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Event Recaps

02/26/19 – Courageous Leadership, Outrageous Growth

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Written by Nicole Langston

Keynote

Loretta Love Huff
Known and appreciated by thousands of engaged and sometimes exhausted Executives and entrepreneurs as the dream leader for business. Loretta Love Huff helps people and teams exceed their dreams. Loretta guides her clients to unleash their inner fear, influence and integrity to produce results that otherwise would not have been attained. Loretta has made several appearances on the local Fox 10 morning new show, many radio stations across the country, featured in many business publications like NY times, AZ Republic, Wall Street journal, Black Enterprise, Phoenix Business Journal, Arizona Women and Working Mothers magazine. She is the author of two books, which you will see up here; Leadership without Limits Inspiring the Best in Yourself, your people and your Organization, plus also 6 Keys for Dissolving Disputes when “Off their heads! Won’t work (find this and more on her website). She is also the creator of Sleep, Leap, Reap the bamboo approach to courageous leadership and outrageous growth, a consulting process that generates new revenue sources, improves productivity and increases profit margins for professional service firms and service based businesses.
Prior to that, she worked as a Senior Executive in Leadership roles at Fortune 500 Companies such as DreamWorks, Apple, Sega of America (SEGA), Bank of America, Sears and Kraft Foods (Kraft Heinz Company). She holds a BS in Psychology from Howard University and MBA in Finance from the University of Chicago.
Loretta stands ready to shine a light on your path to higher productivity and profits. We are honored to have her here today. Please help me welcome Loretta Love Huff.
Courageous Leadership, Outrageous Growth: Loretta Love Huff, went up
She looks forward to talking to each of us at the end of this session and learning more about you. Helping you exhibit your talent and skills as you move through the employment process and working with companies, so you can accomplish all the great goals that you set.
Why would you want to bother to reinvent yourself? If you’re in transition right now, you are probably thinking I need to reinvent, I need to do something new, I need to find a new job. There is an example of someone who left a company and started a business and started earning a lot more money and feeling freer, because she was her own boss. There are a lot of upsides to it.
There are reinventions that are happening all around the world. You have probably noticed some. When you are thinking of reinvented yourself it can fell kind of scary, feels like you are walking on the edge of the world you have never known. It is a bit terrifying at times, but there are upsides to doing that. It is possible you will discover courage that you maybe never thought you had. You will feel empowered, freer, more confident and capable of doing things.
What we are going to talk about today are:

Why reinvent yourself

Talk about the three essential elements that you need that will support you in that reinvention process

Four As for change

Critical components of courageous leadership and outrageous growth

Some real life reinvention stories along the way to make it real and not just theoretical
Growing up Loretta was very nervous, shy and timid as a kid. She would rather read then play with others.
First job at Sears often in staff meetings, she would have a good idea and she would analyze in her mind. By time she got an idea outlined internally, someone else would say it. She always sensed she was intended for bigger things. She had to face her fears, step out of her shell or she would not progress as she hoped.
At Sears, they had a tradition where someone would give a speech and presentation when someone was leaving. One of her other fellow team members, was a guy who could present without any preparation. It was one of her staff who had been there forever, so she had to plan what she was going to deliver. She was nervous and scared, she had to overcome her mindset. She practiced and prepared. She delivered it and many told her what a great job she did.
Transformation = freedom
My Vision and what she is aiming for: we all have our own unique gifts to share. Companies that honor and embrace those gifts have happy and productive workplaces.
How do you make a transition from feeling like you are out on a hammock? It is about expressing your leadership skills and building confidence.
Personal mastery:

3 essential elements

4 A’s for change

The Optimal foundation
Essential Element #1 – the right mindset
Bar theory at work – your beliefs make you take actions, that produce results
Fundamental beliefs:
“We all have more options then we generally see and have more control then we tend to take.” – Loretta Love Huff
In your mind, you are trapped by your fears and beliefs, so you may not take the chances that you need to take to have the life you want to have.
“I learned that courage was not the absence of fear, but the triumph over it. The brave (wo)men is not (s)he who does not feel afraid, but (s)he who conquers that fear.” – Nelson Mandela
Essential Element #2 – the right roadmap
The As 4 change are:

Aspire – have a goal that you aspire to

Assess – where are you on the path for that

Act – taking action
Reinvention is easier then you think.
“Bold action may be less a matter of big moves and more the culmination of a series of swiftly executed small steps, each minimizing risk.” – Liz Wiseman, Rookie Smarts

