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3/24/21 – Busting the Myths of the Construction and Trades Industries

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Written by Gary Matsuda
Think that working in Arizona’s construction and trade industry is about working in 100 plus degree temperatures with sweaty guys in hard hats? Wherever you got that idea, crush it with a John Deere tractor and crane lift it into a 20ft dumpster bin because Career Connectors is going to bust some myths with the help of longtime industry experts.

Busting the Myths Construction and Trades Industries

Misconceptions Panel Participants:
• Sundt Construction, Sean B. Ray, Director of Craft Workforce Development
• Border States, Justin Hankner, Regional HR Manager
• DP Electric, Dan Puente, Founder & CEO
• SSC Underground, Michelle Walker, VP Finance & Administration

To set us straight on the Construction and Trades we had two panels examine, ‘Misconceptions’ and ‘Transferable Skills and Career Pathways’.
While a great company culture might be associated with software start-ups, the construction and trades have been building strong cultures for decades. First myth they debunk are the social mores or values at these companies.


What is the Culture of Your Company?
Sean Ray of Sundt Construction says that to be in business since 1890 and established in several states, they need to care about their people. As big as it’s gotten he says it still has a family feel to it and they care about the people and that’s what drew him there and why he’s stayed.
“I feel strongly that this industry has so many different vehicles for opportunity and growth and the people that we work with day in and day out are just really good down to earth people. It’s just a very great environment.” Says Dan of DP Electric who started out of a garage 30 years ago and now has 350 people working for him.

Michelle with SSC Underground says it’s career longevity (she’s been there 23 years!) and variety pathways for your career. “…people have the opportunities to learn, grow, develop, not just get stuck in kind of the same role, we can create more of those kind of career long-term stories that will really incentivize and motivate more people to join the industry”.
Justin Hanker, Regional HR manager at Border States is an employee-owned company and adds that as they work alongside people who are part owners, the biggest morale boost is knowing that the people next to you own the company. So, the more success they have the more success you’ll have and this fosters a good culture. Everybody’s very dedicated, knowledgeable and really wanting to grow the construction industry.

What jobs are in demand?
Michelle: “…definitely the skilled trades are in great demand and getting these efforts going is to increase the skill trades to be able to get the crews out onto the projects that we’re all building on a daily basis. For us it’s equipment operators, it’s welders, it’s laborers, it’s everybody who you know out there and has a hand on the project but as we look more broadly towards construction as a career and the other kind of peripheral things one of the things that a lot of us have identified is that need for training and that need for giving people that career pathway and the venues towards learning more, growing their skills outside of just their technical skills and that trainers and curriculum writers and people that can come alongside construction companies who have that technical knowledge but aren’t the experts and how do we formally educate and train people and that’s kind of a growing area that we’re identifying as a need.”

Sean: “Five or ten years ago we could pinpoint specific needs, more electricians or welders, but today we’re struggling across the board as far as skilled craftsmen. There’s not one specific trade that is doing okay. They’re all suffering and we’ve got to work together to get this training going more robustly so we can meet the demands of the growth of Phoenix and the surrounding area.”

Dan: “A lot of folks are moving to Arizona so construction is just busting out of the seams. There’s Intel that just announced they’re going to build two more fabs, you have the Taiwanese company that’s building the fab. A lot of the data centers are going in over here, you have car manufacturers that are coming here. We don’t have enough electricians currently for the demand that we have now. The demand is only going to increase and so what we’re trying to do is provide that gap a lot of folks who have been in different industries and are thinking about construction and we’re very focused on training. DP has an internal apprenticeship program and a training program, where we’re developing a boot camp or a bridge to get folks that don’t have that experience get them get them trained so they’re productive and can roll into an apprenticeship program. In addition to that, most companies that have apprenticeship programs pay for that so you get you get an education, you get a paycheck and then in four years you turn out as a general electrician and in many cases earn a lot more than someone that goes to college for four years.”

How is the pay?
A big misconception is that pay isn’t the greatest in this industry, but there’s money to be made!

