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Jessica Pierce

12/16/20 – Land Your Perfect Job in 2021

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Written By Susan Lamphiear

Land your Perfect Job in 2021 Jessica Pierce

“Hope is being able to see that there is a light despite all of the darkness.” Desmond Tutu , Nobel Prize winner/ Human Rights Activist

During this Pandemic, people worldwide seek hope and light at the end of the tunnel. But facing this tunnel of darkness AND simultaneously facing the challenge of a job hunt or job transition can seem equally overwhelming.

Keynote speaker Jessica Pierce, CEO/Founder of Career Connectors, was on hand to offer hope and words of encouragement, sharing on her own story, along with specific action tips for navigating the job search as 2021 approaches, even as the worldwide Pandemic continues.

Keynote

Enter the recession of 2009. Jessica describes her family as “significantly impacted by that recession.” With three children, including an infant, a two-year-old, and a ten-year-old, Jessica’s staffing company took a hit and husband Mark Pierce saw three layoffs to his recruiting career within six months.

Jessica and Mark acted swiftly, arranged a short sell of their house, and moved into a rental. A knock on the door. That fateful day in December, right before Christmas. The rental company stopped by to do a repair, and it was when Jessica opened the front door she saw a foreclosure notice posted on the door. Falling to her knees, shaking, she visualized her entire family homeless. The notice announced they had 14 days to move out of their house.

However, in a short time, a home became available–for their “under $1100” per month request–$999 to be exact. A four-bedroom house in Gilbert. “If you don’t call that a miracle…” Jessica said. This rental they found was a wreck, but they went to work cleaning it up, and a painter using paint left over from another job did the whole project for $500. Then within the first three months of 2010, Jessica landed a contract which pulled them out of the recession.

Jessica shares her story to let her audience know there is hope. “You’re here at Career Connectors in December. A lot of people give up in December!”

“It’ll be a great day. I’m going to give you action steps to take.”

Jessica reminds her online Zoom audience a lot of people job hunting don’t realize they need to get into the brain of decision makers. What are they looking for? And how many resumes cross their desks on any given day? “Our goal at Career Connectors is to get you in front of people.”

She recently received 150 applications for one job. The people she interviewed first were people she knew. One hiring manager recently hired a woman who didn’t meet all the criteria or expectations, but she smiled!!!

Job hunters or people in job transition need to keep in mind the jobs you’re looking for may not even show up on the job boards. That’s right. A whopping 70 percent of jobs never show up on the job boards. However, you might be introduced to somebody who knows somebody who knows somebody. That’s the power of connections.

LinkedIn is a must for job seekers. A full 94% of employers use LinkedIn but a mere 34 % of job seekers are active on LinkedIn.

In 2009 Jessica jumped on LinkedIn, or Career Connectors today would look very different. She uses LinkedIn for many reasons, including to find new speakers and hiring companies for Career Connectors’ events.

Tips from Jessica as you navigate the job search in 2021

  • Use job boards to see what jobs and companies are out there. BUT use LinkedIn for your actual search and to make connections.
  • Use Facebook for branding. But rely on LinkedIn for the search.
  • When using social media, including Facebook, and others like Instagram, keep in mind divisive topics can hurt you. So can iffy pictures. Carefully consider what image you present of yourself throughout social media. Hiring companies use social media to vet candidates, or worse, to eliminate them before they even meet. Fifty-five percent of recruiters have reconsidered a candidate because of their social media, with 61% of those “reconsiderations” due to negative social media.
  • Your best bet for getting in front of potential employers is to use LinkedIn to connect with recruiters and hiring managers and other contacts. If you’re interested in a particular job, try to meet people on LinkedIn. Especially in this era of the Pandemic, no one is going to fault you for looking for a job!
  • Be confident in talking about your job search status. Let people know you are looking. Don’t ask everyone for a job, but put it out there that you are searching.
  • Ask friends and relatives to share how they perceive your strengths.
  • Face-to-face meetings are difficult right now due to the Pandemic. So pick up the phone! Connect on social media.
  • Before you do a virtual interview, test your technology equipment. Also, to make up for lack of in-person meetings, recreate eye contact by looking into the camera. Smile. And wear a FULL outfit, including pants! You never know if you’ll need to get up to quiet the dog or get up for some other reason!! Even if it’s a virtual interview, be a couple of minutes early. Not fifteen. But a couple of minutes.
  • Consider if you’re a culture match for a company. Character, Chemistry and Competence are all part of a match. Do your research. Jessica gives an example of a friend who was in a hurry, accepting a job she ultimately left in six months. Her friend admitted she should never have accepted the job–and the job hurt her. She literally had to seek counseling to counter the negative impact the job had on her psyche. Had she researched the job, she admitted, she’d have never taken it in the first place.
  • If you fit 80% of the job description, go for it. She recently talked to a man who felt a particular job required a college degree. But in the final analysis, people out there with no degree can still have attained professionalism and decision making skills, two areas he thought meant a degree.
  • Jessica hired Sheila Coulam as Director of Operations for Career Connectors because even though her current position doesn’t require her engineering degree, Sheila continually uses her transferable skills of thinking through processes and being detailed-oriented, plus Jessica knew Sheila’s character and strengths because she was a volunteer!
  • Follow up an interview with a thank you via an email or a LinkedIn message.
  • Don’t underestimate showcasing your skills via volunteering and social media. Do a blog, post presentations or articles, or participate in virtual speaking events. Be active in professional associations. Be engaged on LinkedIn by joining groups, posting or writing articles.
  • If there are skills you need, these days lots of training is available online and there’s even funding available for some of it.
  • Take the DISC assessment free via the Career Connectors’ website.

