Career Connectors

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Coder Camps

11/16/17 – Think Like a Hiring Manger and Land the Job

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Written by Miriam Spinner

If your ship doesn’t come in, swim out to meet itJonathan Winters

Think Like a Hiring ManagerLooking for a new job is like looking for the right partner.  The process is fraught with frustration, empty mailboxes, and uncomfortable first time face-to-face conversations.  What can be more challenging is the waiting, maybe even months, for a response.  A final gut-wrenching rejection can take you to a downward spiral of feeling unwanted, heartbreak or disappointment.
The good news is if you understand how the recruitment cycle works, and you think like a hiring manager, you can proactively manage the process.  You will learn to face setbacks with ease, and deal with those crushing moments.  So don’t wait for the ship to come in, but rather swim to it by learning techniques and tricks, and land your dream job!

Keynote

“The lights literally went out”, and at that moment Jessica Pierce, the keynote speaker, knew she was out of a job.  Jessica knew about recruiting from her ten years working at Intel.  She wanted to help people write resumes, and her passion was to volunteer.  She went to her church, and they gave her a room to offer resume advice.  This marked the beginning of what is known today as Career Connectors.
Recruitment Life Cycle
“How can you put your brain inside the brain of people that are hiring?” Jessica asks the attendees.  First, learn about the Recruitment Life Cycle.  There are multiple screenings that take place.  Candidates do not realize that there are many steps, and it could take up to 6 weeks to receive a response.  The cycle depends on the individual company.  One attendee shared that she had nine interviews.  They want to be sure they are hiring the right person.  And, if you receive and offer, don’t respond right away.
How Companies Find You
Job seekers typically begin their search with online postings and boards.  You apply for 100 openings, and you receive no response.  Recruiters start with people that they know, and they like.
Tip:  Get in front of the hiring manager.
Referrals
Employers offer attractive referral programs for the following reasons:
• The employer liked you, so you probably know someone that has a similar work ethic. • Save money on the recruiting expense• Different pool of candidates, and outside the recruitment systems
Tip:  We love to work with people we like – Be Likeable
Job Boards
Recruiters receive thousands of applications through job boards.  They enter key words so although you may be a perfect match, this channel is a matter of chance. Indeed is a job board that crawls all the sites, but there is a time delay.
LinkedIn
Recruiters use LinkedIn to gather information about you by reviewing your profile.  They can learn about your interests and groups, in addition to your competencies.
Tip:  Make sure you connect with the company and the employees.  Think about the companies that interest you.  List about 10 target companies and document ways to connect with them.
Facebook
Facebook is used for employer branding. Use Facebook to learn more about the company and the latest information.
Competencies
Recruiters are asking themselves,  “Do you have what we need to fulfill this job?” They are thinking about what the candidate can bring to them immediately.  They are not teaching you, so avoid using terms such as “I can learn”, or “I don’t know”.  Figure out ways to connect your skillset to what they need.
Jessica used a marketing example to illustrate how to connect your skills to their need.  You can adapt Search Engine Optimization (SEO) or social media experience in one industry to a different industry.  Showcase your skillset even if it is not a direct match. Think about how you can apply your skills, your accomplishments, and tell them what you did.  An example is “tell me about a time you were able to manage a successful project?”.
You might also consider training, writing a blog, writing an article, volunteering or helping a business owner to acquire new skills sets.
Character
Jessica asked the audience “Do you have the behavior style to succeed in a particular company?”.  At Google, for example, their values might be flexibility, and jeans attire vs. at IBM they might have more structure and a more formal dress code.  Know who they are, and know who you are.  The DISC assessment will help you understand who you are, and it is a free resource.  Other assessments are Predictive Index and Myers and Briggs.
Tip:  Know the company, your competency, and your character.
Chemistry
You can have all the right competencies and character traits, but chemistry is the hardest since it is a gut feeling.  Jessica reminds us of the importance of listening to our gut, and if something doesn’t feel right, be nice and wrap it up.
Handshake
Try the handshake exercise that Jessica offered to the audience.  Match the handshake style with the person that initiates the handshake.  If the handshake is light, respond light.  If you receive a hard handshake, respond in kind.
Know your Employer
Be prepared, arrive 5 to 10 minutes early.  Be familiar with company news and initiatives such as a food drive.  Drive to the location, and notice what the employees are wearing.  Your attire should be one step above it.
Social Media
Make sure there are no controversial comments such as political statements.  Candidates were not hired due to social media comments.  As an employee, you are a representative of the company.

