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8 Things to Consider When Evaluating a Company’s Culture for DEI

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Things to Consider When Evaluating a Company's Culture for DEI

What is one thing to consider when evaluating a company’s culture for diversity, equity, and inclusion (DEI)?

To help you better assess a company’s DEI culture, we asked business professionals and leaders this question for their insights. From performing a test run to looking to leadership, there are several ways to form an impression of a company’s DEI culture.

Here are eight considerations when evaluating a company’s DEI culture:

  • Perform a Test Run
  • Uphold Diversity Through Culture
  • Search Their Website
  • Consider the “Why”
  • Begin With Top Leadership
  • Analyze How Diverse Experiences Are Recognized
  • Review Who’s on Your Board
  • Look for Representation in Leadership

Perform a Test Run

To analyze a company’s culture for diversity, equality, and inclusion, ask if you can come in and spend some time with your prospective team for a group discussion or brainstorming session. This will give you an idea of how people interact with one another, what daily life is like, and whether everyone’s opinion is heard and acknowledged.
Take note of how they exchange ideas. Are they constructive or supportive? Your goal is to determine whether the company has a highly collaborative or more individualistic culture. This will help you in assessing a company’s culture for equality and inclusion.


Jon Schneider, Recruiterie

Uphold Diversity Through Culture

Your company should strive to create a strong sense of culture by upholding diversity practices throughout the employee experience. As a project management company, we encourage providing your team with equal access to training resources so that everyone’s abilities have a chance to grow. A strong company culture assures that each individual is accounted for, so demonstrating this in the workplace will directly enhance your core values and organizational culture.


Debra Hildebrand, Hildebrand Solutions, LLC

Search Their Website

I suggest reviewing a company’s website for its commitment to diversity, equity, and inclusion in the workplace. At Cadence Education, we have a clear standing on our DEI efforts and make it easy for potential employees and families to find this on our website.
We are part of an industry advocacy group called the Early Care and Education Consortium (ECEC). In June of 2020, the ECEC issued a statement about its commitment to DEI with partnering organizations; our CEO was part of the leadership team who signed the statement.
We are proud of our commitment and also know there is more we can do. We recognize that children are naturally inclusive and kind, and we work to welcome more of that inclusivity moving forward.


Jeanne Kolpek, Cadence Education

Consider the “Why”

The first thing a company should consider when evaluating a company’s culture for diversity, inclusion, and equity is the reason(s) behind the evaluation. Are they trying to meet a metric or win an award? Or do they recognize the value in a diversity of opinion, which can enrich a product or service and better serve a diverse customer base? Ultimately, half-hearted attempts at DEI are counterproductive.


Desiree Cunningham, Markitors

Begin With Top Leadership

Is the company really practicing what it is preaching? Words on a paper are easy. Top leadership has to believe in DEI and model the behavior. Even if the company’s industry may find it difficult to attract the diversity they are seeking to attain, the respect of the uniqueness of all individuals will still be evident in their workplace.

Lori Goldsmith, SPHR, GPHR, SHRM-SCP, Heart of HR Shared Services

Analyze How Diverse Experiences Are Recognized

When you are evaluating a company’s culture through the lens of diversity, equity, and inclusion, a great place to start is how actively the company celebrates and affirms the diverse experiences of both its employees and clients/customers.
Companies should be paying attention to important holidays, rituals, initiatives, and experiences of groups in order to provide awareness and acknowledgment. Celebrating these instances openly promotes a positive culture, and affirming them even when it may be difficult are key drivers for diversity, equity, and inclusion.

Timothy Kirk, Indeed

Review Who’s on Your Board

Diversity and inclusion are easily noticed and identified at the Board and C-level of any company. If the Board members or C-level executives all look alike, you have the answer right in front of you: it’s only for those with similar backgrounds and experiences. If you want to be in a “yes, sir” culture, you found it!

One way to evaluate a company’s culture for equity is via GlassDoor.com and LinkedIn, where current and former employees share salary data and information. I tell every job seeker to assess their market value using these tools and ensure that your expectations are near what the market bears.


Erin Lubien, Empoweru Consulting Group

Look for Representation in Leadership

When evaluating a company’s culture for diversity, equity, and inclusion, look first at the composition of their leadership team. For companies to actually “walk the walk,” deep understanding and, subsequently, deep buy-in must come from the top and that is likelier when leaders have the lived experience to help inform DEI initiatives.
Representation of female leaders, racial diversity, generational diversity are all important when developing a corporate DEI framework, and the leadership should reflect the larger population.