Account(able) – having someone to hold you accountable is key.
Essential Element #3 – the Optimal Foundation
The DEAR dynamic ™: A basic or dynamic force, especially one that motivates, affects development, or stability.
Desire – what do you desire?
Emotion – feelings, think that will make you happy, so that you can make better decision.
Allow – Let’s make something happen!
Result – sometimes you need to create the environment to help you get results.
In order to influence others, avoid the fatal flaw of assuming people are just like you and are taking action for the same reasons you do. It is helpful to recognize behavior styles, such as these:
The Directors: usually in control, in charge and may be scary. They accept challenges, are strong willed and impatient, but take quick action.
The Critics: cautious, analytical, concerned, fear of making mistakes. They are orderly, quality conscious and plan ahead.
The idol: people oriented, optimistic, recognition needed, expressive, outgoing, enthusiastic, and energizing.
The Supporting Role: stable, predictable, deliberate, work in background, diplomatic, consistent, google listener, and sympathetic.
** Reflect the personality or traits so you can appeal to them and their needs.
Influencing the Director
Goal: results and control
Fear: losing control, being taken advantage of
Buying basis: What hiring you does for him/her
Selling strategy: Highlight potential results
The benefit to him/her …. position to them as how it will help them? What will provide them a benefit?
Influencing the Idol
Goal: people environment, recognition
Fear: rejection, loss of approval
Buying Basis: who has hired you
Selling Strategy: concepts appeal to others
The benefit to him/her ….
Influencing the Supporting Actor
Goal: security, stability
Fear: sudden change, losing security
Buying Basis: How hiring you will stabilize his/her world
Selling Strategy: “support” provided by concept (for you)
The benefit to him/her …..
Influencing the Critic
Goal: accuracy, order
Fear: criticism of performance, lack of standards
Buying Basis: Why hiring you is a logical investment for him/her
Selling Strategy: “Track record” of the concept. Give them information to help them decide
The benefit to him/her …..
6 Skills that Create Credibility, Connection and Trust
i. Communication
Some companies promote the “Mushroom Management” theory. This is where you are kept in the dark and given a load of manure.
Keep people informed by explaining policies and decisions by providing accurate feedback. Be candid about one’s own problems and limitations. Tell the truth.
ii. Support – how can you be more available and approachable?
Provide more support to help people with advice, coaching and support for teams and clients.
iii. Respect – what can you do? How can you admire someone? Actively listen to the ideas and concerns of others. Delegate to develop your staff.
iv. Fairness – be objective and impartial. Be quick to give credit and recognition to those who deserve it.
Fair DOES NOT = Same
v. Predictable and reliable – be consistent in daily affairs. Keep both expressed and implied promises. When you are these, then you can support others.
vi. Competence – enhance your credibility by demonstrating good business sense, technical ability, and professionalism.
Be the proactive problem solving partner. What do I need to learn? How can I improve (the company, function, leader etc)?
Brand management of your career
• What do you want to be known for?
• Diversification and transfer of knowledge
• Stay abreast of the knowledge
• Ask, what does this mean for us?
• What new potential risks are arising?
• Are we keeping up with technology?
• Who else needs to know this?
Business management stewardship – translate insights from projects to recommendations for others to follow.
Partnership: driving business values
• Understand the business and its strategic plan
• Stay abreast of new internal initiatives, processes and technologies
• Communicate potential risks (in business terms)
• Help improve efficiencies
• Establish key metrics for a high performing X function
Reinvention/Transformation – transform …. go beyond the change
You want to be an agent of change
“You could be our spiritual leader” BUT she was petrified. It was the start of another reinvention.
Change or Die vs. Die or Change
Think of something YOU did, made you feel great when you KNEW you were a hero.
Fundamental belief; “we all have more options then we generally see and more control then we tend to take.” – Loretta Love Huff
Life begins at the end of your comfort zone. When we feel confident and believe in ourselves, then we take more chances to take actions.
IE: Many celebrities talk about how they knew they were supposed to take action.
A free conflict resolution tool for “Saving the Heads” for you included! Go to Get CC Talk and put in your basic information to download the slides and your gift today!
Winners for the drawing … three winners got to choose from her 2 books or the Talent assessment, which is different than a DISC assessment. (The results give you suggestions of what jobs would be good options for you to consider.)
As Loretta mentioned, you can take a FREE DISC Resource from us anytime.

HIRING COMPANIES
Medtronic Pam Goux, Talent Acquisition Specialist
Pam has been with Medtronic for over 17 years now, starting 2001. She has worked for a few companies but can’t think of being anywhere else.
Medtronic started in a garage back in 1949 for pacemakers. Back then, the electricity went out a lot and when it did it would impact (take down) anyone on one of those. They needed to come up with one that could be battery operated instead. The first implantable was in 1959. Technology has evolved as have their devices since.
The therapies and solutions Medtronic provides improve lives. The offer therapies and solutions across our four business groups.
Medtronic believes: people are the expertise to achieve their mission. Medtronic is driven by their Mission statement – which was created in 1960 and has never changed. They have received many workplace accolades annually. They offer comprehensive benefits – everything that everyone would want to offer.
Their global presence: helping people in 350+ locations. They have 78 manufacturing plants one of which is here in Tempe. Roles available visit Medtronic Careers. Opportunities include Clinical Specialist, Manufacturing Engineer, Sales Representative, Equipment Engineer, Process Engineer, Assembler and more.
Even though the jobs may list one location, they are welcoming to remote and virtual jobs regardless. Feel free to apply anyway if something fits you.

Dexcom, Kristy Gephart Talent Acquisition
Dexcom has been around for over 20 years, HQ in San Diego CA. In 2015 they launched the G5 device, which really pushed them in the marketplace. It was a game changer for the Type 1 and 2 Diabetes. The device can be on the arms or legs, then needle inserts in body and sends readings every 5 minutes. It can be sent to your smartphone. It is great technology and it doesn’t require the needle pricks either. Helps to better monitor levels.

