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Interview

Psychology of the Interview

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Psychology of the Interview Written by: Carl B. Forkner, Ph. D.
Professionally edited by Kitty Carlisle

You crafted a beautiful resumé. You attended Career Connectors and got some great advice. You networked with professionals in your industry.

And then you get that call—a company that you have targeted for career potential wants you to come in for a face-to-face interview! Your next question…what do I do to win the interview?

The operable term here is simple—prepare—but the challenge becomes how to prepare. Most people meeting managers for a job interview know the basics—have copies of paperwork for each interview board member, get a haircut, shine your shoes, dress for success, etc. In other words, you are thinking about the same things that pretty much every other person going to an interview does. What you need to win the day is to make yourself special … you know, just like everyone else.

With this in mind, you must go beyond the traditional and the expected in order to have a successful interview; to do this, you have to quit focusing all of your time on things and shift some of that focus to people. This is where psychology comes in. How can we use psychology to make us unique to the interviewer and make a favorable impression? It is all about being human.

How Psychology Works

Humans are genetically predisposed to respond to visuals differently than other stimuli; from early childhood development, children master skills based on visual cues before they develop verbal language and well before the advent of reading and writing skills. The psychologist Jerome Bruner presented data that shows how visual communication has a significant impact on learning. Beyond the basic findings of Bruner’s studies, the effect of visuals on information retention showed that images may improve information retention and much as 6x over words alone—spoken or written.

Because of this phenomenon of the human condition, it is important to engage non-verbal, visual cues to help get your message across and make your interview memorable. Whether purely visual or visual, verbal, and tactile, you leave an impression with interviewers—starting with the first time you greet them and shake hands. Warm, dry hands inspire confidence. Cold, clammy hands are a turn-off. Go to a bathroom and wash your hands under hot water and then dry thoroughly. In cold weather, holding a hot beverage help warm your hands as well.

Be cognizant of what you wear to the interview—not just the type of clothing, but their colors. For example, a red tie is a clear symbol of power that could distance you from the interviewers. They may consider you arrogant, forward, or even hunting for their jobs—or that of their supervisors. A nice yellow tie sends a message of being approachable, while a pastel blue shirt conveys trustworthiness. For women, pastel blue tops and some sort of pastel yellow trim, pin, or other accessory send the same message.

What is most important, however, is putting it all together; in other words, it is about how you present yourself. Even though you make a first impression when you walk through the door, how you act and respond during the interview is paramount. The following behaviors can send the right message to interviewers, drawing them into a feeling of teamwork and comradeship, making them decide that you are a good fit for their organization.

Never lean back in your chair. Conversely, don’t lean forward or sit like you are made of stone. You need to portray a professional and alert—yet relaxed and comfortable—image to the interviewers. But remember that employers like candidates who exhibit characteristics of being calm under pressure! Hmmm … how do you portray a professional and alert, but not stiff or over-anxious, image to the interviewer? One of the best techniques for this is to apply counting and breathing to control enthusiasm and show a calm demeanor. Listen to questions in their entirety, count 1-2-3 before answering to give yourself time to collect your thoughts into a cogent response, and breathe deeply and slowly during the interview process.

Where are your arms and legs? One of the most easily transmitted non-verbal cues is whether you are closed to discussion or open to new ideas. These cues are most often sent by how you position your arms and legs. Crossing your arms across your chest sends a message that you are closed to discussion or acting in an authoritative, aggressive, or condescending manner—this can end your chances before you answer any questions. Having your arms comfortably in your lap or, perhaps, holding a note pad and taking notes during the interview sends a message of openness to discussion. When you sit, the relaxed position of having one leg up with the ankle sitting on the opposite knee presents an overly-casual, unprofessional message. Sitting with your legs uncrossed (but relaxed) or crossed at the knees sends a more professional message. As for hands and feet, don’t tap or swivel your feet during the interview—again, it shows nervousness and can send a message that you do not do well under stress. The same applies when fidgeting with your hands—a good way to avoid this is to have a note pad and pen in your hands to take notes.

Mirror the interviewer. In other words, mirror some of the movements that interviewers make when they communicate with you. But … only do this if you are comfortable and the motions are natural to you! If an interviewer picks up that you are purposely mirroring their actions throughout the interview, you will be perceived as being disingenuous and manipulative—hurting your chances at being hired (Baron, 1986).

Just how good are you at what you do? Many times you will know more than the interviewer(s) about the job and its associated tasks. This makes the process even more stressful because you may be compelled to dive deeply into a higher level of material than the interviewer(s) are able to understand—this is typically going to result in losing the interview. I inadvertently lost a potential job this way when an interviewer asked a question to which I knew information about their own company about which the interviewer had no clue (and the lead interviewer validated my information to her during the interview). One sure sign of this eagerness to show just how much you know is the urge to interrupt the interviewer and either predict what they were going to say next or, if you are really too bold, correct them. One simple rule on this one—don’t interrupt the interviewer!

Now that I have covered some of the “don’ts,” let’s focus on some of the “dos.” From the time you arrive for your interview, you must understand that there are more interviewers than the one(s) at the table with you. The receptionist will be asked their opinion of you—you have only one shot at making a good first impression! Courtesy and a friendly demeanor go a very long way because one of the unwritten metrics people will use to assess you is, simply, do I want to work with this candidate?

