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Canyon State Institute

11/10/16 – Power of Personal Connections

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Power of Personal ConnectionsWritten by Chris Layfield

Opening

Jessica Pierce, Executive Director of Career Connectors encouraged everyone to stay engaged with Career Connectors:

  • Join the LinkedIn Group Discussion, and check the event recap
  • Consider volunteering – looking for photographers, audio/visual, and bloggers
  • Take the DISC assessment online anytime, and get your business portraits at one of the events, all for free

She also announced a new “Resource” in the Job Seekers section of the Career Connectors website.  “Career Advice” contains short articles from experts with great advice.

Keynote

Eric Walton, President of Building Up Leaders LLC

Your job search effectiveness is a function of your “Job Search Competency” multiplied by your “Connection Effectiveness”.  “Job Search Competency” includes your resume and LinkedIn foundations as well as job search marketing plans and networking activities.  “Connection Effectiveness” is how quickly, deeply, and intentionally you make connections and grow your relationship map.  These factors magnify each other!  If you doubt this, just ask yourself three questions, “What happens to your resume when you have no connection with the firm or hiring manager?”, “How will your resume and application be treated if you have a connection on the inside?”, “How do your odds increase if you have connected with the hiring manager?”  Clearly, if you have a connection, you increase your chances.  Here are some tips to manage your relationship:

  • Reconnect With Old Connections: Make a “Reconnection Week”.  Tab through your list of contacts, and notice who has something new going on.  Drop them a note highlighting the fact that you noticed, and offer something new from your end.  Do it with 10 people that week.
  • Connect With Someone New: Identify people you want to be connected with, and research the heck out of them, looking for what is important to THEM.  You don’t want to come across as fake, so keep an eye out for contextual connection points (e.g. having attended the same school in the same state where the school is located may not be enough).  Start connecting as soon as you can – real connection takes time.  Don’t start with the value you can bring – you don’t get to have that conversation with someone until you have a connection.
  • Keep Track of Your Connections: Make a simple table in Word or Excel that lists your actual or prospective connections,  whether/how you are connected to each one, the last time you connected (if at all) to each one, and what your future plans to connect are (e.g. more research, phone call, email, LinkedIn, drop-by).  If you don’t do this, you will forget.

Hiring Companies

Ring

Heather Mitchell, Senior Recruiter

Ring is a cool new product allowing you to monitor the perimeter of your home from anywhere through your smartphone.  Ring also has 300 associates in the Valley, and they have plans to hire 200 more.  Positions in the area are primarily sales and account management, and the ability to move from entry level quickly is fueled by the huge growth rate and entrepreneurial culture.  The company will centralize all local associates in Glendale (Westgate).  In addition to career development, benefits include medical/dental/vision, a 401k program, and a staff discount on the product itself.  Ring also has a Santa Monica, California location for those looking to relocate.

Check out the <Careers> link at their website.

Matrix Absence Management

Bert Stone, Vice President

Matrix Absence Management is a 3rd party of administrator for companies’ FMLA, LTD, STD, PTO, LOA, and ADA benefits.  Matrix competes with larger insurance carriers by tailoring products for individual customers, and last year was the highest sales year ever.  Matrix is looking to fill claims leadership and claims management positions with individuals who have empathy for people in distress, the ability to get up-to-speed quickly on individual companies’ offerings, and the critical thinking to evaluate medical and vocational information received from multiple sources.  Benefits include medical/dental/vision, a 401k plan with 4% company match, flexible spending accounts, PTO, and 10 paid holidays.  Matrix’s office is at Peoria Avenue and the I-17.

Check out the <Careers> link under the <Company> tab on their website.

Freedom Financial Network

JD Hasna, Director of Talent Acquisition

Freedom Financial Network provides debt relief and debt education services to borrowers.  The company is looking to mature after several years as a high-growth start-up, all the while retaining an entrepreneurial spirit in an accountable and collaborative culture.  Freedom Financial is located in Tempe at Baseline and the I-10; there are about 1200 associates, and they are looking to grow to ~2200.  Entry level and supervisory jobs are available for customer and loan servicing, negotiation specialists, sales, training, HR, and Salesforce engineers.

Check out the <Join Our Team> link on the website.

NESCO Resource

Kelli Perkins, Area Manager

NESCO Resource is a national temporary staffing and staff-to-hire recruiting firm.  Temporary work enables job seekers to increase connections, test out a company’s culture, and keep skills fresh and sharp.  NESCO offers contractors medical, dental, vision, and 401k benefits and sometimes more benefits which are assignment-specific.  Current openings range from professional (hardware design engineer, technical support, and R&D formulation specialist), to administrative (recruiting coordinator, recruiter, regional administrative assistant, call center supervisor), to industrial (maintenance techs).  Go to the website, and attach your resume.

Resources

Canyon State Institute

John Dvorak, Academic Advisor

Canyon State Institute (CSI) offers in-demand, career-based certifications. Certifications are funded through government-backed grants and are available in many areas including:

  • Microsoft Office
  • Comp TIA
  • Cisco Certified Network Administrator
  • Medical Support Specialist
  • PMI Project Management Professional (PMP)
  • SHRM Human Resources
  • Process Improvement (e.g. Scrum Master, Six Sigma)
  • Digital Marketing Specialist

What sets CSI apart? Small classes (maximum 6 for most programs), career advisors on staff, and the ability to audit the next set of classes while studying to pass national exams.