Leaders realized that they needed another location to grow the business. They landed here in Mesa. Opened here in March of 2017 with only 7 people. They had to get everything ready for FDA to come in and inspect. Then got green light and began manufacturing. 2018 was crazy for them for positive growth and lots of change. They have a wonderful team and accomplished a lot. Last year they also launched the G6 device too. They are now a 24×7 monitoring. They had about 10 events last year and brought in about 500+ people.

Lots of growth in manufacturing, plus in the support and operations too. 2019 they have planned to bring in manufacturing the G6 here to Mesa. Has been in San Diego prior. Will refine their processes more. January 2020 will be launching another green room.

Submit your resume online at Dexcom Careers for positions such as QA Engineer, Facilities Engineer, Manufacturing Supervisor, Cost Accountant, Process Analyst, Microbiologist, or Mechanical Engineer.

WillisTowers Watson Mary Ann Lopez, Tempe Service Center Recruiting Lead

WillisTowers is the leading global brokering company. They are basically a finance brokerage, working with many Fortune 5000 companies. They do a lot with insurance and healthcare too. They are working with Individual Marketplace heavily at present.
Why work for them? Core Values -> client focus – integrity – respect – excellence – teamwork
Really hiring for: Benefit Advisor Role to Apply
Will train for this role, see the requirements provided. It really needs strong communication skills. They will need to get licensed, but the company will pay for this. They will also pay for the continuing education (CE) credits for the licenses needed.
View all roles at Willis Towers Watson Careers, such as Director of Operations, Business Support Specialist, QA Specialist, Client Service Specialist, Technical Product Owner, Benefit Advisor, Software Test Engineer, Scrum Master, User Experience Designer and more!
UPCOMING EVENTS
2019 VetTalks Business Networking & Career Event
Vet Talks is a big event that is coming up on Thursday, March 7, 2019. It will be hosted onsite at University of Phoenix 4035 S. Riverpoint Parkway, Phoenix, Arizona 85040. See Miltary AZ . Due to Vet Talks we will not be doing an event next week.
BestCompaniesAZ is proud to present our 5th Annual Veteran Business Networking and Career Event in conjunction with Birdies for the Brave™, Career Connectors and ASU Pat Tillman Veterans Center. This event brings together Arizona’s award-winning, military-friendly companies with veteran business professionals. This free, public event kicks off with registration and networking from 4-4:30 pm; VetTalks Presentations & Networking from 4:30-5:30 pm; continued networking with veteran employee resource groups and talent acquisition professionals from 5:30-7 pm.
Stories of achievement and career success will be shared by executives and employees from top veteran friendly employers including “Vet Talks” by:
• ASU Pat Tillman Veterans Center
• Charles Schwab
• Freedom Financial Network
• GoDaddy
• USAA

Following two Event Schedule: North Scottsdale and then back here at Gilbert
HOST
Jessica thanked Central Christian Church in Gilbert, our host facility, and gave a big shout out all our volunteers.
THANK YOU for coming!

02/14/18 – Instant Likeability

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Written by: Connie Huber PHR SHRM-CP

Dave Sherman Instant Likeability

KEYNOTE

Dave Sherman, INSTANT LIKEABILITY

LIKEABILITY is the impression you make on the interviewer. It is more than a great response to a question. It is your ability to connect to another person in a way that is comfortable and pleasing to the other person.

Webster’s defines likeable as…. having qualities that bring about a favorable regard; pleasant, agreeable. Synonyms include: agreeable, amiable, appealing, attractive, charming, engaging, enjoyable, friendly, genial, good-natured, nice, pleasing, sympathetic, winning. In an article by Pam Holloway, “The Secret to Likeability”, Pam notes that “likeable people are known to:

  1. Be more successful in business & life.
  2. Get elected, promoted & rewarded more often than those less likeable.
  3. Close more sales & make more money.
  4. Secure better service providers, including doctors & other health care providers.

Likeability is not magic. It’s not luck. It’s not a gift inherited by only a few anointed people. It is merely a skill set. Gallup values the benefit of likeability. The Gallup organization has conducted a personality factor poll prior to every presidential election since 1960. Only one of three factors – issues, party affiliation, and likeability, has been a consistent prognosticator of the final election result. Of course, the factor is likeability.

So how do you develop skills to be likeable or likeability? Dave was our “Likeable Guru” in sharing tips that open the door to Likeability.

TIP #1: BE HAPPY
People thrive on being around others that are happy, enthusiastic and energetic. When you smile, you make yourself more approachable and smarter.

Dave shared the story when he first began interviewing with a company that became an employer. After researching the company’s recent press releases, he discovered the organization was celebrating its 1-year anniversary for being in its new site. Dave brought a celebratory cake to his interview. The cake instantly made Dave likeable.

TIP #2: BE ATTENTIVE
When interviewing, be attentive. Listen to what others have to say. Ask lots of questions.

TIP #3: BE PATIENT
Avoid interrupting. Biggest challenge is not knowing what to say. If you don’t have anything to offer. LISTEN! If you listen, you will learn something new.

TIP #4: BE CURIOUS
Establish a commonality between you and the person you are talking with. Ask questions such as where are you from.

TIP #5: BE HELPFUL
Discover ways you can be helpful to others. Have a service mentality.

TIP #6: BE ENTHUSIASTIC
Enthusiasm is contagious!

