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Event Recaps

7/18/19 – Navigating our Multi-Generational Workforce

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Steven Long - Navigating our Multi-Generational Workforce

Written by Jim McBride

Keynote

Steven Long – Executive Leadership, Retail Management, Higher Education, Pastor

Historically, there were just three; but now there are five generations in today’s workforce. You’ve likely heard of Baby Boomers, Gen X and Millennials. But, Gen Z and Traditionalists? Whether younger and inexperienced or mature and well-seasoned, understanding how to navigate the multi-generational workforce is an important strategy for everyone in career transition, according to keynote speaker, Steven Long.

The multi-generation workforce is here to stay so the basic understanding of preferences, communication styles, assets and liabilities can alleviate the potential anxieties between generations and ultimately serve you as a job seeker when immersed within the interviewing process.

It’s no surprise the differences between the five generations can be dramatic. First, some context:

  1. Traditionalists/Vets – born before 1945; 2% of today’s workforce
  2. Baby Boomers – born between 1946 – 1964; 25% of the workforce (shrinking)
  3. Gen X – born between 1965 – 1980; 33% of the workforce
  4. Millennials – born between 1981 – 1997; 35% of the workforce (growing)
  5. Gen Z – born after 1998; 5% of the workforce

As the job seeker, your navigation of the multi-generation workforce can be a competitive advantage. Rather than wonder if you’re too old, too young or perhaps thinking you’re over/under qualified – be willing to learn the generational assets – and put your focus on what you can deliver to the employer. As well, be familiar with the generational liabilities, as interviewers will likely probe your answers to their veiled generational questions to see how you react.

Generational Assets (general tendencies)

  • Traditionalists/Vets – experience, dedication, loyalty, emotional maturity
  • Boomers – service oriented, dedicated, team perspective
  • Gen X – adaptive, techno-literate, independence, collaborative
  • Millennials – collective, optimistic, multi-task, techno-savvy
  • Gen Z – idea-driven, passionate, energetic (change the world)

Generational Liabilities (general tendencies)

  • Traditionalists/Vets – reluctant to question systems, conflict resolution, change
  • Boomers – not budget minded, uncomfortable with conflict, lack in tech
  • Gen X – skeptical of organization, distrust of authority, conflict inducer
  • Millennials – need structure, inexperience, too many ideas or tech
  • Gen Z – lack experience altogether, more passionate than pragmatic

Nearly every organization on the planet has challenges with effective communication. The multi-generational workforce and the preferences behind each generation can muddy-up even the most purposefully orchestrated communication strategy. Traditionalists/Vets prefer a top-down communication approach, while Boomers tend to be guarded about change and will ask why. The Gen X prefers the hub-and-spoke informational approach. The Millennials crave collaborative idea-sharing communication while the Gen Z are electro-social and highly connected.

When it comes down to interviewing, your focus is on what you bring to the table: competency, character, chemistry, coach-ability, compatibility. Embrace your own generational strengths. Never stop learning and adapting and really think about how to best communicate with other generations.

So, hey, “get woke” when it comes to your intentional learning and don’t “throw shade” on communicating in unique generational language! Not because that’s how you’ll converse with a hiring manager during an interview, but because it demonstrates your superb and authentic self-awareness of the multi-generational workforce.

If you’re 19 and just beginning your journey. If you’re 69 and looking to take a career victory lap. If you’re somewhere in between (like most of us), you are now empowered to utilize your age as an asset in finding the next great career adventure.

HIRING COMPANY

USAA

Gay Meyer – Assistant VP of HR Operations

Mission – the mission of the association is to facilitate the financial security of its members, associates and their families through provision of a full range of highly competitive financial products and services; in so doing, USAA seeks to be the provider of choice for the military community.

• Hiring 900 local employees annually; North Phoenix campus
• 5000 on-site employees at the local campus; plus 1100 work from home
• Planning for robust IT growth in the next three years (1000+)
• Employee retention rate – 96%
• 8% 401k match
• Performance-based bonuses
• 12 weeks maternity/paternity leave
• Education assistance (available day 1)

Looking for caring, passionate, approachable, authentic, dynamic, intuitive, and empathetic individuals. You’re encouraged to apply for as many open positions as you wish.