Hiring Companies

USAA
Krista Ambrosino, Employee Relations Advisor
Krista’s mom worked at USAA, and her excitement was passed on to Krista.  Krista received a large reimbursement for her Bachelor and Master’s tuition expenses.  USAA employees love talking about the mission.  They are grounded in it.  USAA is the provider of choice for military families.  USAA sponsors volunteer events on site.  There are 16 paid volunteer hours.
The business is financial ranging from mortgages and financial advice to banking.  The headquarters office is in San Antonio, Texas.  There are 4,000 employees in the Phoenix office.
They are looking for successful results in a strong academic program, passion for growth, military service, shared core values and knowledge of financial services.
Current openings are in auto insurance sales and service representatives, mortgage processor, auto adjustor and bodily injury professional.  Other openings include software engineering.  Go to USAAjobs.com  and setup a key word search for a full view of openings.

Atrilogy Staffing Solutions
Rodney Rihela, VP Sales & Recruiting
Rodney encourages you not to be frustrated with the process.  Atrilogy was established in 2000, and is a privately held information technology consulting and staffing firm.  The headquarters office is in Irvine, California.  There are 45 internal employees, and 150 consultants.
Atrilogy believes in embracing technology.  Digital or recorded interviews using web cams are upcoming new ways to screen applicants.  The advantages are managers and candidates can conduct the interview at their leisure.  Southwest Airlines currently uses this method.  You need to make sure the lighting is right, and the technology works.
They currently house 238,000 resumes, and 20 recruiters are working on 75 jobs at any time.  Reach out to their recruiters on LinkedIn for status.  The opportunities are contract, contract to hire or direct hire.  Current openings are in Quality Assurance Analysts, Developers, Software QA Testers, Oracle Engineers, Scrum Masters and Programmers.
Go to http://atrilogy.catsone.com/careers for current opportunities.

Dream Center Education Holdings
Jonathan Tummavichakul, Talent Acquisition Specialist
Dream Center Education Holdings is moving toward a nonprofit center.  Their three brand offerings are Argosy University, South University, and The Art Institutes system of schools.  They prepare employees to make an impact through relevant education. Their degrees range from behavior health, nursing, information technology to culinary and fashion.
The Phoenix campus is located at I-17 and Dunlap.  The administrative offices for online programs are co-headquartered in Chandler.  A full tuition grant is a benefit to you and your family.
Open positions include Business Analyst, VP Marketing, Academic Counselor, Admissions Manager, HR Generalist, Talent Acquisition Recruiter and many faculty teaching opportunities. Other jobs open include on the phone – entry level with no experience. Go to the website for other opportunities.

Coder Camps
Jason Jones, Sr. Admissions Advisor
Coder Camps is available to a student that wants to learn web and software development.  Their approach to teaching assumes the student is a beginner.  It is fast paced, and you lean on the students around you for additional help.  Jason’s wife participated in the program, and she is killing it!
There are 250,000 vacancies in the industry, and a 2% unemployment rate.  The average annual compensation entry level is $ 60,000.

Closing

Sheila Coulam, Director of Programs for Career Connectors, closed out the meeting by reminding the attendees that no-cost employment resources are available at Goodwill Career Services.  Additional services are also available during breakout sessions to help with resumes, LinkedIn profiles, education, professional photography shots, and career and financial coaching.  Online resources can also help with a DISC  assessment, or additional information through the event recap blogs.  Be sure to download your professional portrait.
The next Career Connectors event is in Gilbert on November 21rst, featuring Tom Gammon on the topic, “Seven Simple Things for Career Transition”.  View the calendar more detail on upcoming events.

A message to leave you with as you embark on the at times not-so-fun journey:
Just like the swimmer learns new techniques to land on that ship, you too can get out there and adapt the practices that you learned today!

 

 

10/11/17 – Lost My Job, Now What

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Lost Your Job Now WhatWritten by Susan Lamphiear

When everything seems to be going against you, remember that the airplane takes off against the wind, not with it. Henry Ford

No doubt about it. Losing a job– being in career transition—takes its place right up there with some of life’s most difficult challenges. At times it can feel like it’s literally sucking the breath from you. But it helps to realize that others, having traveled this particular part of the storm, have not only lived to tell about it, but have come through this particular storm stronger and ready to tell their story.  And ready to share what they’ve learned. Like the airplane, they’ve taken off against the wind.

Consider the message from the Broadway musical Wicked, Defying Gravity: “It’s time to try defying gravity. I think I’ll try defying gravity. And you can’t bring me down” as you consider our keynote’s personal story and her advice.

Keynote

Naomi Buckta has been in your shoes.  She feels your pain. She, too, has experienced job loss.  The good news is she came out stronger on the other side and shares her tips for getting through the storm.

Today she’s Vice President of sales & marketing for four related companies. Through her experiences she’s conducted seminars and workshops focusing on personal transition and social networking.

