Putting yourself out there
I recently attended a retirement ceremony for a Navy Captain, retiring after 25 years of service. I inwardly groaned when I learned it was going to be a slide presentation of this man’s career, fearing that we’d be subjected to a recitation of more than two decades worth of personal career highs and lows. I was pleasantly surprised at how enjoyable and engaging his presentation was. Prior to that afternoon, the thought of even a few hours on a Navy ship would have made me feel confined and claustrophobic; by the end of the ceremony I too was caught up in the allure of sailing the high seas for the U. S. Navy.
After the ceremony, I thanked the gentleman for putting his years of service into such great context. I did not ask him for details about his future plans, as I figured he was probably tired of answering those questions again and again over the past few months – the bottom line was that he had not yet found a job and had no immediate hot prospects. However, in talking about his future, we were both fairly upbeat; it would seem that there’s never been a more veteran friendly hiring environment and he has been very pragmatic in reaching out to potential employers and networking. Additionally, he has been very active in promoting Hire Heroes on a local level, both to businesses and the service members that worked for him.
Recent employment statistics show an increase in the unemployment rate for veterans. Like the economy in general, positive momentum in veterans employment seems to come only in fits and starts, with a step forward followed by a backward push. At the same time, there is a concerted effort, perhaps unprecedented, by the private sector to make hiring veterans a priority. The United States Chamber of Commerce launched the Hiring Our Heroes initiative, which will bring over 400 job fairs to military members (and spouses) and hopes to hire 500,000 veterans and spouses by the end of 2014. JP Morgan Chase, along with other corporate partners, has a goal to hire 100,000 veterans by 2020. Online shopping giant Amazon pledged to make veterans 25% of its new workforce for 2011. However, despite the stated commitments and job fairs, veterans continue to be discouraged in their efforts to find jobs.
Why is there such a disconnect?
Obviously, there is no short, easy answer – if there was, the issue would be addressed: veterans would have the luxury of picking and choosing jobs, the economy would see the benefits and we would be patting ourselves on the back for a job well-done. Many of the issues that may impact a veteran’s outlook for employment are beyond his/her control. One article noted that the emerging stereotype of the “crazy veteran” might be having a negative impact on corporate America’s willingness to hire veterans. The article stated The Mission Continues conducted a survey that had showed an interesting paradox: employers believe that veterans bring many positive attributes to the table, such strong character and community involvement, however, they also tend to believe that the majority of veterans returning from Iraq and Afghanistan suffer from Post Traumatic Stress Disorder (PTSD).
This blog has touched on the impact that notion can have, and others, particularly the VA’s blog (VAntage Point) have taken up the cause of the damage that the notion of the “crazy veteran” can do to all service members. The same article notes that it is up to employers to educate themselves about the reality of PTSD and to not fall into the trap of avoiding all veterans in an effort to distance themselves from what they consider to be potentially high risk/high maintenance employees.
There are numerous groups that are working with and on behalf of veterans, including The Mission Continues, Veterans on Wall Street, The Value of a Veteran and Iraq and Afghanistan Veterans of America. These and other groups work diligently to further the cause of promoting the value of hiring and supporting veterans, whether it is to sponsor job fairs or lobby the private sector to educate companies about the benefits, and realities, of hiring veterans.
Obviously, each veteran has his/her own role to fill in the process, and this is an opportunity for each to be creative and open-minded in the pursuit of the next step beyond military life. Our website, www.laarmedforces.org, has many resources and links for finding employment, and it is a good starting point. As well, it is not good enough to confine yourself to online searching; the best foot forward is the one that takes you out the door. The retired captain has been proactive, taking any opportunity for informational interviews that presents itself, including an informational interview with the owner and manager of a major league baseball team (he knew it would not lead to a job with the organization, but it gave him an opportunity to sit down with two community leaders and introduce himself in a positive light). He also gave his resume to another business leader and asked him to review it; he noted that it was “brutal, but helpful,” because what matters to people in the private sector is different than what matters in the military.
