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02/14/18 – Instant Likeability

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Written by: Connie Huber PHR SHRM-CP

Dave Sherman Instant Likeability

KEYNOTE

Dave Sherman, INSTANT LIKEABILITY

LIKEABILITY is the impression you make on the interviewer. It is more than a great response to a question. It is your ability to connect to another person in a way that is comfortable and pleasing to the other person.

Webster’s defines likeable as…. having qualities that bring about a favorable regard; pleasant, agreeable. Synonyms include: agreeable, amiable, appealing, attractive, charming, engaging, enjoyable, friendly, genial, good-natured, nice, pleasing, sympathetic, winning. In an article by Pam Holloway, “The Secret to Likeability”, Pam notes that “likeable people are known to:

  1. Be more successful in business & life.
  2. Get elected, promoted & rewarded more often than those less likeable.
  3. Close more sales & make more money.
  4. Secure better service providers, including doctors & other health care providers.

Likeability is not magic. It’s not luck. It’s not a gift inherited by only a few anointed people. It is merely a skill set. Gallup values the benefit of likeability. The Gallup organization has conducted a personality factor poll prior to every presidential election since 1960. Only one of three factors – issues, party affiliation, and likeability, has been a consistent prognosticator of the final election result. Of course, the factor is likeability.

So how do you develop skills to be likeable or likeability? Dave was our “Likeable Guru” in sharing tips that open the door to Likeability.

TIP #1: BE HAPPY
People thrive on being around others that are happy, enthusiastic and energetic. When you smile, you make yourself more approachable and smarter.

Dave shared the story when he first began interviewing with a company that became an employer. After researching the company’s recent press releases, he discovered the organization was celebrating its 1-year anniversary for being in its new site. Dave brought a celebratory cake to his interview. The cake instantly made Dave likeable.

TIP #2: BE ATTENTIVE
When interviewing, be attentive. Listen to what others have to say. Ask lots of questions.

TIP #3: BE PATIENT
Avoid interrupting. Biggest challenge is not knowing what to say. If you don’t have anything to offer. LISTEN! If you listen, you will learn something new.

TIP #4: BE CURIOUS
Establish a commonality between you and the person you are talking with. Ask questions such as where are you from.

TIP #5: BE HELPFUL
Discover ways you can be helpful to others. Have a service mentality.

TIP #6: BE ENTHUSIASTIC
Enthusiasm is contagious!

TIP #7: BE NICE
Be nice to everyone you come in contact with & leave a niceness legacy.

TIP #8: BE FUNNY

TIP #9: BE MEMORABLE

TIP #10: BE GRATEFUL
You may have trouble being grateful but there is always room for gratitude.

HIRING COMPANIES

THE FINDERS
KRISTY BACH, CHIEF OPERATING OFFICER

Since 1998, The Finders has been putting its personality & passion into every Tech, Finance and HR finding in Arizona. The Finders is committed to matching exceptional talent with the right company culture. In addition to assisting you in finding the right job, Finders recruiters are specialist in the job search and can be invaluable resources to you.
Current opportunities include:
Tech Finders: Full Stack Developer, Java Developer, .Net Developer, Dev Ops Engineer, Cyber Security Engineer, Technical Project Manager SQL DBA, Data Engineer, Sr Information Security Engineer, and Sr ETL Developer.
HR Finders: HRIS Analyst-Contract, HR Manager, Compensation Analyst, Contract Recruiter, & HR Coordinator. Finance Finders: Senior Auditor, Sr Controller, Staff Accountant, A/P Analyst, Financial Analyst & A/R Specialist.
If interested, please contact The Finders.

COGNIZANT
SHAUNTINA McALLISTER, SR. RECRUITER

Cognizant is a global solutions provider that provides a collaborative approach to strengthen teams and improve revenue streams as well operating efficiencies. Established in 1994 and headquarters in Teaneck, New Jersey; the organization has an employee population of 280,000 employees globally. Cognizant has been recognized for a number of achievements. The company offers a number of benefits. Frequently hired positions are business analyst, claims examiners, claims supervisors, managers, product managers, social media content specialist, technical analyst, and trainers. To apply go to the website.

USAA
JEFF SHEWAN, HR ASSOCIATE

USAA’S mission is to facilitate the financial security of its members, associates, and their families through provision of a full range of highly competitive financial products and services. In so doing, USSA seeks to be the provider of choice for the military community. Military members are primary focus. Over 33,000 employees provide legendary service, quality products. Phoenix has over 4800 employees. Jobs include Customer Service, Insurance, Banking, Software Developers. Products include comprehensive financial services including banking, investments, property & life insurance & financial advice. Go to online website to apply.