Sentari Minor, evolvedMD

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6/3/20 – Tackling the Job Search Obstacle Course: Age, Race, Gender

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Written by Susan Lamphiear

Brenda Cunningham

Change is hard under the best of circumstances and certainly anyone facing job search or job transition will give an “Amen” to that. Add to that any other ongoing challenges, personal or societal, and it can be almost impossible to bear. Throw in a Pandemic and nationwide unrest and protests created by the latest heartbreaking death of still another Black man at the hands of police, and it’s the definition of overwhelm.

If we could, like Charles Schulz’s character Linus, many of us would like to clutch our blankies and huddle in the corner sucking our thumb. That’s not an option. Even as society cannot wait for the Pandemic to end in order to address long overdue societal changes, those in job search cannot postpone their search until all the other storms pass.

Fortunately, our June 3 keynote speaker shared her expertise in the job search. Her guidance made the usual obstacles and changing dynamics of the job quest seem just a little less scary.

“Change is Gonna Come” Sam Cooke, 1964

“Change is Gonna Come” Jennifer Hudson, 2019

Keynote

“I’m not your token Black person, Brenda Cunningham explained, speaking before an online audience of job seekers this week. Perfect timing has brought her to speak just days after George Floyd’s death at the hands of police. Her presentation, entitled Tackling the Job Search Obstacle Course: Age, Race, Gender, was booked months ago.

Brenda acknowledges the very real racial crisis currently facing the country. Over the years as more beautiful Black lives have been violently taken from us, a state of real frustration, along with anger and upset, has gripped her and the Black community, as the country and the world focuses on the message “Black Lives Matter.”

Brenda stresses she doesn’t speak for all Black people. Over the years, as a Black woman, she’s been singled out, she’s been called the “N” word, and she’s been followed around retail stores. As a result, she has no patience with any kind of “–ism” whether it’s “racism” or “ageism,” in particular regarding the job search. A former engineer in corporate America for over nine years, Brenda’s qualifications also include being author, CEO of PUSH Management, Career Development Strategist, Outplacement Provider, President of the Resume Council of Arizona, and Job Search Coach.

She explains how meaningful it’s been to her during this particular crisis and racial unrest, that other people, not of color, are speaking out and standing up for justice. “Now, we choose as best we can to move on.”

Besides “isms” like racism and ageism, which add to the job search challenges, the Internet has complicated the process even further. It’s no longer possible to simply walk into a business and snag an interview. Instead, via the Internet, dozens, or hundreds, or thousands of people find themselves competing for any one job. As a result, human resource departments have attempted to make the process fair by utilizing the Applicant Tracking System (ATS).

Brenda’s presentation includes tips for navigating the ATS and tips for overcoming other obstacles such as education, age, racism and gender.

Navigating the Applicant Tracking System (ATS)

  • If requirements state you need a degree, but you don’t, there’s hope. Brenda emphasizes that she personally wants her medical doctor to have a degree! And experience. However, in other cases experience becomes just as important as, or even more important than a degree. Brenda uses her own career transition as an example. She has a college degree and experience in engineering. However, in her current job in career management, she has developed expertise through experience and certifications. She’s earned trust by joining professional organizations and gained experience in her chosen field. She’s helped many people in her current field succeed. She recently discovered that a CFO she counseled who’s a CFO, with no college degree, who is so successful she changed positions recently right in the middle of the Pandemic!
  • On your resume, be sure to articulate your experience or any certifications. If you started a degree but didn’t finish it, put it on your resume but include “course work completed” because it shows you have the determination and intelligence to complete college work. Plus the ATS picks up your experience in college.
  • If you haven’t been to college, clearly articulate your other qualifications. For example, be sure to include the military or trade schools.

Tips for Hiring Managers

  • If tempted to focus on age, remember you’ll be there some day. Don’t focus on Black Lives Matter while discriminating against candidates based on their age or gender.
  • Consider reviewing The Crown Act which seeks to end discrimination against Black hairstyles.

Obstacle of Age

Yes, unfortunately, ageism exists in the job search. Brenda met with a recruiter who said she was having trouble “sourcing candidates over age 55.” Brenda was shocked and hurt, even though she’s not in that group yet, but asked “why?” Brenda has worked successfully with many age groups including people in their 60s.

