville.

Key Metrics: Retention and Re-deployment

Some staffing firms, even top-rated ones, have a “revolving door” reputation.

As a job seeker, you don’t want a company that doesn’t value your hard work and company loyalty. And as a business, having employees constantly turning over costs you time and money.

Ask the staffing agency about their retention and re-deployment rates. Both are key to Peak Performers success and our nonprofit mission. We have a turnover rate that is half that of the industry average!

What Benefits are Offered?

Benefits keep employees happy, retained, and happy. Many staffing agencies have little-to-no benefits that they offer, or their benefits are poor. Obviously, their employees will keep looking for other work and ultimately the staffing agency will struggle to hold onto talet.

We offer health, dental, and vision insurance after 60 days. We have an Employee Assistance Program. Finally, we recently rolled out a 403(b) retirement program to help employees save for retirement. This helps keep our workforce engaged and committed to their current assignment.

Ratings and Reviews of Staffing Agency

Every staffing business in Pflugerville is rated online (you can find our Google ratings and reviews here). If you are looking for work, this is important so you can hear honest feedback and gain insights into the company. It’s equally important for businesses to use in evaluating potential staffing agencies. Staffing agencies are acting as an extension of your brand and representing your open jobs–so their reputation rubs off on you.

It also might help to ask for referrals from your network.

Costs for Staffing Agency in Pflugerville

If you’re looking for work, a staffing agency should never, ever charge you to consider you for employment. This is probably a scam.

If you are an employer, consider staffing agency cost through multiple lenses: hourly bill rate, conversion cost, direct hire fees, and other add-on fees. Also ask about their “placement guarantee,” which is basically insurance on your direct hire employees. Keep in mind that you may not want to pick out the “cheapest” staffing agency–sometimes you get what you pay for if you pick out a cheap staffing provider!

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Are you a job seeker? If so, browse our jobs or join our talent pool. We’re happy to consider you for one of our many open jobs.

Are you looking to hire a top rated staffing agency in Pflugerville? Peak Performers has temp, temp-to-hire, and direct hire staffing solutions. We service both government customers and private companies.

Answering the Phone to Recruiter Calls

Answer the Phone to Recruiter Calls

Many people dread phone calls. They will do just about everything to avoid phone calls, even if they’re looking for a job. But in the business world, the phone is still the go-to communication tool. That means if you’re looking for work, answer the phone. You should answer your phone when job hunting because it might be a recruiter phone call.

Phone Etiquette for Recruiter Phone Calls and FAQs about Answering Recruiter Calls

Question: If job hunting, do I need to answer an unknown or out-of-area number?
Answer: You should absolutely answer unknown numbers. You never know if it’s a recruiter phone call. Also, many recruiters may be using their personal cell phone to call you…and they might not even be in the same state they’re recruiting for–which means it’s likely to be out of area. Answer all calls when possible.

Question: Can’t I just call recruiters back?
Answer: The recruiting world is fast-paced. We don’t know how long it will take someone to call us back (or even if they will) and so we may not wait. This means we might call down a list of people and hope someone picks up and forget about the rest of the people.

Question: What if I’m in a noisy place…or at my current job? How do I answer recruiter phone calls?
Answer: That’s ok! Whether you’re in a noisy place or just don’t want to be interrupted, still take the call and politely schedule a time to call them back, preferably later that day during business hours. Most recruiters will be totally ok with this.

Question: Can I use Google voice to screen recruiter calls?
Answer: Our experience with Google voice has been pretty spotty. Google voice calls are often garbled. Also, from our perspective it feels presumptuous to have a “personal assistant” asking for my name and why I’m calling. Many recruiters might just hang up as opposed to trying to talk to you.

Question: Can I text recruiters instead?
Answer: You can try to text back recruiters–our systems support this! But phone lines (and especially land lines) shared by a group of people may or may not be able to deliver your messages. It’s safer to just answer the phone if possible.

