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12/2/21 – LinkedIn Navigation = Career Success!

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What is the problem with my job search? Why is it so hard? Why are so many people making moves and I’m still not getting interviews or a new role?

Take Control of Your Job Search and Create Opportunities

Trevor on the cover of Forbes

Written by Julia Churan

Trevor Houston, host of Who Ya Know – Job Networking Show, was the keynote speaker for this event sharing techniques for job seekers to get noticed, create opportunities & take control of the financial impact of job loss. Trevor’s podcasts can be downloaded from Apple, Pandora, Spotify and other popular streaming sites. His approach was most recently featured on the cover of Forbes Magazine

Trevor cites that job searches today have been de-humanized!

No longer are the days of walking into a business and handing a real person a resume or saying “Hi – I’d like to apply for a job.” Job searches today are all about “click to apply,” applicant tracking “black holes,” phone interviews, recruiter ghostings, and searches for “purple squirrels.”

The result is fewer interviews for qualified candidates. The current process leads to an average of one interview per month. Experts say a job seeker should be prepared for the search to take one month for every $10K in salary expected. Therefore a person looking to make $100,000 will be searching for 10 months with only 10 interviews. Not only is this overwhelming, it is totally discouraging.

Getting Control Back

Trevor’s techniques are all about taking back control, increasing your activity, and getting noticed so you decrease search time. The goal is to go viral within a company but you may have to reach outside of your comfort zone to get there.

Don’t – send short text messages via LinkedIn Inmail! You are not unique to the recruiters that may be getting a hundred or more a day.

Do – make your LinkedIn activity personal. Check out the recruiter’s activity – are they active, do they post? Try an approach that has an 87% response rate — post a personalized “video comment” to their post by using some of his favorite tools.

Tools to Stand Out

Trevor holding speech bubble

Small Whiteboard – pick one of these up at a discount store or online retailer. Put your hiring target’s name or a nice message on it and post this in your message or as a post comment.

Video Messaging App – currently there is only one tool that is recognized by LinkedIn with integration – BombBomb. Trevor recommends exploring this in one of the many YouTube videos or instructional videos on their website before starting your 14 day trial. Practice creating small 30 sec or less personalized “raw” clips to test with your “accountability partner.” Think of these as video voice mail. “Thank you so much for your post on XYZ. I’d love to have a conversation about this. Here is a connection request and a link to my calendar. Let’s connect.”

Evergreen Videos – Small videos that aren’t personalized but congratulate an individual on a promotion, a new job, a work anniversary. You can use these over and over with your connections. These evergreens clips will also help get you noticed by connections of your network and help build an audience.

Embedded “Call to Actions” (CTA) – Respect the recipient’s time and avoid the hassle of going back and forth to set up a meeting. Use is a simple calendaring tool like Calendly to make setting up a virtual coffee meeting or real-life lunch as easy as the click of a button. You can sign up for a free version which should provide enough features for basic job seeker use and integrate with the most common calendaring systems like Outlook and Gmail

Auto Text Expander – this is a basic Google Chrome Extension that allows you to save snippets of text that you can include in your video link, calendar link, or other messaging to save time in posting responses or evergreen messages.

Email Signature – BombBomb has a feature that allows you to make an interactive email signature including your photo, contact info, link to schedule a meeting or phone call, or reply with a video. This will really take your emails to the next level of professionalism.

Trojan Horse – This means making a video message rather than just an email expressing your interest, clarifying any points from your meeting and calling for next steps. This is like the namesake virus, the “trojan horse” because after the recipient opens the email, they will be so wow’d by your unique form of communication, they will forward it to others who also spoke with you, other team members and on up the organization line. You’ll become internally famous for standing out.

Hiring Companies

Freedom Financial Network

Laurel Pendle was representing the Freedom Financial hiring team. She is newer to the FFN team but shared enthusiasm about her experiences with the culture and opportunities within the organization. FFN is a leader in the debt consolidation industry and has been named “Best Companies to Work For in AZ” for 10 years in a row. This San Mateo-based company now has 2600 employees and growing with offices in California and Tempe, AZ. Many of their employees are now remote or hybrid.

