Jessica Pierce spins to the podium and extends a big welcome to all.  “Are you new to Career Connectors” she asks.  If so, this is our mission.   In reflection I think whether, I have one?  In the whirl of her presentation, Jessica introduces keynote speaker, Michael Seaver of Seaver Consulting  who jumps on board and asks, ”are you incorporated”; do “you have a contingency plan”?

Keynote Speaker

I’m engaged with full attention as Michael begins his presentation showing a slide of a descending escalator captioned, “The old career escalator is JAMMED”.  The meaning is provocative.  Michael’s passion is to support leaders and considers each of us a leader who is in search of a personal mission, a higher purpose.  He points out leaders want to discover and apply their personal strengths, find their true voice  and create a strategic plan to best express who they are.  His appointed virtue is to move leaders from managerial success to societal significance.  

Business or not; Michael applies strategy that enlists a commitment to live in a place that we build and belong. Because we use talents to carry out our beliefs in an environment that fits we will assume autonomy, master our chosen profession and find a higher purpose where we contribute to a cause greater than our own. He cites Daniel Pink; an American author who draws parallels and contradicts the response of business norms of the twentieth century to current scientific research.  His search is the “how to’s” for motivating people in today’s challenges. The old practice of rewards for hire and performance that we think are a natural part of business carry less weight in our current work environment.  He points out the truths of motivation are – autonomy, mastery, and purpose which drive people’s high performance and satisfaction.   

Business models are changing and our skills are mismatched.  What are we doing to prepare for what’s next? Are we willing to learn, unlearn and relearn?  Life, Michael believes, is not a balance, but a harmony. It is important to know who we are, our purpose, so we engage passion in our life’s work to foster fulfillment rather than loss during times of peaks and valleys. He states, “Whether you “sell” your services to an organization in exchange for a salary or you “sell” your services on a project for a fee, you are a corporation.”

Rightfully, we are a business of sales and with every successful business there is an aggregate business plan followed by a contingency plan. We are in career transition and Michael’s idea of a contingency plan comprises a forward work of mistakes.  He contends “The secret to making mistakes isn’t to avoid them; it’s to realize that they aren’t fatal. They’re the fuel to find stratospheric success.” Our personal plan should contain: five development parts, experiences, education, certifications, and an Advisory Board.   The following earmarks key items:

Personal Contingency Plan Parts

• Education                                                            *Advisory Board
• Certification                                                                – Name
• Continuous Development                                        – Title
• Counseling                                                                  - Strenths
• Consulting                                                                   – Skills
• Mentoring                                                                    - Why You Want
•  Coaching                                                                     - Meeting Time
•                                                                                         – What You Learned
•                                                                                         – How You Thanked

Michael Seaver’s parting words were: “My advice to you as you embark on this journey, discover your personal mission, find a career that you would die for …and then live for it.

Hiring Companies

IBM

Representing IBM was Karen Altig, Management Consultant, was on hand to let attendees know that IBM is looking for both technical and non-technical employees, including business analysts. Since their hiring needs change daily, she encourages job seekers to visit their website regularly. One key to success in applying to their site is to build a profile. IBM currently has a number of business units who are hiring. To apply for a position, visit their website

Appointment-Plus

Jennifer Rojas,  Appointment-Plus,

This is a growing IT company – always on the edge- a great place to work, and looking for top talent.  The company has been in the valley for 12 years and has survived the ups and downs of economy, because it is a creative company in software development. The company continues to fine tune their Cloud-based scheduling system while developing support products and services.  Refer to the website for numerous job offerings.

Charles Schwab

Shannon Grimmes, Talent Attraction, was back with us once again. This company sets out to help everyone be financially fit, providing clients with ETHICAL services, RESPECTING fellow employees, and STRIVING relentlessly to innovate what they do. They are gearing up for 2014 and have many positions to fill beyond the most obvious Financial Advisors.  For more information go to their website.

Resources

Computer Skills Institute

Sheri Carparelli 

IT’S FREE – NO COST TRAINING offered through:

• Maricopa County Workforce Connections
• City of Phoenix Workforce Connetion
• TAA (Trade Act Agreement)
• Approved for the GI Bill

The company has been serving valley residents since 2004 offering essential certifications for career success.  Visit their website to advance and retune your computer skills.

DISC & Your Job Search:

Kyla Bonnstetter, Top Talent Consultant

Identifying the right people, the right position and the right place are extrapolated inferences from the DISC assessment that more business use today in productivity management and screening new hires. What does that mean for the job seeker. It’s a promoter; no wrong or right answers. It serves as means to “indentify self” aligned with company mission and culture.  It’s a time saver; no square pegs in round holes as the job seeker addresses transferable skills for position requirements.  It can help you discover how your role in the work environment, potentially helping steer you to the best career or company for you.

Closing 

Jessica Pierce, Executive Director of Career Connectors, thanked all the volunteers and hiring companies and our partners for their extended support.  She also reminded everyone that Localwork.com is hosting a free Job Fair Phoenix Airport Marriot, Monday, May20, 10:00am‐2:00pm. Check this website for details and to sign up. She also reminded everyone that the DISC assessment is a great tool in the job search and it is available on Career Connectors at no charge.  Check out Career Connectors new website for information and direction to opportunities in your career search.  The next meeting in Gilbert for Career Connectors will be Tuesday, May28, 2013, 9:00 AM, Handling Your Job Search Like a Project Manager, Lenora Holmsten.

One of the hardest things to define for an individual is one’s purpose?  “Just what is my ‘purpose’? Why do I want to do what I do.”

So, you have a choice here. You can either (1) look for a job and hopefully find it or (2) look for something in line with your purpose. One will land you ANYWHERE but will likely not bring you fulfillment or make you productive. The other will carve out that special place in the universe that had been set aside just for you.

To introduce today’s keynote speaker was Sandi Ashton with her zest for life and passion to communicate hope for all. Transition was her word today. “How we respond to circumstance is always a matter of choice.” Leaders are masters of the “ambiguity of change” learning to adapt to uncertainties that are part of the very definition of transition. This all was, in my opinion, an excellent lead-in for this morning’s address.

