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Abby Kohut

04/05/18 – Networking for Introverts, Extroverts and In-Between Verts

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Networking for EveryoneWritten by Connie Huber, PHR SHRM-CP

Jacqueline Smith

GCU, Executive Director Career IMPACT Center

Thanks to Jackie for opening the event by Welcoming us to Grand Canyon University with our new day of THURSDAYS!

Networking is not only reserved for your job search but should also be part of your professional day and career-related efforts. Your network will help you get hired and help you grow your career.

LinkedIn recently shared the following statistics demonstrating the value of networking:

  • 70% of job seekers in 2016 were hired at a company where they had a connection
  • 80% of professionals consider professional networking to be important to career success
  • 35% of surveyed professionals say that a casual conversation on LinkedIn Messaging has led to a new opportunity
  • 61% of professionals agree that regular online interaction with their professional network can lead to possible job opportunities

Keynote

“Networking for Introverts, Extroverts and In-Between Verts”
Abby Kohut

For most of us the word “NETWORKING” makes us shudder in fear and sends us into a panic. Fortunately, you are not alone in this perspective. Why do we react so negatively to this activity? A lot has to do with our personality and not knowing HOW to network. Abby Kohut’s alias, “Absolutely Abby”, shared her expertise with us on how to be a networking success whether we are an introvert, extrovert or in-between vert.

STEPS TO SUCCESS:
Steps leading to success include learning how to chat whenever & wherever to whomever; getting confident with structured networking and FOLLOW UP, FOLLOW UP, FOLLOW UP.

NEVER ENDING NETWORKING
Networking is not only necessary to your job search but also to your professional development. Networking should be a continuous activity whether you are employed or unemployed.

STRUCTURED NETWORKING
Thank goodness there are a number of structured networking venues available to professionals! These include associations, seminars/events, conferences and meet-ups.

PRE-EVENT STRATEGY
Planning your strategy prior to the event will make you more comfortable and prepared. It is helpful to pre-register, research attendees, brush up on current events and plan your attire.

  • YOUR PROFESSIONAL IMAGE
    In planning your attire, it is advised to dress one level above what is commonly expected. Dressing professionally will send the message you are someone important and make you stand out in the crowd. Heavy perfume/cologne needs to be avoided, as you never know when someone is allergic to the scent.
  • BRINGERS
    Abby suggested that you bring a pen; a friend, if nervous to attend the event alone; one of your listening ears and a SMILE.
  • NETWORKING CARDS
    You should take networking cards to share with those you meet at the event or during your day. Key features to share on your card include your LinkedIn address, white space, light coating, may include a list of skills you can offer and perhaps even have your picture on the card.
  • ELEVATOR PITCH
    Your “Elevator pitch” is a concise, carefully planned, well-practiced description about you that your mother should be able to understand & remember in the time it would take to ride an elevator. Components of the pitch include: stating your name, describing your profession or company, offer a success story, adding in a “zing” or interesting fact, requesting action and repeating your name. Your goal is to evoke emotion from the listener.

Abby’s 2006 Elevator Pitch:
My name is Abby Kohut and I am a Director of Recruiting and an avid ping pong player. In the past, I have caffeinated teams that hired 900 teachers in 4 months & 400 pharmaceutical sales reps in 3 months. If you are a CEO whose company is growing through the roof, I look forward to partnering with you to hire exceptional talent. On election day, vote for me Abby Kohut, the Queen of Staffing.

  • YOUR VERY OWN ZZZZZING!
    Purpose of adding your personal “zing” is to make you stand out and easily remembered. One way to do so is to have your name rhyme with a phrase that will make you standout. Examples would be “Joan can help you with a loan.” “Steve has good ideas up his sleeve.” “Ginger can spice up your project.” “Michael can help you recycle.” Other ways to add zing are to do so by using the 1st letter of your name such as “Frank Quiterio-Q is for Quality”; or your entire name such as “Tim-Technology is Me, Bob-Big Ostrich Breeder”; or by sharing your hobbies/interests such as shot glass collector/bank robber.

EVENT STRATEGY

  • JOIN CONVERSATIONS: Look for body language that invites you to join the group. If a person(s) feet are open, this is a signal they are open for conversation.
  • SCAN FOR THE UNUSUAL: Is there a ruby ducky tie, cookie monster earrings or unique phone cover being worn/used by one of professionals attending the event. The unusual is a great springboard for a conversation. It is important to remember that people hire or work with individuals they like. In addition, if someone likes you they are going to be willing to help you.
  • SPEAK LESS & ASK MORE: Ask questions! Examples include “Have you been to this event before?” “Do you live around here?” “What do you think about …?” “What has been your greatest success?” “How can I help you with …?”
  • NETWORK SURVIVAL TIPS: Avoid a fishy or weak handshake. Arrive early/stay late. Talk to the leader. Become a “Norm” like the Norm on Cheers. Volunteer. Seek out those individuals who have a deer in the headlight look. Give yourself a goal to meet 3 people; better yet make it 7! Spend 5 minutes getting to know someone.

POST EVENT STRATEGY

  • FOLLOW UP: Be the first to follow up!
  • PAY IT FORWARD: Help fellow professionals when you can.
  • MEET FOR LUNCH: Get to know your new connection.
  • VIRTUAL COFFEE: If there is a geographic challenge, do a virtual coffee.

