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Brighton College

3/4/20 – Activate Your Strengths

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Written by Gary Matsuda

Difficult co-workers? We’re talking about those who make your life miserable by overly complicating things or leaving out essential process details. Of course, they wouldn’t have done it the way you would have, which would have been faster or more accurate by far!

While interpersonal problems could be the result of differences in personal goals and values, another potential source of conflict is not often recognized or measured. It’s part of our innate way of doing things called conation.

Stephanie Clergé, Career coach, VP of Training and Consulting at Kolbe Corp broke it down for us.

Keynote

Psychology defines 3 parts of the mind:

  1. Cognition (intellect, skills, knowledge)
  2. Affective (feeling, personality type, preferences, values)
  3. Conation (instinctive action, problem solving approaches, decision making methods)

Well-known psychological tests work with the thinking cognitive (IQ, SAT) and feeling (DISC, Myers Briggs) parts of our brain.

The third component of the mind associated with conation or how we naturally take action (or avoid action) is measured by the Kolbe test, the only validated assessment that measures a person’s conative strengths. The results are called your MO or Method of Operation. If you know your MO, you will understand your own human nature and can begin the process of maximizing your potential. You’ll also be able to describe yourself clearly and articulate how you have performed in preparation for interviews and how to thrive in your new job!

The online Kolbe test takes about 20 minutes, during which you’ll be asked 36 questions which are designed to accurately determine your conative strengths. (It’s so accurate, if you change your answers, it will track that too.)

You’ll get your results in the form of 4 numbers representing a range from 1 to 10 for each of the action modes. These are the 4 action modes:

  • Fact Finder – one’s way of gathering and sharing information
  • Follow Thru – one’s way of organizing
  • Quick Start – one’s way of dealing with risk and uncertainty
  • Implementor – one’s way of handling space and tangibles

You then interpret your scores like this for each action mode:

CounterAct – Scores in 1-3 range of the continuum
Indicates an ability to resist being in action mode or being energy saving or conservative.

  • Fact Finder: indicates a need to generalize, give an overview, briefly summarize, and find bottom line information.
  • Follow Through: indicates a need to do several things at once, keep things where they can be seen, take short cuts, go outside regular procedures.
  • Quick Start: indicates a need to avoid chaos, bring stability, stick with the tried and true, and reduce uncertainty.
  • Implementor: indicates a need to avoid literal construction of model, working in three dimensions, or handling special relationships.

ReAct – The in between zone 4-6
Indicating an ability to accommodate in the mode as needed. Not going to detail actions here but generally they blend between the two zones above and below.

Initiate Action – scores in the 7-10 part of the continuum
Also referred to as insistence (on performing an action).

  • Fact Finder: indicates a need to be specific, read and report details, define terms, and justify facts.
  • Follow Thru: indicates a need to be highly structured, act sequentially, and complete one task before starting another.
  • Quick Start: indicates a need to experiment, act spontaneously, and do things in new and different ways.
  • Implementor: indicates a need to touch, physically explore, move around, build, and deal with what is concrete rather than abstract.

The emphasis here is to recognize and exploit your superpowers. We all have habits we should improve, but most career coaches advise that it’s not productive to put significant effort into improving your weaknesses or abilities you were not born with. Likewise, you’re unlikely to change your team members weaknesses into strengths. Instead there is much more return on investment on developing and using natural strengths.

If you have ever wondered why the boss needs to drone on about the big picture, while you just want the details on what to do next, you’ll understand why there is a disconnect. With your Kolbe score you’ll have the basic information to start meaningful conversations and reduce stress in the workplace or at home!

Compared to most career advice that seem to focus on intelligence (i.e. good grades, certifications) and personality, the Kolbe A Index guides us further by:

  • Learning to rely on actions that instinctively work for us.
  • Helping focus time and energy to be more productive.
  • Directing more effective communication, career choices and study habits.
  • Improving relationships with friends, loved ones and co-workers because we’ll trust our instincts instead of trying to change each other.

To get help planning for your next career (or date), take the Kolbe A evaluation. If you’ve registered for this Career Connectors event, it’s free until March 15th.

