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05/22/18 – Beyond the Job Fit: Finding the Best Culture for You

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Lisa Barrington Best Culture FitWritten by Cindy Nowack

KEYNOTE SPEAKER

Beyond the Job Fit: Finding the Best Culture for You
Lisa Barrington

Lisa Barrington helps organizations and individuals as an ICF certified coach, workplace and engagement strategist, and speaker. She works with organizations to foster leadership effectiveness and improve employee engagement, and with individuals to help them reach personal goals and develop their leadership capabilities. Through her experience, she knows the importance of finding the best culture fit based on one’s individual values.

Lisa’s presentation included three important points in finding the best culture for you:

1. How important are values and a company culture match

2. How to identify culture

3. How to fit in with the hiring leader

Culture can mean many different things to people as we found out when Lisa began with the question, “What is culture?” Some of the answers from the audience included environment, how people work, their behavior, values, shared assumptions, myths, and history.

First, you need to know yourself and your top values. If you need more information to understand and know yourself, Lisa’s website offers the VIA survey to identify and rank the 24 character values. If you value teamwork, but the work at your new organization is done individually without any collaboration, this may not be the best work environment for you. If you value kindness or gratitude, but the manager is tough on his employees without recognition for jobs well done, you may want to keep looking for a better work culture.

There are many ways to identify a company’s culture. Look at many factors and research the company through various ways – online through the company’s website or other sites with company information, asking people who work for the company, observing behaviors at the company site when interviewing, and results of published surveys and rankings.

Some factors to consider when identifying a company’s culture include:

Promotions – Do they happen from within the company, ask about the criteria for being promoted.
Company practices – Review the policies and procedures, how the organization operates.
Physical space – Are there work at home options vs. being in the office every day? Are there cubes and offices vs. long tables? Are employees huddled and chatting together vs. quiet with little interaction? You need to determine what works for you.
Online reviews – Review Glassdoor or LinkedIn comments about your target companies. Review qualitative statements to figure out a company’s essence. Start connecting with people at your target companies.
Turnover – This is a key measure in employee engagement and culture. Ask the recruiter or hiring manager for company results, and how do their results compare to the industry average?
Onsite interview – Watch the hiring manager and others carefully. Are there only formatted questions vs. a conversation? Are they paying attention to you or easily distracted?
Mood and tone – Observe everyone you come in contact with, even the security person in the lobby.
Rituals – How do people dress? How do they communicate with each other?
Recruitment process
Community and media presence

Based on your research, you will want to choose five companies that reflect your values and live the culture you want. Once you identify your target companies and have an interview, you will want to confirm that your leader also reflects your values and promotes the company culture. To reveal the leader’s traits, you will want to question or research their following characteristics:

Communication style – Their tone and how they communicate. (Caveat: Just because you may have different styles doesn’t mean you shouldn’t work for them. Sometimes it’s the opportunity for you to grow. Know what you want and need.)
Behavior – How they interact with others in the office, and with you.
LinkedIn – Go to the leader’s LinkedIn page to see their interests, work history, connections, and groups.
Responsiveness – Do they respond with next steps at the expected time?
Followership – How do they interact with people who work for them? How do people speak about them online or through your shared connections?
Values – How do they treat you, respond to you?
Support – How do they support their employees? Are they more focused on goals, employees, or both?

Above all, listen to your instincts. If something doesn’t seem right, try to ask targeted questions that could reveal what is staying below the surface. You want as much information as possible so you can make an informed decision. Your next opportunity should reflect your values and the culture you want, so it’s a good fit for both you and your new organization.

HIRING COMPANIES

GM Financial
Meg Mercanti, Talent Advisor

GM Financial is the global captive finance company for General Motors. Their office in Chandler, near Price and Germann, has customer service, collections, finance and credit departments.

At GM Financial, teamwork isn’t just a buzzword. The company and its employees are committed to excellence, acting with integrity and promoting its culture. Besides health insurance and 401K, other benefits include tuition reimbursement of $30,000 for for a bachelor’s degree and $20,000 for a master’s degree, employee lease and purchase discounts, and a casual work environment.

Currently, GM Financial is hiring 20 people to fill their collections training class beginning on July 9. There is also a credit analyst position available for someone with the appropriate experience. For additional information on these or other open positions, go to www.gmfinancial.com/careers.

Insight
Eric Johnson, Talent Acquisition Manager

Insight is an IT solutions provider that recently went through a global transformation and rebranding. They jumped up 56 spots in the new release of the Fortune 500 companies to now land at Fortune 417. They help their clients “Manage today. Transform the future.” Insight has more than 7,000 employees globally with 26 offices across North America. Their office here at I-10 and Elliott has openings in sales, product management, marketing, accounting and finance. For a complete listing of job openings, go to https://jobs.insight.com.

Manpower
Honey Rivers, Recruiting Manager

Manpower is a staffing agency that takes a personal interest in working with their community partners to place people in the right roles. Honey can help you with openings in customer service, reception, administrative, warehouse, industrial and light industrial areas. If your job interests do not fall in one of these areas, Honey can refer to you one of the other Manpower divisions, such as Experis, which specializes in professional positions.

Manpower benefits include weekly pay, certification and education degree reimbursement, and an inclusive and helping culture. Manpower was recently named one of 2018 world’s most ethical companies.

Some of the current open positions include:

  • Customer service agents
  • Document processors
  • Data entry
  • Production/warehouse
  • Packing/kitting/general labor
  • Seasonal shipping/packing and sorting
  • Administrative/clerical

To apply:

  • Go to www.manpowerjobs.com
  • Create an account and attach your resume
  • Contact the office at 480-824-7976 after registering

RESOURCES

Goodwill of Central and Northern Arizona
Bobby Ghisolfo, Director Business and Community Development

Goodwill’s mission is to end unemployment in Arizona. There are 22 career centers throughout Arizona available at no cost to everyone in the community. Goodwill works with more than 700 employers, and can help you prepare for your next opportunity through a resume review, mock interviews, and job fairs. There is a virtual platform coming at the end of 2018 which will give access to Goodwill’s resources from your own home.