Diversity & Inclusion are important to their culture with employee resource groups, webinars, mentoring and development programs to support their growing staff. As Laurel shared, FFN Walks the Walk. They are currently hiring for approximately 85 roles in Tech, Marketing, Customer Services, and Sales. See the full list of postings at FFNJobs.com

They encourage seekers to connect with their recruiting professionals on LinkedIn:

Ian Ingersoll: https://www.linkedin.com/in/ian-ingersoll-b89871b4/
Maya Blake: https://www.linkedin.com/in/maya-blake-a21a2316a/
Melissa Whitlatch: https://www.linkedin.com/in/melissawhitlatch/
Rama Parandekar: https://www.linkedin.com/in/rama-p-53242b2/
Loretta O’Donnell: https://www.linkedin.com/in/loretta-o-donnell-b401b41a/
Kevin Morris: https://www.linkedin.com/in/kevin-morris-43555a4b/
Lily Brezler: https://www.linkedin.com/in/lily-brezler/

BCBSAZ

Due to technical difficulties, they were not able to join the event, but have many openings throughout the organization at https://jobs.azblue.com. Be sure to also follow them on LinkedIn.

Resources

Jessica Pierce, Founder, and CEO of Career Connectors, closed out the event by encouraging everyone to expand their networks by connecting with other attendees, speakers and former co-workers via LinkedIn.

Many thanks to the speakers, staff, and volunteers who make these events possible. Also, thanks to all who supported the organization through generous donations on Giving Day and throughout the year.

Be sure to take advantage of the many services available to job seekers through the website and various sponsors. Check out opportunities for assessments, coaches, professional photos, and future events on the Career Connector’s website. Also, be sure to read past blogs and highlights of other HR experts.

Upcoming Events:

Our resident networking expert, Jessica Pierce, will finish off the year’s events with a virtual experience Tuesday, December 14th about “Land Your Perfect Job in 2022.” Hiring companies will include Sun Health, Freedom Financial Network, and The Entrepreneur’s Source. Get registered and continue to follow us for information about future career events both virtually and in-person. Stay tuned!

9 Reasons To Connect With a Hiring Manager on LinkedIn

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LinkedIn Thought Leaders

You’re applying for a job, or maybe you just completed an interview. Now, you’re wondering whether to take that next step and send a connection request to the hiring manager on LinkedIn.

Should you press that “Connect” button? If so, at what point in the interview process does connecting with a hiring manager become appropriate?

To help provide some insights, we asked nine hiring managers what they thought about candidates connecting with them on LinkedIn. Here’s the reasons why connecting with a hiring manager on LinkedIn may be a good idea.

It Increases the Odds of Getting an Interview

In my experience, taking the time to connect with a hiring manager significantly increases the odds of getting an interview. Introducing yourself, explaining why you have an interest in their company, and asking how to learn more shows a great deal of proactivity and professionalism. The key is to make very small requests, like a 15 minute phone call, offering to buy them coffee, etc. The point is to learn more about the company, and not to try and brown nose your way into a job.

Zack McCarty, Qwick

It Gives you an Opportunity to Stand Out

In most instances, connecting with a hiring manager on LinkedIn may give you an opportunity to stand out among other candidates. The best way to manage this connection without overstepping boundaries is simply to introduce yourself. Think of a message to the hiring manager as a preview to your cover letter and resume. Give them a reason to keep an eye out for your name.

Megan Chiamos, 365 Cannabis

It Shows You’re Willing to Go Beyond

Connecting with a hiring manager on Linkedin shows that you are willing to go beyond the normal bounds of the hiring process. Requesting a connection shows that you took the time to research them and are highly interested in their company and them as a professional. Connecting with them right after you apply it’s a great way to elevate your application status and make your name stand out. 

