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brenda cunningham

04/22/21 – How to Use LinkedIn in 15 Minutes Per Day

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Written By Susan Lamphiear

Brenda Cunningham LinkedIn in 15 minutes per day

LinkedIn remains the go-to source for job recruiters who are searching to fill a variety of positions. However, it’s not enough to simply post your profile on LinkedIn. That’s just the start. Career Connectors’ keynote speaker recently offered specific tips for making better use of LinkedIn as a must-have resource.

Keynote

Author of Crush the Pink Slip: Get Back to Work in 60 Days, Brenda Cunningham today is a career and job search expert. After working nine and a half years in corporate America as an engineer, she successfully transitioned into her current role helping individuals communicate their value to potential employers.

Brenda knows the importance of LinkedIn for today’s job seeker, including anyone who is transitioning into another field. You MUST have a presence on LinkedIn today. Period.

“All of us can have access to the people and possibilities that LinkedIn brings,” Brenda said when she spoke to the online audience of Career Connectors. She reminded everyone who’s still not convinced– “LinkedIn is NOT just for CEOs and VPs and super-duper decision makers” though she assumes at the outset everyone has already accepted on some level LinkedIn’s importance.

THE CASE FOR LINKEDIN

  • Building your professional network/connections!
  • Job board availability
  • Getting found by recruiters
  • Professional development
  • Salary research
  • Expectations by corporate America
  • Powerful search tool
  • Employer research/interviewer research
  • Showcasing your expertise
  • Staying connected with your professional colleagues!

Brenda emphasizes the case for LinkedIn STARTS with connection and ENDS with STAYING connected.

Once you’re on LinkedIn, what next?

Brenda was in corporate America long enough to see whole departments eliminated! That alone is a compelling reason to build and maintain your network on LinkedIn. Recruiters use LinkedIn as their number one source of specific job needs, so, hey, stop hiding out! Make your presence known on LinkedIn. Don’t be the world’s best kept secret!

Tips for making best use of your 15 minutes per day on LinkedIn

  • Spend five minutes scanning your news feed. “Like” things pertinent to your brand. What do you want people to know about you? Demonstrate this by “liking” articles others post. Or post an article yourself you’ve carefully selected because it shows who you are and what you value. If you’re in IT, for example, post or like or give a response to someone else’s post that targets your field of interest. Brand yourself by what you post. Like, share, post and comment on what supports YOUR image. Be in support of that THING you want to be known for. Brenda transitioned into her new career path primarily by establishing herself as a career manager on LinkedIn.
  • Spend four minutes searching and inviting. Search for companies you’re interested in. You can invite key people into your network after researching and customizing your request. Think of this as a long game strategy. And remember you have to EARN the right to ask directly for help. Instead, reach out and become known by sharing information. Build relationships before you even think of asking anything of your contacts. ALWAYS personalize your invitations to connect. For example, remind them how you met or when you heard them speak.
  • Spend two minutes saying “Hello.” If you see an opportunity for someone or if you see an article you think they’d enjoy or appreciate, reach out. Keep in touch by sending personalized messages. Ask for favors ONLY after you’ve established a relationship with them.
  • Spend four minutes on groups. Research and post information and respond to information you find there. Use groups as an interactive way to communicate. Ask questions and respond to questions. Share information and post articles pertinent to the group. Start by joining Career Connectors Group on LinkedIn!

Set Yourself Up for Success!

  • Photo–Make sure you have a professional, quality photo on your LinkedIn profile.
  • Include a meaningful headline.
  • Be sure yours is a content-rich profile. Remember to use key words.
  • BEWARE. Use Ready to Work Badge feature with care. It can result in discrimination.
  • Use Spellcheck AND proofread. They are NOT the same thing.
  • Ask for strong (and specific) recommendations. If someone is writing you a recommendation, request a particular area or areas you’d like emphasized. Ask them to be specific.

Remember what Brenda advises. LinkedIn is all about establishing, then nurturing professional relationships. Building relationships happens over time, not overnight. “LinkedIn is NOT MAGIC. Put in the work to reap what you sow.”

