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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.

1/23/2018 – What Did You Say?!: Read and Respond to Interviewer Body Language Like a Pro

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Written by Shweta Shrivastav

Keynote

What Did You Say?!: Read and Respond to Interviewer Body Language Like a Pro

Bridgett McGowen-Hawkins

Bridgett is the CEO and Founder at BMcHAWK Talks, LLC, a public speaking coaching firm. She has presented at various conferences, universities, colleges, student organizations, and corporations. She gets her energy from being around others who are passionate about the work they do and how it propels others to be their best. You can find more about her work here.

Three Branches of Nonverbal Communication

  • Kinesics – body movement
  • Haptic – integration via touch
  • Proxemics – use of space

How your message is conveyed

  • Verbal (Words) – 7%
  • Vocal (Pitch, tone, pauses) – 38%
  • Nonverbal (Body language) – 55%

Five types of body language

  • Eye contact
  • Facial expressions
  • Gestures
  • Posture and stance
  • Space relationship

At the time of the interview, the interviewer’s behavior might be affected by many factors like professional culture, major events/forces unrelated to work, colleague’s expectations, and education. We have no control over the other person’s behavior and body language, but we can control our body language by taking authority over our mind and body. Create affirmative assertions and strike a power pose before entering the meeting room. Stand with your feet hip-distance apart, hold your head high, pull your shoulders back, and stretch out your arms. If you hold this pose for two minutes, you will feel (and be perceived as) more confident and competent as you walk into the interview. Strive to look, talk, stand, and walk like you.

Here are some resources to learn more about body language:

https://www.bridgettmcgowenhawkins.com/blog/public-speaking-tips
https://www.bridgettmcgowenhawkins.com/blog/timetomakeastatement
https://www.monster.com/career-advice/article/interviewer-body-language-secrets
https://www.ivyexec.com/executive-insights/2016/interviewers-body-language/

Hiring Companies

Stewart Title
Leslie Banes, Escrow Operations Manager 
Jasmina Traver, Director of Marketing and Social Media Strategy

Stewart Title is an International Company and one of the Top 3 underwriters in the country. If you are looking for high paying, fast paced/challenging work, love learning new technology, are open to change and are looking for long term stability then, Stewart Title is the place to be. They are currently hiring Support Staff for their centralized processing division of the Escrow Department and Customer Service representatives. Current postings can be found here.

Northwestern Mutual
Jessica Livermore, Director of Recruitment

Northwestern is an industry leader in financial planning, insurance and the investment sector. They don’t have shareholders, they report to their policy owners. They have award winning Training and Development. In Arizona, they have offices in Chandler, Tucson, and a location opening in Gilbert soon. Current openings include full time Financial Representatives and Interns. For more information, visit Northwestern Mutual.

Resources

WOZ U (in partnership with Coder Camps)

John Bernard, Director International Business Development

Inspired by Steve Wozniak, co-founder of Apple Computer, WOZ U has partnered with Coder Camps. WOZ U specializes in technology and career-based programs designed to get people into the workforce quickly and affordably. Woz U is passionate about inspiring the next generation of innovators and developing the workforce of the future. They provide various cost-effective boot camps to kickstart a career in IT. Anyone from any background can sign up for their courses. They do not need to have a background in IT or coding to enroll. WOZ U offers online and on-campus classes.

WOZ U has various staff like Business Development professionals, Recruiters, Mentors (Seasoned IT pros) to make sure that the students land a great role after completion of the course. They are currently looking to hire more Business Development professionals and Recruiters.

 

4/25/17 – Start Strong, Finish Stronger: Your Best Self in Your Next Chapter

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Start Strong Finish StrongerWritten by Michelle Soracco

Keynote Speaker

Stephanie Clergé, Director of Training and Consulting @strengthspro

Stephanie is the Director of Training and Consulting at Kolbe Corporation and has been involved in recruiting and coaching for many years.  She has worked at Intel, Deloitte and Cisco, and holds an Industrial Engineering degree from Stanford.  She is also an accomplished Vampire and Zombie Killer, a.k.a. the Walking Working Dead who prefer to stab someone in the back to get ahead, and the Energy Suckers who do as little as possible to get through the day.  She tells it like it is, and has some great suggestions for job seekers.

Start Strong, Finish Stronger: Your Best Self in Your Next Chapter

To view the slides for this presentation, click here.

