Sodexo
Recruitment manager shares tips on how to GET HIRED^™.  
By Dan Fazio

Sodexo is one of the largest food services and facilities management companies in the world, with 355,000 employees in 78 countries. Founded and headquartered in France, Sodexo employs 110,000 people in the United States – including 3,300 veterans.

Sodexo’s food services include staffing restaurants, catering, executive dining, vending and meal delivery. The company’s facilities management “soft” services include providing reception help desks, concierge services, cleaning, laundry, grounds keeping, waste management and facilities management. Sodexo also offers “hard” services that include plumbing, HVAC filter systems, energy maintenance and repair and project management.

With such a diverse menu of services, it’s not hard to understand why Sodexo
values transitioning service members and the variety of talent and skills they offer. Sodexo’s penchant for hiring veterans landed the company in the 39th spot on the G.I. Jobs Top 50 Military-Friendly Employers^® list in 2008. G.I. Jobs asked Angela Guidroz, recruitment manager for military sourcing and strategy for Sodexo, what she looks for when hiring
military veterans.

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

Guidroz: Prior military understand the leadership of people and often possess the attributes that make civilian leaders successful, such as initiative, the ability to adapt to changing environments, be problem-solvers and look for solutions versus focusing
on the situation. Their drive, initiative
and integrity as part of their DNA are very attractive.

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

Guidroz: They need to be continually working on civilian education in their discipline. For example, environmental service managers can work toward CHESP (Certified Healthcare Environmental Services Professional) certification and human resources managers can work toward SPHR/PHR (Senior Professional in Human Resources/Professional in Human Resources) certifications while in the service so they are marketable when transitioning. Always consider the next step in your career while working in your current role so you are not behind the market need.

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

Guidroz: They often have led a large number of people in situations that call for care of the basic elements of human life and safety, along with millions of dollars of equipment. Often that is overlooked, as it is not directly relevant to the civilian positions, but in fact can be a bigger indicator of their ability to adapt and learn a new technical skill.

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

Guidroz: They are often unprepared and have unrealistic goals, which are very
understandable since most of the less tenured service members are given a great deal of responsibility at a relatively young age. That is not often the case in the
civilian sector. If they prepare while in the service for the next career through all the opportunities that are afforded they will be better able to secure a position worthy of their military experience.

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

Guidroz: Acronyms and not relating their service skills to the job they are applying for. Recruiters want to know what you did, but also what are you capable of doing and how that can translate over to our world. Tailor your résumé and spell out how you can do the job in our company. That requires you to investigate the company, the needs and expectations so you can sell yourself.

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

Guidroz: The ability to move outside of the chain of command mentality and really relate to the “boss” without feeling that they are breaching a code of protocol. It’s important for the interviewer to see you and your potential, not just a stoic figure who can answer “yes” and “no.” Be proud of what you have done and talk about your accomplishments even if it was as part of a team. Discuss your role and how you contributed to the team.

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

Guidroz: The internet is full of information on Sodexo. Ask the recruiter you speak with if you could talk to a local general manager. I know our recruiters want to find the best of the best and we understand candidates will investigate our company – we want them to! Our recruiters are involved in social networking and you can join us on Twitter, LinkedIn and Facebook.

Q: Is relocating essential to promote within your company?

Guidroz: Relocation is not essential for promotion, but does often open up doors that may not otherwise be available. It’s also a great way to gain diverse experience in working with people and different client styles.

Q: For what types of positions does your company recruit military?

Guidroz: All levels of facilities and engineering managers, laundry, grounds and maintenance, food service, dietitians, environmental service managers, patient transport, all of the support services such as IT, human resources, training, finance, supply management, accounting, marketing and communications. We have a very diverse selection of positions across seven divisions in the U.S., and our employees have the option of worldwide mobility in over 78 countries.

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

Guidroz: Our benefits package is quite extensive and includes tuition reimbursement and a partnership with Strayer University and Post University, ongoing reimbursement for professional fees, relocation allowance as the position determines, participation in external professional organizations, mentoring opportunities, along with more benefits added and enhanced each year.

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

Guidroz: We work with TAP offices, reach out to targeted organizations like Hire Heroes USA, Wounded Warriors and Marine for Life, and engage our network of over 3,000 veterans to forward referrals to hiring managers and recruiters. Training has played a significant role with our recruiters in order to educate them and in turn have them educate their hiring manager on the significance of the military candidate and what they bring to this organization.

Q: Do you look for any specific educational requirements for these positions?

Guidroz: Each position and client account may have various requirements, and we have a very skilled group of recruiters that assesses the candidates’ qualifications and skills throughout the screening process. We like to see managers with college degrees, but that is not always a necessity as experience in previous roles can substitute for a degree, thus not eliminating a great candidate who may not possess that educational background.