Dan: “It’s really kind of supply and demand you know to some degree, right? So what happens as an employer we need to retain our current workforce. In addition, we need to get new workforce and so when it is busy like this, wages tend to go up. So employees look at this and realize that the demand is so high, that they may be able to get another dollar or two an hour. This is an employee’s market and so wages are constantly rising. A starting electrician with no experience makes fifteen dollars an hour at DP and when they turn out they generally make $55 to $60k and if they’re running work it could be a six-figure salary so there’s lots of opportunity and I will say that wage never really goes away. We went through a difficult time but those wages came back fairly quickly.”

How well do construction and related trades hold up in a recession?
Arizona’s broad-based economy now spans multiple industries, not just real estate which gives construction a more balanced client base.
Michelle: The Arizona economy used to be basically real estate industry supporting construction, a cycle of onstruction was the industry and so when the housing market blew up then it affected everything. But now we’re just such a broad economy with the the technology coming in here, the manufacturing coming in, the distribution
centers are our base is so much broader so it’s multiple industries with demands coming in outside of Arizona outside of even the country. We’re much more driven by the global economy now and so many different factors.

What are misconceptions in the industry?
Sean: “One that probably bothers me the most is there’s still people who believe that construction is a last resort or option, if you dropped out of high school you couldn’t get into college. In reality construction requires a lot of education. Buildings like the State Farm Stadium, or the highways, the homes, these buildings weren’t built by uneducated people they’re very professional and very good at what they do. It’s just a different form of education whether it be through apprenticeship programs, internal training programs, the training is more of a hands-on there’s still the curriculum side of it but not everybody can just come in and off the street and become a journeyman. There’s a lot of pride in those of us who’ve been in the construction industry. Construction needs to be treated the same way that majority of these other classes are that it is a profession. There is dignity to it. There is a career, not just a job. I will be doing very well at retirement because of the construction industry.”

Justin: “We’re not only employee owned but just looking at the career aspect, we have a tremendous amount of employee owners here at Border States who have been with us for decades which is kind of unheard of nowadays
with everybody maybe every three or four years looking for a different opportunity. Now some people in the industry are retiring mid 50s and very successful too. So there’s a lot of money to be made in this industry especially in distribution if you’re not going to be an electrician or a skilled trade.

It was really exciting to hear that other companies are investing in internal training to bridge that gap of allowing people to enter the industry who might have attempted to start and allow the employer to train them up and get them up to speed. There’s just a lot of optimism and need for these types of roles going in the future.”

Isn’t it male dominated?
Usually that’s all we see, men operating behind tons of machinery moving tons of material on job sites in 110 degree weather. While women are certainly welcome to perform the same work, there’s more to this than meets the eye. No longer are women an exception in this industry and in some cases are in leadership positions.
Michelle: “We’re a woman owned company and our owner/founder is a woman. Definitely the opportunities are there. Look at Dan, his daughter is kind of up and coming with him and there’s definitely women at very high levels in the industry. Then there’s women out in the field doing amazing work too. This question comes up many times, it’s not about the gender, it’s about who can get out there and do the work.”

Another misconception is that all the guys that are out there working are really rough tough, not nice people, it’s kind of the bottom of the barrel. But these are good quality, upstanding people and I am completely comfortable to work alongside any one of them and I would put my daughter out next to any one of them. There’s good quality people in the industry, it’s so much better than what media has painted it. There’s a lot of really good men that are more than willing to work right alongside women and respect them and give them complete dignity and treat them no different than any other as long as they work hard, earn their respect and earn their place. It’s not a free ticket but there’s definitely a misconception is that there’s not a place or that they’re treated differently or mistreated or not a group of people that they would want to work alongside. That’s as far from the truth as you can imagine.”

Dan says the industry has evolved and mistreatment of women is not tolerated. As the culture has changed and modernized, the workforce is very professional. For instance, electrical work and project management are definitely things women have been doing.

What kept you engaged, enjoying your job?
Sean: “It’s definitely not redundant if you think about majority of the construction projects
out there, each one of them is unique. We get to see different things each and every day but what keeps me going the most honestly is the people you know. … it’s a brotherhood and sisterhood really and you’re very proud of the stuff that you see when you’re driving by and you can say ‘hey I built that, I was part of that you’re able to fix your own stuff at the house a lot of times. I don’t know that I would have been happy doing anything else.”