Open Positions
Customer Service and Sales
Insurance – Claims
Risk/Compliance
IT Software developers

RESOURCES AND CLOSING

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.

Jessica Pierce thanked the many partners and volunteers for their contributions to this event. Job seekers were encouraged to utilize the many transition resources – professional resume writers, career coaches, LinkedIn coaches, the DISC assessment. Next up on the calendar of events: Interview Panel Workshop (with 10 career coaches) on Tuesday July 23rd in Gilbert. Stay tuned for weekly emails and LinkedIn posts.

6/25/19 – Get LinkedIn – or Get Left Out

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Get LinkedIn or Get Left Out - Ted Robison

Written by Jim McBride

Keynote

Ted Robison – LinkedIn Expert and Career Coach

LinkedIn is perhaps the most vital and valuable tool for people in career transition. To build your personal brand, to expand your professional network, to raise your visibility and be found:  Get LinkedIn or Get Left Out, according to career coach and featured speaker Ted Robison.

LinkedIn is not just another social media platform. It’s not just an electronic version of your resume. LinkedIn is the showcase for your individual brand of transferable skills, expertise, personal style and the outstanding value you’ll bring to your next employer.

Many recruiters and hiring managers use LinkedIn exclusively to find and research candidates. There are over 600,000 LinkedIn subscribers worldwide. An astounding 87% of people find jobs through networking. A robust LinkedIn profile and a personal network of past and present colleagues, friends, alumni, industry insiders, recruiters and managers can be your gateway to landing your next great job opportunity.

On your LinkedIn profile, the headline and summary areas are your first impressions, so really make them count. Create a “wow factor” with your skills, experience and industry expertise. The goal is to differentiate your profile and compel the reader with a value proposition around your personal brand. Make statements about what you will bring to a hiring company. Develop a tagline, reveal your passion and let your personal style shine. Speak to the reader.

Make sure to include industry key words, which will help with search optimization when recruiters and managers are hunting on LinkedIn. If you’re in career transition and unsure how to fill the “current role” field, Ted suggests that you indicate you’re volunteering or consulting (as applicable).

Ted said that 80% of all available jobs are hidden from job boards. Meaning, those jobs aren’t made public and it takes networking to get you noticed and talking to those companies. Networking by definition means a supportive system of sharing information between people. LinkedIn can help you get the sharing started.

When your profile is complete, begin reaching out to your network contacts. Take someone to lunch. Meet for coffee. Have conversations. Ask how you can help them, and they will likely reciprocate. Your network connections can help you “break in” to companies on your target list, bypass recruiters and find the hidden jobs.

When preparing for interviews and business meetings, utilize LinkedIn to gather intel on the hiring manager and/or recruiter. Finding commonality with an interviewer allows you to build rapport, relax and demonstrate your preparedness.

Here’s a quick list of fundamentals for anybody just getting started on the LinkedIn platform or is perhaps already using LinkedIn and looking to create a more engaging profile.

• A professional headshot/background photo for your profile is a must
• Grow your professional network to at least 500 connections
• Obtain 4 – 8 recommendations from former managers, direct reports, peers
• Follow 30 – 50 target companies
• Join 30 – 50 groups and associations
• Comment in group discussions to show off your subject matter expertise
• Customize the default contact URL so it reflects your name. Put it on your business card
• LinkedIn is free. Try the free one-month Premium Account, if interested
• Privacy – limit the amount of personal information, it’s a business forum

If you’re having trouble getting started or just want to freshen up your profile, start looking at other people’s profiles to spark ideas. Encourage friends, family members, people in your network to give you feedback on your profile. You can make edits and tweaks as often as you’d like. Do whatever it takes to build and promote your brand…so you’re LinkedIn…not left out!

Resource

Josette Bergeron
Goodwill of Central and Northern Arizona, Community Awareness and Employer Engagement Partner

Mission – Through the goodwill of others, Goodwill of Central and Northern Arizona creates 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 through onsite career centers as well as through the recent launch of mycareeradvisor.com. The services are free of charge and available to all.