Hiring Companies

Terros Health

Heather Cepek, Recruiter

Terros Health, offering integrated health care, was founded in 1969 in one small building in Phoenix to help individuals with addiction issues. A nonprofit, Terros has continued to grow and expand over the past 50 years.

Besides locations throughout Maricopa County, Terros offers recovery for individuals through a mobile crisis unit. A recent grant as of February, 2021, allows for expansion of Terros’s services throughout Arizona.

Inspiring changes for life, Terros focuses on the whole person. Terros has helped over 65,000 individuals.

Terros offers a number of benefits to employees including great work/life balance, continued growth opportunities, no 90-day waiting period for benefits, continued training, and an Honor Scholarship Program for individuals working on a master’s degree. Health benefits include medical, dental and vision via Blue Cross/Blue Shield with choices from 10 different plans. A generous PTO program, employees receive four weeks PTO in their first year.

A number of positions are available including clinicians, assessment clinicians, recovery coaches, and care coordinators. Clinicians throughout Arizona require an MA in Behavioral Health. For more information, or to apply, visit their website.

Willscot Mobile Mini

Jordanne Ringwald, Director, Talent Acquisition

Willscot Mobile Mini in 2020 completed a merger, joining forces to bring together the leaders in modular space and portable storage and tank solutions. With one call, one order, one delivery and one bill, customers get everything they want for their site: buildings, storage, fixtures, furnishings, services, everything.

The merged company has recommitted to the following values:

  • Dedicated to Health & Safety
  • Committed to Inclusion and Diversity
  • Driven to Excellence
  • Being Trustworthy & Reliable
  • Devoted to their Customers
  • Being Community Focused

Their company culture rewards excellence, integrity, and innovation. More than 4,000 employees strong, they are always looking for new talent to add to their team.

“Willscot/Mobil Mini’s Core Values continue to guide us towards not only achieving our true potential, but also creating a work environment which is inclusive and allows every person to thrive.” Brad Schultz, CEO

Headquartered in Phoenix, the following open roles are available: Customer Success Specialist, Sales Representative, Sales Trainee, Sr. Accountant, Transportation Coordinator, Collections Specialist, SAP Analyst, Corporate Recruiter, Service Desk Analyst, Transportation Coordinator, Sr. Product Manager, Inside Sales Supervisor, and Payroll Coordinator. Open roles at one of their 275 offices include the following: Inside Sales, Branch Managers, Production Supervisors, Territory Sales Managers, Drivers, and Yard Workers. This is just a snapshot of the roles available. With the merger, the company is creating lots of new positions.

Willscot Mobile Mini offers all full-time employees a comprehensive benefits package.

Follow the company on LinkedIn. Even if you don’t see a job fit, feel free to connect with Jordanne Ringwald and let her know if you apply. The company is growing so fast, a job for you may be “in the works” even as you reach out.

Go to their website for more information or to apply.

Liberty Mutual Insurance

John Walters, Senior Marketing Director

Liberty Mutual Insurance since 1912 has grown into the sixth largest global property and casualty insurer. They employ 50,000 people in 30 countries and on five continents. A Fortune 100 company, Liberty has seen steady growth.

The company has been recognized with numerous awards including Top Fifty Employers for 2021 by Equal Opportunity Magazine.

John dispels the myth the insurance industry is limited to call center and sales positions. If you’re launching a career, he urges you to consider this industry. “Tell me a background that doesn’t fit into the insurance industry,” he says. So many opportunities exist. “We need all kinds of backgrounds.” The opportunity to start and grow and advance in the industry is tremendous. The insurance industry also gives the chance to help people in times of trouble.

You need to apply to Liberty Insurance IF the following describe you:

  • Drive and enthusiasm
  • Experience in business development or network marketing
  • Strong communication skills
  • Ability to effectively multi-task
  • Confidence, flexibility and reliability
  • Goal oriented

The company offers all employees the opportunity to give back by providing a volunteer day each year. One of John’s favorite charities is Feed My Starving Children where he’s helped prepare food packages. Also the company will match fifty cents to every dollar an employee donates to a charity.