This is important, because although veterans can bring many accomplishments to a company in their post-service careers, they must also learn to relate in a non-military way. Getting out, going to job fairs and getting involved in the community can help veterans get the pulse of the community. It can also help business decision makers understand that the notion of the “crazy veteran” is a stereotype whose time has come to an end.
Sources:
http://www.armytimes.com/news/2012/06/military-unemployment-up-for-iraq-afghanistan-vets-060112w/
http://www.cnbc.com/id/47905398
http://www.uschamber.com/hiringourheroes
http://www.gijobs.com/2012Top100.aspx
http://www.forbes.com/sites/katiedrummond/2012/06/21/hiring-heroes/2/
Taking advantage of new opportunities
There has been a lot of attention focused on the veteran unemployment rate in the past year. Undeniably, it is higher than anyone would like to see, and there have been conflicting reports about where it’s headed. The Department of Labor pegged the rate for 2011 at a 12.1% monthly average. The Iraq and Afghanistan Veterans of America (IAVA) estimate the rate to be closer to 17%. Despite the disagreement about what the “real” unemployment rate is, everyone can agree that private industry is stepping up to the plate to help veterans find employment in unprecedented ways.
In the last twelve months, numerous hiring initiatives have been announced, including:
- The 100,000 Jobs Mission, launched by J.P. Morgan Chase and a myriad of other industry leaders in the U.S. (including AT&T, Verizon, Ernst & Young, Delta Airlines and Cisco), with a goal of hiring 100,000 veterans by 2020.
- The Hiring Our Heroes Campaign, announced by Capital One and the U.S. Chamber of Commerce that set a goal to hire 500,000 military veterans and spouses by the end of 2014.
- Milicruit, along with Military Officers Association of America (MOAA) and DirectEmployers, is leading the 10,000 Jobs Challenge for veterans and spouses. Companies supporting the effort include Lowes, Pfizer, Kmart and Sears.
- Walt Disney Company kicked off a three-year challenge, “Heroes Work Here,” to hire 1,000 veterans over three years.
- NBC launched a website, Hiring Our Heroes Today, dedicated to calling attention to the veterans employment challenges, as well as publicizing job fairs for military job seekers.
- The International Franchise Association announced Operation Enduring Opportunity, to encourage veteran franchise ownership through recruitment and hiring events.
- Of local interest, Entergy Corporation has joined in the Hiring Our Heroes campaign, and Operation Homefront, Louisiana, has initiated a job website, www.hirelaheroes.org, an employment database that Louisiana veterans to search for Louisiana-based jobs and share their resumes.
Considerable time and effort has been devoted to calling attention to the issues military families face, including the challenges many face finding a job. Companies have been a receptive audience and are learning that veterans make valuable employees. Veterans are well-trained and used to working under challenging circumstances, they work hard and understand accountability, and they understand the value of teamwork. The qualities developed during a military career are the same qualities companies look for when hiring – sometimes it’s a matter of understanding how to translate those qualities into terms the corporate world can understand and appreciate.
In some ways, it is a great time to be a military veteran. Although the economy is not as robust as anyone would like to see, there is a genuine groundswell of support for veterans, and that is translating into new opportunities in education and employment.
So what does this mean for the veteran? It means it’s time to do some soul-searching and determine what you want to do. Brush off your resume and look at it with fresh eyes (and email a copy to us here at LAFF – we’ll take a look at it for you!) and determine if it’s going to work in your favor to help you land the job you want. Do some web research – there are military job fairs throughout the country regularly, often tied in with the initiatives mentioned above. (Some of the links at the bottom of this page are a good start when looking for more information.) Be proactive and know what’s coming up and be ready for it with a good resume, proper attire and a positive attitude. Look for companies that have committed to hire veterans and see if there’s a good fit. And don’t forget education – the Post 9/11 G.I. Bill also offers great potential for broadening education and perhaps, learning a new skill or being the launch pad for a new career.
In some ways, the opportunities in front of veterans are unprecedented; however, they won’t last forever. If you are a veteran – or soon to be veteran – and are unsure of where to start, give us a call (504-267-9125) or visit www.laarmedforces.org, and we’ll work with you so you can take advantage of this veteran-friendly atmosphere.