Keynote

Brian Mohr,“full of caffeine and raring to go,” asked on simple question to each of us: “What did you want to be when you grew up?” What did I want to be? Hmmmmmm….. Do you mean beyond being the world’s greatest hockey player?

One man wanted to be a doctor. Why? Because he liked golf, liked helping people, and thought that his family doctor was a really great guy. He is not a doctor.

Another gentleman said he dreamed of being President. Something about politics intrigues him. He did not become President…or go into politics.

A third man said, “Paleontologist.” [That is the study of dinosaurs.] He wanted the life of Indiana Jones full of adventure all of the time and get paid well. He learned that the days were boring, you did not get paid well and you needed a medical degree. He did NOT become a paleontologist.

Only one man, who wanted to become a stockbroker, actually became what he wanted to become: a stockbroker!

But for Brian, it was a Rock Star. Oh, how he idolized the girls, the fame and the money inherent with such notoriety. That was his dream. He did not become a Rock Star although he loves music.  Nevertheless, he said, he did reach the real dream later in life in a very interesting manner. No, it did not involve girls or fame or lots of money. He realized that music communicates to the heart of people. This ability to communicate a message – a heartfelt message – was more of a driver for him than girls, money or fame. THAT  really was the core of why he wanted to be a Rock Star.

He also learned from an experience where he managed a Bank One branch, that it was not the job that motivated him, but that he was able to provide means that others will meet their dreams.

How does this factor into the “What’s Your Why?”

To start with, times have changed. Only 15 years ago, the number one place to find a job was through the job listings in the local newspaper. Since then the “humanness” has been lost because of the ease of clicking the computer mouse. Before, one would have to work hard to apply for a job….today you can quickly saturate the job market with resumes for jobs for which you should not even be applying. This lack of humanness has lead to hiring companies missing out on one thing: purpose – YOUR purpose.

Here are some gripping stats that indicate the lack of purpose in the workplace according to the Gallup Q12 (survey designed to measure employee engagement)

• 29% employees are engaged in their job

• 52% employees are disengaged

• 19% employees are actively disengaged

In other words, 71% of the workforce for either underperforming or are undermining their work.

This means $355 billions of lost productivity in a given year.

The hiring process is partly to blame.  The computer can measure what you have done, but it cannot measure who you are and it is the “who you are” that makes the difference for the company and for the worker.

There are three factors that lead to better performance (and you can see this on Daniel Pink’s YouTube video):

1. Autonomy – the desire to be self directed.

2. Mastery – the desire to get better at something.

3. Purpose – what you do MATTERS.

Looking to serve your PURPOSE will get you further than simply looking for your JOB. There are lots of “jobs” out there but only one “purpose.” Brian encouraged us to seek out the company for which you want to work…not the job.

“Life is never made unbearable by circumstances, but only a lack of purpose or meaning.”
-Dr. Viktor Frankl

Resources

Localwork.com

Ryan Naylor

The main factor for many people in considering jobs is the corporate culture…not the benefit package. If we want to make an impact in our communities, we must have a strong workforce. Localwork.com is a local employment website commited to finding local employers wanting to hire local talent. Focusing on local jobs, Localwork.com won’t sell your information and they have a plethoria of tools such as Video Resumes, Social Media connections and Verified Letters of Recommendations to help the job seeker. They host six job fairs per year with the next one being in May.

Training To You

John Dvorak

John shared with us the extensive training programs they have in a variety of areas. Through the Workforce Investment Act, you can qualify to have the tuition covered…so there is little excuse not to explore further.

Hiring Companies

Telesphere

Karen Smith, Vice President of People Development

Telesphere has partnered with Y Scouts to completely revamp how they go about finding employees. They are a Cloud Communication Solution Provider. Their company’s values are to WOW the customer; hire, challenge and reward people; run lean – think big; deliver innovative quality services; and succeed with teamwork. They have several current opnings from Senior Voice Engineer to Indirect Channel Managers. Go to www.teleshpere.com for more. … oh, they also have free ice cream.

Goodwill of Central Arizona

Holly Schor, Manager, Talent Acquisition

Goodwill of Central Arizona has gone past the old second hand store to a thriving business with more than 6.5 million customer transactions last year in Arizona alone. Still based upon resale of donated items, Goodwill has a big stake in Employment Services. As a non-profit, they, themselves anticipate adding 200 new positions this year alone from commercial maintenance, retail operations, goodwill career centers and corporate services. It is all about pride in Goodwill, the team and to yourself.

…and, please, keep donating.

EDMC Online Higher Education

Ryanne Dean, Staffing Specialist

EDMC is one of the largest and most diverse for-profit post-secondary education companies. Thousands of students are enrolled through EDMC to the Art Institutes, Argosy University, South University and more. Investing in school and education is an investment in yourself where age is truly irrelevant. They have a good benefit package. Go to their website for more information.

In Closing

Sandi closed the meeting reminding us of the next event in Gilbert on May 14, 2013. Also,  please volunteer. There is plenty to do for Career Connectors as they serve so many who are in job transitions.

In the end, what is it you want to do when you grow up? Decide, then go be that.

It’s the meeting I’ve anticipated and Jessica Pierce, Executive Director of Career Connectors opens by sharing the organization’s vision, core values and introduces the upcoming speakers.  I am zoned when all of a sudden distraction occurs.  I overhear the guy next to me saying to another, “You mean to tell me that there are 5.9 million firms and 7.6 million establishments in this country and Maricopa county alone sports 66,000 firms and 86,000 establishments while employing 1.4 million people and me who is so qualified can’t get one company manager to seriously talk to me.  What is wrong with this picture?  Am I to quit or what?”

Keynote Speaker

The voice of today’s speaker, Nykky McCarley, rings out as she addresses the audience with the topic:  Intergenerational Networking: Spanning Crucial Conversations Across the Generations. Nykky McCarley is a certified vision coach heading an entrepreneurial venture that co-creates plans for the future with clients, assisting them in connecting the dots from where they are to where they want to be.

She begins by identifying elements of relationships.  She illustrates behavioral modes that impact our understanding and inability to communicate insights in relationships.  The consequences are gross misinterpretations among job applicants in quest of careers and income and among hiring managers who seek business sustainability. Yes, I emphatically say under my breath and I hope the guys sitting next to me are listening.

