Career Connectors

Connecting professionals in career transition with hiring companies and quality resources

Subscribe Here

Finding Your Strengths

03/4/21 – Getting Ready for the Future of Work

by

Written By Susan Lamphiear

One comedian I’ve heard does a routine about going to the grocery store and being expected to check out his own groceries, who simply says, “HEY. I don’t WORK here.” Ironic that at the same time people fear losing their jobs because of technology, customers like the comedian have to learn new skills to be a customer!

Well, people, as you already know, the future is here and we’re staring at it. Some jobs have already proven in technological jeopardy like grocery store workers at the automated checkout, though we’ve all observed, in real time, live people hovering, mercifully, ready to help us self-checkout, selfie-taking customers. Newspapers, customer service workers, banking, and many other areas have already taken a hit.

Don’t despair, though, because the keynote speaker was here to offer advice on making yourself less vulnerable to technology in the workplace. There is hope.

Keynote

Though keynote speaker Stephanie Clergé confesses she has no crystal ball, she admits that studying trends can be helpful in the job search. Stephanie brings a wide range of expertise ranging from her degree in engineering to her experience as a tech manager, leadership and career coach, executive recruiter, trainer, and consultant.

Stephanie’s message to the online audience today is a focus on technology–including a discussion of what the future holds in the job market, how to prepare for it, and where to start.

Currently, as mankind finds itself in the Fourth Industrial Revolution, besides improvements in life that each revolution has created, the probability exists, as in the past, of these changes creating unemployment, at least temporarily.

  • 63% of workers who lost jobs because of COVID-19 have changed industries.
  • 83% of jobs paying less than $20 per hour could have substantial parts of their work given over to automation.
  • 1.2 million industrial machines and robots are working across the globe and will grow as technology advances.

Though changes in technology can endanger jobs, mercifully, trends in the past indicate sometimes technology doesn’t work as fast in some areas as others. Robots have been enlisted to help patients in areas such as helping them into hospital gowns. Stephanie reminded the crowd that anyone who’s ever tried to put a coat on a toddler can attest, it’s not an easy endeavor. With patients, like toddlers, there are several variables. Inevitably the robots get help from a human, but when that happens, it confuses the robot. Robotic technology cannot take the place of every human task including empathy or making adjustments in the moment.

Even technology that works may have limits including in grocery stores where customers may be fearful of technology that can do inventory management, hazard detection, cleaning, stocking/merchandise presentation, and warehouse fulfillment. But in the case of the robot Marty, who does some of these tasks, Marty can make fewer mistakes, while working faster, more precise, saving money, and doesn’t take breaks–unless for maintenance.

Jobs MORE SUSCEPTIBLE to Automation

  • Customer Service including food-service workers, sales workers, therapeutic workers like personal trainers, entertainment attendants, personal-appearance workers, and hotel/travel workers.
  • Office Support including IT workers, information and record clerks, office-support workers, financial workers (procurement, payroll, etc.), and administrative assistants.
  • Predictable Physical Work including fine-equipment installation and repair workers, protective services, gaming-industry workers, dishwashers, cleaning-equipment operators, food-preparation workers, and general mechanics.

The changing nature of careers including life span are already impacting work life. Gone is the era where you’d prepare for a career, stay in that career for most of your life and then retire. Children today may more easily live to age 100. According to the book, The 100-Year Life: Living and Working in an Age of Longevity, living to be 100 may impact careers in the following ways:

  • Length of career may span 60-70 years.
  • Average tenure in a job is likely 4.5 years or in some cases, less.
  • Half-life of a learned skill is 5 years (in some tech jobs this is more like 12-18 months).

Jobs LESS Susceptible to Automation

  • Managing and developing people
  • Applying expertise to decision making, planning, and creative tasks
  • Interfacing with stakeholders
  • Performing physical activities and operating machinery in unpredictable environments
  • Performing physical activities and operating machines in predictable environments

Remember that humans can still do things robots cannot do. Be in touch with your three parts of your mind– thinking, feeling, and doing mind all which can be clarified via assessments. The robot only has access to one mind–the mind driven by data or experience humans give it.

Three Parts of the Mind in the Job Search of the Future

  • Thinking (cognitive) What skills do I have that are difficult to automate or are related to technology? What knowledge could I obtain related to what is needed in the future? What experiences do I have/need to be an asset in the future of work?
  • Feeling (affective) What do I enjoy doing? Which features of my personality are helpful in this job? What aspects of company culture/work environment are most appealing to me?
  • Doing (conative) Do my instinctive strengths fit this job description? How can I communicate my instinctive strengths to the interviewer? We are all hard wired in a certain way.

In preparing for jobs of the future, be aware of your strengths and if you need to increase knowledge or experience, you can obtain certifications, training, or experience in several ways. Don’t forget the benefits of volunteering in obtaining needed experience in a changing and evolving job market. Take the free DISC assessment offered to Career Connectors attendees. Other assessments include the Myers Briggs or True Colors. Or the Kolbe A Index assessment. Only the Kolbe A Index assesses your “doing” brain that you’re born with. If you registered for this Career Connectors event, you may take the Kolbe A Index assessment free until March 19.

The Kolbe A Index Assesses the DOING Part of the Mind

Results of the Kolbe A Index Assessment provide you with information about your strengths in four areas according to how you naturally simplify, adapt, stabilize or envision.

