Pro Can Help You Craft Civilian-Friendly Resumes

By Tranette Ledford
Decision Times

If you want to work as a civilian, you have to talk like one — résumé included. You speak a language foreign to most civilian employers.

No matter how many commendations you have or how skilled you are, hiring managers don’t know what OCAR is, they’ve never referred to a job as an MOS, and they won’t have a clue what you’re talking about if you say you got a degree through SOC.

As one of the most important tools you’ll use to land interviews, your résumé needs to be written in words employers easily recognize. If they don’t “get” your background and abilities, you’re not going to get the job.

Helping people get jobs is what Wendy Enelow and Louise Kursmark are all about. Together and separately, they’ve authored dozens of books related to career transitions and job searches. Résumés are their specialty.

In one of their newest books, “Expert Résumés for Military to Career Transition,” they offer recommendations for how to develop the kind of résumés that lead to job interviews.

“Our book explains how to tailor your résumé to transition from military careers to civilian careers by using strategies and vocabulary,” said Enelow, a certified résumé writer and career-transition coach. “One example is the transferability of skills strategy.

“Say you’ve been a commander and now you want to be a human resources manager. You need to talk about organizational development and work force optimization. These are words the human resources industry understands. Likewise, if you’re a mechanic, you don’t want to talk about your work on a Bradley tank. You want to talk about your experience in fleet management and vehicle preparation and maintenance.”

Enelow advises service members to research the industry in which they want to work and learn the vocabulary relevant to that career field.

“Job ads are good places to get the terminology,” she said. “Also subscribing to industry magazines and publications. To learn the lingo you need to immerse yourself in the community in which you want to work.”

She outlines other strategies, such as including a work summary on a résumé.

“Paint the picture of your experience with your summary,” she said. “The value of any summary is that it gets you through that first quick review and tells who you are and how you want to be perceived.”

Dwayne Dupeire has spent 18 years in the Marine Corps. An ordnance officer and chief warrant officer 3 at Camp Geiger, N.C., Dupeire plans to retire when he reaches his 20-year mark. But he’s already prepared for the job search. As soon as he began thinking about his retirement he hired a résumé service to put his military experience into a civilianized marketing package.

“I know my strengths,” Dupeire said, “I have a good background in leadership and dependability. I’m in charge of an armory with more than a billion-dollar account. But I’m not a résumé writer and I knew someone else could do it better than I could.”

Dupeire contacted CareerProPlus and sent the company a data sheet that listed every job he’s held and every place he’s worked.

In return for about $700, he received a résumé that converted 18 years of military service into a document that summarizes his best qualities and highlights his managerial and supervisory abilities “civilian-style.”

“It may sound like a lot of money,” he said. “Paying for a professional résumé ups my chances for the kind of job I want. So it pays for itself.”

CareerProPlus is an extension of CareerPro Global, Inc., headed by Barbara Adams. Her team has been studying hiring trends and the labor market for some 20 years and developing résumés that meet the demands of employers. Adams said that while today’s market is increasingly a good one for military members, transitioners may be overlooked simply because their résumés contain military jargon.

“Some clients have several decades of experience in jobs and in very unique skills that might not be easily understood without some translation,” she said.

“They also may be looking to have two or three different résumés to match different industries. Other clients will need only one résumé and because of their experience, they won’t require as much converting.”

CareerPro Global Award Nominees

CareerPro Global is proud to announce the nominations of our own Fran Sheridan and Patricia Duckers in this year’s Toast of the Resume Industry (TORI) Awards, sponsored by Career Directors International (CDI). Pat has been nominated in the Best Creative Resume category, and Fran is up for the Best Military Transition Resume award. Winners will be announced the weekend of October 12, 2012.  Our congratulations to Fran and Pat!

Excellence in Government Fellows Program Fall 2012

Excellence in Government Fellows Program, Fall 2012

APPLICATIONS
The deadline for applications for the Fall 2012 program is September 28, 2012

All applicants are required to complete an online application that includes:

•Background information
•Current resume
•Supervisor recommendation
•One essay

WHO SHOULD APPLY?
The Excellence in Government Fellows program is for GS-14 to GS-15 (or equivalent) leaders seeking to solve national challenges by driving innovation, inspiring employees and delivering results. Candidates must:

•Have a record of strong accomplishment and demonstrate high-potential in OPM’s Executive Core Qualifications

•Have the ability and interest to commit and contribute fully to the program

•Be GS-14s to GS-15s or the equivalent in the military, state or other pay systems (exceptional GS-13s are also encouraged to apply)

•Be capable of travelling to Washington and other locations for sessions

•Have the support of their agency or department

TIME COMMITMENT AND DATES
During the year-long program, Fellows remain in their full-time jobs, meet every six weeks and spend a total of approximately 20 days in session. Fellows also devote up to five hours per week to their projects.