You can find more information about Goodwill’s job openings and resources at www.goodwill.org/find-jobs-and-services.

CLOSING REMARKS

There is a free hiring event on Thursday June 7 from 11am – 3pm for veterans, transitioning military personnel, national guard members, reserve members and spouses at the University of Phoenix Stadium. For more details, visit recruitmilitary.com/phoenix. 120+ job offers are expected!

State Farm is hiring a variety of full-time positions with start dates in June and July. Claim associates and customer service positions include paid training and available annual pay incentives. To learn more, visit statefarm.com/careers.

Also, be sure to check the schedule for the dates of upcoming June events at careerconnectors.org. A few dates have been moved to accommodate summer programs at our host locations.

4/12/18 — Energize Your Career Transition with DISC

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Written By Susan Lamphiear

“Self Awareness is one of the rarest of human commodities. I don’t mean self consciousness where you’re limiting and evaluating yourself. I mean being aware of your own patterns.”  Tony Robbins

Bingo! It seems Robbins could just as well have been talking about job transition when he speaks of self awareness versus limits and evaluations. “Being aware of your own patterns” could very likely have referred right back to DISC assessments.

Our keynote speaker addressed this very topic of Self Awareness when she spoke to us about the vital role of DISC. And more good news? DISC is  valuable in more ways than our work life. While we’re learning about ourselves and our strengths through DISC, we can take away valuable information for dealing with people with different behavioral styles whether at home or at work. Or that in between time of job change or career transition.

Keynote

She never really thought of herself as a tool or gadget person. Instead, Lauren Kutsko describes herself as a collector of behavior assessment tools.  She’s a certified behavioral analyst who loves helping people gain insights into themselves and others. She finds clarity of self a powerful tool in not only the job search, but in every area of our lives.

As keynote speaker, Lauren shared what makes DISC one of the important tools of self-assessment for finding clarity and getting in touch with our key strengths. Along the way it can help us adapt in many of life’s challenges, including meeting potential employers.

The DISC assessment is a key part of the work she and her husband do in their own business, The Entrepreneur’s Source.

Her strong message today is to pick a career that honors our strength. Many specific turning points in our lives allow us to pivot and chart a course including “partnering up” or going off to college. Career transition is one of those opportunities in life to pivot and find our strength, so she urges us not to miss the opportunity. In recognizing our own strengths, we can begin to more quickly recognize the style of whoever we meet on that career path.

DISC. What do the initials represent and what’s it all about? First of all, DISC is the universal language of observable human behavior. It’s a language of HOW you do what you do. A person’s behavioral style is NOT what makes them good or bad, right or wrong. It’s a neutral language.

DISC assessment seeks to identify your behavioral style–but also to understand and appreciate people who have different styles–and then to develop a process to communicate with the different styles more effectively.

Dominance –Task oriented

Influence — Interaction with people

Steadiness— Interaction with Pace

Compliance — Interaction with Procedures

The DISC assesses our style and we’re all pretty much a mix of the four traits. But one trait usually dominates. If we’re too far “off” our dominant strength, in our work life (and we all can adapt), after awhile it stresses us. And eventually, we’re not very happy.

During the keynote, Lauren took the audience through some examples to see if we could recognize someone’s dominate style. For example, if someone rates high on the Steady trait but with a secondary strength in Influence, that person might find teaching or HR work satisfying because those careers draw on those strengths of steadiness and people skills.  The more you analyze DISC, the more you can know your own strengths.  But the more you analyze  DISC, the more it reveals about personal styles in people we meet, allowing us to adapt, but more importantly, to  understand other styles people possess as we navigate the world.

One of the most interesting things in the presentation today, to me, was addressing the pace at which someone walks–in identifying their style!

DOMINANCE

  • The D is looking for: RESULTS
  • Quick Observations: Faster paced, task-oriented
  • Communication: Direct
  • Overextension: Impatient
  • Organization: Efficient, not neat
  • Body Language
  • Stance – Forward leaning, hand in pocket
  • Walks – Fast, always going somewhere
  • Gestures—A lot of hand movement when talking, big gestures
  • Communication Clue: Doesn’t want others’ opinions, only facts

INFLUENCE

  • The I is looking for: INTERACTION
  • Quick Observations:: Faster paced, people-oriented
  • Communication: Indirect
  • Overextension: Disorganized
  • Organization: Disorganized. A lot of piles.
  • Body Language
  • Stance – Feet spread, two hands in pockets
  • Walks—Weaves, people focused, may run into things
  • Gestures—A lot of big gestures and facial expressions when talking
  • Communication Clue: Talks with hands

COMPLIANCE

  • The C is looking for: FACTS
  • Quick Observations: Slower paced, task-oriented
  • Communication: Direct
  • Overextension: Critical
  • Organization: Everything in its place. Perfectly organized.
  • Body Language
  • Stance – Arms folded, one hand on chin
  • Walks – Straight line
  • Gestures – Very reserved, little or no gestures
  • Communication Clue: Asks detailed questions

STEADINESS

  • The S is looking for: STABILITY
  • Quick Observations: Slower paced, people-oriented
  • Communication: Indirect
  • Overextension: Possessiveness
  • Organization: Usually some type of system. A little on the sloppy side.
  • Body Language
  • Stance – Leaning back, hand in pocket
  • Walks – Steady, easy pace
  • Gestures – Will gesture with hands
  • Communication Clue: Has a “poker” face

As you become familiar with your own strengths via the DISC assessment, you’ll be able to quickly determine the personality of people you encounter in life and in your career search. Notice how the person is dressed. How are their papers displayed? What’s their stance or posture? Slouched or straight posture?  Does the person seem steady? Are they warm? Do they engage in small talk first or get right to the point?