“Talent will get you in the door, but character will keep you in the room.” Jessica reminds the participants that character has become a really big part of the hiring process. Companies want to hire a cultural match. People want to work with people they like. By taking the DISC assessment you can rediscover action words to use on your resume, or in interviews, that will help inform potential employers of your strengths.

When you finally get in front of that employer, make sure you’ve done your research, including what you’ve said on your own resume! Also, a favorite question employers love to ask is, “What do you know about us?” You do NOT want to get caught not being able to answer this question!

  • What does the organization do?
  • What are the missions, goals, and values?
  • Is the organization mentioned in recent news?
  • What is the company culture like?
  • Who are you interviewing with?

Keep in mind companies are still hiring. Keep the faith and stay connected including with Career Connectors. Do your homework and find that dream job in 2021.

Hiring Companies

HotFoot/Grainger

Mia Papa, Talent Acquisition Consultant

HotFoot, founded in 2009, provides superior staffing solutions.

HotFoot tailors their interview process depending on the position. Their clients include manufacturers of protective equipment, call centers, plus engineering and administrative and professional services.

HotFoot’s goal from the start has been to focus on people. They like to keep clients posted and updated about status during the interview process and not keep them guessing. As a recruiter, if Mia doesn’t have an appropriate job available for you, she will reach out to other colleagues at HotFoot.

Current open positions include the following: Contract to Hire: General production roles Valley wide at $14-$17 per hour; customer service (financial services) including remote data entry, $18 per hour; industrial sewers/sewists, Tempe AZ, $14 per hour; Data entry, remote two-week contract position; Direct Hire: Customer service in Tempe, AZ and also Waterloo IA and Janesville WI; inside sales in San Antonio TX; and Warehouse supervisors and managers in CA, MD, and MO.

Mia also hires for Grainger, a well-known industrial supply company, known for their warm, inclusive culture, who plans to hire hundreds in 2021 at $17 per hour with full benefits.

Grainger has arranged for all 600 call center employees to work from home during Covid. For those workers on site, Grainger follows all CDC guidelines. Onsite, Grainger has installed barriers in offices, and follows sanitation guidelines because they want the workplace to be safe. Also, Grainger conducts many virtual interviews.

Please visit their website for more job listings or to apply.

PennyMac

Ashley Hilscher, Talent Acquisition Specialist

PennyMac Financial Services and Investment Firm prides itself on closing loans on time and on hiring employees from diverse and experienced backgrounds.

Accountable, reliable, and ethical describe their values. Founded in 2008, today they are among the top three lenders in the U.S. Its unique business model allows the company to thrive in both the up and down markets, unlike any other lender. Their loan officers are licensed and 100% remote, with the company providing supplies and office set up. A lead generator creates warm leads which is particularly attractive to some people.

As an online lender, PennyMac specializes only in home loans including FHA, VA, and investment property loans. The company continues servicing the loans, so they won’t be selling your loan.

To search for positions or to apply, visit the career section of their website.

WealthWave

Jason Wiseman, Senior Marketing Director

WealthWave, as a financial company, strives to educate families so families can dream again and thrive financially. Jason was not headed in this direction when he started his career. But based on his own financial experiences, he wondered how big a player you had to be to get some help. So a chain of events led Jason to start part time with WealthWave. He firmly believes Middle America has been left behind financially, confirmed when two weeks into the Pandemic, 33% of Americans didn’t make their mortgages.

It may be a cliché that Jason wants to bring Wallstreet to Main Street, but it’s true. That’s what WealthWave wants to do. In fact, they were ahead of the Pandemic five years ago when they offered online finance classes and now also offer the classes in Spanish.

Not just anyone can work for WealthWave because you need to be licensed. Benefits include the following: It’s turnkey, you have ownership, you have the option of starting part time, there are no layoffs–they actually have grown during the Pandemic.

Educating people is very rewarding because most people haven’t developed a Plan B for their finances.

For more information or to contact the company about joining WealthWave as a career, visit their website.

Resources and Closing

Sheila Coulam, Director of Operations for Career Connectors, thanked everyone including attendees and volunteers, and then reminded everyone of resources available via Career Connectors, including the DISC assessment, business portraits, and career advice.