It is daunting to think through the correlations with others and realize we are all together in the mix. I want to jump-up and look outside the “me-box” to see who and how people are coming out on top in the employment chain.  The undulation in the discovery is surprising with four differing generational categories woven together as job applicants and employers span years from 1922 thru 2001.  The process is collaborated by inherent characteristics, values and expectations of each group.

The first group is the Traditionals, 1922- 1945, whose leadership style displays a direct or military mode.  Baby Boomers fill the second group, 1946 – 1964, and consensual, collegial are examples of their leadership style.  The third group known as Generation X, 1965 – 1979 is a bit more forward looking in the leadership style as they require equality and challenge others by asking why.  Not enough research is available to determine the leadership style of the latter group known as the Millennials, although it is coming.

It is no wonder that senior management is having trouble conveying their message for hire and operations while relating to various generations.  On the other hand experienced applicants are finding it difficult not only relating to younger hiring managers but those with opposing communication and leadership styles.

The groans of the young man earlier underscore the reality of Nykky’s concerns and certainly mine. While I’ve been cast an awareness of generational characteristics, I don’t want to lose any time going to the next levels of learning and application.  So, my peers, I’ll be heard soon among the hiring managers.

Resources

Top 10 Financial Considerations, Jian Boldi, LPL Financial 

Jian is vested in assisting people in a variety of financial phases while in transition and has identified a number of steps for consideration:

1. Understand your unemployment benefits
2. Don’t forget to continue paying taxes
3. Deduct job hunting expenses
4. Go back to school or attend workshops to improve yourself
5. Become underemployed: consult with businesses, associations to commission yourself for a fee.
6. Budget, Budget, Budget
7. Rule 72t
8. Purchase health insurance with your IRA funds
9. Considering reversing a contribution made to IRA
10. Ask for help: financial, share transportation or entertainment to reduce costs.

For clarification on any of these tips email Jian or call him at 480-722-0202.

Hiring Companies

Green Tree Servicing, Chaarmi Kathrani, HR Generalist

Green Tree has grown in the last 32 years to the largest Loan Servicing Company with more than 4200 employees across the country.  Located in Tempe, Arizona, Chaarmi presented why Green Tree is a great place to work and because of its continual growth many positions are available. For further information on the company, its culture, benefits and career opportunities, check their website:greentreecreditsolutions.com.

Arizona Department of Economic Security, Denise Jones,Recruitment Specialist

The introduction of new software induces state government agencies to change their way to apply for jobs. Denise Jones has seen many of the changes in Department of Economic Security and her presentation identified chronologically the application process and jobs available.  For interested applicants, go to the on-line application site:  www.azstatejobs.gov and any questions can be answered by Denise:  602-771-2900.

International Cruise & Excursions (I.C.E.), Jason Brambier@ICEJobs

Jason Brambier indicates that over 300,000 people are on cruise ships today despite the unfortunate occurrences of some carriers. An innovator in the travel and leisure industry, ICE has unique sales and marketing agreements with leading companies around the globe and has become a recognized leader in the leisure marketplace. AND Jason is recruiting agents for outbound and inbound sales and their new home bound sales service. View their website: www.iceenterprise.com 

Closing

Jessica Pierce closed the session with several announcements:  LocalWork.com will sponsor a job fair Monday, May 20^th 2013, 10:00 AM – 2:00 PM, Phoenix Airport Marriott, 1101 North 44th Street, Phoenix, AZ 85008; Be sure to check Career Connectors.org for the next event, May 1, 2013, North Phoenix Baptist Church;  A big thank you went out to Central Christian Church and all the volunteers that served today.  A special thank you went to Mark Pierce who today began responsibilities of Volunteer Coordinator.

“Now SMILE!” – click – “Your picture will be ready as soon as I can get to my computer to download, fix – as little as possible – and upload your professional headshot.”

Keynote Speaker

Having seen the best and the worst, Mr. Polaroid … er …. Everardo Keeme shared with us a film roll full of advice for your headshot that can be used with your resume, as your LinkedIn or Facebook avatar, or any other function calling for a professional likeness of you. With many years of experience behind the camera, Everardo has a passion for bringing out the best in people, whether one is comfortable being photographed or not.

The first thing is to remember that you have 30 seconds – or, more likely, less – to make a lasting impression. That is not much considering you spent decades investing in who you are today. As disheartening as it may sound, people do judge people by their appearance so it is critical that your headshot states that you are ready for the job.  In Everardo’s words, “Your picture will tell your story BEFORE your resume does.” Also, keep in mind that the interview is not a runway, so a glamor/model picture likely won’t be impressive.

Change your photo regularly. How often? Simple:

• After every major change
• WOMEN: every 6 months
• MEN: every 9 months

Be that as it may, your photographer can only do so much. Yes, a professional has spent many years learning to look for the right lighting and work with the subject to capture the right angles to bring out the best. However, there are things for which you, and only you, must take responsibility:

• DO come prepared.
• DO comb your hair – duh! –  but there is a reason it has to be said.
• While you love your friends, DO NOT include others in the picture.
• DO NOT use a picture of your dog instead. I know this sounds odd to have to include here but it’s been done.
• DO smile and DO have fun, but be careful about overdoing it. Just be yourself.
• DO NOT opt for that glamor shot – oh wait, I said that already. “Oo la la” is not going to get you that job.

Even as the title of this session suggests, “Put Your Best Face Forward,” it became clear that it is all about the face. As I think about it, it is what tells the story and when it comes to your professional headshot, it takes up most of the field of view. So heed the following tips BEFORE the photographer says “smile”:

• Dress for success
  • Prints and Patterns are not recommended. Not only are they confusing, they are not slimming and they draw attention away from your face. They are also trendy and can easily go out of style.
  • Dark colors are slimming and works for both men and women. (Men: don’t discount the classic suit!)
  • Leave “Casual Fridays” for Fridays at the office. Bright colors can overwhelm the face. Bare shoulders are not slimming and can detract.
  • Ask advice. Men, this goes for you too.
• Regarding the face itself:
  • HAIR – Comb it. Style it. If the cost of a style is a burden on the budget, see if your stylist will trade you your haircut for publicity.
  • SKIN – Drink lots of water leading up to the photo session so your skin does not appear dry. Even guys can choose to wear a touch of make up to cover a scar or add some color to the cheeks. Ask for advice in the cosmetology department of a major store.
  • TEETH – Brush. Use Crest white strips.
  • TATTOOS – conceal them at all costs. They detract and can easily be a hindrance.
  • SCARS – Not much that you can do but to cover with make-up. If there is something that you are self-conscious about, share that with your photographer who can find ways of reducing the evidence.
  • GLASSES – If you normally wear glasses, then see if your eyewear store has a pair of your frames without the glass that you could use. This eliminates the glare so your eyes can be seen.
  • TANNING – Avoid it or at best, let it fade somewhat for a week or so before you get in front of the camera. Remember, aim for your normal, everyday complexion.