3-Minute Assessment

  • How do they walk?
  • How are they using their hands when they talk?
  • Are they talking about people or tasks?
  • What emotions do they hint at?
  • How are their emails written?

Paying attention to these clues could potentially help you size up your interviewer in about three minutes, Lauren suggests! So besides helping you focus on your own main strengths, the DISC assessment could likely help you identify other people’s styles. And that could come in handy at work or at home. Or in that important interview.

Hiring Companies

Cox Communications
Mychal Bess, Account Manager

Cox Communications, a broadband communications and entertainment company, commits itself to technology, the community they serve and a diverse workforce that encourages personal development and team building. Cox prides itself on their core values that include dedication to relationships with customers and employees. The company vows to do things right, employ a diverse workforce, remain people-focused, be a leader in the industry, and be dedicated to the community and employees.

In return for their dedication to employees, Cox expects their employees to be team players who make individual contributions, who continue to learn, and to try innovative and new ways of doing business. Cox currently has many open positions including Media Sales Specialist, Sales Associate, Home Technician, Technology Supervisor, Local Sales Manager, Commercial Security Consultant and more.  Go online to create your own job profile and find jobs in your field. To learn more about current openings and to apply, visit their website.

Manpower
Honey Rivers, Recruiting Manager

Manpower, a national and worldwide organization with over 70 years of experience, focuses on industrial and office/clerical positions, with emphasis on youth, women, people with disabilities, veterans, seniors and the long-term unemployed. The company has been named one of the world’s most ethical companies 2012 through 2017.

Some contract staffing companies offer no contract benefits, but Manpower offers medical/dental with eligibility after the first paycheck; short term disability; holidays after working over 1800 hours in the previous 52 weeks; 401K eligibility after first paycheck; shopping discounts; Manpower Recognition Program; and IT, business skills, and personal development training.

Current open positions include customer service agents, document processors, data entry, production/warehouse, packing/kitting/general labor, seasonal shipping/packing and sorting with a major shipping company, and administrative/clerical roles.

To apply visit their website, create an account, and attach your resume. Then after registering, contact their office at 480-824-7976.

State Farm
Greg Gonzales, Recruiter

State Farm Mutual Automobile Insurance Company is the parent company of several affiliates and subsidiaries that provide property and life insurance, banking products, and mutual funds.

State Farm’s mission is to help people manage the risks of everyday life, recover from the unexpected, and realize their dreams. The benefit of its being a mutual company is their primary focus remains its policyholders. Their beautiful local corporate offices are housed near Tempe Town Lake.

Employees are very important to State Farm who offers competitive pay, time off, health and welfare, financial and retirement planning, training and development, and work life and well-being benefits.

Current positions include accounting, financial and banking; administrative support; claims and investigation; customer service; facilities management and administrative services; legal, compliance and risk management; human resources; marketing, design and communications; research and analytics; sales support; technology and user experience; and underwriting and actuarial.

To apply and see the current list of positions, visit their website.

Resources and Closing

Jessica Pierce, Executive Director of Career Connectors, closed the event with the same enthusiasm she opened with, calling attention to the wonderful facility provided by Highlands Church. Highlands continues its Highlands HOPE Initiative, which offers gift cards to attendees who qualify financially and who are in a job hunt or job transition.

The DISC assessment can be taken free of charge for Career Connectors’ attendees. Career Connectors also offers an event recap blog and a career advice blog. Those in attendance can meet one on one with hiring companies, experts in LinkedIn, finances, resume writing, and with a professional photographer to have professional photos taken for LinkedIn.

For information on upcoming events throughout the Valley, see the links on this page or click here to check specific locations, times and agendas.

10/5/16 – Staffing Agencies Panel

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cc-staffingWritten by: Connie Huber PHR SHRM-CP

Why Use a Staffing Agency in Your Job Search?

At one time or another job seekers have considered using a staffing agency in their job search.  If you are still on the fence in committing to this option, perhaps the following statistics from Stewart, Cooper & Coon will change your mind.

  • 49% of staffing employees report that using staffing services is a way to get a permanent job.
  • 9 out of 10 people who used staffing services, made them more employable.
  • 35% of job seekers who used staffing services were offered a permanent job by the client & 66% accepted permanent employment offers.
  • 9 out of 10 job seekers were satisfied with their staffing company.

Other appealing factors why job seekers should use this option are that staffing agencies can provide connections that job seekers may not have access to, provide support, tips and feedback to job seekers.

For further details please see the article, “How do Staffing Agencies Really Benefit Job Seekers” by Stewart, Cooper & Coon

 Keynote:

“Working with Staffing Agencies“- Panel #1

Moderator:  Kimberly Hall, Goodwill Central AZ Dir. of Donor Development

NESCO Resource:  Kelli Perkins, Area Manager

Derive Talent:  Luis Garcia, President

TEKsystems:  Nick Bielinski, Technical Recruiter

 

Question:  What kind of services do staffing agencies provide?

Kelli:  Don’t like to use the word “temporary” to describe NESCO’s positions, prefer to use “contractor”.  Opportunities include direct hire, and project and seasonal work.  We like to reference “RPO” or recruitment process outsourcing in describing our relationship with employers.

Luis:  Derive does a lot of contract-to-hire positions, contracts run usually 3-6 months.  Employers like to try the candidate out in their role before hiring.

Nick:  Employers are usually balancing internal and contract employees as part of their employee population.

 

Question:  How can a candidate best work with you?