Dan: “I could also say the opportunities in our industry. There are just so many different branches and we have a lot of folks that started out in the field and now are in the office doing estimating, project management, recruiting whatever it may be. Then sector wise, there are so many different divisions, within electrical there’s certain disciplines you can do, low voltage, motor control. It’s always evolving, it’s always changing, you don’t get bored that’s for sure.”

What is the future of the industry?
The panel agreed there is no slowdown coming in Arizona and expectations are for more growth especially with the integration of technology and its impact on the industry.
Michelle: “There have been no layoffs or long periods without work. Maybe at one time that was true, but projections are for growth in the near and far future. We can’t afford to lose good people. We know what is out there and what’s to come and we want those good people here on the team so there’s nothing but bright days ahead from what I can see.”

Sean: “The way we do things in the field has changed dramatically over the last five or ten years and it’s going to continue whether you’re utilizing GPS or building information modeling our industry is really starting to utilize technology more and more and we got to stay on top of that as well as our folks in the field have to stay abreast of all this new technology for the next five to ten years, it’s going to grow even more with technology.”

What are some possible career pathways?
Justin: “We have initiatives within Border States that directly relate to helping employee owners build out their own career path and that comes with a bunch of different documents and supporting information to help them pick that career path within Border States. People are developing themselves in different ways and the companies built that out so that they can develop internally. It is a big thing and that’s what we want to do. We’re supporting the people internally and investing in the people that we have at Border States to develop their careers so it’s absolutely important. Many people have switched course within Border States and it happens at other companies where you might start off in one discipline and have interest in another area within the business and there’s opportunities to grow and learn from those. Then you’ll find yourself in other opportunity for five ten years whatever it may be and develop yourself too going forward in your career. So definitely plenty of opportunities along those lines.”

What are some of the hot jobs in the industry?
Michelle: “We’re actively hiring IT people right now. That’s one of our biggest areas of need to be able to harness technology. In the field it’s operators, welders, laborers, drivers, mechanics kind of the gamut. We’re not overstaffed in any area of trades.”

Sean: “It’s the big numbers are the heavy equipment operators the pipe fitters welders with all the work that’s coming into the valley with Intel, TMSC and all the vendors that will be coming in. We’ll be blowing up here in the next few months. Nothing’s off the table as far as what we need whether it be HR, IT, marketing from the administrative side.”

Justin: “We’re actively searching, we have about three or four warehouse associate openings in our Phoenix location which is a great start to get your foot in the door and learn about the electrical distribution industry about the products. In addition that we do have a project manager role open though so if you’re good at balancing different objectives and communication both via email and phone and things like that we’d love to hear from you and see if you’re a good fit for that role too.”

Dan: “We’re always looking for great people but in about a month to two it’s just gonna explode and at that time we’re probably gonna be adding quite a few craft positions and then when we add craft positions typically some administrators come into play as well.”

Transferable Skills and Career Pathways Panel
Got plans for a career shift and looking for another industry to join? This panel explains what you need and where you might fit in if you’re checking out this field.
Panel Participants:
• Corbins Electric, Jeff Hammon, Workforce Development Manager
• Border States, Michelle Ballou, Phoenix Operations Manager
• Constructors Bonding Inc, Ted Rarrick, Partner, Director of Partner Relations
• Build Your Future, Paul Sanders, Workforce Development Director

What do you find best about your company culture?
Ted Rarrick of Constructors Bonding says as a relatively unknown niche in the industry, surety bonding helps ensure a project is completed. They basically guarantee that a project (usually large and complex) will be finished in case a contractor cannot fulfill their contract terms. In that case the bond company steps in and finishes the work. Based in Phoenix, they have footprints across the country and internationally, working with contractors to get positioned to get the strongest bonding possible.

Ted says once people get involved, it is very satisfying work. For contractors that have to bond, they’re a vital part of business both before, during and after the project cycle. Not only does the work relationship involve bonding but interestingly they often get into specific business issues, what works and what doesn’t in a wide variety of applications.

Surety bonds may be where it’s happening, but nothing moves until distributors like Border States Electric delivers them. Michelle Ballou with Border States: “We are a huge part of the supply chain, anything that the electrical industry needs, whether it is the electrician doing something to your home or on the commercial aspect, think of a factory needing all the electrical things in their facility, Utility companies all of the electrical things they need we are procuring those any of the things they need and getting them to the electricians to do the work.”

