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Susan Lamphiear

03/4/21 – Getting Ready for the Future of Work

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Written By Susan Lamphiear

One comedian I’ve heard does a routine about going to the grocery store and being expected to check out his own groceries, who simply says, “HEY. I don’t WORK here.” Ironic that at the same time people fear losing their jobs because of technology, customers like the comedian have to learn new skills to be a customer!

Well, people, as you already know, the future is here and we’re staring at it. Some jobs have already proven in technological jeopardy like grocery store workers at the automated checkout, though we’ve all observed, in real time, live people hovering, mercifully, ready to help us self-checkout, selfie-taking customers. Newspapers, customer service workers, banking, and many other areas have already taken a hit.

Don’t despair, though, because the keynote speaker was here to offer advice on making yourself less vulnerable to technology in the workplace. There is hope.

Keynote

Though keynote speaker Stephanie Clergé confesses she has no crystal ball, she admits that studying trends can be helpful in the job search. Stephanie brings a wide range of expertise ranging from her degree in engineering to her experience as a tech manager, leadership and career coach, executive recruiter, trainer, and consultant.

Stephanie’s message to the online audience today is a focus on technology–including a discussion of what the future holds in the job market, how to prepare for it, and where to start.

Currently, as mankind finds itself in the Fourth Industrial Revolution, besides improvements in life that each revolution has created, the probability exists, as in the past, of these changes creating unemployment, at least temporarily.

  • 63% of workers who lost jobs because of COVID-19 have changed industries.
  • 83% of jobs paying less than $20 per hour could have substantial parts of their work given over to automation.
  • 1.2 million industrial machines and robots are working across the globe and will grow as technology advances.

Though changes in technology can endanger jobs, mercifully, trends in the past indicate sometimes technology doesn’t work as fast in some areas as others. Robots have been enlisted to help patients in areas such as helping them into hospital gowns. Stephanie reminded the crowd that anyone who’s ever tried to put a coat on a toddler can attest, it’s not an easy endeavor. With patients, like toddlers, there are several variables. Inevitably the robots get help from a human, but when that happens, it confuses the robot. Robotic technology cannot take the place of every human task including empathy or making adjustments in the moment.

Even technology that works may have limits including in grocery stores where customers may be fearful of technology that can do inventory management, hazard detection, cleaning, stocking/merchandise presentation, and warehouse fulfillment. But in the case of the robot Marty, who does some of these tasks, Marty can make fewer mistakes, while working faster, more precise, saving money, and doesn’t take breaks–unless for maintenance.

Jobs MORE SUSCEPTIBLE to Automation

  • Customer Service including food-service workers, sales workers, therapeutic workers like personal trainers, entertainment attendants, personal-appearance workers, and hotel/travel workers.
  • Office Support including IT workers, information and record clerks, office-support workers, financial workers (procurement, payroll, etc.), and administrative assistants.
  • Predictable Physical Work including fine-equipment installation and repair workers, protective services, gaming-industry workers, dishwashers, cleaning-equipment operators, food-preparation workers, and general mechanics.

The changing nature of careers including life span are already impacting work life. Gone is the era where you’d prepare for a career, stay in that career for most of your life and then retire. Children today may more easily live to age 100. According to the book, The 100-Year Life: Living and Working in an Age of Longevity, living to be 100 may impact careers in the following ways:

  • Length of career may span 60-70 years.
  • Average tenure in a job is likely 4.5 years or in some cases, less.
  • Half-life of a learned skill is 5 years (in some tech jobs this is more like 12-18 months).

Jobs LESS Susceptible to Automation

  • Managing and developing people
  • Applying expertise to decision making, planning, and creative tasks
  • Interfacing with stakeholders
  • Performing physical activities and operating machinery in unpredictable environments
  • Performing physical activities and operating machines in predictable environments

Remember that humans can still do things robots cannot do. Be in touch with your three parts of your mind– thinking, feeling, and doing mind all which can be clarified via assessments. The robot only has access to one mind–the mind driven by data or experience humans give it.

Three Parts of the Mind in the Job Search of the Future

  • Thinking (cognitive) What skills do I have that are difficult to automate or are related to technology? What knowledge could I obtain related to what is needed in the future? What experiences do I have/need to be an asset in the future of work?
  • Feeling (affective) What do I enjoy doing? Which features of my personality are helpful in this job? What aspects of company culture/work environment are most appealing to me?
  • Doing (conative) Do my instinctive strengths fit this job description? How can I communicate my instinctive strengths to the interviewer? We are all hard wired in a certain way.

In preparing for jobs of the future, be aware of your strengths and if you need to increase knowledge or experience, you can obtain certifications, training, or experience in several ways. Don’t forget the benefits of volunteering in obtaining needed experience in a changing and evolving job market. Take the free DISC assessment offered to Career Connectors attendees. Other assessments include the Myers Briggs or True Colors. Or the Kolbe A Index assessment. Only the Kolbe A Index assesses your “doing” brain that you’re born with. If you registered for this Career Connectors event, you may take the Kolbe A Index assessment free until March 19.

The Kolbe A Index Assesses the DOING Part of the Mind

Results of the Kolbe A Index Assessment provide you with information about your strengths in four areas according to how you naturally simplify, adapt, stabilize or envision.

Stephanie emphasized the importance of the DOING part of the mind, which so far only the Kolbe assessment addresses. While the first two, the thinking and feeling parts of the mind may change over time, the “doing” does not. We are each “hard wired” in the way we solve problems, make decisions, and take action. As a job seeker and employee we need to be able to communicate that on our resume and in the interview. Over time if there is not enough of a “fit” then it’s like putting a round peg in a square hole and explains why people in the long run may not be content with their job. All three aspects of the mind are important to understanding ourselves, but the “doing” part should be just as important to know about when examining our strengths.

“Kolbe Corp is hiring!” Stephanie is happy to announce.

  • Customer Service and Help Desk
  • Business Development Manager
  • Application Developer/Programmer

For more information or to apply visit their website.

ADP

Pam Farling, Talent Acquisition Business Partner

ADP for over 70 years has been a leader in business solutions.

As a global leader, ADP provides cloud-based human capital management (HCM) solutions that unite HR, payroll, talent, time, tax and benefits administration, and offers outsourcing services, analytics, and compliance expertise.

This company has received wide industry recognition, proudly named to FORTUNE Magazine’s “World’s Most Admired Companies” list for 12 consecutive years.