Sources:
http://www.100000jobsmission.com/
http://militarytimes.com/blogs/scoopdeck/2012/03/15/disney-looking-to-hire-veterans/
http://hiringourheroes.today.msnbc.msn.com/
Working through stereotypes
I recently read an online story in which an Iraq veteran, home for eight months, discussed his trouble landing a job. In one particularly troubling exchange with an organization, the interviewer asked vague questions about how the soldier was reintegrating back into civilian life and if he had experienced or done anything stressful. The applicant responded that being away from family and the life he’d known was stressful, but that basically he felt he’d had it pretty easy compared to some soldiers. The interviewer, who had already been pushing the boundaries of the interview process, was apparently unsatisfied with the response and became blunt: the soldier was asked if he had PTSD or was apt to hurt his co-workers.
Set aside for a moment that the question was not one that legally the interviewer had a right to ask. It is unsettling, yet telling, that any human resources professional would ask such a question, but given the proliferation of publicity about PTSD it appears that sadly, the interviewer voiced what many apparently think. At the start of the year, there were two highly publicized instances of war veterans acting out on their own; one is alleged to have murdered a park ranger in Washington State and the other allegedly killed homeless people in California. Both episodes received intense media coverage, with many people assuming that because they were recent war veterans that they must have been suffering from PTSD, which caused them to turn violent and kill others.
In the former case, the accused died from exposure to the elements. There was much debate about his mental health, and the reality of his condition will never truly be known. The second accused offender is awaiting his turn at the judicial process, after a plea of not guilty by reason of insanity; his lawyer indicated that his service in Iraq may be tied to his defense.
Following the two incidents, there was a firestorm of coverage about veterans and PTSD; some used the incident to promote taking better care of veterans when they return, lest they turn violent. Others cried foul and accused the media of painting war veterans who suffer from PTSD with a broad brush. They claimed, and rightfully so, that bringing up prior service and speculating on mental health risks painting all Iraq and Afghanistan with a broad brush, implying that they are unstable or at risk of harming others. The veteran highlighted at the beginning of this post is an example of the damage this coverage, and resulting mindset, can do.
There have been a some compelling posts about the lasting effects this type of publicity has (see this post by David Dobbs on Wired and Alex Horton’s VA blog ) but the fact remains, sensational media coverage of individual acts of violence influences people. The question becomes what does the veteran who is trying to transition into civilian life do to escape being stereotyped, particularly during a job search?
Unfortunately, stereotypes exist and they are not going to go away anytime soon. Many have had to cope with overcoming stereotypes, whether due to race or ethnic origin, gender or sexual orientation. The bottom line is everyone has some sort of bias, and unfortunately, when it is fed by media coverage, it can fuel the fire. With time, the current tendency to assume that all Iraq and Afghanistan war veterans must have PTSD (and are therefore unreliable or violent), will likely give way to a more realistic, positive picture. Unfortunately, there is no way to change the way the media covers such incidents. The best thing any veteran can do is to go about civilian life the same way he/she lived military life: with honor and integrity, getting the job done.
But what about in practical matters, such as employment – how does a veteran overcome the stigma that some feel the need to attach to service?
To set the record straight, the interviewer asked the veteran a question that was legally out of bounds. It is important to know what can and cannot be asked, and anyone searching for a job should think about the potential for such questions and how to answer them. Although the questions are not “allowed,” that does not mean they will not be asked, so the job candidate should be prepared for them, much as they would other interview questions. It’s important to note that most people tend to ask such questions out of ignorance and are not out to lay a trap or knowingly break employment law. From their perspective, they want to know what barriers may be in place for someone performing job duties, so they ask. Questions about age, marital status, religion, social affiliations are not permitted. Additionally, perspective employers may not ask you “what type of discharge did you receive?” They may ask you to tell about your service, or what duties you performed, but they cannot legally ask about your discharge or whether you have PTSD.
