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

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Written by Susan Lamphiear

Brenda Cunningham

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

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

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

“Change is Gonna Come” Sam Cooke, 1964

“Change is Gonna Come” Jennifer Hudson, 2019

Keynote

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

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

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

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

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

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

Navigating the Applicant Tracking System (ATS)

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

Tips for Hiring Managers

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

Obstacle of Age

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

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

Obstacle of Gender and Sexual Orientation

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

Obstacle of Race

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

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

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

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

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

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

Hiring Companies

Desert Financial

Robert Zammit, Director, Talent Acquisition

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

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

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

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

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

TEKsystems

Nicholas Bielinski, Direct Placement Service Manager

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

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

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

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

Resources

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

Closing

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

Interview with founders of Black Lives Matter October 2016

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

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

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

1/18/17 – LinkedIn Deep Dive: Get the Inside Track

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Written by Julia Churan

LinkedIn Deep DiveLinkedIn was created as a tool to connect the world’s professionals to make them more productive and successful.  It has single-handedly redefined job search in the past decade.

Keynote

Laura Williams –  City Profile Manager, LinkedIn

Every second two people join LinkedIn.  Since 95% of job applications today never receive a response, job seekers must use their network and standout more than any time before.  Laura came from the LinkedIn offices to share secrets on doing this.

Your goal as a job seeker is to get in front of the right people: 

  1. Connect
  2. Stay Informed
  3. Get Hired

To make the most of the LinkedIn site, you must:

Create a Strong Profile

Your Profile is your professional brand and how you engage with others: recruiters, hiring manager, other job seekers, and employed professionals.  It is your online resume but needs to function differently than a written resume.  Your profile needs to be specific, highlight your strengths and be concise.

 

Keys to a strong online vita:

  • A professional photo makes the biggest impact – it will get get you 14X the views. It must be professional — no dogs, no hats, no babies – but tell your story.
  • A great headline – can include your last job title but also tell a little more about you and what you are seeking. Be careful of buzzwords and use keywords strategically.
  • Your education – this is not just your degree but consider also continuing education, seminars or certifications.
  • Work experience – minimum of 2 past roles that highlight what you did and what you learned.
  • A compelling summary –  tell your story, if it is complicated you can explain it here.  Focus on your accomplishments and aspirations.
  • Add skills –  they can be managed, rearranged, removed, then request connections to endorse you on these qualities.
  • Multi media portfolio, if applicable – should be used only if you have visuals that will benefit your story.
  • Recommendations – a variety of community leaders, co-workers, managers, and professors — offer direction when requesting a referral.

Search for Jobs
The database currently holds 4 million jobs.  It is unique from others online search tools because you can connect directly to the company’s network.  You can:

  • Search for jobs
  • Set up alerts for new opportunities
  • Filter results to save time
  • Follow companies of interest to stay informed
  • Apply easily to jobs of interest

Make Connections

The key is to use your connections (and second degree) to make a difference in your search.  You will want to follow companies that you are interested in to keep a pulse on the organization to help prepare for your interviews.

Policy, Philanthropy and Vision of LinkedIn

LinkedIn’s Vision – Create economic opportunity for every memember of the global workforce
Laura provided an enthusiastic Q & A session on topics that included:
Privacy – Anyone who you connect with can see your information, but you can set up a public profile and select only what you want to display to non-connections.
Recruiters – This is how LinkedIn makes money – companies purchase subscriptions for sales and recruiters
Skills – They are working on improving the relevancy of the skills section.
Importance of stats in your profile – it is different than your resume so if in Sales, highlight some of the numbers in your summary, but don’t cut and paste all details into each job. People don’t scroll much so maximize the above the fold space.
Profile – managing different skills for searching different roles – Don’t build multiple profiles.  It is OK to tell a complex story in one profile. If you have a side business, consider a business profile that is different from your personal profile.
Applying through LinkedIn – Most jobs that offer this service, are companies paying for this service. Companies that push back on why they don’t use this:  don’t want the cost, many HR systems are still old school and not up with the technology. Recommend that after you apply – find the recruiter, follow the company page, reach out to the recruiter, and see how you rate over others who have applied, if you pay for Premium.