Brenda makes the following suggestions based on her conversation with the recruiter. Don’t make it easy for hiring managers to exclude you before you’ve even had a chance to meet. Don’t use the phrases “seasoned professional” or “over 35 years of experience” or graduation dates. Instead, Brenda suggests, if it applies to you, use “15 years plus” of experience. Show that you are current by avoiding older email addresses like “aol.com.” Don’t ever use the word “retired.” Market yourself so it’s clear that you are current and energetic.

Obstacle of Gender and Sexual Orientation

Brenda was one of only four women in her engineering class of 100, a field dominated by men. She reminds the audience– on your resume it’s important to articulate how you can do the job so gender does not become an issue. It’s important to remember that if a requirement appears emphasizing the ability to lift 75 pounds, that doesn’t necessarily mean it’s gender discrimination if you personally are able to lift only 25 pounds. Focus on whether you are mentally and physically able to do the job. Articulate your qualifications on your resume and then in the interview.

Obstacle of Race

As a Black woman, Brenda says, “Stop pulling the race card every time.” A few bad actors exist. That’s a fact. But not everyone in the world is a racist. Not everyone wants to see harm done.

Give yourself a chance to succeed by relying on networking, not just the same job boards everyone else uses. Surround yourself with people who know you and will advocate for you. Networking is vital to your job search.

Was it race or age or gender that kept you from consideration for the job? Or were there hundreds more people qualified? Did you clearly articulate your value in the work place?

If you’re told you lack fit for an organization, that doesn’t mean it’s because you’re Black. Maybe your attitude or personality doesn’t fit the culture of the company.

Brenda explains she was still working as an engineer when she began transitioning to her current role in career development and job search coaching. She gradually earned people’s trust. If you lack experience in a new field, volunteer or accept an internship or join a professional organization. As an example, she joined a resume writer’s group when she was a total newcomer in her new field, and now 12 years later she’s in her fifth year as President of the Resume Writers Council of Arizona.

During her presentation, filled with tips about how to design a job search around obstacles such as education, age, race and gender, she pointedly asked the audience, “Do you really want to work for a company which demonstrates prejudice?”

Hiring Companies

Desert Financial

Robert Zammit, Director, Talent Acquisition

Desert Financial Credit Union started in 1939 when 15 school teachers with $78.75 had a vision to start a credit union. Eighty-one years later Desert Financial serves over 300,000 members in the Phoenix area, having become a $5 billion organization, with the goal of 500,000 members by the year 2025.

The company mission is driven by their belief that relationships drive success. Driven by the family-based environment, employees tend to stay, the average tenure being 10 years with many employees marking 20 years with the organization. One benefit/gesture that Robert particularly appreciated, and showed the organization’s commitment to families, was the $300 he could allocate for his daughter’s sports costs.

The organization is committed to sharing success, lifelong learning, and “Give & Grow” (their volunteering program). As a nonprofit organization, the company gives back $12 million to customers and offers team bonus eligibility to all employees. Benefits include loan payback, 401K match and health insurance. As part of lifelong learning the company offers resources that include training modules for anyone who wants to strengthen abilities in their current role. “Give & Grow” includes designating hours employees can use for volunteer work. Also, since 2018 the organization has performed 5500 Random Acts of Kindness.

Current opportunities with the three subsidiaries include Desert Financial–Human Resources Business Partner and Contact Center Personal Banker (Inside Sales/eBranch). Define Mortgage Solutions–Outside Sales Mortgage Loan Officer and SwitchThink–Data Warehouse Analyst II & III.

To obtain more information, or to apply, visit their website.

TEKsystems

Nicholas Bielinski, Direct Placement Service Manager

TEKsystems is a leading IT staffing and services company. They offer a range of services from technical staff to direct placement services to full management of technology projects and comprehensive workforce management solutions.

With over 25 years of experience in the IT staffing and IT recruiting services industry, they are experts at connecting technical professionals. TEKsystems was ranked by FORTUNE Magazine as one of the top 100 companies to work for in 2013, 2014, 2015 and 2016.

Open positions include Project Managers, Software Engineers, Database Programmers/Engineers, Helpdesk/Desktop Support, Information Security, and Field Technicians. Arizona companies are still hiring during the Pandemic. Nick indicates each day things are changing. Work in the beginning is remote but with the possibility for that to change within 60-90 days.

For more information or to apply, contact Nick Bielinski or visit the company website.