Stephanie Clergé is a VP of Training and Consulting at Kolbe Corp, which specializes in assessments and interventions that increase individual and collective performance.

Company

Cenlar, Mark Pierce, Recruiter

If your strength is with people, yet you want to be behind the scenes and have immediate impact on people who need help, Cenlar needs you! For many of us owning a home is part of our country’s foundation. Behind most homeowners is a mortgage to manage and some people need assistance. Your help involves guiding customer issues from basic questions on their loan to loan structuring. You’ll get experience with many different banks and lenders so your experience can grow with you ambition! There are flexible schedules, day or night which will work with your availability! Contact Mark Pierce (mepierce@cenlar.com) for full time summer and part time positions.

Resource

Career Connectors Academy, Steven Hatch, Director of Admissions

IT careers are hot, have always been and are likely to be in demand for years to come. If you’re changing careers or building up your current one, there are many paths available through Career Connectors Academy to help you quickly get the needed education and skills! Full work schedule or commute a problem? Well you can get you training done online. If covering tuition is an issue, for those who qualify there are free IT certifications, federal grants and payment programs set up to make the financial burden lighter. Email Steven Hatch (steven.hatch@brightoncollege.edu) for more info.

Closing

Jessica Pierce, Founder and CEO of Career Connectors, closed the first part of the event and invited attendees to participate in talking to hiring managers and resume experts, finding educational opportunities, visiting Coaches Corner, and posing for a free head shot by a professional volunteer photographer. And thanks to GCU for the venue!

For details about upcoming Career Connectors events throughout the Valley, click here to visit the events section on the website for times, locations, and details about hiring companies and keynote topics.

10/22/19 – The Networking Brief: Increase Your Influence

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Written by Jim McBride

Networking Brief Increase your influence

Keynote: The Networking Brief: Increase Your Influence

How you activate the “process” and truly benefit from networking during your career transition and beyond, is an absolute necessity in today’s business climate. Consider Career Connectors founder and today’s keynote speaker Jessica Pierce and her transformation into a networking expert.

It’s very likely that Jessica is the most networked career transition expert in the state of Arizona. However, she’s quick to reveal that she has frequently experienced the trepidation and anxiety of showing up for meetings, events or parties and having to initiate conversations with people.

Addressing a spirited Career Connectors audience, Jessica said networking is forging new friendships and her firm belief is that even the most introverted person can learn to confidently network by simply committing to the process.

Companies strongly prefer hiring people they actually like. Which makes sense, right? People tend to do business with people they know and like. External job postings tend to draw enormous piles of applications that drain resources and cost money. Companies would rather hire somebody they already know. Savvy networking is the gateway into the hidden job market.

When you think of networking as a process model, it provides clarity on how to leverage the people you already know — along with the people you don’t know yet — to help you land that first interview at your next gig.

To become a successful networker, it requires a continuous call to action on these networking process “chunks” — assess, identify, connect and create value.

ASSESS – Who’s on “your team?” How strong are your relationships? How many new people do you talk to each day? How effective are you at networking right now? These are questions to answer when assessing your personal networking readiness. To get started, follow this link to a Networking Tool Self-Assessment:

Jessica-Pierce-Networking-Assessment-092719Download

IDENTIFY – Once you’ve assessed your readiness, then identify your “developmental” network of relatives, friends, former colleagues, supervisors, employees, college professors, alumni, club members, neighbors and religious organizations. You’ll find that people want to help. Make a list and ask these contacts, “who do you know?”

Your developmental network can then introduce you to the people you don’t know, which builds up your “strategic” network. These are the people you will need to know. Industry-specific contacts, members of associations or chambers and special business events.

Follow through and do the work to increase your exposure. Show up at networking events. Arrive early. Stay late. Meet people. Be brave and ask questions. Make friends. Volunteer.

CONNECT – Reach out, use LinkedIn, and share your story with the people in your network to let them know what’s going on in your life. Find a mentor or coach. Don’t go through the job search journey alone. Ask for advice and guidance, but do not ask anyone for a job. Be specific about your job search goals and know what you want. And here’s an important point: it will deepen the relationship if you ask your network contact what you can do to assist them.