CLOSING

Jessica Pierce, Board of Directors, Career Connectors, closed the meeting by thanking Highlands Church & the volunteers. The next Career Connectors meeting will be in Gilbert on Tuesday, February 26, 2019 & features Loretta Love Huff, as speaker for the topic “Courageous Leadership, Outrageous Growth.” For additional information on this event & future events, please visit the Event Schedule.

08/23/18 – 2nd Annual Résumé Mythbuster Panel

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Written by Rachel Gersten

Resumé Mythbusters – Panel Discussion

Jessica Pierce welcomed everyone and explained the agenda, which was a bit different than standard events. Instead of 1 keynote speaker, it was a panel discussion with 4 resume experts.

The group of experts from the Résumé Writers Council of Arizona included:

Martha Rockwell, owner of A+ Resumes & Career Coaching
Donna Tucker, founding member of Resume Writers Council of Arizona
Amanda Collins, founder of Ink & Quill Communications
Brenda Cunningham, owner of Push Career Management

Question: What are the criteria for a resume writer to be an expert and why do the credentials matter?

Answer: The group explained the steps involved to be a certified resume writer. They go to national conferences; meet once a month; and have an understanding of what the hiring community believes makes a good resume. Their motto is, “You only get one chance to make a good impression”.

Question: What are the biggest resume mistakes you see?

Answer: There are a number of resume mistakes that people make.

  • Doesn’t include a relevant headline or title. Remember this is a sales pitch to get the job you want.
  • The resume is too long. It should not exceed 2 pages (there are exceptions).
  • Lack of contact information such as an email address and phone number.
  • Listing what you did, instead of your accomplishments.
  • Do not include an objective statement or references available upon request.

Question: What are the must have items in a resume?

Answer:

  • Relevant information – connect why something maybe relevant to the job you are applying for.
  • Keywords – use as many key words as possible by reviewing the job description.
  • Understand the Applicant Tracking System (ATS).  When applying online the resume will be submitted to an ATS.  Increase your score by ‘playing’ the system and including key words.

Question: What is the information that needs to be included in a resume?

Answer:

  • Your name and contact information
  • Keywords
  • Accomplishments
  • Title

Question: What have you done and what kind of job do you want?

Answer:

  • Think of a resume as a bridge to help you achieve your goals.
  • A resume is like a fingerprint, it’s unique to you. There is no one size fits all resume.
  • There are 2 types of resumes used:  chronological and functional. Chronological puts events in order and is the most common. Functional is for individuals that are changing careers or those that have been out of work for a while.

Question: When to use bullets?

Answer:

  • “Think of a bullet as a punch,” it should be something important.
  • Accomplishments should be listed in a formula format.
  • Some of these are:
    • PAR, which means Problem Action Result
    • CAR, which means Challenge Action Result
    • STAR, which means Situation Task Action Result

An example is: Increased sales by 25% through employee training program.

  • An accomplishment should answer the question 1″so what”.
  • No more than 5 bullets per section and list in order of importance.
  • Accomplishments/bullets fall under 1 of 4 categories:
    • Did it make money?
    • Did it save money?
    • Did it make people happy?
    • Did it make things efficient?

Question: When not to use bullets?

Answer:  If you don’t have a result, it is not a bullet.

Question: What is an applicant tracking system (ATS)?

Answer:  These are used to save companies time and energy. The system filters out candidates with lower scores. The more key words that match the job description the higher the score will be. Things the system doesn’t recognize ATS are: italics, tables and certain fonts like Times New Roman.

Question: How many years should you include?

Answer:  Only go back 10 years if you have relevant experience in the related field. If the experience goes back further mention it in your summary.

Question: How to address a gap in your employment history?

Answer:   Address it in just 1 line. Example: Caring for a family member.

Question:  Is it hard to overcome the stigma associated with being a mature worker?

Answer:  Anything can be overcome. Assume positive intent of others and remember to keep current in your field. If you have an AOL account, change it to a Gmail account. Have a LinkedIn account.

Question: What is the typical cost associated with hiring a resume writer?

Answer:  The cost of hiring a resume writer is a minimum of $300 and can go as high as $2000.

Company Hiring

Cognizant
Shauntina McAllister, Senior Recruiter

Cognizant is a software development company. Established in 1994 and are headquartered in New Jersey with offices in the US and globally. They are a fortune 500 company.