Jeff Hammond with Corbins Electric says they “work on developing our current workforce as far as building skill sets in our electricians, our support staff and office staff so we’re constantly looking to build their skill set make them the best at what they do.”
Michelle says that whatever the role at Border States, from customer service and project manager to distribution, everyone serves as the ‘behind-the-scenes’ lifeline between the customer, supplier and contractors. They make it appear seamless for the contractor who is building the infrastructure we need to grow the local economy.
Paul Sanders, Workforce Development Director of Build Your Future, is part of the Phoenix Chamber Foundation that works to get this information out about the growing need to build the talent pipeline for the construction and skilled craft industry. It’s estimated by the end of December 2022 there be a need for 200,000 skilled craft and construction jobs! They’re working hard to bust misconceptions and help people see the opportunities for starting a brand new career as well as using their own transferrable skills from another industry.

What skills can transfer? What skills are you looking for?
Jeff: “We’re looking for a critical thinker and if they can put in the effort, we’ll fuel that fire. If they have those critical skills as an entry level electrician, we have the opportunity to grow as fast and as big as you want to make it.”

Michelle says they’re looking for a willingness to learn about the products they sell so they can help solve problems for their clients who are electricians working in the field. Also, they can take those have left field work or have similar experience in other industries to turn them into customer service reps, account managers, sales roles, project managers in operations, logistics, or warehouse supervision.
Ted notes over the decades he’s seen anyone with an organized work ethic and has ability to organize their skill set get picked up quickly. He said, “I get calls maybe once a week or a couple times a month from my clients asking, ‘do you know anyone that has any accounting skills whatsoever we can train them here’. I have accountants and bookkeeping firms call me do you have anyone that has any kind of accounting abilities?

“If you’re hungry and you have a good work ethic and you really want to learn, this field will probably advance you more rapidly than the majority of the field out there and they can go in so many different ways. Even if they feel ‘I don’t have any skill set’, they probably have some inherent skill sets. Right out of high school they can advance more rapidly than other careers. Anyone can learn, start wherever, what skill you have and we’ll work with you if you have the drive.”

Are there established career paths or can you make your own pathway?

Michelle said the old career paths used to be very linear but now you can skip steps or make lateral moves in various departments and regions. Once you are a cultural and skills fit you can get in and figure it out with help from the company.
Jeff: “If you can bring in those core skill sets we can fuel to get you training in-house whether apprenticeship or in-house training or whatever to refine and build those skills, and you can even skip steps. . .the sky’s the limit.”
Ted: ”…if you take it seriously and get good at it. It’s pretty rewarding. Typically, you start with a surety company or a bond company and you get trained in the surety world and then you either go up through the surety company ranks or go out into the agency side and then work with contractors directly. Some even go on to start their own business.”

How about transitions from military? Apprenticeships? Internships?
If you’re planning on starting new in the industry, there are programs already set up and running to assist you in making that transition. Jeff says it’s common for a company to have all three types. If you want to be an electrician, you can get paid while you learn. If you want to become a project manager, then you might start as a project engineers who manage the financial health on a project.

For those from the military, if you’ve led soldiers, you can also lead teams in this industry. Jeff came to Corbins from the military and created an entire department dedicated to training. He adds that internships are generally focused on office staff, for example a project engineer which is entry level to a project manager will have you manage projects and their financial health. A student can go straight into an industry apprenticeship program from high school and possibly also skipping college. For someone entry level they can become an electrician in four years and usually get paid while training. So, in the 4 years they might have been in school and with $100,000 in debt, you’ve already been earning income and ready to work, hitting the ground running as a journeyman.

Paul of ‘Build Your Future’ works with a national organization for veterans designed to connect veterans with training and employment opportunities. For apprenticeships, Build Your Future constantly updates on their website (https://arizona.byf.org/explore-careers/trading-cards/) where there often a dozen or more apprenticeships to get someone started in an industry electrical, plumbing for new construction. And you get paid while you learn and starting salaries can range from $35,000 to $40,000 a year and then increase another $5000 or more depending on when they are converted to a journeyman. However, formal training isn’t necessary to get into administrative office positions, of which at this time number in the dozens, including over a hundred jobs connected just to customer service on the ‘Build Your Future’ website.