Ryan Nouis, TruPath 

Use Linkedin to Research Similarities

I’ve always been told that it is interview etiquette not to connect prior to getting the job offer but I would suggest, however, that you review the LinkedIn profile of each person you will interview with, and you can see if there are any common connections (same college attended, similar sports interests, hobbies, etc) to discuss during the interview. In lieu of connecting on LinkedIn with the hiring manager, I would strongly recommend writing (not emailing) a thank-you letter to all the people that interviewed you immediately after the interview.

Craig Rosen, InterviewFocus

Consider Connecting if You Don’t Get the Job

Once a decision has been made, and you are hired at the company, connect away! Something to consider if you don’t get the job, you can still add that person on LinkedIn to ask what you could’ve done better and ask them to reach out if there’s an opportunity that comes around in the future. 

Michael Staton, Lyon Shield Security

View Their Profile, But Don’t Connect

Although I would not connect with a hiring manager right after an interview, you should consider reviewing their LinkedIn profile before and after the interview. This way, a hiring manager will get notified that you viewed their profile on LinkedIn. This shows that you dedicated time to review their profile and show interest in their company, but respect the interview process to resist from connecting with the hiring manager too early on.

Thylan Le, Markitors

Ask for a 15 Minute Call

If there is interest in a particular role or a particular company, why not connect? I would recommend asking for a 15 minute call to learn more about what the hiring manager loves about working for the company, and to talk about how you may be able to bring value to the position that you are interested in. Following this up with a LinkedIn connection will make you a memorable candidate. 

Deborah Bubis, Recruiter and Sourcer

Do It for the Long Run and Future Opportunities

I am a fan of the long game. Some of the best hires we’ve had have come from a conversation that spans several months. If there is a company you like and would consider working for, connect with your possible future hiring manager. Now focus on content. What are you generating on your LinkedIn page? This is a great way of communicating what you are about. LinkedIn is powerful as it is a one-stop shop in which to establish your professional brand.

Steven Brown, DP Electric Inc

Connect as Part of Your Wider Application Strategy

You can connect, but don’t be pushy on LinkedIn. Connect as part of your wider application strategy. This will make it easier for them to look you up on LinkedIn after reading your CV. Indicated to the hiring manager that you are targeting their company personally.

Justin Barlow, Nigel Wright

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07/31/18 – Get LinkedIn or Get Left Out

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Get LinkedIn or get left outWritten by Cindy Nowack

KEYNOTE PRESENTATION

Get LinkedIn or Get Left Out
Ted Robison

Ted Robison, also known as “Mr. Link-Me-In,” has been coaching LinkedIn techniques for the past nine years at Career Connectors, church ministries, universities, colleges, companies and recruiting firms. 87% of job seekers will find a job through networking, and Ted provided many helpful techniques and tactics for making the most of your LinkedIn connections. You should be on LinkedIn for creating connectivity, raising your brand and visibility, and to be found.

While aiming for more than 500 connections on LinkedIn, you should also be engaging with professionals and online groups within LinkedIn. Ted says “connections are good, but relationships are golden.” There are more than 500 million subscribers on LinkedIn, where engaging with others is based on three degrees of separation. Ask for introductions when one of your first level connections is connected to a 2nd level that you would like to get to know. Offer to take that person to coffee or lunch to ask them about their company and its culture.

Within LinkedIn, you can maximize its benefits in the following ways:

  • Find jobs, people, groups, associations, and your target companies
  • Create your own unique URL – elevates you in Google searches
  • Understand the benefits of free vs. Premium accounts
  • Consider your privacy, contact levels and how you can be searched by others

Your profile page on LinkedIn is your personal brand and image promotion. Customize it!

  • Add keywords and search engine optimization (SEO) so you will be found
  • Your picture is a must
  • The headline should reflect your job title/industry/tagline
  • Your summary should include S.E.E.S. – skills (hard and soft), experience, expertise and style
    • Your style is what can differentiate you in your LinkedIn profile and in an interview
  • You should have 4-8 recommendations – 2 managers, 2 peers, 2 subordinates (if you are a manager), and 2 clients
  • Join 30-50 groups and associations to expand your visibility
  • Provide status updates, posts, blogs, articles – raises your brand and visibility

There is a hidden job market that accounts for 80% of the jobs. Create a list of 30-50 target companies. Use the Phoenix Business Journal Book of Lists and Reference USA to learn more about your target companies. You can then build relationships of the employees who work at these companies by reaching out to those 2nd and even 3rd level connections through your own LinkedIn network. Companies offer referral bonuses, so build your connections of employees at your target companies, and, when a job is available, your connection can refer you. It’s a win-win situation. If you’re hired, you have a new job and your connection receives a referral bonus.