Your smile IS your story.

Resources

Kyla Bonnstetter of Top Talent Consultants brought to us a little background about what DISC is and how it can be and should be used in your job search. DISC evaluates your observable behaviors. Such knowledge can benefit you by gaining insights to your natural strengths, conducting a better interview and being better equipped to find a match for your next job.

What it stands for:

• Dominance – problems and challenges
  • more aggressive
• Influence – people and contacts
  • like people
  • natural networker – making it easier for them to find the jobs
• Steadiness – pace and consistency
  • low-S may like the change
  • high -S may want to keep the job they have
• Compliance – procedure and constraints
  • detailed
  • more likely to research the companies

Remember that no one is all of any one of these but rather a blend of several. If you have not taken the assessment, do so here.

Roger Brubacher and DynamicWorldwide have many training courses to engage you in developing skills and working your certifications.  They are one of the resources approved by the Maricopa Workforce Connection for funding.  These courses are offered in-person and online by certified instructors and so can be flexible to meet YOUR needs.

Hiring Companies

Hard Dollar (presented by Natalie Simpson) is a Project Cost Management Software company. With many new products they are able to offer companies the ability to check available cash in connection with project estimates in real time as money is being spent. What was fun was that they are “Hiring Awesome,” toting their 11-point “HD Code of the West.”  Applications support, software engineers, product management, UI/UX design, software consultants and sales support are just some of the positions available. Check their site for more.

Shannon Grimmes, Talent Attraction with Charles Schwab, was back with us once again. This company sets out to help everyone be financially fit, providing clients with ETHICAL services, RESPECTING fellow employees, and STRIVING relentlessly to innovate what they do. They have many positions to fill beyond the most obvious Financial Advisors. Go to bit.ly/CareerConnectors

American Express, brought to us by Eldad Engleman, is a premium company providing customers with products, services and experiences to enrich their lives and businesses for over 160 years. They are among the most trusted companies throughout the globe. Net income was up $1.3 billion in 2012 reflecting a 1% growth.  What I found interesting is that in 1850, AMEX began as an express mail business due to inefficiencies in the main mail service. This lead to the transporting money. In 1958 they issued the first charge card. Moving forward, they have are moving to the digital transformation neglecting the need for a physical credit card. For job opportunities with AMEX, go to their site.

In Closing

Remember to take the DISC assesment, check out Localwork.com on our website for local job leads and visit us (unless you have landed a new job and your new boss won’t let you go) at our next event in Gilbert.

Put your best face forward. You only have one.

Time to get rid of the mind junk and start creating the job I love.

This was the message that Karen Nowicki, today’s keynote speaker, addressed this morning. It was something she said that reached into my heart as though she had been following me all morning inside my head. Okay….in truth, I would venture to guess, that everyone in attendance could relate in some fashion or other.

After Mary Wolf-Francis, Career Connectors President of the Board, welcomed us all for the morning in Jessica Pierce and Sandi Ashton’s absence, Karen identified what most of us feel the moment we lose our jobs: “We get anxious and afraid when we suddenly find ourselves without work.” Suddenly we look at the vast sea ahead of us and it becomes daunting.

So, what can we do to rid ourselves of the junk in our minds that keeps us from moving forward toward our new job? There are three steps [I am glad there are only three because I have so much “junk” up there that I don’t think I can count any higher].

1. Identify Your Negative Stories … bid them farewell.

   First look at your SHADOWS that go everywhere you go. These are your hidden imperfections that you try to hold down with as much success as holding a beach ball under water expecting it to stay there when you let go – it will immediately emerge to the surface with great gusto. Because of a disconnect between who we are NOW and who we want to be, we end up making subtle commitments. For instance, we become committed to the freedoms we have now in our transition, not wanting to give them up when we land a job. Or, particularly in the case of a career change, we hold onto the safety and security of the skills we KNOW when, in truth, we need to let go of them to develop new ones. These commitments surface in the form of “I don’t belong,” “I don’t deserve success,” “I am a mistake,” “I am not smart enough.” We, then, move into the “someday fantasies” of “when I get another job it will be all right,” “when I better understand what is going on, I will accept your help,” “as soon as I retire, I will learn to write/paint,” “when my kids are out of the house, ____________.” This only ends up in the “I shoulda, mighta, coulda done this or that.” – fantasies disguised as goals. Make better choices NOW and it will be more empowering.

2. Shift your Focus …no longer rely on powerless energy sources.

   Have you considered not chasing a particular career but the feeling that career will bring? It is not the 20 lbs you want to lose, or the loving family, or the career but it is the feelings that they will bring when you achieve them. How do you shift your focus? It can be difficult because, well the way I see it, it is like cleaning your house for the cleaning people that will be coming to clean your house? But it is not impossible. First, identify the feeling you will experience when you “get there.” Second, What can I do right now to feel this way? Third, be generous to give it to yourself. Identify one action item you can do to create that feeling you seek. Then, GET THAT ON YOUR CALENDAR. Commit to doing it. Finally, find a journal – even a piece of paper – and write it down. “I will no longer put off joy. I will do { } today.” and then sign it like a contract. Of course we need to avoid the “energy zappers” like Facebook, not getting exercise, TV….need I go on? Invest in the internal energy sources such as prayer, meditation, vegetables, and exercise.