However, if you are in the position where you have been asked a question that you believe is out of bounds, you do have some options. If you decline to answer the question, there is the potential that you will look defensive, possibly taking yourself out of the running for the job. If you believe an honest answer will not hurt your chances, you can answer and move on with the interview. You can try the direct approach, and offer a response of “I don’t believe that is a question that is relevant to the position, do you?” Or you can answer the question in terms of your ability to perform the job: “is there an age requirement?” or “I imagine everyone is religious in their own way – I don’t foresee that being an issue in my job performance.” The bottom line is you will have to determine (through prior research and the signals you pick up from the interview) how much you want that job, for that company. However, you must not lie or misrepresent yourself – if you feel you must lie, then you should not answer.
The Department of Veterans Affairs has a great booklet that details many of these questions, as well as potential responses (see page 20 of the VA’s Interviewing Techniques Guide). As with every job interview, it is important to do your homework and be prepared to answer potential questions. Unfortunately, because of the media trend to sensationalize and human nature’s tendency to assume, Post-9/11 veterans have additional barriers in the process. Understanding that they are out there and being prepared to overcome them will put you ahead in the game.
Sources:
http://www.americasheroesatwork.gov/forEmployers/factsheets/FAQPTSD/
http://vaforvets.va.gov/veterans/resources/Documents/InterviewTechniques_01062012.pdf
Should you always take the job?
The employment news is improving: the national unemployment rate fell to 8.3%, the lowest it has been in nearly three years. Of course, much publicity has been given to the difficult time veterans have had finding employment, and fortunately, that has also improved. Army Times reported that the latest unemployment figure for post 9/11 veterans has decreased dramatically, to 9.1%, down from 15.2% only a year ago.
Undeniably, this is good news, but it does bring about some questions. First is where did all those jobs come from and how did veterans suddenly start getting hired for them? As the old saying goes, what goes up must come down, and this applies to economic cycles as well. Economic cycles also have a bottom to bounce back from, and basic numbers seem to indicate that we are finally crawling out of a long decline. However long and high a recovery goes is unknown, but the fact is there are more jobs available; employment in the private sector grew by over 250,000 jobs in January. Additionally, there has been a well-documented push to hire veterans. Veteran Job Fairs are occurring across the country; Louisiana benefited from two such employment expos in a period of three weeks. On January 19, the VA hosted its first Veterans Career Fair in Washington, DC, drawing more than 4,000 veterans and resulting in 500 “tentative” job offers. There have been many organizations, including the VA and a variety of non-profit organizations that have promoted the cause of hiring veterans. When businesses such as Chase and Entergy embrace the cause, it is a winning proposition for veterans.
A second question is will the veterans’ unemployment rate creep back up as troop draw-downs begin to impact the labor market? That is a valid question and the answer is we’ll have to wait and see, as it depends on how durable any economic recovery continues to be and how responsive employers continue to be to veteran labor. However, given the continued increase emphasis on hiring veterans, there is reason for optimism.
I’ve talked to many veteran supporters over the past six months and I have discovered an interesting common theme: reluctance on the part of a few veterans to take on certain types of jobs. This seems to cut across all services and ranks and I have wondered why anyone facing – or experiencing – unemployment would be hesitant to pursue certain types of jobs. One person who works with veterans noted that he has no shortage of businesses wanting to fill their openings with veterans, but many veterans won’t consider them. He senses that they don’t want to do them because they are not at the level of work they performed at in the military. He mentioned a national snack distributor who simply wanted someone to drive a truck and re-stock grocery shelves – a job he cannot generate interest in. He didn’t have a reason why; he just knew it was a job that wouldn’t go to a veteran because a veteran wasn’t interested in doing it.