FINAL NOTE: Networking should not be a feared or dreaded activity. After all, “you have been networking since kindergarten!”- Abby Kohut

HIRING COMPANIES

Sonora Quest
Raquel Phelps, Recruiter

Sonora Quest is a joint venture between Banner Health and Quest Diagnostics. The organization is part of the nation’s largest integrated laboratory system. There are 3,100 employees serving more than 23,000 patients every day throughout Arizona and performing more than 60 million diagnostic tests per year. Positions are open in Medical Scientists, Finance, Logistics, IT, Risk Management, Phlebotomists, and Sales and Marketing. Sonora Quest’s total rewards include dental, vision, health savings accounts, flexible spending accounts, medical pharmacy, employee assistance program, paid time off, retirement plans, legal plan, and pet insurance. Apply online and join the Sonora Quest team.

Hacienda Healthcare
Kent Norris, HR Recruiter

Hacienda Healthcare was started by Ilene Butler in a mobile home in Phoenix because she wanted to adopt a little girl known as Cindy in 1967. By 1970, Ilene had 19 children and 10 employees. Hacienda Healthcare has served the community for over 50 years. It serves over 2,550 infants, children, teens and adults and has over 40 programs. Services include Intermediate Care Facility, Skilled Nursing Facility, Hacienda Children’s Hospital, South Mountain Health Supply, Children’s Angel Foundation, and Group Homes for developmentally disabled. Benefits are robust with medical, dental vision, company paid life insurance, education assistance, employee assistance program, supplemental life & other voluntary benefits, subsidized bus passes, sick days, vacation, 403B company match available, and 6 paid holidays. Current openings include RN’s, LPN’s, CNA’s, Housekeeper, Dietary Aide, and Caregivers. Please visit the Hacienda Healthcare website and complete an application.

Allstate
Tom Wheeler, Field Sales Leader

Allstate was established in Chicago in 1931 and has been in business for 80 years. Allstate is #81 on the Fortune 100 list and has an employee population of 70,000 employees in the US and Canada. The SW region is composed of AZ, OK, NV, NM and UT. Allstate is one of the most recognizable brands in America and has 47 products to help serve its customers’ needs.
Available positions at the Tempe Regional Office include IT, Finance & Economics, Human Resources, Product, Claims, and Sales Management. Other opportunities are Financial Specialist, Agency Owner, and Licensed Sales Producers. The company is military friendly and offers free education to veterans and a bonus award of $500. In addition, Allstate has a $10,000 referral award. To learn more about careers, visit Allstate’s website.

RESOURCES

GOODWILL of Central & Northern AZ
Bobby Ghisolfo, Director Business &Community Development

Goodwill’s mission is to work as a positive catalyst for eliminating unemployment. Goodwill transforms gently used, donated goods into services that help thousands of Arizonans. The organization works with 600 employers and provides on-site career development where you can work with professional career counselors. Services include free resume and cover letter assistance and review, hiring events for hundreds of local hiring companies, and interview skills and tips. Go to Goodwill for employment events, talent sourcing and job boards.

WOZU
Scott Caruso, Software Development Advisor

Inspired by Steve Wozniak, co-founder of Apple Computer, Woz U provides a personalized approach to coding and tech education designed to get you through the curriculum faster, so you can get into the workforce quicker. Classes taught include Java, JavaScript, .NET, Ruby on Rails, Data Science, & Cyber Security. There are currently over 3400 job openings in the valley for professionals with a background in these class subjects. For more information go to Woz U’s website.

CLOSING

Jessica Pierce, Executive Director, Career Connectors, closed the meeting by thanking Grand Canyon University and the volunteers. The next Career Connectors meeting will be in Scottsdale on Thursday, April 12, 2018 and features Lauren Kutsko, as speaker for the topic “Energize Your Career Transition with DISC.” For additional information on this event and future events, please go to the Event Schedule.

1/18/2018 – Success for the Seasoned Search

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Written by Mary Beth Huffman

KEYNOTE

Success for the Seasoned Search
Abby Kohut

Abby is on a mission to help 1 million job seekers. You may know her as “Abby Across America”. The #1 fact about job search is there are few facts about job search. It is an industry based on opinions. Her career is based on 22 years of experience.

“Over qualified” is based on education, experience and higher salary requirements. The reason employers avoid hiring this category is that employers and Human Resources are afraid they won’t stay, leave for higher salary, will want a promotion quickly, or have a “been there done that” attitude.

Over qualified candidates should be called “absolutely qualified”. Call yourself absolutely qualified. Practice saying, “I am not overqualified. I am absolutely qualified.”

7 Benefits of Hiring an Absolutely Qualified Employee
1. Dependable and loyal
2. Shorter learning curve
3. Proven track record of success
4. Strong work ethic
5. Strong problem solving
6. Broad range of experience
7. Works with different personalities

Being overqualified is correlated with age, yet is not caused by age. Conquer by developing a strategy.

Develop your “Absolutely Qualified” Resume
During the interview elaborate on why you are absolutely qualified. Abby personally has a 3 page resume with 29 years of experience. Her feeling is that if anyone wants to discriminate her for her age, then she doesn’t want to work for them.

Resume Pages – There is no right number of pages for your resume, but most employers ask for 15 years of experience. If you want to chop years off your resume then do so.

Graduation Dates – it is up to you if you want to include.

Address – There is a trend of applicants leaving off their address for some reason. That is fine, but there must be a zip code on your resume or your resume will be screened out. If you live too far, add a different zip code.

Email – Use a different email address than: Prodigy, Hotmail, AOL, MSN, even Yahoo is debatable.

Objective – Leave off objective. Not used anymore.

References – You will also look old if you list References Upon Request. Remove any mention of references.

Summary – use a Summary.

Punctuation – Don’t use double spaces after a period.

Fonts – Avoid using Times New Roman because it is seen as an older. Beware that lesser known fonts may not be recognized.