The next Career Connectors’ online event is scheduled for Thursday, January 14, 2021, featuring keynote speaker Bridgett McGowen. Sheila urges everyone to attend, especially if you’ve never heard Bridgett because she’s excellent. Go to the Career Connectors’ website to register and find the Zoom link for that event, and to find details for other upcoming events, including Tempe Virtual Job Fair, being held Tuesday, January 26, 2021. Be sure you’re registered for e-updates–the next one scheduled for January 5, 2021. Also, don’t miss Career Chat episodes with Jessica Pierce.

02/05/20 – The Networking Brief: Increase Your Influence

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Written by Gary Matsuda

Keynote

You’re attending another networking meeting, looking forward to enjoying the drinks, the appetizers, the speakers. But then there are all those people, selling themselves, passing out business cards, evaluating you as a potential customer. Wouldn’t these meetings be great if it weren’t for all those pesky strangers?

The Networking Brief with Jessica Pierce

Career Connectors founder, Jessica Pierce admits at first, networking was an unpleasant task, to be endured just to get the next job. However, after making hundreds of personal connections and helping others find work and get better jobs, she’s found that mastering the elements of networking are foundational to career success. As a result, Career Connectors is now the Phoenix area’s 4th largest networking organization in one of the most networked cities in country.

For a business to be built on networking and relationships, there must be something to it. Getting a job though relationships saves an employer time and money. Successful hires from referrals reduces their screening time and saves money they’d otherwise spend to recruit and pay for job postings. Recruiters can cost anywhere from $5,000 to $25,000 and beyond per placement, depending on the type of job they’re filling.

That’s a lot of recruiting dollars you can save a company if you engage with the right people. But it also underscores the value employers place on having the right person on the team. That’s where networking has an edge. Hiring managers will want someone who has high potential to be a good fit for their culture. They’ll perform better, stay around longer and help boost team morale. Yet for employers and job seekers alike, it’s difficult to determine culture fit through an application, a website or LinkedIn profile – the best way to do that is through personal interaction.

Let’s look at Jessica’s solutions on becoming a better networker and increase our influence.

They got you at “Hello“

It can take just eight seconds for someone to pass judgement on you, that’s barely enough time to exchange greetings! Don’t blow it at the very start! There’s preparation needed to make a great impression that may lead you to a valuable connection. But where would you start if you don’t have an outgoing, high-energy personality? What if you prefer analysis and introspection rather than having to go around the room asking, ‘So, what do you do?’ Jessica provides a short assessment to help you get started and get better at networking.

Networking Assessment Worksheet (download)

Networking-Assessment-Jessica-PierceDownload


Total up the points according to the boxes you checked off and rate yourself:
1060 – 150 Master Interactive Career Networker
750 – 105 Average Networker
0 – 75 Novice Networker

It doesn’t matter where you score right now, we all have work to do. Even master networkers can’t expect to hit it off with everyone they meet. When it comes to engaging different personalities and situations, even an expert will evaluate and practice to maintain their game.

Deep and Wide

Most of us have a network that’s larger than we think. The first of which is developmental, made up of those you already know, some quite well.

Developmental

These include those you already have an existing relationship with and who are more likely to be willing to help but may not be able to directly. For example:

  • Relatives/ Friends – parents, neighbors, cousins, childhood friends
  • Community – doctors, volunteer services
  • Activities – clubs, religious organizations, kid’s activities
  • Academic – High school, college, professors, alumni
  • Former employers – supervisors, colleagues, employees

Cultivate and deepen the already established relationships early so that you aren’t reaching out to them only when you need help, like needing a job. That could seem opportunistic. Keep these relationships fresh and reconnect if necessary.

Strategic

You’ll also want to increase your influence by working on strategic relationships (can happen at networking meetings), who are more likely to give you a more significant step up or have direct access to the opportunities you want.

  • LinkedIn.com
  • Industry specific and/or open networking
    • Networking Phoenix
    • Career Connectors
    • Arrive early stay late – because all the good networking happens at the end

You’re not done after the end of the event. Get at least 5 people to follow up with, if you feel you had a meaningful conversation. Don’t ask for a job (unless that’s what was discussed at your very first meeting), but connect with your leads assuming they will want to help if they can. Be specific in your ask so they are clear on how you can be helped.

Prepare your identity

Jessica also provided a helpful tool to help evaluate and organize your thoughts on paper. No pressure to get it exactly right. Like the assessment above, this can be used as a worksheet to help keep track of what might need improvement. Use a more presentable version of this to use at networking events (or even to formulate ideas for your resume or LinkedIn Profile).

Networking Brief (download)

Jessica-Pierce-Networking-BriefDownload

Which includes:

  • Profile or Summary
  • Management or leadership skills
  • Functional skill or SME
  • Personal vision
  • Target Positions/ industries/segments
  • Target companies

“Regardless of age, regardless of position, regardless of the business we happen to be in, all of us need to understand the importance of branding. We are CEO’s of our own companies: Me Inc. To be in business today, our most important job is to be the head marketer for the brand called YOU.”
– Tom Peters in Fast Company

If this seems like a lot of work, it is. But these tools and advice can build confidence in not only making a great first impression and getting your next job, but can be applied on the job as well! You’ll be known as the one who knows the right people, who can manage customers, suppliers and get along with teammates. Be the one who is a mentor or guide and adds value to others first.