Once you have an interview, you can continue to use LinkedIn to prepare. Research the company to know their products, services, competitors. Know the company’s culture and core values to determine if you would work well in that environment. Also, research your interviewers. Knowing their hobbies, work history, and common groups will help you connect in the interview. LinkedIn also has a new learning section to brush up on skills that may be needed in the role for which you are interviewing.

In summary, Mr. Link-Me-In provided a review of several action items to make the most of your LinkedIn account:

  • Build and strengthen your profile with key words
  • Meet people and increase your network
  • Create and search your target companies
  • Join associations and groups
  • Research the company and its employees in preparation for interviews
  • Talk to the hiring manager if possible. Take friends or colleagues out to lunch (ask about the company, and if they can pass your resume along to the hiring manager)
  • Know your value propositions – what differentiates you?
  • Network, network, network!

You don’t want to be left out in today’s job market, so be sure you are linked in on LinkedIn.

RESOURCES

vCandidates
LT Ladino, CEO/CMO/Founder

Technology advancements have hurt the hiring process and alienated qualified people. If you have worked with staffing firms but haven’t been thrilled with the results, vCandidates is launching a subscription-based platform in October connecting recruiters with candidates. The company will foster open communication, candidate engagement and organization, with platform key features beyond the popular job boards. The candidate can present themselves in their own voice. This new recruiting tool will combine technology with the human touch.

Grand Canyon University (GCU)
Rob Loy, Head of Non-Degreed Technology Programs

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 is 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 transferrable to a GCU bachelor’s program, or eligible for transfer at the discretion of other regionally accredited U.S. institutions.

HIRING COMPANIES

Wells Fargo
Meghan Pringle, Recruiting Manager

Wells Fargo has more than 5,000 employees at the Queen Creek and Price location. There are 10 lines of business within the company, more than just bank locations. Current Arizona openings include:

  • Analytic consultant
  • Bankruptcy specialist
  • Business Initiatives Consultant
  • Implementation Consultant
  • Quality Assurance Analyst
  • And many more.

There are also Enterprise IT career opportunities in numerous IT disciplines. Go to www.wellsfargojobs.com for a complete list of available positions here in Arizona, and in other locations. If you don’t see what types of openings appeal to you, you can set up a job search agent online, which will notify you when an opening is available that matches your criteria.

Northwestern Mutual
Joe Morris, Managing Director

Northwestern Mutual began in 1957 in Milwaukee, Wisconsin. The company offers an array of financial products including mutual funds, disability insurance, annuities, and life insurance. In addition to a supportive team environment and a strong industry reputation, a 5 year mentoring program of new advisors is a valuable benefit for joining the company. Current opportunities at Northwest Mutual are:

  • Financial representative/advisor
  • Assistant financial representative

More information about these position plus other orporate career opportunities can be found at www.northwesternmutual.com/corporate-careers/.

Or reach out to the Director of Recruitment and Selection, Megan Wotton, on LinkedIn.

Allstate
Nate Smith, Senior Recruiting Consultant

There are more than 70,000 Allstate employees in North America, plus employees in Belfast and northern India. At the Tempe regional offices, Allstate is hiring for a number of positions including:

  • IT (4)
  • HR (2)
  • Product (1)
  • Claims (6)
  • Sales management (2)
  • Exclusive financial specialist

You also have the option of becoming an agency owner. Allstate has a 90% retention rate because as you grow your business, you build your success and own your equity. There are no royalty fees or franchise fees. A minimum of $100,000 spendable start up capital is required, but the advantages of being an Allstate agency owner are no inventory, repeat revenue, and competitive compensation in a high demand field. You can earn what you are worth, with a recognizable national brand backing you up. You can even begin without insurance experience or your license. Allstate will help prepare you for your new career.