Other industry recognition ADP has received

  • America’s Best Employer for Diversity by Forbes
  • Best Companies for Women by Fairygodboss
  • Top Companies by LinkedIn
  • Top 25 Companies for Women Technologists by Anita Borg Institute
  • Best Places to Work for LGBT Equality by Human Rights Campaign Corporate Notes
  • Best Companies for Multicultural Women by Working Mother
  • Best Company Culture by Comparably

Some of the benefits of working at ADP include the following:

  • Their culture which stresses Work-Life balance, teamwork, and diversity
  • A global company
  • Their career growth and brand where the company empowers employees to grow and provides resources to accomplish it, community involvement
  • Other Benefits like Stock options and 401K match, Leave policy for new parents/elder care, Wellness Program, and more

Current Open Positions

  • Associate Client Support Specialist
  • Client Support Specialist
  • Implementation Specialist
  • Implementation Consultant II-Time
  • Implementation Consultant II-HR
  • Implementation Consultant II-Payroll
  • Project Manager II
  • Payroll Team Leader
  • Payroll Specialist
  • Manager Client Services
  • Client HRBP I
  • Private Equity Relationship Manager
  • Implementation Executive
  • Client Success Executive

To learn more about ADP visit their website or to apply for a position in Arizona, visit their website.

USAA

Jeff Shewan, HR Associate

USAA, founded in 1922, “Insuring each other when no one else would” seeks to be the provider of choice for the military community. The mission of the association is to facilitate the financial security of its members, associates and their families through offering of a full range of highly competitive financial products and services.

The company employs 36,000 and serves 13 million members in several locations including Phoenix, Colorado Springs, Chesapeake, San Antonio, Tampa, and Dallas.

Benefits that make USAA Different

  • 401k Match
  • 34 Paid days off in first year
  • On-site Child Development Center
  • On-site recreational facilities
  • On-site Clinic
  • Free On-site Fitness Center
  • On-site cafeteria

MORE Benefits

  • Medical/Dental/Vision Insurance
  • Short Term & Long Term Disability Insurance (full-time employees)
  • Paid Parental Benefit (up to 12 weeks of pay for bonding when the child joins the family)
  • Adoption Assistance Plan
  • Educational Assistance Plan (eligible as of hire date, any degree, as many as you want)
  • And many more

USAA prides itself on Diversity and Inclusion.

  • Nearly all USAA employees sign up for at least one of their groups.
  • 20% of their employees are military veterans.
  • While not in the military, Jeff tells the attendees he’s learned so much via one of the company’s available groups, VetNet.

Types of Positions in Phoenix

  • Property & Casualty (P&C) includes auto and property, underwriting, insurance including auto and property, new member acquisition–For example Entry Level Sales Insurance Professional
  • Federal Savings Bank includes deposits, credit card, consumer lending, and real estate–For example Entry Level Bank Sales and Services Contact Center Representative
  • Others including Information Technology, Risk Management, and Audit/Compliance
  • Internships

Safety of Employees and the Pandemic 2020

Prior to last year (2020) USAA remote workforce was 6000. When the Pandemic hit, within 10 days, USAA had transitioned 30,000 employees to remote work. Safety of employees, Jeff emphasized, is always BIG. Currently, 94% of their workers are remote with no time scheduled when they’ll go back in person.

For more information about USAA, or to apply, visit their website.

Jeff adds tips for using the USAA website.

  • Search by city.
  • Notice that some full-time jobs are REMOTE anywhere.

Carvana

Daraleigh Lasseter, Senior Manager, Talent

Carvana commits to changing the way people buy cars by providing them an online car-buying solution that’s fun, fast, fair and powered by technology. Carvana says it is disrupting the car industry.

  • Founded in 2012, Carvana is now ranked as Arizona’s most valuable corporation.
  • 100% online car buying experience. No dealerships. No commissioned sales.
  • Carvana sold 200,000 cars online in 2020 and now plans for 450,000 cars in 2021.
  • Premium cards, 150-point inspection, no hidden fees.
  • 7 day money back guarantee, risk-free.
  • Consumers can also sell their vehicle to Carvana without making a purchase.

Open Positions at Carvana

Leadership Roles within Customer Care

  • Team Lead, Customer Care
  • Team Lead, Registration
  • Manager, Customer Care

Customer Care Support Roles

  • Quality Control Specialist
  • Quality Assurance Specialist

People Operations

  • Junior Recruiter
  • Talent Development Coordinator
  • HRIS Specialist (Workday)

At the time of the presentation there were 163 open positions in the Phoenix area and 900 throughout the country.

Apply today by visiting their website.

WealthWave

Jason Wiseman, Senior Marketing Director

WealthWave and its network of leaders call themselves the HowMoneyWorks Company. All independent business owners, they are shaking up the status of the financial industry to shift the advantage in favor of families all over North America. Their goal? They intend to create a financially literate world.

WealthWise consists of licensed professionals with turnkey solutions, ownership, digital marketing/media, start part-time, no layofffs or furloughs, hands on training and mentorship, and a long history of helping families.

Jason emphasizes not a single person has been laid off since he’s been with WealthWave. During the Pandemic, however, 15 million people were unemployed. Jason is convinced it didn’t have to happen that way if people were educated in finances. Today, 62% of people say they’d like to be their own boss except for the hurdles.

  • Only 21 out of 50 states require high schools to teach at least one class in personal finance.
  • Financial illiteracy is the number one Financial Crisis in the world. More than 5 billion people around the world can’t answer basic questions about money. Can you?

To learn more about WealthWave, or to apply, visit their website or contact Jason Wiseman.

Resources and Closing

CEO/Founder of Career Connectors Jessica Pierce closed the formal part of the online meeting. She reminded all in attendance of the many resources available online including career advice, webinars of the online events since the Pandemic started, urging everyone to please visit the website where you can take the DISC assessment for free, receive free head shots courtesy of Gordon Murray Flash Photo and other free resources.

Jessica thanked the 125 Career Connectors volunteers and anyone who’s donated to Career Connectors. Bloggers are needed who attend events, take notes, and work with Sheila to get the recaps posted on the Career Connectors Website.

Click for the Events Schedule for more information about special events such as the Tempe Virtual Jobs Fair March 16.

Jessica turned it over to Director of Operations for Career Connectors Sheila Coulam to explain the Breakout Rooms process where attendees are welcome to meet in smaller online groups to chat with the keynote speaker, hiring companies, resume experts, and LinkedIn coaches.

Special for you if you read to the end of this blog. Remember the promise of the flying car? Humanoid robots? Here are the highlights I discovered as I got side tracked thinking about jobs and other technology issues in the future. Enjoy.

02/11/21 – Be the Diamond in the Rough: How to Forge Through Fire and Land Your Next Job

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Written By Susan Lamphiear

I’ve come to believe that each of us has a personal calling that’s as unique as a fingerprint–and that the best way to succeed is to discover what you love and then find a way to offer it to others in the form of service, working hard, and also allowing the energy of the universe to lead you. Oprah Winfrey

Daydreaming and googling about the title of this keynote address, I revisited a beautiful Arizona song which I hadn’t listened to in a while. Written and performed by Rex Allen, Jr., the song “Diamond in the Rough” sings the uniqueness of the state of Arizona*, even as our keynote speaker urges us to be aware of and articulate our own distinctive qualities during our job search. The songwriter calls out all the places and qualities that make Arizona beautiful and special. You all have an individual song to sing that’s equally as beautiful as Arizona’s precisely because, just as there’s only one Arizona, there is only one unique you in all the universe.

* See closing for a musical bonus about Arizona which shares its state birthday this month with Valentine’s Day. Awwwww.