Job Titles – Do not lie on your resume or omit titles. If your job has a weird and wacky title, or a long and/or mixed function title, use a widely-known title, i.e. Resultant = Consultant. In the search bar, use what companies search for next to the wacky title. No one is searching for a Manager. They search for the department or category of Manager. On Indeed search for “job title” without city. If it is not strong enough then use another word or add to.

Keywords – use the keywords multiple times throughout your resume and on Linkedin.

Don’t use quotation marks on your resume because your resume won’t show up.

Absolutely Qualified Interview
Your foot is in the door. Believe people actually could want to hire you.

  • Expect a younger interviewer.
  • Check your ego at the door.
  • Discuss your active activities because older people are thought to not be active and have health issues. Weave these into the conversation.
  • Phone – own or borrow a newer Samsung Galaxy, iPad or iPhone to bring on the interview. Put on the desk so they know you are up on technology.

“Being called overqualified is actually a blessing in disguise!” Now overcome the objection. Respond, “You can see that I’ve worked at a higher level before, but this position is exactly what I’m looking for and here’s why…”

Title Cut – If you want to take a title cut, before the interview practice saying until you believe, “I was proud to be a Nurse Manager, but I really miss working with patients. That is why I applied for the Nurse opening.”

Pay Cut – Why is it that you are willing to take a pay cut? Lower cost of living, kids in college, house paid for, or have a spouse breadwinner. Explain to them.

Switching Careers – Why is it that you are trying to get into a new field?

If you were talking to someone younger say, “If you were hiring for an open heart surgeon for your parents, would you prefer a qualified surgeon or an absolutely overqualified surgeon?”

Hiring Companies

Abrazo Health West
Rebecca Dawson, Human Resources

Rebecca has worked for Abrazo for 11 years and has been in the field for 23 years. Abrazo started as a small hospital and it’s like working for a family, there is a very engaged management who listens to employees. There are different levels of Medical positions available.  Abrazo offers dental, life, critical illness, gym memberships and wellness centers in the new planned park. They offer a Leadership Academy, full tuition reimbursement and a GCU partner, plus other discounts.The company’s valued characteristics are integrity, innovation, transparency and honesty.
Abrazo is part of Tenet Hospitals, which provides more resources and opportunities than before.  Tenet is ranked #3, and is on a mission to be #1. Check out positions online or call the Recruitment Line at 866-322-7296.

Some Clinical and Nonclinical openings:

  • Abrazo West Campus – Surgical Services Director, Hospital Supply Chain Director, Wound Care Director
  • Abrazo Central – Clinical Quality Improvement Director, Lab Management
  • Abrazo Scottsdale – Radiology Director
  • Abrazo Regional Support – Regulatory Services

 

Additional Resources

Among the resources Career Connectors offers at no cost:
• DISC Assessment – through Top Talent Consulting
• LinkedIn Basics – a great place to start
• Business Portraits – to ensure a professional profile picture on social media
• Career Advice – a collection of guest blogs from experts
• Trusted Resources – a list of providers we suggest

2/1/17 – Exposing the Hidden Job Market

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Absolutely Abby KohutWritten by: Connie Huber PHR SHRM-CP

As job seekers, we use many sources to help us to find our new position. The job search is frustrating and disappointing to say the least. Our interest is peaked whenever we learn there is a source that will guide us to success. One source that we hear over and over again but know little about is the “hidden job market”. The “hidden job market” is a very stubborn statistic in the world of job seeking, or more specifically, networking. The “hidden job market” is comprised of 80% of those jobs that are never advertised.

Keynote Speaker

Exposing the Hidden Job Market
Abby Kohut, @Absolutely_Abby

Abby challenged us by asking how we would go about hiring a nanny. For all of us, our children are very dear to our hearts and we take every effort in making sure our children are protected. In filling a position, employers want to find the perfect candidate that will be an asset to their organization.

WHY NOT POST THE POSITION?
There are a number or reasons why employers would not elect to post the position. Those factors include:
• Trust Factor
• Cost of Advertising
• Deluge of Resumes
• Tipping Off the Competition
• Position is Confidential

STEPS FOR FILLING A JOB
In filling a position, there are several steps and considerations in determining how to fill a job.
• Consider present employees-anyone qualified and/or interested.
• Consider past employees.
• Employee recommendations.
• Search Applicant Tracking System, Monster or LinkedIn.
• Post internally.
• Post the job.

A SMORGASBORD OF IDEAS
Abby’s goal was to wet our appetite in ways to discover hidden opportunities.
ALLOW FOR SERENDIPITY

THE NEVER ENDING INTERVIEW
• During your job search, you should tell everyone you meet that you are looking for a job. Be sure to let those individuals know what you do.
• Church, Alumni Groups, the gym, Associations, fraternities, friends, family, co-workers and neighbors are all great resources for you to connect and inform of your job search goals.
• Other contacts that have led to a job offer have been while getting a haircut, washing your car, the exterminator and a neighbor while taking out the trash.

“I AM BETWEEN SUCCESSES!”
When people ask us what we do, we quickly reply, “I am unemployed!” Abby encouraged us to reframe our response to “I am between successes!” Doing so places the job searcher in a more positive light and makes you a more desirable candidate.

SOLVE PROBLEMS FOR COMPANIES WHO DON’T KNOW THAT THEY HAVE THEM.
Abby shared the story of a women who had shopped at a major drugstore chain and never had an employee share with her the company’s savings and rewards program. The customer who was very talented in marketing proceeded to reach out to the company’s CEO and shared her ideas on how to present the program to customers. In return, the customer was flown to the corporate office to personally share her ideas with the CEO. By the end of her visit the company had created a job for her and extended the offer to the woman.