Stephanie emphasized the importance of the DOING part of the mind, which so far only the Kolbe assessment addresses. While the first two, the thinking and feeling parts of the mind may change over time, the “doing” does not. We are each “hard wired” in the way we solve problems, make decisions, and take action. As a job seeker and employee we need to be able to communicate that on our resume and in the interview. Over time if there is not enough of a “fit” then it’s like putting a round peg in a square hole and explains why people in the long run may not be content with their job. All three aspects of the mind are important to understanding ourselves, but the “doing” part should be just as important to know about when examining our strengths.

“Kolbe Corp is hiring!” Stephanie is happy to announce.

  • Customer Service and Help Desk
  • Business Development Manager
  • Application Developer/Programmer

For more information or to apply visit their website.

ADP

Pam Farling, Talent Acquisition Business Partner

ADP for over 70 years has been a leader in business solutions.

As a global leader, ADP provides cloud-based human capital management (HCM) solutions that unite HR, payroll, talent, time, tax and benefits administration, and offers outsourcing services, analytics, and compliance expertise.

This company has received wide industry recognition, proudly named to FORTUNE Magazine’s “World’s Most Admired Companies” list for 12 consecutive years.

Other industry recognition ADP has received

  • America’s Best Employer for Diversity by Forbes
  • Best Companies for Women by Fairygodboss
  • Top Companies by LinkedIn
  • Top 25 Companies for Women Technologists by Anita Borg Institute
  • Best Places to Work for LGBT Equality by Human Rights Campaign Corporate Notes
  • Best Companies for Multicultural Women by Working Mother
  • Best Company Culture by Comparably

Some of the benefits of working at ADP include the following:

  • Their culture which stresses Work-Life balance, teamwork, and diversity
  • A global company
  • Their career growth and brand where the company empowers employees to grow and provides resources to accomplish it, community involvement
  • Other Benefits like Stock options and 401K match, Leave policy for new parents/elder care, Wellness Program, and more

Current Open Positions

  • Associate Client Support Specialist
  • Client Support Specialist
  • Implementation Specialist
  • Implementation Consultant II-Time
  • Implementation Consultant II-HR
  • Implementation Consultant II-Payroll
  • Project Manager II
  • Payroll Team Leader
  • Payroll Specialist
  • Manager Client Services
  • Client HRBP I
  • Private Equity Relationship Manager
  • Implementation Executive
  • Client Success Executive

To learn more about ADP visit their website or to apply for a position in Arizona, visit their website.

USAA

Jeff Shewan, HR Associate

USAA, founded in 1922, “Insuring each other when no one else would” seeks to be the provider of choice for the military community. The mission of the association is to facilitate the financial security of its members, associates and their families through offering of a full range of highly competitive financial products and services.

The company employs 36,000 and serves 13 million members in several locations including Phoenix, Colorado Springs, Chesapeake, San Antonio, Tampa, and Dallas.

Benefits that make USAA Different

  • 401k Match
  • 34 Paid days off in first year
  • On-site Child Development Center
  • On-site recreational facilities
  • On-site Clinic
  • Free On-site Fitness Center
  • On-site cafeteria

MORE Benefits

  • Medical/Dental/Vision Insurance
  • Short Term & Long Term Disability Insurance (full-time employees)
  • Paid Parental Benefit (up to 12 weeks of pay for bonding when the child joins the family)
  • Adoption Assistance Plan
  • Educational Assistance Plan (eligible as of hire date, any degree, as many as you want)
  • And many more

USAA prides itself on Diversity and Inclusion.

  • Nearly all USAA employees sign up for at least one of their groups.
  • 20% of their employees are military veterans.
  • While not in the military, Jeff tells the attendees he’s learned so much via one of the company’s available groups, VetNet.

Types of Positions in Phoenix

  • Property & Casualty (P&C) includes auto and property, underwriting, insurance including auto and property, new member acquisition–For example Entry Level Sales Insurance Professional
  • Federal Savings Bank includes deposits, credit card, consumer lending, and real estate–For example Entry Level Bank Sales and Services Contact Center Representative
  • Others including Information Technology, Risk Management, and Audit/Compliance
  • Internships

Safety of Employees and the Pandemic 2020

Prior to last year (2020) USAA remote workforce was 6000. When the Pandemic hit, within 10 days, USAA had transitioned 30,000 employees to remote work. Safety of employees, Jeff emphasized, is always BIG. Currently, 94% of their workers are remote with no time scheduled when they’ll go back in person.

For more information about USAA, or to apply, visit their website.

Jeff adds tips for using the USAA website.

  • Search by city.
  • Notice that some full-time jobs are REMOTE anywhere.

Carvana

Daraleigh Lasseter, Senior Manager, Talent

Carvana commits to changing the way people buy cars by providing them an online car-buying solution that’s fun, fast, fair and powered by technology. Carvana says it is disrupting the car industry.

  • Founded in 2012, Carvana is now ranked as Arizona’s most valuable corporation.
  • 100% online car buying experience. No dealerships. No commissioned sales.
  • Carvana sold 200,000 cars online in 2020 and now plans for 450,000 cars in 2021.
  • Premium cards, 150-point inspection, no hidden fees.
  • 7 day money back guarantee, risk-free.
  • Consumers can also sell their vehicle to Carvana without making a purchase.

Open Positions at Carvana

Leadership Roles within Customer Care

  • Team Lead, Customer Care
  • Team Lead, Registration
  • Manager, Customer Care

Customer Care Support Roles

  • Quality Control Specialist
  • Quality Assurance Specialist

People Operations

  • Junior Recruiter
  • Talent Development Coordinator
  • HRIS Specialist (Workday)

At the time of the presentation there were 163 open positions in the Phoenix area and 900 throughout the country.