Fellows are expected to attend all seven class sessions. While exceptions are made for family and work-related emergencies, applicants should review the class schedule and confirm their availability before applying for the program.

•Values, Vision, and Mission, October 22–25, 2012, Williamsburg, VA

•Results, December 4–6 or 11–13, 2012, Washington, D.C.

•Leading People, February 5– 7 or 12–14, 2013, Washington, D.C.

•Leading Change, March 18–21, 2013, Location TBD

•Building Partnerships and Coalitions, April 30–May 2, 2013 or May 7–9, 2013, Washington, D.C.

•Business Acumen, June 18–20 or 25–27, 2013, Washington, D.C.

•Synthesis and Celebration, August 13 –15, 2013, Washington, D.C.

TUITION
Tuition for the Excellence in Government Fellows program is $9,900* and includes:

•All coaching and facilitation;

•Course materials (e.g., books, articles and management tools);

•Assessments, one-on-one coaching and individualized development planning;

•Online collaboration tools;

•Access to the Partnership’s resources, expertise and networks; and

•Invitations to ongoing activities (e.g., events of excellence, continuing education programs).

*Sponsoring organizations are responsible for travel expenses associated with events held outside the greater Washington area. The estimated cost for these trips is $2,200 per fellow.

APPLY NOW!

If you are interested in the program and would like more information, please contact:

Chris Wingo
Senior Program Manager
Partnership for Public Service
(202) 464-2690
cwingo@ourpublicservice.org

CareerPro Global: Using an ISO:9001 Certified Company to Write Your Resume = Professionalism and Results

As part of our ongoing commitment to quality, CareerPro Global (CPG) sends a satisfaction questionnaire to every client upon completion of his or project.  We recently received a questionnaire response so wonderful we wanted to share it. At CPG, quality writing, professionalism, and a commitment to customer satisfaction are our hallmarks. Give us a call and let us make you this happy too.

“At first I was a little skeptical, never having used a resume writing service like this before and from reading quite a few caveats about similar services. But after more research, CPG was the only company with a base in the U.S. that was also ISO:9001 Certified with impressive credentials and awards.

“I submitted my request for consultation via the online form late at night and the next morning Chris Sheppard had responded with a follow-up phone call. Mr. Sheppard was extremely professional, courteous, polite, and most importantly, attentive to my questions and career intentions. I immediately felt comfortable speaking with him. He is a fabulous coach and guided me through understanding the government hiring process.

“Mr. Sheppard introduced me to Joseph L. Tatner, who would be come my expert resume writer specializing in my field, Information Technology (I.T.). Working under a tight deadline in order to meet a couple of job postings before their closing dates, Mr. Tatner worked diligently over the weekend and evenings to transform my programming experience into a noteworthy I.T. Specialist career! Mr. Tatner took the time to consult me via phone to really understand my background and the types of positions I wanted to target.

“The final outcome called for minimal edits and was a professionally drafted, government-formatted resume that fit perfectly into the USAJobs Resume Builder Program! I was absolutely impressed with the choice of wording, the structure, and how he was able to formulate certain skills and competencies from the basic descriptions I provided. With new resume in hand, I immediately began posting to jobs I had saved, and within a week’s time, I have received my first ‘Eligible’ status from a posting where my resume is being reviewed by a hiring manager!

“Even if you think you are a fantastic writer, resume writing is a whole different world…and government resume writing is in a league all its own. I wouldn’t trust any other company besides CareerPro Global to guide you and prep your career for government employment!

“Thank you, Mr. Sheppard and Mr. Tatner, for your professionalism, diligence, and guidance through what can seem a confusing process. I will definitely recommend your service to others.

“All the best, M. H.”

Why Hire a Professional Resume Writer?

by Barbara Adams, President and CEO of CareerPro Global, Inc.