Current Arizona openings include:

• Business Analyst
• Claims Examiners
• Claims Supervisors
• Managers
• Product Managers
• Social Media Content Specialist
• Technical Analyst
• Trainers

CLOSING

Jessica Pierce concluded the meeting by thanking our wonderful host Calvary Church for their support, as well as, all our amazing corporate sponsors and volunteers. Jessica reminded the group of assistance available through the Goodwill career services. Last year Goodwill helped 45,000 people get jobs. Jessica went on to remind our guests to visit the Career Connectors website at https://careerconnectors.org for additional support through the complimentary DISC assessment and other helpful tools available. The next event will be held on August 28th, 9 am at the Gilbert location of Central Christian Church – Student Center, 965 E. Germann Road, Gilbert, AZ 85297. Please remember to sign up online for our next event.

 

6/22/17 – Discover and Unleash Your SuperPower

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Unleash Your SuperPowerWritten by: Daniel Tetrick

Life is about transitions. Some transitions in life are planned and generally welcome: graduation from high school and going to college, moving into a new house, or bringing home a new baby. Other transitions are sudden and often unpleasant: recovering from the damage from a storm or the death of a family member. Regardless whether the transition is planned and welcome or unplanned and unpleasant, in both circumstances dealing with the transition will be a struggle to varying degrees. How can a jobseeker overcome his or her struggle to gain new employment? By recognizing and utilizing the “superpowers” of the jobseeker. Superman uses flight, the Hulk uses strength, and Wonder Woman uses her lasso to fight against bad guys. Jobseekers using their superpowers can turn the inevitable struggles of career transition into opportunities for growth and success.

Keynote

Discover and Unleash Your Superpower
Jean Briese

Certainly one of the biggest transitions someone may experience is losing a job. A sudden or unexpected layoff can cause an individual to doubt his or her skills, abilities, and value to an employer, which can delay or even prevent the successful transition to a new, fulfilling position. Jean Briese is a speaker, author, coach, and entrepreneur who encourages jobseekers to recognize and activate five superpowers to overcome that doubt and embrace the transition from a former employer to a new employer. “I don’t want you to miss this opportunity for a new beginning.”

Power of Habit
Habits are the glue that holds our lives together. They are the automatic, repeated behaviors that require little to any conscious thought. In the context of a job search, ask yourself:
• What is your best habit?
• What habit should you change?
• When was the last time you implemented a new habit?
Jean encourages jobseekers to develop habits that are productive to a job search and eliminate habits that are detrimental.

Power of Purpose
There are over seven billion people in the world. One can easily feel lost or insignificant among such a large number. But Jean countered that everyone has a unique combination of traits, skills, gifts, and experiences that can be used for each individual’s unique purpose. Jobseekers should spend time thinking about their unique gifts and purposes and be able to articulate their passions. Look to others for assistance. Send 5-7 people who know you well an email asking for your top three strengths and where you have room to improve. From the answers provided pick a common strength and make it your focus for becoming an expert. Don’t focus on the “weakness”, just be aware of it.

Power of Your Beliefs
A jobseeker’s beliefs can have a significant impact on behaviors. Self-limiting beliefs promote fear and can inhibit a jobseeker from taking positive actions. Usually we obtain a self-limiting belief because our perceptions lead to a conclusion that reinforces the belief. For example, a jobseeker who gets passed over after a first interview might perceive he performed poorly in the interview. He may then make a broader conclusion he “does not interview well” to such a degree that he takes this belief to future interviews and reinforces, consciously or subconsciously, his conclusion with defeating behaviors. But look at his situation from another perspective. Perhaps the interviewer had already chosen her preferred candidate but HR required her to meet other applicants. Perhaps the company didn’t hire anyone and revoked the position entirely. The candidate doesn’t see these other reasons. He perceives only that he doesn’t interview well. Eliminate the potential for such conclusions and the creation of self-limiting beliefs by seeking the perceptions of others to make other conclusions. Throw out self-defeating beliefs by getting a new perspective.