Nick:  The candidate needs to build a strategy with the agency and establish current and long-term goals.

Kelli:  It is to the candidate’s advantage to come prepared to NESCO.  He/she should know his/her desired career, position and the career path for the chosen job.    The job seeker needs to know his/her goals, objectives and aspirations.  By accomplishing these efforts, NESCO can better match current and long-term roles.

Luis:  Candidates need to be direct in dealing with a staffing agency.  They need to be honest and transparent in discussing their desired positions and goals.

 

Question:  Staffing agencies often get a bad rap.  Why do you think this happens?

Note:  The entire panel agreed that staffing agencies often get a bad rap.

Luis:  It is good for the agency to differentiate yourself from others.  There needs to be a clear understanding of the requirements to fill a position.  At the same time, employers need to be honest with the staffing agency.

Kelli:  Often agencies will get a bad rap from the employers and employees as business has evolved.  Many times employers will not provide any feedback.  Best resolution is to have a two way street with honesty and communication.

Nick:  Best way to avoid negative reactions is to provide transparency with candidates and employers.  Relationships need to be established and nurtured.

 

Question:  What types of candidates succeed in working with staffing agencies?

Luis:  There is not really one description for those candidates who are successful.  Those candidates that are “pleasantly” aggressive, involved in the community, active on LinkedIn & Twitter are the most successful.

Nick:  The job seeker needs to have a thorough understanding of what he/she is looking for, knowledgeable about his/her skills, likes and dislikes.

Kelli:  The candidate needs to be honest with the staffing agency and themselves.  In addition, they should be very familiar with their skills.  The first 5 minutes of the initial conversation is when the relationship is established and evolved.

 

Question:  Why did you start working at a staffing agency?

Kelli:  Have my degree in Personnel Management.  My mother was associated with a staffing agency.  In our role, we add value to someone’s life.  My job is not repetitive which is great since I do not like doing things over and over.  I also have an opportunity to meet great people and employers.

Kimberly:  Wanted to work for a staffing agency.  I went into an agency to work as a temporary and left as a recruiter.

Nick:  Originally, I wanted to be a sports agent & went into staffing.  I get joy in being an advocate & helping others get what they want.

Luis:  Like the fact that every day is different.  I am dealing with diverse personalities and cultures with job seekers and employers.  Enjoy finding people jobs.  Remember when I got a gift basket in 1995 from a candidate who I helped get a job.

 

Audience Question:  I applied for a position I was overqualified for.  How do I get the job?

Kelli:  Hopefully, you will have the opportunity to explain how being overqualified can be a plus.  Be sure to give examples how your skill set can be a success in the role and contribute to the bottom line quickly.

Nick:  The employer’s fear is that you will leave when a better opportunity comes along.   Again, explain how you can be a success and that you will stay with the organization.

Luis:  Never lie on your resume.  Be sure to highlight your experience and accomplishments.

 

Audience Question:  Do you coach multiple clients applying for the same job?

Luis:  We do present a candidate for multiple positions, as well as, multiple candidates for the same position.  Feedback from a direct send is about 95%.  Biggest frustration is when the employer does not provide input on how the candidate did during the interview process.

Nick:  Candidates get frustrated with the lack of feedback from employers.  The employer is the one who establishes if multiple candidates will be interviewed.

Kelli:  Employers’ vendor management program is very frustrating.  Relationships are being pushed aside.   Candidates need to be prepared in knowing the positions they are looking for, present themselves positively and with a great attitude.

 

Audience Question:  If you are a mature candidate, are staffing agencies a successful route?

Nick:  It is best to determine those positions that best suit you.

Kelli:  Staffing agencies and employers do not want to see 30 years of experience on your resume.  Doing so leads to quick elimination.  Your goal is to get a face-to-face interview.

Luis:  Share the bulk of your experience for the last 5-10 years.  Filter your experience before going to the client.

Nick:  I will sometimes show the resume of a candidate who got the job to other candidates.

 

“Interviewing and Company Prep” – Panel #2

Moderator:  Kimberly Hall, Goodwill Central AZ, Dir. Of Donor Development

TechFinder: Kristy Back, Vice President, Branch Operations

Adecco:  Michelle Grinberg, Regional Account Manager

Manpower:  Jo Bryant, Talent Acquisition Leader

 

Question:  What should candidates do to build a relationship with a staffing agency?

Jo:  Loyalty to the staffing agency is a key factor in developing a relationship.  Candidates need to be honest and transparent.  Be sure to do what you say you are going to do.  Be punctual and dress appropriately.

Michelle:  Be honest in your dealings with the agency.  Know where you are in the hiring process with potential employers.  Communication is key.  Candidates should use the resources provided by the staffing agency.

Kristy:  The relationship between the agency and job seeker needs to be built on trust and honesty.  Understand the agency is your advocate in dealing with the employer.  Staffing agencies want to update candidates and ask the candidate to do the same in sharing how their job search is going.

 

Question:  How can a candidate best prepare for an interview with you?  What about an interview with a client?

Michelle:   A good way to prepare is to look up the company, position and recruiter on LinkedIn.  Look for common themes and interests.  Seek employees of the employer you are being interviewed with.  Review the job description and your resume.  Prepare accomplishments and skills that relate to the position you are interviewing for.

Jo:  Know the timeline on your resume.  You will need to be knowledgeable about the company and position you are applying for.  Ask the recruiter questions that will give you an overview of the information you are seeking.

Kristy:  It is to your advantage to work your network.  Look for employees you know.  Seek out new happenings about the company, and news & press releases. The candidate should outline key accomplishments & strategies.

 

Question:  Share with us a success story you have experienced at your agency.