Hiring Companies

Willis Towers Watson
Jim Lapota, Benefits Advisor

Willis Towers Watson is a leading global advisory and solutions company that helps clients around the world turn risk into a path for growth. With roots dating back to 1828, Willis Towers Watson has 45,000 employees serving more than 140 countries and markets. The benefits Delivery & Administration Segment helps clients unlock their benefits strategy – by offering the highest quality administration in the industry and enabling their people to have a personalized benefits portfolio tailored to their needs. To keep updated on current job openings, go here.

Open Positions:
Benefits Advisor
Human Resources Generalist
Data Analyst
Associate Director – Client Services Management
Audit Analyst
Account Executive – Health & Benefits
Team Leader – Benefit Outsourcing Sales
Online Training Development Specialist
LMS Administrator (Learning Management System)
User Experience Engineer

State Farm
Molly Romine – Talent Brand Ambassador

Mission – The State Farm mission is to help people manage the risks of everyday life, recover from the unexpected, and realize their dreams.

State Farm is currently hiring to fill customer service positions for their Marina Heights facility in Tempe. Patience, empathy and nurturing skills are desired to dial-in on customer emotions with a delight-to-serve approach. You can always find a current list of open positions on the State Farm site .

Open Positions
Accounting, Financial and Banking
Administrative Support
Claims Investigation
Customer Service
Facilities Management and Administrative Services
Legal, Compliance and Risk Management
Human Resources
Marketing, Design and Communications
Research and Analytics
Sales Support
Technology and User Experience
Underwriting and Actuarial

Resources and Closing

Jessica Pierce closed the meeting by encouraging participants to make full use of the resources and partner volunteers. Stay tuned for weekly email updates.

06/20/19 – Tackling the Job Search Obstacle Course: Age, Race, Gender

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Written by Susan Lamphiear

Keynote

Brenda Cunningham

“Be excellent” advises keynote speaker Brenda Cunningham, speaking to a room full of job seekers looking to regain their spot in the workplace due to either layoffs or career change. Being excellent – it’s the best all-around antidote to any possibility of discrimination whether motivated by race, gender and sexual orientation, age, or educational background.

Sure, discrimination exists in 2019, Brenda admits, adding, “And it’s illegal.” Bottom line is this: “Why would you want to work for someone who’s going to discriminate against you?” As a young child she was no stranger to discrimination and was actively called the “N word” in fourth grade.

Fast forward to Brenda and her children having fun at the pool. The towel manager came to her twice (she was reading a book while her kids were playing) saying they were getting complaints from members and asked them to keep it down. “We’re members, too,” Brenda said. She noticed other people were loud but no one called them out. After all, it was a swimming pool. “Aren’t people supposed to have fun?” Of course, she said, sometimes the right thing to do is to speak up in the face of discrimination.

Brenda is Black and she is a woman. She also holds a degree in electrical engineering with nine years of experience. As an engineer she was the only person of color at her company. Brenda lists all the things that help define her, explaining she’s married to a 400+ pound man with dreadlocks, has natural hair, is a Christian, is over 40, and has no degree in career management, though she has certifications in the field.

So what? All of these things that describe her, or any of us, can become our obstacles. STOP! Don’t let any of these descriptors hold you back. Instead, let your abilities and excellence, your “awesomeness,” define you.

If something is holding you back in your career search, maybe it’s not about your race, gender/sexual orientation, education or age? Instead, could it be about a lack of connecting with your audience?

To better navigate today’s job search, update your resume, get relevant experience if you don’t have it, and be creative in the search through active and consistent networking with real live people, not just job boards.

Words of Wisdom from Brenda

  • Today’s job search is different and harder than it used to be or has to be.
  • Application tracking systems are a fact of life. Learn to live with it by understanding how it works. For example, if you’ve completed at least a semester of coursework in your chosen field, add it to your resume, because the tracking system will pick it up.
  • If you don’t have relevant experience, obtain it through free training, certifications, or invest in yourself and get the education you need. Volunteer somewhere to keep current in your chosen field, whether it’s your same field or a new one. VOLUNTEERING creates relevant experience and IT COUNTS! Stay relevant!
  • Brenda’s philosophy: Experience trumps formal education.
  • When you add a college course or certification to your resume, it demonstrates your ability to learn at that level.
  • Focus on how awesome you are, not what you lack. If your resume does not reflect how awesome you are, fix it by going out and obtaining the necessary credentials, and then adding these certifications, courses, or volunteer experience to your resume.