Naomi’s Tips After a Job Loss

  • Lost your job? Don’t panic. When you start to doubt yourself, make a list of your strengths. Go to your LinkedIn profile and read the great stuff people have written about you.

When Naomi Buckta was laid off in 2010, it caught her off guard even though she was part of the executive team. She had to remind herself what a rock star she is.

  • Assess yourself. Clean up your social profiles. Know what you really want and let your resume reflect that. Consider a career coach. And a mentor.
  • Don’t be resentful. Develop the habit of writing thank you notes. Don’t burn bridges.
  • Stay current in your field. This is the number one reason people lost their jobs in their organizations. Remember MOOCs. Say, what? You know MOOC–Massive Open Online Course. It’s those courses of study available on the internet and available without charge to large numbers of people. Make a section on your resume to document ones you’ve taken. It’s one more sign to potential employers that you’re staying current in your field.
  • Have a plan—Connect with people through NetworkingPhoenix.com, LinkedIn groups, church groups. Find out who knows who. Prepare your elevator speech.
  • Build your network whether you’re in job search or gainfully employed. Relationships matter. What do you know, what are your targeted companies, and what networking events are available to you? Find a mentor who among other things will be honest with you and even help you debrief after an interview.
  • Your resume—don’t sound like a zombie—aim to make your resume sound like a human voice. Make sure your resume reflects the exact job you’re looking for now. Put it on quality paper.
  • Is your portfolio up to date? Consider writing a 30/60/90 day plan and aim to work it into an interview.
  • The interview—Prepare questions to ask for every level of the organization. And be prepared to answer behavioral questions.
  • Speak positively about the company you just left NO MATTER WHAT.
  • Make your own opportunities while going through job transition. Consider contract work, consulting, teaching a class, working part-time to make ends meet. Or do something you’ve always wanted to do but never took time like planting an herb garden, organizing family photos, and taking a picnic lunch to the park.

Naomi summed up her thoughts, expressed in a quote, about getting through tough times like a job loss and career search.

Our finest moments are most likely to occur when we are feeling deeply uncomfortable, unhappy or unfulfilled. For it is only in such moments, propelled by our discomfort, that we are likely to step out of our ruts and start searching for different ways or truer answers.

M. Scott Peck, American psychiatrist

Hiring Companies

Northcentral University

Bradley Dial, Talent Acquisition Specialist

Northcentral University, regionally accredited, features online education at a higher degree including degrees in education, technology, business, psychology, and marriage & family science.  Online degree programs allow students to learn in a one-to-one learning model from a 100% doctoral faculty.

One of the benefits includes free education.

Currently they are hiring for academics, administration, enrollment, information technology and student support services.

For more information or to apply, visit their website.

AB Staffing Solutions

James Gonzales, Recruiter

AB Staffing Solutions, a staffing and recruiting agency, is one of the fastest growing companies in the healthcare industry. They provide healthcare personnel at government and commercial medical facilities across the country.

Their company is casual, attracting employees who gladly roll up their sleeves to get the job done and who are not afraid to talk to people. AB Staffing hires medical staff for three to six month contracts, sometimes with the opportunity for permanent placement.

For more information or to apply, check their website or call. Many opportunities for healthcare workers, including recruiters, nurses, and doctors, are available in Arizona, Texas, New Mexico, and California.

Vanguard

Renee Brown, Sr. Recruiter

Vanguard, a large client-owned investment company founded in 1975, is one of the world’s largest investment management companies, with 17 locations worldwide. Unique in its industry, as a client-owned company, they have no outside owners seeking profits. A stable company, they’ve had only three CEOs over their 42 years, with their fourth CEO Tim Buckley slated to become new CEO in January, 2018.

The company stresses integrity, a 37 ½ hour workday, and community service.

Perks or benefits include 18 days paid time off, 9 paid holidays;  up to 4 ½% 401K; onsite gym, dry cleaning, and wellness; health, dental, and vision benefits starting the first day; intramural sports leagues and more.

Currently the company offers positions ranging from entry level to management, including client relationship specialist, processing associates, financial advisors, compliance manager, and team leader roles. For more opportunities or to apply, visit their website.

Resources

Coder Camps

Jason Jones, Sr. Admissions Advisor

Coder Camps provides web development opportunities in data science. Increasing demand for this relatively new field of data science means there’s an ever-increasing demand for specialists who help companies make business decisions using the data.

There’s no entrance exam for the school. Instead, recruiters sit down and talk with potential students one-on-one. Coder camps take students where they are. The emphasis is training for developing projects—which is how students will get a job. Employers want to see their coders know how to develop projects. Universities these days connect with coder camps because the coder camps can keep up with the rapid changes inherent in web development.