Every person with whom you come in contact has one thing in common—they are human beings with emotions, opinions, and skills. Take time to fit in ways to subtly compliment the interviewer(s). If you are in an office, perhaps there is a family picture, an award plaque, an article of sports memorabilia, or some other things that may provide common ground and start to move toward a relationship instead of purely an interview. If the interview is in a common area, such as a conference room, you can comment on pictures of their products, corporate recognition items, and so forth to start the relationship. BUT … in order to do these things effectively, you must be diligent in researching the company beforehand, including their website and social media platform sites. If you start the conversation without really knowing the material, again, plan on likely losing the interview.

cc-psychology-smileSmile during the interview, but sparingly. Studies have shown that candidates are judged to be more suitable for a position—especially those requiring a serious demeanor—if they smile less (Ruben, Hall, & Schmid Mast, 2015). These studies also found that smiling at the start and end of the interview, but having a more serious presentation in the middle of an interview, resulted in a higher desirability score from interviewers.

Be clear in your answers and questions. Remember the part about counting and breathing I mentioned previously? That works in your favor. Do not try to impress interviewers with fancy jargon or answers loaded with acronyms—even if they are relative to the position. You may be interviewing for an IT position, for example, but have interviewers from HR for your initial interview who do not understand those terms. A simple, affirmative presentation of what you have to offer is your best bet. Research has shown that candidates who speak clearly, intelligently, and logically are far more favored than those who immerse the conversation in technical jargon and seem to bounce randomly around an issue (Clark, 2008).

Enthusiasm counts! Do not be a monotone drone during the interview. Use inflections in your voice to indicate excitement and confidence. Research shows that these expressions significantly increase the candidate’s score, leading to a higher probability of call-backs and a favorable hiring decision (Young & Kacmar, 1998). Candidates with higher affect, energy level, and vocal inflections garnered more second interviews than those with lower affect, lack of energy, and less vocal character (Degroot & Motowidlo, 1999). Candidates who lack enthusiasm are often judged to be more anxious or nervous (Levine & Feldman, 2002), translating to a perception of lacking confidence and being less effective communicators (McCarthy & Goffin, 2004)—these are likely death blows to your hiring chances.

Always ask about company culture. A standard ending to interviews includes being asked if you have any questions for interviewers. The absolute wrong answer is “No.” Be sure to have two to three questions thought out (and written down) before the interview. One question must always be about the company’s culture; you are exploring whether the company is a good fit for you now, rather than the other way around. Other questions should have their foundations in your study of the company’s website and other resources, delving into areas relative to the position for which you are interviewing. Have a note pad out to write down answers—this shows that you are interested in what interviewers tell you in their answers.

Finally, make sure to thank the interviewer(s) and do so more than once. It is appropriate to thank them at the beginning of the interview for the opportunity, at the conclusion of the interview, and to send a follow-up email thanking the interviewer (or lead interviewer of a panel) within 24 hours after the interview is completed. Again, courtesy counts—the email shows that you are competent by doing follow-up to an event … and it shows a touch of business class.

The following list is a compilation of tips as listed on the American Psychological Association (APA) website (APA, 2016):

What to Do in an Interview

  • Present an air of confidence during your interview and understand what is expected of you.
  • Do your homework and find out as much as possible about the institution, department, and the faculty. Know the institution’s Web information.
  • Tailor your job talk to the attendees and make arrangements for any A/V support in advance.

Keep your job talk general and short. Don’t talk about all of the details, but show that you are aware of them.

  • Address questions about your job and don’t be afraid to admit you don’t have an answer.
  • Show interest in your interviewer’s work. Read at least one paper written by each person in your area.
  • Show respect to committee and department staff. Be flexible and polite.
  • Dress appropriately.

What Not to Do in an Interview

  • Don’t forget the goal of the interview is to see if there is a match between you and the department.
  • Don’t forget you are always being interviewed, even at meals, parties, in casual conversations, and graduate student meetings.
  • Don’t forget to check your time and not go over the time allocated for your job talk.
  • Don’t forget to ask people about their work.
  • Don’t forget to send any materials you promised to individuals as soon as possible.

In Closing

No interview is ever a non-stress environment. No interview is an automatic win or loss. In most cases—but not all—interviewers have set questions and processes that they follow and typically have experience doing interviews. In other words, YOU are the variable that they cannot control if you prepare effectively. Be yourself—not what you think they want you to be. Use a mirror to see how you look before going to the interview. Practice answers to questions you think might be asked—even have a close friend do a mock interview with you. Pay attention to how interviewers act—their non-verbal cues are as important to you as your cues are to them.

In short, prepare, be attentive, relax, and gather thoughts before answering, respect interviewers, and be ready to show how you are the company are good for each other. YOU CAN DO THIS!