DELIVER A PRESENTATION
Take time and establish how to save money for a company. Determine a value proposition and what you do better than someone else. Put your ideas into a presentation and deliver to one of the following:
• Association/Organization
• Chamber of Commerce
• Alumni Event
• SHRM Event
Your audience can open potential opportunities to you to perform contract or full-time employment.

TAKE/TEACH A CLASS
This activity offers a wealth of networking opportunities. You will meet fellow professionals in your field. The company usually pays for expensive classes. You could very well connect with someone who could give you an invaluable lead or introduction.

INTERESTING HOBBIES
• Beekeeping
• Stamp Collecting
• Ballroom Dancing
• Plane Spotting
• Needlepoint
• Ping Pong
Your hobbies can introduce you to hidden opportunities.

FILL THE TIME GAPS
Employers view employment gaps in a negative light. Seek out ways to make your time productive and offer the possibility of hidden jobs. Some ideas are:
• Take or teach a class.
• Volunteer
• Take care of children or family.
On your resume be sure to note the reason for the time gap.

HIGHLIGHT YOUR INTERESTS
Be sure to highlight your interests on your resume. The person reading your resume may share similar passions or it may peak his/her rationale in meeting you.

USE LINKEDIN EFFECTIVELY TO OPEN DOORS
LinkedIn sends notifications to you informing you of your network’s birthdays, new jobs and work anniversaries. Seize the moment to send a congratulatory note and invite the professional to a cup of coffee. Wait a week after you receive the reminder so your request does not get missed in all the other comments.

HOBNOB WITH THE C-SUITE…..CEO, CFO, COO
The best venues for these connections are the following.
• Paid Seminars/Events
• Conferences
• Church
• Golf Course
• Volunteer
• Buy Stock….Doing so will get you an invitation to the shareholders meeting.
You may get a price reduction in seminars/events and conferences by asking if there is a discount if you are unemployed.

SUGGESTIONS TO CAPTURE RECRUITERS’ ATTENTION
Abby shared some unique ways to get noticed.
• TESTIMONIALS
Ask your friends and co-workers both current and past if they are willing to give a testimonial on how great you are as a professional. Offer free pizza and film their thoughts on you. Place the session on YouTube and attach it to your LinkedIn profile.
You can also film your own video and highlight the top 10 reasons why an employer should hire you.
• FACEBOOK AD
You can place an ad on Facebook to get a potential employer to notice you. The best way to do so is to place the ad directly on the desired employer’s Facebook page. Place ads one at a time.
• BILLBOARD
Buy space on a billboard and feature your skills and desired job. One job seeker had 4 job offers in 4 months.
• GOOGLE AD
You can buy an ad on Google for $6. If interested in learning more, google “The Google Job Experiment” to read more about one job seekers success.
• CHOCOLATE RESUME
Make your resume unique. Yes, there has been a job seeker who made a chocolate resume! For more details google “chocolate resume”.

Best wishes in discovering the hidden job market!

“I’ve missed more than 9,000 shots in my career. I’ve lost almost 300 games. 26 times, I’ve been trusted to take the game winning shot and missed. I’ve failed over and over and over again in my life. And that is why I succeed.”
Michael Jordan

Hiring Companies

Arizona Department of Economic Security
Katherine Arnsbarger, Senior Recruiter

DES works with families, community organizations, advocates and state federal partners to realize its vision that every child, adult and family in the state of Arizona will be safe and economically stable. DES helps Arizonians reach their potential through temporary assistance for those in need, and care for the vulnerable. The agency’s culture is highlighted by teamwork, respect, integrity, accountability and diversity. There are six divisions at DES including Aging and Adult Services, Early Intervention Services, Benefits and Medical Eligibility, Child Support Services, Employment and Rehabilitation Services and Developmental Disabilities. The benefits are robust and focus attention on Career Development. Career fields are many and include Dental Care, Administrative, Graphics and Design, Health Care, Human Resources, Procurement, Security and Safety, and Warehouse. There are currently multiple opportunities and openings. If interested in learning more and applying, go to this website.

Trinity Services Group
Nancy Lee-Stanford, Talent Acquisition/Recruiter Arizona

Trinity Services is the leading food, commissary and technology provider to the corrections industry. The organization serves anywhere from 200-1,000 inmates three times a day. Trinity is currently hiring Food Service Directors, Asst. Food Service Directors, Unit Manager and more. Benefits are many and include training opportunities. New employees become fully vested after 30 days of employment. Employees have the ability to grow and develop professionally. To learn more about Trinity and employment possibilities, visit the career page at Trinity Services Group.

Ashton Tiffany
Tom Carr, HR Director

Ashton Tiffany has been in Phoenix since 1995. The organization is about fun and professional culture, operational excellence, financial strength and outstanding reputation. Ashton Tiffany are risk management consultants and help organizations reduce risk and reduce the cost of it. For the ninth year running, Ashton Tiffany was named one of Phoenix’s “Best Places to Work” by the Phoenix Business Journal. Current opportunities include Senior Accountant, Internal Auditor, Senior Benefits Consultant, Front Desk Receptionist, Property Claims Adjuster, Multi-lines Claims Adjuster and School Bus Driver Trainer. Joining Ashton Tiffany will provide you with numerous benefits and an award winning culture. Desired skills include attitude and aptitude. For more details visit their website.