To download Laura’s presentation, click here: L. Williams_LinkedIn Phx_Jan 2017

More Great LinkedIn Resources

Resources and Hiring Companies

Arizona@Work – City of Phoenix

Rob Stenson, Business and Workforce Development Center Supervisor – @phxecondev

The organization’s mission is to help job seekers in Phoenix and Maricopa County find work.

Rob’s team works to evaluate the needs of companies in the area to find employees with the right skills or help seekers get the right skills to land the jobs. They offer everything from resume assistance, job leads, workshops, to training. They also offer grants to help seekers get certification training to enhance their skillset.

Tools to help you:

Other great public resources: Phoenix Public Library – 500 online courses, adult online learning, video resume resources, learning language skills

Asurion, @AsurionCareers

Tasha Ford, Talent Acquisition Consultant

Asurion is a technology company that provides customer service and device protection (repair and replacement) for electronics. They employ 17,000 employees globally and ensure 290 million customer devices.  They offer great benefits, great managers skilled in mapping a career path for each employee, and a relaxed and fun environment. Their main opportunities now are for customer support technicians.

Visit their Careers website for more details on opportunities

TEKsystems – @TEKsystemsJobs

Nick Bielinski – Technical Recruiter

TEKsystems is a top technology staffing agency that places 800 – 1000 positions in the Phoenix area each year.  They work with approximately 90 companies for consultants and contract-to-hire, including Wells Fargo, Amazon, Dignity Health, and ASU. Some jobs are posted online but it is best to call in to speak with a recruiter.

Opportunities are primarily in the following areas:

  • Hardware (servers, data centers) – Apple, Amazon
  • End User Support (great area if you are looking to transition)
  • Communications (VOIP, data, cable installs)

Freedom Financial Network, @FreedomFamily

John Hasna, Director of Talent Acquisition

Freedom Financial Network is a debt consulting company that provides financial solutions and services to enable consumers to achieve financial freedom.  They are based in San Mateo with 3 AZ locations – 1300 employees. They will be hiring approx. 1000 individuals this year primarily in negotiations and sales and are building a new central campus in the Tempe area.  They were recently named as a Phoenix Business Journal “Best Places to Work” Winner.

To apply: www.freedomfinancialnetwork.com/join_our_team.

 

New Horizons Learning Center, @nhphoenix

Zack Hiscock – Vice President of Learning and Development

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 3 styles of training depending on your needs:

  • In classroom
  • Live online training
  • Self-paced online courses

They offer courses in IT, Office Mgmt, Healthcare Records and Management, Project/Production Mgmt Certifications.  Their Phoenix location is near the airport.

Closing

Jessica Pierce, Executive Director of Career Connectors, 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 visit all of the other services and hiring companies.  She also encouraged everyone to expand their professional network by introducing themselves to other attendees.

There will be a special event on Feb 22 – partnered with BestCompanies AZ – Military Career Event.  This event is especially for military veterans and significant others.

The next regular event will be in Gilbert, Jan 24 in Gilbert with Abby Kohut speaking on “Taking Your Job by Storm”.  Register here.

 

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.

6/9/16 – Up Yours! Up Your Power, Up Your Performance, Up Your Personal Pitch!

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Career Connectors Up Yours eventWritten by Susan Lamphiear

What do superstars Taylor Swift and Michael Jordan have in common? Well, for starters, they’ve both gone on record as not wanting to be average. And most people would agree they rank as top achievers in their fields. Taylor says, “I’m intimidated by the fear of being average.” And Michael echoes that same refrain — “All I know is that I never wanted to be average.”

After seeing the cover of our guest speaker’s book, Average is an Addiction, I’ve been thinking about the phenomenon and googling the topic of “average.” The experts seem to agree that high achievers have particular attributes besides talent and intelligence that make them excel.

Keynote

Deborah Dubree, our keynote speaker, has a lot to say about being average, in her book,  and in her presentation today. Deborah appears anything but average. But years ago, she started out with low expectations for herself. Armed with a high school diploma, she took a job as a receptionist but after six months was bored to tears.  Urged to apply for an upcoming promotion with the construction division of the company (come over to the dark side, they said), and knowing nothing about accounting, or construction for that matter, Deborah applied, interviewed for a position that appeared to require both, and was hired. The rest, as they say, is history.

Deborah has learned so much over the years about success. She wrote a whole book about being average after she observed  many truly talented and educated people somehow fell just short of success, often when they were teetering on the brink of a breakthrough. She wondered why.

