Ted Robison

7/23/19 – Be the STAR at the Interview

July 25, 2019 by Julia Churan

Jessica Pierce, CEO and Founder of Career Connectors, opened the July 23 event by welcoming everyone to the event with positive encouragement and an explanation of the change in format for the day. It was a unique workshop-style format that allowed job seekers an opportunity to learn a strategy for shining at their next interview and also put that strategy into practice with the assistance of HR professionals.

Keynote

Ted Robison – “Mr Link-Me-In”, Speaker, Retired Engineer and LinkedIn Coach

For years Andersen Consulting, DDI and other leadership consulting firms have taught Targeted Selection as a method of evaluating candidates’ competencies based on past behavior to hire the right people for a given job. Today this is the most widely used hiring approach in corporate America. Recruiters and hiring managers are able to collect and evaluate job-relevant data, while removing bias, in a legally defensible way. Since past performance can be a good predictor of the future, interviewers ask open-ended questions to determine whether candidates have the skills and experiences required to excel in the job:

Tell me about a situation when…
Describe a time when you had to … What did you do?
Give me an example of a time when you …

The STAR approach was designed to answer these types of questions and help an interviewer communicate specific and clear thoughts to others. It forces the candidate to stay focused, avoid rambling and over-communicating.

What is STAR?

The STAR format is a template for formulating “Power Stories”:
S – Situation
T – Task
A – Action
R – Result / Solution

Ted presented a video by CITY CV to demonstrate tips and an example of using the method. YouTube is a great resource for other examples and techniques to review when preparing for a job search.

Situation

Describe the situation.
Give the context of Where? and When?
Be brief and specific – approximately one line.

Task

Short description of the challenges and/or expectations
What? and Why?

Action

This is How? The steps you took to accomplish the task.
Use “I” rather than “We” when answering.
Avoid too much detail.
This should be 60% of your answer.

Result

This is where you describe the outcome or impact to the company: cost-savings, time-savings, efficiencies, etc.
Briefly show how you were the hero.

Watch Your Time
The entire response should to 45 – 90 secs. This will keep the interviewer from getting bored or regretting they asked the question. It also gives them a pause to ask questions. You can always offer more detail if they ask questions.

Prior to interview

Do your homework and looked prepared.

Research the Company – use the company’s website, LinkedIn, personal contacts tied to the organization, and news wires.
Research the Culture – Informational interviews with contacts that are tied to the organization are often your best source and may lead to more. Glassdoor.com is another great source of feedback both good and bad. Resources like BestCompaniesAZ and Forbes honors are other good indicators of culture strengths.
Research the Interviewers – Do some social medial sleuthing. Start with your connections on LinkedIn. Know their alma mater and any personal aspects like volunteering and past experience. Look for mutual contacts. You can also search Facebook, Instagram and Twitter to find out if you have common interests like sports, music, etc. Don’t come across like a stalker, but you can avoid or transition into specific topics if you see a commonality.
Compare your background to the Job Requirements – create a grid or make notes to touch on your strengths and accolades that directly tie to their needs.

Prepare as though walking into any important meeting – bring extra resumes, a pen, notepad, reference list, questions, STAR story reminders.

Practice Your Body Language

Show confidence through your attire, posture, and direct eye contact
Practice looking in the mirror
Assume the “Superman pose” (hands on hips, chest forward, head high) prior to entering the office, or getting on the telephone.
Smile and slow deep breaths – this will release tension and come across in a positive way through your voice.

Know Your Value Proposition to the Company

You are not only bringing the requested skills to the organization, but you have a wealth of experience and silent assets that you bring to the company. They are assuming things like integrity or hard worker. Be prepared with “Bitable” examples and skills – great problem solver, mentor to staff, contingency planning, poised under pressure situations, organized planner, etc. Show they would be getting more than they asked for and than other candidates may bring.

Prepared Questions

Have a list prepared of open-ended questions that show you have given thought to your meeting.
Make them personal so the interviewer talks about their experiences and opinions – What has been your secret to success for so many years? What is the biggest challenge you see in this role? Where do you see the greatest opportunities for the company (or role) in the next 3-5 years?
Ask about company/dept culture – Tell me what you like best about working here? Describe your management style or describe the management style of the VP.
Ask for advice of success in the role & company- What do you feel is most important to someone succeeding in this role?
Avoid asking salary and vacation questions – the time will come soon enough and this shouldn’t appear your primary concern.