Apply today by visiting their website.

WealthWave

Jason Wiseman, Senior Marketing Director

WealthWave and its network of leaders call themselves the HowMoneyWorks Company. All independent business owners, they are shaking up the status of the financial industry to shift the advantage in favor of families all over North America. Their goal? They intend to create a financially literate world.

WealthWise consists of licensed professionals with turnkey solutions, ownership, digital marketing/media, start part-time, no layofffs or furloughs, hands on training and mentorship, and a long history of helping families.

Jason emphasizes not a single person has been laid off since he’s been with WealthWave. During the Pandemic, however, 15 million people were unemployed. Jason is convinced it didn’t have to happen that way if people were educated in finances. Today, 62% of people say they’d like to be their own boss except for the hurdles.

  • Only 21 out of 50 states require high schools to teach at least one class in personal finance.
  • Financial illiteracy is the number one Financial Crisis in the world. More than 5 billion people around the world can’t answer basic questions about money. Can you?

To learn more about WealthWave, or to apply, visit their website or contact Jason Wiseman.

Resources and Closing

CEO/Founder of Career Connectors Jessica Pierce closed the formal part of the online meeting. She reminded all in attendance of the many resources available online including career advice, webinars of the online events since the Pandemic started, urging everyone to please visit the website where you can take the DISC assessment for free, receive free head shots courtesy of Gordon Murray Flash Photo and other free resources.

Jessica thanked the 125 Career Connectors volunteers and anyone who’s donated to Career Connectors. Bloggers are needed who attend events, take notes, and work with Sheila to get the recaps posted on the Career Connectors Website.

Click for the Events Schedule for more information about special events such as the Tempe Virtual Jobs Fair March 16.

Jessica turned it over to Director of Operations for Career Connectors Sheila Coulam to explain the Breakout Rooms process where attendees are welcome to meet in smaller online groups to chat with the keynote speaker, hiring companies, resume experts, and LinkedIn coaches.

Special for you if you read to the end of this blog. Remember the promise of the flying car? Humanoid robots? Here are the highlights I discovered as I got side tracked thinking about jobs and other technology issues in the future. Enjoy.

01/16/20 – Put Your Strengths to Work-Find a Job that Fits

by

Stephanie Clerge Find a Job That Fits

Written by Susan Lamphiear

“You grow most in your areas of greatest strength. You will improve the most, be the most creative, be the most inquisitive, and bounce back the fastest in those areas where you have already shown some natural advantage over everyone else. This doesn’t mean you should ignore your weaknesses. It just means you’ll grow most where you’re already strong.” Marcus Buckingham

Keynote

Individuals who focus on their strengths are SIX times more likely to be successful in their roles. And THREE times as likely to say they have a high quality of life.

Keynote speaker at Scottsdale Career Connectors Stephanie Clergé reminded attendees of these remarkable stats as they define their own strengths to better navigate their own career search or career transition.

Stephanie shared her passion for helping others understand one another better, and helping them leverage their strengths. As a young child, her leadership strength meant she was considered “bossy” but that appears to have served her well.

 With a background in helping people discover their strengths, Stephanie  has developed expertise in coaching and training.  Stephanie holds the title of Director of Training and Consulting at Kolbe Corp, an HR consulting firm specializing in assessments and interventions. She also runs her own coaching practice. She holds an industrial Engineering degree from Stanford University and an MBA from Babson College with a focus on corporate entrepreneurship.

Stephanie’s entire background has reinforced her belief  that each of us needs to become aware of our own strengths, both to be more successful in the work place, AND to live a happier life.

How do we become aware of our own strengths? Stephanie suggests you take a look at your strengths in three ways.

Thinking – It’s what we CAN do!  What is your intelligence, knowledge,  experience, education and learned behavior?  

Example of THINKING from Stephanie’s life: “I have nearly 20 years of people management and training skills. I have big corporate, solopreneur and small business experience. I’m skilled at managing large projects.”

Feeling – This is what we WANT to do. This includes your motivation, preferences, desires, values, and personality type.

Example of FEELING from Stephanie’s life: “I am naturally curious and enjoy leadership positions because I can provide my perspective toward strategic decisions and day-to-day execution. I am passionate about helping others understand one another better and helping individuals succeed, especially by leveraging their strengths.”

 Doing – This is HOW you get things done.  Consider your striving instincts, problem solving approaches, decision making methods, innate purposeful actions, and creative talents.

Finding your “doing” strengths

  • Fact Finder–How do you gather and share information?
  • Your follow through–How do you organize and arrange?
  • Quick Start–How do you deal with risk and uncertainty?
  • Implementor–How do you handle space and tangibles?

Example of DOING from Stephanie’s life: “I naturally solve problems by getting detailed information about the issue and potential solution. Then I brainstorm the practical alternatives and figure out the most efficient way I can fit my solution into an existing process or system.”

How else can I find my strengths?

  • Ease–As an example of ease, try writing or printing your name with your non dominant hand and consider if it was easy, did it take more energy, and was it neat or sloppy?
  • Energy–What energizes you?
  • Excellence–Where do you excel?
  • Experience — If you didn’t love a particular job, were there specific tasks within that job that you found energizing and loved doing?

Define your Strong Career OR one task from a career you loved. When did you love the job? the task? the team? the manager? the culture? the industry? the learning?