Jo:  Candidate came in that had uprooted his family  & travelled a great distance to get a job in Phoenix.  They were financially challenged & living in their RV.  We found him a job in Gila Bend.  Every day his family lived in the RV while the man worked.  Four weeks later he was promoted to supervisor.

Michelle:  Job seeker had recently lost his job.  He didn’t have a car, phone or interview attire.  We bought him interview clothes and a burner phone.  They found the man a job.   He & his family have recently been able to put money down for a house.

Kristy:  Candidate wanted to relocate from the East Coast.  He had recently lost his wife & her illness had financially drained their assets.  The man did not have the money to relocate.  We were able to go back to the employer and renegotiate a package allowing the job seeker to relocate.

 

Question:  How often is too often to reach out to a recruiter?

Jo:  Once a week is minimal.  We encourage candidates to reach out 1-2 times per week.  After the third week of trying to determine the status of a recent interview, the candidate should ask if the job is still available.

Michelle:  A lot depends on what the recruiter shares with the candidate.  The job seeker should ask the recruiter when is a good time to contact him/her & how to communicate; phone or email.

Kristy:  Be sure to follow up with the recruiter after the job interview.  The candidate & recruiter should clarify expectations.

 

Audience Question:  How do you get paid?

Jo:  Our business includes temporary, direct hire & contract work with employers.  The rate depends on experience and the actual job.  The job seeker should share what he/she is looking for.

Michelle:  Everything changes with the new year.  Compensation depends on the work and candidates.

Kristy:  There is never a charge to the candidate.  The employer pays the fee and hours worked by the contract employee.

 

Audience Question:  How do you get a competitive edge to find the best clients for your customers?

Jo:  Branding is key.  Manpower has been around for many years.  They provide funding for training programs for its employees; including college.  Scholarships are made available.  Employees are able to go to school & work at the same time.

Michelle:  Our people are outstanding & dedicated.  We are a team in name & function.  Adecco thrives with its relationships with different employers.

Kristy:  Our niche is IT and Human Resources.  We are very purposeful & strategic with our clients.  TechFinders is known for it close working relationship with clients.

 

Audience Question:  How does a job seeker continue their job search and work a temporary job in the interim?

Jo:  The job seeker should be placed in a job that allows flexibility for interviews.  It is not best to place the candidate in a temporary job that may offer possible employment.  We help the job seeker find a permanent role or next assignment.

Michelle:  It boils down to good communication.  The job seeker needs to share his/her goals & expectations with the recruiter

 

Resources

Canyon State Institute

Sheri Carparelli, President/CEO

Sheri is responsible for establishing Canyon State Institute and developing it to an outstanding education venue in the Phoenix area. Canyon State Institute has locations in Phoenix and Chandler. Various certification programs are offered through Canyon State Institute that allow professionals to increase their marketability, increase success when employed, stay competitive in a changing job market, and experience growth opportunities with high demand certifications. Some of the benefits of attending CSI are small classes (limited to 6 for most programs), short term (4-16 weeks in length), graduates are encouraged to audit classes while studying to pass national exam, instructor-led only classes and career and business development specific to the labor market. Certification programs include varied IT certifications, Project Management, CCMA, ASQ Lean Six Sigma Green Belt and SHRM Professional in Human Resources. Canyon State Institute offers job placement assistance through Career Advisors available at the Career Service Center. Call 602-266-6630 for a tour or visit them at the CSI website.

 

Closing

Jian Boldi closed the meeting by thanking North Phoenix Baptist Church and the volunteers.  The next Career Connectors’ meeting will be in Scottsdale on Thursday, October 13, 2016 and features Greg Harnyak as speaker for the topic “The Key to Improving Your Job Search”.  For additional information on this event and future events, please visit the website.

3/2/16 – Crush the Pink Slip: Get Back to Work in 60 Days

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Written by: Connie Huber PHR SHRM-CP

“THE PINK SLIP”

In the Chilly Willy cartoon, “little Televillian”, Mr. Stoop, tells Smedley that if he’s disturbed while reading show scripts, he would be forced to pink slip Smedley.  Unfortunately, Smedley doesn’t know the meaning of “pink slip”.  Mr. Stoop yells at him,  “It means…you will be fired!”

Unlike Smedley, many of us in today’s workforce are very familiar with receiving and knowing the ramifications of getting a “pink slip”.  Unfortunately it is a very common occurrence to get a “pink slip”.  Workers are losing their jobs due to layoffs, workforce reductions, reorganizations and terminations.

Needless to say, Brenda’s presentation on “Crush the Pink Slip: Get Back to Work in 60 Days” was a welcomed and well-received subject.

Keynote

Brenda Cunningham, @PushCareers

CRUSH THE PINK SLIP:  Get Back to Work in 60 Days

Brenda, like many of us has been the recipient of the cursed “Pink Slip”.  Brenda’s memory of the experience is still very much a part of her professional identity.  Whereas many workers are often paralyzed by the event, Brenda’s experience was a springboard for her to pursue a different career path.

WHY THE BOOK?

Brenda’s intent in writing her book, “Crush the Pink Slip:  Get Back to Work in 60 Days” and new profession was to encourage job seekers, provide a practical roadmap and help accelerate the professional’s transition.

SUCCESSFUL CAREER TRANSITION

Brenda noted job seekers seem to make the same errors in their job search.  In order to have a successful evolution, she recommends the following:

  1. Crystal clear goals.
  2. An effective game plan.
  3. Realistic expectations.

In addition to the above, Brenda encouraged us to PUSH!   PUSH meaning you need to do it and PUSHING being an action.