Keynote

Keynote speaker Kristi Staab, who for 25 years has been leading individuals and organizations to become passionate, purposeful and positively influential leaders, told the online audience she wants each of us to tap into our own unique talents and be prepared to communicate that uniqueness to potential employers.

About two years ago, Kristi interviewed one of the world’s top speakers, Barbara Glanz, known for her ability to spread enthusiasm. During that interview Barbara told Kristi the story of being hired by a grocery store chain to get people excited about what they were doing and, in turn, give customers a reason to return.

Barbara told Kristi about a young man named Johnny who called Barbara a few weeks after she had spoken to employees at his store. Barbara’s mission was to get employees excited about their jobs so they could help the store build their brand and set themselves apart from all the other grocery stores out there. He proudly introduced himself as Johnny, nineteen years old, and that he had Downs Syndrome. Johnny, a worker at the store, had listened to her message of enthusiasm and went home that night wondering what he could do to make a difference and make people want to return to their store. Johnny was a bagger.

Johnny’s story ended up moving and impacting hundreds of thousands of people, maybe millions, Kristi said. Johnny went away from Barbara’s presentation wanting to make a difference. His idea? He decided he would find a thought for the day or even make one up. With the help of his father, Johnny began to create his thought for the day, a different one each night, reproducing the message on his father’s printer, cutting out the individual copies from the pages, and then signing his name on the back of each. He created a different thought for the day each day, literally putting his signature on each thought, and placed it in the bag as he handed it to each customer, saying, “Thank you for shopping here.”

In a tight job market, how can each of you stand out and give your customers a reason to come back? You need to decide what makes you unique, what you bring to the table, and then be able to articulate that uniqueness to the potential employer. Be the diamond in the rough.

Using that diamond as a metaphor for your job search, consider the qualities of the diamond. The diamond, forged 100 miles under the earth’s surface, formed by heat and pressure over time, is unique. No diamond is the same. That is largely what makes the diamond so valuable–it’s unique. A diamond is probably the oldest thing you’ll ever touch, and the rarest thing you’ll ever see, because it’s one of a kind.

The Four Cs of Diamonds

  1. The Cut measures how natural the diamond is and how light is transmitted. It measures how it sparkles and shines. How do you as a potential employee sparkle and shine?
  2. Carat measures the weight of the diamond or gemstone, not its size. Your weight as a job candidate is your knowledge and experience.
  3. Clarity of a diamond is the assessment of small imperfections that are difficult to assess. You want to be very clear in what you want, and what your qualifications are, and how unique your qualities are. Then you must be able to articulate in what ways you are rare and unique.
  4. Color Almost every diamond has some kind of color. The more unique the color, the more valuable the diamond. The more unique you are, the more value you add to the potential employer.

Kristi Adds Four More Cs of the Job Search

  • Clarity. Worth repeating. You must be able to articulate the opportunities you want.
  • Commitment. What outcomes do you want first and foremost?
  • Confidence. This needs to be obvious to each one of the customers whether it’s your neighbor you’re talking to or the HR/recruiter who is screening candidates. You must ooze confidence.
  • Control. You and only you control your job search and outcomes. Not your spouse, not your friends, not your former employer. Sometimes after a furlough, for example, we may want to blame someone else. But you’re ultimately in charge. Take responsibility for everything that happens. Reminding ourselves we are in control empowers us.

Speaking of commitment to your job search–Kristi asks five questions of the job seeker.

  1. How many meetings or encounters have you averaged per day?
  2. How many personalized letters (not emails) have you sent out each day? Including thank you cards.
  3. How many responses have you made to people getting promotions that you read about in a business journal? Send a copy of the article and on the article write, “Congratulations.”
  4. How many phone calls have you made? How many applications have you filled out each day?
  5. How many hours a week are you spending on your job search? Finding a job IS your job right now. Even though during this pandemic many of you may additionally be responsible for children and their education at home these days, this is a reminder of the numbers. How are you maximizing your job search opportunities to get your name out there?

Kristi’s Added Advice

  • Look at your challenges and turn them into gains. In loss, we grow as human beings.
  • Position yourself as a high value asset. How do you go beyond being just a commodity? Remember there are real natural diamonds and synthetic ones. Millions of people are looking for jobs. Be the real deal. How can you reposition yourself to stand out in a crowded field?
  • Do your homework. Organizations are changing. Keep current about what the employer is looking for. Rely on experts, not just your friends. As an example, Career Connectors brings in experts in their field to speak with job seekers. Listen to them.
  • More companies than ever are starting to look inside their company to develop their own employees. They are looking at both near term AND long term value of their employees.
  • Two assets employers look for are critical thinking skills and decision making.
  • Make sure your job is a good fit. What is a great fit? Energy. On paper, every candidate can shine. But how do you demonstrate your energy from behind a camera now that everyone’s on Zoom these days? This question wasn’t really necessary 14 months ago. Consider how you can communicate who you are. What are you values? Consider taking this Personal Values Assessment Kristi referenced. Complete it in addition to the DISC assessment available on the Career Connector’s website.

Now, because of the pandemic and economic downturn, we have to acknowledge what has happened. Kristi admits this past year has been the most turbulent in her professional work life of over 25 years. Some people have experienced multiple losses, and in the face of loss of lives, people haven’t even been able to say good-bye. She reminds us that even in loss there is gain in the form of key lessons or new understanding. People have to first acknowledge the loss. She asks her clients what they learned or what have they taken away as a result of the loss. That loss articulated can eventually become a way to inspire or motivate other people.

Kristi admits the pandemic has dramatically changed HER life because 95 per cent of her job was literally in the FACE of clients– including at conferences. “I needed to adapt to technology.” She didn’t HAVE to do that before the pandemic.

With all the competition out there, be that diamond in the rough. The diamond gets its value because it is rare and because no two diamonds are the same. Apply the metaphor of the diamond to your job search. Be that rare find because you offer the company what no one else can– because you’ve communicated your unique qualities to the employer. No one in the world is exactly like you.

Remember this: Because 19-year old Johnny cared enough, he found a way to share his rare personality and shifted the culture inside an entire organization.

Hiring Companies

ADOT

Vanessa Paver, HR

The Arizona Department of Transportation, ADOT, is a transportation agency serving the state of Arizona, one of the fastest growing regions of the country. ADOT plans, builds and operates a complex system of highways and bridges. Also, a major part of its responsibilities is operating the Motor Vehicle Department which provides title, registration and driver licensing services to the general public. They employ 3800 people.

More than just a construction department or licensing agency, their compliance division has their own police dogs!

The organization’s values include accountability–“We take responsibility for our actions.”

ADOT’s jobs are changing and updating every day, but some current openings include the following: Customer Service Representative for MVD (openings in Chandler, Mesa, Scottsdale and Tempe); Procurement Specialist (Phoenix); Financial Planning Analyst (Phoenix); Administrative Assistant II (Phoenix); Highway and Construction Laborer (Avondale); Performance Auditor (Phoenix); Highway Operations Technician (Tonopah); Systems/Network Supervisor (Phoenix); Program Manager (Phoenix); and Auditor (Phoenix).