Resources

The Career Connectors’ website offers a number of free resources to assist job seekers, including online coaching, free DISC assessment, LinkedIn basics, and career advice. Click at the top of the resources page to register in order to receive updates.

Closing

CEO/Founder of Career Connectors Jessica Pierce reminded the online audience that Career Connectors will continue their webinars on Wednesdays starting at 9:00 AM until live, in-person events can resume. For anyone seeing the presentation via Facebook, or if you haven’t registered, register on Career Connectors’ website (upper right corner) to receive notices about upcoming meetings and other related career information.

Interview with founders of Black Lives Matter October 2016

How Not to Hijack Black Lives Matter from Psychology Today January 3, 2020

Ted Talk “You Have the Rite?” by Joseph Bamuthi, jazz musician 2019

Getting rid of the distance between us’: Flight attendant says conversation on racism with American Airlines CEO was important reminder Dallas Business Journal June 5, 2020

8/27/19 – Kickstart Your Job Search

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Kickstart your job search

Written by Julia Churan

When you haven’t had to look for a job in many years, you might feel
overwhelmed in a whole new world of HR technology. The solutions you used to job search 10 years ago or even 5 are likely obsolete. Terms have changed, the interview format is likely over the phone or video, and you suddenly feel overwhelmed in what seems like an impersonal way of finding a job. The reality is “making it personal” may be what helps you navigate or bypass the Applicant Tracking Systems and land the interview.

10 Lessons to Get to YES!

Keynote Speaker:  Kevin Dumcum – ARIZONA@WORK Maricopa County

Kevin has spent the last six plus years in workforce development and employment services. He’s experienced the process change first-hand and shared a guide to “Kickstart Your Job Search.“

Lesson 1: Recognize That Job Loss Is Traumatic

Feelings of anger, confusion and hurt are normal when you lose your job, no matter what the circumstances. The rollercoaster of feelings will eventually ease but they may also come in waves; so be patient.

Lesson 2: Understand How Companies Think

Companies exist for the purpose of turning a profit.  This includes decisions of restructuring and downsizing. Companies make no guarantees and you can’t assume any job will be the one you retire from now.

Think of yourself as a contractor regardless of your status and always consider what your next step might be.

Lesson 3: Control Your Own Career Path

No matter what company you take a job with, this will likely not be your last job so keep your skills sharp. Learn new skills and take advantage of any training opportunities and tuition reimbursement to learn new skills.

Lesson 4: Take Care of Yourself

Job search should not be your 24/7 focus. Find a balance and take care of yourself with hobbies, exercise, helping others or enjoy family and friends. You might not have the time very soon so learn a new skill or do something you’ve always wanted to. Learn to cook, take a home repair course or join a hiking group. These sort of activities will get you out meeting new people and help you be refreshed when you are searching for that new position.

Lesson 5: Decide What You Really Want

This might be the ideal time to consider a fresh start or career change. These resources can help you with some soul searching and provide some direction for the next chapter of your career:

  • Book: “What Color is Your Parachute” by Richard Bolles – The book provides current statistics on the U.S. job market, self-directed exercises to help you understand your “Why,” and tips to finding someone who will pay you for that purpose.
  • Book & Assessment: “Strengths Finder 2.0” This book and tool helps identify your top strengths (not skills). It will help align your skills to give you more success in life.
  • Assessment: Carl Young Personality Type – you can take this through Arizona@Work.  This helps you define your values.
  • Assessment: DISC Assessment – this tool is available online through Career Connectors and Top Talent at no cost to attending seekers. It helps you define your career trajectory and may help build your resume.
  • Assessment and Resource Website: ONetOnline.org – They offer an assessment “My Next Move” that takes about 15 minutes and gives you a range of occupations based on the results. It also allows you to type in your last occupation and get links to other related occupations that might suit you better or be something to watch for.
  • Website: CareerOneStop.org – this site should help you decide if the roles you are seeking are growing occupations. You will find valuable information like the median wage to know if your desired salary is in line and other stats about the role. The site is provided by the U.S. Department of Labor so the data may be a bit delayed, but still useful.
  • Publication: Phoenix Business Journal – there is a subscription fee for this weekly publication and daily website but it provides current information about local businesses and industries. They also publish an annual special “Book of Lists” that gives you a great start in listing top companies and key data in most industries.
  • Website: Best CompaniesAZ – This organization recognizes companies who rank as desirable places in the Valley to work based on employee satisfaction and company culture. They are profiled on the website and recognized at recruiting events throughout the year.
  • Other Online Resources: Search for specific companies on Google, Yelp, Glassdoor, and LinkedIn to see what others are saying about your target companies and current news to stay aware of the organization.