Vanguard
Renee Brown, Senior Recruiter

Vanguard’s rich heritage is powerfully evoked by its logo, the image of a ship. The company is named for a distinguished 18th-century vessel. Meaning “in the forefront,” the name has proven quite fitting as they have grown to become a leader in serving investors. From its start in 1975, Vanguard has stood out as a very different kind of investment firm. Vanguard was founded on a simple but revolutionary idea—that a mutual fund company should not have outside owners. Founder John C. Bogle structured Vanguard as a client-owned mutual fund company with no outside owners seeking profits. Vanguard has 16 locations worldwide with more than 14,000 crew members. The Scottsdale location has 3,000 employees. Positions are entry level to management and include openings such as client relationship specialist, processing associate, retirement plan service representative, financial advisor and team leader roles. Most jobs require a license. Benefits begin on day 1 and are robust including some unique offerings such as pet insurance, cell phone discounts, car services and dining. Great efforts are taken to ensure that employees have a work life balance. To learn more about employment opportunities at Vanguard go the careers page.

Resources

City of Phoenix
Rob Stenson, Supervisor, Business & Workforce Development Center

Rob reminded the group of the purpose of Arizona@Work, “provide resources that link qualified workers to quality employers”. There are a number of Job Centers located around the valley. Those centers offer job search and workforce development; and business services. Rob highlighted the different skill development packages offered by the City of Phoenix. Those include Seminars available to the public; Level 1 Package-Skills Match the Job Market; and Level 2 Package-Research Pathways to Higher Wages. Seminars include: Arizona Job Connection (AJC), How to Create a Winning Resume, Perfecting Your Interviewing Skills, Mock Interview Lab, Understanding LinkedIn, Leveraging LinkedIn, 21st Century Job Search Seminar, and Job Clubs. The 3-day sessions are focused on ways to jumpstart your job search. Topics discussed are Social Skills, Creating and Implementing a Job Search Plan, Interviewing, and Long Term Career Management. The 3-hour session emphasizes Employability. Rob reminded us of the two sources for potential job opportunities including the AZ Job Connection or Maricopa Career Planning System. Phoenix Public Library has a number of E-Resources available. With your Phoenix Public Library Card you can attend nearly 500 online classes, adult learning center, video resume, learning languages and career guidance center.

Coder Camps
Jason Jones, Admission Representative

Coder Camps prepares students for a career in software development with immersive coding bootcamps, online instruction, and career placement support. Graduates are equipped with a practical knowledge of full-stack software development, interview skills and a portfolio demonstrating their abilities. Coder Camps’ accelerated learning programs are offered full-time, part-time and online. The school is the only code camp to offer graduates lifetime access to all courses, a community of developers, and career services for free.

Closing

Jessica Pierce, Executive Director, Career Connectors, closed the meeting by thanking North Phoenix Baptist Church and the volunteers. The next Career Connectors meeting will be in Scottsdale on Thursday, February 9, 2017 and features Andy Ridley as speaker for the topic “How to Work a Job Fair” For additional information on this event and future events, please visit the event page.

1/26/16 – Success for the Seasoned Search…The Benefit of Being Overqualified

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Written by Kevin Spear, MBA: @kevinhspear

 

Opening

Jessica Pierce opened the event by saying she had family in and they took a trip to Rocky Point. Her kids wanted to check in to the resort’s Kids Club and Jessica got to relax on the beach. She realized how much she needed some down time to recharge and refocus.

She asked us, “Have you taken a day or even an hour to carve in some peace?”

Yes, searching for a job stinks! And like me, you may think you don’t have the time for self-reflection. But it is critical you take the time to sit down and think things through:

  • Where are you going?
  • What are you skilled at?
  • Where do you want to go?
  • How will you get there?

Sit down and think through your job search. Find a babysitter if you have kids. Find some time to get focused on what you really want for your job search.

Keynote

Abby Kohut,
Success for the Seasoned Search…The Benefit of Being Overqualified
LinkedIn | @Absolutely_Abby

Abby has been a corporate recruiter for twenty years. She observed the problem with being a recruiter is you can’t tell job seekers why they didn’t get the job. It’s the legal department’s mandate.

So she started AbsolutelyAbby.com

She decided if she had to reject a million job seekers, she would now help a million job seekers.

In 2012, Abby decided to start driving around the country and help job seekers. So she got an RV and began driving around the country. She asked us “Is there was anybody here from last year?”

Nobody raised their hand.

“Of course not,” she said, “because everyone from last year is working now. So I don’t want to see any of you next year either because you will all have jobs!” The crowd giggled at that.

Then she asked us, “How many of you have heard from somebody really smart that a resume should be only one page? Two pages? Three pages?” She said, “It depends on what you are applying for.

“There is no resumé policeman. There is no Pope of resumes. It should be the size you want it to be. There is no one way to get a job, so be the captain of your own career.” Abby Kohut

Abby asked us, “How many of you are overqualified? What does that mean?” Some of the answers the crowd gave:

  • Too much experience
  • Too much education
  • Higher salary requirements

Question: Why would an employer NOT want to hire someone overqualified?
Answer: FEAR!

  • You will have a “been there—done that attitude.”
  • You will eventually leave to pursue a higher salary/title
  • Your colleagues and manager will feel threatened
  • You will want to/need to be promoted quickly
  • You will keep looking…

Recruiters are worried about all those things because they’re afraid you will quit.

Instead of overqualified, how about…
absolutely qualified?

Five reasons why recruiters should hire the absolutely qualified:

  1. Dependable, reliable, mature
  2. Problem-solving experience
  3. Shorter learning curve
  4. Proven track record of success
  5. They have worked with different personalities

Develop your 2-Part Strategy

  1. Develop “Absolutely Qualified” collateral materials
    1. Resumé
    2. Cover Letter
  2. During the interview, elaborate on why you are “Absolutely Qualified”

Being overqualified is correlated with age, yet is not caused by age.

Rarely do you see want ads that ask for twenty years experience. Usually, you see 5-10 years. Every year over 31, you’re naturally going to be overqualified for these ads.