 

 

10/5/16 – Staffing Agencies Panel

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cc-staffingWritten by: Connie Huber PHR SHRM-CP

Why Use a Staffing Agency in Your Job Search?

At one time or another job seekers have considered using a staffing agency in their job search.  If you are still on the fence in committing to this option, perhaps the following statistics from Stewart, Cooper & Coon will change your mind.

  • 49% of staffing employees report that using staffing services is a way to get a permanent job.
  • 9 out of 10 people who used staffing services, made them more employable.
  • 35% of job seekers who used staffing services were offered a permanent job by the client & 66% accepted permanent employment offers.
  • 9 out of 10 job seekers were satisfied with their staffing company.

Other appealing factors why job seekers should use this option are that staffing agencies can provide connections that job seekers may not have access to, provide support, tips and feedback to job seekers.

For further details please see the article, “How do Staffing Agencies Really Benefit Job Seekers” by Stewart, Cooper & Coon

 Keynote:

“Working with Staffing Agencies“- Panel #1

Moderator:  Kimberly Hall, Goodwill Central AZ Dir. of Donor Development

NESCO Resource:  Kelli Perkins, Area Manager

Derive Talent:  Luis Garcia, President

TEKsystems:  Nick Bielinski, Technical Recruiter

 

Question:  What kind of services do staffing agencies provide?

Kelli:  Don’t like to use the word “temporary” to describe NESCO’s positions, prefer to use “contractor”.  Opportunities include direct hire, and project and seasonal work.  We like to reference “RPO” or recruitment process outsourcing in describing our relationship with employers.

Luis:  Derive does a lot of contract-to-hire positions, contracts run usually 3-6 months.  Employers like to try the candidate out in their role before hiring.

Nick:  Employers are usually balancing internal and contract employees as part of their employee population.

 

Question:  How can a candidate best work with you?

Nick:  The candidate needs to build a strategy with the agency and establish current and long-term goals.

Kelli:  It is to the candidate’s advantage to come prepared to NESCO.  He/she should know his/her desired career, position and the career path for the chosen job.    The job seeker needs to know his/her goals, objectives and aspirations.  By accomplishing these efforts, NESCO can better match current and long-term roles.

Luis:  Candidates need to be direct in dealing with a staffing agency.  They need to be honest and transparent in discussing their desired positions and goals.

 

Question:  Staffing agencies often get a bad rap.  Why do you think this happens?

Note:  The entire panel agreed that staffing agencies often get a bad rap.

Luis:  It is good for the agency to differentiate yourself from others.  There needs to be a clear understanding of the requirements to fill a position.  At the same time, employers need to be honest with the staffing agency.

Kelli:  Often agencies will get a bad rap from the employers and employees as business has evolved.  Many times employers will not provide any feedback.  Best resolution is to have a two way street with honesty and communication.

Nick:  Best way to avoid negative reactions is to provide transparency with candidates and employers.  Relationships need to be established and nurtured.

 

Question:  What types of candidates succeed in working with staffing agencies?

Luis:  There is not really one description for those candidates who are successful.  Those candidates that are “pleasantly” aggressive, involved in the community, active on LinkedIn & Twitter are the most successful.

Nick:  The job seeker needs to have a thorough understanding of what he/she is looking for, knowledgeable about his/her skills, likes and dislikes.

Kelli:  The candidate needs to be honest with the staffing agency and themselves.  In addition, they should be very familiar with their skills.  The first 5 minutes of the initial conversation is when the relationship is established and evolved.

 

Question:  Why did you start working at a staffing agency?

Kelli:  Have my degree in Personnel Management.  My mother was associated with a staffing agency.  In our role, we add value to someone’s life.  My job is not repetitive which is great since I do not like doing things over and over.  I also have an opportunity to meet great people and employers.

Kimberly:  Wanted to work for a staffing agency.  I went into an agency to work as a temporary and left as a recruiter.

Nick:  Originally, I wanted to be a sports agent & went into staffing.  I get joy in being an advocate & helping others get what they want.

Luis:  Like the fact that every day is different.  I am dealing with diverse personalities and cultures with job seekers and employers.  Enjoy finding people jobs.  Remember when I got a gift basket in 1995 from a candidate who I helped get a job.

 

Audience Question:  I applied for a position I was overqualified for.  How do I get the job?

Kelli:  Hopefully, you will have the opportunity to explain how being overqualified can be a plus.  Be sure to give examples how your skill set can be a success in the role and contribute to the bottom line quickly.

Nick:  The employer’s fear is that you will leave when a better opportunity comes along.   Again, explain how you can be a success and that you will stay with the organization.

Luis:  Never lie on your resume.  Be sure to highlight your experience and accomplishments.

 

Audience Question:  Do you coach multiple clients applying for the same job?

Luis:  We do present a candidate for multiple positions, as well as, multiple candidates for the same position.  Feedback from a direct send is about 95%.  Biggest frustration is when the employer does not provide input on how the candidate did during the interview process.

Nick:  Candidates get frustrated with the lack of feedback from employers.  The employer is the one who establishes if multiple candidates will be interviewed.

Kelli:  Employers’ vendor management program is very frustrating.  Relationships are being pushed aside.   Candidates need to be prepared in knowing the positions they are looking for, present themselves positively and with a great attitude.

 

Audience Question:  If you are a mature candidate, are staffing agencies a successful route?

Nick:  It is best to determine those positions that best suit you.

Kelli:  Staffing agencies and employers do not want to see 30 years of experience on your resume.  Doing so leads to quick elimination.  Your goal is to get a face-to-face interview.