Lesson 6: Try Everything

We live in a time when resources are easily accessible. Many are at little or no cost for seekers.  Take advantage of the variety of services and don’t take an attitude that “It isn’t for me.” You just never know where that next contact might come from.  Consider:

  • Arizona@Work
  • Employment Academy
  • Goodwill of Central & Northenr
  • Maricopa County Library
  • Phoenix Public Library
  • Fresh Start Women’s Foundation

Lesson 7:  Find All the Jobs

Job Sites
The days of classified ads and Monster.com are gone.  There are job boards everywhere.  Some are specialized, some are localized and most are free. Many take out a lot of the search work by allowing you to upload your resume and they will notify you of matches.  They will quickly pollute your email box with recommendations or prospects so be prepared. Consider a special email box for your search.  Take a look at some or all of these online job boards:

  • AZJobConnection.gov
  • CareerBuilder
  • Dice
  • SimplyHired
  • Indeed
  • ZipRecruiter
  • LinkedIn

Google has rolled out a new feature.  If you type “jobs” into the search box you will get listings of jobs in your area without going directly to a specific company’s site.  You can refine the search to “jobs in Tempe AZ” or “jobs at USAA” or “engineering jobs near me.” You will still need to apply though the employer, but it is an easy way to search quickly.

Remember, the majority of online applications will not be seen by
a live person unless your resume/profile matches with the recruiter’s criteria in the Applicant Tracking System. You cannot rely on mass applying. You must leverage your network and make yourself standout.

Sign up for the ARIZONA@WORK Job Blast Newsletters.  Text AZATWORK to 22828 to get a listing of 5000 of the most recent local jobs.

Social Media
Employers will raise questions if you aren’t visible on social media so you need to have profiles and begin building a circle of connections. You don’t have to be on every platform but be sure you are active on LinkedIn and then pick another one or two. Facebook, Twitter, or Instagram will give you a good start. This can help employers get to know you, the person, a little better. They will see if you are well-rounded. It can help them decide if you are a good fit for their organization. If community service is important in their company, they may look to see if you volunteer or have interests in that activity.

Be aware of what you are posting, however, and the viewers that may see it.

You must have a LinkedIn profile and begin to establish a robust
professional network, if you don’t already have.  There are many tips on past blog posts to help you fine tune your LinkedIn profile and build connections.  See them here. You can also get assistance at any Career Connectors event by a LinkedIn expert.

Consider posting on your social sites that you are a seeker. If these people are in your network, they will be eager to help if you are specific in what you are looking for. Do something like: “I am currently exploring new opportunities in Marketing in the Gilbert/Chandler area. I am focusing on startup technology companies with leadership opportunities in social media and brand marketing.” This won’t leave your friends guessing on opportunities.

Spend time each day building and interacting with your social network, but remember, this type of networking doesn’t equal face-to-face networking.

Live Networking
You should consider your desired companies and positions and make yourself available at events where you can make connections with someone at your target companies or in your target position. This could include attending:

  • Local Hiring Events and Job Fairs
  • Career Connectors
  • AZHire Me Job Fair
  • Jobertising.com
  • LocalWork.com
  • Arizona@Work
  • Goodwill

Always be prepared with an “Elevator Speech” or a specific introduction plan that tells who you are and what you are looking for.

A great resource for a wide variety of events around the Valley is NetworkingPhoenix.com. They publish an active calender of events to help fill up your a calendar.

The Hidden Job Market
These are high volumes of jobs that never make it to job boards and
posting sites. Many of these are with smaller businesses that choose
not to post opportunities or hire solely on referrals. Some may not
even have an HR department.  These may be jobs that you will never learn about unless you are leveraging many networking avenues. This is where getting the word out gets you consideration. It might be from social media or networking events like Career Connectors. It can be through clubs or Bunco nights or church groups. It can be wise to become a member or volunteer for trade associations or Chamber of Commerce meetings. Facebook events may be another great way to find people with common interests like jogging, wine, Dungeons & Dragons, or atheletic boosters. Through these communities you will have fun, build commaradarie and meet new friends who also have wide networks.

