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Farmers

1/17/19 – Financial Services/Insurance Panel

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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

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Jean BrieseWritten 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 10th, 9 am at the Phoenix location of Grand Canyon University – 5115 N 27th 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.

12/06/18 – Phoenix Labor Market Trends

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JessicAWritten by Debbie Arnold

KEYNOTE

Opening Remarks: Jessica Pierce provided her background and reason for starting Career Connectors. Jessica then moved into the top five growing industries in Arizona:

  1. Advanced Manufacturing: Arizona is Top 5 in the nation for space & defense manufacturing. Hot careers include Industrial Engineering Techs, First Line Supervisors, Maintenance and Repair Workers, Computer Machine Operators, Machinists, and Welders.
  2. Aerospace and Defense: With a projected 18% employment growth, this category represents Arizona’s 4th largest employment with over 32,000 workers and more than 1,200 companies. Hot careers include Aerospace Engineers, Aerospace Techs, Mechanical Engineers, Software Developers and Electrical Engineers.
  3. Business and Financial Services: This includes insurance, banking and business services like data processing, hosting and related service companies. Hot careers include General and Ops Managers, Production Managers, Admin Assistants, Customer Service Reps, Training and Development Specialists, Research Analysts and Human Resources Specialists.
  4. Emerging Technology: We have more than 75 incubators around the state where technology is being developed in collaboration. Hot careers here include Computer Systems Analysts, Information Security Analysts, Computer Programmers, Software Developers, Web Developers, Database Administrators and User Support Specialists.
  5. Healthcare and Biomedical: Here we will see an estimated 54,000 new jobs in the next decade. Hot careers include Medical/Health Service Managers, Pharmacists, Physical Therapists, Registered Nurses, Nurse Practitioners, Medical Records Techs, Nursing Assistants and Phlebotomists.

Jessica reviewed the Recruitment Life Cycle with attendees. Referrals are strong through those who are employed. Good employees tend to refer others who are the same. Reputational impacts are always top of mind. Jessica recommends getting to know people and always trying to speak to recruiters. Likability is a major factor in job selection for the recruiter. Often recruiters know whether you are compatible with them within a few minutes. Chemistry between the recruitee and recruiter is key.

Social media is another great option to identify potential employers. Ask friends how they like their companies. Find out if they know someone who is at the target company of which you are seeking. It is a fact that 90% of recruiters review a candidate’s social media online. Jessica recommended that candidates always maintain a current Linked In profile. Additionally, ensure the Linked In profile always aligns with the candidates’ resume.

Examples where recruiters may view the candidate in a negative light include negative comments the candidate posts about their current or previous employers. Avoid doing this at all costs. Jessica encouraged attendees at today’s event to jot down things they could do to connect with potential employers using social media. Secondly, Jessica explained that most recruiters leverage three areas to decide on the right fit for their company: character, competency and culture. PipelineAZ.com will provide a candidate with a roadmap to their desired end. It is going to be a free service. It was display upward and lateral opportunities whereas it takes a candidates transferrable skills and maps the candidate to a position or industry that fits them. Use this website as a means of finding the right steps to transition into the position in which you are interested.

Jessica encouraged ongoing learning and education by candidates. It can be as simple as showing a potential employer that a candidate is current by placing an iPhone on the table during the interview. On silent mode, of course. Jessica also reminded attendees that it is wise to ask those who are closest to candidates to provide insights they may not see in themselves. Document traits of the company and research the company prior to the interview. It is very important to understand whether a candidate is a good fit for the culture of the company. Individuals who are over 50 have excellent qualities to share such as; fewer distractions, and patience with experience. Lastly, Jessica offers the advice of dressing to impress for the interview, having a good firm handshake by matching the other person’s grip.

Jessica ended with validating that a potential candidate can and will land the right position. Stay positive and true to your brand. It will happen!

HIRING COMPANIES

WebPT, Jessica Jackson, Talent Acquisition Manager’s opening remarks included her background in the 90s where she began working in an HR capacity as a result of a layoff. During this time, Jessica met Jessica Pierce who assisted her company with recruiting efforts. Jessica reminded attendees to consider all of their experiences and make the most of their networking opportunities at Career Connector events. Jessica moved into showcasing her current employer, WebPT. Within 3 years, this company grew to be the fastest privately held company. They employ over 500 team members and service 80,000 members. They are a casual company that is collaborative and fun. Toni Rucker is a recruiter for the technology positions. She explained the traditional IT helpdesk structure as well as other frameworks that she hires for at WebPT. This includes customer service, software engineering, and scrum master-type roles. Scrum master is described as the liaison between the stakeholder and the developing team.