Question: What if I really can’t answer?
Answer: At the very least, make sure you have a professional sounding voicemail that’s set up and that your voicemail is not full. Seriously, check it right now and make sure!

The Bottom Line

Often, the difference between who got the interview and who didn’t was who answered their phone to recruiters. Do your job search a favor and answer the phone to a recruiter phone call.

Are you looking for work? Our recruiters are here to help! Here you can find a list of all our current job openings. Want to read more phone tips with recruiters, check out what Chron has to say.

Best Employment Agencies in Austin

Picking the Best Employment Agency in Austin

If you’re looking to work with an employment agency in Austin, you have many to choose from. ResumeSpice lists at least 100 of them!

So if you’re looking to compare agencies, here’s our tips for doing so:

Tips for Comparing Employment Agencies

Look at their jobs

An employment agency isn’t going to do you much good if they don’t have a job that aligns with your skills and career goals. Also, many employment agencies will specialize. For example, we don’t often staff for warehouse or janitorial roles and many of our positions are office and professional jobs.

However, as opposed to taking one look at the company’s job board and moving on, it’s important to get an assessment of the kinds of jobs they have and check back in periodically if it looks like they may have jobs in the future.

Look at reviews online

Fortunately, many people are eager to tell you about their experience with an employment agency. Less fortunately, you have to take this feedback with a grain of salt–people will be inclined to leave bad reviews for many different reasons, especially with something as important as employment. Read the five-star reviews as well as the one-star reviews.

That said, these reviews can give you a good benchmark. I recommend looking on multiple platforms such as Google, Glassdoor, and even Facebook to assess how positive people are about working for an employment agency.

Look at the culture

Employment and staffing agencies can get a bad reputation. Sometimes, they fail in taking an interest in looking out for their employees’ well being and growth and are more interested in just making a profit from their human capital. You can often get a sense for the ethos and culture of a company by its mission statement and social media.

As a nonprofit employment agency, we help professionals with disabilities find careers. We encourage a transparent and agile culture and a commitment to treating all clients, employees, and future employees with respect. We encourage employees to keep in contact with our staff and also issue an employee of the year awards. Furthermore, we have a redeployment rate of about half of our personnel, about 5X the national average for employment agencies.

Look at their clients

While you are an employee of the employment agency, often it will feel more like you are an employee of the client. Therefore, it’s important to partner with an employment agency who has refutable clients for whom you would be happy to work.

This may not always be obvious since many job descriptions leave it off. But you can often get a general idea from reading the job description and reading online reviews.

For our part, most of our clients are government agencies, nonprofits, and corporations who are committed to disability hiring as part of their DE&I efforts.

Look at their benefits

Benefits are expensive. Sometimes, evaluating an employment agency is a simple as asking them to “put their money where their mouth is.” Some employment agencies skimp, offering little or no benefits. (Especially avoid companies where you are “independent contractors” and not actual employees.)

Peak Performers offers health, dental, and vision insurance covered at 80% by the employer. We also have an Employee Assistance program and just launched a 403(b) retirement program.

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Are you looking for the best employment agency in Austin? We would be honored if you considered Peak Performers employment agency! You can find our open jobs here.

Job Search Recommendations and Referrals

Job Search Referrals

Ask around for job recommendations and referrals when looking for your next job.

When I first moved to Austin, I needed to find a dentist. So I asked my co-workers and friends. Who do you use? After talking to a few people, I found one who was in my area, covered by my insurance, and well-regarded by multiple co-workers. And they’ve been great–which is especially valuable to me since I’m afraid of going to the dentist!

The jobs we see online are typically the ones that are best advertised. After all, Indeed and Ziprecruiter make a lot of money through paid advertisements.

These jobs may not be the best one for your skill set…or the best paying…or even the best company. They’re simply the most visible. Perhaps ABC Dentistry is going to treat me and my smile right, but I’d feel a whole better about it if someone I knew recommended them as opposed to them just popping up in my Facebook feed.