TIP #7: BE NICE
Be nice to everyone you come in contact with & leave a niceness legacy.

TIP #8: BE FUNNY

TIP #9: BE MEMORABLE

TIP #10: BE GRATEFUL
You may have trouble being grateful but there is always room for gratitude.

HIRING COMPANIES

THE FINDERS
KRISTY BACH, CHIEF OPERATING OFFICER

Since 1998, The Finders has been putting its personality & passion into every Tech, Finance and HR finding in Arizona. The Finders is committed to matching exceptional talent with the right company culture. In addition to assisting you in finding the right job, Finders recruiters are specialist in the job search and can be invaluable resources to you.
Current opportunities include:
Tech Finders: Full Stack Developer, Java Developer, .Net Developer, Dev Ops Engineer, Cyber Security Engineer, Technical Project Manager SQL DBA, Data Engineer, Sr Information Security Engineer, and Sr ETL Developer.
HR Finders: HRIS Analyst-Contract, HR Manager, Compensation Analyst, Contract Recruiter, & HR Coordinator. Finance Finders: Senior Auditor, Sr Controller, Staff Accountant, A/P Analyst, Financial Analyst & A/R Specialist.
If interested, please contact The Finders.

COGNIZANT
SHAUNTINA McALLISTER, SR. RECRUITER

Cognizant is a global solutions provider that provides a collaborative approach to strengthen teams and improve revenue streams as well operating efficiencies. Established in 1994 and headquarters in Teaneck, New Jersey; the organization has an employee population of 280,000 employees globally. Cognizant has been recognized for a number of achievements. The company offers a number of benefits. Frequently hired positions are business analyst, claims examiners, claims supervisors, managers, product managers, social media content specialist, technical analyst, and trainers. To apply go to the website.

USAA
JEFF SHEWAN, HR ASSOCIATE

USAA’S 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 so doing, USSA seeks to be the provider of choice for the military community. Military members are primary focus. Over 33,000 employees provide legendary service, quality products. Phoenix has over 4800 employees. Jobs include Customer Service, Insurance, Banking, Software Developers. Products include comprehensive financial services including banking, investments, property & life insurance & financial advice. Go to online website to apply.

CLOSING

Jessica Pierce, Board of Directors, Career Connectors, closed the meeting by thanking Highlands Church & the volunteers. The next Career Connectors meeting will be in Gilbert on Tuesday, February 26, 2019 & features Loretta Love Huff, as speaker for the topic “Courageous Leadership, Outrageous Growth.” For additional information on this event & future events, please visit the Event Schedule.

02/07/19 – Resume Mythbuster Panel

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Written by Gary Matsuda

Working on updating your resume? Here to help you distinguish fact from fiction are four resume experts who have a total combined experience of working with hundreds of hiring managers and recruiters!
Myth: Include all jobs to show experience.
Save space, employers don’t need to see everything – only what is important to the job they are trying to fill. Unfortunately, there is just too much for them to read. Specialization is everywhere, so your job search must niche down as much as possible to the specific job opening.
Lori Norris, Get Results Career Services, says the biggest resume mistake is a failure to focus. Three or four pages might be too much (unless you are upper level executive management). They don’t want to see everything, only what is important to them. If you try to appeal to everyone then you will reach no one. Have multiple versions ready that target and focus incorporate keywords from job descriptions.
It takes work to remove non-essential work experience, but a shorter, more focused document will improve scoring by an Applicant Tracking System (ATS) and will be easier to read by us humans.
Brenda Cunningham, owner of Push Career Management, says to keep it to one page, but it depends on your experience. If you were in the same position for a long time it will look good if it was kept to one page. Most resumes for mid-career professional are 2 pages, but if the job application asks for one page – then you must follow directions!
Myth Busted!
Grain of truth: Show all your experience that relates directly to the job you are applying for.

Myth: Listing all duties and activity makes you look well rounded.
While you should include relevant accomplishments, your resume isn’t a list of ‘chores’. What employers want to know about your experience is did you perform well and will you be valuable to them.
Martha Rockwell, owner of A+ Resumes & Career Coaching says, not to fall back on merely describing activities but include results of your effort.
Donna Tucker, founding member of Resume Writers Council of Arizona: Don’t include your whole story but leave some details for the cover letter or interview. In your resume quickly tell what problem you solved and make it easy to read.
Brenda: Your resume should answer the ‘So what?’ question. Don’t just write that you ‘answered phones’, but say you ‘made 400 calls a day while documenting detailed notes’. Show what made your work special.
Martha: If you give too much information, they may not call for interview since they believe they have enough information from you. Hold back on some details but give enough to tempt them to ask for more. Highlight your value by showing quantifiable results, ‘sales increased’ or ‘reduced rework’. Describe how you made money for the company!
Donna: Including too much can also leave you open to assignments you don’t want and may indicate that you’re desperate or don’t know your strengths.
Brenda: Keep it relevant, don’t make the reader work to figure out what is important. Also, don’t be creative in describing your job title, call it what it is and use what they call it. Be clear on job titles for instance, there’s a difference between project manager and project coordinator. Show what you’ve done matches what the job requires.
Myth Busted!
Grain of truth: You may include your responsibilities but it’s more important to show the value you’ve provided to the business.

So how can your brilliance be captured on a shorter resume? Go deep, not wide. On to the next myth.