3. Have a clear vision for the next phase of your career…not an afterthought but a “true north” compass.

   Yes, Dear Reader, STEP INTO GREATNESS RIGHT NOW!!! Who would you have to be to create the job/career you desire? Ponder the following:

   1. What is the scope of the career/job I wish to have?
   2. What skills do I already have that will support me?
   3. What skills do I need to develop to get the job?
   4. What assistance or support do I need to acquire the skills/find the job I desire?
   5. How much time would it take to acquire the skills I need?
   6. What are the consequences of not following my plan?
   7. What are the rewards for following my plan and achieving my vision?
   8. What energy zappers do I need to be aware of?
   9. Whom will I have to hold me accountable?
   10. How will I schedule this time in my calendar?

Focus on what you want. Execute quickly. Take consistent action. Achieve your vision. Oh…and clean out your cerebral house.

Resources and Partners

Localwork.com, Ryan Naylor, President

Ryan shared with us Localwork.com as a local emplyment website commited to finding local employers wanting to hire local talent. Focusing on local jobs, Localwork.com won’t sell your information and they have a plethoria of tools such as Video Resumes, Social Media connections and Verified Letters of Recommendations to help the job seeker. They host six job fairs per year with the next one being in May.

Training To You, John Dvorak

John shared with us the extensive training programs they have in a variety of areas. Through the Workforce Investment Act, you can qualify to have the tuition covered…so there is little excuse not to explore further.

Hiring Companies

IntraEdge Technology Services and Solutions, Jessica Gabry, Technical Recruiter

Founded in 2002, Intraedge offers professional services, staff augmentation and global delivery services. They differentiate themselves by investing time to understand their clients’ businesses and cultures. They value family and believe in a life and work balance.

Their staffing includes full time, part time, contract and contract-to-hire positions and have an extensive benefit package. They work in areas such as application development, quality assurance, project management and software engineers…among many others.

Apply online or send your resume to Recruiter@intraedge.com or jgabry@intraedge.com .

Career Evolution, Christian Kaijser

Career Evolution focuses on the entire employment lifecycle. They offer recruitment services for accounting and finance, IT, sales and marketing as well as operations. They work with “Direct-to-Hire” and consulting-type positions.

Their process includes an initial client interview, research and identification, screenings and assessments, reference checks, resignations and smooth on-boarding. They are flexible, hands-on and highly competitive with a local, national and international network.

Jobs lie in the area of Java Developers, .NET developers, sales and financial analysts, energy engineer and much more. Visit their website to learn more.

EDMC Online Higher Education, Ryanne Dean

EDMC is one of the largest and most diverse for-profit post-secondary education companies. Thousands of students are enrolled through EDMC to the Art Institutes, Argosy University, South University and more. Investing in school and education is an investment in yourself where age is truly irrelevant. They have a good benefit package. Go to their website for more information.

Closing

Mary Wolf-Francis closed off the event this morning by reminding us of the DISC assessment, our next event on April 17 at North Phoenix Baptist Church, and to fill out the event evaluation.

You know that nagging question that is rattling around your brain that goes something like, “I’ll be happy when…..” That is an unwelcome guest…a piece of junk in your mind. Now go listen to the sound of children’s laughter. Enjoy the sunset.

Hiring Companies look for:  Competence, character and chemistry

Competence is your resume, your background.  What knowledge and skills do you offer?

• Knowledge & Training:  Take inventory; know yourself and what you can do.  If you need additional skills, get them.
• Experiences & Accomplishments:  Track your previous, gain new by freelancing, consulting and volunteering.
• Create a “Brag Book” which includes:
  • Cover letter or short biography
  • Current resume
  • Examples of your presentations, proposals, etc.
  • Recent performance reviews
  • Letters of recommendation (LinkedIn)
  • Documentation of success (sales rankings, numbers, etc.)
  • College transcript-for recent graduates
  • Copies of your awards and recognitions (company and volunteer)
  • Professional articles mentioning your name and your company
  • Company newsletters mentioning your name
  • Results of skills and assessment tests
  • Full DISC assessment
• “Brag Book” Strategy:
  • Using to your advantage
  • Carry to all interviews
  • Cover all pertinent contents
  • Review prior
  • Presenting at appropriate time
  • During interview: ask ”May I present my professional portfolio with examples of my work quality and work ethic”
  • Start Now!
  • Ask for letters of recommendations
  • You can write them then have them approve!
  • Keep everything
  • Document all successes
  • Professional, volunteer, academic
  • Use a file at home

Character:

• Document your traits.
• Complete the DISC Assessment
• Create a word cloud. (www.worditout.com, www.wordle.net) Make it powerful, strong and true about yourself.
• Reference action verbs.  Research the company; highlight similar traits. Document examples and line yourself up with their mission statement

Chemistry:

• The Interview
  • Stellar 1^st Impression
  • Proper handshake
  • Introduction
  • Eye contact, natural smile
  • Mirror initial response
• Before the interview
  • Research employer
  • Know your resume
  • Prepare and review interview notes
• During the interview
  • Dress to impress – 1^st impressions matter
  • Arrive 5-10 minutes early
  • Engage with everyone
• After the interview
  • Send thank you notes
  • Connect on LinkedIn/social media

You have a lot to offer a potential employer.  Gain insight into a company’s culture by networking/communicating with current and former employees.  Focus on companies with visions and mission statements that align with your values and where your skills and strengths will complement their business.  Recruiters talk about good fits, but let’s face it; they don’t know you like you know yourself!

Hiring Companies

Connie Johnson, Recruiting Specialist at Norwegian Cruise Line shared employment opportunities with their East Mesa call center location.  Current positions include:  Inbound/Outbound Customer Service, Inbound/Outbound Sales and with their FIT Customer Service Team that handles relationships with travel agents.  They offer training, full benefits (after 90 days) and telecommute options.  And of course, the option for discounted cruises on any of their 12 ships; employees can enjoy the same freestyle cruising that offers guests more freedom and flexibility.

Neil Shah, IT Staffing Specialist with Enable Staffing is looking for IT Rock Stars!  Their company is focused on building solid relationships with candidates and clients to make the best possible match for both.   For clients this means understanding specific technical skills required as well as corporate culture.  For candidates, they work to understand your career goals, provide resume review and an in-depth screening process that includes mock interviews as well as timely and accurate feedback.   Check out their current job openings including Desktop Support, Network Engineer, VoIP Engineer, and Microsoft Systems Administrator.