Tips for Handling AGE on Your Resume (or In Person)

  • Leave off college graduation date. It’s not necessary.
  • LinkedIn recruiting does not see age–it’s blacked out. So assume the employer can’t see it and don’t give away information that’s not requested.
  • Avoid the words or phrases that might hint or give away your age such as “retired” or “seasoned” or “35 years of experience.”
  • Participate in social media (which employers often check) but Brenda threatens, “I’d better not see you talking about the good old days on social media!”
  • Use energetic language on your resume and in your interview. Do not speak disparagingly about technology, for example!
  • Help show potential employers your willingness to learn and grow–that you still have “fuel in the tank.”
  • Learn how to explain the impact you’ve had in the workplace. Be specific. On your resume and in person.

Remember we are each complex individuals, making the workforce stronger because of the diversity we bring. Brenda gives the example of the much criticized error the Red Cross made in design of their swimming safety poster in 2016. “Somebody should have caught that,” Brenda said. “But it’s funny, so look it up.” She cites it as a cautionary tale of the importance of diversity, which can shine light on an issue or a project from multiple points of view and could have probably avoided the embarrassing pool safety poster error.

Hiring Companies

Modis

Michelle Grinberg, Regional Solutions Consultant

Modis is an IT and engineering staffing company – part of Adecco Staffing, who partners with Career Connectors. Started in 1986, the company has maintained a presence throughout the United States with offices in Canada, Europe and South America.

The company places candidates in a range of positions from information technology to director positions, including the aerospace industry. Info tech is their primary focus, though. Big in the industry right now are JAVA, data analysis, and artificial intelligence.

Candidates registering with Modis are assigned a recruiter who follows them throughout their career path. Part of the process includes tech and accounting evaluations and professional reference checks.

Once you’ve registered with Modis as an employee, you’re eligible for their 300 free courses in their learning enter, ranging from leadership to software development. You’re also eligible for benefits, payroll deductions, vacation holiday pay, and retention and referral bonuses.

No employee ever pays a fee for these services. Open positions include System Administrator, JAVA Developer Sr, Entry-level Tech Support, and Network Engineer.

To learn more about Modis, visit their website.

Honor Health

Robin Ersland, Recruitment Partnership Manager

Honor Health is a hospital system with three hospitals in Scottsdale, two in Phoenix, and medical offices throughout the Valley, known for community service and outstanding medical quality. The system employs 11,000, staffs 4,500 volunteers , and includes over 70 primary and specialty care practices and more.

The hospital system offers generous perks, including a variety of healthcare benefits to both FT and PT employees; plus a robust PTO program, fitness facility, tuition assistance, 403(b) retirement plan and 529 college savings plan. They also offer continuing education assistance, child care centers and in-home sick child care, paid time off for vacation, personal, sick and holidays; short term and long-term disability; discounted bus passes, fitness facilities, pet insurance, legal plans; and much more. For more information visit their benefits section of their website.

Positions available include an ongoing need for nurses plus registration and scheduling. Featured careers this week include Patient Care Technicians, RNs and Therapists, Food services, Social Workers and Care Managers, Customer Navigation Coordinators, Financial Services, Security Services, and Logistics/Supply Chain Services. Visit their website for more information.

USAA

Courtney Fuller, Director, Bank Underwriting

Everything at USAA starts with their mission. Their mission is to facilitate the financial security of its members, associates and their families through provision of a full range of highly competitive financial products and services. In doing so, USAA seeks to be the provider of choice for the military community.

USAA prides itself on its diversity and inclusion. Also, because military members are their primary focus, at least 30% of new hires are veterans or military spouses.

USAA offers comprehensive financial services, including banking, investments, property and life insurance, and financial advice. In Phoenix, USAA is located at Happy Valley Rd. and I-17. Jobs include customer service, insurance, banking, and IT software developers.