Luis:  Share the bulk of your experience for the last 5-10 years.  Filter your experience before going to the client.

Nick:  I will sometimes show the resume of a candidate who got the job to other candidates.

 

“Interviewing and Company Prep” – Panel #2

Moderator:  Kimberly Hall, Goodwill Central AZ, Dir. Of Donor Development

TechFinder: Kristy Back, Vice President, Branch Operations

Adecco:  Michelle Grinberg, Regional Account Manager

Manpower:  Jo Bryant, Talent Acquisition Leader

 

Question:  What should candidates do to build a relationship with a staffing agency?

Jo:  Loyalty to the staffing agency is a key factor in developing a relationship.  Candidates need to be honest and transparent.  Be sure to do what you say you are going to do.  Be punctual and dress appropriately.

Michelle:  Be honest in your dealings with the agency.  Know where you are in the hiring process with potential employers.  Communication is key.  Candidates should use the resources provided by the staffing agency.

Kristy:  The relationship between the agency and job seeker needs to be built on trust and honesty.  Understand the agency is your advocate in dealing with the employer.  Staffing agencies want to update candidates and ask the candidate to do the same in sharing how their job search is going.

 

Question:  How can a candidate best prepare for an interview with you?  What about an interview with a client?

Michelle:   A good way to prepare is to look up the company, position and recruiter on LinkedIn.  Look for common themes and interests.  Seek employees of the employer you are being interviewed with.  Review the job description and your resume.  Prepare accomplishments and skills that relate to the position you are interviewing for.

Jo:  Know the timeline on your resume.  You will need to be knowledgeable about the company and position you are applying for.  Ask the recruiter questions that will give you an overview of the information you are seeking.

Kristy:  It is to your advantage to work your network.  Look for employees you know.  Seek out new happenings about the company, and news & press releases. The candidate should outline key accomplishments & strategies.

 

Question:  Share with us a success story you have experienced at your agency.

Jo:  Candidate came in that had uprooted his family  & travelled a great distance to get a job in Phoenix.  They were financially challenged & living in their RV.  We found him a job in Gila Bend.  Every day his family lived in the RV while the man worked.  Four weeks later he was promoted to supervisor.

Michelle:  Job seeker had recently lost his job.  He didn’t have a car, phone or interview attire.  We bought him interview clothes and a burner phone.  They found the man a job.   He & his family have recently been able to put money down for a house.

Kristy:  Candidate wanted to relocate from the East Coast.  He had recently lost his wife & her illness had financially drained their assets.  The man did not have the money to relocate.  We were able to go back to the employer and renegotiate a package allowing the job seeker to relocate.

 

Question:  How often is too often to reach out to a recruiter?

Jo:  Once a week is minimal.  We encourage candidates to reach out 1-2 times per week.  After the third week of trying to determine the status of a recent interview, the candidate should ask if the job is still available.

Michelle:  A lot depends on what the recruiter shares with the candidate.  The job seeker should ask the recruiter when is a good time to contact him/her & how to communicate; phone or email.

Kristy:  Be sure to follow up with the recruiter after the job interview.  The candidate & recruiter should clarify expectations.

 

Audience Question:  How do you get paid?

Jo:  Our business includes temporary, direct hire & contract work with employers.  The rate depends on experience and the actual job.  The job seeker should share what he/she is looking for.

Michelle:  Everything changes with the new year.  Compensation depends on the work and candidates.

Kristy:  There is never a charge to the candidate.  The employer pays the fee and hours worked by the contract employee.

 

Audience Question:  How do you get a competitive edge to find the best clients for your customers?

Jo:  Branding is key.  Manpower has been around for many years.  They provide funding for training programs for its employees; including college.  Scholarships are made available.  Employees are able to go to school & work at the same time.

Michelle:  Our people are outstanding & dedicated.  We are a team in name & function.  Adecco thrives with its relationships with different employers.

Kristy:  Our niche is IT and Human Resources.  We are very purposeful & strategic with our clients.  TechFinders is known for it close working relationship with clients.

 

Audience Question:  How does a job seeker continue their job search and work a temporary job in the interim?

Jo:  The job seeker should be placed in a job that allows flexibility for interviews.  It is not best to place the candidate in a temporary job that may offer possible employment.  We help the job seeker find a permanent role or next assignment.

Michelle:  It boils down to good communication.  The job seeker needs to share his/her goals & expectations with the recruiter

 

Resources

Canyon State Institute

Sheri Carparelli, President/CEO

Sheri is responsible for establishing Canyon State Institute and developing it to an outstanding education venue in the Phoenix area. Canyon State Institute has locations in Phoenix and Chandler. Various certification programs are offered through Canyon State Institute that allow professionals to increase their marketability, increase success when employed, stay competitive in a changing job market, and experience growth opportunities with high demand certifications. Some of the benefits of attending CSI are small classes (limited to 6 for most programs), short term (4-16 weeks in length), graduates are encouraged to audit classes while studying to pass national exam, instructor-led only classes and career and business development specific to the labor market. Certification programs include varied IT certifications, Project Management, CCMA, ASQ Lean Six Sigma Green Belt and SHRM Professional in Human Resources. Canyon State Institute offers job placement assistance through Career Advisors available at the Career Service Center. Call 602-266-6630 for a tour or visit them at the CSI website.