Myth: Don’t need cover letter (because ain’t nobody got time for that!)
A well written cover letter shows your personality, communication style and enhances your chance for an interview. After passing initial screening, resumes and cover letters will go to hiring managers but because they’re not going to interview 20 people for a job, they’ll read cover letters to make final selections.
This is the sales pitch that shows what you have to offer and why you are the best person for job. Include a call to action that specifies what happens next. For instance, ‘I will call you for possible of interview’. But if you include this, be sure to do it!
Martha: While the resume is an objective document, a cover letter is more subjective but still tailored to a specific job posting. Place the most important requirements near the beginning of cover letter to show clearly you can do the job.
Donna: If an ATS asks for a cover letter separately, then don’t attach to resume. Its content must be specific to the job. Don’t repeat information that is on resume.
Lori: If uploading to an ATS and there is no separate upload for a cover letter, you might be able to upload the resume first then followed by cover letter attached. Keep them separate if possible.
Myth Busted!

Myth: Fancy fonts help make a resume stand out
Getting past the ATS gatekeeper is difficult enough and fancy fonts can make it even harder for automated software to read your resume. Microsoft Word is best, while PDFs can be tricky for ATS to read. Leave the fancy resume for the interview.
Lori: The way it looks is not as important as content. You don’t need fancy if you’ve got great content.
Donna: To get your resume read more accurately by an ATS use san serif fonts ‘no feet’ such as Calibri or Arial.
Also avoid text boxes, tables, no images, don’t even include your photo!
Myth Busted!
Grain of truth: Print an alternate ‘fancier’ resume to present at interview.

Myth: I can create a resume on my own without help
Not so much anymore. Applicant Tracking Systems have gotten much better at scoring, approving and rejecting applicants depending on how well content matches a job posting. With hundreds of different ATS software screening your applications, you’ll want as much feedback as possible from professional resume writers. The best resume coaches go through professional training, evaluations, certifications and keep up with hiring trends at local and national Human Resource conferences. Based on their relationships with recruiters and hiring managers who are currently trying to fill positions, they keep current on the resume screening process and the foundations of a good resume.
Brenda: We all have different opinions however, if you get advice from too many voices, it may be hard to know who to listen to. It can be counterproductive to apply what every resume writing coach suggests so our advice would be to pick one professional’s help and go with that.
Donna: Time is money and a resume is a tool that gets an interview. It costs a few dollars but gets you started quickly.
Lori: There’s no one right way. There are many format variations, however whatever style it is, it must get you interviews.
Myth Busted!
Grain of truth: You can create your own resume but get professional help, it is worth every dollar.

You Against the ATS Machine
Identify keywords used in the job posting and verify the hard and soft skills required. Good resources to research what keywords are used generally by industry are:
• Onetonline.org
• Jobscan.co
• Occupational Outlook Handbook
Lori: It’s probably best to have multiple versions of your resume. Target and focus by using keywords found on the job description and place them higher on your documents. Show how your results were measured and how you made impact. Remember it’s not about you – it’s about how you will add value to a potential employer.
Donna: ATS vary in sophistication but they generally scan for keywords, parse and score documents for the hiring managers. No one has time to go through all the resumes. They are also stored so they might still review them for another opening. Be careful with formatting, using fancy fonts, headers, that can cause rejection. Keep it simple!
Chronological is most widely accepted format. Functional resumes may sometimes throw off the ATS if it is looking for sequence. It may be flagged as something missing and can appear as if you are trying to hide something.
ATS tracks everything you do, even the number of times you’ve applied to each job, so apply only to relevant positions!

Mature workforce tips:
How far back should you go? What about jobs held back in 1998?
Go back no more than 15 years, but you can use a section at the bottom of your resume to add other career highlights and measurable accomplishments. You may just note that you have 7+ years’ experience without dates.
Brenda: Don’t give hints that may tip them off about your age. Don’t give them reason to think you are expensive or have outdated skills. Age discrimination is real so don’t give them clues that you are older.
Lori: Imagine what a 24 year old hiring manager might be thinking: you could show them up, be after his job or be judgmental. Realize that they may feel intimidated by your experience. Veterans – don’t say you are retired (and reveal you are getting pension). Unconsciously they may think you could just coast through the job and really don’t need the work. Instead, say that you enjoyed a successful career in the military.
Other tips:
• Your email address may give you away. AOL can look outdated, but Gmail is better. Don’t use year of birth in your email address, it can be obvious if a number in your email address looks like a birth year!
• Remove date of college graduation.
• While it may help you feel good to list work done 20 years ago, keep the reader in mind and see if your experience appears relevant.

Employment gaps on resume?
Too long of a break in your career may give the impression your experience and skills might not be current. If you can, show you were productive and learning, where you have been getting an education or trying a new profession. Get guidance at Career Connectors, go to specific industry organizations, take classes, volunteer, be intentional on building your skills so you increase your qualifications. If you took time off to care for family, then just say so.

As one of Career Connectors more well attended events, it’s apparent that in this booming job market while you may be:
• Already working but looking for something better
• Looking for your first job out of the military
• Getting prepared for the next layoff
Resumes that follow expert guidelines will make it easy for employers to know who you are and what you can do for them while getting a job that is the best fit for you.