Networking is a relationship building, give and take process. There’s no one- way selling here, which never works. Make things easier for others, create authentic value, especially areas where you feel gifted and you’ll find over time someone in your professional or social circle will reciprocate. Then you’ll know that you’ve truly increased your influence!

Hiring Companies

Colonial Life, Mark Marquez, District General Agent

Relieve stress, guide financial decisions, help people. While the word insurance doesn’t exactly excite people, those who work behind the scenes are stoked about helping others when they need it. When there’s a life and death situation who can people call? Their Colonial Life insurance agent, of course. Be someone who others can rely on in their time of need: apply to Colonial Life, a fast growing company with the goal of being the largest insurance company in the nation. Current positions available as representatives and sales.

AZ Dept. of Health Services, Key Bentley, HR Program Administrator

They really have the big picture in mind. This government organization helps to make sure individuals and community well-being are protected and improved by providing resources from womb to tomb. While carrying out their mission they also take care of their employees with generous compensation, medical benefits and more. Openings include Social Workers, Nutritionists, Medical Records and more.

U-Haul, Alex Taylor, Corporate Recruiter

Want to work in a mid-century historic building? U-Haul’s got a great work location in downtown Phoenix. While not stuck in the past, they keep the country moving with some of the latest IT technology to help them manage the largest truck fleet in the world. There are opportunities in every field: contact center, corporate, field work and IT.

Closing

Sheila Coulam, Vice President of Operations for Career Connectors, 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. Also, thanks to GCU for the venue.

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.

07/26/18 – Think Like a Hiring Manager and Land the Job

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Think Like a Hiring ManagerWritten by Cindy Nowack

KEYNOTE SPEAKER

Think Like a Hiring Manager and Land the Job
Jessica Pierce

Jessica Pierce has learned a thing or two about what hiring managers look for when finding quality candidates. She owned her own staffing company, and is now the Founder and Executive Director of Career Connectors, a non-profit organization that connects professionals in career transition with hiring professionals and quality resources. Career Connectors has grown from 25 people meeting for the first time for resume review and interview prep to the powerhouse non-profit it is today, serving more than 31,000 people and 750 companies in the metro Phoenix area. So when Jessica took the stage, everyone in the audience paid attention to what she had to say.

Most people wonder why didn’t they get the call back for a job opening. They had the qualifications and experience, but it’s more than just that. If you think like a hiring manager, they are looking for quality candidates they know will do well in that position. If you apply online, you are just an email address, not a person. Think about ways to set yourself apart from the other applicants. You need to customize yourself.

Employers and their hiring managers prefer hiring people they know. Companies with a referral bonus give certain candidates a prescreened option if an employee refers them. The retention rates of referred employees are higher than others, so this saves the company time and money.

Social media is also an essential tool across industries for finding qualified candidates. Top recruiters are 60% more engaged with LinkedIn recruiting tools than the average recruiters. Know these three key words for connecting with the right people on LinkedIn at your target companies:

  • Recruiter
  • Talent acquisition
  • HR

You should be connecting with the recruitment teams at your target companies, so they can get to know you. This is a step in setting yourself apart from the other job applicants. When looking for candidates, recruiters will tend to pull from their own networking pool first to fill the position.

Jessica also promotes networking as an important component in landing your next job. Don’t get stuck behind your desk, applying for jobs online all day. You need to show up and meet people. Jessica used Anthony as an example.

Anthony had been looking for his next position for months with no luck. Jessica got his commitment to actively network for four weeks. After the 4 weeks, Anthony felt like it was working, so he continued making these connections through networking. At the end of only 6 weeks, he had two job offers!

Jessica refers to the 3 Cs of Hiring:
Competence + Character + Chemistry = Culture Match.

You will want to connect with others as your first step to getting hired. The audience took a few minutes to list three things each of us can do to connect with others. A networking event, career fair, even coffee with a friend can build those connections. Take a few minutes now to write down three connection points to help you build your own connections.

The next step is competence. Think about your skills, knowledge, experiences, and accomplishments that can show your competency for job openings. Take a few minutes now to write down three of your competencies.

Character traits are also important in customizing yourself. If you need help with identifying your characteristics, Career Connectors offers a DISC assessment online at no charge to job seekers. Based on your answers to a series of questions, the assessment will provide an evaluation of your behaviors and traits. Take a few minutes now to write down three of your own character traits.

The third “C” is chemistry. First impressions are important, and most people know within the first few minutes whether there is a connection. When you meet the hiring manager face to face for your interview, the handshake is an important step in making the connection. Jessica says match the other person’s pressure with 2-3 pumps and let go. No lingering! She had each of us try our handshake with others in the room. Practice this with your family or friends so you are prepared with a good handshake.