Again, it’s crucial to state your specific job search end-goal when you’re having networking conversations. The more purposeful and straightforward the goal, the easier it will be to strategize with people who may be able to facilitate an introduction on your behalf. Follow the link to this Networking Brief template, a very useful tool to put your goals, personal branding statement, transferable skills, desirable job titles and target industries/companies down on paper:

Jessica-Pierce-Networking-BriefDownload

Hiring Companies

Deloitte
Matthew Harrison – Chief of Staff, US Delivery Center

Deloitte’s US Delivery Center (USDC) help’s clients achieve a higher level of service in operational efficiency and business value. The USDC leverages scale, talent, and a center delivery model to provide high quality, cost-effective service with standardized processes and procedures. See the “explore your fit” link on the website.

Open Positions:

  • Risk & Financial Advisory
  • Audit & Assurance
  • Consulting
  • Technology

Vertical Move
Ian Freeman – Business Development Manager

Our formula starts with understanding our clientele and all the technical aspects of their business and overall industry. We retain the most knowledgeable and experienced technical headhunting professionals from our own industry whom are blind to keywords and who search within the depths of a resume for actual experience and interview at levels that most cannot. We are located in Scottsdale, our recruiters are subject matter experts and we match candidates with niche roles.

Open Positions:

  • Data Engineer
  • Quality Assurance Analyst
  • Senior Business Analyst
  • Software Developer
  • Senior Architect
  • Media Analyst
  • Sr. and Mid-level JavaScript Engineer
  • Sr. Backend Engineer

Optima Tax Relief
Ben Simpson – Vice President, Phoenix Operations

The Optima Tax Relief team has had one vision since inception – to help Americans nationwide deal with the aggressive collection policies of the State/IRS tax agencies.

Optima details:

  • Founded 2011
  • 100 employees by end of 2019
  • No tax knowledge required to get hired
  • Promote from within
  • Hiring leaders as operation grows
  • Team environment – “mischievous fun”

Open Positions:

  • Administrative Assistant
  • Facilities Coordinator
  • Jr. Systems Administrator
  • HR Manager
  • Resolution Support Representative – Customer Service
  • Help Desk Technician Support
  • Tax Prep – Trainer
  • Inside Sales

Resources

Career Connectors Academy Training Program
Steven Hatch – Director of Admissions

Brighton College is about creating the ultimate learning experience and driving employability skills for the working/non-working and the underserved.

We are proud to launch this new partnership with Career Connectors to offer the support of both organizations from enrollment to employed.

We believe this starts by identifying your natural talents through behavioral and skill-based surveys and assessments. With this knowledge we help you identify a customized learning pathway, then leverage innovative technology to deliver these in-demand courses and programs that lead to improved employability skills:

  • Technical Support
  • Programming
  • Cyber Security
  • Medical Billing and Coding
  • Pharmacy Technician
  • Web & Graphic Design
  • Computer Aided Drafting & Design (CADD)
  • Short-term Allied Health Certificate Programs
  • Short-term IT Certificate Programs

Student and Career Services Support you in your journey. Career Connectors discount of 30%.

Closing

Sheila Coulam thanked the many partners and volunteers for their contributions to the Career Connectors event. Job seekers were encouraged to utilize the many transition resources – professional resume writers, career coaches, LinkedIn coaches and take the free DISC assessment. Next event: The Future of Work…at Least for 2020, Wednesday November 6th, 2019 from 5:30 – 7:30 pm in Phoenix. Stay tuned for weekly emails and LinkedIn posts.

8/15/19 – Connecting with Top Staffing Firms to Find Your Next Career

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Written by: Connie Huber PHR SHRM-CP

According to ASA (American Staffing Association), every day, staffing businesses send more than three million employees to work in America’s offices, factories, hospitals, warehouses, and other work sites-virtually every place that people work, staffing employees are on the job.

The staffing industry, comprises of more than 20,000 staffing firms and nearly 1.7 million staffing employees , contributes over $160 billion to the US economy through temporary and contract staffing recruiting and permanent placement, outsourcing and outplacement, and human resource consulting.

