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Event Recaps

9/5/19 – Instant Likeability

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Written by Gary Matsuda

You want the job. You need to get the sale. You need to get stuff done and there is so much to do. Who cares about being liked?

Not so fast!

Despite how much we rely on technology to communicate and be productive, deep down we still want to know that others are listening to our needs and value us as people, not projects. Being likeable helps us connect with others by answering some subconscious questions: Do we have something in common? Are we on the same side? Is it possible for us to get along?

Your brain makes ‘friend or foe’ instant judgments on people we meet for the first time. So, unless you are in a profession where you need to appear intimidating, use the pointers below to make yourself more approachable and appear as someone who can be trusted.

Keynote

Enter Dave Sherman, expert on mixing, mingling and schmoozing, who has 3 best-selling books on networking and sales. For a long time, others thought Dave was likeable just because his dad was that way. But that wasn’t entirely true, he had to learn lessons along the way about connecting with people. He says if we’re not born with it, we don’t have to give up and resign ourselves to be lifelong wallflowers. We all can learn to be likeable – here are his tried and true words of advice:

Tip #1. Put on a smile.
This is the first thing you should do when you arrive at an event. It takes little effort and costs you nothing! Studies have found that those who smile are thought to be warm, friendly, approachable and smart. People will be more likely to respond to you. Let it be natural, show it in your eyes, and you will appear more authentic. Do it early, do it often.

Tip #2. Ask questions.
This suggestion applies whether you are outgoing or an introvert. To get a conversation going and get others to talk, come prepared with questions and you’ll be more comfortable approaching strangers. The other person may have been looking to start a connection so you’ll both overcome nervousness this way. Ask them about how, what, why and when – maybe you can learn something about them.

As they are answering take note of the next tip.

Tip #3. Pay attention.
Listen to their answers and try to find commonality. The mind processes thoughts five times faster than we speak, so be aware of your thoughts while in conversation and resist the temptation to interrupt.

Tip #4. Let them talk.
Try to do less talking about yourself and keep your attention on learning about opportunities. We have the tendency to believe what is going on in our heads is more important, so again fight the temptation to interrupt.

Think of your worst date (or dates). You can probably think of a time when the other person talked about themselves the whole time. You don’t want the other person to do all the talking either! Neither side should dominate the conversation. It’s also OK to end a conversation when it has run its course. Find a break in the exchange and you might say:

“It was a pleasure to meet you, but I would like to meet someone now”

“I’m going to take a restroom break”

“How about those Crab Rangoons, excuse me I’ve got to get some!”

Tip #5. Practice Servant leadership:
Zig Ziglar said, “You will get anything you want in life, if you help enough other people get what they want.” And how would you know what others want? (Hint, see tips #2, #3 and #4).

Dave has thought about you. No, not you personally but as a community. At one time you may have been irritated by fake Facebook scam ads. Dave started a scam stoppers website to help others who had the same frustration. He was paid nothing for his work, but he created this because he wanted to help improve the culture of the web. There was no personal gain for him except for the knowledge and satisfaction that he was making a difference, especially when one of those ads got pulled!

Tip #6. Show some personality.
Humanize yourself. In this overused, over hyped digital world, there is a tendency to relax our social skills. During face to face interaction, be intentional and show personal authenticity. You are not your resume. Or your cover letter. Or your LinkedIn profile. Let the real you show, be genuine. If you are more comfortable with books, be proud of that. That can be a good topic for discussion too, ”What have you been reading lately”.

Tip #7. Remember the Golden Rule.
The Golden Rule applies not only when the situation is going well, but it’s especially relevant when things don’t go your way. The job search is tough and one of the worst feelings is having an application rejected. Don’t let it get to you personally and corrupt your attitude. Be prepared to act graciously when things go wrong – even when you have followed all the suggestions here. The next tip should help you look on the positive side.

Tip #8. Use humor…carefully.
Don’t worry if you don’t think you are funny. If you try too hard, it will seem like, well. . . you’re trying to hard. For most of us humor doesn’t come naturally but it too can be practiced and learned. At the very least, always look at the positive side of a situation or conversation. You’ll want to be someone who can add something of value, not find fault.

We’re nervous at networking events because we don’t know what to expect, our defenses are up, yet we’re there to talk to people! No wonder we’re stressed! Humor enables us to relax, let our guard down and allows our brain to be more willing to accept new information. So relax, make a joke, break the ice – people will tend to be more open and possibly share more about themselves. So, laugh a little, learn a lot.

Tip #9. Treat everyone with the same level of kindness.
Dave’s dad was always known to treat everyone with kindness. This includes people who seem to have no decision-making power. However, in sales or a job search, the gatekeeper can be the most important person who can open doors for you – think of them as the first decision maker.

Do this and you’ll build a habit, a good reputation and you’ll feel better too.

Tip #10. Build commonality.
Investigate and research to find personal information. If you’re sitting at someone’s desk, notice personal items, photos of kids, pets, sports and comment on them.

If you have the chance to prepare for a meeting, do your research to find out what you may have in common, such as sports, kids, schools, hobbies, or places.

In person is a great way to use questions, to find out what they do, about their likes, what motivates them and what they do when they are not working.