Contact Nate Smith or visit www.allstate.com/careers for additional information.

CLOSING

Thank you to our premier and corporate partners for their continuing support. A special thank you as well to our host facility, Central Christian Church.

Our next event is Thursday, August 16 at Grand Canyon University when Bridgett McGowen-Hawkins will speak about “From Transition to Triumph: Mentally Regrouping in the Midst of Career Change.” Check the Career Connectors website for the topic and location of each week’s meeting and other resources for job seekers.

06/21/18 – Use LinkedIn in 15 Minutes a Day

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Written by Lauren Kutsko

Keynote Speaker

Brenda Cunningham
@pushcareers

Author of Crush the Pink Slip, Brenda Cunningham, had us laughing as she clearly laid out why consistency in our job search is paramount and why LinkedIn should be utilized for at least 15 minutes a day.

The 4 reasons to use LinkedIn for 15 minutes a day:

  • It builds your professional network
  • LinkedIn is a job board
  • It is where recruiters are looking
  • We learn from other professionals in our field

We often tweak our job search to death because we fail to be consistent on a definitive strategy and instead we flit from idea to idea never fully showing up.  But by simply being consistent on social media you can build trust, prove you are an expert in your industry with the content you share, and participate in your online community.

Here is the minute by minute breakdown:

First 4 minutes: your home page

  • Scroll through the home page
  • Share what would help demonstrate you are competent
  • Like and comment on industry relevant articles
  • Post your own content

Second 4 minutes: connecting and inviting new connections

  • Always use the custom invitation button to send a personal greeting
  • Determine who would be good to connect with:
  • Other professionals in your field
  • Previous co-workers
  • Friends
      **You never know who your connections know that might help you find your next dream job!

Middle 2 minutes: strengthening existing relationships

Reach out to maintain healthy relationships with others when you don’t need a favor.  Just write a note to say hello and that you were thinking of them.

Last 5 minutes: participating in group discussions

  • Get yourself into groups of other like-minded professionals that can help develop you and connect you to other opportunities in the field
  • Here’s a great one to start with:  Career Connectors LinkedIn Group

Set a timer and be consistent whether that is twice a week, once a week, or every day.  No one loves a job search, but consistency will encourage a strong and exciting finish!

Hiring Companies

Copper Springs
Melissa Barry, Director of Business Development

Copper Springs helps over 17,000 people a year.  Every employee touches the lives of each patient.  We see people on their worst day and are committed to treating each patient like family.  We are growing with leaps and bounds, so please check out our job listings at our website.

Below are some current openings:

        • Business Development Representative
        • Assessment Specialist
        • Registered Nurse

Modis
Michelle Grinberg, Regional Account Director

Modis connects you to many opportunities with its recruiting team of over 450 people across the nation.  Some of the benefits offered are Medical, Dental and Vision insurance, a 401K, and a Learning Center.

Current openings include:

        • Senior EHS Manager
        • Electrical Test Engineer
        • Project Coordinator
        • Administrative Specialist
        • Sr Systems Analyst

Go here to see a complete list of current openings.

Resources

Woz U
John Bernard, Director of Business Development
@TheWozU

WozU prepares people to be set apart from the competition!  People all over the Valley are looking for software development professionals and after a challenging 3 month program, you will be prepared for success and leading your industry.  Check out their website to find out how to get started down a new career path.

Closing

Be sure to check the July schedule for the dates of upcoming events.  A few dates have been moved to accommodate summer programs at our host locations.

10/4/17- Get LinkedIn or Get Left Out!

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Get LinkedIn or Get Left Out Feb 2017Written by: Connie Huber PHR SHRM-CP

NETWORKING RULES!!!