Liberty has created several groups within the company for employees to find a home within a home including a recently added group for employees who are also caregivers.

The company believes if they take care of employees, they, in turn, will take care of clients. Very goal oriented, Liberty wants employees to grow both professionally and personally. Toward that goal the company offers tuition reimbursement and community service.

While John is a hiring manager for sales, connect with him and he will get you to the right people regardless of your position of interest.

Visit their website for more information about the company– or positions available– or to apply.

WealthWave

Jason Wiseman, Senior Marketing Director

WealthWave, through its network of financial leaders, strives to shake up the financial industry. Their goal? To create a financially literate world. Made up of independent business owners, WealthWave professionals seek to educate the masses and make investing and financial success easier for regular families all over the world.

Concerned because he wanted to know more about financial planning and retirement, Jason Wiseman talked with his wife about their need to educate themselves for their own financial health. At one point he turned to his CPA and said, “What does it take to do what you do?”

After several years in corporate America, when Jason transitioned into his current role at WealthWave, it helped him ease into the field by working part-time–which is basically unheard of in the industry. Keep in mind, plenty of opportunities exist in this industry because many people are retiring, outpacing the numbers of career individuals needed.

Before he made the career transition, Jason and his family were doing fine income-wise, but he thought, like a lot of people, they needed more guidance regarding financial health–including retirement plans. A shocking 62% of people over the age of 55 are more afraid of outliving their money than of dying! WealthWave wants to educate people and help them navigate the world of finance so they might have more peace of mind, including when it comes to retirement.

WealthWave is different by design, seeking to assist the vast numbers of people who do not have millions to invest. The company has been featured recently on local news and 139 TV shows.

Opportunities in this industry abound, plus layoffs just don’t happen. Also, when the pandemic hit, WealthWave had already gone digital. They were ready.

Why Choose WealthWave?

  • Turnkey Solution
  • Licensed Profession
  • Ownership
  • Digital Marketing/Media
  • Start Part-time
  • No Lay Offs or Furloughs
  • Hands on Training and Mentorship
  • A long history of helping families

For more information or to apply, contact Jason Wiseman.

Resources & Closing

Director of Operations for Career Connectors, Sheila Coulam opened the meeting and later prepared the online audience for the breakout sessions. Executive Director of Career Connectors Jessica Pierce closed the first part of the meeting, thanked volunteers, and requested anyone interested in becoming a volunteer blogger to contact Sheila Coulam.

Click here to access a list of free resources available through the Career Connectors’ website, including the free online DISC assessment.

For more details about upcoming events, see the events section on the Career Connectors’ website. Check out Diversity Talks May 13, 2021, an online event to connect with award-winning companies known for their culture of inclusion, and Tempe Virtual Job Fair on May 18, 2021.

As a Career Connectors’ attendee, receive a free headshot to use on your LinkedIn profile during these online-only Career Connectors’ events. Go to this link for details and to sign up for locations throughout the Phoenix area. Gordon Murray Flash Photo makes this available. It’s certainly not required, but he accepts donations.

Parting Thought from Seth Godin: “Seizing new ground, making connections between people or ideas, working without a map–these are works of art, and if you do them, you are an artist, regardless if you wear a smock, use a computer, or work with others all day long.” Click on Seth’s name to see a thought-provoking video message for 2021.

6/3/20 – Tackling the Job Search Obstacle Course: Age, Race, Gender

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Written by Susan Lamphiear

Brenda Cunningham

Change is hard under the best of circumstances and certainly anyone facing job search or job transition will give an “Amen” to that. Add to that any other ongoing challenges, personal or societal, and it can be almost impossible to bear. Throw in a Pandemic and nationwide unrest and protests created by the latest heartbreaking death of still another Black man at the hands of police, and it’s the definition of overwhelm.

If we could, like Charles Schulz’s character Linus, many of us would like to clutch our blankies and huddle in the corner sucking our thumb. That’s not an option. Even as society cannot wait for the Pandemic to end in order to address long overdue societal changes, those in job search cannot postpone their search until all the other storms pass.