References:

APA. (2016). Interview and Job Talk Tips. Retrieved from http://www.apa.org/careers/resources/academic/interview.aspx

Baron, R. A. (1986). Self-presentation in job interviews: When there can be “too much of a good thing.” Journal of Applied Social Psychology, 16, 16 –28. http://dx.doi.org/10.1111/j.1559-1816.1986.tb02275.x

Clark, C. (2008). The impact of entrepreneurs’ oral ‘pitch’ presentation skills on business angels’ initial screening investment decisions. Venture Capital, 10, 257–279.

DeGroot, T., & Motowidlo, S. J. (1999). Why visual and vocal interview cues can affect interviewers’ judgments and predict performance. Journal of Applied Psychology, 84, 986 –993. http://dx.doi.org/10.1037/ 0021-9010.84.6.986

McCarthy, J. M., & Goffin, R. D. (2004). Measuring job interview anxiety: Beyond weak knees and sweaty palms. Personnel Psychology, 57, 607– 637. http://dx.doi.org/10.1111/j.1744-6570.2004.00002.x

Ruben, M. A., Hall, J. A., & Schmid Mast, M. (2015). Smiling in a job interview: When less is more. The Journal of Social Psychology, 155(2), 107-126.

Young, A., & Kacmar, M. (1998). ABCs of the interview: The role of affective, behavioral, and cognitive responses by applicants in the employment interview. International Journal of Selection and Assessment, 6, 211–221. http://dx.doi.org/10.1111/1468-2389.00092

Transitioning Out of the Military – 4

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Step 4 – Prepare for Your Job Interviews

Transitioning Out of the MilitaryWritten by Lori Norris
Professionally edited by Kitty Carlisle

In the earlier posts, we discussed translating your military skills into a resume and preparing your job search strategy. Now it is time to prepare for the job interview phase. You may be facing your first ever job interview, or at least the first in many years. Regardless, going into an interview unprepared is a recipe for failure. Here are some critical steps for preparation:

Prepare your talking points. The job search process is an exercise in marketing yourself. Before you go into an interview, research the company, read the job posting, and determine how you can benefit the organization. The benefits you will offer become your talking points in the interview. No matter what question is asked, you always want to talk about how you, and your skills, can enhance the company. Determine how you can benefit the organization (i.e., improved productivity, enhanced quality) and offer solid examples of your military accomplishments that demonstrate these skills.

Give yourself credit. In the military, you are taught to act as part of a team. Often, ex-military members have trouble talking about themselves because they are hesitant to “brag” or they feel as though they “just did their job.” You must define the benefits you brought to the team. It is not bragging if you are simply stating the facts of how you can help an organization. Most civilians do not know what military life is like. Your goal in the interview is to ensure they understand your skills by talking about how you added value.

Practice, practice, practice. Practice the wording, tone, and general responses to the most commonly asked questions, such as “Tell me about yourself?”, “What are your strengths/weaknesses?”, and “Why should I hire you?” Your responses should be brief – not more than 2 minutes – while providing as much relevant detail as possible. Write down and memorize Situation/Task/Action/Result stories that demonstrate five to ten of your most valuable skills.

Show your personality. Remember that the interview is an opportunity for the company to determine whether or not you are a good “fit” for the position. Don’t forget to smile, don’t take yourself too seriously, ease up on the formality of “sir” and “ma’am”, and do not wear military attire to the interview.

Step 5 – Prepare for Culture Shock  –>

9/10/15 — Think Like a Hiring Manager and Land the Job

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Written by Susan Lamphiear

“You must do the thing you think you cannot do.” Eleanor Roosevelt

For anyone who has ever faced a challenging job search, Roosevelt’s words probably take on new meaning. Something about a sudden or unwanted job search forces most people to call on emotional strength they never knew they had.

It sure helps along the way to know we’re not alone, though, and that others have overcome challenging career roadblocks. I’ve heard so many people through Career Connectors willing to share their career journeys, and it’s beyond encouraging to know there is a light at the end of that proverbial job-search tunnel. Our keynote speaker today gave valuable practical tactics for the job search, but just as important, she included inspirational examples.

Keynote

“Why can’t they just be nice and get back to me?” Many people faced with a job hunt these days have probably at least whispered these words. Jessica Pierce, Founder and Executive Director of Career Connectors, was talking recently with many people who said they needed help in landing interviews.

Jessica used the example of Anthony, who’d confessed to her he’d been putting in many hours on job boards, sending out hundreds of resumes, but he just wasn’t hearing anything back. Jessica suggested he reframe his brain. You can’t just send out resumes all day long. You have to get out of your house, have coffee, she told him. Network with people. Jessica had asked him, “Is what you’re doing working?” It was not, but that was about to change. Anthony told Jessica “I’ll trust you.”

Armed with Jessica’s advice that you can’t stop with the job boards, sending out hundreds of resumes, you must network and use LinkedIn, Anthony started getting out and meeting people. Fast forward a short time later and Anthony received multiple interviews, followed soon by three job offers– beyond what he ever though he could wish for. He found his job through someone who knew someone through LinkedIn.

Jessica asked how many attendees had hired employees and many in the group raised their hands. She said, “You know, then, about the recruiting cycle.”  Most employers don’t have the resources or the time and patience to go through the lengthy process. One exception is the State of Arizona that literally looks at each resume. However, that’s also why, even if you make the resume cut, it may be months rather than weeks before you hear back from someone. It takes time, money, and human resources to tackle hundreds of resumes. One woman Jessica knew had already taken another job by the time she heard back.