Farmers Insurance presenter was Surrie Atkins. Surrie began her discussion with a video about the company where attendees learned about the culture of the company, what they value, and the message that customers are at the center of their work. Philanthropy definitely appears to be at the heart of the company. Surrie explained that Farmers is growing by 1,200 people in 2019. For today, Surrie has openings at the I-17/Bell Road location. Two positions are both in customer service at the contact center. Team members will need to obtain their license which is paid for by Farmers. Their philosophy is “low effort” on the part of the customer. Make it easy for customers to deal with their company. The second position is located in an inbound call center. It is heavy customer service and sales for inbound only. This role is base pay plus incentive. Surrie closed her presentation with a video, spotlighting HR recruiting efforts at the company. Attendees asked Surrie questions around number of calls, how a customer service individual is able to meet average talk times, and how the team member can be successful in progressing upward to higher level positions.

Allstate representative in today’s session was Steve Morin, Senior Sourcing Consultant. Steve described opportunities in HR, IT, and agency owner options. Allstate has over 70,000 employees who serve over 16 million households, making the 64th on Forbes top 100 employers list. Steve explained Allstate’s culture about fitting needs to customers. For the agency owner option, this is an “owned” business whereby an individual can transfer ownership to their family. It is 100k in initial liquid capital at lift off. They require this to sustain business the first year. Insurance is a need that everyone shares. It is in high demand and recession proof. There is repeat revenue through renewals of policies. Like Farmer’s, Allstate does have a national brand. The company is competitive with a takeaway of 20 percent of what agency owners write. They also receive 6 percent in marketing tools to be successful including social media. Annual income ranges from low hundreds up to 600,000, and beyond, depending on effort of the owner agent. Allstate moves beyond a selling company. There is variety such as claims, underwriting, and community relationship-building. Allstate does not require previous experience. They will develop their talent. Allstate is a strong supporter of veterans. They also offer a $6,000 bonus referral for owner-agent opportunities. Insurance is one of top five industries in AZ.

RESOURCES

Grand Canyon University (GCU) presenter was Robert (Rob) Loy. Rob is the Head of the non-degreed Technology Programs. Rob provided his background in IT and Communications. When given the opportunity, he welcomed a change to something that he wanted to do for the rest of his career. Rob opened the floor by welcoming students to discuss their experiences at GCU. One attendee asked a student how they were trained to learn coding and prepare for job opportunities in this field. The student offered several helpful options that equip students for future employment. Further expansion of the demonstration included mock ups of the coding. It was extremely insightful for those who were interested in IT and interested in what occurs “on the back end” of a website. One of the students described coding applications such as Java that will “talk to” other databases.

Goodwill presenter Ron Mack shared Goodwill’s mission and resources. Goodwill provides career coaching through an advisor where they will review the process and conduct testing to see where a candidate best aligns. Top services are resume critiquing and mock interviewing.

CLOSING

At closing, Sheila Coulam welcomed attendees to take advantage of professional photos to update LinkedIn profile pictures. All in all a successful session on December 6, at GCU. Sheila thanked the volunteers. Sheila also requested the attendees complete a survey and thanked all attendees for coming today! Sheila ended the session with an inspiring quote:

Optimism is the faith that leads to achievement. Nothing can be done without hope and confidence. Helen Keller

10/11/18 – Telling Your Story

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Written by: Connie Huber PHR SHRM-CP

Andrew Stanton, a filmmaker who co-wrote the “Toy Story” movies, says, “A great story comes from using what you know, capturing a truth from experiencing it and from expressing your values you feel deeply”. He suggests you allow the listener to make their own deduction about you from the story. That is, come out and say you’re collaborative, adaptable, or anything – you tell a story that convinces your listener you possess these traits. Stanton says a well-told tale grips, excites and engrosses.

Keynote

“Telling Your Story”– Cary Pfeffer

Even with the low unemployment rate, the job market is still a difficult one for job seekers. Cary shared with us how to make yourself stand out from fellow job seekers and how to leave a lasting impression with the interviewer. Cary reminded us it takes just a few moments to reveal a great deal about ourselves and an organization.