 

Closing

Jian Boldi closed the meeting by thanking North Phoenix Baptist Church and the volunteers.  The next Career Connectors’ meeting will be in Scottsdale on Thursday, October 13, 2016 and features Greg Harnyak as speaker for the topic “The Key to Improving Your Job Search”.  For additional information on this event and future events, please visit the website.

4/6/16 – Salary Negotiation – Make More Money

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Written by: Connie Huber PHR SHRM-CP

DO YOU NEGOTIATE INITIAL EMPLOYMENT OFFERS?

If you don’t negotiate, you are not alone. According to a recent study completed by CareerBuilder, it was determined that 49% of job candidates never negotiate initial job offers.
Did you know not only are you financially limiting yourself currently but also long term? In their paper “Who Asks and Who Receives in Salary Negotiation,” researchers Michelle Marks and Crystal Harold found that employees who negotiated their salary boosted their annual pay an average of $5,000. According to Marks and Harold, assuming a 5% average annual pay increase over a 40-year career, a 25-year old who negotiated a starting salary of $55,000 will earn $634,000 more than a non-negotiator who accepted an initial offer of $50,000.
In addition to the financial impact on your career, there are impressive reasons to pursue negotiating during the hiring process. The Huffington Post shared in its post “5 Reasons Why You Should Negotiate Your Salary Every Time.” As noted previously, negotiating your salary gets you a lot more income over time; negotiating your salary helps to close the pay gap; negotiating your salary shows an employer that you know your value; and you’ll never get what you want unless you ask.

Keynote

SALARY NEGOTIATION-MAKE MORE MONEY

Jack Milligan SPHR GPHR, @LMAAZ

Jack’s expertise in salary negotiation is supported by his impressive professional endeavors in human resources. He has been the organization’s representative spearheading those negotiations on a number of occasions for different employers.

THE EMPLOYMENT PROCESS
Jack reminded us that while many things in our professional lives have changed, the employment process has remained the same. The process begins with the employer creating a vacancy followed by the employer posting/advertising/networking, screening, interviewing, selecting a short list for secondary interviews, performing due diligence in conducting references, making an offer, and the employer and new employee living happily every after.
But do the employer and new employee live happily every after? Sadly, the answer is no. Today’s workforce has evolved to all jobs being viewed as temp jobs and not forever as in the past.

NEGOTIATING IS AN ART
• You can get better at it with practice.
• Negotiating your salary is intensely personal.
• You are served best by maximizing your offer.
• People don’t ask, they accept.
• It never hurts to ask.
• You begin to negotiate when you get the offer.
• Remember there is no failure in negotiating.

WHY CANDIDATES REFUSE TO NEGOTIATE
• Most don’t think they have leverage.
• Most are so “hippy-dippy happy” to have an offer.
• Most people don’t ask for more… they accept what is offered.

IN FACT
• 75% of people who could negotiate their offers, don’t. They accept what is offered.
• Of the 25% who do not negotiate, most of them do it wrong.
• 3 legitimate channels of salary negotiations.
Ultimatum 9%.
Demand 10%.
Requestive 10%.
The main difference between the 3 channels is how reasonable the candidate is in negotiating.
• Jack shared he has worked with 25,000 candidates that have been requestive in asking for what he/she wants for salary.
• Only about 10% of job seekers getting job offers who could negotiate go into the requestive channel.

IT NEVER HURTS TO ASK
• As we all know there are good ways and bad in getting what we want.
• There is an ART of “APPROPRIATELY ASKING.”
Avoid ultimatums and demands.
• You should be making REQUESTS!
• As a reminder, you will not lose the job when asking in a requestive manner.

REQUESTIVE CHANNEL NEGOTIATION (RCN)
• Does not work on all jobs.
• Jobs are classified as either rated or ranged. Hourly/nonexempt jobs are rated while exempt are classified in salary/ranges.
• Most jobs have a range.
• As a reference point, there are 310 million people in America and 150 million in the labor market. Most workers are employed in jobs that have a range.

3 LEGITIMATE CHANNELS OF SALARY NEGOTIATION
• Ultimatum: (!) 5% of candidates use this channel and 70% fail at doing so. This channel is excessive in both amount and attitude; creates lasting
negative impression and has about a 30% success rate. An example would be “Thank you for the $90K offer, it is going to take $120K to get me to move”!
• Demand: (.) Is more sincere and reasonable in amount and attitude. States a specific amount, leaves negotiation choice up to the employer, allows walk-away without counter. 70% are successful. “Thank you for the $90K offer, I need at least $100K.”
• Requestive: (?) Asks a question, implies flexibility, creates negotiable environment, makes positive impression, requires a response. Zero risk. 91% successful in getting something tangible. 9% get at least peace of mind. “Thank you for the $90K offer, do you have any flexibility in that offer?” You are asking for room to negotiate and/or wiggle room.

Jack shared many more tips about how to appropriately negotiate your job offer. He conveyed that it never hurts to ask, and asking is the only way to maximize your compensation.

HIRING COMPANIES

Banner Health
Shaun Gustafson, Executive Recruiter

Banner Health is one of the largest private employers in the area and growing very quickly. Banner is nonprofit and committed to its mission “To make a difference in people’s lives through excellent patient care.” Its values and core behaviors define the culture of Banner Health and how these values are demonstrated through actions and behaviors. The values include “people above all, excellence, and results”. Banner’s total rewards program includes competitive salaries, great medical insurance, 401K and growth opportunities.

In addition to the traditional needs for doctors, nurses, therapists and pharmacists, there are openings for employee relations consultants, recruiters, risk management professionals, database analysts, IT security consultants, pr/communications staff, contracts administrators, chaplain, practice manager, and financial analysts. To apply, explore their website.