STAFFING PANELS

PANEL 1: Myths about Working with Staffing Firms

Q: Provide a 2 Minute overview of your staffing firm/agency and your position.

vCandidates: The firm is a subscription based career eco system for candidates and recruiting professionals. vCandidates uses a cloud-based platform, mobile app, and CRM to give candidates the ability to create the best presentation of themselves. It is more than just a resume. LT has been in the entertainment business, but enjoys recruiting even more! In October, the website will launch the opportunity for candidates to access recruiters.

Blue Signal Search: Specializes in executive placement for industry leaders. Specialties include: wireless & telecom, manufacturing, cloud & managed services; engineering & construction; finance & accounting, emerging technology, human resources & logistics & supply chain. Trevor loves connecting talented, driven people to opportunities that enhance their careers.

HireRising: Concentrates on filling IT positions. This year HireRising will help 80 IT professionals land jobs at 50 local companies around the Valley. Graham founded HireRising without having any previous staffing experience.

NESCO Resource: One of the leading national staffing and employment agencies offering services in temporary staffing, direct hire, and a host of other staffing and recruiting solutions. Opportunities include Engineering & IT, Clerical & Light Industrial, and Accounting & Finance specialties. Brendan ran his own business and decided to go back into sales with NESCO. He is now a Branch Manager.

Q. Can you explain the different types of Staffing models?

vCandidates: Concentrates on full time positions. LT & team focus on finding the right fit for both the employer and candidate. Their goal is a permanent fit for longevity.

Blue Signal Search: Firm working with employers and making a commitment to employees. Goal is to find a forever career. Company is more dynamic than before.

NESCO Resource: NESCO is doing more contract work. 99% contracts with option to hire. People who perform well usually get hired.

HireRising: Provides direct hire, contract work, and short and long term projects.

Q. Staffing Agencies often get a bad rap. Why do you think this happens?

vCandidates: A lot of the bad rap comes from expectations of the candidate contributing to the myth. LT will go the extra mile if the candidate is into the job and employer.

Blue Signal Search: Employers, candidates and firms need to cooperate together. Transparency needs to be put in place and active.

HireRising: The bad rap is focused on the lack of follow up from recruiters.

NESCO Resource: There are a lot of recruiters currently trying to fill all the positions. Many are using Sourcers. Their goal is to comb databases for candidates. Many lack the professionalism of a Recruiter.

Q. How should candidates best build a relationship with you?

HireRising: Try to make contact with candidates on a weekly basis. If candidate does not hear from HireRising, they should reach out to the agency every 2-4 weeks.

vCandidates: LT encourages the candidate to make themselves memorable. Candidates need to remember to build a positive relationship with the recruiter & remember the challenges the recruiter faces. Your mantra should be Pause-Think-Act! Age differences should encourage professional and personal development.

NESCO Resource: Reminded us there is also reverse ageism. Everyone should respect one another regardless of age.

Blue Signal Search: Focus on experience is shifting to the value the candidate can bring.

Q. What is the most effective way to stay in contact with your Staffing Firm? Phone, email, text?

vCandidates: LinkedIn.

Blue Signal Search: When networking, go to meet people where they work.

HireRising: Recruiter is focusing on relationship with client.

NESCO Resource: Phone.

Q. TELL US A SUCCESS STORY.

vCandidates: LT had an employer that had a mindset of the perfect candidate. LT found the right candidate but with a different skill set than what the hiring manager had wanted. LT continued to gently present her candidate.

Blue Signal Search: Trevor had a candidate from another country and was unable to find an employer to hire on a full time basis. The man did contract work. Trevor stayed in touch with the man & eventually was able to help him find a full time job.

HireRising: Graham had a candidate that was qualified but did not have a current job for him. Graham stayed touch with him and after 18 months the perfect job presented itself. The story is a great reminder that it may take a while to find the right position.

NESCO Resource: Brendan came across a candidate who was down on his luck. He was a veteran, living in low income housing and did not have a car. Brendan drove the man to his interview and got him a job.

AUDIENCE QUESTIONS:

Q: Do you continue the relationship with Staffing Firms when you have a job?
Absolutely!

Q: How do Staffing Firms help a candidate with a niche skillset?
The candidate needs to help educate the recruiter.