Absolutely Resume Tips

  • How many years do you put on your list?
    • There is no right answer. Do what makes you most comfortable.
    • However, avoid mentioning  the number of years.
  • Graduation dates?
    • There’s no rule. You decide. However, if you’re trying to hide your age, there are tools like pipl.com that allow recruiters to find out. (Yes, it had my information!)
  • If you have managed a large team, omit a number of direct reports. Say “manage a team,” “manage a department.”
  • List technical and tactical skills.
  • Dumb down your resume.
    • Stress your basic day-to-day skills, not every item
  • Do NOT lie about your titles.
    • Recruiters do background checks
    • They will find out. if you’re VP, don’t say you were a manager.
    • On unusual titles, you can put the more common title in parenthesis so recruiters will find you easier.

Think of all the reasons you are absolutely qualified and weave the stories into your interview.

Absolutely qualified interview tips:

  • Expect a young interviewer.
    • They may be right out of college. Don’t be surprised.
  • Check your ego at the door
    • If you’re going for a salary position, say you can do “A-W” when you can really do “A-Z” (Don’t say you can do everything!)
    • Discuss active activities you do
      • Running
      • Triathalon
      • Swimming
      • Hiking
      • When they ask, “What’s your greatest weakness?” You can fit it in by saying, “That’s a great question, and I was thinking about that while I ran-mountain climbed-swam, etc.
  • Mention technology- bring your iPad, Kindle, tablet
    • If you were a VP, someone was doing technology for you. You need to prove you can handle today’s technology

Abby talked about her grandmother who worked well into her nineties. She said you need to emphasize, Live forever, and work forever. You need to assure the interviewer you are not just working until you can retire as soon as possible.

You can mention relatives that worked way into their nineties. If you don’t have an example, Abby gave us permission to use her grandmother as an example we want to strive for.

Abby closed by saying, “Being overqualified is actually a blessing in disguise. It is a blessing because you know the objection and can anticipate it. You can even put this in your cover letter.

  • Write out the “here’s why…” and bring it up when the interview asks if you have any questions.
  • Whatever the reason, you have to have the reason thought out ahead of time. Write it out and be sure it is true.
  • Clever comebacks to “overqualified”
    • If you were having open heart surgery, would you prefer a qualified doctor or an overqualified one?
    • If you were a passenger on a plane, would you prefer a merely qualified or an overqualified one like Captain Sully?

It is impossible to BE overqualified unless YOU believe you ARE overqualified.” – Abby Kohut from an RV across America.

To help you in your search, you can send an email to audience@absolutelyabby.com.
You’ll get back a document that has thirty-forty ways to stay positive.

You can also receive a cover letter template when you send an email to:
tips@absolutelyabby.com.

Hiring Companies

Chase Card Services
Jim Hoepf, Vice President Operations Leader
Shari Milano, Corporate Liability Division Leader
@Chase

Jim has been with Chase for six years. in 2009, he was laid off then came to Chase. So he understands the challenge of being overqualified. They are recruiting for the corporate liability division.

Among their benefits, they have a pension fund, fully funded by Chase.

Open Positions:

  • 417 openings in the Phoenix area.
    • 353 of those are entry level
    • In 7 lines of business

Search and apply on-line at chase.com/careers

Arizona Department of Transportation,
Brennan Atwood, HR Specialist
@StateofAZJobs

Today, The Arizona government is all about lean process and management. If you have that experience, make sure you mention it when you apply.

Their mission is to provide a safe, efficient, cost-effective transportation system to the State of Arizona.

The Department of Transporation oversees these areas:

  • Motor Vehicle Division
  • Road Construction
  • Port of Entry

Higher level positions available:

  • Accounting
  • Engineers

ADOT provides matching retirement of 100%.

To search and apply: azstatejobs.gov

Clique Hiring Solutions,
LT Ladino, Sr Managing Partner

Clique Hiring Solutions is a talent-driven hiring agency. LT chose recruiting after an illustrative career because she loves to help recruit others. She likes working with the seasoned candidates. Her clients want to know the potential candidate has the talent they seek. LT doesn’t like to push a candidate out there. She likes to find what the candidate is looking for and match a company with a similar culture.

They specialize in talent management for:

  • Senior Healthcare
  • Creative Services
  • Finance
  • IT
  • Local Labor
  • Executive Management
  • Event Promotions

Clique Hiring Solutions Referral Program:
They will pay you $500 if you know someone that would be a fit for one of their positions.

Revana, Mary Ann Lopez, Recruiter
@RevanaNow

Revana is a professional inside sales and marketing organization.  They cover business-to-business as well as business-to-consumer sales.  They have inbound and outbound sales associate openings as well as a sales manager.

Go to revanajobs.com to search and apply.

Resources:

New Horizons of Phoenix
Zack Hiscock, Vice President of Training
@NHPhoenix

New Horizons empowers people around the World to succeed through learning.  They will view a candidate’s skills, review the job requirements and match the candidate with the right program and opportunities.

They have:

  • Traditional, instructor lead training
  • Online LIVE training
  • Online ANYTIME training

They give tools to help retain course materials.  Their facilities are near Sky Harbor and they moved in about four months ago.

Some of their benefits:

  • Tuition includes everything through the WIOA grant
  • Job placement- Lifetime benefit
  • Majority of their business is through the corporate clients
  • Military/Veterans, Top IT certifications approved through the GI bill
  • Several funding programs
  • Free classes through Microsoft Office
  • Includes everything for the class

See them for a free consultation at NHPhoenix.com.

