Farmers

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

August 6, 2019 by Diane Forner

Panel

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

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

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

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

Panel 1 – Career Advancement & Opportunities

Heather Marcom – Freedom Financial Network, Head of Talent Acquisition
Willie Cordova – USAA, Director of Member Solutions
Andrew Seals – Voya Financial, Director Retirement Readiness Services Center
Dexter Johnson – Farmers Insurance, Head of Direct Service and Sales

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

Panel 2 – Culture & Employee Engagement

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

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

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

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

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

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

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

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

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

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

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

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

Vanguard: Data science, IT, senior financial planner.

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

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

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

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

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

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

Resource

Introducing – Career Connectors Academy Training Program

Landi Carfi, VP of Corporate Training – Brighton College

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

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

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

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

Event Sponsor

Optima Tax Relief

Ben Simpson – Vice President, Phoenix Operations

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

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

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

Resources and Closing

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

04/11/19 – The Smart Job Seeker’s Playbook: Simple Strategies to Finding the Right Job

April 18, 2019 by Diane Forner

KEYNOTE

Written by Cathy Cepielik

Dayna Ciarfalia
Ever wonder while in the midst of your job search if there is a smart jobseeker’s playbook with simple strategies to finding the right job? Look no further! Dayna Ciarfalia provided the playbook to our audience along with some fun insight into other key activities to take advantage of when in the quest for the right job.

Dayna is a technical recruiter and career consultant with experience assisting Phoenicians land their next great opportunity. After graduating from the University of Minnesota Duluth with her BA in Communication and Psychology, Dayna moved to Phoenix to start her career. From working with teens and adults with disabilities to college students, senior level professionals, and technologists, Dayna has helped thousands make their successful career transitions. She has a passion for helping others, connecting people, and all things tech. In her free time, you can find Dayna reading parenting books, playing outside with her son and husband, and spending time with friends.

Dayna started with two key questions: What is the right job for me? How do I find all that out? The right job is:

Something you are naturally good at and enjoy
A company that aligns well with your values
Plenty of room for growth
A culture that fits with who you are

To find all that out requires lots of self reflection, which means writing things down. It involves comparing and contrasting your past plus doing your research. Believe it or not, the process of finding what’s right for you is the step most people skip in their job search, and it is actually the most necessary! Dayna then guided the audience on the next step in the playbook once the above items are identified. Next, complete the following:

Choose 5-10 companies to target
Create your interest and value statement for each
Connect with key players on LinkedIn
Network like your life depends on it
Apply for jobs you are a great fit for
Reach out to recruiters
Sign up for job notifications
Get creative (side projects, video, volunteer)

Once your efforts take off, interviews will line up. Dayna reminds us an interview is a big deal! GO in and ask yourself: Is this is the right job for me? Position yourself this way: “I am a gem and you will get me as an employee if you meet my desires and needs.” This position will allow you to walk in and focus on making sure the company and job is right for you vs. making a decision to take any job just to obtain a job. Prepare specific questions, do your research, show interest/enthusiasm, and have related work examples ready. Once the interview is complete, send a good thank you email, keep looking at other roles and interviewing, act as if, have faith, and let go.
Dayna’s last tips are:

Never doubt yourself
If it’s not working, try something else
Ask for help
When in doubt, get a side gig

HIRING COMPANIES

American Express
Drew Foster, Acting Director US Recruitment and Training Delivery
Drew has been with AMEX since 1992 and has the privilege of leading a team of 40 learning and recruiting professionals for the Travel and Lifestyle Services division. His team hires and trains top talent to provide the world’s best customer service.
AMEX started in 1850 as a freight company. The company invented the traveler’s cheque in 1891. The first American Express card debuted in 1958. The company has been in Phoenix since 1961, so the history goes far back! Today, AMEX is the #2 Employer in Phoenix with over 6,800 colleagues and is now expanding at their Desert Ridge campus. Fun fact: Over 1000 team members of the company have 20+ years tenure! One of their stances is “Our job is to help you excel at yours.” AMEX holds high rankings and has a strong positive impact on the Arizona market. Benefits include 401k matches, onsite cafe, onsite wellness centers, deals and discounts on shopping, paid vacations, health, dental, and vision insurance, and more! Benefits begin on day 1.
There are various opportunities at AMEX. With over 140 openings in Phoenix in travel, digital commerce, technology, marketing, risk, operations, and others, there are plenty of great opportunities to grow with this iconic organization! Check the opportunities out at HERE!