CURRENT OPENINGS
vCandidates: In house recruiters and salespeople.
Blue Signal Search: Product management, engineer and manufacturing.
HireRising: Everything IT; and all levels.
NESCO Resource: 105 openings. Please see website.

PANEL 2: Advantages to Working with Staffing Firm

Nick Mazur, APN USA, Recruiting Manager

Ryan Nouls, Trupath, CEO

Christian Kaijser, Career Evolutions, Manager Director

Jerilyn Arthur, Atrilogy Solutions Group, Senior Account Director

Q. Give us an overview of your Staffing Firm/Agency and your position.

APN USA: Works on staffing for nurses and car dealerships.

TruPath: Very diverse in types of positions that they fill. Do not want to become niche.

Career Evolutions: Will do anything they can to help.

Atrilogy Solutions Group: Recruitment done nationwide. Do both direct placement and contract work.

Q. Why should someone looking for a new position work with a Staffing Firm?

TruPath: Agencies work with multiple staffing firms. They build relationships with all types of employers. Candidates should check in every month.

APN USA: Include staffing firms in your search. It broadens your possibilities and network.

Career Evolutions: Finding a job is a numbers game. Knowing someone or working your way into an organization through informational meetings.

Atrilogy Solutions Group: Recruiters are your cheerleaders. Will go above and beyond to work with candidates.

Q. How do we best prepare to work with Staffing Agencies? What is negotiable?

Career Evolutions: Think about what you do well. Do not take a rejection personally.

TruPath: Remember that the recruiter is working on your behalf. You can negotiate salary.

APN USA: The more recruiters you have working for you, the better.

Atrilogy Solutions Group : Be honest with self and recruiters.

Q. What do you like about your job?

Atrilogy Solutions Group: Never a dull moment. Really enjoy the people aspect.

Career Evolutions: Put people to work. Feel good about helping someone. It is great to hear thank you and that the candidate is happy with their job.

APN USA: Being open and honest. Work with profit and non-profit companies.

TruPath: They are following up with employers and enjoy seeing how candidates have contributed.

Q. How can a candidate best prepare for an interview with you? What about an interview with a client?

TruPath: Prepare just as you would for an employer. Learn as much as you can about the job and employer. Be enthusiastic.

APN USA: Know what is expected. What is the process you will go through? Determine if there will be testing.

Atrilogy Solutions Group: Allow the employer to get to know you.

AUDIENCE QUESTIONS:

Q: How do you find Staffing Firms that are a good fit? How to work for the best companies?
Atrilogy Solutions Group: The best company is the one you like and is a great fit.

HOT JOBS:

Atrilogy Solutions Group: IT. Over 60 positions are available in Arizona.
Career Evolutions: Software developer, sales, product manager are a few examples.
TruPath: Manufacturing; all types of positions.
APN USA: Nurses, nurses, nurses!

CAREER CONNECTORS ACADEMY
Brighton College, Ryan Golden, Enrollment Advisor

Ryan shared the exciting news and details about Career Connectors new partnership with Brighton College! The partnership forms Career Connectors Academy. The Academy offers a wide variety of accredited online college programs along with many professional development classes. The focus is on quality and affordability.

A few of the best accredited online certificate programs that are being offered to Career Connectors at a reduced price are: Information Technology Certification Programs, Business Management Associate Degree Online, Paralegal Certificate, Medical Assistant School, Legal Nurse Consultant Certification and Online Professional Development Classes. Career Connectors members will receive a 30% discount on the programs and certifications. For more information go to the Career Connectors Academy website.

Closing

Jessica Pierce, Founder & CEO, Career Connectors, closed the meeting by thanking Highlands Church & the volunteers. The next Career Connectors meeting will be in Gilbert on Tuesday, August 27, 2019 and features Kevin Dumcum, as speaker for the topic “Kick Start Your Job Search. For additional information on this event & future events, please visit the Event Schedule.

8/1/19 – Career Advancement in the Culture of Contact Centers

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Written by Jim McBride

Contact Center Panel featured companies

Panel

The contact center – or call center, as the terms are interchangeable – is the critical hub for serving clients/customers across multiple channels for nearly every organization large and small. Live-agent, chat, email and social media links consumers through thousands and thousands of interactions with the contact center.