Coder Camps are Coders for Life meaning since technology changes so fast, the school allows graduates of the coder camps to come back over and over at no additional cost. Coder Camps offer ongoing training and job placement for life.

Upcoming events include a free introduction, so contact the school to sign up for a free intro Wednesday, October 18, 2017,  from 5—7PM. And on Friday, October 20, 2017,  from noon-3PM please visit their big Demo Day.

For more information on applying or signing up for their events, visit their website or call.

Closing

Executive Director of Career Connectors Jessica Pierce closed the formal part of the meeting and introduced breakout sessions. The breakout sessions include the opportunity to speak directly with hiring managers, LinkedIn and resume specialists, financial consultants, coaches, educational specialists, and a professional photographer for free business head shots.

Jessica thanked volunteers and our host facility  Highlands Church.

The next Career Connectors event is the Glendale launch,  featuring Glendale Mayor Jerry Weiers, on Thursday, October 19, 2017, at 9AM at Calvary Church at 59th Avenue and Bell in Glendale. Topic of the keynote address will be You’ve Got This!: Real, No-Nonsense Ideas for Mentally Regrouping After a Layoff presented by Bridgett McGowen-Hawkins. The Glendale location will be held the third Thursday of each month.

The next meeting for the Scottsdale event will be Thursday, November 9, 2017, at 9 AM and features keynote speaker Cary Pfeffer on the topic of Telling Your Story.

To find specific location details, visit the events section of this website to register for any or all of the four locations.

10/4/17- Get LinkedIn or Get Left Out!

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Get LinkedIn or Get Left Out Feb 2017Written by: Connie Huber PHR SHRM-CP

NETWORKING RULES!!!

A recent survey conducted by Lou Adler reveals that 85% of jobs were filled through some type of networking.
Lou Adler reinforces several key learning points for a successful job search:
1. Job seekers need to use the backdoor to gain access to the hidden job market.
2. Recognize that LinkedIn is a network of over 400 million people, not just a database of them. It is not about how many people you can connect. It is about meeting a few well-connected individuals that can vouch for your ability and who are willing to refer the you to a few other well-connected people.
3. Demonstrate the ability to do the work to get the interview.
4. Be different. You want to excel in those things that make you different and allow you to achieve extraordinary results.

Keynote

“Get LinkedIn or Get Left Out”
Ted Robison
Are you LinkedIn or left out in the cold cruel world? Come in from the cold and get connected with fellow professionals that can open doors to the hidden job market. Ted or as he is known “Mr. Link-Me-In” guided us on our journey to the hidden job market of LinkedIn.

LINKEDIN FUNDAMENTALS
Why should you be on LinkedIn?
• Connectivity, raising your brand & visibility
• To be found!
Networking tool for professionals
• Over 500 million subscribers
Power of Networking-Approximately 87% of jobseekers find their new job through networking.
• Engage with people. “Connections are good but relationships are gold”.
How many connections should I have? Most people have 70 or less. The more connections you have the better off you are in finding a job. Strive to have more than 500.
• Who should be in your network? It should be someone you know including prior employment, family or friends.
Based on 3 degrees of separation. Your goal is to get your resume to the hiring manager.

WHY SHOULD I BE ON LINKEDIN?
Find jobs, people, groups & associations, target companies.
Most recruiters & hiring managers use LinkedIn exclusively.
Create your own unique URL like www.linkedin.com/in/tedrobison.
Free versus ($) Premium Accounts. You may pay more to have a premium account but the benefits outweigh the cost. But master the free version before you invest in the upgrade.
Things to consider. Privacy, contact levels, you will be searched by others. Be sure not to use your home address or phone number on LinkedIn or your resume.

PERSONAL BRAND & IMAGE PROMOTION IN YOUR PROFILE
Keywords & SEO-How do people find me?
Picture- It is mandatory to have a current professional photo.
Headline: Job Title Plus-Tag line. Headline/Tag line should avoid saying unemployed. Say such things as “open to new opportunities” or “innovating wellness into people’s lives.”
Current Job Title/Post Job Titles.
Summary: Style is most important. S.E.E.S. includes skills both hard and soft; experience; expertise & style. Do not include a resume.
Style -> Value Proposition -> Differentiation.
Wow Factor/Brand
Skills & Experience: Endorsements, try to get 8 altogether. Include 2 bosses, 2 peers, 2 customers, & 2 subordinates.
Recommendations: (4-6). Should be 2 bosses, 2 peers, 2 subordinates and 2 clients.
Status update-Home Page-Posts, blogs.