Best way to transfer from a different industry
For someone looking to transfer from a different industry, Ted’s niche surety company is an extensive network where he is able to forward highly qualified construction-oriented candidates to some of his clients. He says supply chain is huge, “. . . the supply chain is huge as far as what they’re looking for the transferable type of person. I transfer them to someone in the supply chain or I’ll call my one of my clients and say this person’s looking to transfer, do you have an interest in them or do you know someone who could you know use them.”
Ted adds that he’s seen “so much dissatisfaction going to college spending a ton of money a getting entry level job that doesn’t match their potential. I’ve seen people blossom with clients and see them getting coaching and developed in their career, so neat to see. Construction is not a profession of last resort, it should be up there as one of the first choices they pick.”
There are many ways to get started and to enter from the bottom or laterally. Especially in the near future in Arizona there will be a need for skilled people at all levels to build something new or replace outdated infrastructure.
What are some of the hot jobs in the industry?
Michelle: “We have warehouse associate positions open as well as a project manager position.
But the data shows we’re we are going to have people retiring in the upcoming years and there is always something coming open because of that. The sooner you get in the sooner we get you trained and you’re on to the next level up.”

Jeff says they obviously need electricians but all areas growing in IT, Finance and HR. He emphasizes that as the need to build and rebuild grows, the support infrastructure and expertise grows along with it so support the people you see digging ditches and moving heavy equipment. For example, dozens of virtual construction designers with CAD BIM (Building Information Modeling) experience are sought after.
Ted adds that there are gaps coming up that need to be filled from people retiring. ”There’s gaps coming up with upper levels of in our industry too, we’re like a lot of others we have an aging workforce and in our world you don’t become proficient in a week or two it’s years and sometimes decades.”

Paul again stressed that the misconception is that construction is made up of short term seasonal jobs but instead it’s a long lasting, stable, well-paying career. On the ‘Build Your Future’ website he finds, “15 positions that are listed right now that are related to finance. We have 18 positions that are listed relating to HR we have 160 project manager positions” in addition to the open slots at Border States, Constructors Bonding and Corbins Electric.

There should be enough here to at least persuade you to consider a career in the trade and construction, you can put a forklift in it because we’re done.

RESOURCES:

Free DISC Assessment
We all like free, so at no cost to you find your work life work style, your strengths and what kind of job will likely fit you through our online DISC assessment at: https://careerconnectors.org/DISC/

Career Connectors is hosting breakout rooms at the end of events to get you needed support in these areas:
• LinkedIn reviews
• Resume reviews
• Career Coaching/Development
• Financial Coaching

For details about upcoming Career Connectors events, click here to visit the events section on the website for details about hiring companies and keynote topics!

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.

2/25/21 – Interviewing With Confidence

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Written by: Sherri Jacob

Interviewing with Confidence

Managing your Career and job search has changed a great deal during the pandemic. To help manage your career as an investment Carmen Payne,
an Executive, Personal and Professional Development Coach, offers multiple tools and solid coaching/advice to help you navigate the virtual employment setting.

Keynote

Carmen highlights the need to plan your 2021 career as there are great jobs available on the market. The new year is the perfect time to reflect on the last 12 months and to start fresh with new goals and career objectives. Here are three action steps to help you:

  1. Reflect on the prior 12 months: take stock of accomplishments and failures.
  2. Plan slow to move fast: Carefully build a career strategy and plan to reach your goal. Carmen quoted Naomi Caietti, author Transform your Project Leadership: “Your career is an investment and you need to treat it that way.”
  3. Act Now: Focus on how to achieve a growth mindset and move past obstacles by turning them into opportunities.

Carmen shared with the audience several effective tools that will help to ensure a successful job search – check these out to help you on your journey.

Pre-Interview Checklist

  • Ask what safety protocols/procedures are in place
  • If in person, wear a mask and bring your own hand sanitizer
  • If in person – do not shake their hand!
  • If you are not comfortable going to an in-person interview, ask if it can be done over the phone or via video conference

The audience and Carmen suggested that you could utilize the not shaking hands as an ice breaker activity as the interview begins. Some suggestions included offer to elbow bump or do a virtual wave.