Anyone can be more likeable if they understand the importance behind it and put effort into improving their first impressions. Learn to be instantly likeable and you’ll open yourself up to opportunities and become known as someone who is easy to work with. What’s not to like about that?

Hiring Companies

Honor Health

Jo Bryant, Executive Search Strategist

Looking for a career where you are cared for while you care for others? Consider Honor Health who are on a mission to improve the health and well-being of those they serve. They do this by supporting the HONOR in you. They strive to maintain a unique relationship with each employee, listening to feedback that help with decisions that make a direct impact.

Career Opportunities

  • Patient Care Tech
  • RNs and Therapists
  • Food Services
  • Social workers and Care Managers
  • Registration/Schedulers
  • Customer Navigation Coordinators
  • Financial Services
  • Security Services
  • Logistics/Supply Chain Services

Resources

Greater Phoenix Chamber Foundation

Brittany Holmes, Workforce Development Manager

Financial Industry Training (F.I.T.)

  • Looking for a rewarding new career?
  • Willing to complete a short training program to get there?
  • Have customer service skills, passion for helping others and a desire to learn and grow?

Then get F.I.T. for a new career!

Whether you are working in hospitality, customer service, education, or just want a change, a career in Financial Services is possible. No degree? No experience? No problem! Financial services firms are looking for talented customer focused individuals. You can enroll in F.I.T. with in-person, hybrid and online study options!

Closing

Jessica Pierce, CEO and Founder of Career Connectors, closed the event by thanking GCU for hosting the event and thanking the volunteers, sponsors and partners who make the Career Connectors events possible. Attendees were encouraged to network and take advantage of the many available resources.

Upcoming event details are available on the Events Page.

8/27/19 – Kickstart Your Job Search

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Kickstart your job search

Written by Julia Churan

When you haven’t had to look for a job in many years, you might feel
overwhelmed in a whole new world of HR technology. The solutions you used to job search 10 years ago or even 5 are likely obsolete. Terms have changed, the interview format is likely over the phone or video, and you suddenly feel overwhelmed in what seems like an impersonal way of finding a job. The reality is “making it personal” may be what helps you navigate or bypass the Applicant Tracking Systems and land the interview.

10 Lessons to Get to YES!

Keynote Speaker:  Kevin Dumcum – ARIZONA@WORK Maricopa County

Kevin has spent the last six plus years in workforce development and employment services. He’s experienced the process change first-hand and shared a guide to “Kickstart Your Job Search.“

Lesson 1: Recognize That Job Loss Is Traumatic

Feelings of anger, confusion and hurt are normal when you lose your job, no matter what the circumstances. The rollercoaster of feelings will eventually ease but they may also come in waves; so be patient.

Lesson 2: Understand How Companies Think

Companies exist for the purpose of turning a profit.  This includes decisions of restructuring and downsizing. Companies make no guarantees and you can’t assume any job will be the one you retire from now.

Think of yourself as a contractor regardless of your status and always consider what your next step might be.

Lesson 3: Control Your Own Career Path

No matter what company you take a job with, this will likely not be your last job so keep your skills sharp. Learn new skills and take advantage of any training opportunities and tuition reimbursement to learn new skills.

Lesson 4: Take Care of Yourself

Job search should not be your 24/7 focus. Find a balance and take care of yourself with hobbies, exercise, helping others or enjoy family and friends. You might not have the time very soon so learn a new skill or do something you’ve always wanted to. Learn to cook, take a home repair course or join a hiking group. These sort of activities will get you out meeting new people and help you be refreshed when you are searching for that new position.

Lesson 5: Decide What You Really Want

This might be the ideal time to consider a fresh start or career change. These resources can help you with some soul searching and provide some direction for the next chapter of your career:

  • Book: “What Color is Your Parachute” by Richard Bolles – The book provides current statistics on the U.S. job market, self-directed exercises to help you understand your “Why,” and tips to finding someone who will pay you for that purpose.
  • Book & Assessment: “Strengths Finder 2.0” This book and tool helps identify your top strengths (not skills). It will help align your skills to give you more success in life.
  • Assessment: Carl Young Personality Type – you can take this through Arizona@Work.  This helps you define your values.
  • Assessment: DISC Assessment – this tool is available online through Career Connectors and Top Talent at no cost to attending seekers. It helps you define your career trajectory and may help build your resume.
  • Assessment and Resource Website: ONetOnline.org – They offer an assessment “My Next Move” that takes about 15 minutes and gives you a range of occupations based on the results. It also allows you to type in your last occupation and get links to other related occupations that might suit you better or be something to watch for.
  • Website: CareerOneStop.org – this site should help you decide if the roles you are seeking are growing occupations. You will find valuable information like the median wage to know if your desired salary is in line and other stats about the role. The site is provided by the U.S. Department of Labor so the data may be a bit delayed, but still useful.
  • Publication: Phoenix Business Journal – there is a subscription fee for this weekly publication and daily website but it provides current information about local businesses and industries. They also publish an annual special “Book of Lists” that gives you a great start in listing top companies and key data in most industries.
  • Website: Best CompaniesAZ – This organization recognizes companies who rank as desirable places in the Valley to work based on employee satisfaction and company culture. They are profiled on the website and recognized at recruiting events throughout the year.
  • Other Online Resources: Search for specific companies on Google, Yelp, Glassdoor, and LinkedIn to see what others are saying about your target companies and current news to stay aware of the organization.