To think like a hiring manager, keep in mind competence is only part of the picture. Competence plus Character plus Chemistry equals a Cultural Match. Hiring managers are in a hurry to hire good people who are a match for the company.

Competence

  • Knowledge/Training
  • Experiences/Accomplishments
  • Skills/Expertise

Character

  • Document your traits by completing the DISC assessment
  • Use action words and research the company, highlighting your similar traits–including your values and behaviors.

Chemistry

Begin with a proper handshake. Then before the interview, research the employer, know your resume, and prepare and review interview notes. During the interview, dress to impress. Arrive 5-10 minutes early. Engage with everyone. After the interview, send a thank you note. Email is OK, but a personal note in the mail is better. Then connect on LinkedIn or other social media if you haven’t already. Always remember that people want to work with people they like.

NOTE: A whopping 55% of recruiters have reconsidered a candidate based on their social profile. And 61% of those re-considerations were negative. It’s not surprising, then, if hiring managers and recruiters look for easier and safer options. And, they don’t begin their process with the job boards.

When Jessica was looking to hire her Director of Programs recently, she started asking people she knew, telling them she absolutely had to have someone dependable, but if she posted it, she’d get hundreds of resumes. As she asked around, Sheila Coulam‘s name kept coming up, and that’s who she ultimately hired.

How Hiring Managers Find Employees

  1. Internal Resource (known)
  2. Prior work Relationship (known)
  3. Referred Resource (known-one off)
  4. Through Employee (known—one off)
  5. Want Ads

Where recruiters find the best candidates

  • Social Networks – 73%
  • Referrals – 63%
  • Corporate career site – 60%
  • Direct sourcing – 57%
  • Career site – 51%

Social networks recruiters use

  1. LinkedIn 94%
  2. Facebook 66%
  3. Twitter 52%
  4. Google 21%
  5. RSS (Rich Site Summary or Really Simple Syndication) Feed 20%
  6. You Tube 15%

Employers are starting to put more money into social networks, primarily LinkedIn. “You’ve got to be on LinkedIn,” Jessica says. Google search your name. Whatever you can see, the public probably sees (She’s in the process of looking at her teenage son’s social media profile because he’ll soon be applying for scholarships, and she knows the importance of an appropriate online presence.).

Job boards are still important, but you can’t let that alone be your source for finding a job. You must connect with people through relationships and social media as well. As far as the job boards, the number one is Indeed.com. It’s a crawler, meaning that Indeed.com scours other websites for jobs. Jobing.com is our local job board and a partner with Career Connectors. Career Builder and Simply Hired are two more possibilities.

In the beginning at Intel, Jessica tells us she was making $18 an hour, so she loved those referral bonuses and practically made a second career out of those $1000 referral bonuses. There are solid reasons for those referral bonuses. Statistics show that a person who is referred usually stays longer on the job. People like to work with people they like. “So be likable!” Jessica says.

So it’s ultimately what you do AFTER you apply that really counts.

Once you apply, find someone at that company and connect on LinkedIn or find someone who can introduce you to someone who works at the company you’re targeting. Recruiters are engaging with potential candidates through social media. It’s all about how you stand out compared with the other 200 people who are applying.

Vision without action is just a dream. Action without vision just passes the time. Vision with action can change the world. ~Loren Eisley

When Jessica read the above quote, she admitted she’s by nature a non-planner but stressed its importance. At one point she gave everyone a few minutes to share with each other — an intended job action from their list — to do by the end of this week. Then she reminded everyone that there’s an 80 percent chance you’ll follow through with an action if you tell someone about it. It’s a commitment thing.

History has demonstrated that the most notable winners usually encountered heartbreaking obstacles before they triumphed. They won because they refused to become discouraged by their defeats. ~B.C. Forbes.

Jessica knows what it’s like to suffer job loss.  The quote above, taken from a book by her friend Jerry Jerome*, comforted her during tough times.

She’d started her own staffing company in 2007 after being laid off from Intel, along with 10,000 other people. But then in 2009, she closed the doors to her staffing company due to the economic downturn at the very same time her husband was laid off from his corporate recruiting position. She launched Career Connectors despite her husband thinking she was crazy when she started volunteering to help people with their resumes even before she got another job. With an infant, and children ages two and ten, they finally sold their home and rented a house. But the week of Christmas 2009 they found a notice on the door of their rental– giving them ten days to find a new place to live.

Jessica is here to tell you that there is hope on the other side of extreme job loss. She knows because she’s been there. And back.

*Jerry Jerome donated his book, Instant Inspiration, for everyone in attendance, and books were handed out at the conclusion of Jessica’s presentation. The quotes Jessica used in her presentation she found in Jerry’s book. The quote I selected to open the blog came from his book as well.

