EG&G Division of URS Corporation
EG&G Division staffing manager tells transitioners how to GET HIRED™.

The EG&G Division of URS Corporation is a contractor to the U.S. federal government, serving every branch of the Department of Defense (DoD), as well as the Department of Homeland Security, NASA and other federal agencies. The division provides systems engineering and technical assistance to develop weapons systems, and maintains and repairs vehicles, aircraft and other military equipment to extend their service life.

The EG&G Division also provides logistics support and installations management and trains military pilots. In communities throughout the United States, the division supports homeland security activities in the areas of emergency preparedness, force protection and security systems.

Because the EG&G Division works so closely with the DoD, Staffing Manager Kenneth L. Reese values the advantages military transitioners bring to the work force, benefits such as security clearance and knowledge of military equipment. In fact, veterans comprise nearly half of the work force at EG&G. G.I. Jobs asked Reese to share insight on how to land a great post-military job.

GIJ: What do veterans bring to your company that you like?

Reese: Military hires typically bring a strong sense of integrity and ethics, dependability, loyalty, and a dedication to the mission. In addition, they tend to have an orientation toward success with solid management and leadership skills. They also display a sense of urgency to accomplish and complete any task given.

GIJ: What issues/surprises do you find that military transitioners/veterans need to be aware of when entering the civilian work force?

Reese: Those transitioning from the military should understand salary negotiations. It’s important to research the average salary for a position based on the location of this position. There are numerous Web sites available to gather this information in advance of the interview.

GIJ: What advantages do military personnel have over their peers of the same age and education level?

Reese: There are numerous advantages. As a federal government contractor supporting the DoD, the military personnel we hire know our business. They have the experience operating the equipment we maintain. They are technically proficient and perform well under pressure. And most importantly, they display a sense of teamwork gained through their experience in the military and have security clearances which allow them to immediately contribute to our success.

GIJ: What disadvantages do you find military hires are up against in their civilian job search?

Reese: Military hires are not as knowledgeable about where and how to use the Internet for their job search.

GIJ: What are the most common mistakes you see on military/veteran résumés?

Reese: A common mistake is the use of military jargon. They should list their experience in a way that will easily translate to the corporate world. They should provide enough detail for the reader to gain a good understanding of their background.

GIJ: What are the most common mistakes military/veterans make in interviews?

Reese: A common question most companies ask during an interview is, “What do you know about our company?” Most candidates do not take the time to research the company in advance of the interview. Visit the company Web site and be prepared to answer questions about the company. By taking this simple step, you’ll show the interviewers your interest in the company.

GIJ: Do most military candidates dress appropriately for their interviews? 

Reese: Yes. The Transition Assistance Program does a very good job of covering this topic in the interview workshops.

GIJ: How would you recommend a military candidate research your company to see if it is the right company for them?

Reese: Visit the company Web site for information on the history, overview, revenue, number of employees and future projects/direction. They can also use Google, Yahoo or other similar search engines to gather additional information.

GIJ: Is relocating essential to promote within your company?

Reese: No

GIJ: What types of positions does your company recruit military for?

Reese: We recruit military for numerous positions within our company, but some specific positions include aviation/wheel/track technicians, logistics, administrative, IT, communications/electronics technicians.

GIJ: Describe the responsibilities of one of these positions.

Reese: The mechanic position requires at least depot level maintenance experience. The normal working hours are CONUS (6:30 a.m. to 3 p.m. Monday through Friday) and OCONUS (seven days a week, 12-hour shifts). This position supports the DoD in the maintenance of all types of military equipment (i.e., fixed/rotary wing aircraft, wheel/tracked vehicles, generators, communications equipment).

GIJ: Do you look for any specific educational requirements for this position?

Reese: Many of our positions have specific educational requirements that are noted in the position description when we post positions to our Web site. The technician positions generally require at least three to five years of recent experience, which can be verified by a DD214.

GIJ: Describe the typical career progression for someone in this position.

Reese: Employees are generally hired at an entry level with an opportunity for progression after 90 days. EG&G supports employee development by hiring from within whenever possible. Employees are encouraged to apply for management positions.

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?

Reese: We do not have a “move up or move out” philosophy. We have technician positions at locations worldwide, so they can remain in their position but also move around if desired. For those interested in advancement, employees have the opportunity to apply for positions through our internal career center.

GIJ: Are there any military/veteran specific programs at your company?

Reese: EG&G supports and partners with Wounded Warrior Program, U.S. Army PaYS Program and the U.S. Army Reserve Employer Partnership.

GIJ: Are there any other special non-military specific incentives that might interest military new hires?

Reese: EG&G offers competitive salaries, along with an exceptional benefits package that includes medical, dental and life insurance, 401(k), Employee Stock Purchase Plan. Tuition assistance is also available.

GIJ: What are some of the programs your company has to seek out and identify military and veteran employees?

Reese: EG&G has a dedicated team of recruiters, with several recruiters who, on average, have five years of military recruiting experience. We maintain close working relationships with military transition offices.

GIJ: How has your company benefited from an active military-hire program?

Reese: There are numerous benefits. With DoD as our largest customer, those with military experience have operated or maintained the same equipment we repair. As result, they tend to be productive immediately upon hire. This helps reduce our training costs and enhances credibility with our customers.

GIJ: What type of educational experience do you look for in military candidates?

Reese: It varies by position. We do look closely at prior military experience and training.

GIJ: How many military veterans work in your company and what percentage of the total work force does this comprise?

Reese: 48 percent of our employees are veterans.

GIJ: Did any of the senior executives in your company serve in the military?

Reese: We have numerous managers who are veterans at all levels of the organization, including the senior executive level. A few examples of senior executives:

• Hamp McManus (Major General, U.S. Army, Retired) – VP, Aerospace Technical Services

• Eddie Sasser (Colonel, U.S. Army, Retired), VP, Field Services

• Gary Dylewski (Major General, USAF, Retired), VP, Mission Support

•  Jim Underwood (Rear Admiral, USCG, Retired), VP, Business Development.

Reese’s Words of Advice

• Tailor your résumé to the position(s) for which you are applying.

• Include time frame worked (to/from dates), job title and detailed description of what you did.

• Do not use military jargon or acronyms.