Stephanie’s steps to getting hired:

Know yourself:  What are your strengths?  If you are using your strengths at work, you are 6x more likely to be successful in your role, and 3x more likely to say that you have a higher quality of life.  In finding your strengths, consider the 3 parts of the mind:
1. Cognitive (thinking): skills, knowledge and education
2. Affective (feeling):  motivation, interests, preferences, values (Strengths Finder, Myers Briggs, DISC)
3. Conative (doing): ease, energy and excellence.

Plan your work:
1. Define your strong career: ask yourself when you loved what you did, who you worked with and where you were (i.e. culture/industry).  Your hobbies, internships, volunteering activities and side hustles can tell you a lot about what you love, not just your prior positions.
2. Develop your tools
*Your resume tells the story of where you’ve been as well as where you want to go.  If you’re looking to change careers but you have no history in the industry you want to be in, get some history by volunteering or getting an internship.
*LinkedIn is a must.  Your profile should be at 100%.  Get good recommendations that tell specifically why you were good at what you did.  Remember that your entire profile is searchable, so be careful what information you put on it.  You may or may not want your telephone number, and be careful about which groups you belong to.
*Questions are also a must.  They show you’ve done your research on the company/position and can provide additional clarification on anything said at the interview.  Stephanie didn’t hire a candidate once because the person had no questions for her.  Personally, I’ve never gone into an interview with less than 10-15 questions at the ready.
*Stories are preparation for behavioral questions at interviews.  Be clear about what you contributed and how it impacted the organization.  Also be prepared to explain everything on your resume, as well as any gaps.

Work your plan:  What are your daily or weekly steps to accomplish your goal of getting hired at a place and position that’s right for you?  One bullet point should be going to one networking event per week to get yourself out there, because you never know who you will meet and what that meeting might lead to.

Hiring Companies

Northwestern Mutual

Jessica Bowles, Director of Recruitment and Selection @NM_News

Northwestern Mutual has been around since 1857, and is the second largest broker dealer in the US.  Northwestern is not a publicly traded company.  They believe in “impacting lives with great purpose,” so they consider the following to be very important: family, faith, abundance, personal responsibility and passion.  If you are ambitious, like to meet people and help them, Northwestern wants to talk to you. Current opportunities include Financial Advisor and Assistant Financial Representative. There are also staff opportunities available via the corporate website.

Cox Communications

Sandi Elliott and Lauren Dubovy, @CoxTalent

Cox Communications is only one segment of Cox Enterprises.  Cox Communications is the third largest cable company in the US, which introduced Contour and GigaBlast, the highest internet speed available.  There are many benefits for Cox employees who contribute to Cox’s culture of success, such as the Compass program.  Cox takes community participation seriously, so there are always volunteer opportunities available.  Cox is looking for direct sales people, as well as account managers for different segments.

Rogers Corporation

Jennifer Eberts, Human Resources, @Rogers_Corp

Rogers Corporation was founded in 1832 by Peter Rogers.  They recently moved their corporate headquarters to Chandler and are looking to fill various positions throughout the organization. These include Business Analyst, Accountant, Project Engineer (Facilities), LMS Administrator, Quality Engineer, Process Engineer, Strategic Project Manager, Corporate Controller, Executive Assistant, Accounts Payable/Accounts Receivable, Demand Planner and Global Health & Safety Manager. Safety is their number one priority, and integrity is their base.  Rogers has approximately 3000 employees worldwide.

Freedom Financial Network

John Hasna, Director of Talent Acquisition @FreedomFamily

Freedom Financial Network is a debt consulting company that provides financial solutions and services to enable consumers to achieve financial freedom.  Their 3 AZ locations have 1300 employees, and have hired 200 of the 1000 individuals they want to hire this year. They are in the process of building a new campus in Tempe and were recently named as a Phoenix Business Journal “Best Places to Work” Winner. Open positions in Tempe include Java Developers, Product Managers, Corporate Trainer, Compliance Manager, Business Intelligence Analyst, Negotiations Debt Settlement Specialist, Inside Sales Reps and Software Developer. They are willing to train people for the necessary skills, as long as they fit in with the culture.

Resources

New Horizons Learning Center, @nhphoenix

Zack Hiscock, Vice President of Learning and Development @ZackHiscock

Career Connectors has partnered with New Horizons as their only WIOA-funded school.  New Horizons is an international training organization that serves the needs of top companies to help individuals enhance their current skills and go to the next level in their career.  They offer courses in IT, Office Mgmt, Healthcare Records and Management, Project/Production Mgmt Certifications. Classes are conducted live in a classroom, live online and self-paced online courses, depending on the student’s needs.