Whether you think you can or think you can’t, you’re right.Henry Ford

How People Get JobsPower of People

Networking remains the number one way people find jobs. People do business with (or in this context, hire) people they know, like, and trust. How does a jobseeker demonstrate to hiring managers they are worth knowing, likeable, and trustworthy? By networking. Job seekers must expand their circles to find others who can help them on their journeys. Networking is about building quality relationships and not about the quantity of contacts. Social media can help jobseekers target people to meet, but networking shouldn’t be left to social media alone. Eighty-four percent of people prefer to meet face-to-face. Jean provided four steps to effective networking:
1. Mission – Show up to a networking event with a plan. Research the event to find specific people to meet. Set a number for how many people you intend to meet. When talking to people, remember networking is not selling. It’s about building relationships. Take interest in helping others. A suggestion for introverts or others uncomfortable with approaching strangers: volunteer at the networking event. You can strike up conversations in your “official” capacity as a volunteer.
2. Engage – Effective networking means attracting people who you want to know, like, and trust. Increase your odds of attracting such people by dressing well, smiling, and being authentic.
3. Elevator Pitch – Be ready to deliver your elevator pitch about yourself. Your pitch should not be your title. Spend time creating a story about who you are and what you offer to others. A good way to find commonality with an elevator pitch is to start with “You know how…” as in:
You know how sometimes your computer starts to run slow and take forever to boot up? Many times that is because of some bug you may have downloaded. The same thing can happen to corporate computer networks. I help companies keep their IT environments running quickly, efficiently, and securely.
4. Tend – A single conversation at a networking event isn’t enough. Cultivate the relationship and follow up with the connection. Send a note to those you would like to meet again. Ask for a face-to-to-face meeting for lunch, coffee, or whatever is convenient. Moreover, keep meeting that person. Perhaps once a month. Stay in touch and build the relationship.

Power of Action
Only ten percent of people take action. Why such a small percentage? Jean states that fear is the biggest reason. The common root of many fears of jobseekers is the fear of rejection and a realization of the struggle to overcome. Avoiding the struggle can lead to stagnation and may even be harmful. Jean told a story about caterpillars she kept to watch them turn into butterflies. She and her family watched each caterpillar engorge on food, form a chrysalis, and emerge as a butterfly. She noted how the newly formed butterflies struggled greatly to break free from their respective chrysalis. In one instance a concerned family member tried to help the butterfly by breaking apart the chrysalis. They noticed afterward the butterfly had a problem with its wing. Not damaged because of an accident during the assisted emergence, but because the struggle to break out of the chrysalis strengthens the butterfly’s wings so that it can fly. The struggle is necessary for growth. Similarly, jobseekers should not remain paralyzed with fear but embrace the struggle to transition to a new employer by using their superpowers.

Hiring Companies

MUFG Union Bank
Erica Driskell, VP Talent Acquisition and Staffing
MUFG is a global financial services company based in Tokyo. The firm and its Union Bank subsidiary will expand operations in its Tempe location with 200 new positions supporting bank operations. Diversity and inclusion are important to the culture. Open positions include Risk & Control Manager and Consumer Lending Data Analyst. Get further information and apply directly on MUFG’s website here.

Cognizant
James Grizzard, Recruiter
Cognizant is one of the world’s largest Business Process Outsourcing (BPO) companies. Headquartered in Teaneck, NJ, Cognizant has nearly 260,000 employees worldwide and is number 205 in the Fortune 500 for 2017. Cognizant has strong benefits that start the first day of employment. Open positions include Business Analyst and Product Managers. Cognizant also has several urgent, immediate openings for Social Media Content Specialists. Get further information and apply directly on Cognizant’s website.

Staff Logic
Deanne Desautels, President and CEO
Staff Logic is a staffing firm dedicated to matching jobseekers to careers in IT, marketing, legal, healthcare, customer service, and light industrial. Its sister company, Accounting & Finance Professionals, does temporary and permanent placement for accounting and finance. Deanne had four tips for working with staffing firms:
1. Even when working with a staffing company, jobseekers still have to network
2. Sign up and engage with several staffing companies
3. Respond to a recruiter timely and be open and honest regarding criteria that are most important when accepting a position (e.g. location, salary, benefits, schedule, etc.)
4. Use LinkedIn to connect with recruiters and beyond
You can learn more about Staff Logic and open positions by clicking here.

Resources

New Horizons
Joe Rostowsky, Director of Site Operations
New Horizons offers training and certifications in IT, office management, healthcare records management, and project management. Joe recommended those considering such training should consider alternative sources of funding: VA educational benefits, employer tuition assistance, vocational rehabilitation, WIOA grants, Trade Adjustment Assistance, and military spouse grants. Contact New Horizons for details on their programs and options for funding.

Closing

Jessica Pierce concluded the event with some final thoughts and reminders:
• Check out Career Connectors’ Career Advice Blog for insight and suggestions to empower and energize your career search
• Take a free DISC assessment courtesy of Career Connectors and Top Talent Consulting
• Utilize the available resources offered by Career Connectors at each event: resume review, career coaching, LinkedIn coaching, financial/insurance coaching, and business portraits

Next event is Tuesday, June 27th, 9:00 am in Gilbert: “Boosting Your Networking Confidence – Five Tips to Increase Your Comfort and Success”