GROUPS & ASSOCIATIONS
How many groups & associations should I have? 30-50
3 reasons to join a Group or Association.
Target Market-Personal Interests-Professional Association.
How can groups help me raise my brand & image?
Participate in discussions, demonstrate & promote yourself as a subject expert.
Build your own group.
Used for “job title” keyword.
Raise your visibility.

HIDDEN JOB MARKET – TARGET COMPANIES
Hidden Job Market – 80%
Create a Target Company List (30-50)
Build Relationships at Target Companies.
Create leverage.
Follow Target Companies.
Phoenix Business Journal – Book of Lists

PREPARING FOR INTERVIEWS
Research Interviewers – Helps you connect.
Know their hobbies, jobs, groups & interests.

Research Company:
Product, Services, Competitors.
Perform Informational Interviews.
Know how you fit culture & core values.
Know your Value Propositions.
Give reasons to hire you vs. just experience & skills.
Sorry you are Over Qualified: Respond by asking the interviewer to give you 2 reasons you are overqualified. Or respond that “I am absolutely qualified” & then share why you are qualified: Here is why you want to hire me. Give the interviewer value-value-value.
Transferrable skills.
Certifications, classes, seminars, tutorial.

FINAL COMMENTS
According to a recent LinkedIn Survey, the top three things a recruiter looks for in a candidate are motivation, execution ability & cultural fit.
Ted encourages you to view Ted Trembath’s LinkedIn profile for an outstanding example.

“Networking is marketing. Marketing yourself, marketing your uniqueness, marketing what you stand for.”-Christie Comaford-Lynch

Hiring Companies

Desert Schools Federal Credit Union
Angie Coulter, Recruitment Specialist

Desert Schools Federal Credit Union is a federally insured and chartered credit union based in Phoenix, AZ that operates 47 branches and service centers throughout Gila, Maricopa and Pinal counties in Arizona. Desert Schools is the largest credit union in Arizona. Its commitment to service is part of its culture and the community is the foundation to its success.
Benefits include competitive medical, dental and vision insurance; 401K, pension plan; carpool reimbursement, life insurance, tuition reimbursement and generous vacation time. Some of the positions that are currently available are HRIS Analyst; Sr. Recruiter; MSR (Member Solutions Representative) multiple openings are available as MSR; Network Engineer; Sr. ACH Originator; and ebranch Coordinator. For more information and to apply go to DesertSchool.org/Careers.

Maricopa County
Kelly Dixon, HR Operations Manager

Maricopa County has 13,000 employees serving over 4 million customers. The county’s mission is to provide regional leadership and fiscally responsible, necessary public services so that residents can enjoy living in a healthy and safe community. Some of the services provided by Maricopa are Animal, Health, Services, and Utility Services; Education and Youth; Election & Voting; and Justice Services. The values supported at the county are measure results, accountable, relentless improvement, this is where I fit in, communicate & collaborate, open & honest, public interest first, and achieving to your full potential.
In addition to traditional benefits, a sampling of additional benefits includes Employee Life Insurance, Ergonomic Evaluations free, onsite Fitness Facilities and Wellness programs. Current openings include Net Developer (Recorder Superior Court), Business Analyst (Sheriff), QA Analyst (Superior Court), Professional Development Coordinator (School Superintendent), Forensic Pathologist (Medical Examiner), Community Dietician (Public Health) and Sr. Telecomm Engineer (Office of Enterprise Technology). Visit Maricopa’s career site.

Revana/TeleTech
Mario Parra, Recruiter

Revana is a professional inside sales organization and recognized leader in outsourced sales and marketing solutions for industry leading clients, generating over $5B in annual client revenue. Revana is owned by the global outsourcing and customer experience leader Teletech. Revana has over 1,500 employees in their Tempe and Phoenix locations. The organization provides revenue-generating solutions such as professional inside sales, account management, integrated marketing and electronic direct marketing. Revana has won numerous awards and has been recognized by other leading industry professionals for its outstanding sales performance. The organization provides a number of benefits after 30 days of employment such as paid training, competitive base salary with commissions, career advancement, flexible work schedules and medical and dental benefits. A sampling of current opportunities for Revana includes Inbound Sales Associate, Outbound B2B Sales Associates, Talent Acquisition Specialist, Sales Managers, Digital Account Executive (Google), Marketing and Data Analyst. TeleTech has opening for Inbound Sales Associates, Outbound B2B Sales Associates, Talent Acquisition Specialist, Data Analyst, Manager, Sales Service Delivery and Customer Service Representative. For Revana opportunities apply here; and TeleTech positions can be found at the TeleTech site.