Farmers
Surrie Atkins, Recruiter
Surrie has over a decade recruiting and HR experience. She has been on the Farmers team for over 2 years and recruits for Service Operations and Claims, including high volume and leadership roles. Prior to Farmers, Surrie was with CVS Health for 11 years as a recruiter and HR generalist.
Farmers began in 1928 and is headquartered in Los Angeles. It is one of the largest and most respected insurance brands in the US! Fun fact: Farmers is part of the Zurich Financial Services Group and a leading insurer of small and medium-sized businesses along with ranking as the third-largest personal lines property and casualty group. Farmers was certified Great Place to work 2017 and 2018 amongst other rewards and recognitions. Why Farmers? Simply put, because it is a career you are choosing with Farmers, there is plenty of growth opportunity, it is a stable company, there are a lot of fun activities, it is a casual work environment, and more!
Farmers has customer service and inbound sales position available now. Surrie pointed out that the sales positions do include commission and some of the top sales folks are able to truly make an impact production-wise while earning an income well above industry average. Check out opportunities HERE!

CLOSING

Jessica provided additional resources and closing comments. Resources such as the DISC assessment, Event Recap blogs, and Professional Portraits are available on https://CareerConnectors.org post event to follow along and encompass more. Big shout out and thanks to Highlands Church for lending their beautiful facility for our event and volunteers for helping with setup, photographs, financial counseling, LinkedIn coaching, and more!

1/17/19 – Financial Services/Insurance Panel

January 21, 2019 by Diane Forner

Written by Jim McBride

Time to put your transferable skills into action? Have a driving passion for serving customers? Interested in navigating the career lattice? If so, you may be the perfect fit in both of these top five growth industries in Phoenix: Insurance and Financial Services!

Unique industry insights from two round-table panels of recruiting experts, hosted by Jessica Pierce, sparked lively discussion on the hottest jobs and how to start your career transition. Our audience of job seekers and networkers heard Q&A topics ranging from getting started without previous industry experience, to career pathways and industry myth-busting. Keep reading for a full recap.

PANEL 1 – Career Advancement in the Culture of the Insurance Industry

State Farm – Molly Romine, Recruiter
Farmers – Steven Acevedo, Supervisor
Liberty Mutual – John Walters, President, AZ Insurance Institute

Q – What advice do you have for people who are interested in pursuing career opportunities in the insurance industry?

A – We are always looking for people with a positive mentality. It’s so important to always be positive. Do your research – spend time connecting with people in the industry, read blog posts, get to KNOW the industry, learn the acronyms and become a practitioner of knowledge. Be yourself – we want a glimpse into your life, so you can be a superstar and have an amazing experience.

Q – Sometimes Insurance companies get a bad rap. What myths can you shatter?

A – Going in, I was planning on a career pivot within two years because I thought it would be boring! I soon recognized there’s so much more beyond the entry level position. Our company is like a mini-city, you are able to pursue so many other things within the organization. There’s a perception that insurance is all about being an agent. But there are lots of moving parts in areas like claims, underwriting and IT, just to name a few. There’s no college major that doesn’t apply to the insurance industry. There are lots of non-traditional roles. We’ve employed nurses, doctors and even physicists.

Q – What has kept you engaged?

A – The ability to keep on my learning path, finishing up my master’s program with the financial assistance that was provided. Plus, there are so many great people. The industry is known for attention to work-life balance. Only 10% of our workforce is call center and there are work-from-home opportunities at nearly all levels. There’s huge flexibility with work schedules. In the call center we are honoring our commitment to the customer so there is a need for schedule adherence, but we are not looking for robots.