Hiring Companies

City of Phoenix Workforce Connections

Kathy Thiessen, Senior Workforce Project Manager

The City of Phoenix Workforce Connections offers job seekers skills development, employment talent marketing and business services. Clients receive these services free, including help with online job bank registration, setting up email accounts, use of computers and equipment, referrals to community resources, public workshops, on-site events and job fairs, and youth services. Through assessment and conversations, the one-stop sites help job seekers identify transferable skills, determine your interests and work values, help with soft skills training, basic computer training and more.

Grants are available under the Workforce Innovation and Opportunity Act (WIOA) with the goal of employment, transitioning back to the workforce as quickly as possible. The WIOA updated the 1998 Act and is the first legislative reform in 15 years, passed by a wide bipartisan majority in the Congress. SOAR is a program including personal and career awareness, soft skills for success in the workplace, and social media networking via LinkedIn. Its purpose is to strengthen Arizona’s economy by developing the workforce and matching employers with job seekers.

WIOA Services

  • Assess your  transferable skills, strengths, and areas needing improvement
  • Match skills/background to occupation/career.
  • Determine if training/certification is needed to increase your marketability.

Three One-Stop Career Centers are located in the Valley.

Among resources available at the One-Stop Centers include practice interviews and analyzing video tapes of yourself in order to be better prepared to market yourself for a job.

To check on exact locations and services available, visit their website.

Taser

Shelby Hagan, Recruiting Coordinator

Taser products in Scottsdale, with locations in Seattle and recently Amsterdam, include smart weapons (Tasers, electrical weapons), body-worn cameras and evidence solutions. The company prides itself on being innovative, including continually asking employees for their ideas. Taser’s culture includes the attitude that what you do matters and the importance of continual learning. Benefits include medical insurance, 401K, unlimited PTO, 12 weeks maternity leave, six weeks paternity leave and more. A variety of jobs are available and the list changes continually. “We have something for everyone,” they say. For more information about the company, or to apply, visit their website.

Aetna

Le Nguyen, Director, Recruiting Operations and Dani Sykes, Senior Recruiter

Aetna, a health care insurance provider, employs 50,000 people. In January of 2015 its CEO announced two important initiatives including increased pay for its minimum base hourly wage for its U.S. employees. The second initiative is the launch of an enhanced medical benefits program in 2016 to lower the out-of-pocket health care expenses for some of its U.S. employees.  The company is considered a leader in flex scheduling, including work schedules or telecommuting from home. Other benefits of Aetna include Paid Time Off (PTO)—three and one-half weeks vacation to start– six percent 401K match, annual bonuses and more. Currently, Aetna is in the process of acquiring Humana. Opportunities for careers include accounting, finance, human resources, customers support, marketing, sales and more. For the most current list of positions or to apply, visit their website.

Verizon Wireless

Darrin Ruof, HR Recruiter

Verizon Wireless is a national wireless provider, a technology leader with fast connections. Lots of phone support is available to its customers. Verizon cares about the community including one of their projects called Hopeline, a program which help victims of domestic violence. Benefits of working at Verizon include the opportunity to advance, health benefits starting on the first day of employment, and tuition assistance, up to $8000 per year. They have openings now including their call center, with jobs starting at an hourly rate, but most employees earn sales commissions starting at $1300 on up. For further information about positions, or to apply, go to their website or reach out through social media.

Education Management Corporation (EDMC)

Kelly Moncada, Talent Acquisition Specialist

Education Management Corporation is one of the largest and most diverse providers of proprietary post-secondary education in the United States. The corporation includes five schools:  The Art Institutes, Argosy University, Brown Mackie College, South University, and Western State College of Law. Their top value and top priority involves providing education that builds careers.  Opportunities for advancement abound and 96% of the admissions management team members are promoted from within. The company expanded from 100 employees to over 3000 in five years. Among other benefits, the company provides employees tuition benefits to any of their schools after only 90 days on the job, as well as paid time off, 401K and 401K Roth participation, life and health insurance, and more. For more information on open positions, or to apply, visit their website.

Closing

Sheila Coulam, Director of Programs at Career Connectors, closed the meeting, thanking Highlands Church for providing the beautiful facility for hosting the monthly events. She reminded everyone of the free DISC assessment available through the website.  Also, concluding the formal part of the event, attendees were all welcome to talk to hiring managers or get help with free professional head shots, resume writing and LinkedIn assistance.

Career Connectors next meets Tuesday, September 22, 2015, 9:00 AM, in Gilbert, featuring keynote speaker Carl Forkner: Social Media: Your Job Search Secret Weapon. Next up will be Wednesday, October 7, 2015, 9:00 AM, in Phoenix. Keynote speaker Ted Robison will speak on the topic of Get LinkedIn or Get Left Out. The next Scottsdale event will be Thursday, October 15, 215, 9:00 AM in Scottsdale, featuring keynote Dave Sherman on the topic of Get the Job Fast – How to Find a Great New Job in Half the Time.

For more information including specific locations and registration, click here.

05/14/15 — Getting Hired by the Best

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Written by Susan Lamphiear

When Al Gore lost the Presidential election, the fictional Stuart Smalley (character played by Al Franken on Saturday Night Live) insisted Gore, sitting in front of the mirror, say, “I’m good enough, I’m smart enough, and doggone it, people like me.” Stuart assumed, and rightly so, that Gore’s self-esteem may have taken a hit after his very public career setback.