HIRING COMPANIES

Wells Fargo
Elaine Favasole
Comfortable with your money? Many people aren’t and Wells Fargo needs you to help make their customers feel financially confident. Elaine Favasole.
Some of Wells Fargo’s current openings: Account Resolution Specialist, Administrative Assistant, Lead Teller, Process Developer, Systems Support Analyst, Financial Crimes Spec, Info Security Engineer.

Arizona DES (Department of Economic Security)

Nancy Stanford
If you have a heart to help those in need and care about people, this a great place to land. This is the Human Services arm for the State of Arizona. They’re known for great benefits and they’re hiring veterans!

No ATS used here! But when you apply, please make it easy to read your resume because we have real people reading them!
DES current openings: Customer Service Representative, Payroll Services, Computer Technician, HR Project Manager, Senior Clinical Strategist, Senior Application Manager, Medical Assistant, Office Manager

US Census Bureau

Government shutdown or not, we’re still funded! Bill Pond of the Census Bureau says there is a great need of help to get an accurate count of who lives here in Arizona. Arizona is one of the faster growing states and an accurate count of our population will get more representation at the federal level which could mean more money for Arizona!
Current openings: Field Survey Technician, Field Representative, Supv. Partnership Specialist

RESOURCES

Grand Canyon University

Steven Long
There are 10,000 jobs at GCU so there could be something for you! Although this is the largest Christian accredited university there is high emphasis put on individual relationships.

While we value experience over degrees, certifications and education can get the ATS to score you over the 90% mark. Be a lifelong learner and apply for an MBA!

01/22/19 – Put Your Strengths to Work – Find a Job that Fits

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Written by: Sherribeth Thompson

Keynote – Put Your Strengths to Work – Find a Job that Fits

About Stephanie Clergé, our keynote speaker.

Stephanie is a consultant, coach, trainer, and holds the title of Director of Training and Consulting at Kolbe Corp, an HR Consulting firm specializing in assessments and interventions that increase individual and collective performance. She holds an Industrial Engineering degree from Stanford University and an MBA from Babson College with a focus on corporate entrepreneurship and completed a Coaching Certification from the Hudson Institute of Coaching. Stephanie has spent nearly 15 years managing teams and developing leaders at Intel Corporation.

Stephanie challenged us with a question we hear often, “What do you want to do when you grow up?”. Sometimes we feel we know the complete answer but end up experiencing burn out. Have you been in a position where you’ve felt absolutely de-energized? Does the thought of your current or past position bring knots to your stomach? It’s a great opportunity to dig and find a better way to experience your career.

Begin by getting to really know yourself, starting with a determined honesty in your reflection. What things do you do well? What’s your natural ability? What’s your unique flair? What gives you energy? You can be great at something, but does it give you energy? For instance, how does organizing your garage make you feel? Maybe you’re great at it, but while doing it are you receiving energy? On the other hand, what are you good at but don’t think of doing in your downtime? Maybe you’re great with spreadsheets, or documenting data but never consider that as one of the Top 10 fun things to do.

Why Strengths? The benefits of enhancing your strengths is higher performance, less stress, more engagement, more energy, more resiliency, more confidence. Employees who focus on their strengths are 6x more likely to be successful in their roles.

Strengths in 3 parts of mind:

1. Thinking: Your IQ, Skills, Reasoning, Knowledge, Experience, Education
2. Affective: Feelings, Desires, Motivation, Attitudes, Preferences, Values
3. Cognative: Doing, Mental Energy, Purposeful Actions, Problem Solving Approach

How do you naturally get things done? Here’s a great illustration:

1. Write your signature with your dominant hand.
2. Now write it with your other hand.

What did you notice about writing with the dominant hand? Probably not much because it was natural, easy, fast, and comfortable. Writing your signature with the non-dominant hand was probably awkward, slow, sloppy and took more time.

Look for your underlying patterns of thought. How do you find strengths? What’s easiest, energizing, and efficient for you? You can review your skills, grades and manager reviews. Or how do you feel when given projects and tasks? Are you motivated, interested? What are your preferences? How do your values affect your decisions?

Resources for finding out about you:

WhyInstitute.com
ViaCharacterInstitue.org

Think about a job you loved. What did you love, the environment, the people, the dynamics? What do you need from your manager? Does the industry matter?

Now that you’ve invested in defining your strengths, it’s time to develop your tools. What does your resume tell about you? Does your resume match what you said or what you’re applying for? What is your contribution (quantifiable)?

What ever happened to the Cover Letter?

Newsflash: if you’re not submitting a cover letter, you’re losing a significant opportunity. This is where you can really share what you want, why you want it, and stand out! It’s where you can captivate your audience and control your overall message. This is a great place to provide context, especially if needed for questionable areas such as long periods of unemployment.

LinkedIn

It is a recruiter’s lens. Many recruiters will not look any further if you do not have a LinkedIn profile. What are they looking for?

  • Companies you are following
  • Your profile, which should be at 100%
  • Clear, concise (not cheesy or needy) statements in your headline
  • Summary: Where you show a little personality; keep in mind it is still a professional forum

Obtain well written recommendations from the right people. If you are wanting to manage people, a friend’s recommendation that says you’re “an awesome person”, has nothing substantive in conveying to others what you want to do in your next management position. List contact mail and answer mail promptly. Follow and be active in groups relevant to your future position.