Military personnel can offer a great deal of experience and dedication to the private sector employers. You undoubtedly realize as a highly-respected person serving in the military, “you have worn many hats,” and yet the summation of your capabilities and talents is often inadequately regarded if it is described using military jargon. Most civilian employers do not understand military protocol, and quite frankly, they are not required to because they are not interviewing you for a position in the ranks of uniformed service. Professional resume writers are experienced in organizing, assimilating and interpreting your military career and marketing you effectively. Accomplished and experienced military to civilian resume writers can strategize your qualifications and experience and demilitarize your career, projecting your experiences into a highly effective resume presentation.

Even well-qualified, dedicated, and capable candidates such as yourself has to plan strategies and care enough about the first impression you make with a potential civilian employer to show the hiring authorities your “best side.” It’s a known fact if your resume is going to get the attention it deserves, “make your first impression your best impression.”

Sometimes hiring professionals may not completely understand military acronyms or even the basic hierarchy of the military. Recognized as “Home of the Military Transition Writing Experts,” our highly trained and skilled team has been writing military to civilian transition resumes since 1986, from Desert Shield/Storm to Operation Iraqi Freedom, and all the brave missions in between. We have a deep sense of pride and honor to be able to offer you, who have served our country so selflessly, the very best in writing talent, available to encapsulate your military years for civilian review.

In today’s military, you have traveled across many miles and continents, handled personnel issues, logistics, training; managed materiel, equipment and inventory just to name a few, and many have fought bravely in life-threatening war. How do you explain this to a civilian? How could they ever imagine some of the assignments you have participated in and successfully accomplished? They cannot. But experienced and trustworthy professional resume writers have the ability to interpret and integrate your military background into a comprehensive, easily understood resume. We can transcribe your experiences, accomplishments, challenges, actions and results into the smoothly-reading qualifications and skills employers can relate to – and are looking for.

The first step for the transitioning applicant is to understand his or her talents, skills, and abilities and how those attributes relate to business and industry. Military personnel develop traits beneficial to private enterprises because they are held to the highest standards of performance and operations. Recruiting professionals statistically have agreed military personnel make excellent leaders, once given a specific task: they are decisive, resourceful, disciplined and devoted team players; performing exceptionally well under pressure.

Why do recruiters or hiring managers ever overlook well-qualified military applicants? First, they may not be able to establish (or understand) matched skills from the military resume, perhaps because the language and “buzz words” do not equate to their customary civilian terminology. If the recruiter is forced to decipher too much technical information or military jargon, he or she may be unable to see the value of the candidate.

As a former member of the military, no matter the length of time served, you have much to offer and are the most loyal, well-trained, disciplined, and goal-oriented individuals any employer could hope to recruit. One of the most important decisions you can make to aid in your transition from the military is to hire an expert who can market and emphasize your value expertly in this competitive employment economy we face today.

Our team of Certified Professional and Federal Resume Writers and Career Coaches is here to help launch your civilian career in the most professional manner possible.

Barbara Adams is the President and CEO of CareerPro Global, Inc. (CPG). She has been on the leading edge of SES application development for decades. Committed to providing world-class service, she has also built an SES writing team that has assisted more than 2,500 clients develop their application materials. Ms. Adams has been featured on TV and radio and as a presenter at numerous career conferences. CPG recently sent a team to instruct senior officials at Warner Robins Air Force Base, Georgia, in best practices for developing their SES application materials. She is the co-author of the new book, Roadmap to the Senior Executive Service: How to Find SES Jobs, Determine Your Qualifications, and Develop Your SES Application.

BREAKING: U.S. Army Completing Transition to DoD Enterprise Recruitment Tool (USA Staffing) Effective 5/1/2012

From the Army Civilian Resume Builder and ANSWER Website:

ATTENTION APPLICANTS:

The Army will complete its transition to the DoD Enterprise Recruitment Tool (USA Staffing) effective, 1 May 2012. USA Staffing will be the single hiring process and tool used by all DoD components. Effective, 31 May 2012, the Army Resume Builder will no longer be available.

Resumes cannot be electronically transferred to USAJOBS/Application Manager. Applicants must manually extract their resume data prior to the system going off-line. Applicants are encouraged to pre-position their resume into USAJOBS to apply for Army positions. Applicants will be able to view the status of self-nominations from the old system via USAJOBS – My Account – Application Status.

Tips on application procedures can be found at: Tips on Application Procedure

 

Integrating the Competencies into Your “Leading People” Narrative

by Barbara Adams, President and CEO of CareerPro Global, Inc.