In the Phoenix metro region, the contact center “industry” converges with the tremendous growth of financial services companies in delivering a hotbed of potential careers for the active and passive job seeker. Contact center roles are often a gateway into career growth and do not necessarily require starting at the entry level.

In front of a full house, Jessica Pierce facilitated two panel discussions addressing careers, advancement opportunities and workplace culture with eight high profile, award-winning contact centers in the financial services sector. Each company represented on the panel has been recognized by employer branding firm Best Companies AZ for workplace excellence so, clearly, they know their stuff.

For those in career transition, this was an excellent opportunity to hear first-hand from senior leaders how to get your foot in the door and grow your career within these respected organizations. All eight companies are in growth mode and looking to hire hundreds of employees.

Panel 1 – Career Advancement & Opportunities

Q – What can you tell us about entry level positions in your contact center and the potential career opportunities?

Farmers: We currently have openings for entry level sales and service positions, but we also have many openings for individual contributors, including back office processing, reporting, analytics, IT and project management.

Voya Financial: Customer service roles are a launch point for many of the higher-level jobs which require licensing (i.e. Series 6). Right now, we’re looking to fill roles in workforce management and benefits administration, which are not entry level.

USAA: We are targeting customer service and claims roles, which do not require previous experience. Representatives handle inbound calls from members. We’ll help you get licensed once you’re on board.

Freedom Financial Network: All of our customer service is inbound. No outbound calling. We have openings for debt relief, negotiators, back office payment processing and call center sales.

Q – What career pathways have you established within your company?

Freedom Financial Network: We call it a career ladder. You can move from an entry level 1, 2 or 3 position into supervisor or even over to sales and lending, which pays more. From there, we’ve had employees move into IT, marketing and training positions.

USAA: The progression is typically from associate – as we call them – to specialist to senior associate. We challenge our leaders to have career advancement discussions and develop a career trajectory. There are internal programs for learning IT skills, such as coding. We’re developing your skills for life, not just for USAA.

Voya Financial: We expect our leaders to prepare development plans and have conversations about career progression with their team members. Employees are empowered to ask questions and get involved. The entry level position is your entry point.

Farmers: On a formal basis there are career path discussions between managers and their employees. Informally, we have peer resource groups focused on diversity and like-minded ideas and interests. Want to become a leader? Well, let’s show you how to run a huddle.

Q – Are there opportunities for the mature job seeker who doesn’t want an entry level position?

Voya Financial: We have many roles based on experience. You could start as a senior representative.

USAA: We’re willing to go externally to find certain skill sets and experience. We do try to promote from within but sometimes there’s a real need to find fresh blood.

Freedom Financial Network : It’s a combination. Some of our roles require experience, but in the call center experience is not necessarily needed. Sales experience can come from any industry. Roughly 50% of our roles are filled externally.

Farmers: Promoting from within is important. But we cast our hiring net externally, as well. I recently hired a director from the outside. We have an immediate need for analytics and reporting skills, which will likely come externally.

Q – What is your company’s policy on promoting from within?

Farmers: There are growth opportunities for everyone, regardless of tenure. We will help you prepare for that next job and fulfill your career potential.

Voya Financial: We have an 18-month requirement for eligibility due to the complexity of the entry level roles. We want you as an employee to be comfortable. However, there are times when the eligibility requirement is waived.

USAA: The timeframe is 12 to 18 months in the current job to be eligible for promotion. Many of those next roles will require licensing, so it can take some time to learn.

Freedom Financial Network: You must be in the role for three months. We know that people want to move up the career ladder. We do not have any license-required positions.

Q – With the advancement of artificial intelligence (AI) how do you see technology impacting call center jobs? (from the audience)

Farmers: Technology, such as the bot, will have an impact on the most transactional of interactions with customers. However, there’s always going to be a need for critical thinking and emotional intelligence of the human being. We need empathy in the human contact. There will be a blend of technology and human interaction.