So your strategic path has reaped employer interest and now it’s interview time. Have your notepad loaded beforehand with your questions. This shows strengths in action. Be ready to share your contributions.

  • What are the growth opportunities?
  • What does the company need?
  • What would you say about your boss?
  • Have 5 to 10 questions prepared. This shows you have critical thinking ability. Ask strategic questions to get them to ask you about something you want to share.

In conclusion, it’s crucial to know your strengths and be ready to build upon them. Now you can take the next steps and soar!

Hiring Company

Infusionsoft
Dylan Citro, Technical Hiring Partner 
Susan Thomas, Hiring Manager

The Infusionsoft Mission is to help small businesses succeed. They are looking for employees that play well with others, leave their ego at the door and contribute in a team environment. Infusionsoft currently has ~60 openings, including positions in the following areas:  Engineering, Marketing, Finance, Accounting & Analytics, Sales, Customer Success, and Operations. Perks & Benefits include health and dental insurance, stock options, flexible time off, snacks, drinks and more!

Resources

Grand Canyon University
Mike Persson, Degree Path Planning Specialist

Mike emphasizes the importance of starting your education now. From there you can build on knowledge, maximize opportunities, and connect your knowledge to career opportunities. In the process, one gains multiple achievements.

Woz U
Josh Barnett, Business Development

Join the tech revolution! Woz U doesn’t offer a traditional coding boot camp, they offer training for the fastest growing fields in the country:  Java, JavaScript, .NET and Data Science. The Woz U Career Services team will assist in your job search upon graduation. Stay current and updated in the ever changing field of technology.

Closing

Sheila Coulam thanked everyone for coming and encouraged attendees to take advantage of professional photos to update LinkedIn profile pictures. She also thanked the volunteers for their support and requested attendees to complete a survey to help Career Connectors continue to improve the events. Sheila ended the session with a quote:

“Every experience in your life is being orchestrated to teach you something you need to know to move forward.”
– Brian Tracy

1/17/19 – Financial Services/Insurance Panel

by

Written by Jim McBride

Time to put your transferable skills into action? Have a driving passion for serving customers? Interested in navigating the career lattice? If so, you may be the perfect fit in both of these top five growth industries in Phoenix: Insurance and Financial Services!

Unique industry insights from two round-table panels of recruiting experts, hosted by Jessica Pierce, sparked lively discussion on the hottest jobs and how to start your career transition. Our audience of job seekers and networkers heard Q&A topics ranging from getting started without previous industry experience, to career pathways and industry myth-busting. Keep reading for a full recap.

PANEL 1 – Career Advancement in the Culture of the Insurance Industry

State Farm – Molly Romine, Recruiter
Farmers – Steven Acevedo, Supervisor
Liberty Mutual – John Walters, President, AZ Insurance Institute

Q – What advice do you have for people who are interested in pursuing career opportunities in the insurance industry?

A – We are always looking for people with a positive mentality. It’s so important to always be positive. Do your research – spend time connecting with people in the industry, read blog posts, get to KNOW the industry, learn the acronyms and become a practitioner of knowledge. Be yourself – we want a glimpse into your life, so you can be a superstar and have an amazing experience.

Q – Sometimes Insurance companies get a bad rap. What myths can you shatter?

A – Going in, I was planning on a career pivot within two years because I thought it would be boring! I soon recognized there’s so much more beyond the entry level position. Our company is like a mini-city, you are able to pursue so many other things within the organization. There’s a perception that insurance is all about being an agent. But there are lots of moving parts in areas like claims, underwriting and IT, just to name a few. There’s no college major that doesn’t apply to the insurance industry. There are lots of non-traditional roles. We’ve employed nurses, doctors and even physicists.

Q – What has kept you engaged?

A – The ability to keep on my learning path, finishing up my master’s program with the financial assistance that was provided. Plus, there are so many great people. The industry is known for attention to work-life balance. Only 10% of our workforce is call center and there are work-from-home opportunities at nearly all levels. There’s huge flexibility with work schedules. In the call center we are honoring our commitment to the customer so there is a need for schedule adherence, but we are not looking for robots.

Q- What are the career pathways once employees come on board?

A – I refer to this as career lattice. You can grow sideways – left or right – as well as diagonal. You’re navigating the lattice versus the career ladder. For some, the best career move may be lateral. It’s important to find an internal mentor as well as a mentor within the industry. Identify your interests and strengths. There are plenty of internal opportunities, keep your eyes open and decide which direction you’d like to go. Keep in mind, there are new jobs being created that didn’t exist 5 – 10 years ago.

Q – What are some tips for people who are pursuing senior management roles?

A – There definitely are openings. We’re always looking for talent and there’s always a need for leaders. The positions are typically posted internally first, then externally. If starting at entry level isn’t for you, network in the industry and learn about the jobs that aren’t posted yet. Learning the ropes really helps. We do try to promote from within, which can make it tough for external candidates. However, we know external candidates have valuable niche skills and the desire to compete for these roles.

Q – What is the outlook in the next 2 – 5 years in the insurance industry?

A – Phoenix is a great labor and academic market. The area is not disaster prone (no floods, hurricanes, etc.) so that’s why we’re here. Industry change is being driven by technology, regulation and consumer demand. As technology improves, our ability to serve improves. We’re not like Blockbuster, the movie video tape company that didn’t change with the times.