Fortunately, our June 3 keynote speaker shared her expertise in the job search. Her guidance made the usual obstacles and changing dynamics of the job quest seem just a little less scary.

“Change is Gonna Come” Sam Cooke, 1964

“Change is Gonna Come” Jennifer Hudson, 2019

Keynote

“I’m not your token Black person, Brenda Cunningham explained, speaking before an online audience of job seekers this week. Perfect timing has brought her to speak just days after George Floyd’s death at the hands of police. Her presentation, entitled Tackling the Job Search Obstacle Course: Age, Race, Gender, was booked months ago.

Brenda acknowledges the very real racial crisis currently facing the country. Over the years as more beautiful Black lives have been violently taken from us, a state of real frustration, along with anger and upset, has gripped her and the Black community, as the country and the world focuses on the message “Black Lives Matter.”

Brenda stresses she doesn’t speak for all Black people. Over the years, as a Black woman, she’s been singled out, she’s been called the “N” word, and she’s been followed around retail stores. As a result, she has no patience with any kind of “–ism” whether it’s “racism” or “ageism,” in particular regarding the job search. A former engineer in corporate America for over nine years, Brenda’s qualifications also include being author, CEO of PUSH Management, Career Development Strategist, Outplacement Provider, President of the Resume Council of Arizona, and Job Search Coach.

She explains how meaningful it’s been to her during this particular crisis and racial unrest, that other people, not of color, are speaking out and standing up for justice. “Now, we choose as best we can to move on.”

Besides “isms” like racism and ageism, which add to the job search challenges, the Internet has complicated the process even further. It’s no longer possible to simply walk into a business and snag an interview. Instead, via the Internet, dozens, or hundreds, or thousands of people find themselves competing for any one job. As a result, human resource departments have attempted to make the process fair by utilizing the Applicant Tracking System (ATS).

Brenda’s presentation includes tips for navigating the ATS and tips for overcoming other obstacles such as education, age, racism and gender.

Navigating the Applicant Tracking System (ATS)

  • If requirements state you need a degree, but you don’t, there’s hope. Brenda emphasizes that she personally wants her medical doctor to have a degree! And experience. However, in other cases experience becomes just as important as, or even more important than a degree. Brenda uses her own career transition as an example. She has a college degree and experience in engineering. However, in her current job in career management, she has developed expertise through experience and certifications. She’s earned trust by joining professional organizations and gained experience in her chosen field. She’s helped many people in her current field succeed. She recently discovered that a CFO she counseled who’s a CFO, with no college degree, who is so successful she changed positions recently right in the middle of the Pandemic!
  • On your resume, be sure to articulate your experience or any certifications. If you started a degree but didn’t finish it, put it on your resume but include “course work completed” because it shows you have the determination and intelligence to complete college work. Plus the ATS picks up your experience in college.
  • If you haven’t been to college, clearly articulate your other qualifications. For example, be sure to include the military or trade schools.

Tips for Hiring Managers

  • If tempted to focus on age, remember you’ll be there some day. Don’t focus on Black Lives Matter while discriminating against candidates based on their age or gender.
  • Consider reviewing The Crown Act which seeks to end discrimination against Black hairstyles.

Obstacle of Age

Yes, unfortunately, ageism exists in the job search. Brenda met with a recruiter who said she was having trouble “sourcing candidates over age 55.” Brenda was shocked and hurt, even though she’s not in that group yet, but asked “why?” Brenda has worked successfully with many age groups including people in their 60s.

Brenda makes the following suggestions based on her conversation with the recruiter. Don’t make it easy for hiring managers to exclude you before you’ve even had a chance to meet. Don’t use the phrases “seasoned professional” or “over 35 years of experience” or graduation dates. Instead, Brenda suggests, if it applies to you, use “15 years plus” of experience. Show that you are current by avoiding older email addresses like “aol.com.” Don’t ever use the word “retired.” Market yourself so it’s clear that you are current and energetic.