A recent survey conducted by Lou Adler reveals that 85% of jobs were filled through some type of networking.
Lou Adler reinforces several key learning points for a successful job search:
1. Job seekers need to use the backdoor to gain access to the hidden job market.
2. Recognize that LinkedIn is a network of over 400 million people, not just a database of them. It is not about how many people you can connect. It is about meeting a few well-connected individuals that can vouch for your ability and who are willing to refer the you to a few other well-connected people.
3. Demonstrate the ability to do the work to get the interview.
4. Be different. You want to excel in those things that make you different and allow you to achieve extraordinary results.

Keynote

“Get LinkedIn or Get Left Out”
Ted Robison
Are you LinkedIn or left out in the cold cruel world? Come in from the cold and get connected with fellow professionals that can open doors to the hidden job market. Ted or as he is known “Mr. Link-Me-In” guided us on our journey to the hidden job market of LinkedIn.

LINKEDIN FUNDAMENTALS
Why should you be on LinkedIn?
• Connectivity, raising your brand & visibility
• To be found!
Networking tool for professionals
• Over 500 million subscribers
Power of Networking-Approximately 87% of jobseekers find their new job through networking.
• Engage with people. “Connections are good but relationships are gold”.
How many connections should I have? Most people have 70 or less. The more connections you have the better off you are in finding a job. Strive to have more than 500.
• Who should be in your network? It should be someone you know including prior employment, family or friends.
Based on 3 degrees of separation. Your goal is to get your resume to the hiring manager.

WHY SHOULD I BE ON LINKEDIN?
Find jobs, people, groups & associations, target companies.
Most recruiters & hiring managers use LinkedIn exclusively.
Create your own unique URL like www.linkedin.com/in/tedrobison.
Free versus ($) Premium Accounts. You may pay more to have a premium account but the benefits outweigh the cost. But master the free version before you invest in the upgrade.
Things to consider. Privacy, contact levels, you will be searched by others. Be sure not to use your home address or phone number on LinkedIn or your resume.

PERSONAL BRAND & IMAGE PROMOTION IN YOUR PROFILE
Keywords & SEO-How do people find me?
Picture- It is mandatory to have a current professional photo.
Headline: Job Title Plus-Tag line. Headline/Tag line should avoid saying unemployed. Say such things as “open to new opportunities” or “innovating wellness into people’s lives.”
Current Job Title/Post Job Titles.
Summary: Style is most important. S.E.E.S. includes skills both hard and soft; experience; expertise & style. Do not include a resume.
Style -> Value Proposition -> Differentiation.
Wow Factor/Brand
Skills & Experience: Endorsements, try to get 8 altogether. Include 2 bosses, 2 peers, 2 customers, & 2 subordinates.
Recommendations: (4-6). Should be 2 bosses, 2 peers, 2 subordinates and 2 clients.
Status update-Home Page-Posts, blogs.

GROUPS & ASSOCIATIONS
How many groups & associations should I have? 30-50
3 reasons to join a Group or Association.
Target Market-Personal Interests-Professional Association.
How can groups help me raise my brand & image?
Participate in discussions, demonstrate & promote yourself as a subject expert.
Build your own group.
Used for “job title” keyword.
Raise your visibility.

HIDDEN JOB MARKET – TARGET COMPANIES
Hidden Job Market – 80%
Create a Target Company List (30-50)
Build Relationships at Target Companies.
Create leverage.
Follow Target Companies.
Phoenix Business Journal – Book of Lists

PREPARING FOR INTERVIEWS
Research Interviewers – Helps you connect.
Know their hobbies, jobs, groups & interests.

Research Company:
Product, Services, Competitors.
Perform Informational Interviews.
Know how you fit culture & core values.
Know your Value Propositions.
Give reasons to hire you vs. just experience & skills.
Sorry you are Over Qualified: Respond by asking the interviewer to give you 2 reasons you are overqualified. Or respond that “I am absolutely qualified” & then share why you are qualified: Here is why you want to hire me. Give the interviewer value-value-value.
Transferrable skills.
Certifications, classes, seminars, tutorial.

FINAL COMMENTS
According to a recent LinkedIn Survey, the top three things a recruiter looks for in a candidate are motivation, execution ability & cultural fit.
Ted encourages you to view Ted Trembath’s LinkedIn profile for an outstanding example.