Someone forwarded me an article that may shed a little light on that trend. According to a Review of Military Compensation (RMC) by CNA Analysis, compared to their civilian counterparts, military officers and enlisted personnel have enjoyed growing compensation, while private sector compensation has remained relatively flat. The article stated:
“We estimated average RMC for enlisted personnel in 2009 at $50,747 and for officers at $94,735. These amounts corresponded to about the 90th percentile of wages for enlisted equivalent civilians and to about the 83rd percentile of wages for officer equivalent civilian wages. RMC has trended up over the last decade, both in real value and in terms of the corresponding percentile of civilian wages. Conversely, we found that real wages have been flat or have even fallen for civilians at all education levels.”
After reading the story, I wondered if veterans are reluctant to take the decrease in salary that seems to be inevitable in the current job market. It’s certainly understandable that no one wants a pay cut, but is it practical?
Conventional wisdom holds that if someone offers you a job, you should take it. However, there are some situations when enough red flags go up to make you think twice. These include:
– You get asked strange questions in the interview process (how do you feel about cursing? how do you work with micromanagers?) which can indicate daily working conditions that may be difficult to cope with.
– You cannot get a straight answer about the position’s responsibilities – this can indicate that there is disagreement about what the job requires or that there has been no real thought given to the position, which can put the best of employees in a no win situation.
– High turnover in the position can indicate that something is not right – either with the manager or the position itself – and that you could be yet another placeholder.
– Corporate culture is important. Often you can tell just by walking in the door how the atmosphere in a business is. If people are smiling and helpful, it can indicate that it’s a place people enjoy coming to work. It is easy to sense dissatisfaction in a work environment – it can range from not being acknowledged, to airing the company’s “dirty laundry,” or a disinterested interviewer. Work environment is important and it must be one that you are comfortable in.
– Your gut instinct tells you that it is not the right job or the right place. There is no “logic” behind this, other than sometimes your gut knows best.
These are all good reasons to pass on a job. But what about if you feel the job simply isn’t “good enough” for you? Do you pass on an opportunity that is not what you envisioned for your future or is less money or stature than what you are used to doing? There is no correct answer for that and it is really something that is dictated by personal circumstances. Each of us has personal responsibilities to meet, and sometimes, holding out for the “dream job” isn’t practical, particularly if you have bills piling up or other people depending on your income.
People will sometimes rationalize the choice to not take or – even apply for – a job that is not in their field of interest by saying it doesn’t meet their employment goals, that it’s not worth their while, or that it may actually hurt their resume. Those can be sound reasons for not taking a job; however, if unemployment is becoming a chronic condition, there is a point where prospective employers are going to wonder what you’ve done with your time. A large gap in employment can be just as damaging as doing a job of lower stature or pay.
It’s important to look at your situation honestly. Are you passing on a potential opportunity for practical reasons, or is there more to it than that? It may be that the job working as an office assistant or driving a truck is not really the ideal job, but it has potential benefits, including income, the chance to do well at something (and cultivate a reference for future use), and something constructive to do with your time. If it turns out that there are good, legitimate reasons for not pursuing opportunities, then consider volunteering with an organization that has a mission you support. It will help you fill a gap on your resume and it will help someone out who could use a hand. And who knows – you may learn something new and valuable to your career in the process!
Louisiana Armed Forces Foundation
Sources:
http://www.reuters.com/article/2012/02/03/us-markets-stocks-idUSTRE80T0J120120203
http://www.bls.gov/news.release/empsit.nr0.htm
http://msn.careerbuilder.com/Article/MSN-2401-Job-Search-5-signs-you-shouldnt-accept-this-job-offer/
Come home to Louisiana
Chances are, if you are from Louisiana, or spent some time here, on some level it still feels like home. If you are trying to figure out where to call home after you separate from the military, think about coming back to Louisiana.
If you have lived in or visited Louisiana, you know it’s a place with a unique culture; great food, vibrant music, passion for sports, and a love of celebration. What you may not know, however, is that it’s a great place to return to when you’re ready to start your second career.
Louisiana has jobs – the unemployment rate is far below the national average, at 5.8%. Veterans have a lower unemployment rate of 4.5% and Post 9/11 veterans have an unemployment rate of 2.8%
Louisiana is fostering new business – since Hurricane Katrina, New Orleans is consistently recognized by national media as a great spot for entrepreneurs to use as a launch point for new business.