Lesson 6: Try Everything

We live in a time when resources are easily accessible. Many are at little or no cost for seekers.  Take advantage of the variety of services and don’t take an attitude that “It isn’t for me.” You just never know where that next contact might come from.  Consider:

  • Arizona@Work
  • Employment Academy
  • Goodwill of Central & Northenr
  • Maricopa County Library
  • Phoenix Public Library
  • Fresh Start Women’s Foundation

Lesson 7:  Find All the Jobs

Job Sites
The days of classified ads and Monster.com are gone.  There are job boards everywhere.  Some are specialized, some are localized and most are free. Many take out a lot of the search work by allowing you to upload your resume and they will notify you of matches.  They will quickly pollute your email box with recommendations or prospects so be prepared. Consider a special email box for your search.  Take a look at some or all of these online job boards:

  • AZJobConnection.gov
  • CareerBuilder
  • Dice
  • SimplyHired
  • Indeed
  • ZipRecruiter
  • LinkedIn

Google has rolled out a new feature.  If you type “jobs” into the search box you will get listings of jobs in your area without going directly to a specific company’s site.  You can refine the search to “jobs in Tempe AZ” or “jobs at USAA” or “engineering jobs near me.” You will still need to apply though the employer, but it is an easy way to search quickly.

Remember, the majority of online applications will not be seen by
a live person unless your resume/profile matches with the recruiter’s criteria in the Applicant Tracking System. You cannot rely on mass applying. You must leverage your network and make yourself standout.

Sign up for the ARIZONA@WORK Job Blast Newsletters.  Text AZATWORK to 22828 to get a listing of 5000 of the most recent local jobs.

Social Media
Employers will raise questions if you aren’t visible on social media so you need to have profiles and begin building a circle of connections. You don’t have to be on every platform but be sure you are active on LinkedIn and then pick another one or two. Facebook, Twitter, or Instagram will give you a good start. This can help employers get to know you, the person, a little better. They will see if you are well-rounded. It can help them decide if you are a good fit for their organization. If community service is important in their company, they may look to see if you volunteer or have interests in that activity.

Be aware of what you are posting, however, and the viewers that may see it.

You must have a LinkedIn profile and begin to establish a robust
professional network, if you don’t already have.  There are many tips on past blog posts to help you fine tune your LinkedIn profile and build connections.  See them here. You can also get assistance at any Career Connectors event by a LinkedIn expert.

Consider posting on your social sites that you are a seeker. If these people are in your network, they will be eager to help if you are specific in what you are looking for. Do something like: “I am currently exploring new opportunities in Marketing in the Gilbert/Chandler area. I am focusing on startup technology companies with leadership opportunities in social media and brand marketing.” This won’t leave your friends guessing on opportunities.

Spend time each day building and interacting with your social network, but remember, this type of networking doesn’t equal face-to-face networking.

Live Networking
You should consider your desired companies and positions and make yourself available at events where you can make connections with someone at your target companies or in your target position. This could include attending:

  • Local Hiring Events and Job Fairs
  • Career Connectors
  • AZHire Me Job Fair
  • Jobertising.com
  • LocalWork.com
  • Arizona@Work
  • Goodwill

Always be prepared with an “Elevator Speech” or a specific introduction plan that tells who you are and what you are looking for.

A great resource for a wide variety of events around the Valley is NetworkingPhoenix.com. They publish an active calender of events to help fill up your a calendar.

The Hidden Job Market
These are high volumes of jobs that never make it to job boards and
posting sites. Many of these are with smaller businesses that choose
not to post opportunities or hire solely on referrals. Some may not
even have an HR department.  These may be jobs that you will never learn about unless you are leveraging many networking avenues. This is where getting the word out gets you consideration. It might be from social media or networking events like Career Connectors. It can be through clubs or Bunco nights or church groups. It can be wise to become a member or volunteer for trade associations or Chamber of Commerce meetings. Facebook events may be another great way to find people with common interests like jogging, wine, Dungeons & Dragons, or atheletic boosters. Through these communities you will have fun, build commaradarie and meet new friends who also have wide networks.

Lesson 8: Volunteer

Volunteering is good for your soul. It makes you feel good, feel valued, and it gets you up in the morning, engaging with others. You will have a sense of accomplishment at the end of the day and hopefully meet some new people in the process. You can look into your local school, church or non-profit associations.  HandsOn Greater Phoenix and VolunteerMatch are great services to help you find something that meets your interests.  And, don’t forget, Career Connectors is always looking for people to help with events and job seeker services. Find out more about these opportunities.

Lesson 9: Expect Rejection

No…not hiring…funding pulled…going another direction…over-qualified…under-qualified…on hold.

You will hear these and many other excuses. You will also not hear anything sometimes. You must be prepared for it! From the mouth of Rocky Balboa, “Life is not all rainbows and sunshine!” You can’t give up!

Lesson 10: Success Breeds Success

Hiring Companies

Liberty Mutual, @WorkAtLiberty

Justin Oviatt, Sr. Branch Manager

Liberty Mutual managers came to talk about opportunities they currently have in the Phoenix area.  Their new East Valley offices make them the largest employer in the City of Chandler with over 50,000 employees across 5 continents.  They are the 4th largest Property and Casualty Insurance company in the U.S. with $126 billion in assets. They foster a culture of inclusion and empowerment for their staff.