Think out of the box–Non-work or adjacent activities, Internships, volunteer activities, side projects/businesses, clubs/organizations, hobbies. What about these areas did you love?

Develop Your Tools, including your resume

  • Your resume–Is it easy to read? What does your resume tell the employers in a quick scan? Does it reflect what you’ve done? How can you best contribute?
  • Is it clear on your resume where you should be working next?
  • Cover Letters are NOT Dead! Use the cover letter to captivate your audience, control the message, clarify a situation, or customize a response.

LinkedIn–A look from a Recruiter’s Lens

  • Is your profile at 100%–Describe what, how and impact.
  • Clear, concise headline (not cheesy or needy).
  • Does the summary show a bit of your personality and desires?
  • Does your profile contain well written recommendations by the right people?
  • Remember to list a contact email.
  • Answer InMail promptly.
  • Be a part of relevant groups, follow relevant individuals and companies.
  • Keep your profile updated!

Be able to tell your work history story

  • Where did you work, how did you contribute, how long did you work there and why did you leave?
  • What were your greatest accomplishments in each role?
  • What are your strengths and how did they help you at work?
  • Explain gaps in employment or other interesting circumstances

Be prepared for behavioral interviews

  • Tell me about a time when…
  • Have stories you can flex for different situations.

What skills have you demonstrated?

What do you WANT to do?

Strengths in Action: Contributions & Needs An example from Stephanie’s profile–“My strength is reviewing documentation (data, processes, presentations) written to influence others and providing guidance to make it more compelling.”

Stephanie’s recommendation if you’re stuck trying to communicate your strengths: Pick one strength that really describes you, or think of a task that really energizes you, or create a sentence with key elements of your talent contribution that you use to complete that task.

For more information from Stephanie on building your strengths and for slides from her presentation, click here.

Hiring Companies

InfoArmor

Stephanie Helfer, Talent Acquisition Director

Meredith Garner, HR Business Partner

InfoArmor, the leader in employee identity protection, joined the Allstate Corporation family of companies in 2018.

The company’s next milestone involves the Allstate Digital Footprint which for the first time allows customers to see their personal information and how it might expose them to risk and allows them to do things no other identity protection plan has ever allowed them to do.

InfoArmor offers a workplace where employees want to come to work every day because they feel empowered and heard. Career benefits include leadership training, bonus plans for everyone in the company, merit increases, employee awards, and free health care for employee and family.

Openings include customer care specialists, remediation specialists, account managers, software developers, marketing specialists, marketing managers, and sales managers.

For more information on the company and to apply, visit their website.

Cable One/Sparklight

Vanessa Corona, Sr. Talent Acquisition Specialist

Cable One/Sparklight, a leading broadband provider, serves more than 900,000 residential and business customers in 21 states.

Committed to employees, customers, and the community, the company takes pride in providing employees with a supportive atmosphere, including a top notch compensation package.

Cable One/Sparklight strives to provide customers with 24/7 tech support and remains determined to inspire their employees to share the company commitment to community service. Among others, the company provides outreach to Phoenix Children’s Hospital, Habitat for Humanity, and Feed My Starving Children.

Benefits and perks available to employees include medical, dental and vision plans starting on the first day; paid time off; 401K-100% company match starting after one year of service, up to 5% of salary; life insurance; tuition reimbursement up to $5250 the first year; up to $75 a month towards cable and internet services; advancement opportunities; collaborative work environment; food truck Tuesdays; and game room and fitness center. The fitness center includes cardio equipment and full-service locker rooms with showers.

For more information, or to apply, go to the company website.

Resources & Closing

Executive Director of Career Connectors Jessica Pierce closed the formal part of the event and invited guests to participate in the informal sessions including talking directly to hiring managers and resume experts, finding educational opportunities, visiting Coaches Corner, and posing for a free head shot by a professional volunteer photographer. She thanked all volunteers and the beautiful host facility, Highlands Church.

For details about upcoming Career Connectors events throughout the Valley, click here to visit the events section on the website for times, locations, and details about hiring companies and keynote topics.

Below, check out more thoughts on Career Transition and Finding Your Strengths.

Identify Your Strengths Marcus Buckingham, video

Forbes article about Marcus Buckingham Buckingham known as Founder of the Strength Revolution

TED Talk Felicia Ricci Tips from an actress who appeared in the Broadway musical Wicked, and who underwent an unexpected career transition