Louisiana welcomes veterans – the state has a great support network which will be even stronger when the new VA hospital in New Orleans is complete in 2013-2014. The new facility will have 200 beds, employ 2200 people and have emergency, rehabilitative and mental health services.
Louisiana’s community also supports veterans, and Louisiana Armed Forces Foundation (LAFF) is among those supporters. LAFF.is a non-profit organization established in 2011 to assist veterans in their transition from the military to civilian life. We are able to help build resumes and cover letters, assist in job searches, facilitate new business start-ups, and help veterans navigate and make sense of the many benefits available to them – all at no charge.
If you are interested in coming home to Louisiana for your transition, please call us at 504-267-9125, or visit our website at www.laarmedforces.org. We are here to help with your transition home.
Sources:
http://jec.senate.gov/public/index.cfm?a=Files.Serve&File_id=3d1725d7-7019-4d23-894b-2cbe87aee886
http://www.nola.com/politics/index.ssf/2010/06/va_breaks_ground_for_new_hospi.html
Looking for your big break?
Chances are anyone living in the New Orleans area is familiar with Ochsner Health System. With five hospitals in the area, it is one of the largest non-university based physician training centers in the nation. Ochsner hosts more than 200 Ochsner-sponsored medical residents, over 300 medical residents from affiliated residency programs, over 600 medical students, and 400 allied health students annually. It is also implementing a new electronic medical record system which will improve the efficiency and accuracy of health record management at a lower cost. The transition is estimated to take approximately five months.
What does this have to do with veterans?
Ochsner’s staff will have to be trained in the use of the new software. As a result, it has teamed with consulting firm Intellect Resources to issue a call for approximately 200 people to come on board on a temporary basis to provide training on the new system. Traditionally, such work would be open to only those with experience in the field of health information technology and training, however in this case, a different approach is being taken – more emphasis is being placed on personality, with a goal to bring in good trainers who can be trained on the technology. Referred to as “Big Break,” it is a great opportunity for anyone looking to transition into a more stable career or an industry with potential for growth. As well, it is a chance for underemployed/unemployed area residents to consider a new career path.
The application process takes place in two parts. Applicants should first visit http://irbigbreak.com/ to fill out an online profile by 5:00 p.m. January 19. After reviewing applications, candidates will be chosen to “audition” for positions on January 21 in New Orleans, at the International House Hotel. Applicants must apply online first; walk-ins will not be accepted. Ideal candidates will be fluent in English and have advanced computer knowledge. A college degree is preferred; however, equivalent technical/professional certification or military experience may be substituted. Other requirements are listed on the Big Break website.
Accepted candidates will have full-time, hourly positions for a five month period, as well as an opportunity to extend the contract or potential permanent job placement. During the credentialing process, which takes four to six weeks, salary is $20/hour; after credentialing, salary will be $25/hour. Healthcare benefits are available for the duration of the contract.
Healthcare is an anticipated growth sector for the New Orleans area; the new VA Medical Center is expected to be complete in late 2014. The VA hopes to begin hiring over 1,000 people in 2013. Big Break is an opportunity for anyone interested in gaining access to the healthcare technology field to gain valuable experience.
Do you have what It takes to be your own boss?
The correlation between military service and self-employment was recently discussed in an article that ran on CNBC.com. The story was based on a study by the Small Business Administration’s (SBA) Office of Advocacy, which had some interesting statistics (A link to the study is here: http://www.sba.gov/sites/default/files/files/rs384.pdf). It found that veterans are at least 45 percent more likely to be self-employed than people without active-duty military service. There are many potential reasons for this, but the bottom line was that an individual’s personal characteristics were considered more influential in business start-up than attributes/training gained while in military service.
The part of the article that caught my eye was a statement made by one of the veterans: the risk of starting a new business was minimal compared to the risk he faced during his time in the Army National Guard. This is a compelling point: this realization of life vs. business risk, combined with the benefits afforded to veterans who seek to become self-employed, may explain the greater tendency for servicemembers to take the leap into entrepreneurship. The article notes different examples of veterans who ventured into self-employment, each with his own unique experience in the process. One found the experience to be relatively smooth, while another had to work diligently to find financing. Another veteran worked with area SBA agencies to get a business developed.