Perks and benefits include PTO (accrued by years of service); maternity and paternity leave; two volunteer days per year; wellness program including a fitness center, energy/relax zones, healthy points program; 401K match (up to 8%); bonus potential; and education assistance – all available on day one.

Apply online at their website.

Resources and Closing

Executive Director of Career Connectors Jessica Pierce reminded attendees they are eligible to take the DISC assessment online free at the Career Connectors website.

Thank You to Highlands Church for hosting today’s event!

Check out these relevant TED talks on diversity, unconscious bias, and excellence.

What Baby Boomers Can Learn from Millennials at Work–And Vice Versa-Chip Conley

3 design principles to help us overcome everyday bias-Thaniya Keereepart

Looking for a job? Highlight your ability, not your experience-Jason Shen

We all have implicit biases. So what do we do about it?-Dushaw Hockett

It’s About Time We Challenge Our Unconscious Biases-Juliette Powell

Unconscious bias: Stereotypical hiring practices-Gail Tolstoi-Miller

Dare to Be Extraordinary-Dr. Christine Riordan

06/06/19 – Readiness Redefined

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Written by Cathy Cepielik

Keynote

Trevor Stokes
Curious on how the job market is looking in Phoenix? Want to know how to set up an intentional career? What do employers want? What are the five factors for career readiness? All great questions that were unraveled during this event!
Trevor is making the world of work understandable, accessible, and manageable. He is president of Regional Analysis Partners, a specialty firm providing consultation and support. He served as the Workforce Programs Manager for the Governor’s Office of Economic Opportunity, Arizona’s labor market information, and workforce policy hub. His extensive background in economic research and labor market analysis includes more than 350 regional labor market studies conducted for school districts, economic development organizations, and workforce boards across the country.

Trevor opened by showing we are in a Seller’s Market. Some facts that pertain to that:
• Unemployment rate continues to decline; it’s the lowest it has been in decades!
o 3.6% U.S. Unemployment rate, 3.7% Maricopa County
• Labor force participation rate is 62.7% for the U.S, 63.4% Maricopa County
• Massive change has taken place from 2010-present with unemployment at the forefront, down from 10.3% to 3.7% in Maricopa, which is HUGE!
• This recession took over 100 months to recover in AZ, while the average recession takes 35 months
• 1 out of 8 jobs disappeared in AZ as a result of the latest recession
• Several labor companies and labor markets are growing in AZ
• There is evidence of upward pressure in wage increases

Trevor provided tips on setting up an intentional career, spoke of life after high school, and explained how not all careers are created equal. The 6 factors that lead to career satisfaction are:
• Achievement – using your abilities and having a feeling of accomplishment
• Independence – do tasks on your own, use creativity, and make your own decisions
• Recognition – opportunities for advancement and prestige
• Relationships – friendly co-workers and able to help others
• Support – supportive company and comfortable with management style
• Working Conditions – competitive pay, job security, and good working conditions

Trevor gave an update on labor inventory in AZ and projections for 2016-2016. Arizona’s labor inventory is mainly divided in the following main areas:
• Office and Administrative Support – 17%
• Sales and Related – 10%
• Food Preparation and Serving Related – 10%
• Transportation and Material Moving – 6%
• Management – 6%
• Healthcare Practitioners and Technical – 6%
Finally, the 5 indispensable factors for career readiness in today’s job market are:

  1. Develop Critical Skills (i.e. oral and written communication, Microsoft Office)
  2. Obtain Certifications
  3. The ability to learn might be the single most critical professional skill you ever develop
  4. The most in-demand and most lucrative careers in our labor market require significant levels of math and reading skills
  5. It’s not all about academics and technical skills

HIRING COMPANIES

Consumer Cellular: Jason Brambier, Corporate Recruiter

Consumer Cellular started with a simple idea and has grown into over 4 million consumers today. It began in the Pacific Northwest in 1995 and has been targeting senior citizens with low cost, affordable cellular phone plans. They aim to make people and communities stronger. The Phoenix location continues to grow and has/will have 600 more position to fill.
The current open position is for a customer account advisor, which is the face of the company handling incoming calls from customers. Ideal candidates should have 1+ years of customer service experience, a high school diploma or GED, basic computer skills, aptitude to quickly learn and navigate new technology systems and applications, amongst a few other requirements. Consumer Cellular has competitive benefits which include 100% paid medical, dental, vision coverage for fulltime employees, 401(k) match, educational reimbursement, employee wireless rate plan, paid time off, flexible spending accounts, employee rewards program, and more! For opportunities, check HERE!