BRENDA’S FAVORITE DAYS

DAY 1:  READY, FIRE, AIM!  THE IMPORTANCE OF AIM

In executing your job search, you want to avoid saying, “I’m looking for a job.”  Doing so shares a vague idea of what position you are seeking.  Instead reframe the statement by indicating, “I am looking for a project management position”, for example. There are several criteria the job seeker needs to establish to have a positive outcome.  Those include desired industry, function, maximum commute time, ideal company size, target companies (5-20) and salary.

DAY 49:  STOP TWEAKING YOUR JOB SEARCH TO DEATH

Make a commitment to stick to your plan.  Rather than relying on spouses or friends to provide job search advice on such topics as your resume and strategy, reach out to a qualified resume writer and/or career strategist.

DAY 57:  DESPERATION IS NOT A PRETTY COLOR

Desperation does not lend to a positive presentation!  Brenda reminded the group that finding your desired position does take time.  And yes there will be times you will feel desperate!  To offset this feeling, Brenda encouraged us to understand that our transition will take time.  If it is helpful for you then determine how long it took others to find their new position.  Write it down noting it will take between 1 to 6 months.  Having unrealistic expectations will crush your confidence.  Interviewing and selection the right candidate is a timely process.  Practice and accept the mantra  ‘you will not settle for just any job when you are worthy of being fulfilled at work’.

BONUS ITEMS TO CONSIDER

  • LINKEDIN IS NO LONGER OPTIONAL! LinkedIn is the search tool of choice for the majority of recruiters.  Be active on LinkedIn by joining in on group discussions and posting items other members would find of interest.  Brenda reinforced that the job seeker needs to be different and stand out against their competition.  To be further effective on LinkedIn you need to be building your network and nurturing your relationships.
  • LEARN HOW TO FOLLOW UP: Effective follow up will further establish you as the ideal candidate.   A common rule of thumb from career professionals is wait about one week after applying and interviewing to inquire about a decision to hire or confirm receipt of your materials.  Thereafter, it is best to wait two weeks or heed what the hiring managers advise you to do.  In addition, it is important to do what you said you would do.
  • ASSESS YOUR SALARY EXPECTATIONS: Understand what reasonable salary expectations are for your line of work in 2016.
  • TALK TO YOUR SPOUSE/FAMILY/FRIENDS: Help them understand the situation.  Share some of the things they can do to help them better support you.
  • KNOW IF YOUR INDUSTRY IS CHANGING (AND KEEP UP): Brenda noted it is important to stay current what is going on in your industry.  Great resources for doing so are library databases, Onetonline.org, and professional publications and associations.
  • REFRAME NETWORKING: Many of us dread the thought of networking and quickly cast the activity aside.  Brenda suggests a lifestyle of networking.  Most people wait until they’ve lost a job.  Failing to establish a network may slow your efforts to return to the workforce.  Brenda highly recommends to start building your network now and keep developing it during your transition and throughout your career.  Networking is building a trusted relationship.  Begin a conversation by asking the other person a lot of questions.  Doing so will allow you to reconnect with the person again.  Networking is not always about you and what others can do for you, but rather what you can do for others and meet their needs.

In closing, we have a choice.  When you receive your pink slip you can either curl up in the corner or you can crush the pink slip and get to work in finding a new position.

HIRING COMPANIES

Arizona@Work, City of Phoenix

Waleed Alani, Employment Specialist

Waleed shared with the group the latest unemployment statistics.  There are currently approximately 70,000 available jobs in the Phoenix area.  Opportunities include retail, hotel management, project management and nurses.  Some of the top skills being requested are bilinqual, quality assurance, IT networking, quality control and IT networking project management.  A sampling of hiring employers include Banner Health, Honor Health, Pizza Hut, CVS Health, Dignity Health, United Healthcare, Bank of America, Well Fargo and Oracle.

Waleed enlightened us with the different skill development packages offered by the City of Phoenix.  Those include seminars available to the public; Level 1 Package-Skills Match the Job Market; and Level 2 Package-Research Pathways to Higher Wages. Seminars include:  Arizona Workforce Connection (AJC), How to Create a Winning Resume, Perfecting Your Interviewing Skills, Mock Interview Lab, Understanding LinkedIn, Leveraging LinkedIn, 21st Century Job Search Seminar, and Job Clubs.  Level 1 Package; Skills Match the Job Market is for 3 days and 3 hours.  The 3-day sessions are focused on ways to jumpstart your job search.  Topics discussed are Social Skills, Creating and Implementing a Job Search Plan, Interviewing, and Long Term Career Management.  The 3-hour session emphasizes Employability.  The Level 2 Package; Research Ways to Higher Wages is a 2 day seminar.  Attendees will obtain a better awareness of their career and personal skills along with a discussion of skill gaps and training options.  Waleed also provided the group the LinkedIn algorithm that employers utilize to search for people on LinkedIn.  For more details on the Skills Development Packages, reach out to Waleed at 602-255-4628 or waleed.alani@phoenix.gov.

State of Arizona

Jan Plank, HR Manager III

Jan noted the State of Arizona employs approximately 35,000 employees in over 100 agencies, boards and commissions.  In 2016, 25% of the state’s workers will be retirement eligible.  The average age of the employees is 47.  The state is currently going undergoing a transformation by evaluating its business processes and improving them to be more effective and streamlined.  In addition to the traditional benefits, the state also offers 11% match into retirement after vesting, exceptionally low health care premiums and training opportunities.  A sampling of current positions includes Financial Reporting Accountant, Senior Auditor, Administrative Services Officer, Applications Developer, HR Manager II, Accounts Payable Specialist, Special Collections Librarian, Contract Compliance Supervisor, Behavioral Health Coordinator, Administrative Assistant III and Special Projects Coordinator.  If interested, review the open positions on line and apply online.  Jan noted it is important to differentiate yourself when applying.