LAFF board members Chris Rinaudo and Bart Phillips encountered their own set of challenges when acquiring their business, Baton Rouge Cargo. Given their collective background and experience, acquiring an established business should have been a relatively simple thing to do. As it turned out, it required almost a year of diligence on their parts. Both Chris and Bart had successful careers in the Navy; Chris holds an MBA and Bart was president of his class at the Naval Academy. Initially, Chris was interested in real estate development, but economic realities created challenges in the industry. He switched gears, and based on his strengths in business and Bart’s knowledge of the transportation industry, they determined the cargo business would be a viable business option for them.
Despite all they had going for them, establishing a business was anything but easy. Going through their local SBA office was unproductive and pursuing the Patriot Express loan program was unsuccessful. Although their attempts at small business start-up through the obvious openings were fruitless, they re-grouped and did some basic research. After experiencing challenges locally with advertised SBA lenders, Chris and Bart became more proactive and educated themselves on which lenders were actually lending the most in small business loans and made their pitch that way. Ultimately, they were successful and are proud owners of their own cargo business. As they work to build the business, the next step will be to position Baton Rouge Cargo to compete for contracts that are subject to veteran set-asides.
Chris and Bart’s story is a valuable lesson: business start-up is not for the weak in spirit. Regardless of prior military service, any individual who thinks it might be a neat thing to have a business must decide if self-employment is going to be worth the effort required. There is a wide variety of programs, not just for the military, to encourage small business development and ownership. The reality is that some local agencies and lenders are very responsive to would-be entrepreneurs needs while some are not. The key is to understand what is required and having the drive to make it happen.
Fortunately, the greater New Orleans area is fortunate to have a number of agencies that are involved in promoting entrepreneurship in the city. It has been well-documented that one of the positive outcomes from Hurricane Katrina has been the influx of people into the city with entrepreneurial drive and spirit. In 2010, the Brookings Institution found that for every 100,000 adults in the population, New Orleans had 427 new business startups – much higher than the national average of 333 per 100,000. The result is an atmosphere that tends to support new business efforts.
In an effort to support entrepreneurship among veterans, LAFF has worked to develop relationships with local organizations that are ready and willing to cultivate veteran-owned businesses. Most recently, we have partnered with the Louisiana Small Business Development Center (LSBDC) and the Fleet and Family Support Center of Naval Air Station Joint Reserve Base New Orleans to produce small business workshops devoted exclusively to veterans. The LSBDC has a history of promoting entrepreneurship in the area and has great expertise in helping people obtain necessary financing. Recently, it embarked on a path to encourage veteran-owned businesses in the greater New Orleans area. These workshops are the first step in that journey and will cover the following topics:
Starting and Financing a Business for Veterans – January 24, 9:00 a.m. – 11:00 a.m.
Discussion topics include writing a business plan, funding sources for business start-up and expansion, small business resources and licenses required.
Business Plan Writing for Veterans – February 14, 9:00 a.m.-11:00 a.m.
Every new business should have a business plan, which will allow the owner to develop and grow the business; however, many people are intimidated at the prospect of putting a plan together. This seminar will go through the detailed parts of a thorough business plan and will help existing business owners determine their direction. Topics include what a business plan is and what it is used for, a Full Business Plan Planner workbook and worksheets for financial projections.
Five Steps to Secure Financing for Veterans – March 6, 9:00 a.m.-11:00 a.m.
This workshop helps the entrepreneur know what to do before approaching a lender, including understanding financial needs, identifying sources of capital and preparing essential documents for the potential lender/investor. Understanding what a lender is looking for and potential questions to be answered can increase the success of securing financing. Other topics include worksheets to determine start-up costs, personal financials and budgets and a resource directory.