Farmers: Surrie Atkins, Recruiter

Farmers began in 1928 and is headquartered in Los Angeles. It is one of the largest and most respected insurance brands in the US! Fun fact: Farmers is part of the Zurich Financial Services Group and a leading insurer of small and medium-sized businesses along with ranking as the third-largest personal lines property and casualty group. Farmers was certified Great Place to work 2017 and 2018 amongst other rewards and recognitions. Why Farmers? Simply put, because it is a career you are choosing with Farmers, there is plenty of growth opportunity, it is a stable company, there are a lot of fun activities, it is a casual work environment, and more!
Farmers has customer service and inbound sales position available now. Surrie pointed out that the sales positions do include commission and some of the top sales folks are able to truly make an impact production-wise while earning an income well above industry average. Check out opportunities HERE!

RESOURCES

PipelineAZ Katherine Pappas, Director of Workforce Strategy
As Director of Workforce Strategy for the Partnership for Economic Innovation (PEI), Katherine Pappas manages the deployment, adoption, and ongoing enhancement of Pipeline AZ, the community workforce platform funded by the Maricopa County Industrial Development Authority (MCIDA).
PipelineAZ is Arizona’s resource for career readiness. Arizona supports programs to train and educate at every career stage. It is about connecting the dots between dreams, talents, and careers. PipelineAZ’s platform explores where your skills are locally valuable. Educators, employers, and career mentors on PipelineAZ are looking for your skills and competencies and guide you through your career search. Building a skill footprint today on PipelineAZ makes you career ready for the digital marketplace. Your profile communicates directly to employers. You can explore career paths at every stage!
For more information or to set up a profile on the platform, go HERE!

Sheila Coulam provided additional resources and closing comments. Resources such as the DISC assessment, Event Recap blogs, and Professional Portraits are available on CareerConnectors.org post event to follow along and encompass more. Big shout out and thanks to GCU for lending their campus for our event and volunteers for helping with setup, photographs, financial counseling, LinkedIn coaching, and more!

UPCOMING EVENTS:

Thurs., 6/20 in Scottsdale; Tackling the Job Search Obstacle Course: Age, Race, Gender
Tues., 6/25 in Gilbert; Get LinkedIn or Get Left Out

05/28/19 – Career Organizer Toolkit

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Career Organizer Toolkit

Written by Jim McBride

KEYNOTE PRESENTATION

Career Organizer Toolkit

Dr. Carl Forkner – Research Psychologist, Community Advocate

Where do I start? It can be a daunting question when entering into career transition in pursuit of your next big career adventure. Getting organized, setting schedules and defining your goals are just some of the tips provided by keynote speaker Dr. Carl Forkner.

Dr. Forkner, a research psychologist and champion for numerous local non-profits including East Valley Disabled Veterans, reached into his Career Organizer Toolkit and shared tips for planning and successfully executing your transition.

Tip #1 – Before the Beginning
As rudimentary as it sounds, a good supply of paper, pencils, pens, notebooks, folders and highlighters will help with the organization of your search activity. Pursuing your next job is now your current full-time job so create a comfortable space in your home which will be dedicated to your search efforts.

Solid, actionable to-do lists will help track your tasks. Be clear and concise with your specific action steps by logging the start dates and completed-by deadlines. List who can help you achieve each action item, such as a specific network contact or a career transition resource. Just ask and you’ll find lots of people willing to help.

Preparing for and conducting a career search takes lots time and includes many activities. Use a planner to help visualize how these activities will fit into your week. Prioritize your action items and create a weekly schedule. Leave at least one full day for yourself and consider volunteering, which is an excellent way to network and get noticed by employers.

Tip #2 – Refining your Preparation
When identifying your best career options, Dr. Forkner suggests keeping an open mind. Sometimes the best opportunities are unexpected. List your personal characteristics and match them with jobs that share those personality traits. Take a deep dive into the jobs that catch your interest the most and thoroughly investigate those companies. Identify and prioritize your skills. You may not realize that your skills are likely transferable to other industries.