USAA: Our members want to talk with a human when they call in. The technology will make it easier to match the member with the representative that’s best equipped to assist a specific need or demographic.

Panel 2 – Culture & Employee Engagement

Drew Foster – American Express, Director of US Recruiting
Sherry McFadden – State Farm, Customer Care Center Director
Renee Brown – Vanguard, Senior Recruiter
Christine Sorensen – Charles Schwab, Team Manager Participant Services

Q – What does culture fit mean to you? What’s it like working for your company?

Vanguard: It’s a culture of empathy and communication. We all have to be mindful that the investment industry language can go over people’s head. We have a team environment focused on employee development.

Schwab: We’re here to help everyone grow and succeed. Someone’s always available to help, no matter what the situation. We conduct an assessment to determine ethics, teamwork and the type of work environment that would be the best fit for the candidate.

State Farm: We’re a relationship company steeped in integrity and tradition. We’re your neighbor. We’re there after a hurricane or an auto accident. That’s our culture, we care.

Q – How do you get your foot in the door? Do you have to start at entry level jobs?

AMEX: Some roles will require entry level experience at first, but not all. It depends on your skill set. I’m currently looking for workforce management skills, which does need entry level experience.

Vanguard: We’re regulated, so many roles require licensing and then you work your way up. You can pursue internal opportunities after one year. We have hired supervisors from the outside. About 85% of our hiring is from within.

Schwab: It really depends on your experience and license requirements of the role. We have lots of room for growth and it’s important to have those development discussions with your manager.

Q – What are the hot jobs at your company right now?

AMEX: Senior manager (supporting 18 cruise lines), director of workforce management, sales, fraud, team leaders.

State Farm: Enterprise technology, software development, coding, data scientist, frontline supervisors, bilingual supervisor, sales and service.

Vanguard: Data science, IT, senior financial planner.

Schwab: Always hiring in participant services and investor services. Our operation has 60 different departments and there are always openings.

Q – Describe the family friendliness of your call center. What support do you provide? (from the audience)

Vanguard: We have a 37.5-hour work week Monday through Friday. No weekends. All shifts end no later than 8:00 pm.

Schwab: Four 10-hour days are available. Paid four-week sabbatical every five years.

State Farm: H.O.P.E. – Helping Others Parent Effectively program.

AMEX: 20 weeks of maternity/paternity leave for parents.

Resource

Introducing – Career Connectors Academy Training Program

Landi Carfi, VP of Corporate Training – Brighton College

Brighton College is excited to announce its new partnership with Career Connectors that connects professionals in career transition to hiring companies and quality resources.

Career Connectors and Brighton College share similar values and focus on their clients, making both organizations stand out from the crowd. Brighton’s mission and goals ensure their students’ greatest success, and Career Connectors, as Arizona’s fastest growing job candidate program, strive to land people in the career of their dreams. They are working hand in hand to provide affordable online education certificate programs.

Based on Career Connectors’ partnership with Brighton College, a few of the best accredited online certificate programs are being offered to Career Connectors’ participants at a reduced rate. The online education certificate programs available include:

  • Cyber Security Institute
  • Business Institute
  • Allied Health Institute
  • Legal Medical Institute
  • Paralegal Institute
  • Professional Development

Event Sponsor

Optima Tax Relief

Ben Simpson – Vice President, Phoenix Operations

The Optima Tax Relief team has had one vision since inception – to help Americans nationwide deal with the aggressive collection policies of the State/IRS tax agencies.

  • Founded 2011
  • 80 employees in AZ; 100 by end of 2019
  • No tax knowledge required to get hired
  • Promote from within
  • Hiring leaders as operations grow
  • Team environment – “mischievous fun”

Open Positions
I/T Jr. Systems Administrator
Resolution Support Representative
Customer Service
Inside Sales

Resources and Closing

Jessica thanked the many partners and volunteers for their contributions to the Career Connectors event. Job seekers were encouraged to utilize the many transition resources – professional resume writers, career coaches, LinkedIn coaches and take the free DISC assessment. Next up on the calendar: Connecting with Top Staffing Firms to Find Your Next Career, Thursday August 15th in Scottsdale. Stay tuned for weekly emails and LinkedIn posts.