Resources

Coder Camps
Jason Jones, Sr. Admission Advisor

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

Closing

Jason Isaak, Board of Directors, Career Connectors, closed the meeting by thanking North Phoenix Baptist Church and the volunteers. The next Career Connectors meeting will be in Scottsdale on Thursday, October 12, 2017 and features Naomi Buckta, as speaker for the topic “Lost my Job, Now What”. For additional information on this event and future events, please visit the Event Schedule.

 

 

 

 

 

9/26/17 – Salary Negotiation-Make More Money

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Salary NegotiationWritten by  Shweta Shrivastav

Keynote Speaker

Jack Milligan SPHR, GPHR, SHRM-SCP

Jack has a BS in Labor Economics and an MA in Organizational Behavior. He has been in the field of HR for almost 50 years. He has been part of the hiring process of nearly 20,000 candidates. He has seen both sides of the negotiation process. He has recruited for various companies as well as helped job seekers negotiate efficiently. His book “Make More Money” which came out earlier this year, is available on Amazon and has a wealth of information for job seekers.

“All jobs are different and all jobs are temporary.”

Average job tenure is 3.75 years. If you think about this, it means all jobs are basically “temp” jobs. If the job seeker approaches the job search from this mindset, they will have more courage. Courage and patience are the tenets of a successful salary negotiation process.

Nearly 75% of job seekers do not negotiate their salary when joining a new role and only 25% do. Out of this 25%, only 10% of the people do it correctly.

There might be various reasons to why job seekers don’t negotiate a job offer.

  1. They might think they don’t have a leverage
  2. They might be relieved to have an offer
  3. Gender differences – Men are more likely to negotiate than women

Your package has a cumulative effect on your long-term financial well-being. You are losing 100’s and 1000’s of dollars if you don’t negotiate. Your upward mobility depends on the package you accept. Most salary packages have wiggle room, don’t settle for less.

During the employment process, the employer is in charge until they make an offer. As soon as the candidate receives an offer, the tables are turned. There is only one simple rule to salary negotiation: Never ever accept a job offer as it is.

Here are three legitimate ways to negotiate salary. The first two ways have a relatively high degree of failure.

  1. Ultimatum: (!) Might work for someone who is a passive candidate, well situated and well rewarded. Ex: “Thank you for the $90K offer, it is going to take $130K to get me to move!”
  2. Demand: (.) More sincere and reasonable in amount and attitude. Willing to walk away if the demand is not met. Ex: “Thank you for the $90K offer, I need at least $100k.”
  3. Requestive: (?) Asks a question, implies flexibility. Creates a positive environment for negotiations. Ex: Do you have any room to negotiate/is there any flexibility?

Employers never rescind an offer just because a job seeker asks if there is any room to negotiate. This Requestive Channel Negotiation (RCN) has a success rate of 91%. Even if you are in the 9% who get to hear a “no”,  the “no” comes along with a polite, almost apologetic explanation. There is no downside to this method, just a great chance of success. Even if the answer is negative, you still have the original offer.

RCN does not work for all kinds of jobs. There are two types of jobs – rated and ranged.

Rated jobs are those jobs which have fixed hourly, weekly or monthly rates. Irrespective of the qualification and intelligence of the candidate the rates are fixed so there is no room to negotiate. Ex: Teachers, many Healthcare professionals, fast food restaurant workers. 40% of the jobs are rated jobs.

Ranged jobs are those where the compensation is not fixed. Big companies have a range of all roles where they have set a minimum, a maximum and a midpoint of the salary range. Smaller, more entrepreneurial companies don’t have such detailed compensation structure but they still have a range.

The chance of success of salary negotiation is highly unlikely in rated jobs. One should still give it a try. Ranged jobs have a high chance of successful salary negotiation.

So, how is it done?

  1. The offer: The employer/recruiter contacts you with an offer.
  2. Inject some ambiguity: Thank them for the offer and probe for clarity. Ask for some time to consider all alternatives. Employers don’t take ambiguity well. At this point, they were looking forward to closing the position as soon as possible. Since you asked for time, they are already thinking you would join immediately if they come up with a higher salary package.
  3. Create your NISL: Get clear on what you want to negotiate and create your Negotiating Items Shortlist. Basic compensation should be last on your NISL. If you are a senior executive, base pay should be the second last thing, after security pay. Ex: I am coming to you with 10 years of experience. I used to get 4 weeks of paid vacation at my last employer but your company is offering only 2 weeks. Would you consider giving me 4 weeks of paid vacation?
  4. Call back: and pose your question about wiggle room. There are two probabilities, one they will ask what do you have in mind and negotiate or the second, they will say no. If no, you get a reason why.
  5. Negotiate for tomorrow: Asking for an accelerated/half yearly performance review is also something you can ask for in case the employer says that they don’t have flexibility in the package right now. This way you end up getting a raise sooner than the usual one-year appraisal.