Remember these steps before, during and after your interview to help set yourself apart from the others.

Before the interview:
Research the employer
Know your resume
Prepare and review your interview notes

During the interview:
Dress to impress
Arrive 5-10 minutes early
Engage with everyone

After the interview:
Send thank you notes
Connect on LinkedIn/Social Media

If you would like additional help knowing the winning strategies of networking for a job, Jessica recommends Molly Wendell and Executives Network. Molly has been dubbed “The Job Whisperer.” Her networking techniques are effective and proven to work.

You now have a few nuggets of information that can help you think like hiring managers, and hopefully create that culture match with you and your new employer. Hiring managers want to find the culture match for their company, but you also need to know if the company is a good culture match for you as well. Use Jessica’s 3 Cs of Hiring to help you find the culture match that works for both of you.

RESOURCES

Goodwill of Central and Northern Arizona
Denise Coulson, Area Leader for the Business and Community Development

Goodwill has 22 career centers in central and northern Arizona with 3 career advisors at each location. They offer help with your resume, mock interviews, and more than 1,000 positions posted to their internal job board. All of these resources are at no cost to you. Stop in one of the career centers Monday – Thursday, 9am-3pm, and Friday, 9am-1pm.

Goodwill offers donation drives across the state to support schools. They can bring a van to your location, and pay 10 cents for every pound donated. Then, Goodwill puts 90 cents of every dollar back into its workforce development.

Denise and her colleagues at Goodwill are committed to the company mission of ending unemployment by providing sustainable employment opportunities and building stronger communities.

HIRING COMPANIES

Paychex
Jeff Shaw, Recruiter

Paychex was founded in 1971 with their headquarters in Rochester, NY. Their location in Phoenix is close to the I-17 and Bell Road. Paychex is a provider of human resources solutions and human capital management. The company has many accolades, including number 5 on the “50 Best Companies to Sell For.”

Their company culture promotes a positive and professional work environment, a work life balance, career pathing and promotions, and community involvement.

Current openings include:

  • Payroll specialists and dedicated service representatives
  • 401K and S125 advisors and coordinators (Retirement Services)
  • Online service advisors
  • Sales
  • HR generalists
  • Agency advisors

Avesis
James Gonzales, Talent Acquisition Recruiter

Established in 1978, Avesis is a dental, vision and hearing insurance company that has recently acquired Guardian. Avesis covers more than 8.5 million members.

Their current openings are:

  • Customer service representative (pays $15.25/hour; class starting in September)
  • Data entry specialists
  • Data entry team lead
  • Vision claims processor
  • Vision utilization management processor

Farmers Insurance
Surrie Atkins, Recruiter

Founded in 1928, Farmers Insurance is one of the largest and most respected insurance brands in the United States. Farmers is a leading insurer of small- and medium-sized businesses, and also operates a rapidly growing financial services company.

There are currently two locations in Phoenix, but all employees will be based at the I-17 and Pinnacle Peak location within the next few years. Farmers is looking to grow in the Phoenix market, hiring 300-400 new employees who have a passion for helping others and putting the customer first.

Two positions that Farmers is currently hiring are:
Customer service: taking inbound calls from policy holders or field agents. This role needs decision-making and problem-solving skills, in addition to excellent communication and computer skills.

Inbound sales: providing customer service and product knowledge for internal and external customers. This role pays a base salary plus commission, and must pass a licensing exam.

To apply, go to www.farmersinsurance.com/careers.

CLOSING REMARKS

As Jessica Pierce mentioned in her presentation, the DISC assessment can be a valuable tool for identifying your character traits, the words that describe who you are. You can take those descriptors to match against job descriptions that interest you. The DISC assessment is offered by Career Connectors at no charge. Click on careerconnectors.org/disc/.

The next event is in Gilbert on Tuesday, July 31 when Ted Robison presents “Get LinkedIn or Get Left Out.” On Thursday, August 9, Bridgett McGowen-Hawkins presents “From Transition to Triumph: Mentally Regrouping In the Midst of Career Change” in Phoenix. You won’t want to miss either of these amazing speakers and their relevant topics for your job search.

11/16/17 – Think Like a Hiring Manger and Land the Job

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Written by Miriam Spinner

If your ship doesn’t come in, swim out to meet itJonathan Winters

Think Like a Hiring ManagerLooking for a new job is like looking for the right partner.  The process is fraught with frustration, empty mailboxes, and uncomfortable first time face-to-face conversations.  What can be more challenging is the waiting, maybe even months, for a response.  A final gut-wrenching rejection can take you to a downward spiral of feeling unwanted, heartbreak or disappointment.
The good news is if you understand how the recruitment cycle works, and you think like a hiring manager, you can proactively manage the process.  You will learn to face setbacks with ease, and deal with those crushing moments.  So don’t wait for the ship to come in, but rather swim to it by learning techniques and tricks, and land your dream job!