The hiring team shared specific details of openings in Inside Sales, Field Sales, Claims Management and Bodily Injury.  They also have opportunities in Consumer, Business, Investments, Legal and IT units.

Liberty Mutual offers new employees a strong benefits package including a pension and 401K. Benefits are effective the day of employment.

Resources

Goodwill of Central and Northern Arizona

Ron Mack – Community Awareness Partner

Mission – Through the goodwill of others, we create the pathway to a better future for all by helping those who desire self-sufficiency.

The Goodwill Career Centers offer free career coaching, assistance with resumes, mock interviewing, employment support and digital skills training. They specialize in providing on-going support for the professional job seeker. Goodwill delivers community awareness of local employment events through onsite career centers and through the recent launch of mycareeradvisor.com (live chat available). The services are free of charge and available to all.

Career Connectors Academy

Landi Carfi, VP of Corporate Training, Brighton College

Landi shared the exciting news and details about Career Connectors partnership with Brighton College to bring affordable education and career services to participants. This will help bridge the talent gap or transition in your career search. The Academy offers a wide variety of accredited online educational programs along with many professional development classes. The focus is on quality and affordability.

A few of the best accredited online certificate programs that are being offered to Career Connectors at a reduced price are: Information Technology Certification Programs, Business Management Associate Degree Online, Paralegal Certificate, Medical Assistant School, Legal Nurse Consultant Certification and Online Professional Development Classes. Many others are also available. Career Connectors members will receive a 30% discount on the programs and certifications and payment plans are available. For more information go to the Career Connectors Academy website.

Closing

Jessica Pierce, CEO and Founder of Career Connectors, closed the event encouraging attendees to visit the many resources available at no charge to seekers at Career Connectors events: LinkedIn and resume assistance, professional photos, DISC assessments, career and financial coaching. These and all Career Connectors services would not be possible without the generous time of Staff, Volunteers, Sponsors and Partners. Also, a huge thank you to the Central Christian Church for hosting the Gilbert event. Attendees were encouraged to network and take advantage of the many services.

The next two events are:

  • Sept 5 – Instant Likability by Dave Sherman at Grand Canyon University
  • Sept 12 – Resume Mythbusters: Certified Resume Writer Panel at Highlands Church in North Scottsdale

Details are available on the Events Page.

8/15/19 – Connecting with Top Staffing Firms to Find Your Next Career

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Written by: Connie Huber PHR SHRM-CP

According to ASA (American Staffing Association), every day, staffing businesses send more than three million employees to work in America’s offices, factories, hospitals, warehouses, and other work sites-virtually every place that people work, staffing employees are on the job.

The staffing industry, comprises of more than 20,000 staffing firms and nearly 1.7 million staffing employees , contributes over $160 billion to the US economy through temporary and contract staffing recruiting and permanent placement, outsourcing and outplacement, and human resource consulting.

STAFFING PANELS

PANEL 1: Myths about Working with Staffing Firms

Q: Provide a 2 Minute overview of your staffing firm/agency and your position.

vCandidates: The firm is a subscription based career eco system for candidates and recruiting professionals. vCandidates uses a cloud-based platform, mobile app, and CRM to give candidates the ability to create the best presentation of themselves. It is more than just a resume. LT has been in the entertainment business, but enjoys recruiting even more! In October, the website will launch the opportunity for candidates to access recruiters.

Blue Signal Search: Specializes in executive placement for industry leaders. Specialties include: wireless & telecom, manufacturing, cloud & managed services; engineering & construction; finance & accounting, emerging technology, human resources & logistics & supply chain. Trevor loves connecting talented, driven people to opportunities that enhance their careers.

HireRising: Concentrates on filling IT positions. This year HireRising will help 80 IT professionals land jobs at 50 local companies around the Valley. Graham founded HireRising without having any previous staffing experience.

NESCO Resource: One of the leading national staffing and employment agencies offering services in temporary staffing, direct hire, and a host of other staffing and recruiting solutions. Opportunities include Engineering & IT, Clerical & Light Industrial, and Accounting & Finance specialties. Brendan ran his own business and decided to go back into sales with NESCO. He is now a Branch Manager.

Q. Can you explain the different types of Staffing models?

vCandidates: Concentrates on full time positions. LT & team focus on finding the right fit for both the employer and candidate. Their goal is a permanent fit for longevity.

Blue Signal Search: Firm working with employers and making a commitment to employees. Goal is to find a forever career. Company is more dynamic than before.

NESCO Resource: NESCO is doing more contract work. 99% contracts with option to hire. People who perform well usually get hired.

HireRising: Provides direct hire, contract work, and short and long term projects.

Q. Staffing Agencies often get a bad rap. Why do you think this happens?

vCandidates: A lot of the bad rap comes from expectations of the candidate contributing to the myth. LT will go the extra mile if the candidate is into the job and employer.

Blue Signal Search: Employers, candidates and firms need to cooperate together. Transparency needs to be put in place and active.

HireRising: The bad rap is focused on the lack of follow up from recruiters.

NESCO Resource: There are a lot of recruiters currently trying to fill all the positions. Many are using Sourcers. Their goal is to comb databases for candidates. Many lack the professionalism of a Recruiter.