Deborah began her career as a receptionist, but gradually through research on herself, and research on success, came to be known as an expert. She received numerous certifications, educated herself in the science of the brain, and finally pursued her role coaching NFL players and others who wanted to stand out from the crowd.

People fundamentally make three mistakes, Deborah says.

  • They wonder why what they’re doing isn’t enough. But have they stayed focused, identified who they are and taken meaningful action? Have they learned their strengths and tapped into how to reach “the zone,” that often illusive peak performance high?
  • They complain, “But I’m not average.” But everyone has areas where they’re average. It’s just not possible to be average in your chosen field if you’re going to be successful, though.
  • They settle for False focus. For example, in the job search, if you focus only on resume, LinkedIn profile, business attire, professional photo and research, those are comfortable and don’t necessarily lead to that great job. While these areas are important, the bulk of your time is better spent in riskier areas like attending events, making phone calls, engaging in impromptu conversation, doing interviews, and making follow-up calls.

You have to know what you believe, and if your beliefs are justified, and then stay focused.

Lots of people out there are talented, Deborah reminds us. But the thing key that makes the difference is  successful people handle stressful situations well and manage their emotions. They also take meaningful action because they have a plan.

Deborah’s challenge to everyone in attendance: Go out there and do ONE THING that scares you. When you’ve taken risks and succeeded, despite fear, then you’ll wonder, “If I can do this, what else can I do?”

When Deborah first entered her career as a coach, someone suggested she first talk to high school athletes. But she said, “No, I want to work with NFL players.” Sometimes you’ve gotta take a LEAP, she stresses. “Sometimes just a slight pivot” at the right time can take your career higher than you’d ever imagined.

More Tips from Deborah (but only if you want to be a high achiever)

Tame and Train your BEAST

B Beliefs impact our behavior. Make sure you know what your beliefs are, including beliefs about yourself.

E Emotion All decisions are based on emotions. So be able to manage your emotions and therefore mange stress.

A Acute Awareness—This includes being aware of yourself and others.

S Self Identify Who are you?

T Talk and Walk  Body language and verbal language are equally important.

The 7 Cs of Excellence

  1. Choice
  2. Consciousness
  3. Change
  4. Courage
  5. Confidence
  6. Commitment
  7. Consistency

Hiring Companies

International Cruise & Excursions, Inc. (ICE)

Jason Brambier, Corporate Recruiter

International Cruise & Excursions, Inc. (ICE), a global travel and leisure organization, provides cruise and vacation fulfillment services. Headquartered in Scottsdale, the company has been awarded Best Places to Work 2013 and 2014 by The Phoenix  Business Journal and the Spirit of Enterprise Innovator Award by the ASU W.P. Carey School of Business.  The culture there is casual and offers numerous perks including onsite wellness clinic, onsite massage therapists, free onsite Fitness Center and so much more. Employing both inbound and outbound sales for all vacation travel, other non-sales positions currently open include software engineers, member marketing, graphic designer, help desk analyst, and creative director. For a complete list of positions and to apply, visit their website.

TEKsystems

Nick Bielinski, Technical Recruiter

TEKsystems specializes in staffing for technical positions but they can point non-tech job seekers in the right direction since they are part of the family of Allegis, the largest private talent firm in the world. TEKsystems offers the largest global network of credentialed IT professionals. Recruiters in the company, dedicated to specific skills sets, also actively engage with the community so they share market knowledge with job seekers including who is hiring and who’s experiencing hiring freezes. Positions available through the company include project managers, business analysts, network engineers, QA engineers and more. For more information on their staffing services or to submit your resume, visit their website.

Charles Schwab

Curtis Crawford, Sr.Talent Adviser

Charles Schwab believes in the power of investing for everyone.  The company services investors, advisors and employers. Headquartered in San Francisco, Schwab employs 15,400 full-time employees and has received 15 awards in 2015 for their employee-friendly workplace. Opportunities in Phoenix include the broker training program, relationship specialist, and estate services professional operations. The culture of the company is strength-based and offers everyday wellness, employee resource groups and employee development programs. To apply, visit their website, submit your resume, and answer qualifying questions. After those steps, a recruiter will review your resume and qualifying questions and contact you if there’s a strong match.