Obstacle of Gender and Sexual Orientation

Brenda was one of only four women in her engineering class of 100, a field dominated by men. She reminds the audience– on your resume it’s important to articulate how you can do the job so gender does not become an issue. It’s important to remember that if a requirement appears emphasizing the ability to lift 75 pounds, that doesn’t necessarily mean it’s gender discrimination if you personally are able to lift only 25 pounds. Focus on whether you are mentally and physically able to do the job. Articulate your qualifications on your resume and then in the interview.

Obstacle of Race

As a Black woman, Brenda says, “Stop pulling the race card every time.” A few bad actors exist. That’s a fact. But not everyone in the world is a racist. Not everyone wants to see harm done.

Give yourself a chance to succeed by relying on networking, not just the same job boards everyone else uses. Surround yourself with people who know you and will advocate for you. Networking is vital to your job search.

Was it race or age or gender that kept you from consideration for the job? Or were there hundreds more people qualified? Did you clearly articulate your value in the work place?

If you’re told you lack fit for an organization, that doesn’t mean it’s because you’re Black. Maybe your attitude or personality doesn’t fit the culture of the company.

Brenda explains she was still working as an engineer when she began transitioning to her current role in career development and job search coaching. She gradually earned people’s trust. If you lack experience in a new field, volunteer or accept an internship or join a professional organization. As an example, she joined a resume writer’s group when she was a total newcomer in her new field, and now 12 years later she’s in her fifth year as President of the Resume Writers Council of Arizona.

During her presentation, filled with tips about how to design a job search around obstacles such as education, age, race and gender, she pointedly asked the audience, “Do you really want to work for a company which demonstrates prejudice?”

Hiring Companies

Desert Financial

Robert Zammit, Director, Talent Acquisition

Desert Financial Credit Union started in 1939 when 15 school teachers with $78.75 had a vision to start a credit union. Eighty-one years later Desert Financial serves over 300,000 members in the Phoenix area, having become a $5 billion organization, with the goal of 500,000 members by the year 2025.

The company mission is driven by their belief that relationships drive success. Driven by the family-based environment, employees tend to stay, the average tenure being 10 years with many employees marking 20 years with the organization. One benefit/gesture that Robert particularly appreciated, and showed the organization’s commitment to families, was the $300 he could allocate for his daughter’s sports costs.

The organization is committed to sharing success, lifelong learning, and “Give & Grow” (their volunteering program). As a nonprofit organization, the company gives back $12 million to customers and offers team bonus eligibility to all employees. Benefits include loan payback, 401K match and health insurance. As part of lifelong learning the company offers resources that include training modules for anyone who wants to strengthen abilities in their current role. “Give & Grow” includes designating hours employees can use for volunteer work. Also, since 2018 the organization has performed 5500 Random Acts of Kindness.

Current opportunities with the three subsidiaries include Desert Financial–Human Resources Business Partner and Contact Center Personal Banker (Inside Sales/eBranch). Define Mortgage Solutions–Outside Sales Mortgage Loan Officer and SwitchThink–Data Warehouse Analyst II & III.

To obtain more information, or to apply, visit their website.

TEKsystems

Nicholas Bielinski, Direct Placement Service Manager

TEKsystems is a leading IT staffing and services company. They offer a range of services from technical staff to direct placement services to full management of technology projects and comprehensive workforce management solutions.

With over 25 years of experience in the IT staffing and IT recruiting services industry, they are experts at connecting technical professionals. TEKsystems was ranked by FORTUNE Magazine as one of the top 100 companies to work for in 2013, 2014, 2015 and 2016.

Open positions include Project Managers, Software Engineers, Database Programmers/Engineers, Helpdesk/Desktop Support, Information Security, and Field Technicians. Arizona companies are still hiring during the Pandemic. Nick indicates each day things are changing. Work in the beginning is remote but with the possibility for that to change within 60-90 days.

For more information or to apply, contact Nick Bielinski or visit the company website.

Resources

The Career Connectors’ website offers a number of free resources to assist job seekers, including online coaching, free DISC assessment, LinkedIn basics, and career advice. Click at the top of the resources page to register in order to receive updates.