Keynote

“The lights literally went out”, and at that moment Jessica Pierce, the keynote speaker, knew she was out of a job.  Jessica knew about recruiting from her ten years working at Intel.  She wanted to help people write resumes, and her passion was to volunteer.  She went to her church, and they gave her a room to offer resume advice.  This marked the beginning of what is known today as Career Connectors.
Recruitment Life Cycle
“How can you put your brain inside the brain of people that are hiring?” Jessica asks the attendees.  First, learn about the Recruitment Life Cycle.  There are multiple screenings that take place.  Candidates do not realize that there are many steps, and it could take up to 6 weeks to receive a response.  The cycle depends on the individual company.  One attendee shared that she had nine interviews.  They want to be sure they are hiring the right person.  And, if you receive and offer, don’t respond right away.
How Companies Find You
Job seekers typically begin their search with online postings and boards.  You apply for 100 openings, and you receive no response.  Recruiters start with people that they know, and they like.
Tip:  Get in front of the hiring manager.
Referrals
Employers offer attractive referral programs for the following reasons:
• The employer liked you, so you probably know someone that has a similar work ethic. • Save money on the recruiting expense• Different pool of candidates, and outside the recruitment systems
Tip:  We love to work with people we like – Be Likeable
Job Boards
Recruiters receive thousands of applications through job boards.  They enter key words so although you may be a perfect match, this channel is a matter of chance. Indeed is a job board that crawls all the sites, but there is a time delay.
LinkedIn
Recruiters use LinkedIn to gather information about you by reviewing your profile.  They can learn about your interests and groups, in addition to your competencies.
Tip:  Make sure you connect with the company and the employees.  Think about the companies that interest you.  List about 10 target companies and document ways to connect with them.
Facebook
Facebook is used for employer branding. Use Facebook to learn more about the company and the latest information.
Competencies
Recruiters are asking themselves,  “Do you have what we need to fulfill this job?” They are thinking about what the candidate can bring to them immediately.  They are not teaching you, so avoid using terms such as “I can learn”, or “I don’t know”.  Figure out ways to connect your skillset to what they need.
Jessica used a marketing example to illustrate how to connect your skills to their need.  You can adapt Search Engine Optimization (SEO) or social media experience in one industry to a different industry.  Showcase your skillset even if it is not a direct match. Think about how you can apply your skills, your accomplishments, and tell them what you did.  An example is “tell me about a time you were able to manage a successful project?”.
You might also consider training, writing a blog, writing an article, volunteering or helping a business owner to acquire new skills sets.
Character
Jessica asked the audience “Do you have the behavior style to succeed in a particular company?”.  At Google, for example, their values might be flexibility, and jeans attire vs. at IBM they might have more structure and a more formal dress code.  Know who they are, and know who you are.  The DISC assessment will help you understand who you are, and it is a free resource.  Other assessments are Predictive Index and Myers and Briggs.
Tip:  Know the company, your competency, and your character.
Chemistry
You can have all the right competencies and character traits, but chemistry is the hardest since it is a gut feeling.  Jessica reminds us of the importance of listening to our gut, and if something doesn’t feel right, be nice and wrap it up.
Handshake
Try the handshake exercise that Jessica offered to the audience.  Match the handshake style with the person that initiates the handshake.  If the handshake is light, respond light.  If you receive a hard handshake, respond in kind.
Know your Employer
Be prepared, arrive 5 to 10 minutes early.  Be familiar with company news and initiatives such as a food drive.  Drive to the location, and notice what the employees are wearing.  Your attire should be one step above it.
Social Media
Make sure there are no controversial comments such as political statements.  Candidates were not hired due to social media comments.  As an employee, you are a representative of the company.

Hiring Companies

USAA
Krista Ambrosino, Employee Relations Advisor
Krista’s mom worked at USAA, and her excitement was passed on to Krista.  Krista received a large reimbursement for her Bachelor and Master’s tuition expenses.  USAA employees love talking about the mission.  They are grounded in it.  USAA is the provider of choice for military families.  USAA sponsors volunteer events on site.  There are 16 paid volunteer hours.
The business is financial ranging from mortgages and financial advice to banking.  The headquarters office is in San Antonio, Texas.  There are 4,000 employees in the Phoenix office.
They are looking for successful results in a strong academic program, passion for growth, military service, shared core values and knowledge of financial services.
Current openings are in auto insurance sales and service representatives, mortgage processor, auto adjustor and bodily injury professional.  Other openings include software engineering.  Go to USAAjobs.com  and setup a key word search for a full view of openings.

Atrilogy Staffing Solutions
Rodney Rihela, VP Sales & Recruiting
Rodney encourages you not to be frustrated with the process.  Atrilogy was established in 2000, and is a privately held information technology consulting and staffing firm.  The headquarters office is in Irvine, California.  There are 45 internal employees, and 150 consultants.
Atrilogy believes in embracing technology.  Digital or recorded interviews using web cams are upcoming new ways to screen applicants.  The advantages are managers and candidates can conduct the interview at their leisure.  Southwest Airlines currently uses this method.  You need to make sure the lighting is right, and the technology works.
They currently house 238,000 resumes, and 20 recruiters are working on 75 jobs at any time.  Reach out to their recruiters on LinkedIn for status.  The opportunities are contract, contract to hire or direct hire.  Current openings are in Quality Assurance Analysts, Developers, Software QA Testers, Oracle Engineers, Scrum Masters and Programmers.
Go to http://atrilogy.catsone.com/careers for current opportunities.