Q – What are the hot careers?

A – Jobs in IT, telematics, artificial intelligence, data science, programming, data platforms are all really hot. So is leadership. Great leaders can be hard to come by. Showcase your talent from other places you’ve worked.

Q – What are the benefits you offer?

A – We offer a cafeteria-style. It’s very broad and generous. We want your mind free and clear, not worried about insurance coverage. The benefits are not cookie-cutter. We match the diversity of our employee groups. For example: just out of college, single parent, looking to adopt – it’s designed for different stages of an employee’s life cycle. Tuition reimbursement is very popular.

Q – (audience) Are there any programs for hiring seniors (50+)?

A – Jobs are open for people of all ages. Some roles may be more attractive to seasoned job seekers. There’s been a noticeable increase in the number of part-time retirees who are looking for a flexible schedule.

Q – (audience) What is the best way to navigate a job fair? The job I’m looking for is not available and I’m directed to watch the website for postings.

A – There’s no easy answer to this question. If we’re at a job fair looking for customer service people, that’s going to be our focus. The best answer is to dig in on the website and make sure to network. We have employee referral programs, reach out and connect with current employees. They will be motivated to help you.

Q – (audience) – What is the best way to prepare for an interview?

A – Be ready for behavior-based questions. We’ll be looking for specific examples of situations from your past. Come up with a list of 10 examples and practice. This is what happened…this is how I handled it.

PANEL 2 – Never Expected to be Where I am Today – Financial Services

Freedom Financial Network  – Heather Marcom, Head of Talent Acquisition
Chase – Lekheythan Malone, Sr. Recruiter
Greater Phoenix Chamber Foundation (Financial Training) – Brittany Holmes, Workforce Development Manager

Q – What skills do you need to move into financial services?

A – We hire from all kinds of work experience. It’s really all about how you communicate with customers. We’re not just call centers. There are plenty of opportunities in roles beyond the call center.

Q – Financial services does not always sound exciting and fun. Why do you like this industry?

A – There is a common theme, we are passionate about serving our clients; educating and answering questions to help people achieve their financial goals in life. We have empathy for people when they need our help. We offer great benefits and we’re growing, which is very exciting.

Q – What if a job seeker has no previous financial services experience, are there opportunities?

A – The call center is typically where you start. Although over 50% of our roles are filled internally, we are looking for skills that are transferable. We also focus on a competency and culture fit. Be able to articulate your transferable skills, verbally and on your resume. If we understand your transferable skills, we can help direct you. It takes effort. Do your research and don’t ask, “whadya got?” You should always know what specific job you are seeking.

To build your industry knowledge, make a point of attending an industry conference to network, learn something new or brush up on best practices. Some positions require a license. Getting into a licensing program shows initiative and a commitment that you’re ready for the securities industry. There are four-week programs with outplacement assistance through the Greater Phoenix Chamber Foundation.  (See:  Financial Industry Training Open House)

Q – What are the career pathways in financial services?

A – We’re building a path from our customer service “farm team” and coaching people through the career ladder. But we’re still figuring it out because we’re a new company. Internal opportunities are numerous with so many different and diverse lines of business, so there’s lots to explore. It depends on want you want to accomplish in your career and we encourage employees to move around. Managers have career development on their score card, so they are having those conversations with their direct reports.

Q – What is the future of the industry?

A – We are piloting part-time roles in our core services because workforce flexibility is critical. More automation is coming, so make sure you keep up on your skills. You HAVE to be tech savvy, so don’t get left behind. We still need lots of people behind the technology to serve customers.

Q – What are the attractive benefits beyond the standard suite?

A – Freedom Financial Network:  Voted Best Place to Work in Phoenix. Cafeteria, coffee bar, covered outdoor seating areas, BBQ, games, core values C.A.R.E., time off on your birthday, time off to volunteer.

Chase: Internal resume and interviewing workshops, coaching and networking. Retirement portfolio flexibility options.

Q – If someone has a credit history issue, are they eligible to work?

A – Yes, you would be eligible for 95% of the roles. A typical background investigation is conducted on prospective employees but only a limited number of roles require a credit history check.

Q – (audience) If I’m looking for a manager role, what job title should I put on my resume to get it through the applicant tracking system?

If you’re applying with just one resume for every job, you’re using the wrong approach. Look at each job description and customize your resume to that job. Drop in key words and don’t worry so much about the job title. Recruiters recognize that job titles can vary. And remember, a recruiter will spend about 30 seconds scanning your resume.

RESOURCES

GCU – Jim Pangborn, Director

GCU offers an IT functionality “boot camp” featuring an in-depth program to build your skills for a career in the technology field. GCU also provides business management MBA programs and continuing education for those interested in adding on to their skill set.

Numerous open staff positions at GCU, featuring:
• Director of Compensation
• Sr. Financial Analyst

jobs@gcu.edu
jobs@gce.com

CLOSING

Jessica Pierce closed the meeting with a review of upcoming events. Up next, “Put Your Strengths to Work – Find a Job that Fits” featuring Stephanie Clergé on Tuesday, January 22nd in Gilbert. Jessica acknowledged the many partners and volunteers who help make Career Connectors a success!