Ask for Job Referrals and Recommendations

Are you looking for work? If so, call up your friends and colleagues (past or present) to ask them:

Do you know anyone who is hiring?
Can you get me in touch with someone to discuss the job and the organization?
What kinds of organizations in the area could use my unique skills?

Then seek to build relationships with each new person you meet and ask them these same questions. This core to your networking strategy!

Most people want to help you. Even if they can’t think of any job referrals right now, they may help you keep an eye out for future opportunities.

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Want to know what people think of us? Check out our testimonials page or visit our listing on Google.

Focus on What You Can Control

Job Seeking Challenges

If COVID-19 and the last couple years has taught me anything, it’s to take a step back and focus on what I can control (because there’s an awful lot of things I can’t!)

I feel the same goes for job seeking…

I talk to many, many job seekers who are feeling frustrated, burnt out, and like their situation is hopeless. They feel like they’re either stuck in a job that they don’t like or stuck without work altogether. This in spite of employers nationally struggling to find workers.

So what can you control?

-What jobs you apply for
-How often you apply for jobs
-The follow up you do with recruiters and hiring managers
-Your networking activities
-Your interview preparedness
-The presentation and quality of your resume, cover letters, LinkedIn, etc.

How to Stay Motivated while Looking for Work

The job search process can be a long one, especially if you’re trying to get back into the labor market, switch careers, have an employment barrier, or are trying to find your very first job.

But I will tell you what I tell all the job seekers I talk to: no matter how many “no”s you get, it only takes one “yes” for you to get hired. The best job search strategy I have seen is persistence. If you keep trying, the odds are in your favor.

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PS: Peak Performers is hiring! Furthermore, you’re always welcome to follow up with us if you submit a resume and don’t hear back. Check out our many open jobs!

Take Advantage of Peak Hiring Cycles

Timing Your Job Search

Hiring often comes in cycles. As a job seeker, you can take advantage of these cycles in order to apply at the right time. Here are several examples of hiring cycles:

Budget-based Hiring Cycles

Typically we see an increase in hiring activity towards the end of the fiscal year for government agencies as they seek to fill headcount and get projects done with their leftover budget. The federal end of fiscal year is September 30 and state of Texas is August 31. Many private companies begin their budget year January 1st.

Seasonal Hiring Cycles

Retail will start aggressively recruiting in the summer in order to bolster their workforce for the coming Christmas season. By contrast, construction and landscaping companies in colder parts of the country will slow hiring during the fall/winter and accelerate in early Spring as the weather warms up. Think about your industry and when do they hire most people?

Surge Hiring Cycles

Tax preparation, for example, is a $10.8 billion dollar a year industry. The Internal Revenue Service also must surge its workforce to handle all of the annual returns. These two entities will often start recruiting heavily around January 1, though the IRS will often keep workers well into the summer to handle all the tax returns.

Staffing firms are often used during these surge hiring cycles to help handle the need for extra workers. If you’re hired during one of these cycles, don’t be afraid to work for a staffing agency.

Project-based Hiring Cycles

The recently passed infrastructure bill, for example, will mean construction and public transportation across the country will see a huge boost. Currently, many of our customers have hired workers to handle COVID-19 -related projects. You can look at other macro trends in your area and your industry to anticipate what workers will be needed.

New-business Hiring Cycles

When a new business moves into town (such as Tesla here in Austin) they will need to hire a lot of people. Local news such as Austin Business Journal and Community Impact Newspaper can help give you a head’s up that there’s a newcomer in town. These businesses will need a lot of people and may want to see your resume!

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*You know who’s always hiring? Peak Performers Staffing Agency is! We can help you navigate these cycles to get your resume in at just the right time!

How Do I Compare Multiple Job Offers?

Tips for Comparing Job Offers

Many job seekers now may be getting multiple competitive offers and be faced with a new predicament: which job do I accept?

While it’s tempting to look only at the bottom line—the pay—there are many other intangible factors to consider.