Psychologists tell us that job loss is right up there with traumas including the death of a loved one or being involved in a car accident. So it’s not surprising that individuals in career transition after a job loss might need some extra care, some coaching, and ongoing words of encouragement. And ideally, some practical tips!

Keynote

Kevin Dumcum, Employment Specialist, knows what it’s like to be suddenly unemployed. Until 2009, jobs always came to him. Since that job loss, Kevin discovered he really loves helping people who need assistance on their journey to employment.  Kevin gave job searchers at Scottsdale Career Connectors some very practical advice to help them with their job search.

Kevin’s Ten Lessons to Get to Yes

Lesson 1: Recognize that job loss is traumatic.  It’s not easy. It’s dramatic. It’s traumatic.

Lesson 2: Understand how companies think. Bottom line for the vast majority is profit. They don’t exist to give you a job.

Lesson 3: Control your own career path. During your journey, go after better opportunities whenever they arise.  Remember that no company can guarantee your job and that you don’t owe them your soul.

Lesson 4: Take care of yourself. During your job search, you’re not on vacation! Establish a routine of getting up each morning and get dressed for the job search instead of watching reruns of Game of Thrones. But, make sure to do activities that rejuvenate you. For Kevin, hiking and reading the Bible became constants in his life.

Lesson 5: Decide what you really want. Assessments are available, some for free, that can help you take advantage of this time in your life.  If you have not recently been doing work you really love, then this might be just the incentive to go after a career that better suits you.

  • To tap into what you really like, Kevin highly recommends the book What Color is Your Parachute. Originally written in 1972, it’s been rewritten each year. But find any edition at the public library.  Only the stats have changed, but the basic book is still the same. Section one includes exercises that lead you to your strengths. Section two tells you who would hire you to do the thing you love and are good at. Kevin proudly mentions he learned from his test results that he’s like Gandhi and Michelle Pfeiffer!
  • Take the DISC Assessment free  on the Career Connectors Website.
  • The Myers Briggs Test is good. You can buy it and hire a coach to assist you in interpreting it. Or find the simulator online and take it for free.

Lesson 6: Try everything.  Kevin means you should register on all the job boards (indeed.com, snagajob, jobbing.com, SimplyHired, and careerbuilder.com), use social media (but you must go out to networking events), attend job fairs, and take advantage of BestCompaniesAZ.

Lesson 7: Find the job. Kevin recommends several ways to tackle the job search including Maricopa Workforce Connections One Stop, Employer hiring events and Goodwill, among others.

Lesson 8:  Volunteer.  Remember that there are always people who “need a hand up.” Plus, often you can volunteer in your area of expertise and gain experience while you job hunt. Volunteering shows employers that you haven’t forgotten how to show up. Consider Volunteermatch.org or Handsonphoenix.org for example. Or Career Connectors!

Lesson 9: Expect Rejection. After one too many rejections, Kevin decided he should try to network himself. He was spending more time volunteering in this area than job hunting. He asked himself: Who would hire me to do this…employment help. During this time he happily discovered Career Connectors, too.

Paraphrasing lines from one of the Rocky movies, Kevin reminded attendees, “Life is about how you can get hit and keep moving forward.”

Lesson 10: Celebrate small victories because all you need is ONE!

When Kevin flashes a picture from the popular movie Rocky on the screen, I’m already in Walter Mitty form reliving that final exhilarating scene from the original movie.

BestCompaniesAZ

Denise Gredler, Founder and CEO of BestCompaniesAZ, was on hand to talk about the unique model of the company.   The company was founded on these goals:

  • To identify the best companies
  • To promote the best
  • To connect the best

Among many other activities, BestCompaniesAz holds quarterly events for job seekers  with a focus on the military (January), women (April), diversity (August 27), and millennials (October).

Denise highly recommends Lee Vikre’s podcast on top interviewing tips. She also shares the following ways to get hired by the one of the best companies. 

Top Companies Hiring Criteria (in order of importance)

  1. Culture Fit
  2. Interpersonal Skills
  3. Basic Job Skills
  4. Team Player
  5. Technical Skills
  6. Personality
  7. Leadership Skills
  8. Prior experience in industry
  9. Educational Background (undergraduate)
  10. Diversity
  11. Professional Certification
  12. Prior  experience outside industry
  13. Educational Background (advanced)

All four hiring companies represented at the Scottsdale meeting today have recently won top company awards.

Hiring Companies

USAA

Sayra Nevarez, Talent Acquisition Manager

USAA, a financial services organization founded by military officers, serves their members who include the U.S. military and their families. A Fortune 200 company, USAA takes their core values as seriously as they did in 1922 when the company was founded. Benefits include full benefits from the first day of hire, paid time off, wellness program and newly expanded state-of-the-art gym, and a facility on I-17 and Happy Valley Road that includes a health services clinic with doctor on site, onsite cafeteria, a child development center for children five and under and more.  A number of jobs are open including customer service and sales in banking and insurance. To learn more about USAA or apply for a current open position, visit their website.