Q- What are the career pathways once employees come on board?

A – I refer to this as career lattice. You can grow sideways – left or right – as well as diagonal. You’re navigating the lattice versus the career ladder. For some, the best career move may be lateral. It’s important to find an internal mentor as well as a mentor within the industry. Identify your interests and strengths. There are plenty of internal opportunities, keep your eyes open and decide which direction you’d like to go. Keep in mind, there are new jobs being created that didn’t exist 5 – 10 years ago.

Q – What are some tips for people who are pursuing senior management roles?

A – There definitely are openings. We’re always looking for talent and there’s always a need for leaders. The positions are typically posted internally first, then externally. If starting at entry level isn’t for you, network in the industry and learn about the jobs that aren’t posted yet. Learning the ropes really helps. We do try to promote from within, which can make it tough for external candidates. However, we know external candidates have valuable niche skills and the desire to compete for these roles.

Q – What is the outlook in the next 2 – 5 years in the insurance industry?

A – Phoenix is a great labor and academic market. The area is not disaster prone (no floods, hurricanes, etc.) so that’s why we’re here. Industry change is being driven by technology, regulation and consumer demand. As technology improves, our ability to serve improves. We’re not like Blockbuster, the movie video tape company that didn’t change with the times.

Q – What are the hot careers?

A – Jobs in IT, telematics, artificial intelligence, data science, programming, data platforms are all really hot. So is leadership. Great leaders can be hard to come by. Showcase your talent from other places you’ve worked.

Q – What are the benefits you offer?

A – We offer a cafeteria-style. It’s very broad and generous. We want your mind free and clear, not worried about insurance coverage. The benefits are not cookie-cutter. We match the diversity of our employee groups. For example: just out of college, single parent, looking to adopt – it’s designed for different stages of an employee’s life cycle. Tuition reimbursement is very popular.

Q – (audience) Are there any programs for hiring seniors (50+)?

A – Jobs are open for people of all ages. Some roles may be more attractive to seasoned job seekers. There’s been a noticeable increase in the number of part-time retirees who are looking for a flexible schedule.

Q – (audience) What is the best way to navigate a job fair? The job I’m looking for is not available and I’m directed to watch the website for postings.

A – There’s no easy answer to this question. If we’re at a job fair looking for customer service people, that’s going to be our focus. The best answer is to dig in on the website and make sure to network. We have employee referral programs, reach out and connect with current employees. They will be motivated to help you.

Q – (audience) – What is the best way to prepare for an interview?

A – Be ready for behavior-based questions. We’ll be looking for specific examples of situations from your past. Come up with a list of 10 examples and practice. This is what happened…this is how I handled it.

PANEL 2 – Never Expected to be Where I am Today – Financial Services

Freedom Financial Network – Heather Marcom, Head of Talent Acquisition
Chase – Lekheythan Malone, Sr. Recruiter
Greater Phoenix Chamber Foundation (Financial Training) – Brittany Holmes, Workforce Development Manager

Q – What skills do you need to move into financial services?

A – We hire from all kinds of work experience. It’s really all about how you communicate with customers. We’re not just call centers. There are plenty of opportunities in roles beyond the call center.

Q – Financial services does not always sound exciting and fun. Why do you like this industry?

A – There is a common theme, we are passionate about serving our clients; educating and answering questions to help people achieve their financial goals in life. We have empathy for people when they need our help. We offer great benefits and we’re growing, which is very exciting.

Q – What if a job seeker has no previous financial services experience, are there opportunities?

A – The call center is typically where you start. Although over 50% of our roles are filled internally, we are looking for skills that are transferable. We also focus on a competency and culture fit. Be able to articulate your transferable skills, verbally and on your resume. If we understand your transferable skills, we can help direct you. It takes effort. Do your research and don’t ask, “whadya got?” You should always know what specific job you are seeking.