Closing & Resources

Sandi Ashton, Chief Connections Director with Career Connectors encouraged job seekers to check out the job leads page powered by localwork.com, take the DISC Behavior Assessment provided by Top Talent Consulting and stay connected.

Sheri Carparelli, Computer Skills Institute (CSI), shared information regarding grant opportunities to acquire additional training and/or certifications.  CSI offers up-to-date training to meet the needs of employers as well as high demand certification training (CompTIA_® A+^®, Network+^®, Security+^®, Microsoft^®, Lean Six Sigma Green Belt, or PMP^®/CAPM^®) and others employers are requiring.  Call Sheri at 602.266.6630 for more information.

Job Search in the 21^st Century, Justin Jones (@1resumeresource)

Always full of energy, Justin Jones rocked the house. His smile and energy immediately lifted our spirits. His message made us realize we aren’t alone, that there are resources available to us and that Career Connectors brings career transition leaders to the events.

Justin asked us, “What do you love? Does it make you feel good? Does it motivate you? What does this mean for the job search in the 21^st century?”

We had to giggle – Justin is a fast talker and he got to his point rather quickly — Job searching isn’t motivating. Hiring managers hire happy and inspiring people. Hiring managers want to be inspired by job seekers. If we aren’t happy in our job search, it’s harder to get hired. Ouch.

How do we make ourselves happy about searching for a job when we have been out of work for weeks, months or even a year or more? 

It is pretty simple: Have the right tools, tips and tricks to help in the job search and you will feel better about your efforts. You will also be closer to finding your dream job.

As we have heard so many speakers tell us, job search times have changed. We’re finding and being found online. The internet is filled with a  lot of noise – even when you narrow your search to finding a job.

Where do you start?

Begin by figuring out what type of position and industry best suits you, your skills, expertise and career goals. You may be surprised to learn what you want in your next position isn’t anything you have previously considered.

Researching Occupations:

• Onetonline.com
• Acunet.org
• Vault.com
• LinkedIn.com

DISC Assessment – who you are and how you relate to others – it costs $0

Live your mission!

Once you know the industry or type of position, begin searching for jobs that fit the description.

• Azjobconnection.gov
• Indeed.com
• Simplyhired.com
• Jobing.com
• Localwork.com
• Phoenix.jobs
• Tweetmyjobs.com
• TheLadders.com
• Company specific websites 

These are all useful but not the fastest way to your next employment. 

It isn’t about what you know. It’s about WHO you know. 

Finding a job in the 21^st century is first about networking and second about skills and expertise. This is especially true if you are seeking a dream job or dream company. You want to know other people who work at that company. You want to know about their experience and the culture of the company. In addition to in-person networking events, you can connect with people online. 

Online Networking

• LinkedIn (business) – Groups – join and start groups
• Networking Phoenix (121 events last week alone!)
• Facebook (set up a page for your business persona)
• Twitter
• Meetup
• Four Square
• User/Discussion Groups, Blogs

You get the interviews and the offer and the employer asks, “What are your ideas about salary?”

Know the range for your geographic area, industry and position using these tools:

• Researching Salary Information
• Acinet.org
• Salary.com
• Payscale.com
• Workforce.az.gov

TIP: Work in ranges when negotiating salary.

You’re in the interview and they ask, “What do you know about us?”

It is critical to understand the employer for whom you want to work especially if you have been invited to interview with them. Utilize these resources to learn more about the company and culture:

• LinkedIn.com
• Vault.com
• Glassdoor.com
• Company specific websites

As a job seeker in the 21^st century, we may be lacking in some areas of certifications. Here are some helpful online educational resources:

• Sitesgcflearnfree.org
• Alison.com
• Khanacademy.org
• FreeTypingGame,net, Learn2type.com, Goodtyping.com
• Tagcrowd.com
• Mail.com
• Saylor.com

While this is in no way a comprehensive guide, it is the start of a path to you landing the job of your dreams in the 21^st century job search.

Jessica encourages us to take one thing Justin spoke about and implement it today.

Resources

• DISC & Your Job Search - Top Talent Consulting – Kyla Bonstetter, Kyla@TopTalentConsulting.com
  • Benefits of taking the DISC: Understanding who you are. The more you understand, the more powerful you are. It is important to understand your natural abilities and strengths.
  • What does DISC stand for?
    • D – Dominance – how you attack problems, challenges
    • I – Influence – People, Contacts
    • S – Steadiness – Pace, Consistency – how you respond to change
    • C – Compliance – procedures, constraints
  • How to use DISC in your Job Search:
    • What words do you use to describe yourself? Use the descriptor page from the DISC report.
    • What is my ideal environment? Use the Work Environment portion of the report.
  • Personal Talent Profile: Understanding the unique YOU
    • Strengths – understand your strengths, as well as your weaknesses
    • Purpose – how YOU fit in the mission or purpose of the company
    • Value proposition you bring to an employer
    • 30-second commercial – create a succinct commercial for yourself using descriptors from your DISC profile.

Hiring Companies

Verengo Solar, Carri Jarzemski, Recruiter

• #1 Residential solar installer in the US
• Variety of open positions
• They like to hire people with similar values to the company. Values include trust, responsibility, smart and enthusiastic.

Revana – Megan, Talent Acquisition Specialist

• Formerly Direct Alliance
• Inside Sales organization in a call center environment
• Located in Tempe and Phoenix, 1500 employees
• B2B clients and B2C (Consumer) with inbound and outbound positions
• Benefits include paid training, competitive salary, 401K, promote from within
• Go to Revana.com and apply for positions
• Open positions and descriptions, upload resume and fill out application
• Pre-screening phone process then assessment at one of their locations

Charles Schwab, Shannon Grimes, Talent Attraction Advisor

• Purpose: To champion every client’s goals with passion and integrity.
• Service oriented
• 180 positions available in Phoenix area
• Bit.ly/CareerConnectors (Use this link to apply for a job)
• Job postings: www.aboutschwab.com/careers

Dynamic Worldwide Training Consultants, Rodger Brubacher

• Located in Tempe, they offer four platforms including online, instructor led, combination of instructor and online and on-site corporate training. Courses taught by certified instructors. State of the art classrooms with dual monitors and smart boards.