Northwestern Mutual
Jessica Bowles, Director of Recruitment & Selection

Northwestern Mutual has 3 offices in the Phoenix area: Biltmore, Chandler and Tucson. Northwestern is known as the “policy owners’ company”. The company began in 1857 in Milwaukee, Wisconsin with offices in all 50 states. The array of financial products offered at Northwestern Mutual includes mutual funds, disability insurances annuities and life insurance. It is an industry leader with the highest awarded ratings from all four major agencies. Northwestern Mutual’s mission is to “impact lives with great purpose”.

The culture and workplace maintains a supportive team environment, capable and encouraging leadership, personal values aligning with company values, active commitment to community and a client-focused, “do what’s right” philosophy.
Current opportunities in the Phoenix area include marketing assistant, administrative assistant, recruiter, campus recruiter, financial representative/advisor and assistant financial representative. Northwestern Mutual likes to get referrals! For an opportunity with Northwestern Mutual, please start here.

Modern Industries
Patrick Frazier, HR Manager

Modern Industries is a private company and has been held by the same family for two generations. The organization is a manufacturing facility specializing in the Aerospace, Semi-conductor and Medical Industries. Modern is a family-oriented workplace that understands the importance of open communication, flexibility and good work/life balance.

Benefits are generous for the company’s employees. They include major medical, dental, vision, company paid short and long term disability insurance, as well as, life insurance; 401K and paid time off.

Current opportunities include manufacturing cost accountant, production control scheduler, commodity manager-metals, cmm inspector/programmer, visual inspector & packager, chemical technician, anodizer, cnc mill operator, cnc lathe operator and brush plater. If interested, visit Modern Industries’ website employment tab.

 

Resources

Arizona@Work, City of Phoenix
Waleed Alani, Employment Specialist

Waleed shared with the group the latest unemployment statistics. There are currently approximately 68,428 available jobs in the Phoenix area. The numbers are down a little due to the quickly approaching summer months and election. Opportunities include retail, hotel management, project management and nurses. Some of the top skills being requested are bilinqual, quality assurance, IT networking, quality control and IT networking project management. A sampling of hiring employers include Banner Health, Honor Health, CVS Health, Dignity Health, Pizza Hut, United Healthcare, Bank of America, Well Fargo and Oracle.

Waleed enlightened us with 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. Phoenix Workforce Connection Seminars include: Arizona Workforce 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. Level 1 Package; Skills Match the Job Market is for 3 days and 3 hours. 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. The Level 2 Package; Research Ways to Higher Wages is a 2 day seminar. Attendees will obtain a better awareness of their career and personal skills along with a discussion of skill gaps and training options. For more details on the Skills Development Packages, reach out to Waleed at 602-255-4628 or waleed.alani@phoenix.gov.  If interested in a job with the state of Arizona or City of Phoenix please go to Arizona Job Connection.

Canyon State Institute
Sheri Carparelli, President/CEO

Sheri is responsible for establishing Canyon State Institute and developing it to an outstanding education venue in the Phoenix area. Canyon State Institute has locations in Phoenix and Chandler. Various certification programs are offered through Canyon State Institute that allow professionals to increase their marketability, increase success when employed, stay competitive in a changing job market, and experience growth opportunities with high demand certifications. Some of the benefits of attending CSI are small classes (limited to 6 for most programs), short term (4-16 weeks in length), graduates are encouraged to audit classes while studying to pass national exam, instructor-led only classes and career and business development specific to the labor market. Certification programs include varied IT certifications, Project Management, CCMA, ASQ Lean Six Sigma Green Belt and SHRM Professional in Human Resources. Canyon State Institute offers job placement assistance through Career Advisors available at the Career Service Center. A number of financial options are offered for students such as Arizona@Work, Trade Act Agreement (TAA), GI Bill approval, Partnership with Western International University and Mountain America Credit Union. Call 602-266-6630 for a tour or visit them at the CSI website.

Closing

Jessica Pierce, Executive Director, closed the meeting by thanking North Phoenix Baptist Church and the volunteers. The next Career Connectors meeting will be in Scottsdale on Thursday, April 14, 2016 and features Lisa Phalen as speaker for the topic “Identifying the Best Career for You.” For additional information on this event and future events, please visit our event schedule.

3/22/16 – Get the Job Fast: How to Find a Great New Job in Half the Time!

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Written by James Tousek 

Career Connectors is all about networking your way to a new career. I love attending these events because first and foremost it forces me to get up, get dressed, and get out of the house. Maybe some of you can relate! I have mentioned in a previous blog that I am an introvert, so attending these events takes some courage for me. Once I am here though I forget I am an introvert because the staff, volunteers, and attendees make us all feel so welcome.

Welcome & Intro

Jessica Pierce, Executive Director of Career Connectors, kicked off the event by inviting us to get up and meet 3 new people we have not met yet. Afterward, Jessica discussed Career Connectors’ core values, and mission including a success story of a participant who just accepted a great job in HR as a result of her networking through Career Connectors.

Keynote Speaker

Get the Job Fast: How to Find a Great New Job in Half the Time!
by Dave Sherman 

It is all about networking, and our keynote speaker Dave Sherman shared his story of transition from a successful entrepreneur and businessman, to out looking for new opportunities after the Great Recession in 2007. Dave Sherman has been a professional trainer, speaker and best-selling author for the past 20+ years. Throughout his training and speaking career, the following words have been used to describe Dave: Empowering, Uplifting, Motivating, Entertaining, Invigorating, Passionate, Amazing, Hysterical, Fantastic, Dynamic, Genuine, Personable, and Authentic.