Closing

Jessica Pierce
@JessicaPierceAZ

Jessica closed by saying Career Connectors is working with Top Talent consulting for the DISC assessment. There is a new address:

https://careerconnectors.org/disc

Even if you took it before, take it again. The new test is smaller and quicker.  Jessica would like us to take it because the next event in Scottsdale will use the assessment to help you in your job search.

Next events:

2-17-15 Secrets Recruiters Don’t Want You to Know

by

Written by Debbie Webber

Keynote

This Career Connectors  meeting in Gilbert was a week early due to the Goodwill Career Expo on February 24th. Jessica wanted to make sure everyone had an opportunity to attend this event at the Phoenix Convention Center.

This schedule change was serendipitous, because otherwise we wouldn’t have been able to hear from the creator of AbsolutelyAbby.com, which has been named one of the top job search sites by Forbes. Otherwise known as Abby Kohut,  Ms. Kohut told us she had approximately 10,000 hires during her career as a recruiter. She recruited for entry level to C level positions, and although she did hire 10,000 people, she estimates she passed over a million others. And those million were many times passed over for no real reason—maybe one slightly “off” answer or a slow thank you note.

In 2009, Abby decided she didn’t think this was right, so she dedicated herself to helping one million people, to symbolically represent all those she had passed over in her recruiter career.

So Abby resigned, started looking for sponsors and bought a fifth wheel and a pick-up to pull it. She started her tour of the U.S. helping job seekers, and has visited 33 states so far in the last 2 ½ years. (While she had the good sense to visit Arizona during January and February, Casa Grande was the closest space she could find to park her trailer.)

Abby covered four steps to success.

1. Your Collateral

Resume

Abby noted that resume advice is everywhere—online, in books, from career coaches and resume experts everywhere.  There is no “resume god,” so you need to figure out what makes the best sense for you.  Abby gave us her best ideas, based on her experience as a recruiter.

Resume length should be appropriate for the position you’re bidding on. One page is just as fine as ten pages, if that’s what you need.

Recruiters most times take less than 15 seconds to look at a resume, so make sure you highlight your accomplishments right up front to keep them reading. Show how you’re better or different, and put it at the top of your resume.

Have a gap in your employment history? Use your volunteer experiences to fill it in. Use the organization name and your job title just like you would for any other job. There’s no need to state that it was a volunteer job—you can cover that in your interview.

Fluency in more than one language is also a plus. If you are multi-lingual, make sure you note this in multiple areas of your resume.

Keywords are KEY. Use the requirements section of the job description for the position. Put these words and requirements in your resume multiple times. Repeating this information is okay.

Grammar and spelling are paramount. Complete your resume and set is aside for a few hours and then look at it again. Have friends and family take a look. Don’t let an honest typo mess up your chances.

Also take every opportunity to highlight what makes you special. Abby won the state and regional women’s ping-pong tournament and listed that on her resume. No one needed to know that she only had to beat one competitor in both cases. But this made her interesting and helped her stand out. Don’t forget to add this type of info to your LinkedIn profile as well.

Cover Letter

The only time to send a cover letter with your resume is if you want the job.

Personalize your cover letter with the hiring manager’s name. If you don’t know the name, research the company online or simply call the company to find out. And even if you don’t end up with the correct name, use a name of another employee at the company. The name doesn’t have to be exactly right, but get as close as you can. Any legitimate name on your cover letter will get you noticed over one addressed to “whom it may concern.”

Know your “why.” Why do you want to work in this industry for this company in this position?  Make sure you communicate this in a positive manner in your letter. If you’re not excited about the company, why should they be excited with you?

Grammar and spelling mistakes must be non-existent. Abby mentioned this about your resume, but believes it’s important enough to re-emphasize this point for your cover letter.

2. The Phone Screen

Since phone screening and interviewing has become almost the norm for whittling down candidates, chances are if you haven’t already, you’ll be talking with someone about a position on the telephone.

First, be available and answer your phone ALL THE TIME. Even if a caller doesn’t have a number you recognize or is blocked, answer it anyway. Recruiters often block their telephone numbers so pick up!

Second, answer your phone with energy and enthusiasm. That goes for your voicemail too. Both your live and recorded answers should state your name clearly and professionally.

Third, walk, talk and smile when you’re on a phone screen or interview. Standing or walking gives your voice more energy and Abby says that the smile you put on your face will be evident in your voice.

Fourth, get as close to the phone as possible. Use a landline, not Bluetooth and certainly not a speakerphone. You don’t want static or spotty cell coverage to muffle your discussion with a potential employer.

3. The Interview

Dressing for Success

It’s simple common sense to always dress professionally for an interview. Abby specifically mentioned piercings and tattoos—if you want these parts of your body to be noticed every day at your job, then by all means “wear” them visibly during your interview. Keep in mind that some interviewers may look past these issues when hiring, but many do not.

Don’t wear weird shoes–this includes flip flops. Do not wear perfume or cologne. Wear tasteful make- up, pass on the bulky jewelry, make sure your fingernails are clean and check your shoulders for flakes.

Abby emphasized that although these candidate interview issues didn’t really bother her during her career as a recruiter, the important point is that it DOES bother others. Don’t create a reason for an interview to go wrong by bringing attention to your manner of dress.

Interview Gotchas

-Make sure you shake hands properly—no “fishy” handshakes.
-Avoid sports, religion and politics in small talk. Just don’t bring these subjects up.
-When you’re asked for the time, don’t tell them how the clock was built! (Translation: answer the question directly without too much backstory. Stay on point.)
-Turn off your cell phone and put it away. Don’t even look at it.
-Don’t bring your own water bottle and don’t ask where to plug anything in.
-Be careful of taking notes. Ask if it’s allowed before you begin.
-Remove the following clauses from your vocabulary: “like I said,” “I don’t mind,” and “it’s no problem.”
-Watch your body language. Sit up straight and don’t roll or swivel if you’re in a chair with wheels. Watch the interview’s body language. If they talk with their hands, use your hands. If they lean back from you, you may have lost them so lean in.