Lesson 8: Volunteer

Volunteering is good for your soul. It makes you feel good, feel valued, and it gets you up in the morning, engaging with others. You will have a sense of accomplishment at the end of the day and hopefully meet some new people in the process. You can look into your local school, church or non-profit associations.  HandsOn Greater Phoenix and VolunteerMatch are great services to help you find something that meets your interests.  And, don’t forget, Career Connectors is always looking for people to help with events and job seeker services. Find out more about these opportunities.

Lesson 9: Expect Rejection

No…not hiring…funding pulled…going another direction…over-qualified…under-qualified…on hold.

You will hear these and many other excuses. You will also not hear anything sometimes. You must be prepared for it! From the mouth of Rocky Balboa, “Life is not all rainbows and sunshine!” You can’t give up!

Lesson 10: Success Breeds Success

Hiring Companies

Liberty Mutual, @WorkAtLiberty

Justin Oviatt, Sr. Branch Manager

Liberty Mutual managers came to talk about opportunities they currently have in the Phoenix area.  Their new East Valley offices make them the largest employer in the City of Chandler with over 50,000 employees across 5 continents.  They are the 4th largest Property and Casualty Insurance company in the U.S. with $126 billion in assets. They foster a culture of inclusion and empowerment for their staff.

The hiring team shared specific details of openings in Inside Sales, Field Sales, Claims Management and Bodily Injury.  They also have opportunities in Consumer, Business, Investments, Legal and IT units.

Liberty Mutual offers new employees a strong benefits package including a pension and 401K. Benefits are effective the day of employment.

Resources

Goodwill of Central and Northern Arizona

Ron Mack – Community Awareness Partner

Mission – Through the goodwill of others, we create the pathway to a better future for all by helping those who desire self-sufficiency.

The Goodwill Career Centers offer free career coaching, assistance with resumes, mock interviewing, employment support and digital skills training. They specialize in providing on-going support for the professional job seeker. Goodwill delivers community awareness of local employment events through onsite career centers and through the recent launch of mycareeradvisor.com (live chat available). The services are free of charge and available to all.

Career Connectors Academy

Landi Carfi, VP of Corporate Training, Brighton College

Landi shared the exciting news and details about Career Connectors partnership with Brighton College to bring affordable education and career services to participants. This will help bridge the talent gap or transition in your career search. The Academy offers a wide variety of accredited online educational programs along with many professional development classes. The focus is on quality and affordability.

A few of the best accredited online certificate programs that are being offered to Career Connectors at a reduced price are: Information Technology Certification Programs, Business Management Associate Degree Online, Paralegal Certificate, Medical Assistant School, Legal Nurse Consultant Certification and Online Professional Development Classes. Many others are also available. Career Connectors members will receive a 30% discount on the programs and certifications and payment plans are available. For more information go to the Career Connectors Academy website.

Closing

Jessica Pierce, CEO and Founder of Career Connectors, closed the event encouraging attendees to visit the many resources available at no charge to seekers at Career Connectors events: LinkedIn and resume assistance, professional photos, DISC assessments, career and financial coaching. These and all Career Connectors services would not be possible without the generous time of Staff, Volunteers, Sponsors and Partners. Also, a huge thank you to the Central Christian Church for hosting the Gilbert event. Attendees were encouraged to network and take advantage of the many services.

The next two events are:

  • Sept 5 – Instant Likability by Dave Sherman at Grand Canyon University
  • Sept 12 – Resume Mythbusters: Certified Resume Writer Panel at Highlands Church in North Scottsdale

Details are available on the Events Page.

07/12/18 – YOU are the Differentiator!

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You are the differentiator Connie KadanskyWritten by Cindy Nowack

KEYNOTE SPEAKER

YOU are the Differentiator!

Connie Kadansky, PCC

Connie Kadansky works with sales people worldwide in a very specific niche of prospecting, self-promotion, and overcoming internal and external obstacles. She says she has a coffee cup that reads, “Get your ‘ask’ in gear!” That’s appropriate because her presentation was about asking for what you want. She learned at a young age to ask for what she wanted, and years later, when she was interviewing, she asked the manager for the job. She got the job, because he told her later that she was the only one who asked for it.

She started off her presentation by waving a twenty dollar bill in the air and asking, “Who will give me $1 for this $20?” After a few seconds, two gentlemen raced to the front of the room. The first guy didn’t have $1, but the second guy had his dollar ready, gave it to Connie, and she gave him her twenty. It wasn’t a joke. He just made a $19 return for going to the front of the room and asking for her twenty. Connie says that offer was available to everyone in the room, yet only two people tried for it. That’s the secret – you need to ask for what you want. If self-promotion is the missing ingredient in your job search, read more of Connie’s thoughts on how to self-promote and be the differentiator.