“Networking is marketing. Marketing yourself, marketing your uniqueness, marketing what you stand for.”-Christie Comaford-Lynch

Hiring Companies

Desert Schools Federal Credit Union
Angie Coulter, Recruitment Specialist

Desert Schools Federal Credit Union is a federally insured and chartered credit union based in Phoenix, AZ that operates 47 branches and service centers throughout Gila, Maricopa and Pinal counties in Arizona. Desert Schools is the largest credit union in Arizona. Its commitment to service is part of its culture and the community is the foundation to its success.
Benefits include competitive medical, dental and vision insurance; 401K, pension plan; carpool reimbursement, life insurance, tuition reimbursement and generous vacation time. Some of the positions that are currently available are HRIS Analyst; Sr. Recruiter; MSR (Member Solutions Representative) multiple openings are available as MSR; Network Engineer; Sr. ACH Originator; and ebranch Coordinator. For more information and to apply go to DesertSchool.org/Careers.

Maricopa County
Kelly Dixon, HR Operations Manager

Maricopa County has 13,000 employees serving over 4 million customers. The county’s mission is to provide regional leadership and fiscally responsible, necessary public services so that residents can enjoy living in a healthy and safe community. Some of the services provided by Maricopa are Animal, Health, Services, and Utility Services; Education and Youth; Election & Voting; and Justice Services. The values supported at the county are measure results, accountable, relentless improvement, this is where I fit in, communicate & collaborate, open & honest, public interest first, and achieving to your full potential.
In addition to traditional benefits, a sampling of additional benefits includes Employee Life Insurance, Ergonomic Evaluations free, onsite Fitness Facilities and Wellness programs. Current openings include Net Developer (Recorder Superior Court), Business Analyst (Sheriff), QA Analyst (Superior Court), Professional Development Coordinator (School Superintendent), Forensic Pathologist (Medical Examiner), Community Dietician (Public Health) and Sr. Telecomm Engineer (Office of Enterprise Technology). Visit Maricopa’s career site.

Revana/TeleTech
Mario Parra, Recruiter

Revana is a professional inside sales organization and recognized leader in outsourced sales and marketing solutions for industry leading clients, generating over $5B in annual client revenue. Revana is owned by the global outsourcing and customer experience leader Teletech. Revana has over 1,500 employees in their Tempe and Phoenix locations. The organization provides revenue-generating solutions such as professional inside sales, account management, integrated marketing and electronic direct marketing. Revana has won numerous awards and has been recognized by other leading industry professionals for its outstanding sales performance. The organization provides a number of benefits after 30 days of employment such as paid training, competitive base salary with commissions, career advancement, flexible work schedules and medical and dental benefits. A sampling of current opportunities for Revana includes Inbound Sales Associate, Outbound B2B Sales Associates, Talent Acquisition Specialist, Sales Managers, Digital Account Executive (Google), Marketing and Data Analyst. TeleTech has opening for Inbound Sales Associates, Outbound B2B Sales Associates, Talent Acquisition Specialist, Data Analyst, Manager, Sales Service Delivery and Customer Service Representative. For Revana opportunities apply here; and TeleTech positions can be found at the TeleTech site.

Resources

Coder Camps
Jason Jones, Sr. Admission Advisor

Coder Camps prepares students for a career in software development with immersive coding boot camps, online instruction, and career placement support. Graduates are equipped with a practical knowledge of full-stack software development, interview skills and a portfolio demonstrating their abilities. Coder Camps’ accelerated learning programs are offered full-time, part-time and online. The school is the only code camp to offer graduates lifetime access to all courses, a community of developers, and career services for free. For more information or to apply, visit their website.

Closing

Jason Isaak, Board of Directors, Career Connectors, closed the meeting by thanking North Phoenix Baptist Church and the volunteers. The next Career Connectors meeting will be in Scottsdale on Thursday, October 12, 2017 and features Naomi Buckta, as speaker for the topic “Lost my Job, Now What”. For additional information on this event and future events, please visit the Event Schedule.