The Workshop

Participants were broken into groups with a professional HR coach guiding them through an exercise in writing their own STAR stories on different topics. “Candidates” were asked mock interview questions and given a chance to practice the STAR method to respond.
Download the practice worksheet here.

Download Common Interview Questions and guide here.

Workshop Lessons Learned

The process needs to sound organic.
The response doesn’t necessarily always follow STAR sequence. It might be a SATR or (ST)AR

The “Salary Question”
Do not be the first to bring up salary/vacation ever.
Turn that question around and ask, “What is the range for this position?”
One of the Hiring Company coaches suggested softening the question to something like “I’m looking at the entire opportunity. Salary is one piece of it, but I’m also looking at the role, the organization and the overall package.” Then ask the question about salary range.

Hiring Companies

Freedom Financial Network
Heather Marcom, Head of Talent Acquisition

FFN is a debt relief organization that is expanding into the personal lending and mortgage lending arenas. These and other expansion plans will offer new opportunities in Phoenix and Tempe.
One of the core values of the organization is the caring attitude for customers and employees. This is why FFN has been named a Best Company to Work for in Phoenix for several years in a row.

Current Opportunities

Sales – phone
Collections
Payment Processing
Operations
IT/Engineering/Data
Accounting
Product/Project Managers

Resources

Goodwill of Central and Northern Arizona

Ron Mack – Community Awareness Partner

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

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

Closing

Jessica introduced the many resources available at no charge to seekers who attend Career Connectors events: LinkedIn and Resume assistance, Professional Photos, DISC assessments, Career and Financial Coaching. These and all Career Connectors events and services would not be available without the many hands of Staff, Volunteers, Sponsor Companies and Resource Partners. Also, a huge thank you to the Central Christian Church for hosting today’s Gilbert event. Attendees were encouraged to network and take advantage of the many services available. There are many exciting upcoming events across the Valley in the next month. Be sure to visit the Events Page for more details.

6/25/19 – Get LinkedIn – or Get Left Out

June 27, 2019 by Diane Forner

Get LinkedIn or Get Left Out - Ted Robison

Written by Jim McBride

Keynote

Ted Robison – LinkedIn Expert and Career Coach

LinkedIn is perhaps the most vital and valuable tool for people in career transition. To build your personal brand, to expand your professional network, to raise your visibility and be found: Get LinkedIn or Get Left Out, according to career coach and featured speaker Ted Robison.

LinkedIn is not just another social media platform. It’s not just an electronic version of your resume. LinkedIn is the showcase for your individual brand of transferable skills, expertise, personal style and the outstanding value you’ll bring to your next employer.

Many recruiters and hiring managers use LinkedIn exclusively to find and research candidates. There are over 600,000 LinkedIn subscribers worldwide. An astounding 87% of people find jobs through networking. A robust LinkedIn profile and a personal network of past and present colleagues, friends, alumni, industry insiders, recruiters and managers can be your gateway to landing your next great job opportunity.

On your LinkedIn profile, the headline and summary areas are your first impressions, so really make them count. Create a “wow factor” with your skills, experience and industry expertise. The goal is to differentiate your profile and compel the reader with a value proposition around your personal brand. Make statements about what you will bring to a hiring company. Develop a tagline, reveal your passion and let your personal style shine. Speak to the reader.

Make sure to include industry key words, which will help with search optimization when recruiters and managers are hunting on LinkedIn. If you’re in career transition and unsure how to fill the “current role” field, Ted suggests that you indicate you’re volunteering or consulting (as applicable).

Ted said that 80% of all available jobs are hidden from job boards. Meaning, those jobs aren’t made public and it takes networking to get you noticed and talking to those companies. Networking by definition means a supportive system of sharing information between people. LinkedIn can help you get the sharing started.

When your profile is complete, begin reaching out to your network contacts. Take someone to lunch. Meet for coffee. Have conversations. Ask how you can help them, and they will likely reciprocate. Your network connections can help you “break in” to companies on your target list, bypass recruiters and find the hidden jobs.

