“So the process for me from initiating contact with these recruiters to getting to a point where I was in the fight doing interviews was a long process of doing some self discovery and getting access to the resources these recruiters put on the table. There was a world of new vocabulary, job functions, and industries that I wasn’t familiar with before this process. ”
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About Tim:
Tim Mossholder works at Bradley-Morris as a Digital Candidate Outreach as well as their podcast host for the Veterans Influencer Podcast, where he has produced over 116 podcast episodes.. He started out at the Naval Academy, after which he served as a Surface Warfare Officer for over six years, serving aboard the destroyer the USS Barry (DDG-52). He has worked for Bradley-Morris for over five years. He also works at MBA Veterans in Candidate Marketing and Digital Marketing.
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Selected Resources: Transcript & Time Stamps:
3:00
Joining me today from Chesapeake, VA is Tim Mossholder. Tim Mossholder works at Bradley-Morris as a Digital Candidate Outreach as well as their podcast host for the Veterans Influencer Podcast, where he has produced over 116 podcast episodes. He started out at the Naval Academy, after which he served as a Surface Warfare Officer for over six years, serving aboard the destroyer the USS Barry (DDG-52). He has worked for Bradley-Morris for over five years. He also works at MBA Veterans in their Candidate Marketing and Digital Marketing department.
Just to flesh out a little bit more about what I’ve been doing since I got out of the military. I separated from the military through the medical board process and didn’t necessarily have a career plan in mind. I was recruited by Bradley Morris back in the days when the vast majority of our placements came from when we would go to hiring events around the country where candidates would sit down with hiring managers for any given role. What we found recently was that we needed to expand how we’re recruiting and finding candidates. Where I’ve been able to grow with the company is in bringing in Recruit Military. This acquisition allowed us to really push this in person product to a set of internal team members that were managing that in a better way. Recently we also acquired MBA Veterans as well which works to bring veterans in MBA programs into corporate America.
7:50
It sounds like it has been really exciting to be with Bradley-Morris as it goes through these changes and broadens its product offerings.
When I started here, Bradley-Morris was an owner founded and operated business. Sandy Morris was the CEO who has since retired and the firm has changed quite a bit since then. We got some outside investment from firms that were veteran owned. That allowed us to take a holistic look at where veterans and different elements of the world come together. Seeing the firm go from one type of model to something different over the course of several years has been exciting. The number of candidates accepting job offering has gone up dramatically. We’re helping connect veterans with many more job opportunities than we had been able to in the past.
9:40
How did you approach your first job search after the military?
I was stationed in the Norfolk area with a Cruiser Destroyer Material Readiness Team. An Lieutenant in that department was separating and had taken a job in the area with a competitor to Bradley Morris. So seeing the promotional flyers of that company was my first exposure to what a recruiting firm does. Then as I was getting out, one of my Naval Academy classmates reached out to me. She had left the Navy and was working as a recruiter. At that time, that face to face interaction was the primary way to make a connection with a recruiter.
The process for me from initiating contact with these recruiters to getting to a point where I was in the fight doing interviews was a long process of doing some self discovery and getting access to the resources those recruiters put on the table. There was a world of new vocabulary, job descriptions, and industries that I wasn’t familiar with before this process.
So that was the first hurdle for me was learning this new business language. When I got to the point when I had my orders in hand and had more clarity of when I would be available to start work, I started coordinating interviews. It’s definitely a learn by doing type of thing.
With Bradley Morris, I was able to get a lot of reps in with interviews and refine my story. Out of the 7 interviews I did during my first interview fair. I felt like some of the jobs weren’t good fits. My final interview that day was with Bradley Morris. The interviewer who is now the current CEO of Bradley Morris. He let me take my jacket off and just wanted to talk about what would be best for my immediate career future. It was a conversation about how we could work together to find mutual benefits. That was and remains today to be a way in which I evaluate different job opportunities. With Bradley Morris, I was working with a company that wanted to develop me as much as I wanted to contribute to the company.
17:00
Could you talk to us a little bit more about your current role at Bradley Morris?
Initially at Bradley Morris I got set up with our candidate database. The basic idea was that I would open up this database and reach out to job seekers and connecting them with roles. But there was more that went into that than I had originally thought. It really cemented for me that I needed to get better at having a comfortable conversation with people. I had to figure out not wasting a person’s time and also not wasting my own time. If a person is on the fence, I also had to learn to speak to that person in a particular way. So a narrative conversation had to evolve very fluidly. There were times early one when I didn’t know if I could help someone. After about six months, I started to get my feet under me and start connecting people with jobs that were a good fit for them.
After about three years at the firm, I went to our leadership and told them that I wanted to make some changes programmatically with things we were doing. So I got out of that role and started more of program management role. I stood up a webinar series and really started to think about how we could more effectively communicate with people.
We also made some changes at that time to our website to really attract candidates to our services. We stood up an online job board as well. We needed someone to tell this story to our candidates. So at this time, I moved into my Digital Candidate Outreach position. In this role I try to really streamline what is being communicated by Bradley Morris to our candidates. So this interconnectivity between our product line and activities allows us more successful interactions with our clients and potential job candidates.
25:30
How can listeners get in touch with you?
The biggest way to get access to what we’re up to is to follow us on LinkedIn via the Bradley-Morris page or the Recruit Military page. We have weekly and daily posts.
If you want to reach out to me personally, my email is tmossholder@bradley-morris.com. You’re also more than welcome to connect with my on LinkedIn.