He is a subject matter expert in the following topics: networking, marketing, sales, public speaking and career transition. Dave gave his audience some “tough love” along with some indispensable tips which are both motivating and practical.

Tip #1 – Get Out of House

  • Stops the voices! (that internal critic)
  • Maintains a networking routine
  • Promotes socialization
  • Go to a coffee house, restaurant, library, (any where there is internet)

Tip#2 – Hang out with employed people

  • Hang out with people that have jobs, those are the people that have the most active connections that can help you find a new job.

Tip#3 – Join more networking events 

  • Chambers of Commerce
  • Associations – Dave suggested if you cannot afford to attend association meetings, call them and let them know you are in transition and ask the Director if they will let you attend for free or at a discounted rate. Also, ask if they need help and volunteer – you just have to get in the room!
  • LinkedIn – spend at least 30 minutes a day on LinkedIn, send every 1st level connection an In-Mail: “Hi [Name], we are first level connected and I am reaching out to you to ask if you know [Hiring Manager Name] with [XYZ Company]. I just applied for the {position} there, and I was hoping you would be so kind as to send him/her an in-mail recommending me for an interview. Thank you in advance for your help! 
  • Business Groups
  • Networking Groups
  • Career Transition Groups

Tip#4- STOP LOOKING FOR A JOB! (when attending events)

  • Be Genuine
  • Smile
  • Be likable
  • Be interested, not interesting….
  • Do not go to events “looking for a job” – instead be interested in others – make connections
  • Find commonality- ask a lot of questions – Hometown? Hobbies? School? Family, Friends?

Tip#5 – Four most important words – WHO DO YOU KNOW?

  • Ask everyone!
  • Be Specific – not, “I want to get into IT” , or, “I want to get into management” {too vague}
    • I want to get into IT, specifically Network Administration at WellsFargo, who do you know there?
  • Use WHO DO  YOU KNOW all the time
  • Don’t give up

Dave closed by saying he knows where we are, and he knows it’s hard. I appreciated his tough love at the beginning of the presentation when he said, “stop whining and stop complaining about the situation and get out of the house and do something about it!”

Hiring Companies

Intel
Gil “GW” Williams, Lead Talent Manager
@Intel

Intel, founded in 1968, created the world’s first microprocessor in 1971 and is now the world’s innovator in processing technology. Gil enlightened us on other industries we do not often think of where Intel has had an impact on our lives,  such as check out scanners at retail stores, and technology at the airport. Intel offers a 4 week PAID sabbatical after 4 years of service, and exceptional medical, dental, vision, retirement benefits. Intel has a variety of openings, most of which are engineering related.

Staffmark
Wendy Kasrawi, Branch Manager
Jessica McGrath, Practice Director
@Staffmark

Staffmark is one of the largest staffing firms in the US. The company places 40,000+ temporary workers weekly. The average tenure of Staffmark’s top 20 clients is approximately 13 years. The Phoenix group has been in operation for 20+ years and has local expertise with direct and temporary hires. The team caters to professional services, call center, and administrative positions. Contract employees are offered a benefit package including medical, dental, vision, life and disability coverage; immediate entry to 401K; and holiday pay. Open positions are available for direct hire and contract positions. Direct hire opportunities include Recruiter-40k-45k plus commission; Financial Advisors; Research Associates-35k-40k; and Sales Assistant-30k. Contract positions are:  Inside Sales-$18.75 per hour; Contract Recruiter-$40-$45 per hour and OSP Engineer-$16-$20 per hour. If you work for Staffmark as a contract worker, the company offers benefits.

State Farm
DeAnne Prigmore, Recruiter
@State Farm

The State Farm mission is to help people manage the risks of everyday life, recover from the unexpected and realize their dreams. State Farm is building a 2 million square feet campus in Tempe by ASU and will house 8,000-10,000 employees. It will consist of four buildings and house varied retail outlets along with restaurants and fitness center. The organization has great benefit offerings including a pension plan and base salary plus commission. A sampling of open opportunities includes entry-level positions such as Claims Associate for Initial Loss Reporting, Express and Interpretation Representative, Customer Care Service and Sales Representative. Also, Bank Support Representative, Loan Representative, and Mortgage Loan Processor. Systems/IT opportunities include Data Scientist, Infra Analyst-Network, Object Oriented Software Development. To apply visit their website.

Freedom Financial Network
Nicole Durkin, HR Business Partner
@FreedomFamily

“We transform clients’ lives–help along the road to financial freedom.” Launched in 2002, their mission is “to provide financial solutions, services and education enabling consumers to resolve their debt and achieve financial freedom.” There are 980 employees and locations in San Mateo, CA and Phoenix, Arizona. Freedom Financial Network is growing! Benefits include medical, dental and vision along with vacation, paid holidays and four hours off on your birthday! Available positions include Account Executive (with no cold calling, the leads come in), Legal, Business Intelligence, Product Management and Technical. An extra perk is the Freedom Family Fund. Employees can pay $3 to wear jeans on Friday then the company pays $6 into a fund that goes right back to employees in their time of need.