Manpower

Jo Bryant, Recruiter

With more than 60 years experience, Manpower has established itself as a world leader in innovative workforce solutions, workforce solutions, connecting human potential to the ambition of business.  Manpower serves both large and small organizations across all industry sectors through four main brands and offerings; ManpowerGroup Solutions, Experis, Manpower and Right Management.  The organization operates a worldwide network of offices in over 80 countries and territories.  Manpower partners with clients to accelerate their businesses by providing people and services that includes recruitment and assessment, training and development, workforce consulting, outsourcing and career management.  Gone are the days where Manpower specialized in supplying light industrial help.  The Manpower culture has a great team of people with a common vision and goal, unlimited growth potential, and a company that cares what its employees want and asks for their input.

The company is one of the few staffing organizations offering benefits for contract positions.  Benefits include medical and dental, short term disability, holidays, 401K, shopping discount and recognition program.  Some of the current positions include Bilingual Spanish Youth Coordinator, Donor Outreach Coordinator-PT, Bilingual Customer Service Agents-PT, Document Processors, Data Entry, Production/Warehouse, Packing/Kitting/General Labor, Season Shipping/Packing and Sorting, and Administrative /Clerical roles.  To apply go to the Manpower website; create an account and attach your resume; and contact the office after registering.

Charles Schwab

Shannon Grimes, Talent Attraction Manager

Schwab sees the world through their clients’ eyes.  Schwab serves investors, advisors and employers.    Charles Schwab highlights include $2.54 trillion in client assets, Fortune 500 Company with annual revenues of $6.05 billion, 325 branch offices in 45 states and 3 countries.  The organization is headquartered in San Francisco, has approximately 15,400 full time employees and is the recipient of 15 awards in 2015 for its employee-friendly workplace.

Schwab has about 60+ positions currently in Phoenix a few “hot” jobs are Broker Trainee, Estate Services Professional, and Relationship Specialist.  Phoenix is the home of one of Schwab’s largest call centers.  Those positions in high demand are Relationship Specialists and IT roles.  Shannon encouraged attendees to complete an application online.  Schwab initially reviews those candidates who have completed applications before sourcing other candidates.   Create your online profile and upload your resume at tiny.cc/careerconnectors .

Resources

Dynamic Worldwide Training Consultants

Roger Brudbacher, Director of Continuing Education

Dynamic Worldwide will prepare you with an edge in this competitive job market.

DWWTC offers programs and certificates in professional development, cyber security programs, advanced cyber security programs and information technology.  DWWTC was awarded the 2015 Juniper Platinum Education Partner of the Year for its award winning instruction. The facilities are state of the art and maintain a low student to instructor ratio.  Instruction is available on multiple platforms.  DWWTC is licensed by the State Board for Private Postsecondary Education; certified through Workforce Connection; and approved for Grant Programs. For more information, please visit the website.

Closing

Sandi Ashton, Vice President, Career Connectors Board of Directors, closed the meeting by thanking North Phoenix Baptist Church and the volunteers.  The next Career Connectors meeting will be in Scottsdale on Thursday, March 10, 2016 and features Kevin Dumcum as speaker for the topic “Activate Your Job Search”. For additional information on this event and future events, please visit the website.

 

 

10/27/15–The Work Before the Work

by

Written by Kevin Spear, MBA: @kevinhspear

Jessica Pierce opened the session and introduced Pamela Heward. She said that the great thing about Pam is that  she will help you connect a little differently. Pamela is the owner and founder of BoxFree Minds. She has assisted thousands in finding new careers. She has received great joy in helping others find their way through careers.

Keynote

Pamela Heward
@BoxFreeMinds
The Work Before the Work: Box Free Breakthrough for a New Career and Mind

Pamela began her recruiting career in the 1980s. After interviewing thousands of job seekers, she realized there were several mental blocks that kept individuals from realizing their work goals. She concluded many job seekers forgot what they were passionate about.

Pamela asked, “What is unique about you that wouldn’t be on your resume?” Or to put it another way, “If you could have any superpower, what would it be?”

What is the “Work Before the Work?”

Pam challenged us to do the work before the work: preparation! The first step to preparation is to consider what makes you unique.

  • What excites you?
  • What are you passionate about?

Pamela warned us about using online sources to find what is unique about us. The problem with using the Internet for this is it doesn’t help you figure your passion. It just makes us feel like we don’t measure up to an ideal persona. Pamela reminded us about the voluminous job search articles that make us feel hopeless because all the tasks and exercises don’t work. The secret is they don’t work if you haven’t already figured out your passion!

Mindshift #1: Let go of your assumptions

Too often, we believe we already know the outcome of an event and give up before we start. Pam asked us what if some of the assumptions we make weren’t the whole truth? There are so many assumptions or old wives tales that we accept as truth:

  • If you drop a coin from the top of the Empire State building, would it kill someone? (Rest easy! No.)
  • Can you really see the Great Wall from outer space? (not according to NASA)
  • Do dogs only sweat from their tongues? (No)

Let go of all of these assumptions! Do you have any of these?

  • Assumption 1: The most qualified person always gets the job.
  • Assumption #2: The best job search results come from recruiters, websites and job boards.
  • Assumption #3: You should search for a job based on just your skills, not your passion.
  • Assumption #4: In order to achieve your goals you have to make lots of big changes in your life.
What’s your White Banana Story?

Pam told us when she was in elementary school, her teachers were concerned she didn’t know her colors because she said bananas were white. They called in her mom. She explained to the administrators Pam loved bananas and that she observed the fruit of the banana is white when you peel it. Pam was making a correct observation, though it wasn’t the conventional answer.

  • What you interpret may be totally legitimate even though others don’t see it your way.
  • It’s how you frame it. Do you call yourself weird or unique?
  • How do you like to spend your time when no one pays you or no one pays attention to you?