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

Guidroz: The military candidate’s school experience, such as NCO Academy, specialized technical schools, leadership specific training, as well as any college courses or other education, is always a plus and highly encouraged.

 odexo is one of the largest food services and facilities management companies in the world, with 355,000 employees in 78 countries. Founded and headquartered in France, Sodexo employs 110,000 people in the United States – including 3,300 veterans.

Sodexo’s food services include staffing restaurants, catering, executive dining, vending and meal delivery. The company’s facilities management “soft” services include providing reception help desks, concierge services, cleaning, laundry, grounds keeping, waste management and facilities management. Sodexo also offers “hard” services that include plumbing, HVAC filter systems, energy maintenance and repair and project management.

With such a diverse menu of services, it’s not hard to understand why Sodexo
values transitioning service members and the variety of talent and skills they offer. Sodexo’s penchant for hiring veterans landed the company in the 39th spot on the G.I. Jobs Top 50 Military-Friendly Employers^® list in 2008. G.I. Jobs asked Angela Guidroz, recruitment manager for military sourcing and strategy for Sodexo, what she looks for when hiring
military veterans.

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

Guidroz: Prior military understand the leadership of people and often possess the attributes that make civilian leaders successful, such as initiative, the ability to adapt to changing environments, be problem-solvers and look for solutions versus focusing
on the situation. Their drive, initiative
and integrity as part of their DNA are very attractive.

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

Guidroz: They need to be continually working on civilian education in their discipline. For example, environmental service managers can work toward CHESP (Certified Healthcare Environmental Services Professional) certification and human resources managers can work toward SPHR/PHR (Senior Professional in Human Resources/Professional in Human Resources) certifications while in the service so they are marketable when transitioning. Always consider the next step in your career while working in your current role so you are not behind the market need.

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

Guidroz: They often have led a large number of people in situations that call for care of the basic elements of human life and safety, along with millions of dollars of equipment. Often that is overlooked, as it is not directly relevant to the civilian positions, but in fact can be a bigger indicator of their ability to adapt and learn a new technical skill.

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

Guidroz: They are often unprepared and have unrealistic goals, which are very
understandable since most of the less tenured service members are given a great deal of responsibility at a relatively young age. That is not often the case in the
civilian sector. If they prepare while in the service for the next career through all the opportunities that are afforded they will be better able to secure a position worthy of their military experience.

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

Guidroz: Acronyms and not relating their service skills to the job they are applying for. Recruiters want to know what you did, but also what are you capable of doing and how that can translate over to our world. Tailor your résumé and spell out how you can do the job in our company. That requires you to investigate the company, the needs and expectations so you can sell yourself.

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

Guidroz: The ability to move outside of the chain of command mentality and really relate to the “boss” without feeling that they are breaching a code of protocol. It’s important for the interviewer to see you and your potential, not just a stoic figure who can answer “yes” and “no.” Be proud of what you have done and talk about your accomplishments even if it was as part of a team. Discuss your role and how you contributed to the team.

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

Guidroz: The internet is full of information on Sodexo. Ask the recruiter you speak with if you could talk to a local general manager. I know our recruiters want to find the best of the best and we understand candidates will investigate our company – we want them to! Our recruiters are involved in social networking and you can join us on Twitter, LinkedIn and Facebook.

Q: Is relocating essential to promote within your company?

Guidroz: Relocation is not essential for promotion, but does often open up doors that may not otherwise be available. It’s also a great way to gain diverse experience in working with people and different client styles.

Q: For what types of positions does your company recruit military?

Guidroz: All levels of facilities and engineering managers, laundry, grounds and maintenance, food service, dietitians, environmental service managers, patient transport, all of the support services such as IT, human resources, training, finance, supply management, accounting, marketing and communications. We have a very diverse selection of positions across seven divisions in the U.S., and our employees have the option of worldwide mobility in over 78 countries.

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

Guidroz: Our benefits package is quite extensive and includes tuition reimbursement and a partnership with Strayer University and Post University, ongoing reimbursement for professional fees, relocation allowance as the position determines, participation in external professional organizations, mentoring opportunities, along with more benefits added and enhanced each year.

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

Guidroz: We work with TAP offices, reach out to targeted organizations like Hire Heroes USA, Wounded Warriors and Marine for Life, and engage our network of over 3,000 veterans to forward referrals to hiring managers and recruiters. Training has played a significant role with our recruiters in order to educate them and in turn have them educate their hiring manager on the significance of the military candidate and what they bring to this organization.

Q: Do you look for any specific educational requirements for these positions?

Guidroz: Each position and client account may have various requirements, and we have a very skilled group of recruiters that assesses the candidates’ qualifications and skills throughout the screening process. We like to see managers with college degrees, but that is not always a necessity as experience in previous roles can substitute for a degree, thus not eliminating a great candidate who may not possess that educational background.

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

Guidroz: The military candidate’s school experience, such as NCO Academy, specialized technical schools, leadership specific training, as well as any college courses or other education, is always a plus and highly encouraged.