Q. How should candidates best build a relationship with you?

HireRising: Try to make contact with candidates on a weekly basis. If candidate does not hear from HireRising, they should reach out to the agency every 2-4 weeks.

vCandidates: LT encourages the candidate to make themselves memorable. Candidates need to remember to build a positive relationship with the recruiter & remember the challenges the recruiter faces. Your mantra should be Pause-Think-Act! Age differences should encourage professional and personal development.

NESCO Resource: Reminded us there is also reverse ageism. Everyone should respect one another regardless of age.

Blue Signal Search: Focus on experience is shifting to the value the candidate can bring.

Q. What is the most effective way to stay in contact with your Staffing Firm? Phone, email, text?

vCandidates: LinkedIn.

Blue Signal Search: When networking, go to meet people where they work.

HireRising: Recruiter is focusing on relationship with client.

NESCO Resource: Phone.

Q. TELL US A SUCCESS STORY.

vCandidates: LT had an employer that had a mindset of the perfect candidate. LT found the right candidate but with a different skill set than what the hiring manager had wanted. LT continued to gently present her candidate.

Blue Signal Search: Trevor had a candidate from another country and was unable to find an employer to hire on a full time basis. The man did contract work. Trevor stayed in touch with the man & eventually was able to help him find a full time job.

HireRising: Graham had a candidate that was qualified but did not have a current job for him. Graham stayed touch with him and after 18 months the perfect job presented itself. The story is a great reminder that it may take a while to find the right position.

NESCO Resource: Brendan came across a candidate who was down on his luck. He was a veteran, living in low income housing and did not have a car. Brendan drove the man to his interview and got him a job.

AUDIENCE QUESTIONS:

Q: Do you continue the relationship with Staffing Firms when you have a job?
Absolutely!

Q: How do Staffing Firms help a candidate with a niche skillset?
The candidate needs to help educate the recruiter.

CURRENT OPENINGS
vCandidates: In house recruiters and salespeople.
Blue Signal Search: Product management, engineer and manufacturing.
HireRising: Everything IT; and all levels.
NESCO Resource: 105 openings. Please see website.

PANEL 2: Advantages to Working with Staffing Firm

Nick Mazur, APN USA, Recruiting Manager

Ryan Nouls, Trupath, CEO

Christian Kaijser, Career Evolutions, Manager Director

Jerilyn Arthur, Atrilogy Solutions Group, Senior Account Director

Q. Give us an overview of your Staffing Firm/Agency and your position.

APN USA: Works on staffing for nurses and car dealerships.

TruPath: Very diverse in types of positions that they fill. Do not want to become niche.

Career Evolutions: Will do anything they can to help.

Atrilogy Solutions Group: Recruitment done nationwide. Do both direct placement and contract work.

Q. Why should someone looking for a new position work with a Staffing Firm?

TruPath: Agencies work with multiple staffing firms. They build relationships with all types of employers. Candidates should check in every month.

APN USA: Include staffing firms in your search. It broadens your possibilities and network.

Career Evolutions: Finding a job is a numbers game. Knowing someone or working your way into an organization through informational meetings.

Atrilogy Solutions Group: Recruiters are your cheerleaders. Will go above and beyond to work with candidates.

Q. How do we best prepare to work with Staffing Agencies? What is negotiable?

Career Evolutions: Think about what you do well. Do not take a rejection personally.

TruPath: Remember that the recruiter is working on your behalf. You can negotiate salary.

APN USA: The more recruiters you have working for you, the better.

Atrilogy Solutions Group : Be honest with self and recruiters.

Q. What do you like about your job?

Atrilogy Solutions Group: Never a dull moment. Really enjoy the people aspect.

Career Evolutions: Put people to work. Feel good about helping someone. It is great to hear thank you and that the candidate is happy with their job.

APN USA: Being open and honest. Work with profit and non-profit companies.

TruPath: They are following up with employers and enjoy seeing how candidates have contributed.

Q. How can a candidate best prepare for an interview with you? What about an interview with a client?

TruPath: Prepare just as you would for an employer. Learn as much as you can about the job and employer. Be enthusiastic.

APN USA: Know what is expected. What is the process you will go through? Determine if there will be testing.

Atrilogy Solutions Group: Allow the employer to get to know you.

AUDIENCE QUESTIONS:

Q: How do you find Staffing Firms that are a good fit? How to work for the best companies?
Atrilogy Solutions Group: The best company is the one you like and is a great fit.

HOT JOBS:

Atrilogy Solutions Group: IT. Over 60 positions are available in Arizona.
Career Evolutions: Software developer, sales, product manager are a few examples.
TruPath: Manufacturing; all types of positions.
APN USA: Nurses, nurses, nurses!

CAREER CONNECTORS ACADEMY
Brighton College, Ryan Golden, Enrollment Advisor

Ryan shared the exciting news and details about Career Connectors new partnership with Brighton College! The partnership forms Career Connectors Academy. The Academy offers a wide variety of accredited online college programs along with many professional development classes. The focus is on quality and affordability.

A few of the best accredited online certificate programs that are being offered to Career Connectors at a reduced price are: Information Technology Certification Programs, Business Management Associate Degree Online, Paralegal Certificate, Medical Assistant School, Legal Nurse Consultant Certification and Online Professional Development Classes. Career Connectors members will receive a 30% discount on the programs and certifications. For more information go to the Career Connectors Academy website.