Be sure to include the requisition number when you apply. And pay attention to the date because additional applications will not be considered after that date unless the job is reopened. And while it’s possible to apply via LinkedIn, and other sites, Vanessa recommends you apply through the ADOT website because that’s where the candidates are selected for consideration with the hiring managers.

Most jobs are onsite, though there may be certain times to work at home. ADOT offers great benefits including free Covid testing for employees–which is the spit test–and employees are eligible to go twice a week.

For more information or to apply for these and other updated positions, visit their website.

Upgrade

James Grizzard, Senior Recruiter

Upgrade, located in the Renaissance Building in downtown Phoenix, offers affordable credit through cards and loans. Established in 2017 in San Francisco, California, in three years the company has had over 10 million applicants and has extended three billion in loans.

The company is growing and is set to roll out several new credit products this year including checking, savings and auto loans.

During their hiring process they will consider related experience. Upgrade wants people to grow within the company. One employee was promoted three times in one calendar year.

The company has a call center set up like no other. They boast adjustable desks and a break room with any snack you could imagine. Towards Covid protection, they take temperatures daily and ask key questions. If anyone tests positive, the whole floor shuts down and all are sent home to work.

Current jobs available

  • Account Advisor: Pay $17.30 with 20% monthly bonus opportunity. One year call center experience required. Prior experience in financial industry working with collections is a plus.
  • Entry-Level Underwriter: Pay $18.00 with monthly bonus opportunity and one year call center experience required. One or more years’ experience in banking, financial services or related industry.

For additional information, to view more jobs, or to apply, go to their website

Dexcom

Patrice Baptist, Recruiter/Talent Acquisition

Founded in 1999, Dexcom, a medical device manufacturer, produces glucose monitoring devices for type one diabetes.

Company culture can be described as diverse, welcoming, patients first, fast paced, challenging, evolving, and opportunistic. Benefits the company provides include medical (dental and vision), 401(k), 5 days of sick pay, 3 weeks of vacation, 2 floating holidays, work-life balance, and a wonderful staff.

Open positions at the new warehouse include material handlers, warehouse supervisors, and EHS specialist. In manufacturing they need supervisors, manufacturing associates–2nd shift, and engineering technician.

To obtain more information or to apply, visit their website.

WealthWave

Jason Wiseman, Senior Marketing Director

WealthWave‘s network of leaders are all independent business owners who are shaking up the status quo of the financial industry, shifting the advantage in favor of families all over North America. They call themselves the Howmoneyworks Company.

Their ultimate goal as a company is to create a financially literate world.

Reasons to choose WealthWave for your employer? They are licensed professionals with turnkey solutions, ownership, digital marketing/media, start part-time, no layoffs or furloughs, hands on training and mentorship, and a long history of helping families.

Jason discovered WealthWave in 2007 when he sought a change. Though making plenty of money, his family was running out when they decided to get educated about money.

Within two weeks of the current economic crisis, four million people couldn’t make their mortgage payment–reinforcing Jason’s belief that we need financial education in this country. And consider this: In 1985 the average home was $98,000 and the average income was $23,620. By 1989 the same house was $148,000 but the average income was just $28,906.

Jason is looking to train five new people.

For more information or to apply contact Jason via their website or his LinkedIn.

Resources

Joe Bourcier, (Joe the Health Insurance Pro of USHealth Advisors) is a trusted health insurer whose team can assist individuals, families and small businesses locate the best health insurance for their wants and needs and budget.

The company has won 48 awards for business excellence in just seven years including the Gold Stevie for Company of the Year 2020.

Licensed and background checked in 30 states, Joe and his team will help you by researching all the plans available for your specific needs and do a screen share to explain the plans. Feel free to reach out to Joe Bourcier or to anyone in his agency and they’ll be happy too assist you.

Tempe Virtual Job Fair March 16, 2021— Click to check out their website and to register.

Closing

CEO/Founder of Career Connectors Jessica Pierce closed the formal part of the online meeting. Jessica thanked Career Connectors, their partners, and the 125 volunteers, stressing the free resources available on the Career Connectors’ whttps://www.youtube.com/watch?v=h-ssXYCfvAkebsite which include the free DISC assessment, blog of this event, and free head shots courtesy of Gordon Murray Flash Photo. She then invited everyone to participate in the breakout sessions available right after the formal meeting. Sheila Coulam, Director of Operations for Career Connectors, then explained how attendees could join the breakout sessions and even move in and out of various sessions with the keynote speaker, hiring companies and experts in resume writing and LinkedIn.

*Be inspired by this beautiful performance of “I Love You, Arizona” by the Phoenix Symphony and Arizona’s Dierks Bentley, sponsored by Arizona Highways Magazine. Love that? Click to hear songwriter Rex Allen, Jr. perform it, also, in his distinctive mellifluous voice. Arizona, a diamond in the rough, shares its February 14 birthday with Valentine’s Day.

01/14/21 – Walk That Walk and Talk That Talk

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Written By Susan Lamphiear

Bridgett McGowen

Setbacks like a job loss, job change, or job transition all have the potential to chip away at our self-confidence.

Our keynote speaker, published author and international speaker, was on hand to remind online attendees at Career Connectors about ways to preserve and build self-confidence during job search or job transition– even during challenging times like this historic pandemic.

*See Playlist for boosting your self-confidence or increasing your energy in the Resources and Closing.

Keynote

OK. So the year 2020 was less than perfect, keynote speaker Bridgett McGowen commiserated briefly with the online audience of Career Connectors. And the tough year may have left you wondering how to re-establish your confidence. Because, after all, little things, much less a pandemic, can impact our self-confidence.

Bridgett recalls her confidence took a hit during times long before any pandemic when she visited neighbors who were a little picky. You had to take off your shoes and you weren’t sure if you could touch anything or you’d leave fingerprints. Contrast that with visits to neighbors who were laid back so you almost felt you lived there.

Our behavior is often dictated by our environment. Also called the “recency effect,” if we’ve had negative experiences most recently, our self- confidence may suffer. We tend to remember the most recent information or events. It’s good news, though, because challenges are not usually as bad as they seem in the moment–a hard concept to swallow during a pandemic because looking left and right it’s hard to imagine if everything will get better, Bridgett admits.

During the pandemic, Bridgett’s son turned six years old and finished kindergarten online and now in first grade, he’s still learning online. However, even in the pandemic we can manipulate our perceptions.

And never forget: Words matter.

Bridgett reminds us we have choices. Imagine the world as a pot of boiling water.

  • We can be like the carrot and let the boiling water turn us soft, sad and weak.
  • Or we can be like the egg who turns hard, and mean, and nasty.
  • Or we can be a coffee bean who actually changes the boiling water. Despite everything, we can be the coffee bean who changes the world around us for the better.

In life we have choices and learn from successes and failures as we face challenges thrown our way. A confident person can deal with obstacles.

Words DO matter. A soothing reminder to wordsmiths everywhere. How can you speak up to get results you want, even in challenging times?