Closing

CEO/Founder of Career Connectors Jessica Pierce reminded the online audience that Career Connectors will continue their webinars on Wednesdays starting at 9:00 AM until live, in-person events can resume. For anyone seeing the presentation via Facebook, or if you haven’t registered, register on Career Connectors’ website (upper right corner) to receive notices about upcoming meetings and other related career information.

Interview with founders of Black Lives Matter October 2016

How Not to Hijack Black Lives Matter from Psychology Today January 3, 2020

Ted Talk “You Have the Rite?” by Joseph Bamuthi, jazz musician 2019

Getting rid of the distance between us’: Flight attendant says conversation on racism with American Airlines CEO was important reminder Dallas Business Journal June 5, 2020

1/8/2020 – Resume Mythbusters: Certified Resume Writer Panel

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Written by Julia Churan

Resume Mythbusters Panel

Your resume is the first step in your journey to an interview. You need to be able to pass through the applicant tracking system (ATS) in order to have a live person even know that you applied for a role in most companies today. That piece of paper or electronic profile is often the first impression a recruiter or hiring manager will have of you. Is your resume representing you in the best possible way and landing you the interview?

In today’s competitive job market, a professionally prepared resume may be the one thing that makes you stand out from the hundreds of strong candidates applying for the same position.

Panel

The Resume Writers Council of Arizona (RWCA) has been a long-time partner of Career Connectors. Members provide resume expertise to job seekers at all Career Connectors regular events. The members of this group are career-services professionals with special expertise and accreditation in resume writing. Three members took the spotlight on today’s panel to help break down the myths of the resume format, content, and function.

Resume Panel
  • Brenda Cunningham (BC), owner of Push Career Management, author, and current president of RWCA
  • Lori Norris (LN), founder of Get Results Career Services and military resume specialist
  • Waleed Alani (WA), career management counselor, coach and Global Career Development Facilitator

The panel was led by Career Connectors’ Founder and CEO, Jessica Pierce with questions submitted by seekers prior to the event.

Q: Share the biggest mistakes you see on resumes today.
LN: Seekers try to cover too much information on one resume. Have multiple resumes for multiple roles.
BC: Seekers use too many adjectives. Example: “high-qualified, multi-faceted, detail-oriented marketing professional.” This isn’t giving actual results from your experience. You are taking up a lot of valuable space telling the hiring manager nothing about how you will perform in this role or for their company.
WA: The biggest mistake many resumes make is not being clear why you should be considered for the role. Connect the dots for the hiring company. Make it clear how your background and experience support the role you are applying for.

Q: Why should seekers listen to professional resume writers?
LN: You shouldn’t listen to a specific professional; listen to the results. Resumes are subjective and no two writers will deliver the same outcome. Pick an expert that you connect with and one that understands your background. If you aren’t getting interviews, you need to rethink what you are sending out no matter how great you think that resume might be.
BC: RWCA members study the current hiring trends, they speak to HR professionals, and they research trends in applicant tracking systems. Certified writers understand what it takes to get in front of recruiters today.
WA: The technology of getting hired is changing as the world is changing. Look at books on job seeking from 5 to 10 years ago. The styles and preferences of resumes were different. The process and systems to support hiring were different from 10 years ago. Professionals will help you stay current with the trends of today and the future.

Q: What are some of the most important things to include on your resume?
LN: Benefits and value statements. Tell the reader how you are going to help the company. The resume isn’t about you; it is how your experience will benefit them.
BC: Don’t be vague by statements like “answered phones.” Demonstrate how you performed and the conditions and measurements of that skill. Explain how you know you did a good job.
WA: Accomplishments must be quantified. Reflect it in the terms of standards or values to the hiring organization.

Q: What are the recommended mechanics of the resume?
Number of pages: 1 or 2 pages as long as your experience and background merit the words. Cut the fluff and focus the content. Avoid “orphan pages” – have 2 full pages or 1 full page. Adjust margins and font size to fill up 2 pages or reduce to 1.
Font Style: Cambria or Calibri – Avoid Times New Roman!
Font Size: 10 – 12 pt
Margins: 1/2″ to 1″

Let the eye decide. Don’t overwhelm the reader.