Prepare for “That” Interview Question

Many employers utilize behavioral interview questions – these usually begin with phrases like:

  • what is your greatest strength/weakness
  • tell me about a time when…
  • describe a time when…
  • give an example of…
  • tell me about your last employer…

Introduce yourself

  1. Breath and relax your shoulders
  2. Greeting – “Good morning and repeat the interviewers name”
  3. My name is ….., very nice to meet you
  4. Don’t shake hands

When responding to the strength/weakness question, consider starting with your weakness and ending with a strength. This will allow you to end on a positive note. You should also be strategic when responding to these questions; don’t highlight a weakness that is a related to key job requirements and highlight strengths that are. Carmen recommends the use of a S.W.O.T. tool to prepare responses to behavioral questions. S.W.O.T stands for Strengths Weaknesses, Opportunities and Threats. Here is a sample with thought starter questions to help with this exercise.

SWOT Analysis

Customize your response to the job/career you are applying for. The job description, your resume, company information are good resources to help you create customized responses.

Carmen recommends the STAR tool to formulate responses to behavioral questions. Create multiple STAR responses that correspond to your resume and practice. If your interview is virtual, you can have your STAR responses printed for easy reference.

STARs explained

Body Language – Communication

Only 7% of our communication is through the spoken word, and in a virtual environment focus on our Body Language becomes even more important.

Non Verbal Communication composition

Carmen recommends
• Standing for the interview – this allows you to breath easily
• Assume a posture of confidence – this will be reflected in your conversation
• Pay attention to your face – it isn’t always what you say, but how you say it
• Watch your hands – while it is OK to talk with your hands be sure they don’t become a distraction. Keep your hands neutral to assure the interview he/she has your full attention.
• Maintain appropriate eye contact
• Mirror the body language of the interviewer –or conversely see if the interviewer mirrors yours.

Video Interview Checklist

  • Download the video conference tool being used (Skype, Zoom etc.)
  • Keep your login credentials handy
  • Make sure your device can support the platform being used
  • Just like you need to practice for the interview, test your technology. Practice with a friend. Learn your way around the software.
  • Make sure you have an excellent WiFi/Internet connection – consider using an ethernet cable for the interview
  • Ensure you are in a quite area with no distractions
  • Have your STARs and notes at hand
  • Lighting – natural lighting is the best. Light source should be in front not behind you.
  • Position your camera high – think selfie
  • When you get the interview details and link – test prior to the interview

The key to a successful job search is to prepare and practice. These tools will help you to plan for success. Carmen ended her talk with this thought:

Be kind always

Hiring Companies

Hacienda Healthcare
Kent Norris, HR Manager

Hacienda HealthCare is the leading provider of specialized medical care and social services for Arizona’s infants, children and young adults who are medically fragile or chronically ill, including those with developmental disabilities. Hacienda HealthCare traces its roots to 1967 when Ilene Butler founded it in Phoenix as “Hacienda de los Angeles.” It operated as a single facility serving only three children. Under the corporate umbrella, Hacienda has greatly expanded and now offers over 40 programs and services through four separate not for profit entities: Hacienda Inc., Hacienda Skilled Nursing Facility, Los Niños Hospital and Hacienda Children’s Hospital. Hacienda Healthcare currently provides services to over 2550 people every year throughout the state.

Currently hiring — Rn’s, LPN’s, CAN’s, Caregivers, Behavioral Specialists, Group Home Managers, LPN Medical Group Home Managers, Speech Language Pathologists and many more.
Apply Here: http://haciendainc.org/jobs/ or reach out to Ken

Cable One/Sparklight
Vanessa Corona, Sr. Talent Acquisition Specialist

Cable One, Inc. (NYSE: CABO) is a leading broadband communications provider.
• Serving more than 950,000 residential and business customers in 21 states.
• The Cable One family of brands includes Sparklight®, Fidelity, Clearwave, and ValuNet Fiber.
• We provide consumers with a wide array of connectivity and entertainment services.

Current openings include: Public Relations Manager, Digital Marketing Specialist, SharePoint Developer, Senior Web Developer (Full Stack), NOC Analyst, Accountant II, Sr. Revenue Accountant, Revenue Accounting Manager, Accounts Payable Representative and Internship Opportunities
View all openings and apply here: cableone.careers.