TED Talk Shane Lopez Focusing on Your Strengths

03/27/18 – Put Your Strengths to Work – Find a Job That Fits

by

Put Your Strengths to WorkWritten by Cindy Nowack

KEYNOTE

Put Your Strengths to Work – Find a Job That Fits
Stephanie Clergé knows how it feels to be in transition. Throughout her career, she has worked in large and small organizations including Cisco, Deloitte, BMO Harris Bank and Chandler Unified School District. She is now the Director of Training and Consulting at Kolbe Corp, an HR consulting firm specializing in increasing individual and collective performance.
Transition can change one’s sense of security, identity, friend base and more. This provides valuable lessons for the road ahead. Stephanie knew she wanted to find engagement at work and more satisfaction in her job. Her lessons for the road ahead are:
  • Know yourself
  • Plan your work
  • Work your plan
Know yourself – Ensure a strong foundation for career success
Those who know themselves and focus on their strengths are 6x as likely to be successful in their roles, and 3x more likely to say they have a high quality of life. Try this interesting exercise. Write your signature on a piece of paper with your dominant hand. How did that feel? Easy, natural, comfortable, fast and legible were some of the comments in the room. Now write your signature with your non-dominant hand. That signature felt hard, uncomfortable and slow, right? Finding your strengths should be like writing with your dominant hand. Do what comes naturally and gives you energy. Sometimes you have to look for talent in unexpected places, so be aware of your underlying patterns of thought, feeling and behaviors.
Plan your work – Preparing for the job search
Identify what task, team, manager, culture, industry, or other experience you loved. Also, take a look at your non-work and work-adjacent activities such as volunteering, clubs, organizations and hobbies. These activities can shine a light on what energizes you.
You also need to develop your tools for the job search. Is your resume easy to read and reflects how you can best contribute in a new organization? Stephanie says cover letters are not dead, but don’t write a cover letter just to write one. Write a cover letter for a specific job opening when you need to:
  • Captivate your audience
  • Control the message
  • Clarify a situation
  • Customize a response
Your LinkedIn profile should have a clear, concise headline and the summary should show a bit of your personality. Have well-written recommendations from the right people, and be part of relevant groups and companies. Take a critical look at your page from a recruiter’s lens. Does it tell your story?
Connect with your network too. You should be interested and interesting when connecting. Be able to clearly tell your work history story. You never know when you might connect with someone who can help you in your next step.
Your homework is to create at least one Strengths Statement. Pick a strength that really describes you. Think of a task that really energizes you. And then create a sentence with key elements of your talent contribution that you use to complete the task. For example, Stephanie says, “My strength is reviewing documentation (data processes, presentations) written to influence others and providing guidance to make it more compelling.” You should be able to clearly communicate your contributions to interviewers.
Work Your Plan
You want to have a plan that is SMART.
  • Specific
  • Measurable
  • Aligned
  • Realistic
  • Timely
Create daily and weekly steps to help you navigate this transition:
  • Review industry websites.
  • Follow up with former colleagues, managers for recommendations.
  • Attend one event a week.
  • Apply to ten positions a week – not quantity, but quality!
  • Call your accountability partner . They are on the journey with you and providing emotional support.
Every career span is different. Today people are in jobs about two years. You have the opportunity to reinvent yourself each time you transition. No road is easy, but your strengths help you do it with ease. Stephanie was kind enough to make her slides available on her website here.
There was time for a few questions:
Should you use Twitter to find a job?
Use Twitter if you’re good at it. You need to invest your time wisely. Also Google yourself to see what’s out there about you.
What is one key thing to share with a negative person who is stuck?
Be honest. If that person is negative with you, it’s coming across to other people as well, including job interviewers. Find that source of inspiration and make it part of your journey. Stay balanced to get rid of negativity.
Do you have advice to follow up on online submissions?
Only follow up if it’s the perfect job. Otherwise don’t waste your time. Remember to always invest your time wisely.

HIRING COMPANIES

Gil “GW” Williams, Lead Talent Manager
Chances are your connected devices have an Intel processor in them. Intel is going from a PC to a data-centric company that relies on their people. This company hires “niche” applicants so be sure to do your homework on the company!
Intel is placing four big bets:
  • Autonomous driving
  • Virtual reality (VR)
  • 5G
  • Artificial intelligence
In addition to the usual company benefits of stock purchase plan and 401K, employees receive a sabbatical. For every 7 years with the company, the employee gets 8 consecutive weeks off, or every 4 years with the company gets 4 weeks off.
Job openings can be found at www.intel.com/job.
The scheduled representative was not available, but their current openings include:
  • Accounts Payable
  • Accounts Receivable
  • Banking and Financial sase
  • Software sales
  • Medical
  • Administrative
  • Marketing
  • Human Resources
  • Customer Service
Tori Castlegrante, Agency Process Specialist
Taylor Mathusek, Recruiter
The company with Good Hands, Allstate has been in business more than 85 years. There are  1,500 regional company employees, and 700+ small business owners, with a local office in Tempe. Allstate insures 47 products, including auto, home, life and renter’s insurance.
Open Tempe positions include:
IT – 6
Finance and economics – 1
Human resources – 3
Product – 1
Claims – 2
Sales management – 1
To be an agency owner, you should have management/supervisory experience, be business-minded and like being your own boss. There are no franchise or royalty fees, so an agency owner is true small business ownership. There is a $6,000 referral bonus for candidates with supervisory/management experience so apply or recommend someone you know.
To learn more about Allstate careers, go to www.allstate.com/careers.

CLOSING

On Thursday, April 5, Abby Kohut will speak about “Networking for Introverts, Extroverts and In-Between Verts” at our new location at the Grand Canyon University Conference Center. Join us!

6/1/16 – Start Strong, Finish Stronger: Your Best Self in Your Next Chapter

by

Written by: Connie Huber PHR SHRM-CP

All of us have our own special strengths and weaknesses that influence our career and life. But can you quickly share with someone what your strengths and weaknesses are that define you as an individual?
The best thing you can do with your strengths once they have been identified is to own them as described in the article “Owning It: Identifying Your Strengths and Weaknesses” as shared in Prepary, September 07, 2012.
• “Acknowledge your strengths and truly believe in them.”
• “Put all of your energy into your strengths.”
• “Keep developing your strengths.”
The article goes on to note that defining your weaknesses is far more challenging than establishing your strengths. It is noted just knowing your weaker areas will make you more successful. Prepary encourages us to:
• “Take your weaknesses into account when making career decisions.”
• “Look at the other side.” Weaknesses can be turned around into strength and vice versa.
• “Don’t be too hard on yourself.” Everyone has weak areas!
Lastly, the author reminds us our strengths and weaknesses will always be evolving. As you move forward in your career, not only do you grow and change professionally but also your strengths and weaknesses will adjust and evolve. Embrace the constant evolution and welcome what is to come.