Closing

Jessica Pierce, Founder & CEO, Career Connectors, closed the meeting by thanking Highlands Church & the volunteers. The next Career Connectors meeting will be in Gilbert on Tuesday, August 27, 2019 and features Kevin Dumcum, as speaker for the topic “Kick Start Your Job Search. For additional information on this event & future events, please visit the Event Schedule.

8/1/19 – Career Advancement in the Culture of Contact Centers

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Written by Jim McBride

Contact Center Panel featured companies

Panel

The contact center – or call center, as the terms are interchangeable – is the critical hub for serving clients/customers across multiple channels for nearly every organization large and small. Live-agent, chat, email and social media links consumers through thousands and thousands of interactions with the contact center.

In the Phoenix metro region, the contact center “industry” converges with the tremendous growth of financial services companies in delivering a hotbed of potential careers for the active and passive job seeker. Contact center roles are often a gateway into career growth and do not necessarily require starting at the entry level.

In front of a full house, Jessica Pierce facilitated two panel discussions addressing careers, advancement opportunities and workplace culture with eight high profile, award-winning contact centers in the financial services sector. Each company represented on the panel has been recognized by employer branding firm Best Companies AZ for workplace excellence so, clearly, they know their stuff.

For those in career transition, this was an excellent opportunity to hear first-hand from senior leaders how to get your foot in the door and grow your career within these respected organizations. All eight companies are in growth mode and looking to hire hundreds of employees.

Panel 1 – Career Advancement & Opportunities

Q – What can you tell us about entry level positions in your contact center and the potential career opportunities?

Farmers: We currently have openings for entry level sales and service positions, but we also have many openings for individual contributors, including back office processing, reporting, analytics, IT and project management.

Voya Financial: Customer service roles are a launch point for many of the higher-level jobs which require licensing (i.e. Series 6). Right now, we’re looking to fill roles in workforce management and benefits administration, which are not entry level.

USAA: We are targeting customer service and claims roles, which do not require previous experience. Representatives handle inbound calls from members. We’ll help you get licensed once you’re on board.

Freedom Financial Network: All of our customer service is inbound. No outbound calling. We have openings for debt relief, negotiators, back office payment processing and call center sales.

Q – What career pathways have you established within your company?

Freedom Financial Network: We call it a career ladder. You can move from an entry level 1, 2 or 3 position into supervisor or even over to sales and lending, which pays more. From there, we’ve had employees move into IT, marketing and training positions.

USAA: The progression is typically from associate – as we call them – to specialist to senior associate. We challenge our leaders to have career advancement discussions and develop a career trajectory. There are internal programs for learning IT skills, such as coding. We’re developing your skills for life, not just for USAA.

Voya Financial: We expect our leaders to prepare development plans and have conversations about career progression with their team members. Employees are empowered to ask questions and get involved. The entry level position is your entry point.

Farmers: On a formal basis there are career path discussions between managers and their employees. Informally, we have peer resource groups focused on diversity and like-minded ideas and interests. Want to become a leader? Well, let’s show you how to run a huddle.

Q – Are there opportunities for the mature job seeker who doesn’t want an entry level position?

Voya Financial: We have many roles based on experience. You could start as a senior representative.

USAA: We’re willing to go externally to find certain skill sets and experience. We do try to promote from within but sometimes there’s a real need to find fresh blood.

Freedom Financial Network : It’s a combination. Some of our roles require experience, but in the call center experience is not necessarily needed. Sales experience can come from any industry. Roughly 50% of our roles are filled externally.

Farmers: Promoting from within is important. But we cast our hiring net externally, as well. I recently hired a director from the outside. We have an immediate need for analytics and reporting skills, which will likely come externally.

Q – What is your company’s policy on promoting from within?

Farmers: There are growth opportunities for everyone, regardless of tenure. We will help you prepare for that next job and fulfill your career potential.

Voya Financial: We have an 18-month requirement for eligibility due to the complexity of the entry level roles. We want you as an employee to be comfortable. However, there are times when the eligibility requirement is waived.

USAA: The timeframe is 12 to 18 months in the current job to be eligible for promotion. Many of those next roles will require licensing, so it can take some time to learn.

Freedom Financial Network: You must be in the role for three months. We know that people want to move up the career ladder. We do not have any license-required positions.

Q – With the advancement of artificial intelligence (AI) how do you see technology impacting call center jobs? (from the audience)

Farmers: Technology, such as the bot, will have an impact on the most transactional of interactions with customers. However, there’s always going to be a need for critical thinking and emotional intelligence of the human being. We need empathy in the human contact. There will be a blend of technology and human interaction.

USAA: Our members want to talk with a human when they call in. The technology will make it easier to match the member with the representative that’s best equipped to assist a specific need or demographic.

Panel 2 – Culture & Employee Engagement

Drew Foster – American Express, Director of US Recruiting
Sherry McFadden – State Farm, Customer Care Center Director
Renee Brown – Vanguard, Senior Recruiter
Christine Sorensen – Charles Schwab, Team Manager Participant Services

Q – What does culture fit mean to you? What’s it like working for your company?