Freedom Financial Network
Heather Marcom, Senior Director, Talent Acquisition

Two decades ago, Freedom Financial Network was born out of an idea to give struggling consumers an affordable and responsible way to get out debt. What was true then, and remains true today, is that there are many ways for a consumer to get into debt, but very few ways for them to get out of it. Freedom’s promise to consumers has remained steadfast throughout time – to provide financial products and services that put the consumer first and help everyday Americans improve their financial situation.
Heather highlighted these positions: Sales Representatives- Program Enrollment, Sales Representatives- Lending Products, Spanish Speaking Sales- Lending Products, Customer Service Representatives, Mortgage Underwriters Software Engineers- Java, Node, PHP, Sr. Python Developer, Accounting Specialist, Lifecycle Marketing Specialist, Talent Acquisition Manager, InfoSec, Test Engineering.

View all openings and apply here: FFNJOBS.com.

1/28/21 – Job Search Communication to Reach All Generations

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Written by Gary Matsuda

Michael S Seaver

What generation do these quotes describe?

“… entitled whiners who have been spoiled by parents who overstocked their
self-esteem. . . how unmanageable they are in the workplace . . . with their inability to take criticism… they’re a generation of basket cases profoundly narcissistic and deprived of a sense of agency . . . in short they’re a nation of wimps.”

”…lazy entitled selfish shallow unambitious shoegazers who have trouble making decisions…”

“Partly I am lazy. I don’t feel like working this summer. I’m writing a book and taking a history course at Columbia. Even the dullest art history book gives me a greater sense of freedom than being imprisoned in an office. I don’t feel like being confined, I want my time to be at my own disposal. I suppose I’m spoiled.”

“The children now love luxury; they have bad manners, contempt for authority; they show disrespect for elders and love chatter in place of exercise. Children are now tyrants, not the servants of their households. They no longer rise when elders enter the room. They contradict their parents . . . and tyrannize their teachers.”

They are in the order given: Millennials, Generation X, the Boomers and some young punks described by Socrates from about 400BC. If you had trouble associating the quotes with an age group, that’s the point, each generation seems to say the same thing about the generation after them.
Michael Seaver, an award-winning executive coach, leadership consultant, author and speaker was with us recently to get us to think differently about our approach to communicating with another generation. If we go beyond focusing on our differences and we should find more things in common than we think.

KEYNOTE

Too young. Too old. They just don’t get it, so out of touch with reality. While every news post you read seems to support the position on how flagrantly wrong others are, Michael asks must there really be a ‘Generation Gap’? There is if you believe there is. Our natural inclination to be wary of strangers, to ‘size up’ someone new prevents us from creating real human relationships. That’s our brain’s limbic system at work, protecting ourselves from new situations and potential enemies. In just a few seconds it tells us if someone we’ve just met can be trusted so we have to be intentional about overcoming our brain’s natural protective tendencies to create negative emotions, work through some of our biases and actively work to find something in common.

We can do that on an emotional level and he breaks it down with ‘Five Ways We are all Similar‘ that demonstrates human commonality and how we’re more similar than dissimilar and enables us to find better ways to start and deepen relationships.

Credibility – Who do you trust the most?

It turns out the top three credible sources of information for most people are, technical experts, academic experts or a person like yourself.

You would wonder why celebrities are used to promote a product or service when it’s actually more effective to get validation from experts or from people who look like us.

Why is this important? You can use this to ask the right questions to get to the point of trust faster.

When informational interviewing an expert –
• Why do you enjoy your area of expertise?
• When and how did you know it’d become your career?
• How do you use your expertise day to day?

When networking with a person like yourself –
• Walk me through your journey to today.
• What are your most important life lessons learned?
• Why do you continue working for this organization?
• Fastest way to build rapport is to find commonality

10 Principles of What Everyone Likes/Dislikes and Needs

Knowing that these fundamentals are true for everyone, you can apply these to just about any relationship.

You don’t have to know someone’s past or what generation they belong. You can use questions like these to get past small talk:

  • What is your favorite thing to learn about?
  • What recent life changes have you experienced?
  • What do you value in a leader and why is that important to you?
  • Do you have a coach? What has he/she taught you?