With very few exceptions, almost every Senior Executive Service (SES) position you apply for will require you to submit Executive Core Qualification (ECQ) narratives. While it is obviously important to ensure the examples you provide match the ECQ titles of Leading Change, Leading People, Results Driven, Business Acumen, and Building Coalitions, that’s actually not enough. The best way to write ECQs is to first select a topic that makes sense for that particular ECQ, and then look at the specific competencies and ask yourself whether you can address most or all of them effectively.

For example, let’s talk about Leading People. Imagine a senior military officer who is retiring after 20 years of distinguished service and trying to enter the SES. Now, imagine that he/she is writing his/her Leading People narrative. This individual is clearly a strong leader, and had led organizations of more than 1,000 people and provided executive oversight to 12 different organization comprised of more than 100,000 people stationed around the world.

Now, let’s say this individual provides a great description of all this leadership, but focuses purely on leadership philosophy and the complex missions the organization had to accomplish. Shouldn’t those folks in the Qualifications Review Board (QRB) still be able to tell what a great leader this person is? Maybe, but maybe not. Even though this individual is clearly a seasoned leader with worldwide experience in a variety of field and office environments, the ECQ likely won’t pass muster and the board will deny it.

Why?

Because the competencies were not addressed. The important thing to remember here is that the Office of Personnel Management (OPM) has been very specific about HOW it wants examples presented. So, even though every example is different, every career is different, and there is no “cookie-cutter” way to write an ECQ narrative, there are certain criteria that a strong ECQ should meet. First, OPM wants specific examples presented in the Challenge-Context-Action-Result (CCAR) format. However, more importantly, OPM wants the examples to be expressed through the “lens” of the competencies. If these criteria (along with a few others) are not met, the board will probably reject the applicant’s ECQs.

Let’s get back to our example. It’s not enough that this individual provided an example that clearly “proves” his/her leadership experience. Unfortunately, this applicant failed to tell the story though the lens of the competencies. In other words, while providing this great story of leading large organizations through major challenges, this individual failed to describe how he/she built the team, developed individual members of the team, leveraged diversity, and managed conflict (the four competencies required for Leading People).

One of the best ways to ensure you address the competencies in any ECQ is to turn those competencies into questions, and then answer those questions in the “action” section of your narrative. Regardless of what a great leader you are, and how logical it seems that your Leading People examples demonstrate your leadership, go back to the competencies. If you don’t weave those into the narrative, you are at serious risk of being rejected by the QRB. Here are some of the questions you might ask when writing up your Leading People narrative:

• What did you do to specifically build a more cohesive team environment? Did you hold weekly meetings or social gatherings, or provide incentives, awards, time off, etc.? (team building)

• Did you have to handle conflicts between two or more employees or offices? What did you do to resolve the situation constructively? (conflict management)

• Did you provide opportunities for or encourage staff to enroll in professional development opportunities or extend anyone’s responsibilities to a higher level of job description or expectation? (developing others)

• Did you encourage female candidates in a traditionally male-dominated field or recruit to minority groups? (leveraging diversity)

• Did you select teams for projects that included a diverse mix of individuals—professionally, educationally, culturally, etc.? (leveraging diversity)

• Did you utilize intern programs, fellowships, or other professional development programs to recruit young talent? Did you then arrange for them to be mentored into the mainstream? (developing others/leveraging diversity)

You can find job-winning, OPM-approved samples of SES application packages and a complete set of ECQ builders in our book, Roadmap to the Senior Executive Service. Get your copy today by clicking on this link or searching the title on Amazon.

 

Barbara Adams is the President and CEO of CareerPro Global, Inc. (CPG). She has been on the leading edge of SES application development for decades. Committed to providing world-class service, she has also built an SES writing team that has assisted more than 2,500 clients develop their application materials. Ms. Adams has been featured on TV and radio and as a presenter at numerous career conferences. CPG recently sent a team to instruct senior officials at Warner Robins Air Force Base, Georgia, in best practices for developing their SES application materials. She is the co-author of the new book, Roadmap to the Senior Executive Service: How to Find SES Jobs, Determine Your Qualifications, and Develop Your SES Application.

The beauty and power of accomplishments

I know resumes.

Before I joined the CareerPro Global team, I worked in management for two decades, with a dozen or so years spent as the company’s human resources liaison. There were few things I dreaded more than having to place a help wanted ad because I knew I would soon be overwhelmed with resumes. And not just any resumes: boring resumes. After a while, one looked exactly like the next, and they all said the same thing:

     WRITER, Company Name, 2000-01

     Wrote news headlines.