Having an adaptive communication style is vital. Bridgett tells a story about her young son finding her old 2006 Motorola Q. Not a blackberry or palm pilot, but the Motorola Q which Bridgett purchased in 2007. When her son found it, the year was 2016 or 2017, so of course the battery was dead and the phone didn’t work. Her son, age two or three, summoned what he knew of the world, and tapped the phone but nothing happened. Then he held down on the button and said, “Siri, play my video.” Worthless to him, he tossed it in a corner and she’s yet to find it. The point is, like her son, if we’re not communicating the way other people are, we won’t be heard or we’ll be misunderstood.

Bridgett asks, “Which communication style best describes you?”

  1. Connection Seekers need a feeling of personal rapport. They want to be known as more than simply a name on a list. They need to feel that human connection. The pandemic is particularly challenging for this group because they relate with others back and forth. They crave interaction. Sadly, they may also be judged harshly as time wasters for taking time to chit chat and ask how your weekend went or how your new gold fish Fluffy is doing.
  2. Honesty Seekers are logical and want to know how information fits with what they already know. Things need to be clear. They ask lots of questions. Seen as being difficult, these individuals want to make sure any information they pass on is correct.
  3. Result Seekers want the bottom line. Cut to the chase. Give them facts not fluff. They may seem short and aggressive. In their minds they are probably thinking 20 questions ahead.
  4. Energy seekers feel and exude excitement. Often seen by others as “over the top,” they get things done and inspire others. Deemed a “10” on the energy scale, other people tend to want them to dial it back to a “6.” Remember energy is not about LOUD. Energy involves good posture, eye focus and thinking big picture.

The good news is that you can communicate in all four ways depending on the situation and who you’re trying to relate to, for example in a meeting or an interview. Knowledge of these four styles also allows you to recognize other people’s styles. If you engage in chit chat and get little response or one word responses, move on, since you’re likely dealing with a result seeker. Most people only use one of the communications styles 51% of the time. But we can adapt. If you don’t adapt to another person’s communication style, you risk being misunderstood.

In the book Relentless: From Good to Great to Unstoppable, by Tim S. Grover, coach for hall of fame athletes and champions, Grover describes three types of champions: the cooler who gets everyone else excited, the closer who gets himself or herself jazzed/pumped up, or the cleaner who never gets cranked up or emotional (Bridgett prefers to use the term “confident” instead), saves all their energy for “game day” when it matters.

When you’re confident, you keep pushing yourself and thrive on challenges. The confident person makes decisions, not suggestions.

In the book The Image of Leadership, Sylvie di Giusto says YOU control the message your look sends. Fair or not, when you meet someone, you’re judged in the first seven seconds. This applies to not just how you’re dressed, or how you look, but everything about you, including your posture. So keep your head up, shoulders back, and eyes laser focused.

And SMILE, even on the phone, or during the pandemic when wearing a mask. You have just a few seconds to make that first impression, so remember the smile sends a silent message.

  • Strength
  • Magic
  • Infectious–even with a mask on, your smile shows in your eyes.
  • Loved
  • Energy–keep it positive.

Bridgett made the audience guess her height and received guesses ranging from 5’2 to 5’8 and taller. In reality, Bridgett is 5’2″ and a powerful speaker and an obvious leader, judging from her presentation and confident demeanor. Researcher Nancy M. Blaker reports taller people are perceived as more dominant, healthier and more intelligent. However, voice also communicates leadership, so Bridgett reminded everyone to find your optimum tone. If your voice pitch is too high or too low, people often make negative assumptions. So find and practice your ideal voice by humming the song “Happy Birthday.”

Remember: What you say is a tool. It’s not bragging if you sell yourself. “I do amazing work.” Use your voice to elevate others, too. If you don’t sell yourself, who will?

Bridgett reminds you to be very mindful of the image you project with the messages you send out to the world. She tells a story.

A local priest and pastor are just outside town pounding a sign in the ground which reads:

The End is Near. Turn yourself around before it’s too late.

A speeding car goes by and the driver yells, “Leave us alone you religious nuts.” Soon after, the priest and the pastor hear a loud screech followed by a splash.

The pastor turns to the priest and says, “Do you think we should have just written, The Bridge is Out?“

Always pay close attention to the messages you send out. Written or spoken. Organize your thoughts and think before you speak.

Checklist for messages

  • Positive
  • Open Minded
  • Worthwhile
  • Effective with the right impact for the intended audience
  • Relevant

Is what I’m about to say

  • Thoughtful
  • Helpful
  • Important
  • Necessary
  • Kind

Bridgett left us with the following thought. The value of our lives comes not in what we do, or who we know, but how we demonstrate our care and our respect for each other by the way we communicate.

For 52 strategies, one each week, on how to show up as your most confident self, read Bridgett McGowen’s book Show Up and Show Out.

Hiring Companies

Isola

Heather Kitsko, Director, Global Talent Acquisition

Isola, founded 108 years ago in Germany, creates raw materials for advanced printed circuit boards. Almost every ventilator in healthcare uses their raw material. An industry leader, Isola’s global headquarters is located in Chandler, AZ, and has locations in South Carolina, Germany, Singapore, Taiwan, Hong Kong, and China.

Employing 1600 worldwide, their global footprint includes seven manufacturing facilities. With industry-leading technology, they have more than 185 patents. Through innovation they help enable more capabilities for mankind.

The company values include putting safety first, stressing collaboration, staying customer focused, being courageous by embracing change, and keeping commitments.

Isola is hiring! Career opportunities include the following positions:

  • Global Compensation Analyst
  • Global Industrial Engineer
  • Machine Operator
  • Maintenance Technician
  • Sr. Applications Engineer (PCB)
  • Sr. Integrity Engineer

To obtain more information or to apply, go to their website.

Robinhood

Amanda McBride, Recruiting Coordinator

Robinhood, a licensed brokerage app founded in 2014, provides commission-free services to both beginning and experienced investors. Of the 13 million accounts, about 50% are beginner and the average age is 30, younger than the typical investment customer. The company is one of the fastest growing custom brokerages.

Robinhood’s mission includes creating a better way for the next generation to invest. These days the average individual has to pay up to $10 per trade. Robinhood believes this is inherently wrong and is headed on a path to change this.

  • Robinhood provides a platform for customers to learn and invest responsibly.
  • Robinhood offers customers the ability to trade commission-free.
  • Robinhood provides educational resources to help customers have an informed investing experience.

Robinhood takes prides in its workforce diversity. Toward this end, the company has created the following resource groups:

  • Sisterhood
  • Rainbowhood
  • Black Excellence
  • Parenthood
  • Latinhood
  • Vets @Robinhood
  • Asianhood

Among the numerous benefits and perks offered include competitive salary, comprehensive medical benefits with premiums 100% company paid, 16 weeks of fully paid flexible parental leave whether through birth or adoption, and monthly health and wellness stipend.

For more information or to apply, visit their website.