Vanguard: It’s a culture of empathy and communication. We all have to be mindful that the investment industry language can go over people’s head. We have a team environment focused on employee development.

Schwab: We’re here to help everyone grow and succeed. Someone’s always available to help, no matter what the situation. We conduct an assessment to determine ethics, teamwork and the type of work environment that would be the best fit for the candidate.

State Farm: We’re a relationship company steeped in integrity and tradition. We’re your neighbor. We’re there after a hurricane or an auto accident. That’s our culture, we care.

Q – How do you get your foot in the door? Do you have to start at entry level jobs?

AMEX: Some roles will require entry level experience at first, but not all. It depends on your skill set. I’m currently looking for workforce management skills, which does need entry level experience.

Vanguard: We’re regulated, so many roles require licensing and then you work your way up. You can pursue internal opportunities after one year. We have hired supervisors from the outside. About 85% of our hiring is from within.

Schwab: It really depends on your experience and license requirements of the role. We have lots of room for growth and it’s important to have those development discussions with your manager.

Q – What are the hot jobs at your company right now?

AMEX: Senior manager (supporting 18 cruise lines), director of workforce management, sales, fraud, team leaders.

State Farm: Enterprise technology, software development, coding, data scientist, frontline supervisors, bilingual supervisor, sales and service.

Vanguard: Data science, IT, senior financial planner.

Schwab: Always hiring in participant services and investor services. Our operation has 60 different departments and there are always openings.

Q – Describe the family friendliness of your call center. What support do you provide? (from the audience)

Vanguard: We have a 37.5-hour work week Monday through Friday. No weekends. All shifts end no later than 8:00 pm.

Schwab: Four 10-hour days are available. Paid four-week sabbatical every five years.

State Farm: H.O.P.E. – Helping Others Parent Effectively program.

AMEX: 20 weeks of maternity/paternity leave for parents.

Resource

Introducing – Career Connectors Academy Training Program

Landi Carfi, VP of Corporate Training – Brighton College

Brighton College is excited to announce its new partnership with Career Connectors that connects professionals in career transition to hiring companies and quality resources.

Career Connectors and Brighton College share similar values and focus on their clients, making both organizations stand out from the crowd. Brighton’s mission and goals ensure their students’ greatest success, and Career Connectors, as Arizona’s fastest growing job candidate program, strive to land people in the career of their dreams. They are working hand in hand to provide affordable online education certificate programs.

Based on Career Connectors’ partnership with Brighton College, a few of the best accredited online certificate programs are being offered to Career Connectors’ participants at a reduced rate. The online education certificate programs available include:

  • Cyber Security Institute
  • Business Institute
  • Allied Health Institute
  • Legal Medical Institute
  • Paralegal Institute
  • Professional Development

Event Sponsor

Optima Tax Relief

Ben Simpson – Vice President, Phoenix Operations

The Optima Tax Relief team has had one vision since inception – to help Americans nationwide deal with the aggressive collection policies of the State/IRS tax agencies.

  • Founded 2011
  • 80 employees in AZ; 100 by end of 2019
  • No tax knowledge required to get hired
  • Promote from within
  • Hiring leaders as operations grow
  • Team environment – “mischievous fun”

Open Positions
I/T Jr. Systems Administrator
Resolution Support Representative
Customer Service
Inside Sales

Resources and Closing

Jessica thanked the many partners and volunteers for their contributions to the Career Connectors event. Job seekers were encouraged to utilize the many transition resources – professional resume writers, career coaches, LinkedIn coaches and take the free DISC assessment. Next up on the calendar: Connecting with Top Staffing Firms to Find Your Next Career, Thursday August 15th in Scottsdale. Stay tuned for weekly emails and LinkedIn posts.

7/23/19 – Be the STAR at the Interview

by

Written by Julia Churan

Jessica Pierce, CEO and Founder of Career Connectors, opened the July 23 event by welcoming everyone to the event with positive encouragement and an explanation of the change in format for the day. It was a unique workshop-style format that allowed job seekers an opportunity to learn a strategy for shining at their next interview and also put that strategy into practice with the assistance of HR professionals.

STAR at the Interview

Keynote

Ted Robison – “Mr Link-Me-In”, Speaker, Retired Engineer and LinkedIn Coach

For years Andersen Consulting, DDI and other leadership consulting firms have taught Targeted Selection as a method of evaluating candidates’ competencies based on past behavior to hire the right people for a given job. Today this is the most widely used hiring approach in corporate America. Recruiters and hiring managers are able to collect and evaluate job-relevant data, while removing bias, in a legally defensible way. Since past performance can be a good predictor of the future, interviewers ask open-ended questions to determine whether candidates have the skills and experiences required to excel in the job:

  • Tell me about a situation when…
  • Describe a time when you had to … What did you do?
  • Give me an example of a time when you …

The STAR approach was designed to answer these types of questions and help an interviewer communicate specific and clear thoughts to others. It forces the candidate to stay focused, avoid rambling and over-communicating.

What is STAR?

The STAR format is a template for formulating “Power Stories”:
S – Situation
T – Task
A – Action
R – Result / Solution

Ted presented a video by CITY CV to demonstrate tips and an example of using the method. YouTube is a great resource for other examples and techniques to review when preparing for a job search.

Situation

  • Describe the situation.
  • Give the context of Where? and When?
  • Be brief and specific – approximately one line.