Resources

New Horizons Learning Center

Zack Hiscock, VP Learning & Development

New Horizons Learning Center is one of several State-of-the-Art Training Facilities which teams with Career Connectors to offer training to adults upgrading their skills or adults seeking to gain competitive skills in their job search. Located in Phoenix near the airport, the school offers three modalities for training including traditional, instructor-led classroom training, online LIVE learning, and online ANYTIME learning. They offer a six-month free retake policy on all classes and boast four brand new classrooms and a virtual lab. Classes include information technology, office management, healthcare records, PMP, and Six Sigma, to name a few. After classes are completed, the school also helps students find a job. For more information on classes or funding, visit their website.

Closing

Jessica Pierce, Executive Director for Career Connectors, thanked attendees, hiring companies, volunteers, and host for the event, Highlands Church.  She announced that after the break, informal breakout sessions would give participants an opportunity to meet hiring managers, receive free professional head shot photos, and talk to experts about resume writing and LinkedIn.

The next Career Connectors event will be held in two weeks due to the calendar this time.

  • The very next event will be held Tuesday, June 28, 2016, at 9:00 AM in Gilbert.
  • The next Phoenix event is scheduled for Wednesday, July 6, 201, at 9:00 AM.
  • The very next Scottsdale event will be held Thursday, July 14, 2016, at 9:00 AM and will feature keynote speaker Kevin Dumcum on the topic “LinkedIn’s Power of Connection.”

For detailed information or to register for any or all events, click here.

 

 

1/14/16 – Finding Your Internal GPS

by

Written by Kevin Spear, MBA: @kevinhspear

Opening

Jessica began the event by announcing she was on ABC15: Sonoran Living this week. She discussed Career Connectors and gave three points to jump start your career search.

  1. Know yourself
  2. Make a list of the top ten companies you want to work for
  3. Have great collateral such as a resume and a good LinkedIn profile.

And of course, networking is key too. She encouraged us to meet someone we had not met before and discuss our career goals before the speaker began. This transitioned perfectly into the keynote speaker’s topic.

This was a great transition into the keynote speaker’s topic.

Keynote

Paula Shoup, @InternalGPS
Use Your Internal GPS To Stay Positive and Productive In Difficult Times

Paula said, “Whether you’re going for a new or different career, this will work for you.”
Ask yourself these three questions:

  1. Where are you now?
  2. Where do you want to go?
  3. How will you get there?

Where are you Now?

When Paula thinks of resilience, her Aunt Irene comes to mind. She had a rare form of cancer. The surgery left her disfigured at 28 years-old. She came through, but the recovery was tough. Through it all, she had a great sense of humor. She was incredibly resilient. She went through ten years of reconstructive surgery. Some of the tools Paula suggested, her Aunt used.

When we face trials, it’s very easy for our brains to go into a downward spiral. Our survival instinct is wired to look for danger. Then we see everything as a potential danger. Fear makes us want to keep things the same and not change.

Paula mentioned the work of Brené Brown. (I also recommend her TED Talks.) In her studies, Brown observed we tend to avoid resiliency as an answer because we want a quick fix and to be done with it. It’s the “Seduction of the Quick fix.”

One of the tools Brené uses is writing permission slips. It’s a great tool to use when you feel stuck. You write, I give myself permission to…

What do you need to give yourself permission to do?

  • Let go of _____
  • move forward with _____
  • forgive him/her/myself for _____

Many times we go to our strengths, but neglect our values. If you get a match between you and a company’s values, then you will be successful.

Stuck on some good value words? Paula suggested googling images of values to brainstorm values.

For strengths, Paula suggested  StrengthFinder 2.0 by Tom Rath

Where Do You Want to Go?

When you don’t know which way to go, Paula suggested Brene Brown’s Rising Strong. It talks of the reckoning, rumbling, and the revolution.

Reckoning: Emotions will drive you whether you acknowledge them or not

Rumbling: What is your story? Own it! What is the truth of your story versus what are you making up in your head?

Revolution: How do you show up to choose what you want to do? How do you change? A good book about change is  Switch: How to Change When Change is Hard by Chip and Dan Heath.

Get clear about where you want to go. focus your search on:

  • Your desired
    • Industry
    • company
    • Type of people
  • Values match
  • Your needs and wants

How will you get there?