Dream Center Education Holdings
Jonathan Tummavichakul, Talent Acquisition Specialist
Dream Center Education Holdings is moving toward a nonprofit center.  Their three brand offerings are Argosy University, South University, and The Art Institutes system of schools.  They prepare employees to make an impact through relevant education. Their degrees range from behavior health, nursing, information technology to culinary and fashion.
The Phoenix campus is located at I-17 and Dunlap.  The administrative offices for online programs are co-headquartered in Chandler.  A full tuition grant is a benefit to you and your family.
Open positions include Business Analyst, VP Marketing, Academic Counselor, Admissions Manager, HR Generalist, Talent Acquisition Recruiter and many faculty teaching opportunities. Other jobs open include on the phone – entry level with no experience. Go to the website for other opportunities.

Coder Camps
Jason Jones, Sr. Admissions Advisor
Coder Camps is available to a student that wants to learn web and software development.  Their approach to teaching assumes the student is a beginner.  It is fast paced, and you lean on the students around you for additional help.  Jason’s wife participated in the program, and she is killing it!
There are 250,000 vacancies in the industry, and a 2% unemployment rate.  The average annual compensation entry level is $ 60,000.

Closing

Sheila Coulam, Director of Programs for Career Connectors, closed out the meeting by reminding the attendees that no-cost employment resources are available at Goodwill Career Services.  Additional services are also available during breakout sessions to help with resumes, LinkedIn profiles, education, professional photography shots, and career and financial coaching.  Online resources can also help with a DISC  assessment, or additional information through the event recap blogs.  Be sure to download your professional portrait.
The next Career Connectors event is in Gilbert on November 21rst, featuring Tom Gammon on the topic, “Seven Simple Things for Career Transition”.  View the calendar more detail on upcoming events.

A message to leave you with as you embark on the at times not-so-fun journey:
Just like the swimmer learns new techniques to land on that ship, you too can get out there and adapt the practices that you learned today!

 

 

5/24/16 – Think Like a Hiring Manager and Land the Job

by

Written by Julia Churan

Sometimes landing the perfect job means thinking outside the job seeker box and getting into the mindset of the hiring team. Career Connector’s own Executive Director Jessica Pierce turned the hospitality role over to Director of Programs, Sheila Coulam, while Jessica took the stage as the keynote speaker this week to share her 15+ years of recruitment expertise.

Keynote

Jessica Pierce, @JessicaPierceAZ

Jessica in her ever-energetic manner warmed up the crowd by sharing her family’s story that led to the launch of “the” premiere career transition non-profit in the Greater Phoenix area.  She went from 10 years as an HR professional for one of the area’s largest tech employers to starting her own staffing firm to being unemployed during the worst economic period of the last 40 years.  She took a totally different approach, however, and decided to put her talents to work coaching others to improve their marketability.  Today the efforts of Jessica, her team and a large group of supporters have helped over 20,000 people get their careers back on track.

Understanding the hiring process from the corporate perspective will help you alter your game and have less frustration while looking.  Blindly submitting resumes and applying online is not necessarily your best option in the process.  Sixty percent of new hires are made through referrals.  Hiring managers begin with their inner circle.  They ask… “Who do I know for this role?” “Who does my circle of trust know?” “Who might our internal resources know?”

Sixty percent of job placements are made through referrals. The job you want today may never be posted!

The 3 most common connection points to a job are:

  1. Social Media
  2. Relationships
  3. Job Boards

Today social media is the biggest asset in matching talents and needs.  Never dismiss the power of LinkedIn, Facebook, Twitter and Instagram.  They can help you land or lose a job if you aren’t careful with your images.

Fifty-five percent of recruiters have reconsidered a candidate based on their social profiles while 61% have also reconsidered negatively after looking on social media. Avoid politics right now. You just never know how it may be received.

Also, swallowing your pride during the process can keep you from closing future doors.  Two big mistakes to avoid are:

  • don’t ever criticize a company on social media
  • don’t be rude if you don’t hear back right away

Chemistry + Character + Competence = Culture Match

Hiring managers consider all three qualities when finding their perfect match.

Competence
Do you have the right training, experiences and expertise? If not, get training.  Consider the areas you should brush up on. If you are lacking in an area, start researching or go to the library.  If a new skill might round out your abilities, consider getting a professional certification. Utilize grants and GI funds whenever possible.

Volunteering or consulting may also help you gain a more current skill set. It may allow you to add new expertise to your resume.  If social media would look appealing to hiring managers in your field, start a blog about something you are passionate about.  If you struggle with nerves when public speaking, join a Toastmasters group.