     Wrote text copy.

     Wrote artwork captions.

     Wrote…

     wrote…

     and wrote….

Yawn.

That was all wonderful and good, but it didn’t tell me why I should interview one candidate over another—let alone consider hiring one of them. So I had to devise my own methods of choosing:

“This one likes animals, she must be okay.” …  “I once knew a woman named Martha, and I didn’t like her. Sorry, Candidate Martha.” … “This man has a lot of experience, maybe I should talk to him.” … “This man has so little experience; maybe I can give him his big break.” …  “Can anyone start tomorrow?”

Needless to say, I hired many duds and probably overlooked some talented people.

Every once in a while, however, from out of the blue, I received a resume that was just a little bit different. It caught my attention. It differentiated the candidate. It made me believe that he or she really might be able to fill the vacancy perfectly. At the time, I couldn’t put my finger on what the difference was. The color of paper? The type? Did this person have more or less experience?

Of course, now I know what made those rare resumes stand out from all the rest: ACCOMPLISHMENTS.

When a candidate listed his or her accomplishments in a resume, it gave me a much better picture of that person’s talents and achievements–and potential–then a simple laundry list of duties that someone may have failed in completely.

Accomplishments led me to understand that one candidate had successfully run a print production department with 20 personnel, producing two publications per month, with an annual cost of job budget of $1K. Another candidate’s accomplishments shared that he had been a ghostwriter for seven technical journals, one of which had won an award for most comprehensive presentation. And yet another set of accomplishments allowed me to spot a woman who illustrated children’s books, gave me a listing of the books, told me she was capable of producing more than 30 original full-color pieces per month, and the average job commission was $6K.

It’s a bit more telling than Generic Writer’s laundry list above, isn’t it?

Speak to any of our career coaches and they will all tell you the most important piece to a resume is accomplishments. Accomplishments are so important, in fact, that we’ve developed free training for men and women exiting the military to assist them in finding those accomplishments and presenting them in such a way to make them civilian friendly and to POP for human resources personnel. We have written books that pound in the need for accomplishments, accomplishments, accomplishments.

If you have been looking for work and applying to vacancies with little to no luck, look at your resume. Forget the paper color. Forget the type style. Forget if your name is written in big letters or small. Are you sharing your accomplishments or have you simply created yet another laundry list of duties? If the answer if the latter, give us a call. We can help. We’re the experts. And we have the accomplishments to share with you to prove it.

While you’re at it, if you are interested in looking at one of our most recent accomplishments, our free veterans’ training, follow this link, http://tinyurl.com/cpgfreetraining,  and look for the “Five Steps” products. You might also want to sign up for the CareerPro Global newsletter at http//tinyurl.com/cpgnewsletter,  which is filled every month with great advice for job seekers, information on the latest happenings in the career world, news of our latest free offerings…and maybe even an accomplishment or two of our own.

New Senior Executive Service (SES) Performance Measurements

In 2010, the President’s Management Council started a working group to explore ways to improve SES performance evaluation, and ultimately recommended a new standardized system. In 2011, top Office of Personnel Management (OPM) leadership stated that the challenging financial environment and other issues were placing a strain on the SES workforce.

Consequently, OPM has released a new performance management system for the SES. The new measurements are designed to improve the evaluation process through a standardized framework to not only communicate performance expectations, but also evaluate performance.

That framework integrates the five Executive Core Qualifications (ECQs) used to assess potential SES employees during the application process. The five core competencies are: Leading Change, Leading People, Results Driven, Business Acumen, and Building Coalitions.

Although SES employees have always been expected to provide executive leadership and oversight, the new emphasis on the ECQs in performance measurement places a sharper emphasis on individual results. In the new framework, senior executives will be assessed in their official performance evaluations in each of the five ECQ areas (on a scale of one to five).

Any executive who receives a final rating of “unsatisfactory” will be removed or reassigned. The same thing applies to any executives who receive two ratings at less than Level 3 within three years, or two Level 1 ratings within five years.

In Fiscal Year 2010, more than one-third of all SES members received the highest possible rating on their performance evaluations. It will be interesting to see how these new performance measures will affect those metrics. In the meantime, the importance of the ECQs in general will become even more prominent.