To build your industry knowledge, make a point of attending an industry conference to network, learn something new or brush up on best practices. Some positions require a license. Getting into a licensing program shows initiative and a commitment that you’re ready for the securities industry. There are four-week programs with outplacement assistance through the Greater Phoenix Chamber Foundation. (See: Financial Industry Training Open House)

Q – What are the career pathways in financial services?

A – We’re building a path from our customer service “farm team” and coaching people through the career ladder. But we’re still figuring it out because we’re a new company. Internal opportunities are numerous with so many different and diverse lines of business, so there’s lots to explore. It depends on want you want to accomplish in your career and we encourage employees to move around. Managers have career development on their score card, so they are having those conversations with their direct reports.

Q – What is the future of the industry?

A – We are piloting part-time roles in our core services because workforce flexibility is critical. More automation is coming, so make sure you keep up on your skills. You HAVE to be tech savvy, so don’t get left behind. We still need lots of people behind the technology to serve customers.

Q – What are the attractive benefits beyond the standard suite?

A – Freedom Financial Network: Voted Best Place to Work in Phoenix. Cafeteria, coffee bar, covered outdoor seating areas, BBQ, games, core values C.A.R.E., time off on your birthday, time off to volunteer.

Chase: Internal resume and interviewing workshops, coaching and networking. Retirement portfolio flexibility options.

Q – If someone has a credit history issue, are they eligible to work?

A – Yes, you would be eligible for 95% of the roles. A typical background investigation is conducted on prospective employees but only a limited number of roles require a credit history check.

Q – (audience) If I’m looking for a manager role, what job title should I put on my resume to get it through the applicant tracking system?

If you’re applying with just one resume for every job, you’re using the wrong approach. Look at each job description and customize your resume to that job. Drop in key words and don’t worry so much about the job title. Recruiters recognize that job titles can vary. And remember, a recruiter will spend about 30 seconds scanning your resume.

RESOURCES

GCU – Jim Pangborn, Director

GCU offers an IT functionality “boot camp” featuring an in-depth program to build your skills for a career in the technology field. GCU also provides business management MBA programs and continuing education for those interested in adding on to their skill set.

Numerous open staff positions at GCU, featuring:
• Director of Compensation
• Sr. Financial Analyst

jobs@gcu.edu
jobs@gce.com

CLOSING

Jessica Pierce closed the meeting with a review of upcoming events. Up next, “Put Your Strengths to Work – Find a Job that Fits” featuring Stephanie Clergé on Tuesday, January 22nd in Gilbert. Jessica acknowledged the many partners and volunteers who help make Career Connectors a success!

12/13/18 – 5 Superpowers To Be Unstoppable

December 19, 2018 by Sheila

Written by Rachel Gersten

KEYNOTE PRESENTATION

5 Superpowers To Be Unstoppable

Jean Briese

Jean Briese has been honored as Arizona’s highest ranked motivational speaker and business coach. Prior to starting her own business, Jean spent 25 years leading successful sales teams in corporate American.

Jean started her speech by sharing a story from her childhood. She was the oldest of 4 raised by a single mother who left her children two weeks before Christmas when Jean was 15 years old and the youngest sibling was only 5 years old. Through these painful early life lessons, Jean developed the superpowers necessary for success.

3 Things To Focus On:

Inspiration

Information

Transformation

The Superpowers recommended by Jean are:

Superpower Number 1

The Power of Habits

Jean looked at behaviors of top performers in various fields. One of which was Michael Phelps, the most decorated Olympian in history. He doesn’t believe in can’t and will not even think or say the word can’t. Instead he envisions himself successful and overcomes obstacles.

Superpower Number 2

The Power of Purpose

Each of us has a set of talents and gifts. Stop to think about who you are and what makes you special. No one has the same gifts, experiences, and knowledge as you do. Look to your passions. A strategy Jean recommended is to send out an email asking friends and colleagues to list 3 of your strengths and 1 weakness. Then pick 1 strength and make yourself amazing at it.