Even if you get a no for an answer, you will have peace of mind since you tried.

Hiring Companies

Codigo Connect

Paul Quinn, VP

Codigo Connect provides services in Technical professional development, Recruitment and Project based work. Currently, they roles such as Python Developer, Business Center Rep, Java Developer, Tax Accountant, Sales Professional and Machine Learning Engineer open. Job seekers can send their updated resumes to careers@codigoconnect.com for consideration. Codigo Connect is also offering a referral bonus of $500.

Here is a list of their open positions.

Northern Trust

Leo Ibarra, VP, Recruiting Manager

Tom Barnella, Recruiting Consultant

Northern Trust is a Financial corporation which provides asset management, asset servicing and banking services to individuals and companies. They take pride in providing work-life balance, professional development and diagonal movement to their employees. Some of their open positions include Technical Coordinator, Team Lead, Investment Performance Analyst, Bank Loan Trade Analyst, HR Admin Assistant, Risk Analytics Consultant and Associate Economist. For a list of their open roles please click here.

State Farm

DeAnne Prigmore, Recruiter

DeAnne has been working at State Farm for the last 20 years. She credits the development opportunities available at State Farm as the reason for her long tenure. State Farm offers great pay, time off, work-life balance, and training opportunities.

DeAnne invited job seekers to visit the retail space under State Farm’s Marina Heights office to get a feel for the company. There is free two hour parking for visitors.

Check out their open roles here, including Attorney, Claim Associate, Java Developer and iOS Developer.

Vanguard

Ralph Kimbrough, Sr. Recruiter

Vanguard offers great work-life balance, growth and retirement investment plans to its employees. They are a big name in investment and every $9 out of $10 invested is invested through Vanguard. They have openings from entry-level to managerial level positions including Wealth Financial Advisor, Internal Sales Consultant, Brokerage Operations Manager, Advanced Analytics Specialist, and Editor. Find out more here.

Resources

Coder Camps

Jason Jones, Sr. Admissions Advisor

Coder Camps offers 12-week boot camps in various software technologies. They have a Coder for life program which means any student is able to come back anytime after they have completed their course to take up any other courses for free.

They are a provider under the WIOA act and for those not eligible for the WIOA act, they have the option of payment plans if needed.

Students have the option of taking either on-campus or online course. Check out their course offerings here.

Closing

Jessica graciously thanked all company representatives, job seekers and volunteers for their time and participation.

The next event is at the Phoenix location on Wednesday, October 4th. Please register here.

Please find the list of all upcoming events here.

 

8/2/17 – Get the Job Fast – Find a Great New Job in Half the Time

by

Find the Job Fast Written by: Connie Huber PHR SHRM-CP

JOB SEEKER: “Magic 8 Ball, Magic 8 Ball, when will I find a job?”
MAGIC 8 BALL: “Concentrate and ask again.”

During our transition, one of the consistent themes heard among job seekers is “How long have you been out of work?” Most of us know eventually we will find a job. Unfortunately, magic 8 balls, horoscopes, fortune tellers, your Mom/Dad and your spouse cannot predict when you will secure a new position. As a result, professionals seeking new opportunities are anxious to come to an end in their job search and move on in their new role.

KEYNOTE

Get the Job Fast – Find a Great New Job in Half the Time!
Dave Sherman

Like most of us in career transition, Dave has also found himself unemployed due to today’s workforce challenges. Fortunately for us, Dave shared with us what has worked for him to find a new job in half the time. His key take-aways include:
• Being fired/laid-off SUCKS.
• Looking for jobs online SUCKS.
• Very few alternatives.
• Stop complaining, whining and moaning!
• HOW BADLY DO YOU WANT IT!

TIP #1: GET OUT OF THE HOUSE!
WHY? You maintain a working routine. It promotes socialization, and STOPS THE VOICES!
WHERE SHOULD YOU GO? Coffee house. Restaurant. Library. ANYWHERE WITH INTERNET!

TIP #2: HANG OUT WITH EMPLOYED PEOPLE!
Hanging out with employed professionals leads to learning about current and future openings. Career transition groups are also beneficial.

TIP #3: START ATTENDING MORE NETWORKING EVENTS
Employed people hang out at networking events. To learn of Phoenix networking events & groups  at Networking Phoenix.

WHERE SHOULD YOU GO?
Chamber of Commerce: Most Chambers allow attending 2-3 times before being asked to join. Associations. Business groups. Networking groups. Career transition groups.

SPECIAL NOTE: Networking and prospecting are done at events. The more people you tell you are looking for work or talk to will accelerate your efforts in finding a job faster.