Keynote

Start Strong, Finish Stronger: Your Best Self in Your Next Chapter

Stephanie Clergé

@StrengthsPro

Remember when we were young and you dreamed of growing up and what profession you wanted to pursue? If you are like most, you changed your mind several times. Based on 2012 data from the Bureau of Labor Statistics, the list shared 15 kids’ dream jobs. Among the top 5 were:
1. Astronaut
2. Musician
3. Actor
4. Dancer
5. Teacher
Stephanie began her time with the group sharing the story about her kindergartener sharing during his graduation what he wanted to be when he grew up. This little guy boldly told his fellow students, parents and family he wanted to “kill vampires and zombies!” Needless to say, Stephanie and her husband were horrified with their son’s desires. After much reflection and acceptance, Stephanie came to the conclusion her son’s declaration was not far fetched. When you think about it, the vampires and zombies among us are the walking dead and energy suckers in our work environment.

Stephanie like many of us at Career Connectors has also been in career transition. She knows first hand the frustrations and challenges we encounter during this time.

LESSONS FOR THE ROAD AHEAD
In preparing for your career, you need to consider these key strategies.
1. Know Yourself
2. Plan Your Work
3. Work Your Plan

KNOW YOURSELF
In establishing a strong foundation for career success, we were encouraged to begin in establishing our strengths.
• Why Strengths?
According to Gallup, those employees who focus on their strengths are….6 times as likely to be successful in their roles and 3 times as likely to say they have a high quality of life.
• What is a Strength?
Having a firm understanding of your strengths will….
 Make you feel strong.
 Give you energy.
 Come naturally.
 Identify what you do well.
 Show the part of you that is unique and special.
 Helps you succeed.
• Gallup Definitions
According to Gallup STRENGTH is the ability to consistently provide near-perfect performance in a specific activity. TALENTS are naturally recurring patterns of thought, feeling or behavior that can be productively applied.
• Turning Talent into Strength
Talent is the foundation for your strengths and basis for achieving your full potential. Skills and knowledge are your investment. Skills are the capacity to perform the fundamental steps of an activity. Knowledge is factual and experiential lessons learned. The final touch is passion. Passion is intrinsic satisfaction or the inherent gratification and positive anticipation.

• How do I find my strengths?
There are a number of assessment test that will help you discover your strengths. One assessment that is very reliable and free to Career Connector participants is DISC.
• DISC Assessment
DISC measures your personality and behavioral style. The assessment will ask you to answer a simple questionnaire about your own behavior. You will be asked to select the word that describes you the most or least. There are no right or wrong answers.

PLAN YOUR WORK
In preparing for your job search you need to
 Define your strong career.
 Develop your tools.
 Determine your plan.

LESSONS FOR THE ROAD AHEAD
In preparing for your job search, Stephanie shared with us a few reminders regarding wisdom including: No Road is Easy! Your Strengths help you grow with ease. Learn as you grow! And….. beware of the zombies and vampires in life!!!!

“Success is achieved by developing our strengths, not by eliminating our weaknesses.” Marilyn Savant

HIRING COMPANIES

Abrazo Health
Christi Wedemeyer, Recruiter

Abrazo means embrace and Abrazo Health and its employees strive to help people live happier, healthier lives.. The organization is a leader in healthcare and spans from coast to coast. Abrazo spends approximately 53% of its net revenue on total rewards. Some positions offer a sign on bonus.
Current openings include experienced RN’s, Rehab professionals such as Physical Therapists, Director of Nursing, Nursing Manager, Manger of Medical Staff Services, Manager of Clinical Documentation Program, Director of Quality & Risk Management, Computer professionals along with many other healthcare related positions, both clinical and nonclinical.

Ajilon & Parker & Lynch
Ajilon: Katy Lyden, Managing Director
Parker & Lynch: Nicole Heckaman, Executive Director

Ajilon is a leader in temporary and permanent placement of Human Resources, Administrative, Supply Chain & Logistics, Non-Clinical Healthcare and Operational Professionals. Parker & Lynch is a leader in Finance and Accounting recruitment. Its focus on people is what sets the organization from others.
Job seekers are able to have their resume reviewed, practice interviews and interview prep, competitive salary information, salary and offer negotiation, detailed market information, customized candidate marketing strategy and overall support through the entire hiring practice.
Opportunities available at Parker Lynch include Senior Accountant, Sr. Financial Analyst, Controller, CFO, Accounting Manager, and Staff Accountant.
Ajilon has openings for HR Generalist, Executive Assistant, Full Cycle Recruiter, Administrative Assistant, Customer Service, Medical Front Office and Logistics Specialist, and Procurement. Ajilon has needs for an Accounting Associate, Payroll Clerk, AP Clerk, AR Clerk, and Medical Biller.