Resources and Closing

CEO/Founder of Career Connectors Jessica Pierce closed the formal part of the online event. Jessica reminded those in attendance of the resources available via the Career Connectors website. Videos included on the website include the following: Online events since April of 2020, Career Chat with Jessica, and Career Connectors Community Updates. LinkedIn is the number one source for job hunters and hiring managers, so Jessica stressed if you’re not already using this important tool, she highly recommends it.

Tempe Virtual Job Fair will be hosted by Career Connectors on January 26, 2021. Click on the link for details and to register.

Because all Career Connectors events are only online during the Pandemic, anyone who needs a professional head shot may contact Gordon Murray Flash Photo for the exact schedule in January and February, for locations in the Phoenix area, and contact information. Gordon offers his professional service to Career Connectors. The photographer donates this free service on a volunteer basis; however, the service will accept donations though it’s certainly not required.

*Playlist for boosting your self-confidence or increasing your energy

12/16/20 – Land Your Perfect Job in 2021

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Written By Susan Lamphiear

Land your Perfect Job in 2021 Jessica Pierce

“Hope is being able to see that there is a light despite all of the darkness.” Desmond Tutu , Nobel Prize winner/ Human Rights Activist

During this Pandemic, people worldwide seek hope and light at the end of the tunnel. But facing this tunnel of darkness AND simultaneously facing the challenge of a job hunt or job transition can seem equally overwhelming.

Keynote speaker Jessica Pierce, CEO/Founder of Career Connectors, was on hand to offer hope and words of encouragement, sharing on her own story, along with specific action tips for navigating the job search as 2021 approaches, even as the worldwide Pandemic continues.

Keynote

Enter the recession of 2009. Jessica describes her family as “significantly impacted by that recession.” With three children, including an infant, a two-year-old, and a ten-year-old, Jessica’s staffing company took a hit and husband Mark Pierce saw three layoffs to his recruiting career within six months.

Jessica and Mark acted swiftly, arranged a short sell of their house, and moved into a rental. A knock on the door. That fateful day in December, right before Christmas. The rental company stopped by to do a repair, and it was when Jessica opened the front door she saw a foreclosure notice posted on the door. Falling to her knees, shaking, she visualized her entire family homeless. The notice announced they had 14 days to move out of their house.

However, in a short time, a home became available–for their “under $1100” per month request–$999 to be exact. A four-bedroom house in Gilbert. “If you don’t call that a miracle…” Jessica said. This rental they found was a wreck, but they went to work cleaning it up, and a painter using paint left over from another job did the whole project for $500. Then within the first three months of 2010, Jessica landed a contract which pulled them out of the recession.

Jessica shares her story to let her audience know there is hope. “You’re here at Career Connectors in December. A lot of people give up in December!”

“It’ll be a great day. I’m going to give you action steps to take.”

Jessica reminds her online Zoom audience a lot of people job hunting don’t realize they need to get into the brain of decision makers. What are they looking for? And how many resumes cross their desks on any given day? “Our goal at Career Connectors is to get you in front of people.”

She recently received 150 applications for one job. The people she interviewed first were people she knew. One hiring manager recently hired a woman who didn’t meet all the criteria or expectations, but she smiled!!!

Job hunters or people in job transition need to keep in mind the jobs you’re looking for may not even show up on the job boards. That’s right. A whopping 70 percent of jobs never show up on the job boards. However, you might be introduced to somebody who knows somebody who knows somebody. That’s the power of connections.

LinkedIn is a must for job seekers. A full 94% of employers use LinkedIn but a mere 34 % of job seekers are active on LinkedIn.

In 2009 Jessica jumped on LinkedIn, or Career Connectors today would look very different. She uses LinkedIn for many reasons, including to find new speakers and hiring companies for Career Connectors’ events.

Tips from Jessica as you navigate the job search in 2021

  • Use job boards to see what jobs and companies are out there. BUT use LinkedIn for your actual search and to make connections.
  • Use Facebook for branding. But rely on LinkedIn for the search.
  • When using social media, including Facebook, and others like Instagram, keep in mind divisive topics can hurt you. So can iffy pictures. Carefully consider what image you present of yourself throughout social media. Hiring companies use social media to vet candidates, or worse, to eliminate them before they even meet. Fifty-five percent of recruiters have reconsidered a candidate because of their social media, with 61% of those “reconsiderations” due to negative social media.
  • Your best bet for getting in front of potential employers is to use LinkedIn to connect with recruiters and hiring managers and other contacts. If you’re interested in a particular job, try to meet people on LinkedIn. Especially in this era of the Pandemic, no one is going to fault you for looking for a job!
  • Be confident in talking about your job search status. Let people know you are looking. Don’t ask everyone for a job, but put it out there that you are searching.
  • Ask friends and relatives to share how they perceive your strengths.
  • Face-to-face meetings are difficult right now due to the Pandemic. So pick up the phone! Connect on social media.
  • Before you do a virtual interview, test your technology equipment. Also, to make up for lack of in-person meetings, recreate eye contact by looking into the camera. Smile. And wear a FULL outfit, including pants! You never know if you’ll need to get up to quiet the dog or get up for some other reason!! Even if it’s a virtual interview, be a couple of minutes early. Not fifteen. But a couple of minutes.
  • Consider if you’re a culture match for a company. Character, Chemistry and Competence are all part of a match. Do your research. Jessica gives an example of a friend who was in a hurry, accepting a job she ultimately left in six months. Her friend admitted she should never have accepted the job–and the job hurt her. She literally had to seek counseling to counter the negative impact the job had on her psyche. Had she researched the job, she admitted, she’d have never taken it in the first place.
  • If you fit 80% of the job description, go for it. She recently talked to a man who felt a particular job required a college degree. But in the final analysis, people out there with no degree can still have attained professionalism and decision making skills, two areas he thought meant a degree.
  • Jessica hired Sheila Coulam as Director of Operations for Career Connectors because even though her current position doesn’t require her engineering degree, Sheila continually uses her transferable skills of thinking through processes and being detailed-oriented, plus Jessica knew Sheila’s character and strengths because she was a volunteer!
  • Follow up an interview with a thank you via an email or a LinkedIn message.
  • Don’t underestimate showcasing your skills via volunteering and social media. Do a blog, post presentations or articles, or participate in virtual speaking events. Be active in professional associations. Be engaged on LinkedIn by joining groups, posting or writing articles.
  • If there are skills you need, these days lots of training is available online and there’s even funding available for some of it.
  • Take the DISC assessment free via the Career Connectors’ website.

“Talent will get you in the door, but character will keep you in the room.” Jessica reminds the participants that character has become a really big part of the hiring process. Companies want to hire a cultural match. People want to work with people they like. By taking the DISC assessment you can rediscover action words to use on your resume, or in interviews, that will help inform potential employers of your strengths.

When you finally get in front of that employer, make sure you’ve done your research, including what you’ve said on your own resume! Also, a favorite question employers love to ask is, “What do you know about us?” You do NOT want to get caught not being able to answer this question!

  • What does the organization do?
  • What are the missions, goals, and values?
  • Is the organization mentioned in recent news?
  • What is the company culture like?
  • Who are you interviewing with?