For more information: freedomfinancialnetwork.com/jobs

Resources

Canyon State Institute
Sherri Carparelli, President & CEO

Canyon State Institute  was started in April of 2004 as Data Entry Institute by Sheri Carparelli, who is the President/CEO of CSI. Sheri has over 35 years of employment services experience in the Phoenix area.  CSI’s reputation is very strong within the business community, employer contacts made over the years and the associated membership organizations.  The training is up-to-date and constantly changing to meet the needs of employers.  They offer high demand certification training in the industries that require national certification for employment consideration.

CSI maintains small classes in a non-customary classroom setting.  All of the instructors are certified with experience in their field of instruction. They offer hands-on training with 100% instructor-led programs.

Call 602-266-6630 for a tour of either of our two facilities, whether you reside closer to downtown Phoenix or in the East Valley.

  • Different programs include:
    • Microsoft Office
    • Medical Support Specialist
    • Information Technology
    • Project Management
    • Human Resources
    • Process Improvement
  • All courses lead you to taking and passing a certification exam.
  • All of their programs are high demand.
  • Includes career service center.
  • Funding available through:
    • WIOA
    • Veterans
    • DES Vocational Rehabilitation

For more information: canyonstateedu.com

Closing

Jessica thanked everyone for attending today’s event, and mentioned we can get connected and join the conversation through LinkedIn Career Connectors, Facebook Career Connectors page, and twitter @careerconnected, as well as www.careerconnectors.org  where you will find valuable resources like a FREE DISC behavioral assessment, event recaps, upcoming events, LinkedIn Basics, job boards, and much more.

Career Connectors is seeking volunteers in the following areas:

  • Photographers
  • Writers
  • A/V Support
  • LinkedIn Coaches

Go to www.careerconnectors.org/volunteers for more information.

2/11/16 – DISCovering Your Unique Value

by

Written by Kevin Spear, MBA: @kevinhspear

Opening

Jessica opened the session. Last week at the North Phoenix event, her husband, Mark took a selfie of the group. He got a great picture of everyone else… but only got the top of his head.

We don’t always do selfies, and they are not mandatory. So if that’s not your thing, relax!

Jessica reminded us there are some good connections and possibilities online, but there is nothing like the one-on-one you get when you get out of the house and network. You never know which connection at Career Connectors, or another networking event, will lead to your next job.

Keynote

Sandi Ashton, @SandiAshton
DISCovering Your Unique Value
OptimizingExcellence.com

Sandi is Vice President of the Career Connectors Board of Directors and has been vital in its development.

In 2003, Sandi found herself in a similar position many of us have been in. She was asked to resign from her company. They didn’t have a reorganization or a layoff. They wanted someone with an accounting degree and she didn’t have one. She felt at the time she lost so much, but it was the best thing that happened to her.

She now realizes her former role was not in harmony with her personality. In her last job, she was so stressed, pressured to overachieve, and be aggressive. That wasn’t her. Recently, she retook the DISC profile and now sees that her professional roles are in harmony with her personality.

Understanding yourself is critical, both professionally and personally. She gave an example of when she and her husband were going through a stressful time. Their personality and communication styles are different. It wasn’t until they both took the DISC test and acknowledged their differences that the problem was solved.

What is the DISC assessment?

  • Basis for understanding yourself and others
  • Theory of behavior styles
  • It allows you to develop strategies to meet your development goals and find the ideal workplace.
    • Your self-awareness will guide them to understand who you are.

But it is only part of your whole person. A Total Person Analysis involves the following:

  • Essence (soul and spirit)
  • Behavior (DISC Assessment helps measure this)
  • Skills
  • Values
  • Intelligence (IQ)
  • Emotional Intelligence (EQ)

There are four styles in the DISC Assessment:

  • Dominance = Problems/challenges
  • Influencer = People/contacts
  • Steadiness = Pace/consistency
  • Compliance = Procedures/constraints

Next, we went over our individual DISC profiles. If you haven’t taken one since January 15, 2016, you can take a free test through Career Connectors at this address.  It’s a new format, and worth retaking if you’ve done it in the past.

Sections of the DISC profile report:

  1. Your key competencies and preferred work style
  2. Your problem-solving and decision-making skills
  3. Your communication style
    1. If you’re having a breakdown in communication, this section will help you pinpoint why it is happening.
    2. This will help in your personal life as well as professional life
    3. File this away and use it when you are once again employed
  4. Your value to the organization will help you sell what you can contribute to the company
    1. Use them as talking points to form your success stories
  5. Communication:
    1. Flexibility and the ability to interpret the needs of others is the mark of a superior communicator.
    2. Identifying someone else’s behavior helps you communicate effectively with that person.
    3. You can identify DISC styles by sight.
    4. Tone of voice can also give someone’s style away.
    5. Use these discovery questions to determine a person’s personality and preferences:
      1. What do you do for a living?
      2. How did you get into that profession?
      3. Why do you like what you do?
      4. Are you originally from the local area?
      5. What do you like for fun?
  6. Ideal environment:
    1. Are you in an enjoyable or frustrating environment?
    2. What environment will you feel at home with?
  7. Perceptions
    1. How do you see yourself?
    2. How do others see your behaviors?
  8. Descriptors
    1. Your preferences for solving problems and meeting challenges
    2. How you influence people
    3. Response to rules and procedures set by others

Remember who YOU are matters. Your unique value makes a contribution no one else can.

Remember to take the free DISC assessment through Career Connectors.