To start off with, as you begin your job search, it can help by making a list of what matters to you. Then seek to compare apples to apples. For this I included a video that can help you evaluate all the offers of benefits packages.

Factors to Consider When Comparing Job Offers

Compensation

This is a straight-forward comparison. Who will pay you more money. However, also factor in location of the job. From a cost of living perspective, a $50k / year in Austin, TX is way different than a $50k / year job in San Francisco CA. Here’s a free calculator to compare cost of living. Also keep in mind any bonuses or commissions you may be entitled to in your equation.

Insurance

Medical, dental, and vision are the primary offerings. When comparing insurance packages, make sure to consider things like annual deductibles, monthly premiums, and out of pocket maximums. Employers may offer disability insurance and life insurance.

Retirement Benefits

This often takes the form of a 401k, pension, or 403b if you work for a nonprofit. Peak Performers is excited to soon be offering a 403b to all of our employees!

Fringe Benefits

Fringe benefits from an employer may include things like a work phone, airline miles, or possibly even a company car.

Paid Time Off

Paid time off from an employer is another key benefit. This often takes the form of sick days and vacation days, but also may be one single allotted amount of time to spend as you choose.

Remote Work/Location

Currently, there are way more job seekers looking for “remote jobs” than just looking for “jobs.” Many job seekers factor in location as key deciding factor. For our part, about 46% of our jobs are remote. And if you are working on-site, factor in your daily commute and how much that will cost you in time and gas.

Time Flexibility

Don’t forget to ask about whether your hours can be flexible. This is important for taking care of things outside of work, such as childcare duties or going to the doctor. Time flexibility is a non-tangible but extremely valuable job benefit.

Workplace Culture

While not a tangible benefit, having ping pong tables in the break room has done the start-up industry wonders! Seek a workplace culture that will align with your own work style. Use social media to research the company and ask acquaintances who are currently working there what it’s like.

Organizational/Role Prestige

Finally, factor in the “prestige” when considering job offers. People spend less than 3 years on average at each job, so this job will likely not be your last. Does the company or your job title look good on your resume? Will it help you find an even better job several years from now?

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Don’t Forget…

At the end of the day, remember to politely decline the offers you don’t choose and keep those people in your network. Perhaps that organization will be a fit for you several years down the road when you’re ready for your next career journey?

How do I seek out a job if I’m a veteran?

Celebrating Veterans’ Day with Jobs!

American Flag Veterans Picture - Peak Performers is committed to veteran hiring and helps vets get jobs — American Flag portraying Peak’s commitment to working with veterans who have served our country. 10% of Peak Performers workforce is veterans. We’re here to help veterans get jobs.

Last week was Veterans’ Day. Peak Performers, a nonprofit employment agency, appreciates the sacrifices veterans have made in service to our country. Thank you.

Tips for Veteran Job Seekers

If you are a veteran or know one looking for work, we can help. Feel free to reach out to Myles or to apply online.

1) Seek out support resources. Veterans (and often their spouses) have access to a wide range of resources. In Texas, the Texas Veterans Commission helps orient thousands of veterans every year to a variety of services available, including helping them find work.

2) Attend a hiring event. Texas Veterans Commission and Department of Veterans Affairs hosts several hiring events each year (in person and virtual.) This is a great way to meet local employers!

3) Look for jobs on WorkinTexas. If you are a veteran, jobs posted to WorkinTexas (a job search platform administered by Workforce Solutions) are made available first to veterans and then to the rest of the population. This gives you an opportunity to get your resume in first!

4) Seek out veteran-friendly employers. Peak Performers, for example, maintains a veteran hiring ratio of at least 10%. Peak and other employers like us have made a commitment to hiring veterans.

5) Look for veteran hiring preference. Some organizations (especially government agencies) take it one step further and give hiring and interview preference to veterans. This helps increase your chances of getting the interview.

6) Utilize online tools to translate your resume. Tools like the military crosswalk can help you convert your military experience to “civilian-speak.”