We paired up for an exercise, with the first person asking, “There’s a career fair coming up. Will you go with me?” The partner responded with “Yes, but…” and then the roles were reversed and the first person responded instead with “Yes, and…”

Everyone agreed that the “Yes, but” responses zap the energy of the first person. It’s difficult to defend their suggestion when they hear several negative responses starting with the words, “Yes, but…” The “Yes, and…” is not necessarily agreeing to go, but is more receptive and responds positively to the offer.

There is uncertainty when we job search.
The uncertainty fuels anxiety.
Anxiety leads to distress.
Distress stimulates fear.
Fear creates doubt.
Doubt wastes energy.

Sales call reluctance is the emotional hesitation to self-promote. It’s a fear of rejection. Instead, take proactive steps to make phone calls to the people who can influence your ability to earn what you are worth. Connie suggested putting jars in opposite corners of your desk. On Monday morning, one jar is filled with the number of coins, gems, or marbles that equals the number of calls you will make in the week. For every call, move one of the coins to the other jar. If there are still a number of coins in the first jar on Friday morning, you know you need to make more calls before you start your weekend. You need a consistent pipeline of possibilities to get the job you want, so overcome your reluctance, make those calls and ask for what you want.

Curiosity is also helpful in the job search process. While skepticism and curiosity are both questioning mindsets, curiosity turns doubt into fuel for learning and discovery. Be sure to ask curious questions in your interview. Connie even says that you can get away with almost anything when you start by saying, “I’m curious.” Curiosity is the secret ingredient that makes your job search an adventure.

Connie says you need these three traits for self-promotion:

Positioning – Utilize your existing networks and look for ways to develop new ones. Make sure you get noticed. Participate so others notice you.

Style – Possess something distinctive so people will remember you. Do people want to remember you? Is your style serving you?

Consistency – Never leave self-promotion up to chance. Know that self-promotion is important and do it repeatedly. SHOW UP!

Opportunities are out there everywhere. Connect with the right person with the right attitude, and ask for what you want. Confidence is faith and trust in yourself and your process. It transforms fear into focused thinking and action.

We all have our own internal conversations, so discipline and monitor those thoughts to banish the “Yes, but…” response, and use the “Yes, and…” reply instead. Don’t forget that self-promotion is a key ingredient in your job search. Become noticed by the hiring managers, and you will be the differentiator.

HIRING COMPANIES

Freedom Financial Network
Heather Marcom, Head of Talent Acquisition

Launched in 2002 by Stanford Classmates, Bradford Stroh and Andrew Housser, Freedom Financial provides financial solutions, services, and education, enabling consumers to resolve their debt and achieve financial freedom. They were voted the #1 Best Place to Work in Phoenix two years in a row. Their offices are located near the 202 and the 101, just east of Tempe Marketplace. They have 2,100 employees and growing. Freedom Financial takes their core values seriously, including helping their own employees who may have found themselves in debt through the Freedom Family Fund. Employees pay to wear jeans to work, the CEOs match and double these contributions, and the money is then used to help employees get out of financial trouble.

Freedom Financial is currently hiring for Call Center/Sales/Operations, IT/Engineering, and Analytics, Product/HR roles. A complete list of open positions is on their website. Also, follow Freedom Financial on Facebook, Twitter, LinkedIn and Instagram.

State Farm
Molly Romine, Recruiter

State Farm is located in Marina Heights on Rio Salado, across from the ASU football field. They have 8,000 employees locally and more than 70,000 across the organization. Molly is currently hiring operations positions, including claims and customer service roles. Go to State Farm Careers for the current list of openings. State Farm offers information sessions by invitation- contact her if you’d like an invite!

RESOURCES

Grand Canyon University (GCU)
Kyle Richardson and Hope Watts, University Counselors

In the job market today, 58% of all new jobs are in STEM, and computing jobs are the #1 source of new wages in the United States. To help you get the necessary skills to compete in this job market, GCU offers an Immersive Java Bootcamp. In 16 weeks, the bootcamp offers more than 600 hours of project-based collaborative instruction and your accelerated path to employment. The courses completed within the bootcamp are part of GCU’s existing, regionally accredited programs. These courses are transferable to a GCU bachelor’s program, or eligible for transfer at the discretion of other regionally accredited U.S. institutions.