Task

  • Short description of the challenges and/or expectations
  • What? and Why?

Action

  • This is How? The steps you took to accomplish the task.
  • Use “I” rather than “We” when answering.
  • Avoid too much detail.
  • This should be 60% of your answer.

Result

  • This is where you describe the outcome or impact to the company: cost-savings, time-savings, efficiencies, etc.
  • Briefly show how you were the hero.

Watch Your Time
The entire response should to 45 – 90 secs. This will keep the interviewer from getting bored or regretting they asked the question. It also gives them a pause to ask questions. You can always offer more detail if they ask questions.

Prior to interview

Do your homework and looked prepared.

  • Research the Company – use the company’s website, LinkedIn, personal contacts tied to the organization, and news wires.
  • Research the Culture – Informational interviews with contacts that are tied to the organization are often your best source and may lead to more. Glassdoor.com is another great source of feedback both good and bad. Resources like BestCompaniesAZ and Forbes honors are other good indicators of culture strengths.
  • Research the Interviewers – Do some social medial sleuthing. Start with your connections on LinkedIn. Know their alma mater and any personal aspects like volunteering and past experience. Look for mutual contacts. You can also search Facebook, Instagram and Twitter to find out if you have common interests like sports, music, etc. Don’t come across like a stalker, but you can avoid or transition into specific topics if you see a commonality.
  • Compare your background to the Job Requirements – create a grid or make notes to touch on your strengths and accolades that directly tie to their needs.

Prepare as though walking into any important meeting – bring extra resumes, a pen, notepad, reference list, questions, STAR story reminders.

Practice Your Body Language

  • Show confidence through your attire, posture, and direct eye contact
  • Practice looking in the mirror
  • Assume the “Superman pose” (hands on hips, chest forward, head high) prior to entering the office, or getting on the telephone.
  • Smile and slow deep breaths – this will release tension and come across in a positive way through your voice.

Know Your Value Proposition to the Company

You are not only bringing the requested skills to the organization, but you have a wealth of experience and silent assets that you bring to the company. They are assuming things like integrity or hard worker. Be prepared with “Bitable” examples and skills – great problem solver, mentor to staff, contingency planning, poised under pressure situations, organized planner, etc. Show they would be getting more than they asked for and than other candidates may bring.

Prepared Questions

  • Have a list prepared of open-ended questions that show you have given thought to your meeting.
  • Make them personal so the interviewer talks about their experiences and opinions – What has been your secret to success for so many years? What is the biggest challenge you see in this role? Where do you see the greatest opportunities for the company (or role) in the next 3-5 years?
  • Ask about company/dept culture – Tell me what you like best about working here? Describe your management style or describe the management style of the VP.
  • Ask for advice of success in the role & company- What do you feel is most important to someone succeeding in this role?
  • Avoid asking salary and vacation questions – the time will come soon enough and this shouldn’t appear your primary concern.

The Workshop

Participants were broken into groups with a professional HR coach guiding them through an exercise in writing their own STAR stories on different topics. “Candidates” were asked mock interview questions and given a chance to practice the STAR method to respond.
Download the practice worksheet here.

Download Common Interview Questions and guide here.

Workshop Lessons Learned

  • The process needs to sound organic.
  • The response doesn’t necessarily always follow STAR sequence. It might be a SATR or (ST)AR

The “Salary Question”
Do not be the first to bring up salary/vacation ever.
Turn that question around and ask, “What is the range for this position?”
One of the Hiring Company coaches suggested softening the question to something like “I’m looking at the entire opportunity. Salary is one piece of it, but I’m also looking at the role, the organization and the overall package.” Then ask the question about salary range.

Hiring Companies

Freedom Financial Network
Heather Marcom, Head of Talent Acquisition

FFN is a debt relief organization that is expanding into the personal lending and mortgage lending arenas. These and other expansion plans will offer new opportunities in Phoenix and Tempe.
One of the core values of the organization is the caring attitude for customers and employees. This is why FFN has been named a Best Company to Work for in Phoenix for several years in a row.

Current Opportunities

  • Sales – phone
  • Collections
  • Payment Processing
  • Operations
  • IT/Engineering/Data
  • Accounting
  • Product/Project Managers

Resources

Goodwill of Central and Northern Arizona

Ron Mack – Community Awareness Partner

Mission – Through the goodwill of others, we create the pathway to a better future for all by helping those who desire self-sufficiency.

The Goodwill Career Centers offer free career coaching, assistance with resumes, mock interviewing, employment support and digital skills training. They specialize in providing on-going support for the professional job seeker. Goodwill delivers community awareness of local employment events through onsite career centers and through the recent launch of mycareeradvisor.com (live chat available). The services are free of charge and available to all.

Closing

Jessica introduced the many resources available at no charge to seekers who attend Career Connectors events: LinkedIn and Resume assistance, Professional Photos, DISC assessments, Career and Financial Coaching. These and all Career Connectors events and services would not be available without the many hands of Staff, Volunteers, Sponsor Companies and Resource Partners. Also, a huge thank you to the Central Christian Church for hosting today’s Gilbert event. Attendees were encouraged to network and take advantage of the many services available. There are many exciting upcoming events across the Valley in the next month. Be sure to visit the Events Page for more details.