State Farm
DeAnne Prigmore, Recruiter

The State Farm mission is to help people manage the risks of everyday life, recover from the unexpected and realize their dreams. State Farm is building a 2 million square feet campus in Tempe by ASU and will house 8-10,000 employees. It will consist of four buildings and house varied retail outlets along with restaurants and fitness center. The organization has great benefit offerings including a pension plan and base salary plus commission. A sampling of open opportunities includes entry-level positions such as Claims Associate for Initial Loss Reporting, Express and Interpretation Representative, Customer Care Service and Sales Representative. Bank openings include Bank Supervisor, Loan Processor & Loan Services Representative, Bank Support Rep & Customer Service Rep. Immediate Systems and IT opportunities include Software Developer, Infra Analysts for Malware Tool Support and Tech Support, IT Analyst-Solutions and Bank Technical Analyst.  DeAnne extended an invitation to visit the new facility in Marina Heights.

Resources

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

Waleed shared with the group the latest unemployment statistics. There are currently approximately 69,000 available jobs in the Phoenix area. The numbers are down a little due to the quickly approaching summer months and election. Opportunities include retail, hotel management, project management and nurses. Some of the top skills being requested are bilingual, quality assurance, IT networking, quality control and IT networking project management. A sampling of hiring employers include Banner Health, Honor Health, CVS Health, Dignity Health, Pizza Hut, United Healthcare, Bank of America, Well Fargo and Oracle.
Waleed enlightened us with the different skill development packages offered by the City of Phoenix. Those include Seminars available to the public; Level 1 Package-Skills Match the Job Market; and Level 2 Package-Research Pathways to Higher Wages. 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. For more details on the Skills Development Packages, reach out to Waleed at 602-255-4628 or waleed.alani@phoenix.gov.
If interested in a job with the state of Arizona or City of Phoenix please go to Arizona at Work.

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 Scottsdale on Thursday, June 9, 2016 and features Deborah Dubree as speaker for the topic “Up Yours! Up Your Power, Up Your Performance, Up Your Personal Pitch!” For additional information on this event and future events, please visit the website.

12/10/15 – Start Strong, Finish Stronger: Your Best Self in Your Next Chapter

by

Written by Susan Lamphiear

Keynote

Stephanie Clerge, @StrengthsPro

Remember that scene from the movie Kindergarten Cop when Arnold Schwarzenegger asks the children to tell what their dads do for a living? That flashed into my mind when today’s keynote speaker described her four-year-old son’s public remarks.

Proud of her own and her husband’s careers and educational backgrounds, the speaker described her own shock when her son announced his aspirations at his preschool graduation. When asked, “What do you want to do when you grow up?” he said, “I want to kill vampires and zombies!”

Upon further reflection, after the shock wore off, our keynote speaker decided it actually might not be such a bad idea to metaphorically kill vampires and zombies like the zombies, the walking dead, in the work place, the information-hoarding, energy-sucking backstabbers.

Maybe those energy-draining employees referenced in her opening story  never really got in touch with their career passions by becoming aware of their strengths.  Stephanie Clergè, a certified career coach, referenced Gallup poll results suggesting what makes people great.

You’re six times more likely to be successful if you know your strengths. Respondents were also three times as likely to say they have a high quality of life if they focused on their strengths. It appears knowledge of your strengths makes you happier and reduces stress.

To demonstrate our strengths, Stephanie asked everyone to sign their names. Then she asked attendees to sign with their opposite hand and asked for feedback on how that felt. “Awkward, challenging, frustrating” were some of the responses.

“We work on our weaknesses so much of the time—maybe we never get good at it.” What if, instead, everyone spent more time working on their strengths?

But how do you know what your strengths are? Stephanie tells us it’s those things which bring us energy. Your strengths are the part of you that make you unique and special. It’s basically your “personality muscles” she says. The Gallup poll suggests that your talents are reflected not  just in your outwardly visible behaviors but also in how you think and feel.

Talents are the basis for strengths but she goes a step further. Some people may have a strength in a particular area but that talent doesn’t necessarily bring them joy or energy. Energy is the key.

The DISC assessment, free to Career Connectors’ attendees, is one way to discover your strengths. Other assessments are out there, too. To find your strengths consider Ease, Energy and Excellence. Your strengths are areas where you excel but also which you do with ease and they produce energy, not drain your energy.

HIGHLIGHTS OF STEPHANIE’S ADVICE

Know Yourself

Know your strengths

  • via DISC* and other assessments
  • Ease, energy, Excellence indicators

Plan Your Work

Define Your Strong Career

  • The 4th E: Experience — Ask yourself, “In the past, what did I LOVE?” When did I love the job/task, the team, the manager, the culture, the industry, the learning or other things like commute, travel, benefits?
  • Think Out of the Box — Look for your strengths in other parts of your life including internships, volunteer activities, side projects/businesses, clubs/organizations, and hobbies.
  • Strengths in Action: Homework . . . Create One Strength Statement. Pick something that energizes you. Create a sentence with key elements of your talent contribution that you use to complete that task. Example: My best contribution is a quality mindset. I can spot areas to improve quality and provide ideas to make processes or products move from good to excellent.

Develop Your Tools

  • Resume: It should be easy to read and it should be clear where you should be working next.
  • LinkedIn Profile: Use a clear, concise headline (not cheesy or needy), in the summary, show a bit of your personality, list a contact email and answer InMail promptly.
  • Questions:  Always have questions to ask in the interview. She’s found in her experience many job candidates simply do not ask questions. Ask questions like, “What would the first 90 days on this job look like?”
  • Stories: If you have a gap in between jobs, recruiters want to know why. Have your remarks planned so this does not catch you off guard. Also, be prepared to articulate your greatest accomplishments on the job. You’re very likely to be asked this question: “Tell me about a time when…” Stephanie suggests having three solid stories of your accomplishments which should ideally be recent (can be older if you are changing careers), should be work related, and should address your leadership and technology skills. In a strength statement, tie your strength to a goal. For example, if you excel in creative use of graphics, explain the creative graphics help influence customers.