CLOSING REMARKS

At our next event on Thursday, July 19, Jackie Schierenberg will discuss “Expert Tips on How to Navigate the ATS” at our Scottsdale location.

Check the schedule online for more upcoming topics. A few dates of our summer events have been moved to accommodate summer programs at our host locations, so be sure to confirm the location as well.

1/11/18 – Finding and Landing a New Career FAST!

by

Finding and Landing a New Career FAST!Written by: Mary Beth Huffman

Keynote

Finding and Landing a New Career FAST!
Dave Sherman

Author of 3 books: 50 Tops Tips, Breaking the Ice, Elevating Your Elevator Pitch

Tip 1: Embrace the decision
It may be obvious, but avoid indecision, explanations, validations, and negativity. Window shop the job boards. In the search box type job title or keyword city and state. Look for a job that fits you. Be creative when looking at your options. Open yourself up to whatever it could be. What career would be:
• Interesting
• Challenging
• Rewarding
• Fun
Dave works for Mobile Mini, which is hiring, by the way. See those positions here.

Tip 2: Peruse the Job Boards
Step out of your box. Can you stay here? Look for the stuff you really want to do. Do you know what you are really good at? Gallup Clifton’s survey identifies greatest strengths. You can live your best life when you tap into your unique strengths. You can either pay the nominal fee and take the survey online: https://is.gd/zNzEJd or buy the book Strength Finders and get it for free.

Tip 3: Start meeting MORE PEOPLE!

To get into a new career or field, expand your network and the people you want to meet. You will need some assistance.

Where should you go?

  • Chambers: attend 2 events. No need to join unless you are starting a business.
  • Associations
  • Business groups
  • Networking groups
  • Career transition groups

Come to meetings. Then when you get to where you want to be you can help others.

  • Show up 15 minutes early.
  • Bring business cards. If in transition get business cards with: name, phone, email, and if you want your LinkedIn profile. Make sure they’re not too thin.
  • Ask for help! Let people know you’re in transition.
  • When attending events let go of the outcome! Don’t expect to come away with something. Just see what happens. If you golf you may score an 83 and the next week 93. It doesn’t matter.

What should you do?

  • Build more likability. Smile. Be genuine. Be interested, not interesting. Ask questions. How did you get into this field? If I wanted to get into X, what do you suggest?
  • Build more commonality. Ask about their hometown, hobbies, school, family, friends, and favorites.

Finding a new career is like a rollercoaster. Think of what a great opportunity you have. How long this adventure lasts is up to you. Do all this every day. This will go faster than if you spent the day looking at the job boards. Where you are sitting might be a little scary. If you can, take that one minute and say to yourself what might come out of this?

Hiring Companies:

Connect Wireless

Chandra Sandoval, Corporate Recruiter

Connect Wireless’ headquarters is in Scottsdale, with 80+ stores in 8 states and launching 8 new stores this month. They are currently hiring for a variety of positions, from Sales, to corporate positions: Commissions Assistant Auditor, Data Reporting Specialist, and Administrative Assistant/Operations to Lead Training Manager.  A complete list of openings is here.

Supreme Lending

Darin Dow, Business Manager

Direct lender Supreme Lending has pretty much no middle-man. This privately owned and debt-free company started in 1999 in Dallas. Operations are in the main office off I-17. Supreme Lending doesn’t do reverse mortgages, but does all sorts of residential mortgages. They are a direct Lender to FHA, Fannie, Freddie, VA, and USDA. All are government down-payment assistant programs. They have a program that gets owners back into a home in under 30 days with a 580 credit score with FHA.
Supreme Lending does no-cost moves for their clients. They are opening up 8 more branches and are looking for Branch Managers, Producing Branch Managers, Licensed Loan Officers and Assistants, and Processors all across the state from Tucson to Phoenix to Flagstaff.  See all openings at Supreme Lending.

Allstate

Tori Castlegrante, Agency Process Specialist

Allstate has been around for 85 years in U.S. and Canada. They have 47 products, including financial services. They are looking for Agency Owners, IT, Product Management, Claims Analysts, and Licensed Sales Producers.
In general, Allstate’s main focus is on the local community and servicing them. A big bulk of the business is their property and casualty line. Allstate assists employees with the cost of licensing. They have an active Veterans Program and are currently running a short hiring referral promotion. There are also 40 openings with their partners. Go to Allstate for more information.