Superpower Number 3

The Power of Your Beliefs

A negative mind will never give you a positive life. Jean spoke about her negative feeling about not having a college degree, but she turned that negative self-doubt around and said I have everything I need for success.

Superpower Number 4

The Power of People

We rise and fall to the level of our relationships. Some people are blessings and some people are lessons. Try and surround yourself with positive people. Ask yourself these questions and work on your answers. How should I add people to my circle? Do I have a mentor?

Superpower Number 5

The Power of Actions

Fear is the number 1 reason we don’t take action. It’s important to remember one must fail first to accomplish anything. A recommendation Jean had for the group was to commit to one idea by putting it on your calendar and doing it within the next 24 hours.

Jean concluded her remarks by reminding us, THE TIME IS NOW.

HIRING COMPANIES

Career Evolutions

Christian Kaijser, Managing Director

Career Evolutions a recruiting agency that opened its doors during one of our countries’ worst recessions in November of 2008. The company has thrived in large part due to their understanding of how to brand the job seeker properly and knowledge of the ever-changing job market.

Top 10 Search Tips:

Start the search immediately.
Treat the search like a job.
Be open to consulting/freelancing.
Don’t panic, be patient.
Stay fit and relaxed.
Network, Network, Network.
Have a dynamic relevant resume.
Manage your personal and professional brand.
Do your homework.
Don’t talk about salary too early.

Solar Mosaic

Eve Clark, Recruiter

Mosaic makes it simple to go solar by leveraging technology and financial innovation, with a goal of providing access to clean energy for everyone.

Positions Available:

Customer Support Associates
Sales
Credit Underwriting Reps
Salesforce Administrator
Software Engineering Manager
System/DevOps Engineer

Farmers Insurance

Surrie Atkins, Recruiter

Established in 1928 Farmers Insurance has been an innovative leader providing care and assistance when help is needed the most. Farmer Insurance offers an extensive array of coverage options. They have been recognized as a leading insurer for small and mid size businesses. Due to the companies ongoing success Farmers Insurance will be hiring an additional 1000 employees to work in their North Phoenix office.

Positions Available:

Customer Service
Inbound Sales

RESOURCES

Rohn Financial

Tom Rohn and Jamey Pugh

Five Financial Keys to a Successful Job Transition

Do a financial reality check, which entails creating a spending plan- for example, the everyday extras like a cup of coffee from Starbucks may no longer be in your budget.
Create additional income sources, such as freelance work and part-time work.
Manage your debt. If you have credit card debt, call the credit card company and explain your situation and discuss your options with them. Also remember to stop using cards.
Maintain proper insurance coverage such as medical, life, car and homeowners insurance.
Ask for help from a trusted advisor.

Rohn Financial Services Include:

One hour consultation
Budget forms
401K rollover
Financial planning
Direct2MD

WozU

Jason Jones, Strategic Partnership Specialist

The University’s Mission Statement is to bring opportunities in the technology field to the masses. WozU has a passion for education. For a career in technology, students will learn different computer languages such as Java, .NET, Ruby on Rails as well as Data Science and Cyber Security. If you are transitioning in your career and wish to learn more about technology, contact a representative at WozU for additional information. They provide career services support.

CLOSING

Jessica Pierce wrapped up the meeting by reminding the group to visit the Career Connectors website at https://careerconnectors.org for additional information on upcoming meetings, support tools and event recaps. She went on to thank our wonderful host Highlands Church for their support, as well as, all our amazing corporate sponsors and volunteers. Also, Jessica spoke about upcoming events. The next meeting will be held on January 10^th, 9 am at the Phoenix location of Grand Canyon University – 5115 N 27^th Ave, Phoenix, AZ. Please remember to sign up online for our next meeting. Seasons Greetings!

I will end our last blog of 2018 with a quote from Laird Hamilton. “Make sure your worst enemy doesn’t live between your two ears.” Stay positive! 2019 will be an amazing year.