Use LinkedIn to conduct the research. Connect with current and former employees at those companies. Have conversations with your connections. You’ll gain valuable insights.

Utilize the internet to learn industry and occupational information. Get acquainted with industries that are gaining momentum in the market as well those in decline. Salary information is available on Salary.com and Glass Door.

Tip #3 – After You’ve Prepared
Now that you’re organized and prepared, you’re ready for an active career search. Explore employment leads, target 3 – 5 companies of interest, submit and track submitted resumes, manage and track your references.

Although job fairs tend to be geared toward entry level positions, they can be excellent networking events. Learn which companies will be attending and search their higher-level job postings before the event. Initiate conversations with the job fair recruiters and share your interest in learning more about their organization.

Get organized. Get started. Get hired!

RESOURCES

LPL Financial

Jian Boldi – Financial Tips for Career Transition

Nobody wants to worry about financial well-being while immersed in a career transition. But knowing your options and keeping an eye on household expenses is top of mind for most people when in between jobs. Jian, a professional personal financial planner and Career Connectors volunteer shared a list of 10 Financial Tips for Career Transition.

  1. Understand your unemployment benefits. Go to the DES website (Dept of Economic Security) to apply for benefits. If you were declined for benefits, you may be able to appeal.
  2. Do not forget to keep paying taxes. You are still obligated if you are collecting unemployment benefits.
  3. Job-hunting expenses, such as mileage to/from an interview and relocation expenses (if moving over 50 miles) are tax deductible.
  4. An option – Go back to school, get a certificate to advance your skills
  5. Become under-employed by taking a stepping stone position. For example, take a job as a manager and work your way back up to a director role.
  6. Budget. Budget. BUDGET. Track expenses from your primary account(s). Understand where your money is going and why.
  7. If you are 55 or older, you can take penalty-free money from your IRA using (72t).
  8. As an alternative to COBRA, purchase your healthcare insurance with your IRA funds.
  9. Consider reversing a contribution (this year) made to your IRA. Replace it when you start your new job (this year).
  10. Ask for help. There are plenty of resources and volunteers.

HIRING COMPANIES

AF Professionals

Deanne Desautels, President/CEO

Since 1999, Deanne has grown AFP into one of Arizona’s award-winning top 10 Staffing and Executive Recruiting Firms for the past seven years. AFP has been ranked the #1 Permanent Placement firm in Ranking Arizona for the last five years.

Open Positions
Government – AZ and City of Phoenix
Customer service
Accounting
Project management
Consulting
Warehouse Light Industrial
Call center operations, team leader, training manager
Mortgage collections
Underwriting
Property management
Marketing / Sales coordinator
Admin Assistant

Pearl Interactive Network

Satoria Dixon, HR Recruiter

Pearl is a social enterprise that gives hiring priority to skilled and talented people. The niche workforce includes: veterans, disabled veterans, disabled persons, military spouses, people in geographically-challenged areas and have barriers to employment. Currently staffing a contact center operation in support of the 2020 census survey.

Open Positions
WFO Labor Hours Specialist
Operations Managers
WFO Site Specialists
Trainers
Supervisors
Customer Service Reps (f/t and p/t)

Benchmark Electronics

Toni LaMack, Senior Talent Acquisition Specialist

At Benchmark, headquartered in Tempe, the mission is to be the solutions provider of choice for high tech OEM customers, anticipating their needs and rapidly delivering comprehensive value-creation solutions during the entire Product Life Cycle by providing:
• Innovative Design Engineering Services
• Optimized Global Supply Chain & Logistics Solutions
• World-Class Manufacturing and After-market Support
Open Positions
RF Test Engineers
RF Design Engineers
Machine Operators
Test Operators
Assemblers
Configuration Analyst/Trainer

CLOSING

Jessica recapped today’s available resources and encouraged everyone to attend the next Career Connectors session on Thursday June 20th in Phoenix at GCU. The topic is “Readiness Redefined,” presented by Trevor Stokes. Stay tuned for email updates.