TELLING YOUR STORY EFFECTIVELY ONE-ON-ONE
Points to be effective include…..

  • What you know about the audience
  • Knowing your comfort zone
  • Being a good editor

SAY IT IN A SENTENCE
When you are asked to “tell us about yourself”, you need to….

  • Avoid mission “statement-itis” & avoid buzz words
  • Make sure there is a “people connection” to quickly gain the listener’s attention
  • Your message needs to be quickly understood and remembered

TELLING YOUR STORY EFFECTIVELY IN WRITING
Research has found that “most written communication is interpreted more negatively” than it is intended. Just like verbally sharing your story, you also need to know the audience and know your comfort zone; and be a good editor to share your story in writing.

KEY POINTS FOR SUCCESS

  • Consider how you want to start your message
  • Spend time on the subject line and greeting
  • Demonstrate your knowledge and need right away
  • Finish when possible in the email window
  • If needed include support material
  • Keep your introductory/cover letter to one page; reference a connection in your cover letter
  • Spend time on your story and make it unique
  • Make it meaningful and about the employer
  • Keep it brief!

FINAL NOTE
Consider the words you are using and whether they work for your story and if they connect with the employer.

TELLING YOUR STORY BEFORE AN AUDIENCE

  • Focus on what you are going to say as you begin your story; the goal is to capture the audience’s attention.
  • Less is more; get to your story early.
  • Consider how the audience hears you; remember your word choice, voice tone and body language.
  • Make the end of your message a memorable one; avoid making statements like “Guess this is the end!”
  • Think about how you will handle Q&A; allow the audience to think about the presentation before seeking questions.
  • Give thought to how you want to end the Q&A.

FINAL POINTS
The most overlooked skill in communication is listening.  Smile!

“Storytelling is about connecting with other people and helping people to see what you see”. – Michael Margolis

HIRING COMPANIES

Vixxo
Heather Kitsko, Talent Acquisition Manager

Vixxo is a technology driven asset and facilities management company that services clients such as Starbucks, Target and Michaels. There are 700 associates across the US and Canada. Vixxo has been an INC 500 Fastest Growing Private Company for 8 years straight. The company’s culture is a team of doers that create innovative solutions for their customers in a fast-paced environment. They believe that their employee diversity is their strength. Some open positions include: Data Architect; Decision Support Analyst; Director, Data Governance; Director, Reporting Strategy; HR Coordinator; Senior Accountant; Service Coordinator; Sr. Director, Supply Management; Talent Acquisition Coordinator; VP Project Management Officer. For more information, go to www.vixxo.com/careers.

Headfarmer
Jessica Corral, Partner

Headfarmer’s mission is “to serve our community and its families by helping professionals connect and grow”. There are several things that set Headfarmer apart from its competition, including their proactive approach to cultivate an exclusive network, build meaningful relationships, an extensive due diligence process and purpose driven approaches that will enhance lives and enrich organizations. The organization handles both direct hire and temporary solutions in the Accounting & Finance and Technology arenas. A sampling of Accounting & Finance opportunities include clerical & entry level accounting, staff/senior accountant/tax, Accounting Manager/Assistant Controller, Controller/ Director/C-level, audit, and corporate financial planning & analysis. Technology possibilities are Help Desk Support Technician, Architects & Developers, Business Intelligence, DevOps Engineers, IT Manager/Director/C-level, and Cyber Security. Go to their website for a complete listing.

Farmers
Surrie Atkins, Recruiter

Farmers, one of the largest and most respected insurance brands in the USA. It was founded in 1928 in Los Angeles. Farmers is a leading insurer of small and medium-sized businesses and operates a large Life-insurance company as well as a rapidly growing financial services company (Farmers Financial Solutions). Certified as a Great Place to work in 2017, the company fosters a casual work environment and community outreach programs. Open positions include Inbound Sales and Customer Service. For current job opportunities and to apply, visit their website.