Keep in mind companies are still hiring. Keep the faith and stay connected including with Career Connectors. Do your homework and find that dream job in 2021.

Hiring Companies

HotFoot/Grainger

Mia Papa, Talent Acquisition Consultant

HotFoot, founded in 2009, provides superior staffing solutions.

HotFoot tailors their interview process depending on the position. Their clients include manufacturers of protective equipment, call centers, plus engineering and administrative and professional services.

HotFoot’s goal from the start has been to focus on people. They like to keep clients posted and updated about status during the interview process and not keep them guessing. As a recruiter, if Mia doesn’t have an appropriate job available for you, she will reach out to other colleagues at HotFoot.

Current open positions include the following: Contract to Hire: General production roles Valley wide at $14-$17 per hour; customer service (financial services) including remote data entry, $18 per hour; industrial sewers/sewists, Tempe AZ, $14 per hour; Data entry, remote two-week contract position; Direct Hire: Customer service in Tempe, AZ and also Waterloo IA and Janesville WI; inside sales in San Antonio TX; and Warehouse supervisors and managers in CA, MD, and MO.

Mia also hires for Grainger, a well-known industrial supply company, known for their warm, inclusive culture, who plans to hire hundreds in 2021 at $17 per hour with full benefits.

Grainger has arranged for all 600 call center employees to work from home during Covid. For those workers on site, Grainger follows all CDC guidelines. Onsite, Grainger has installed barriers in offices, and follows sanitation guidelines because they want the workplace to be safe. Also, Grainger conducts many virtual interviews.

Please visit their website for more job listings or to apply.

PennyMac

Ashley Hilscher, Talent Acquisition Specialist

PennyMac Financial Services and Investment Firm prides itself on closing loans on time and on hiring employees from diverse and experienced backgrounds.

Accountable, reliable, and ethical describe their values. Founded in 2008, today they are among the top three lenders in the U.S. Its unique business model allows the company to thrive in both the up and down markets, unlike any other lender. Their loan officers are licensed and 100% remote, with the company providing supplies and office set up. A lead generator creates warm leads which is particularly attractive to some people.

As an online lender, PennyMac specializes only in home loans including FHA, VA, and investment property loans. The company continues servicing the loans, so they won’t be selling your loan.

To search for positions or to apply, visit the career section of their website.

WealthWave

Jason Wiseman, Senior Marketing Director

WealthWave, as a financial company, strives to educate families so families can dream again and thrive financially. Jason was not headed in this direction when he started his career. But based on his own financial experiences, he wondered how big a player you had to be to get some help. So a chain of events led Jason to start part time with WealthWave. He firmly believes Middle America has been left behind financially, confirmed when two weeks into the Pandemic, 33% of Americans didn’t make their mortgages.

It may be a cliché that Jason wants to bring Wallstreet to Main Street, but it’s true. That’s what WealthWave wants to do. In fact, they were ahead of the Pandemic five years ago when they offered online finance classes and now also offer the classes in Spanish.

Not just anyone can work for WealthWave because you need to be licensed. Benefits include the following: It’s turnkey, you have ownership, you have the option of starting part time, there are no layoffs–they actually have grown during the Pandemic.

Educating people is very rewarding because most people haven’t developed a Plan B for their finances.

For more information or to contact the company about joining WealthWave as a career, visit their website.

Resources and Closing

Sheila Coulam, Director of Operations for Career Connectors, thanked everyone including attendees and volunteers, and then reminded everyone of resources available via Career Connectors, including the DISC assessment, business portraits, and career advice.

The next Career Connectors’ online event is scheduled for Thursday, January 14, 2021, featuring keynote speaker Bridgett McGowen. Sheila urges everyone to attend, especially if you’ve never heard Bridgett because she’s excellent. Go to the Career Connectors’ website to register and find the Zoom link for that event, and to find details for other upcoming events, including Tempe Virtual Job Fair, being held Tuesday, January 26, 2021. Be sure you’re registered for e-updates–the next one scheduled for January 5, 2021. Also, don’t miss Career Chat episodes with Jessica Pierce.

10/21/20 – How Do I Effectively Lead During a Crisis?

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Written By Susan Lamphiear

Travis Hardin Leadership in Crisis

“When we work together, when we remember our common humanity, there is little we cannot accomplish.”

Captain Chelsey Sullenberger III on the 10th anniversary of what’s come to be known as the “Miracle on the Hudson.”

Chelsey Burney Sullenberger III, better known as just “Sully” rose to instant fame when he piloted the US Airways flight 1549, and made an emergency landing on the Hudson River in January, 2009. Out of 155 passengers, all 155 survived, including a nine-month-old baby.

How’s that for leadership during a crisis? But of course, Sully didn’t become an extraordinary man overnight. According to Sully, the flight training he received from the local flight instructor when Sully was just 16 years old has influenced his aviation career for the rest of his life. Sully went on to serve as a fighter pilot in the U.S. Air Force, and as the pilot of that fated US Airways flight.

Sully didn’t stop there. A year following his retirement from US Airways, he was hired by CBS as an aviation and safety expert. As our keynote speaker emphasized in his online presentation to Career Connectors, think in terms of growth not goals. Enjoy each step along the way.

Keynote

After the passing of his 97-year-old Granny last week, and as he prepares to celebrate the life she lived, Travis Hardin looks back on the lessons she taught him enabling him to build towards a career in motivational speaking. Granny had an elementary education but she was very wise.

One of the most important books Travis owns started with seven blank pages with three staples, the “book” Granny gave him in 1999 when he was a college grad. At the time Travis had no plans. But on the first page of Granny’s book he wrote, “I want to make a difference.”

Steps to Success

  • Take your first step. You must take action.
  • Your next step will not be obvious until you take your first step.
  • Focus on growth rather than goals. Dream now, but keep taking actions and growing.
  • Do your best at each step along the way. Plan to get better as you continue to take action. Make it look easy even though it’s not. Travis has spent a lot of tears and late nights to reach the success he has today. When he began his career in motivational speaking, he spoke for free or for lower wages in order to expand his experience. He spoke to small groups at first and then gradually to larger groups. He always wanted to mentor and train people. But he took it a step at a time. Success is a series of steps, not one giant leap.
  • Each step should be your favorite step. People suffer from what Travis calls “destination disease.” Travis suggests you enjoy each step along the way as you proceed and learn and grow. Today Travis practices and rehearses for a small group of three or four people as much as for a big group. He calls it part of the journey. Travis refers to the disappointment lots of families felt because, due to the Pandemic, the COVID virus, many families had to forego graduation ceremonies. Don’t confuse recognition of success with success. On your journey to success you are successful when you take your first step. In the case of a college degree, no one really notices the first day of enrollment, just the final day. But success lies in the step, not just the finale.
  • You don’t step yourself to success. Consider each step along the way a success. But keep growing and improving. The comedian and actor Steve Martin says no one wants to hear about his acting because they want to hear about agents and shortcuts. Steve says be so good that no one can ignore you.
  • Failure and success should never be separated. FAIL stands for First Attempt In Learning. You learn from stumbling blocks.Not a person in the world has reached success without failure.