The book Scarcity: The New Science of Having Less and How It Defines Our Lives helps you be focused, creative and to prioritize. These skills will allow you to manage the resume length.

Waleed Alani

Q: What type of resume should we be focused on?
LN: There are three basic types:
1. Chronological resumes – This style is unanimously recommended by the panel. It is the type you MUST use for ATS systems and should be your primary or only focus. Include not more than 10 years of work history unless you have the specific experience for the role you are applying to.
2. Functional resumes – This type highlights your skills but will not work with an ATS and often raises questions with the reader. These have no dates and raise huge red flags for employers. If you have gaps in your resume, there are ways to work around them. A resume professional can help fill those gaps.
3. Combination resume – This is a hybrid of Chronological and Functional. It may be used for a job fair or networking event but will not pass through automated systems.

Q: How do you avoid age discrimination on your resume?
BC: Age discrimination is real, so don’t give the reader an idea of your age from reading your resume – young or old. Age concerns can be overcome in an interview but you have to get there. Show you are current by taking classes or listing current technology and concept expertise.

Never use “retire” or “25 or 30 years of experience”. Use 10+ or 15+ years. Don’t use antiquated email domains like “AOL.com” or other ’80s domains.
Don’t use dates or years in your email address like JDoe1960@gmail.com.
Don’t put dates on your education, just note the Degree.
Don’t include High School information.

Reverse discrimination is also an issue. If you just graduated, this is the only time that you should use your college graduation dates. It will explain your lack of experience.

Q: Customizing resumes for specific jobs?
BC: Don’t be lazy! Never shoot the one resume out to all job applications. Spend 1-2 hours per application to customize it for the specific company and role. Use keywords from the job posting in your resume. When a specific skill is required, spell out what the skill is and how you have used it.

Don’t just rely on a great resume. Use your network to get referrals into the company.

Brenda Cunningham

Q: What is the best way to get past the ATS systems?
LN: AVOID templates! Templates in MS Word may be pretty, but they are full of formatting that an ATS may not read. Use borders and background shading if you want, never have important information in the header/footer. Never use text boxes or tables in your resume because older systems will not read the information within them.
BC: Save and upload files in MS Word format rather than a PDF or any graphic format. Some older systems won’t read PDF files. Also remember, smaller companies and government agencies may not have an ATS so a human is manually scanning them.
WA: Don’t let the ATS scare you. Keep the format simple using text and tabs. Beware of bullets. Make things stand out with font size and bolding rather that fancy document format. Waleed will post more tips on his Linked In profile for resume formatting.

Remember, the resume content should be the focus and represent you to the employer!

Hiring Companies

All About People, Karen McEnroe, Vice President
They are a professional hiring organization with services to small and large organizations in contract, direct hire, and executive search in several industries, including Accounting/Finance, Supply Chain, HR, and Medical.

Current open positions include:

  • Bilingual Call Center Representatives
  • RN’s, LPN’s and Behavioral Health Technicians
  • Litigation Attorney
  • Enrollment Representatives
  • SVP of Sales

U.S. Census, Cynthia Duncan, Recruiter
The U.S. Census Bureau is the Federal Government’s largest statistical agency in the U.S. Phoenix is one of two national processing centers dedicated to the 2020 Census.

Processing includes receiving and preparing decennial forms, imaging, keying, QA and forms disposal. Positions range from entry-level to supervisory, IT, HR, Health & Safety. Nearly 1000 full- and part-time federal employees will be hired for these temporary roles with excellent benefits. The processing roles will be at the I-10, I-17 and new Loop 202.

Apply at www.USAJobs.gov
Search Keyword: NPC
Location: Phoenix
Create a profile and apply directly to each job of interest.

Resources

Career Connectors Academy, Landi Carfi, VP of Corporate Training
This exciting program is brought to job seekers through a joint partnership with Brighton College. There are a number of short-term IT, Allied Health and other certification programs available at a discounted price for Career Connectors clients. No interest payment plans are also available as well as grants through WIOA and SWFI.