Hiring Companies:

VIXXO (Formerly First Service Networks)
Heather Kitsko, Senior Recruiter

It’s the first time they can publicly announce their new name.
They are a leading technology-enable asset management and business insight company

  • They have 1,000 associates and fifteen locations.
  • Headquarters are in Scottsdale
  • For seven years, Inc. Magazine named them one of America’s fastest-growing private companies.
  • Their purpose is to keep the world’s business running smoothly so the brands you love continue to inspire.
  • Their goal is to anticipate disruptions in equipment and fix them before they break down.
  • They’re going to an Agile management throughout the company
  • The site: www.vixxo.com is now live

International Cruise & Excursions, Inc,
Jason Brambier, Corporate Recruiter
@ICE_Careers

  • Their headquarters are in Scottsdale
  • They are a large travel brokerage serving the cruise industry and other travel companies.
  • How do they work?
    • Call former cruise customers and offer cruise discounts.
      • The customer gets a year to decide details when they take a discount.
    • Customers also call ICE to make plans for their next cruise.
  • Median wage is $55,000 annually
  • Voted Best Place to work in Phoenix Business Journal 2013 and 2014
  • Benefits:
    • Discounted travel 50%-75% off cruise packages
    • Free trips for top performers
  • Nonsales jobs include:
    • In-house counsel
    • Telecom analyst
    • Branding Strategists
    • Director of Digital Lead Generation
    • Data entry
    • Web designer/developer
    • Accounting Clerk

For more information: www.iceenterprise.com

All About People,
Meredith Hall, Sr Account Manager
@allaboutpeople

  • It is a full service Hiring Organization.
  • Founded in 2002 and is one of the fastest growing companies according to Inc. Magazine.
  • They have positions locally as well as across the nation.
  • They hire for:
    • Contract
    • Temporary
    • Full-time
    • Executive Searches
  • They do coaching with their candidates so you can be presented in the best light.
  • They have a great breadth of companies they work with.
  • They opened ten locations across the nation in the last year.
    • They are in most major markets.
  • They have a high offer acceptance-98%of offers extended to candidates get accepted.
  • They have several open positions from higher level to data entry:
    • Sales Positions
    • They have city and state contracts in the area.

For more information: www.allaboutpeople.net

Freedom Financial Network,
Linda Luman, VP HR
@freedomFamily

Linda experienced a layoff last year, so she knows what it is like to be without a position. She emphasized the importance of networking. She said, “Before you leave today, be sure you network with three to four people. Someone that you least expect may connect you to someone that changes your life.”

  • Freedom Financial helps people transform their financial lives.
    • They serve people who experience debt and are being harassed by collectors.
    • Freedom Financial helps the customers to consolidate, reduce debt and fix their debt situation.
  • It was founded in 2002 when Stanford classmates were experiencing too much debt.
    • Today, they have over 1,000 employees.
  • Their locations are in Tempe and San Mateo, California.
  • They don’t believe their values belong on a wall but in the hearts of employees.
  • But one value that stands out is compassion. They can train everything else, but either you care about people or you don’t.
  • They’ve been recognized by Phoenix Business Journal as a Best Place to Work winner.
  • Benefits:
    • They have a recognition program.
    • Volunteer day for an organization or a worthy cause.
    • Monthly appreciation lunch
    • Freedom Family Fund gives the ability to help coworkers.
    • They celebrate employee’s birthday with four hours off.
  • Some positions include:
    • Account Executives
    • Compliance Analyst
    • Business Intelligence Analyst
    • Product Managers
    • Senior Software Engineers
    • 32% of positions filled are through internally
    • Over 50% of positions filled externally are through referrals

For more information: freedomfinancialnetwork.com/jobs

Resources:

City of Phoenix Workforce Connection
James Jones, Career Advisor
@CityofPhoenixAZ

James works out of the North Phoenix office. They are planning to make all locations offer the same programs in the coming weeks.

They offer Skill Development Packages:

  • Phoenix Workforce Connection Seminars – Public
    • They have mock interview labs that help you polish your skills and figure how you can improve your presentation.
    • Job Clubs allows you to network with other people.
    • 21st Century job search seminar
  • Level 1 package: Skills that match the job
    • 3 + 3 Package: Three days and three hours to get a job
    • This is if you are marketable and don’t need any training
  • Level 2 package: Research Pathways to Higher Wages
    • Personal and career awareness
    • Determine if you need additional training
  • Arizona Job Connection
    • Helps you get access to 50,000 positions.

The current Phoenix unemployment is 4.7%! It’s a good time to find a new job!
They are changing their name to Arizona at Work next week

One piece of advice James has is to be happy and do the things with family to build happiness. Employers will notice your demeanor.

 

Canyon State Institute
Sherri Carparelli, President & CEO

Sherri recommends going to all three Career Connector events through the month. Each one is unique and gives you more networking opportunities. Then she reminded us when you are unemployed, you are eligible to receive a grant for certification and education.

  • They are the only locally owned certification company in the area.
  • They have locations in Phoenix and Chandler.
  • Why get certification?
    • Defines your knowledge
    • Increases your marketability
    • Enables you to answer what you have been doing while unemployed with a positive answer.
  • Different programs include:
    • Microsoft Office
    • Medical Support Specialist
    • Information Technology
    • Project Management
    • Human Resources
    • Process Improvement
  • All courses lead you to taking and passing a certification exam.
  • All of their programs are high demand.
  • Includes career service center.
  • Funding available through:
    • WIOA
    • Veterans
    • DES Vocational Rehabilitation

For more information: canyonstateedu.com

Closing:

Jessica Pierce reminded us If you haven’t taken your DISC assessment in the last ten days, be sure to take it again because it has changed.