Be ready for the dreaded HR questions, which can include:

-What are your weaknesses?
-Tell me about yourself.
-What did you like least about a former manager?
-Do you have any questions for me?
-Why are you still unemployed and what have you been doing with your time?

Don’t fall into the best friend trap. Once the formal interview is over a recruiter sometimes asks questions or makes comments in a friendly way in order to get a response from you with your guard down. Don’t fall for it, the interview isn’t over until you’ve left the building!

4. Closing the Deal

Ask questions. Always have a list of questions ready. It’s okay to pull it out and reference it during the interview. It shows you’re prepared.

Ask the how, when and how soon a decision will be made and ask for permission to contact the recruiter. Ask how long to wait and if they prefer telephone, email or text when you inquire.

Don’t forget about being careful of small talk in the hallway on the way out.

Send a memorable thank you note. Mention what you learned, fix your answer to a question you fumbled over and add something (professionally) personal in the note to connect with the recruiter.

Don’t bug the recruiter.

Q&A from the Audience

Q: How do you deal with age?

A: Recruiters will say this is not an issue, but the reality is it can be. How you present yourself and explain your skills and current situation is the best strategy to overcome the age issue.

Q: How do you respond to a request for your salary requirements?

A: Give a broad range. Or state “I’ve earned XX in the past. Does this fit within your budget?” If the answer is “no,” ask how much too high your number is. Or simply comment that you want to work for this company, you’re excited about the position and you’re willing to work within the company’s range.

Q: How to go about changing industries?

A: Learn everything you can about the industry. Lean the lingo, go to industry conferences, reach out and meet with people already in the industry.

Q: Should I include my year of college graduation on my resume?

A: It’s okay to leave your graduation year off your resume, but it’s not going to be a secret so don’t hide it if asked directly. (Abby says nothing about you is a secret and to prove it go on to pipl.com and see now much info is out there.)

Q: How do I handle a group interview?

A: Answer the questioner directly, but make eye contact with everyone at the table while you answer.

Abby encouraged everyone in the room to stay in touch with her during her travels via her website or via her email.

Bonus Speaker

Financial Tips for Career Transition

Jian Bolidi  with LPL Financial gave us ten important thoughts to keep in mind as we work through our transition to a new position.

Tip 1  Understand your unemployment benefits.
Azdes.gov is where you apply. Don’t delay filing or be afraid to appeal if your filing is denied.

Tip 2   Do not forget to keep paying taxes.
Even unemployment payments are taxed.

Tip 3  Deduct your job-hunting expenses.
The miles you drive for networking, resume writing assistance and relocation (of more than 50 miles) is deductible. Check here for details. www.irs.gov/publications/p521/ar02.html

Tip 4  Go back to school to advance your skills to learn something new.
The Workforce Investment Act www.azdes.gov/wia can provide you a grant for training.

Tip 5  Become underemployed.
Getting a part time job can help tide you over.

Tip 6  BUDGET, BUDGET, BUDGET
Jian can help you with this.

Tip 7  If you are at least 55 you can take penalty-free money from your IRA using (72t).
Jian can help you with this.

Tip 8  Purchase health insurance with your IRA funds.
First meet several criteria (including being unemployed for 12+ weeks). No penalty for withdrawal,but you will pay taxes. Jian can help with this.

Tip 9  Consider reversing a contribution made to your IRA.
Must be a contribution made in the current tax year.

Tip 10 Ask for help.
Jian says this can be both the easiest and hardest thing to do.

Contact Jian Boldi  (telephone 480-772-0202 x14) at LPL Financial for help with any of these tips.

 

Hiring Companies

Arizona Department of Transportation (ADOT)
James Fisher
Personnel Analyst

ADOT includes the Motor Vehicle Division, Intermodal Transportation Division, IT/Highway Planners and the Enforcement and Compliance Division. James mentioned that even though the governor has placed a hiring freeze on state jobs, ADOT is one of the organizations that need to continue running so there are positions available. The state provides excellent benefits and James mentioned that they do not use a computer to scan your submittal—every application is scanned by a human being.  Once you have applied and have waited at least a week, you can email James with the job number and he will be able to tell you the status of the position. Apply for state jobs here.

DHL Express 
Ann Marie Rubinstein
Sr. Talent Acquisition Specialist

Anne Marie stressed the great culture at DHL. Management is dedicated to keeping employees motivated and happy—working at DHL is a career, not a job. Training and development opportunities are ongoing. DHL was founded in the U.S. and has significant business across the United States as well as 220 countries around the world. Current open positions include customer service advisors and outside sales, as well as various operational positions. Apply here.

Revana
Octavio Duarte
Talent Acquisition Specialist

Revana is a professional inside sales organization which outsources sales and marketing solutions for some of industry’s leading clients, including Google, Facebook, AT&T and Nissan. Revana is not a staffing company but a company with fulltime workers and benefits. Benefits include paid training, competitive salaries, and career development. The company is currently hiring 200 people for expanded services they’re providing to clients. Positions include Inbound and Outbound Sales Associates, and Sales Managers in both Tempe and North Phoenix locations. To apply, visit their website here.

 

Next Event

Wednesday, March 4, 2015     9:00AM    Phoenix

LinkedIn Like an All –Star, Nykky McCarley  and
The City of Phoenix

Hiring Companies include: TASER International, State of Arizona, Independence University, Revana