Orion Health

Heather Kitsko, Recruitment Business Partner

Orion Health is an award-winning leader in the health software industry with offices in the United States and Australia and headquartered in New Zealand. The company’s Scottsdale site is a 100% open office, all cubes, along with 12-13 conference rooms. Benefits of working at Orion Health include 100% medical and dental coverage for the employee and the whole family, paid holidays, sick days and discounts at Apple, AT & T and Verizon. Current openings include engineering and IT positions; more can be viewed online. For more information about the company and to apply, visit their website.

ClearCall Solutions

Jordyn Davis, Director of Talent Acquisition

ClearCall Solutions is a national leader in direct response marketing and sales, specializing in business-to-consumer acquisitions for Fortune 500 companies.  The company has received awards including Best Company to Watch. As one of Chandler’s largest employers, they’ve been named one of Chandler’s top 100 companies, moving up the ranking from 67th last year to 46th in 2014. The company provides opportunities for advancement, leadership training, and recognition.  Many job openings are available including sales representatives, IT business analyst, process analyst and more and can be viewed online. Visit their website to learn even more about the company and to apply.

Charles Schwab

Erika Villicana, Talent Sourcing Advisor

Charles Schwab, founded 41 years ago, continues its original mission to bring Wall Street to Main Street, committed to always see things through the client’s eyes. The company strives to provide financial services at low cost, using the consultation approach—really listening to clients.  A Fortune 500 company, Charles Schwab is located in 45 states and 3 countries.  The company has won 13 different awards in 2013 and 2014. Currently 100 jobs are available including Broker Training, Client Reporting Specialist and Relationship Specialist. For more information about the company and to apply, go to their website.

Resources

Dynamic Worldwide Training

Rodger Brubacher, Director of Continuing Education

Dynamic Worldwide Training is a certification-preparation school, licensed by the state, which offers training and certifications in Microsoft Office, Project Management Institute, and Medical Front Office, to name just a few. All classrooms offer state-of-the-art equipment, including dual monitors.  Located in Tempe off the 60, the school offers several platforms for delivering instruction which include instructor-led, corporate on-site, virtual, or hybrid (a combination of methods). The school has a low student-to-teacher ratio and offers interview coaching. For more information on classes or available funding, visit their website.

Closing

Executive Director of Career Connectors Jessica Pierce closed the formal part of the meeting, reminding all new visitors about the free DISC assessment available to them. Breakout sessions include the opportunity to speak to hiring companies,receive free business portraits, and resume or LinkedIn coaching and other educational opportunities.

The next meeting of Career Connectors will be held Tuesday, May 26, 2015, at 9 AM in Gilbert, featuring keynote speaker Jim Paisley’s presentation: The Successful Interview.

Then on Wednesday, June 3, 2015, 9:00 AM, Phoenix keynote speaker Sandi Ashton will speak about DISCover Your Unique Value. Bring your printout of your DISC assessment!

The next Scottsdale meeting on Thursday, June 11, 2015, 9:00 AM features keynote speaker Michael Seaver speaking on Developing and Living Your Personal Brand.

For more information on upcoming topics, hiring companies and directions, click here.

Parting Thought

Words of wisdom in a short video from Wayne Dyer  re-emphasizes Kevin’s point about taking advantage of career transition to possibly reinvent yourself. It’s called  How God tells you it’s time to change. Click here to view.

 

04/09/15 — Selling Your Transferable Skills

by

Written by Susan Lamphiear

Have you ever seen a job description and said, “I can do that!”?  We can only hope that only a few of you say that when you see a posting for brain surgeon, airline pilot or ballet dancer.  Most of us who have experienced job loss or job transition have heard about transferable skills. But sometimes it’s just not that easy to explain or convince a potential employer what skills we have developed that can be used in another position.  So it continues to be a challenging issue.

Keynote

Selling Your Transferable Skills…Past Experience = Future Value

Cynthia “Cedar” Duerkop  was just 20-something when she first began to experience job layoffs and reorganizations, but it gave her plenty of practice articulating her transferable skills. Starting her career in the military, and moving on up in the private sector, today Cynthia runs her own business where she conducts private coaching, helping people design a career that helps them earn a living doing what they love.

Cynthia’s story began when she was born the youngest of nine kids in a family where no college fund existed. Military service was expected, but when she joined the US Navy at an early age, she was told “no” to her first two choices—chaplain or fighter pilot. “Women can’t be fighter pilots!” they told her in 1986. Instead, they suggested she get trained to be an instructor. The good news is —  she loved it! Over the years Cynthia has taken on numerous roles.

While the order of importance may change over time, Cynthia explained there are basically 10 top transferable skills which you should integrate into your resumes and interviews.

Top 10 Transferable Skills

  • Communication
  • Teamwork
  • Leadership
  • Time Management
  • Problem-Solving and Analytical
  • Organization
  • Learning
  • Technology
  • Listening
  • Creativity

Within each of these top ten skills, Cynthia discussed what employers look for and how you can put these skills on your resume and work them into interview conversations.