Closing

Sheila Coulam graciously thanked all of the day’s speakers, volunteers and job seekers for participating. She encouraged job seekers to take advantage of the many Career Connector services like having your resume reviewed, a free professional portrait and meeting the hiring companies.  She also encouraged everyone to view the career blog, which is up and running and has a lot of good career advice.

The next event is in Phoenix, Wednesday, May 3rd: “Advancing Your Career with a BEST Company.”  Register here.

4/6/16 – Salary Negotiation – Make More Money

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Written by: Connie Huber PHR SHRM-CP

DO YOU NEGOTIATE INITIAL EMPLOYMENT OFFERS?

If you don’t negotiate, you are not alone. According to a recent study completed by CareerBuilder, it was determined that 49% of job candidates never negotiate initial job offers.
Did you know not only are you financially limiting yourself currently but also long term? In their paper “Who Asks and Who Receives in Salary Negotiation,” researchers Michelle Marks and Crystal Harold found that employees who negotiated their salary boosted their annual pay an average of $5,000. According to Marks and Harold, assuming a 5% average annual pay increase over a 40-year career, a 25-year old who negotiated a starting salary of $55,000 will earn $634,000 more than a non-negotiator who accepted an initial offer of $50,000.
In addition to the financial impact on your career, there are impressive reasons to pursue negotiating during the hiring process. The Huffington Post shared in its post “5 Reasons Why You Should Negotiate Your Salary Every Time.” As noted previously, negotiating your salary gets you a lot more income over time; negotiating your salary helps to close the pay gap; negotiating your salary shows an employer that you know your value; and you’ll never get what you want unless you ask.

Keynote

SALARY NEGOTIATION-MAKE MORE MONEY

Jack Milligan SPHR GPHR, @LMAAZ

Jack’s expertise in salary negotiation is supported by his impressive professional endeavors in human resources. He has been the organization’s representative spearheading those negotiations on a number of occasions for different employers.

THE EMPLOYMENT PROCESS
Jack reminded us that while many things in our professional lives have changed, the employment process has remained the same. The process begins with the employer creating a vacancy followed by the employer posting/advertising/networking, screening, interviewing, selecting a short list for secondary interviews, performing due diligence in conducting references, making an offer, and the employer and new employee living happily every after.
But do the employer and new employee live happily every after? Sadly, the answer is no. Today’s workforce has evolved to all jobs being viewed as temp jobs and not forever as in the past.

NEGOTIATING IS AN ART
• You can get better at it with practice.
• Negotiating your salary is intensely personal.
• You are served best by maximizing your offer.
• People don’t ask, they accept.
• It never hurts to ask.
• You begin to negotiate when you get the offer.
• Remember there is no failure in negotiating.

WHY CANDIDATES REFUSE TO NEGOTIATE
• Most don’t think they have leverage.
• Most are so “hippy-dippy happy” to have an offer.
• Most people don’t ask for more… they accept what is offered.

IN FACT
• 75% of people who could negotiate their offers, don’t. They accept what is offered.
• Of the 25% who do not negotiate, most of them do it wrong.
• 3 legitimate channels of salary negotiations.
Ultimatum 9%.
Demand 10%.
Requestive 10%.
The main difference between the 3 channels is how reasonable the candidate is in negotiating.
• Jack shared he has worked with 25,000 candidates that have been requestive in asking for what he/she wants for salary.
• Only about 10% of job seekers getting job offers who could negotiate go into the requestive channel.

IT NEVER HURTS TO ASK
• As we all know there are good ways and bad in getting what we want.
• There is an ART of “APPROPRIATELY ASKING.”
Avoid ultimatums and demands.
• You should be making REQUESTS!
• As a reminder, you will not lose the job when asking in a requestive manner.

REQUESTIVE CHANNEL NEGOTIATION (RCN)
• Does not work on all jobs.
• Jobs are classified as either rated or ranged. Hourly/nonexempt jobs are rated while exempt are classified in salary/ranges.
• Most jobs have a range.
• As a reference point, there are 310 million people in America and 150 million in the labor market. Most workers are employed in jobs that have a range.