Human Needs

Another way to cut through the generational divide is to look at human needs from ‘Maslow’s Hierarchy of Needs’ model.  Absolute life essentials are near the bottom of the pyramid and as these lower needs are met, we grow and build upon each successive need, ultimately to be able to help others.

Although sometimes, life happens. A crisis can quickly move us down a level or more, so the application here is to ask carefully how someone is meeting or has met their needs. With tact, you can ask someone from a different generation –
• Tell me about the community you were raised in.
• From your teenage years, what world events do you remember most vividly?
• What values are you trying to pass to your children/community?

4 Life Stages

Another way to communicate across the generational divide is to categorize life into stages using psychologist Carl Jung’s Four Life Stages:

Like Maslow’s Hierarchy of Needs, as we mature, we find ourselves in different roles and changing needs. As we try to navigate upward in Maslow’s Pyramid, in Jung’s model, we’ll will generally move from left to right ‘Athlete’ to ‘Spirit’. Allowing that ‘life happens’, boundaries between stages are fluid and we can move from one stage to the next on our own time.

So how can we use Life Stages to our benefit?

Common questions to help you connect in ways we are all the same:

• What are your life’s most important goals?
• Have you defined your life’s legacy? What is it?
• What challenges did you overcome? How do you help others do the same?

Five Brain Wave States

Dr. Bruce Lipton’s description of how Electroencephalogram brain waves is associated with different activities and different ages. From birth to age 6 a high percentage of the brains’ activity is spent in Theta and Delta where a child’s mind processes and absorbs a billions of bits of information that tend to stay for a lifetime.

Gamma 32-100Hz: Heightened perception, learning, problem solving tasks, cognitive processing

Beta 13- 32Hz: Awake, alert consciousness, thinking, excitement

Alpha 8-13Hz: Physically and mentally relaxed

Theta 4-8Hz: Creativity, insights, deep states, dreams, deep meditation, reduced consciousness

Delta .5-4Hz: Deep (dreamless) sleep, loss of bodily awareness, repair

All this matters because if you want to connect meaningfully with someone, (and hopefully your brainwaves will get synced up!) ask things such as:

• What did your parents do that you find yourself doing?
• What new habits have you formed recently?
• What do you do to find stillness, to find time to reflect?

Booker T. Washington said, ‘Excellence is to do a common thing in an uncommon way’. Be uncommon by using some of these five ways to find similarities others often miss. If we are to connect with more people and have higher quality relationships use these ideas to find uncommon commonality and appeal to someone’s nobler motives so they will want to offer you expertise or guidance.

HIRING COMPANIES

Cenlar

Robin Stanton, Sr. Recruiter, Talent Acquisition


Most likely the oldest company you’ve never heard of. Unless you’re in the business to business mortgage servicing industry, you’ve like not heard of them. But having been around for over 100 years and still going strong proves they’re doing something right. With projected growth of 40% for the next few years, they act like they’re like a startup.

Some opportunities are:
• Call center servicing
• Support services in claims, loss mitigation and foreclosures
• Leadership

Contact: Robin Stanton, Sr. Recruiter, Talent Acquisition

JPMorganChase

Patrick Groome, VP, Military and Veteran Recruiting Manager


Chase has positions open in everything (not just finance!) from entry level to VP positions but they are looking closely for the soft skills that you bring. If you are a good fit, you’ll have a good chance to find a place anywhere from customer facing positions to back office support. Once you get in (with one of their 111 jobs now open in Arizona), there’ll be plenty of room for career growth.

Contact: Patrick Groome, VP, Military and Veteran Recruiting Manager

Honor Health

Robin Ersland, Talent Acquisition Marketing Specialist


One of the biggest employers in the Valley and getting bigger especially during the pandemic, the needs are ever growing. A wide variety and number of jobs (700 positions!) and career paths are open to you from entry level on up including areas in but not limited to, supply chain, analysis, research, coordinators and security.
Contact: Robin Ersland, Talent Acquisition Marketing Specialist

RESOURCES

Free DISC Assessment
We all like free, so at no cost to you find your behavior traits (which may help point to your values) and what kind of job will likely fit you through our online DISC assessment at:
https://careerconnectors.org/DISC/

For details about upcoming Career Connectors events, click here to visit the events section on the website for dates, times and details about hiring companies and keynote topics!

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.