Closing

Jessica took the stage to thank all the attendees, partners and services for attending. She also encouraged attendees to take advantage of the free services for resume and LinkedIn assistance, professional portraits, DISC assessments and coaching that are provided at each event. She also had special gratitude to Grand Canyon University for hosting today’s event and the many staff members and volunteers who make these events happen.

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

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Written by Susan Lamphiear

Keynote

Brenda Cunningham

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

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

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

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

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

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

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

Words of Wisdom from Brenda

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

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

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

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

Hiring Companies

Modis

Michelle Grinberg, Regional Solutions Consultant

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

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

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

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

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

To learn more about Modis, visit their website.

Honor Health

Robin Ersland, Recruitment Partnership Manager

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

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

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

USAA

Courtney Fuller, Director, Bank Underwriting

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

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

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

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

Apply online at their website.

Resources and Closing

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

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

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

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

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

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

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

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

Unconscious bias: Stereotypical hiring practices-Gail Tolstoi-Miller

Dare to Be Extraordinary-Dr. Christine Riordan

06/21/18 – Use LinkedIn in 15 Minutes a Day

by

Written by Lauren Kutsko

Keynote Speaker

Brenda Cunningham
@pushcareers

Author of Crush the Pink Slip, Brenda Cunningham, had us laughing as she clearly laid out why consistency in our job search is paramount and why LinkedIn should be utilized for at least 15 minutes a day.

The 4 reasons to use LinkedIn for 15 minutes a day:

  • It builds your professional network
  • LinkedIn is a job board
  • It is where recruiters are looking
  • We learn from other professionals in our field

We often tweak our job search to death because we fail to be consistent on a definitive strategy and instead we flit from idea to idea never fully showing up.  But by simply being consistent on social media you can build trust, prove you are an expert in your industry with the content you share, and participate in your online community.

Here is the minute by minute breakdown:

First 4 minutes: your home page

  • Scroll through the home page
  • Share what would help demonstrate you are competent
  • Like and comment on industry relevant articles
  • Post your own content

Second 4 minutes: connecting and inviting new connections

  • Always use the custom invitation button to send a personal greeting
  • Determine who would be good to connect with:
  • Other professionals in your field
  • Previous co-workers
  • Friends
      **You never know who your connections know that might help you find your next dream job!

Middle 2 minutes: strengthening existing relationships

Reach out to maintain healthy relationships with others when you don’t need a favor.  Just write a note to say hello and that you were thinking of them.

Last 5 minutes: participating in group discussions

  • Get yourself into groups of other like-minded professionals that can help develop you and connect you to other opportunities in the field
  • Here’s a great one to start with:  Career Connectors LinkedIn Group

Set a timer and be consistent whether that is twice a week, once a week, or every day.  No one loves a job search, but consistency will encourage a strong and exciting finish!

Hiring Companies

Copper Springs
Melissa Barry, Director of Business Development

Copper Springs helps over 17,000 people a year.  Every employee touches the lives of each patient.  We see people on their worst day and are committed to treating each patient like family.  We are growing with leaps and bounds, so please check out our job listings at our website.

Below are some current openings:

        • Business Development Representative
        • Assessment Specialist
        • Registered Nurse

Modis
Michelle Grinberg, Regional Account Director

Modis connects you to many opportunities with its recruiting team of over 450 people across the nation.  Some of the benefits offered are Medical, Dental and Vision insurance, a 401K, and a Learning Center.

Current openings include:

        • Senior EHS Manager
        • Electrical Test Engineer
        • Project Coordinator
        • Administrative Specialist
        • Sr Systems Analyst

Go here to see a complete list of current openings.

Resources

Woz U
John Bernard, Director of Business Development
@TheWozU

WozU prepares people to be set apart from the competition!  People all over the Valley are looking for software development professionals and after a challenging 3 month program, you will be prepared for success and leading your industry.  Check out their website to find out how to get started down a new career path.

Closing

Be sure to check the July schedule for the dates of upcoming events.  A few dates have been moved to accommodate summer programs at our host locations.