Apply for just the jobs that you will be competent in — not every job you see!

Character

These are the features and traits that form your individual nature.  Understanding your strengths and weakness will help you establish a personal brand and play up your strengths.

Look at the traits that are important in the job and the company you are looking for.  Be sure your skills, traits and values align before you waste effort applying.

  • Document your personal traits.
  • Ask your friends and family what they feel are your best character strengths.
  • Take the DISC assessment through Career Connectors or other tools that may be available to you.
  • Make note of action words in the assessment results and be sure to include them in your resume.
  • Research the company’s culture before the interview or ideally before you apply
  • Highlight the traits you have that match with theirs in your correspondence and conversations.
  • Don’t say yes to an offer until you know the culture matches yours.

Chemistry

People want to work with people they like!

When you finally land that interview, you have to hit a home run in the first minutes of the interview.

Be real, but do your research.

  • Prepare to utilize what you learn about the organization and people you are meeting.
  • Connect with your interviewers through LinkedIn before the interview.
  • Be present in the moment and leave distractions AND you phone in the car.
  • Know your resume and prepare based on what their role is seeking.
  • Dress to impress.
  • Make a good introduction.
  • Have a good handshake – match their pressure, web-to-web, pump twice. Don’t hold on — it is creepy.
  • Followup with a professional thank you note.

You have a choice! You need to like them, too!

With the current market, over a hundred applicants apply for any job within days of posting, you must stand out in the crowd. You have to get out of your comfort zone and start connecting.

Hiring Companies

Local Motors
Gwendolyan Dasher, HR Manager @localmotors
They offer a global team of enthusiasts, hobbyist innovators and professionals working together to solve problems and create some of the coolest machines. Gwendolyan described Local Motors as an intimate family company that fosters team-work and personal input. They employ 150-200 team members and are growing internationally with a new facility in Germany. They proudly promote a casual, pet-friendly working environment with a great benefits package and employee discounts. Positions are available in clerical, engineering, and IT.

Cenlar FSB
Blanca Sandoval, HR Site Manager
Cenlar is a trusted mortgage and loan servicing provider headquartered in New Jersey with a growing office in Tempe.  They plan to expand to 500 employees in Arizona by September.

They pride their success on five key factors:

  1. Customer Service
  2. Teamwork
  3. Integrity
  4. Initiative
  5. Work-Life Balance

They offer a competitive benefits package including employee stock purchase and low turnover. Current opportunities include: HR, Customer Care, Loan Servicing, Foreclosure and Loss Mitigation.

NESCO Resource
Kelli Perkins, Area Manager, @NescoResource
NESCO is a contract staffing firm founded in Cleveland, Ohio with five offices throughout Arizona.  Kelli reinforced Jessica’s words of advice about companies and cultural fit.

NESCO began as an Engineering staffing firm but have expanded into IT, Administrative, Manufacturing and Finance with an award-winning reputation.  They currently have hot jobs locally in purchasing, mortgage processing, IT and call center.

They encourage applicants to look at all positions on their site and apply online or drop by to set up an appointment.

Education Management Corporation
Mark Pierce, Talent Acquisition Manager
EDMC is made up of five institutions for higher learning including Argosy University, The Art Institutes and South Univerisity locally.  They are a for-profit, post-secondary program with 1400 employees and 3000 faculty who provide programs in both brick & mortar facilities and online.  EDMC offers a complete benefits package as well as outstanding tuition benefits. Positions are available in the Gilbert and Chandler facilities in Admissions, Academic and Financial Counseling.  Apply at www.edmc.edu/careers/.  He closed out his presentation with a group selfie.

Resources

Dynamic Worldwide Training Consultants
Rodger Brubacher, @DWWTC_AZ
DWWTC offers professional certifications and desktop application training in a beautiful state-of-the-art facility in Tempe.  Their certification programs include PMP, Six Sigma, Medical Billing & Coding, Digital Marketing with Social Media as well as many IT and Cybersecurity programs.

Rodger reinforced financial aid programs through the AZ@Work WIOA grants and GI programs.
He also offered a free MS Office course by contacting Rodger and referring to Career Connectors and the offer.

Closing

Sheila closed the event by promoting the Top Talent – DISC Assessment to assist in establishing your personal brand. Professional photographers are available at each event to offer a free business portrait. LinkedIn and resume experts will meet with members to help improve professional profiles. The Phoenix Business Journal – offers a free copy of the annual Book of Lists to all Career Connectors members.  Finally, she offered a huge thank you to the volunteers who help make these events possible and the Central Christian Church family for opening their doors monthly for these events. Anyone interested in expanding their volunteer efforts may visit the Volunteer Center.

Future events

Join us at the next Career Connectors event in North Phoenix with Stephanie Clergé presenting on Start Strong, Finish Stronger: Your Best Self in Your Next Chapter.  Wednesday, Jun 01, 2016, 9:00 AM to 12:00 PM.