These workshops will be presented at the Fisheries Assistance Center at 8018 Highway 23 in Belle Chasse. Pre-registration is required by calling LAFF, 504-267-9125, the Fleet and Family Support Center, 678-9024 or LSBDC at 504-831-3730.
Regardless of what the level of community support is for anyone interested in starting a business, it is vital that the would-be entrepreneur be committed to the effort. Business ownership is not easy and as LAFF’s board members demonstrate, it takes dedication and hard work to realize the goal, even in the best of circumstances.
Louisiana Armed Forces Foundation
Where the jobs are.
While much of the nation struggles with a high unemployment rate, veterans have been hit particularly hard in the recession. The national unemployment rate has hovered around nine percent; veterans, however, suffer a higher rate of unemployment. The figures released in November pegged the veteran unemployment rate at 12.1%. It appears that the younger the veteran, the more difficult finding employment can be. Veterans in the 18 to 24 age range have an unemployment rate of 30.4%.*
We are fortunate to call Louisiana home for many reasons, and in researching this post, I learned yet another reason to be grateful to live in Louisiana: it has a very low unemployment rate. The general unemployment rate was 6.9% at the end of September 2011. The unemployment rate for veterans at the same time was 4.5%. More impressive, the unemployment rate for post 9/11 veterans is 2.8%.** This indicates that Louisiana supports its veterans, which is not surprising. In our short existence we have been impressed with the number of organizations such as LAFF that are helping veterans as they transition from the military into the civilian world. It is possible that given the coming troop drawdowns from Iraq, that these figures could creep up.
Regardless of where the unemployment rate goes, it is always good business to know where the business is. LAFF did some research and found information on employment in Louisiana, including projections to 2018. The Louisiana Workforce Commission periodically prepares ten year employment forecasts for the state. In February 2011, the Commission updated the forecast for the period 2008-2018. Some of the findings are summarized below:
New Orleans Area:
The Commission’s report noted the greatest opportunities for growth in food manufacturing, primary metal manufacturing, telecommunications, health care and hospitality. Petroleum and coal products, manufacturing, truck transportation, and machinery manufacturing are expected to show some growth as well.
Baton Rouge Area:
Wood product manufacturing, insurance carriers (and related industries) and accommodations/gaming should contribute employment opportunities. Other stable/growing areas include administrative and support services ; professional, scientific and technical services; and water transportation.
Houma Area:
Long term demand seems strong for machinery manufacturing.
Lafayette Area:
Much of the Lafayette area was affected the oil spill of 2010, so there was no solid prediction for mid-term growth given the uncertainty that remains.
Lake Charles Area:
Several sectors for employment are forecasted to be lower for this area, however growth is anticipated in transportation equipment manufacturing and transportation support activities. There is potential for a new casino in the area, which may add more job opportunities in the amusements/gaming/accommodations sectors.
Alexandria Area:
Utilities are expected to see some employment gains in the next five to six years.
Shreveport Area:
Machinery manufacturing is expected to add jobs, while other sectors are not expected to fare as well (transportation equipment manufacturing, paper manufacturing).
Monroe Area:
Transportation equipment manufacturing is anticipated to grow significantly, pending an anticipated new company’s loan approval. Administrative and support services are also expected to grow modestly.
These are just forecasts based on current information, but there is benefit in having a basic understanding of what is projected. For instance, anyone who is interested in pursuing a career in the hospitality industry may want to focus an employment search in Lake Charles or Baton Rouge. The person who loves New Orleans and does not want to leave should think about developing skills in one of the sectors where growth is anticipated. Understanding where potential growth is can help determine what education or training is necessary to help make the most out of any job market.
Sources:
*http://www.businessweek.com/finance/occupy-wall-street/archives/2011/11/the_vets_job_crisis_is_worse_than_you_think.html
**http://jec.senate.gov/public//index.cfm?a=Files.Serve&File_id=14425c08-4cf2-4370-9322-35cd27dd3ace
Veterans Day, 2011
From Captain Keith Amacker, US Navy (Retired):
Captain Amacker is the Director of Homeland Security Studies at Tulane University
laarmedforces 