Closing

Sandi Ashton closed the event:

1. You receive a lot of great information on the handouts we give you at our events. RSVP for the next event
2. Take the FREE DISC Assessment

THANK YOU!

If you wonder if Career Connectors is the right place for you in your career transition, stop wondering.  In September 2010 I attended my first Career Connectors workshop in Gilbert after being laid off. What I didn’t realize at that time was that I had begun a path to lifelong friendships and becoming a professional writer. I am humbled to be credited as the founder of the Event Recap Blogger position at Career Connectors. Without the work of Jessica Pierce, Sandi Ashton and countless volunteers, I would never have had the opportunity. Everything happens the way God intends. It is heavy on my heart that I resign my position and pray for you to land the career of your dreams. I know it can happen to you because it happened to me. – Anne McAuley, McAuley Freelance Writing  [Ed. note: Thank you, Anne, for your commitment, your joy and your spunk. You have served well and you have made a difference. Go with God's guidance.]

Keynote Speaker

The Image Expert, Janice Hurley-Trailor, emphasized all this and more at the Phoenix Career Connectors meeting March 20.

Remember the popular song Bad Day? Well, if you’re having a bad day during your job hunt, keep it to yourself!  Practice reframing everything with a positive spin because when you’re in job search/job transition, you’re networking, or “on”,  all the time.

Say, “I’m doing well,” whenever you’re asked how you are.

And of course, your cell phone should not broadcast that song Bad Day when your cell phone rings. Actually, turn off your cell phone and keep it out of sight when you’re interviewing. Otherwise, you seem distracted.

This is, after all, the age of networking. The days of sitting at home cranking out resumes is over. People find jobs through their connections with other people.

Janice was also here to tell attendees what friends might not tell you: “You talk too much, you want all the attention on you, you slur your words, or you chew with your mouth open.”

With over 25 years of experience, Janice trains corporations to build the initial impression the company makes to its clients. This has led to individual requests for image consultations. She speaks throughout the U.S. and internationally and writes for national publications.

To meet people you’ve got to get out there and present yourself in the best light possible, remembering that you have a very short amount of time to make a lasting impression.

Studies show a first impression is made in about one tenth of a second!  You want that impression to be positive, so you need to appear your best self in words, appearance (including dress and body language) and overall likeability.

JANICE GEMS

• Ask a friend for honest feedback about your professional image.
• We are hired for our likeability. Stats show that 80-85% of employees who are let go don’t lack skills. It’s for their inability to “play well with others.”
• Practice interviewing.
• Don’t talk too much. Answer questions directly in two or three sentences, tops. Be specific. For example, “My degree is in…..and my experience is….”  Not, “I’m looking for an exciting job in communications where I can make a difference.” Not “I’m interested in” but instead “My experience is in …” And please be more succinct than this bullet point!
• Don’t overuse cologne.
• Worn out shoes look unprofessional. Check out the back of your right heel and consider buying two pair of the same shoes and alternating. Driving wears out the right shoe faster. Ladies, lose the “strappies.”
• For men and women both, invest in a proper-fitting suit jacket. The trend for both sexes is shorter jackets and slimmer fit.
• Smokers beware. Most people feel comfortable with other people who look, act and smell like them!
• Men, lose the 80s mustache. Beware facial hair in general.
• Ladies, be careful and wear a current hair style and cut.
• The person who initiates a handshake appears confident.
• Everybody: BEWARE of tattoos.

Basically, when you’re in the job search/job transition mode, you need to come across as relevant. Your professional presence can make a difference and that overall impression includes how you look, what you say and what energy you exude.

In the words of Albert Einstein, “Once you can accept the universe as matter expanding into nothing that is something, wearing stripes with plaid comes easy.”  Janice doesn’t recommend mixing patterns when you dress for success, although she did indicate that plaid ties are quite “in”.

Resources

Jian Boldi, Financial Advisor for LPL Financial, loves helping people with their finances, including individuals in career transition. Among the tips Jian shared include not being afraid to ask for help during this period, including both financial and non-financial help like preparing resumes. He urged everyone to at least check to see if you qualify for unemployment, and to keep paying taxes. For more financial information, contact Jian via his website.

Hiring Companies

Kristi Grassley, Executive Recruiter for Abrazo Health Care, greeted attendees by giving an overview of Abrazo. Currently, Abrazo has 398 openings. To apply, go to their website. Job seekers can select a specific hospital to target or just check on jobs throughout the company. The Gallup assessment, a pre-employment assessment, is part of the application process, takes around 30 minutes, and is used by the company to see if you’re a good fit. Abrazo is one of the first companies in Arizona to go smoke-free.

Mike Nielsen, Regional Recruitment Manager for Superior Group, has been a recruiter for 15 years. He recommends job applicants ask any agency they use, “Who do you work with? What companies are your clients?” And ask companies you target if they use recruiters.  He advocates use of LinkedIn and says that as a recruiter he uses the resource all the time, contact Mike for more information on Superior Group.

Jason Brambier, Recruiter for International Cruise & Excursions (I.C.E.), was on hand to tell attendees about his company,  a travel brokerage that works with cruise lines to contact previous travelers for great discounts on subsequent cruises. The agents who do well really know how to talk to people, Jason stresses.  Fulltime agents work 32-35 hours per week and can potentially earn $50,000 annually. An award-winning company, International Cruise and Excursions is rated one of the top 25 companies in Arizona for women to work. The company likes to take care of their employees and offers a gym, nail and hair salon, and discount massages. To apply for positions, go to their website.

Closing

As the meeting wound down, Jessica Pierce, Executive Director of Career Connectors, still can’t get over the “fig leaf” stance that keynote speaker Janice suggests we avoid. After thanking the hiring companies and volunteers, Jessica reminded everyone the next meeting will be in Gilbert March 26, 2013, featuring keynote speaker Justin Jones who will speak on Job Search in the 21^st Century. To register and find the exact address in Gilbert, go to the Eventbrite website.