As you learn and grow on your path to leadership in crisis, keep in mind the difference between a good leader and a great leader during a crisis: a good leader reacts while a great leader anticipates. For example, the well-known Canadian hockey player and former head coach, Wayne Gretzky, called the greatest hockey player ever by many sportswriters, players, and the NHL famously said, “I skate to where the puck is going, not where it has been.”

Hiring Companies

Community Medical Services (CMS)

Megan Kennedy, Recruiter

Community Medical Services (CMS) began providing substance abuse treatment in Phoenix, Arizona, in 1983. CMS now operates over 40 substance abuse clinics across nine states including Arizona, Montana, North Dakota, Alaska, Indiana, Michigan, Ohio, Texas and Wisconsin.

The company proudly opened the nation’s first 24-hour Opioid Treatment on Demand (OTOD) center in Phoenix. Since then CMS expanded this model to Columbus, Ohio and West Allis, Wisconsin. The clinics focus on meeting the challenges presented by the growing opioid epidemic in communities where treatment is lacking.

The mission remains working with communities to provide education on the importance of effectively treating opioid use disorder. They strive to help patients navigate care without the discrimination and stigma of their opioid use disorder and use of medication-assisted treatment. CMS’s singular aim is to help patients heal.

The company is proud of their clinic personnel who are able to provide an environment free of judgement and condescension, treating everyone with dignity and respect.

CMS is a growing company looking for candidates who are passionate about making an impact, who see challenges as opportunities to show initiative, who listen to and honor the reality of those individuals CMS serves, and who are committed to the company’s practices grounded in science and evidence.

Current opportunities with CMS include front desk in North Phoenix, Tempe, and Mesa. Pay rate is $15-17 per hour, with differential pay for COVID and bilingual. Other opportunities include Clinic Manager in Mesa, Counselors in Glendale and Mesa, and Insurance Verification Specialist, remote.

For more information or to apply visit the company website. As the company grows, they will continue to hire.

Rauch North America

Katie Olynick, HR Manager

Rauch recently opened their new, state-of-the-art beverage filling plant in Glendale, Arizona, in November, 2019, one of Rauch’s co-packing plants. It’s an opportunity to be with the company from the ground up. Rauch is an established company, but the facility has a start-up atmosphere. “We are looking for employees who understand that start-up mentality and a passion for building a brand, and determination for success.”

The company is looking for people who are willing to roll up their sleeves and make things happen. As a start-up, brand new to the U.S., they are a company planning to grow. Positions are listed on Indeed.com. With 24 employees now, they plan to grow to 80 by the end of 2020, and 160 by the end of 2021.

Rauch is a family business, having remained family owned for four generations. Franz Rauch came from the industrial revolution and embarked on the fruit juice industry in Austria. As the company grew, Franz started buying fruit directly from the farmers.

Today Rauch has subsidiaries that aren’t owned by Rauch, and they’re also co-packing partner for other brands in other countries. One of their products is Red Bull.

Rauch North America is currently recruiting for machine operators, forklift operators, shift leads, maintenance technicians and electrical technicians. They are a 24/7 operation, with a shift model of 12 hours/4days/3 days off, offering competitive pay, benefits, 401(k) and paid time off.

Currently Rauch positions are posted on indeed.com. To find these positions, search for Rauch North America or go directly to this indeed link.

Staffing Symphony

Abby Kohut, Recruiter

Staffing Symphony‘s recruiter and president, Abby Kohut, after 26 years in HR, and due to COVID and the Pandemic, decided to join a headhunter network. Abby has helped 10,000 people get hired and she’s eager to help you. Her transition required a leap of faith, she admits, but the network is growing! She thought it would help her reach her goal to help one million people get hired.

New jobs continue to become available daily in every industry, every state, at every level. Many of these jobs are remote.

If you have lab sales experience, she’s looking individuals in Arizona for that role. You can look these up on the website. Hundreds of jobs are hidden in the headhunter network.

Tips for Your Search

  • Use AZ for the location.
  • As you fill in the search fields, look for other types of key words for your searches for opportunities.
  • Use quotation marks around your job titles.
  • Don’t abbreviate words.
  • Most important point–create an alert for any job you’re looking for.
  • Select “full remote” for jobs to work remotely.
  • Don’t wait for 100% job match.
  • If you think you’re qualified, go head and apply.
  • Abby will be looking out for you.
  • Abby is recruiting 1099 positions to sell COVID antigen tests. The positions just came in last week, and you don’t need sales experience for the position. Let her know you’re interested when you send your resume.

You may email Abby your resume to jobs@absolutelyabby.com and go to her website to job search. When you email her, you will receive the webinar, cover letter template, and COVID job search resource guide. She’ll take your resume and look for the hidden job you might not have noticed. This will be ongoing because of the time it takes, but she can’t do her search if she doesn’t have your resume! Your resume will go directly to the recruiter who posted the job, but she’ll make sure your resume goes through, and will write to the recruiter who posted the job.

WealthWave

Jason Wiseman, Senior Marketing Director

WealthWave is a network of independent business owners whose mission means they seek to protect and build wealth for the families they serve. Their mission allows them to increase financial literacy for families and provide financial solutions.

Jason Wiseman tells us this was not his original path. He worked for Motorola for many years but even though his job was more stable than many, every year he watched layoffs; and even his key group of 22 was down to only 7 when he left. It was stressful.

Jason couldn’t really afford to start from scratch. It was a paradigm shift to start working at a business part time.

WealthWave is flexible enough so they can help you transition into something part time if you are hesitant about going all in being an entrepreneur. WealthWave’s mission is to eliminate financial illiteracy to keep people from making easily avoidable financial mistakes. Jason now works full time for the company.

Jason suggests you keep your mind open to new opportunities. WealthWave looks to build people up and that’s why they make education first. And because the company was about five years ahead in technology, when COVID hit they were already ahead of most businesses. A whopping 20,000 people attended their online program from Atlanta.

WealthWave®, The HowMoneyWorks® Company, has a clear vision, a passionate mission, advanced systems, and strong platforms. Their slogan is “to disrupt the financial industry so families can dream again.” They are attracting leaders all across North America who are ready to position themselves to eradicate financial illiteracy and pursue the business and future of their dreams.

Why Choose WealthWave?

  • Turnkey Solution
  • Licensed Profession
  • Ownership
  • Marketing/Media
  • Start Part time
  • No Layoffs or Furloughs
  • Hands on Training and Mentorship
  • A long history of helping people

To learn more about the company, or to apply, contact Jason Wiseman at Jason.Wiseman@wealthwave.com.

Closing

CEO/Founder of Career Connectors Jessica Pierce thanked the speakers, attendees, and volunteers. She reminded everyone that because of the election November 3, the event that first week in November will be held on THURSDAY November 5, rather than Wednesday.

Jessica also reminded attendees of online resources available at the Career Connectors website including the free DISC assessment and event recap blogs, See the website for more resources.