Work Your Plan: Include daily steps. For example: review industry websites for job postings, follow up with a former boss for a recommendation, attend one event per week, apply to X number of jobs a week, and call my accountability partner.

The Solution IS SMART– It should be Specific, Measurable, Achievable, Realistic and Timely. Remember these key words:  Impact, Information, Inspiration, Strengths, Strategies, Support.

Hiring Companies

Nautilus Insurance Group
Kathleen Sandow, Senior HR Specialist

Nautilus Insurance Group provides commercial insurance (not personal insurance), specializing in excess and surplus lines of commercial property and casualty insurance coverage. Things they insure include shopping centers, exercise and health clubs, llama caddies, sea turtle watchers and doves released at weddings! Affiliated with W.R. Berkley Corporation, which is huge, Nautilus has the perks of a huge company and the autonomy of a small company. Located in Scottsdale Airpark, they employ 260 people, mostly in this location. The dress ranges from formal to summer casual.

Perks include a fitness center, covered parking, 401K, and paid vacations. The company is involved in community support including the Phoenix Rescue Mission. Current openings include Senior Claims Examiner, Data Analyst, Instructional Designer, Computer Support Specialist/Help Desk, and Senior Underwriter.  For a complete list or to apply, visit their website.

The Hartford
Harriet Darkwa, Talent Acquisition Consultant

The Hartford provides insurance to people who are usually in crisis mode because their home was flooded or their car was wrecked.  It’s a professional company who is looking to employ people who will be working with people who may not be covered and supporting customers going through life changes.  Over 200 years old, the company prides itself on both stability and innovation.

Other benefits of working for The Hartford include tremendous promotional opportunities, ongoing training and development, and pay-for-performance culture. The company offers tuition reimbursement, health insurance starting day one, and 401K.  Named “World’s Most Ethical Companies” for a seventh time by the Ethisphere Institute, it’s also been named one of the top 100 companies for remote work. Positions available include Associate Claim Representatives.  To learn more or apply, go to their website.

G/O Digital
Sean Beaudette, Sales Recruiter

G/O Digital helps businesses find their success through localized digital marketing. Founded in 2009, it’s a division of TEGNA Digital, employing over 400 people in downtown Phoenix. The culture is described as fun, diverse, and collaborative. The atmosphere is casual and  includes free snacks, ping pong, theme days and quarterly all-company events.

With a start-up feel, your voice is heard.  Inside sales (digital marketing consultants) currently shows the strongest growth, but openings also include sales development, account management, project management, PPC/Operations, Social Media, Marketing, and Finance. For more information, see them on social media or their website. To apply, visit them on their website.

Education Management Corporation (EDMC)
Mark Pierce, Talent Acquisition Manager

Education Management Corporation (EDMC), one of the largest and most diverse providers of proprietary post-secondary education in the United States, includes The Art Institutes, Argosy University, Brown Mackie College, South University, and Western State College of Law. A huge benefit to employees is free tuition for self and family at any of the schools. EDMC also prides itself on internal growth and development (96% of Admission Management team promoted from within and in five years the company has grown from 100 to over 3,000). Also the company offers 401K and 401K Roth participation, Health Benefits and more.

Dedicated to good works, the company involves itself in multiple projects such as Breast Cancer Awareness and Race for the Cure, Valley Big Brothers/Big Sisters, and Adopt-a-Family.  Positions available include Admissions Representatives, Academic Counselor, and Admissions Manager. For more information or to apply, go to their website.

Resources

New Horizons
Zack Hiscock, VP of Training

New Horizons is a school that provides education for the workplace including computer training. Integrated learning solutions allow students to learn via several methods such as traditional, instructor-led; online LIVE learning; or online ANYTIME learning. The school also offers hands-on labs, reference materials, practice exams, learning guides, courseware, and exam preparation.

A state-of-the art training facility, programs there include Information Technology such as CompTIA Security, Linux +, MSCA Windows, and Office Management and/or Healthcare Records Management Programs like Pharmacy Technician or Microsoft office specialist. For more information or to enroll, check their website.

Closing

Jessica Pierce, Executive Director of Career Connectors, reminded everyone of the breakout sessions that follow the formal meeting. During those sessions, attendees have the opportunity to speak directly to hiring managers, obtain free professional head shots, and confer with experts in resume building and creating and managing LinkedIn profiles.

Jessica thanked volunteers and the monthly host for the event, Highlands Church, and invited everyone who qualifies to fill out the form for Highlands Hope Initiative. Through this program, the church presents gift cards based on income to job seekers and those in job transition. Some individuals may qualify for additional assistance provided by the church and are urged to apply.

Upcoming events include Wednesday, January 6, 2016, at 9:00 AM in Phoenix, featuring Michael Seaver, Developing and Living Your Personal Brand.

The next Scottsdale event will be Thursday, January 14, 2016, 9:00 AM. Topic for the event’s keynote address will be presented by Paula Shoup, Use Your internal GPS to Stay Positive & Productive in Difficult Times.

The next Gilbert event, Tuesday, January 26, 2016, 9:00 AM features Abby Kohut presenting Success for the Seasoned Search …The Benefit of Being Overqualified.

Click here for more details about locations and registration.