Think about it: Those applying for an SES position already have to provide well-written examples of their career accomplishments in each of the 5 ECQs while incorporating 28 competencies throughout. It was seen as almost a rite of passage, which it was.

But now, the ECQs won’t just be the way you describe your experience when applying for the SES; they will be the very cornerstone on which your ongoing performance (and job security?) is assessed and recorded in your official records.

The SES requires a dynamic balance of leadership, strategic thinking, and specialized experience. To enter the SES, your ECQs must demonstrate that you have the right balance, and they must show results. I predict that integrating the ECQs into the new SES performance measurement system will put a sharper focus on results across the SES in years to come, and that can only be a good thing.

Perhaps the collective standard of the SES has been raised a bit—or perhaps a lot. Only time will tell.

You can find job-winning, OPM-approved samples of SES application packages in our book, Roadmap to the Senior Executive Service. Get your copy today by clicking on this link or searching the title on Amazon.

 

Barbara Adams is the President and CEO of CareerPro Global, Inc. (CPG). She has been on the leading edge of SES application development for decades. Committed to providing world-class service, she has also built an SES writing team that has assisted more than 2,500 clients develop their application materials. Ms. Adams has been featured on TV and radio and as a presenter at numerous career conferences. CPG recently sent a team to instruct senior officials at Warner Robins Air Force Base, Georgia, in best practices for developing their SES application materials. She is the co-author of the new book, Roadmap to the Senior Executive Service: How to Find SES Jobs, Determine Your Qualifications, and Develop Your SES Application.

ALJ Hiring Update

The 1954 musical Brigadoon featured a mystical town in the Scottish Highlands that appeared to mere mortals only once every hundred years for one day, thereafter to disappear into the mists of time for another century. Similarly the ALJ register opens only for brief periods, then to close again, sometimes for years.

Attorneys who aspire to join the ranks of Administrative Law Judges will have to be prepared at the moment that the “town” appears. With no exam since 2009, many ALJ aspirants are awaiting the opening of this much anticipated event. The ALJ hiring process begins with the establishment of a register of qualified candidates which is maintained by the Office of Personnel Management (OPM). Names of qualified candidates are added only when the examination is announced, an event that has occurred about every 13 months in the last few years. The opening of the exam is long overdue by this standard, and it leaves those anticipating its arrival guessing about the next steps. Unlike Brigadoon, the exam’s appearance does not occur at regularly scheduled intervals. Another large unknown in the process is the uncertainty of Congress’ budget dealings. No examination or hiring can occur until the budget for 2012 is set.

Hiring reform aimed at eliminating arduous narrative-heavy applications was implemented for competitive service positions throughout the federal government in late 2010, but thus far, the ALJ examination process has been untouched from its last few iterations. OPM has formed groups to study the ALJ hiring process to see how it might be streamlined or improved, and there is some speculation that the exam will not open until this new process is established and implemented. Competing rumors say that the existing examination process will used once more in the spring of 2012 under a repeat of the recent, more-familiar process.

Whatever your guess, the Social Security Administration just announced that it will hire retired ALJs to serve on temporary contracts to help alleviate the agency’s backlog while it awaits funding to fill positions on a permanent basis. This may be a clue that we will all wait a little while longer to join the desirable land of ALJs.

What can you do to be ready? Regardless of how a revised process might affect the specific format of the ALJ exam, we bet it will still require a fair amount of writing. Preparing an application based on the last examination announcement will save you invaluable time and help you have your required details all in one place. An effective application features your unique career achievements—with measurable results—that demonstrate why you are a standout among candidates. You will need a federal style resume, as well as narrative content that speaks to your accomplishments in specific competency areas. These are detailed in the 2009 ALJ examination announcement which can be viewed online.

What else can you do? Join online discussions about ALJ issues to stay informed about the latest musings and happenings about ALJ hiring and other relevant issues. Set up an automatic job posting search on www.USAJOBS.gov to receive alerts about ALJ related job postings. And stay tuned right here for future updates.

Elizabeth Juge is CareerPro Global’s primary expert on federal attorney applications, including Administrative Law Judge qualifications and application processes. Drawing on her experience consulting with federal jobseekers and potential ALJ candidates, Elizabeth co-authored Roadmap to Becoming an Administrative Law Judge: How to Find ALJ Jobs, Determine Your Qualifications, and Develop Your Application. She has helped numerous job seekers earn “best qualified” status in their applications and positions on the ALJ register.