Tips from Cynthia’s Top Ten Discussion

  • Remember your resume is a marketing tool. It should be clean and concise, including consistency in bullets.
  • Customize each resume. Don’t use generic resumes. Use the phrases in your resume that appeared in the company’s job description.
  • Speak to your skills in the interview, weaving them into the conversation. Don’t wait for the interviewer to ask you specific questions that show your skills and talents.
  • Don’t forget to ask for the job.  For example, “Is there anything to prevent you from offering me this job today?”
  • Be prepared to answer the question, “What did you learn if you failed?” It will come up. The person who is interviewing you has failed before. So has the company.
  • Data is great in a resume and the interview. If you know how to analyze DATA, what skills do you have, such as Excel? Weave this information into your resume and interviews.
  • In problem solving, how do you find information?
  • Speaking of problem solving, Cynthia recommends the resource of  Maricopa County Libraries  to job seekers where you’ll find online learning opportunities, free with your Maricopa County Library Card. You can earn certifications which can be impressive during your job search.  Visit this website for more information.
  • How do you think? You guessed it, “Mention these examples in your interview.”

During an interview it’s good to indicate what you accomplished in a team — whether you led it or belonged to it. Regardless of your title, what are your leadership skills? How do you lead? You don’t need to be a manager to be a leader.  And how do you build rapport as a leader when you’re in a leadership role?  Remember that VPs have employees working for them who help them by lending their own unique expertise and talents. Cynthia has told her employees numerous times, “If we think alike, one of us is redundant!”

Hiring Companies

Sunrun

Dan Nikolic, Field Marketing Recruiter and Ryan Sand, Sr Recruiter

Sunrun, headquartered in San Francisco, provides residential solar power in the United States. The company’s mission and vision seeks “to create a planet run by the sun”, especially in Arizona. With 17 years of industry experience, the company sells solar energy in 11 states and continues to grow. It’s now the number one residential installer in the nation and partners with Costco. Benefits to customers include locking in their electricity rates for the next 20 years. The company is currently hiring door-to-door field marketing canvassers, project planners and quality assurance specialists.  Full training is provided. To learn more about the company and to apply, go to their website.

Maricopa Corporate College

Summer Houston, Outreach Specialist

Maricopa Corporate College, new in just the past year, delivers courses ranging from entry level to executive training, delivered in several venues including corporate offices, online, or other multiple locations. As one of the Maricopa Community Colleges, they forecast workforce needs. The College offers IT Boot Camp and its affiliates provide a variety of business-focused events each month, ranging from workshops to seminars to career exposes. Current openings include enrollment advisor, graphic designer II, operations specialist, web developer and many other positions. For more information, for a complete list of openings, or to apply, visit their website.

Revana

Octavio Duarte, Marketing Recruitment Specialist

Revana, a professional inside sales organization and recognized leader in outsource sales and marketing solutions for leading clients, operates at two locations in the Valley—I-17 and Bell in Phoenix and one location in Tempe. One of their newest clients is Angie’s List. Not a typical call center, employees do spend lots of time on the phone, but also send emails and follow up with clients. Employees are promoted from within and often the movement is fast, anywhere from six months to a year. Current opportunities exist in inbound and outbound sales and sales management. To apply or obtain more information, visit them on site from 9 to 3 Monday through Friday or online.

Verizon Wireless

Darrin Ruof, HR Recruiter

Verizon Wireless, a recognized leader in customer service, was the first national wireless provider in the US to build and operate a large-scale 4G LTE network — the most advanced wireless network technology available. Benefits include, among others, 50% discounts on phones, 401K match, the opportunity to advance, industry leading training, and healthcare benefits from day one. The company currently is hiring Solutions Specialists for their retail stores and Customer Service Specialists for their call center in Chandler. To obtain more information, and to apply, visit their website.

Resources

TTY Career College

John Young, Director of Admissions

TTY Career College offers training,  including Project Management (PMP), Certified Assistant Project Management (CAPM), Microsoft Excel Expert Business Analyst Program and more. The school also offers career advancement workshops, quality experienced instructors, and customized training plans to fit your schedule. Funding is available via several sources including WIA Grant provided by the Workforce Connection, VA, scholarships, loans and more. To obtain more information about course offerings or funding, visit their website.

Closing

Executive Director of Career Connectors Jessica Pierce closed the formal part of the meeting, reminding new attendees they are invited to take the DISC assessment free. She reminded everyone help is available during the networking portion of the meeting when everyone can talk to hiring managers, receive free head shots for their LinkedIn pages, and receive help with LinkedIn and resume preparation.

The next Career Connectors Event will take place Tuesday, April 28, 2015, at 9:00 AM in Gilbert, and features keynote Dave Sherman speaking on the topic Get the Job Fast — How to Find a Great New Job in Half the Time. The next Scottsdale event features keynote Kevin Dumcum, Activate Your Job Search, on May 14, 2015, 9:00 AM. For exact locations, directions and registration, click here.

Parting Thought–A master in the art of living draws no sharp distinction between his work and his play; his labor and his leisure; his mind and his body; his education and his recreation. He hardly knows which is which. He simply pursues his vision of excellence through whatever he is doing, and leaves others to determine whether he is working or playing. To himself, he always appears to be doing both. Francoise Rene Auguste Chateaubriand