RESOURCES

Goodwill of Central & Northern AZ
Tonia Oliver, Quality Assurance Analyst

Goodwill’s mission is “through the goodwill of others, Goodwill creates the pathway to a better future for all by helping those who desire self-sufficiency”. Goodwill’s long-term goal is to eliminate unemployment. The organization offers a number of Career Centers in the area. Onsite offerings include Career Advisors, employment support, mock-interviews/resume assistance, Goodwill Management System and numerous resources, and hiring events for hundreds of local hiring companies. Goodwill maintains numerous community partnerships with such organizations as Career Connectors, to better meet the needs of the job seeker. As partners, these organizations target the professional job seeker, provide awareness at events and ongoing support during job search. Go to Goodwill for employment events, talent sourcing and job boards

Grand Canyon University
Rob Loy, Head of Education of Non-Degree Technology Programs

In today’s job market, 58% of all new jobs are in STEM. Computing jobs are the #1 source of new wages in the United States. To help you get the necessary skills to compete in this job market, GCU is now pleased to be offering Immersive Java Boot Camp. The camp includes more than 600 hours of project-based collaborative instruction, accelerated path to employment, competitive pricing for an on-site experience, and transferable college credits.

CLOSING

De Anne Russell, Career Connectors Board Member, closed the meeting by thanking Highlands Church & the volunteers. The next Career Connectors meeting will be in Glendale on Thursday, October 18, 2018 & features Travis Hardin, as speaker for the topic “Your Focus Determines Your Expansion.” For additional information on this event & future events, please visit the Event Schedule.

12/07/16 – Career Transitioners – Get Out of Your Own Way

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Career TransitionWritten by: Pamela Cales-Kuzel & Connie Huber PHR SHRM-CP

WAYS TO FIND CLARITY IN YOUR JOB SEARCH

Brette Rowley’s article, “9 Easy Ways to Find Clarity in Your Job Search”, highlights ways to get clarity in your search. Some of those ways include:

  • REFLECTION: Make a list of … What do you love doing? What gives you energy? What do people tell you are good at doing? What am I interested in? What are my hobbies?
  • PERSONALITY PROFILING: Understanding yourself and how you best work with others is key to finding a role that is a great fit.
  • ASK YOUR PEERS: Ask their insights on your strengths and weaknesses.
  • STRENGTHS FINDERS: Seek out on-line strength finders to identify your strengths to potential job descriptions.
  • FORWARD-LOOKING RESUME EXERCISE: Cross out those things on your resume that you did not enjoy doing. Highlight activities you enjoyed in previous roles.
  • ASK YOUR FAMILY & FRIENDS: Poll them to see what types of jobs they see you in. In addition, they can provide you with a great perspective identifying your strengths and weaknesses outside of work.
  • NETWORKING: As we have heard time again and again, 80% of available jobs are not posted online.
  • TALK WITH A MENTOR OR COACH: An outside resource can assist you in gaining clarity.

Keynote
Clara Chorley, @ClaraChorley

Clara Chorley has vast experience helping professionals around the world gain clarity about what is next in their careers and then establishing strategic steps to obtain their goals. Clara is CEO and founder of Clarity Unlimited, has extensive experience as a career coach and professional speaker and has worked across 5 continents and 44 countries with organizations as diverse as Fortune 500 Ernst and Young, to humanitarian Millennium Village Project. Clara is the author of the best-selling book T.U.R.N.: 4 Steps to Clarity in Your Life and Career.

Clara highlighted with us some of the key elements relevant to our job search.
PATTERNS AND THEMES

TIME FRAMES:

  • Initially we do well with the searching and networking.
  • At 6 months there is a significant change where we become home based and depression sets in.
  • At 12 months there is constructive adaptation and we start volunteering and apply for jobs we don’t necessarily want.

THEMES:

  • THE SLOW BURN: We lose energy and eventually our job search dies. Our
    energy is sucked from us. Eventually, we loose our motivation in conducting our job search. Confidence goes way down and depression escalates.
  • THE CLIFFHANGER: We procrastinate looking for a job and wait until we need a job. As job seekers, we “talk” about finding a job but do little to actually look for a job. Most of us will wait until the last day and our last dollar before we actually do something in finding a job.

Clara encouraged us to take the time to identify what we are, why we are the way we are and develop solutions to change if needed. The best way to do so is to close our eyes and find a time when we were energized, engaging, and passionate about everything falling into place. Doing this exercise will help the job seeker in establishing clarity. To reinforce our newly found clarity, write down an activity that helps you become energized and focused.

