CLP Resources
As one of the nation’s top staffing companies, CLP Resources has multiple employment opportunities for veterans in the skilled trades, sales and management.
CLP Resources, Inc. is a construction staffing company that provides quality skilled tradespeople to a broad range of building contractors, and rewarding employment opportunities to a qualified workforce. The company recruits and hires the best and brightest tradespeople around, then matches them to each contractor’s specific job requirements. CLP customers are general contractors, subcontractors and facilities managers working on commercial and residential projects, new construction, remodels and renovations.
G.I. Jobs talked with Kristen Martyka, a regional recruiter, to talk about career opportunities with the Reno, Nevada, based staffing company.
GIJ: What do prior military hires bring to your company that you like:
CLP: Leadership, experience and commitment.
GIJ: What issues/surprises do you find that military transitioners/veterans need to be aware of when entering the civilian workforce:
CLP: It’s a competitive market and it’s important to be persistent and follow-up.
GIJ: What advantages do military personnel have over their peers of the same age and education level:
CLP: World experience, discipline, management and leadership.
GIJ: What disadvantages do you find:
CLP: A lack of corporate experience. In our organization the lack of sales experience is a disadvantage.
GIJ: What are the most common mistakes you see on military/veteran résumé:
CLP: Often times there is a lack of detail or information is left out that may be of relevance.
GIJ: What are the most common mistakes military/veterans make in interviews:
CLP: Sometimes an individual’s true personality doesn’t show through. In some situations military/veterans answer questions with a direct single statement and don’t elaborate on their experiences or skills.
GIJ: Is relocating essential for promotion within your company:
CLP: Yes, it can be. If you are willing to relocate there is more of a chance to be considered for promotional opportunities.
GIJ: What types of positions does your company recruit military for:
CLP: Associate trade recruiters, trade recruiters, sales managers, branch managers, plus skilled tradespeople.
GIJ: Describe the responsibilities of one of these positions:
CLP: Branch Manager - This is achieved through utilizing a consultative sales approach, developing premium level accounts and ensuring strong customer satisfaction and retention. Additional responsibilities include implementing and ensuring the integrity of operational standards and processes, overseeing risk management, and mentoring/supervising branch operations personnel.
GIJ: Can a new hire stay in this position for an entire career or do you require new hires to “move up or move out” like the military does:
CLP: A new hire has the choice to stay in his/her position their entire career. Each position can prove to be continuously challenging and forever changing. However, they may apply and be considered for promotional opportunities if they have a proven track record of success in their current role.
GIJ: Describe the typical career progression for someone in this position:
CLP: Branch Managers can advance to become sales managers, serviced directors, and over time have the potential to progress into a regional director role.
GIJ: Do you look for any specific educational requirements for this position:
CLP: There are no specific educational requirements.
GIJ: What is the average starting pay for this position:
CLP: $50,000-$55,000 + bonuses.
GIJ: Describe the benefits of this position:
CLP: CLP provides a variety of benefits to our employees including health care, 401(k), stock purchase plan, vacation, and flexible spending account.
GIJ: Do employees need to pay for any of their benefits:
CLP: As a new employee, CLP pays 70 percent of health care benefits. As you gain tenure with the company, CLP pays a higher percentage.
GIJ: Are there any other special incentive benefits that might interest military new hires (i.e. tuition reimbursement, relocation allowance, company car, etc.):
CLP: CLP has a stock purchase plan at a discounted rate.
GIJ: What type of educational experience do you look for in military candidates:
CLP: Although we don’t require a four- year degree, it is definitely taken into consideration if individuals have completed college coursework.
GIJ: Did any of the senior executives in your company serve in the military:
CLP: Ed Nubel, CLP’s vice president of sales and marketing, served as a lieutenant in the U.S. Navy and was on active duty from 1972-1975.
Martyka’s Advice
- Be specific in your stated objective and have it reflect the position you are interested in. Too often do I see people applying for an outside sales position and in their objective they state that they are looking for marketing, purchasing or an administrative type role. It’s important to take the time to come up with a clear objective that coincides with the company and position of interest.
- Tailor your résumé and military experience to fit with the requirements of the position you would like to be considered for. For example, if the position requires people management experience and you managed individuals in the military, be sure to document it in your résumé. You may want to include details like; how many people managed, how long, and what were the additional responsibilities.
- When interviewing, be sure to show personality and give specific examples to the interviewer when asked questions. For example, if an interviewer asks a question such as “How do you handle pressure or stressful situations:” state a specific time in your military experience when you were in a stressful situation and what you did to handle it. Paint a picture and tell a story to the interviewer.