Comedian John Markham says a friend told him to dress for the job he wants. “But Walgreen’s wasn’t impressed when I showed up in an astronaut’s uniform.” But with a little help from experts like keynote speaker Janice Hurley-Trailor, probably even comedians can benefit from some expert guidance on how to make that great first impression.

PS: By the way, a quick check of the internet reveals that experts on comedy say that comedians should dress like regular people, too, and not show up for auditions with clown noses and outlandish wigs! Their comedy should speak for itself.

But mostly, this morning’s event was a lesson on flexibility. Can you say “FLEX”? What do you do when the “best laid plans of mice and men” all too often go astray? Ask Sandi Ashton. With her head held high and all the poise of steadfastness, she held things together amidst missing sound technicians, late speakers and non-existent photographers, reminding us not to sit on the “woulda, shoulda, coulda” but keep moving forward.

Those of you who were at the event know what I mean. For those who were not, I am just going to stick to the order in which things should have been because….well, because perhaps, I have not yet learned to FLEX, bend and twist. Here we go….

Keynote Speaker

Today, Jack Dermody, shared from his knowledge how to crawl inside the heads of interviewers so you can best communicate. He shared that one of our biggest fears is appearing incompetent when, in truth, you are not.

If you have not done so, stop here and take Jack’s Four Windows Personality Survey. From this survey, you will better be able to identify in yourself much of what he shared as applied to companies’ interviewers. It takes only a few moments and the results appear immediately in your email’s inbox.

Basically, it boils down to FOUR personality types (percentages of the population for each category are in parentheses):

1. The CAREFUL (45%): These are the people who focus on responsibility and want the benefits of a fully functional community.
2. The EXPERT (10%): These are highly task-oriented people who want knowledge and competence.
3. The IMPULSIVE (30%): These people value personal freedom and are usually action-oriented, looking at the world as their “oyster” and grabbing hands on activities at the drop of a hat.
4. The IDEALISTIC (15%): These people seek harmony and while they do not like conflict, know how to handle conflict between people.

We will continue this discussion as it applies to understanding your interviewer.

Q: “How will I know my interviewer/s’ type?”

A: You probably won’t. But you can construct responses that can relate to ALL of the personality types. Consider the infamous question, “What is your idea of success?” It means so much to different people and different people will hear your answer in different ways. Thus enters the four windows of personality.

Here are some things that each of these four windows will want to know about you:

1. The CAREFUL type:
   1. Are you skilled and knowledgeable?
   2. Do you have a good record? An award winner?
   3. Are you trusted to make business your #1 priority?
   4. What is your value for the dollar we invest?
   5. Are you sensitive to tradition?
   6. Are you helpful to our image? Are you a Rule follower?In other words, are you a solid, no-risk individual that we can depend on to get the job done?

2. The EXPERT type:
   1. What do you know? Who do you know? This is not a popularity question but who can back you up for your ideas, knowledge and abilities?
   2. Are you logical and a critical thinker? Are you a creator? Or do you do things just like everyone else did?
   3. Will I learn something new from what you have to offer?
   4. Are you trustworthy?
   5. How good is your portfolio? Can you prove to me your worth?
   6. Are you a Functioning Systems Participant? The idea of a “Team Player” is too “personal” for them.
   7. Can you work/lead without handholding? 

3. The IMPULSIVE type:
   1. Are you action-oriented?
   2. Are you living in the “now”?
   3. Are you skillful and smart? What is your track record?
   4. Can I count on you to get the job done on your own? Are  you worth your salary?
   5. Do you know which rules matter? Do you know your team role and can you play it?
   6. Are you trustworthy to deliver with PIZZAZZ? In other words, will you bring energy and attract attention?

4. The IDEALIST type:
   1. Are you a team-energizer?
   2. Are you friendly and cooperative? A harmonizer? Socially skilled?
   3. Can you deal with difficult people?
   4. Do you see “Team” above “Self”?
   5. Are you future-oriented? Enjoy big ideas?
   6. Are you approachable and calm?
   7. Do I personally want to work with this person?

Understanding these personality types and how they “think” will help you get in the head of the interviewer and present yourself in a manner to which he or she can relate.

Hiring Companies

HR Relief, Debbie Freestone, Business Account Manager

Thanks for stepping in to take the platform as soon as you arrived.

HR Relief are focused mostly on Administrative and Clerical positions since January 2012. They differentiate themselves by doing things differently than other staffing agencies, using Albert Einstein’s adage about doing the same thing the same way expecting different results is pure insanity. Locally owned and operated, all the revenue stays in Arizona.  Their GWSI (Global Work Styles Inventory), which takes about 30 minutes to complete, deals with working behaviors.

They deal in several industries including banking, insurance and facilities management.

Intel, Gil “GW” Williams, Lead Talent Manager

Intel is ubiquitous with computer technology but it has a much broader scope than most of us realize. Intel is at the core of many of our human-interface gadgets such as airport security scanners and grocery scanners.

But it is much more than that. Among Intel’s advantage is their design architecture and product design.  It is the largest semiconductor manufacturer in the world, as well as the largest purchaser of green energy power.They have a tremendous benefit package for their employees with good vacation and sabbatical perks.

For possible opportunities go to www.intel.com/jobs. Expect to wait, though. With 5000 applications per day, there are a lot of resumes to peruse.

Corporate Partners

Computer Skills Institute, Sherri Carparelli

Become certified in many essential areas including Microsoft Office and PMP. Through Maricopa Workforce Connections, you may be qualified to have your tuition covered.

Why Computer Skills Institute?

• small classes
• individual instruction
• personal touch
• certified instructors with experience in their field
• flexibility in schedule

In Closing

Sandi closed us with the following reminders

• Localwork.com’s job fair on March 18.
• Stay connected with us. (we are Career Connectors, after all) through Twitter, LinkedIn, Facebook, Blogs, and Photography.
• Attend our next event on March 20 at North Phoenix when Janice Hurley says “Hire Me – Please” sharing how to use the visual verbal and body language skills to get your career back on track.

In the end, watch your interviewer. If you know how to crawl into their heads, you will be in a much better position to share who you are in a way they can hear.

…and remember FLEX! That is the name of the game this morning because…well, because…life is full of twists and turns and little surprises.