3 LEGITIMATE CHANNELS OF SALARY NEGOTIATION
• Ultimatum: (!) 5% of candidates use this channel and 70% fail at doing so. This channel is excessive in both amount and attitude; creates lasting
negative impression and has about a 30% success rate. An example would be “Thank you for the $90K offer, it is going to take $120K to get me to move”!
• Demand: (.) Is more sincere and reasonable in amount and attitude. States a specific amount, leaves negotiation choice up to the employer, allows walk-away without counter. 70% are successful. “Thank you for the $90K offer, I need at least $100K.”
• Requestive: (?) Asks a question, implies flexibility, creates negotiable environment, makes positive impression, requires a response. Zero risk. 91% successful in getting something tangible. 9% get at least peace of mind. “Thank you for the $90K offer, do you have any flexibility in that offer?” You are asking for room to negotiate and/or wiggle room.

Jack shared many more tips about how to appropriately negotiate your job offer. He conveyed that it never hurts to ask, and asking is the only way to maximize your compensation.

HIRING COMPANIES

Banner Health
Shaun Gustafson, Executive Recruiter

Banner Health is one of the largest private employers in the area and growing very quickly. Banner is nonprofit and committed to its mission “To make a difference in people’s lives through excellent patient care.” Its values and core behaviors define the culture of Banner Health and how these values are demonstrated through actions and behaviors. The values include “people above all, excellence, and results”. Banner’s total rewards program includes competitive salaries, great medical insurance, 401K and growth opportunities.

In addition to the traditional needs for doctors, nurses, therapists and pharmacists, there are openings for employee relations consultants, recruiters, risk management professionals, database analysts, IT security consultants, pr/communications staff, contracts administrators, chaplain, practice manager, and financial analysts. To apply, explore their website.

Northwestern Mutual
Jessica Bowles, Director of Recruitment & Selection

Northwestern Mutual has 3 offices in the Phoenix area: Biltmore, Chandler and Tucson. Northwestern is known as the “policy owners’ company”. The company began in 1857 in Milwaukee, Wisconsin with offices in all 50 states. The array of financial products offered at Northwestern Mutual includes mutual funds, disability insurances annuities and life insurance. It is an industry leader with the highest awarded ratings from all four major agencies. Northwestern Mutual’s mission is to “impact lives with great purpose”.

The culture and workplace maintains a supportive team environment, capable and encouraging leadership, personal values aligning with company values, active commitment to community and a client-focused, “do what’s right” philosophy.
Current opportunities in the Phoenix area include marketing assistant, administrative assistant, recruiter, campus recruiter, financial representative/advisor and assistant financial representative. Northwestern Mutual likes to get referrals! For an opportunity with Northwestern Mutual, please start here.

Modern Industries
Patrick Frazier, HR Manager

Modern Industries is a private company and has been held by the same family for two generations. The organization is a manufacturing facility specializing in the Aerospace, Semi-conductor and Medical Industries. Modern is a family-oriented workplace that understands the importance of open communication, flexibility and good work/life balance.

Benefits are generous for the company’s employees. They include major medical, dental, vision, company paid short and long term disability insurance, as well as, life insurance; 401K and paid time off.

Current opportunities include manufacturing cost accountant, production control scheduler, commodity manager-metals, cmm inspector/programmer, visual inspector & packager, chemical technician, anodizer, cnc mill operator, cnc lathe operator and brush plater. If interested, visit Modern Industries’ website employment tab.

 

Resources

Arizona@Work, City of Phoenix
Waleed Alani, Employment Specialist

Waleed shared with the group the latest unemployment statistics. There are currently approximately 68,428 available jobs in the Phoenix area. The numbers are down a little due to the quickly approaching summer months and election. 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, CVS Health, Dignity Health, Pizza Hut, 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. Phoenix Workforce Connection 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. For more details on the Skills Development Packages, reach out to Waleed at 602-255-4628 or waleed.alani@phoenix.gov.  If interested in a job with the state of Arizona or City of Phoenix please go to Arizona Job Connection.

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. A number of financial options are offered for students such as Arizona@Work, Trade Act Agreement (TAA), GI Bill approval, Partnership with Western International University and Mountain America Credit Union. Call 602-266-6630 for a tour or visit them at the CSI website.

Closing

Jessica Pierce, Executive Director, closed the meeting by thanking North Phoenix Baptist Church and the volunteers. The next Career Connectors meeting will be in Scottsdale on Thursday, April 14, 2016 and features Lisa Phalen as speaker for the topic “Identifying the Best Career for You.” For additional information on this event and future events, please visit our event schedule.