3 TRAPS TO AVOID

  1. THE LONE WOLF
    You believe strongly you can do everything on your own and don’t need anyone to help you. The job seeker develops feelings of anger, apathy, and resentment. Reach out to your network! Find those in your network that can help you develop your skills, emotional support and define clear goals of what you want to accomplish in your career. Take a moment to set goals on how your network can help you.
  2. THE MUDDY MIND
    You are unclear about what you want or what you have to offer a potential employer. You lack focus on clear career goals and path. As a result, you have little to no regard for your skill set and experience. The Muddy Mind talks his/herself out of things. The result plays a key factor in not helping you achieve success in your job search.
  3. HORROR STORIES
    We are quick to rule out positive opportunities for ourselves since we have had one bad experience. How we define and tell our story establishes our energy. The key to managing horror stories is to change our mindset and believe we will be successful.Clara’s closing request was to have each member of the group to do something different today and change our behavior.

“A lack of clarity could put the brakes on the journey to success” – Author Unknown

Hiring Companies

Farmers
Jon Dykast, Agency Business Consultant

Farmers was founded in 1928 and is a financially sound and stable company. This industry leader in disaster response maintains a 24 hour claims service . The company is a multi-line carrier and has the ability to offer essentially every line of product to its customers with the exception of health insurance.
Jon shared with us what it takes to be a sales agent with Farmers. The organization looks for those candidates who have been in sales, management, marketing and relationship building. Farmers insurance values consultative sales, which means you are a consultant and sales advisor to your clients. Insurance is about protecting personal assets. Some of the advantages of working for Farmers are base pay, flexible schedule, unlimited earning potential, full commissions, residual income and being your own boss. Entry points to Farmers Insurance are Traditional Agent Program, Retail Agency, Acquisition and Seed Agencies, and Protégé Program.

Arizona Department of Transportation
Brennan Atwood, HR Specialist

AZDOT’s mission is to provide a safe, efficient, cost effective transportation system. Brennan noted that many positions were part of a hiring freeze that now has been lifted. The culture is in a constant state of change, improving processes and efficiency each day. The state is looking for individuals experienced in lean and is interested in those candidates that have Six Sigma or other lean training. The agency conducts behavioral based interviews for all positions. The state provides an excellent comprehensive benefits package. Go to AZ state website to view latest job openings and to apply.

Freedom Financial Network
JD Hasna, Director 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 Phoenix Business Journal’s #13 Best Places to Work.
Currently there are 100 openings at the Phoenix location, which 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 Sales, Customer Service Director of Workforce Operations, Negotiations, Loan Servicing Representative, QA Engineer, and PHP/Java Developer. If interested, apply here.

Revana
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 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 includes Inbound Sales Associate, Inbound Web Chat Representatives, Inside Sales Representatives, Inside Sales Account Managers, and Sales Managers. Apply here to complete an online application and assessment.

Resources

Arizona@Work, City of Phoenix
Rob Stenson, Supervisor, Business Services Center

Rob highlighted the different skill development packages offered by the City of Phoenix. Those include Seminars available to the public; Level 1 Package-Skills Match the Job Market; and Level 2 Package-Research Pathways to Higher Wages. Seminars include: Arizona Job Connection (AJC), How to Create a Winning Resume, Perfecting Your Interviewing Skills, Mock Interview Lab, Understanding LinkedIn, Leveraging LinkedIn, 21st Century Job Search Seminar, and Job Clubs. The 3-day sessions are focused on ways to jumpstart your job search. Topics discussed are Social Skills, Creating and Implementing a Job Search Plan, Interviewing, and Long Term Career Management. The 3-hour session emphasizes Employability. Rob reminded us of the value of registering with the AZ Job Connection or Maricopa Career Planning System. Phoenix Public Library has a number of E-Resources available. With your Phoenix Public Library Card you can attend nearly 500 online classes, adult learning center, video resume, learning languages and career guidance center.

Dynamic Worldwide Training Consultants
Rodger Brubacher, Director of Continuing Education

Dynamic Worldwide will prepare you with an edge in this competitive job market. DWWTC offers programs and certificates in professional development, cyber security programs, advanced cyber security programs and information technology. DWWTC was awarded the 2015 Juniper Platinum Education Partner of the Year for its award winning instruction. The facilities are state of the art and maintain a low student to instructor ratio. Instruction is available on multiple platforms. DWWTC is licensed by the State Board for Private Postsecondary Education; certified through Arizona@Work; and approved for Grant Programs. For more information, please visit the 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 Gilbert on Tuesday, December 13, 2016 and features Dave Sherman as speaker for the topic “How to Find a Great New Job in Half the Time”. For additional information on this event and future events, please visit the website.