SUGGESTIONS for attending events: Show up early. Bring business cards. Know what you want. ASK FOR HELP!

HOW BADLY DO YOU WANT IT?

TIP #4: When attending events, STOP LOOKING FOR A JOB!

WHAT SHOULD YOU DO? Work on Likeability and Commonality. These traits are the foundation in life and the key to everything!

LIKEABILITY includes: Smile. Be genuine. Be interested, not interesting. By being interested it will increase your odds to get a job.

COMMONALITY could come through: hometown, hobbies, school, family, friends, favorites.

“WHO DO YOU KNOW?”
Be as specific as possible. There is such a thing as 6-degree of separation. According to Wikipedia, it is “the theory that everyone and everything is 6 or fewer steps, by way of introduction, from any other person in the world so that a chain of ‘a friend of a friend’ statements can be made to connect any two people in a maximum of 6 steps.”

KNOW WHAT YOU WANT!!!!
In order for people to help you, identify and know what you are looking for!

TIP #5: FOUR MOST IMPORTANT WORDS

KNOW WHAT YOU WANT!
Be specific and identify what you are looking for so people can help you better.

FOUR MOST IMPORTANT WORDS: “WHO DO YOU KNOW?”

Ask everyone!
Be specific.
Use all the time.
Don’t give up.

HOW BADLY DO YOU WANT IT?
Remember your profession/position are an investment in yourself!

ADDITIONAL RESOURCES WRITTEN BY DAVE:
“50 Top Tips: A Simple Guide to Networking Success”
“Breaking the Ice”
“Elevating Your Elevator Speech”

“A DREAM DOESN’T BECOME A REALITY THROUGH MAGIC; IT TAKES SWEAT, DETERMINATION AND HARD WORK.”-Colin Powell

Hiring Companies

Benchmark Electronics
Mark Bradley, HR Manager

Benchmark Electronics is a global engineering, design and integrated electronics manufacturing company. Benchmark provides contract manufacturing services and is a wholly owned subsidiary of Intermedics. The company is in the process of moving its corporate office from Angleton, Texas to Phoenix. Benchmark focuses on medical, high-end computing, industrial controls, telecom, test measurement, and military/aerospace. The company has a new CEO who is enthusiastic in making the company more dynamic.
Benefits embrace a “Cadillac Plan” and are robust in their offerings. An emphasis is placed in developing/growing its employees in their career. For more information and to apply to Benchmark go to the website.

Chase
Lekheythan Malone, Sr. Recruiting Professional

Chase, the largest bank in the United States, and one of the largest in the world, prides itself as having a culture striving to help the community, and who is looking for leaders who want to grow with the company. Chase works with individual customers, small businesses, corporations, financial institutions, non-profits and governments. The organization’s global reach allows employees to get where they want to go. Whether the candidate wants to sharpen their skills or gain something new, they will have the experience that offers flexibility to move to another division or country if desired. Chase’s workplace is where you feel welcomed and valued; and creates diverse, inclusive teams that support Chase’s business and each other. Chase is heavily invested in its communities and encourages employees to do the same. Benefits include health care and insurance plans, retirement savings programs, wellness programs, employee programs and family care. A sampling of current jobs in demand are customer service, collections, business development sales, loan underwriters, client services advisors, relationship and private client bankers and tellers. To apply go the Chase website.

Vanguard
Renee Brown, Senior Recruiter

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

Freedom Financial Network
Heather Marcom, Head of Talent Acquisition

Freedom was launched in 2002 by Stanford classmates, Bradford Stroh and Andrew Houser. Freedom’s mission is to provide financial solutions, services and education enabling consumers to resolve their debt and achieve financial freedom. The organization has 980 employees with locations in San Mateo, California and Phoenix, Arizona. San Mateo is host to the company headquarters. Freedom has received numerous accolades including #1 Best Place to Work in Phoenix 2016. The Phoenix location is expanding very quickly to reach 1,200 employees. Benefits include medical, dental, vision, 401K, Life, LT disability, vacation, paid holidays and volunteer activities, employee discounts, and recognition. Top career opportunities include positions in Analytics, IT/Engineering, Leadership the in Call Center. If interested, apply here.

Resources

Coder Camps
Jason Jones, Admission Representative

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

Closing

Jessica Pierce, Executive Director, Career Connectors, closed the meeting by thanking North Phoenix Baptist Church and the volunteers. The next Career Connectors meeting will be in Scottsdale on Thursday, August 10, 2017 and features Jennifer Rojas, as speaker for the topic “Become a Jedi Communicator in Your Job Search”. For additional information on this event and future events, please visit the Event Schedule.