When preparing for interviews and business meetings, utilize LinkedIn to gather intel on the hiring manager and/or recruiter. Finding commonality with an interviewer allows you to build rapport, relax and demonstrate your preparedness.

Here’s a quick list of fundamentals for anybody just getting started on the LinkedIn platform or is perhaps already using LinkedIn and looking to create a more engaging profile.

• A professional headshot/background photo for your profile is a must
• Grow your professional network to at least 500 connections
• Obtain 4 – 8 recommendations from former managers, direct reports, peers
• Follow 30 – 50 target companies
• Join 30 – 50 groups and associations
• Comment in group discussions to show off your subject matter expertise
• Customize the default contact URL so it reflects your name. Put it on your business card
• LinkedIn is free. Try the free one-month Premium Account, if interested
• Privacy – limit the amount of personal information, it’s a business forum

If you’re having trouble getting started or just want to freshen up your profile, start looking at other people’s profiles to spark ideas. Encourage friends, family members, people in your network to give you feedback on your profile. You can make edits and tweaks as often as you’d like. Do whatever it takes to build and promote your brand…so you’re LinkedIn…not left out!

Resource

Josette Bergeron
Goodwill of Central and Northern Arizona, Community Awareness and Employer Engagement Partner

Mission – Through the goodwill of others, Goodwill of Central and Northern Arizona creates the pathway to a better future for all by helping those who desire self-sufficiency.

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

Hiring Companies

Willis Towers Watson
Jim Lapota, Benefits Advisor

Willis Towers Watson is a leading global advisory and solutions company that helps clients around the world turn risk into a path for growth. With roots dating back to 1828, Willis Towers Watson has 45,000 employees serving more than 140 countries and markets. The benefits Delivery & Administration Segment helps clients unlock their benefits strategy – by offering the highest quality administration in the industry and enabling their people to have a personalized benefits portfolio tailored to their needs. To keep updated on current job openings, go here.

Open Positions:
Benefits Advisor
Human Resources Generalist
Data Analyst
Associate Director – Client Services Management
Audit Analyst
Account Executive – Health & Benefits
Team Leader – Benefit Outsourcing Sales
Online Training Development Specialist
LMS Administrator (Learning Management System)
User Experience Engineer

State Farm
Molly Romine – Talent Brand Ambassador

Mission – The State Farm mission is to help people manage the risks of everyday life, recover from the unexpected, and realize their dreams.

State Farm is currently hiring to fill customer service positions for their Marina Heights facility in Tempe. Patience, empathy and nurturing skills are desired to dial-in on customer emotions with a delight-to-serve approach. You can always find a current list of open positions on the State Farm site .

Open Positions
Accounting, Financial and Banking
Administrative Support
Claims 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
Underwriting and Actuarial

Resources and Closing

Jessica Pierce closed the meeting by encouraging participants to make full use of the resources and partner volunteers. Stay tuned for weekly email updates.

6/25/19 – Get LinkedIn – or Get Left Out Copy

July 25, 2019 by Diane Forner

Written by Jim McBride

Keynote

Ted Robison – LinkedIn Expert and Career Coach

Here’s a quick list of fundamentals for anybody just getting started on the LinkedIn platform or is perhaps already using LinkedIn and looking to create a more engaging profile.

Resource

Josette Bergeron
Goodwill of Central and Northern Arizona, Community Awareness and Employer Engagement Partner

Mission – Through the goodwill of others, Goodwill of Central and Northern Arizona creates the pathway to a better future for all by helping those who desire self-sufficiency.

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

Hiring Companies

Willis Towers Watson
Jim Lapota, Benefits Advisor

State Farm
Molly Romine – Talent Brand Ambassador

Mission – The State Farm mission is to help people manage the risks of everyday life, recover from the unexpected, and realize their dreams.

Resources and Closing

Jessica Pierce closed the meeting by encouraging participants to make full use of the resources and partner volunteers. Stay tuned for weekly email updates.

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

August 2, 2018 by Cindy Nowack

Written 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.

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

October 13, 2017 by Sheila

Written 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.

7/23/19 – Be the STAR at the Interview