The key is finding out how to do what you love and make money at it. Asking this kind of question will help you tremendously when you have job interviews. Pam reminded us companies hire people, not resumes!

Letting go of your assumptions is the first of eight mindsets Pam says we must change in order to change our career paths and lives. She is holding a workshop that covers all the eight mindshifts that will allow you to free your mind and get your career going again. The workshop is in Phoenix November 7, 2015.

For more information, you can visit her website at Box Free Minds.

Hiring Companies

Manpower
Jo Bryant, Recruiter
@ManpowerGroup

Jo works in the Chandler office and has helped over 1,000 people get back to work. Manpower connects people with the integrity of work. They specialize in all divisions of the workforce. Today, Manpower is keeping up with the technology of job search. Manpower has been named one of the most ethical companies in 2012 and 2014. In 2015, Fortune Magazine named them most admired company in the staffing industry.

Manpower began 66 years ago and is based in Milwaukee, Wisconsin. They have four different brands.

  • Manpower Group: Parent Company
  • Manpower: Staffing
  • Experis: Professional
  • Right Management

Manpower offers several benefits including

  • Insurance
  • Paid Holidays
  • Short Term Disability
  • 401K

There are several positions open right now, including seasonal work.

Go to manpowerjobs.com to create an account and attach your resume.

PS: You can attach multiple resumes to your account!

 Specialized Loan Servicing LLC, Gail Cunningham, Recruiter

“Talent is like a jewel, waiting for an opportunity to shine.”

Gail began as a contract employee then hired permanently at SLS six months ago. She noticed it is a growing company and is hiring from within and outside the company.

They are a third party mortgage servicing company. The company expanded to Tempe in 2012. In three months, the Tempe has grown 180 positions.

Some of the services they offer are:

  • Special Servicing
  • Real Estate Owned Asset Management and Disposition
  • Debt Recovery

Open Positions:

  • Part-time Customer Service in Call Center
    • flexible scheduling
  • Full-time Customer Service
  • Management: Customer Service
  • Collections
  • Escrow
  • Learning and development Positions

They offer:

  • 5-week Long Paid Training
  • On-site Training

State Farm
David Freedline, Recruiter
@StateFarm

State Farm is one of Career Connectors’ sponsors.

David just started with State Farm after being on active duty in the military. Even though he just started, his wife has served in State Farm for seventeen years and loved it.

State Farm’s mission is to help people manage risks, recover from the unexpected and realize their dreams. This is also true on the employee side. State Farm is a place you can move to other jobs within the organization. Lots of career opportunities. Go to StateFarm.com and find all the jobs in the Phoenix area.

Many of the jobs are virtual, so you can look beyond the local area.

Benefits include:

  • Tuition assistance
  • Fully funded pension after five years for full and part time jobs.

Immediate openings:

  • Customer Service
  • Claim Associates
  • Interpretation representatives in several languages
  • Customer Care
  • IT Opportunities
  • Creative Services
  • Graphic Designer

They have operations in five locations in the valley, including the new campus in Tempe.

Dave gave us two tips:

  • They don’t use screening software to nix applicants! So it is important a resume you submit to them is tailored to a human eye.
  • For their careers site, If you copy and paste your resume within the application, you will go further than most.

Education Management Corp
Mark Pierce, Manager of Talent Acquisition

Before he began, Mark had us all gather to take a massive selfie photo. Don’t you wish you were with us?

Mark has experienced layoffs and career transitions like us. He gave this advice:

  • Get your top 20 companies list
  • Get connected at Career Connectors
  • Add people on LinkedIn.
    • That said, your job search will be less effective if it is just behind a computer
  • Just dressing up and going Career Connectors is half the battle

Education Management Corporation (EDMC) is the parent company of four education institutions:

  • The Art Institutes
  • Argosy University
  • Brown Mackie College
  • South University
  • Western State College of Law

They’re located in Phoenix as well as Pittsburgh.

Their focus is education that builds careers and transforms the lives of those who teach, learn, and work here. They are big on internal growth development and employee development.

Great benefits include:

  • Free Education
  • 12 Paid Holidays, 16 PTO days
  • Community Service: Good works committee
  • Employee Assistance Program

Some current job openings:

  • Admissions Representative
  • Academic Counselor
  • Admissions Manager

They are hiring across the country, including Hawaii!

Resources

Dynamic Worldwide Training Consultants
Rodger Brubacher,Director of Continuing Education @DWWTC

DWWTC is a professional certification school. They include disciplines such as:

  • Cybersecurity Programs and Certifications
  • Information Technology
  • Professional Development Programs and Certifications
  • Project Management (PMP)

Roger announced the Digital Marketing and Social Media Strategist certification is now approved for Workforce Innovation and Opportunity Act Grants (WIOA).

Their Phoenix location is in Tempe.

Some of their benefits include:

  • They have instructor led as well as online training
  • Low instructor to student ratio
  • Over 95% of their students pass their certification exams on the first sitting.

 Closing

Jessica Pierce closed the session with the reminder Career Connectors has volunteer Opportunities. We are looking for:

  • Audio/Visual Support
  • Bloggers
  • LinkedIn Coaches
  • Photographers
  • Writers

For more information, you can go here.

LinkedIn Workshop

Ted Robison is hosting/teaching this event Wednesday, November 18, 1’00-5:00 PM at the City of Phoenix Business Services Center. There is an early bird rate of $39 until November 1. Then the price is $49.

You can register at Eventbrite or Career Connectors.

Next Career Connectors Events:

November and December dates are different.  Due to the Holidays, the Gilbert events will be in the second week of November and December.

The next Career Connectors event is Wednesday, November 4 at North Phoenix Baptist Church. Kindra Hall will be speaking on the power of strategic storytelling.

You will find more information on upcoming dates here.