Paula suggested reading The Gifts of Imperfection. Brene Brown.
Hope is really a cognitive process that can be taught

  • Set realistic goals
  • Move forward and recalculate
  • Belief in your ability to arrive

What is your mindset? There is a difference in belief versus wanting. Belief is knowing with certainty versus wishful thinking of wanting. It is a shift in what your thinking and how you are feeling.

You have control over where you are going.

For shifting to a positive mindset, Paula recommended Barbara Fredrickson’s Positivity and the  3:1 Positivity Ratio.

  • Three positive emotions to one negative emotion
    • Negative emotions are much more powerful. You need to outnumber the negative with more positive emotions.
  • You can’t be in denial and stuff your negative emotions. But you can shift your daily habits. It will make a huge difference in how you show up.

Think about your daily routine. Where do you have opportunities to shift?

Re-write your story

  • Resilient people dispute their story like a lawyer
  • What is the reality of what happened versus our interpretation of the events?
  • How can you re-write that story to a more positive way?
  • Write a new ending

Identify your strengths

From The Gift of Imperfection: here are the five most common factors of resilience:

  1. Resourceful—Problem Solving Skills
  2. More likely to seek help
  3. Belief in managing feelings and coping
  4. Social support available
  5. Connected with others: Friends/families
    1. You can connect in many different ways
    2. Connecting with ANYBODY along your path will help you feel better
  6. Most important: Share laughter!

For more information on Paula and to visit her blog, go to www.internalGPS.com.

Hiring Companies

Paychex,
Andrea Olson, Recruiter
@Paychexcareers

  • Based in Rochester, NY and now reaching into the Phoenix area.
  • They provide any solution and HR department would do.
    • Employee benefits,
    • time-off requests, etc.
    • Not every company would have a system for themselves.
  • Niche is helping companies with fifteen employees or less
  • Hire from entry-level to IT security and management
  • They also hire for sales positions, national and virtual sales opportunities
  • Located at I–17 and Bell
  • nettime solutions is part of Paychex and is near Loop 101 and Chaparral Road

Aetna
Le Nguyen: Director, Recruiting Operations
Dani Sykes: Senior Recruiter
@Aetna

Le encouraged us to look for companies that know why they do what they do. Do you want to work for a company with a product or with one that makes the world a better place?

  • In Arizona, Aetna has seven Phoenix area locations with an eighth in Tucson. They have seven thousand employees in Arizona.
  • The core of their culture is the people they serve. It drives what they do every day.
  • Aetna made a social compact with their employees in 2015
    • Raised the minimum salary of all employees to $16 an hour
    • Enhanced medical benefits with lower out-of-pocket costs
  • Their goal is to reshape the future of health care by making it more affordable and accessible
  • Across the country, they have one thousand career opportunities today.

To apply, visit aetna.jobs.

TEKsystems
Nick Bielinski, Technical Recruiter
@TEKsystems

They are part of Allegis Group and are one of seven divisions. If you are not specifically in the tech industry, they may have other roles.

  • TEKSystems works with 50 to 60 positions in the area
  • Supplies companies with IT talent with all types of skills
    • Applications
    • Network Infrastructure
    • End-user Support
    • Communications
  • They seek especially project managers and software developer skills

Charles Schwab
Shannon Grimes, Talent Attraction Manager
@SchwabJobs

Schwab believes in the power of investing. Chuck began the company forty-three years ago and wanted to create a bridge between the average person and investment.

Careers at Charles Schwab:

  • They have over sixty openings in Phoenix. a few “hot” jobs:
    • Broker Training Program (AFSP)
      • In-bound, phone training position
    • Client Service Representative
      • Much of Schwab’s banking is online and phone. You become the customer’s banking expert
    • Estate Services Professional

Their culture:

Why Schwab?

  • Engage in work that matters
  • Meritocracy
  • Financial Fitness
  • Work life balance

To apply, go to http://tiny.cc/careerconnectors and set up your profile.
Look at their talent board even if you don’t see a position you want right now.

Resource

Dynamic Worldwide Training Consultants
Roger Brubacher, Director of Continuing Education

DWTC is a professional certification training school. They have several certification including digital marketing and social media strategist as well as cyber security certifications.

  • Work with several partners including Project Management Institute
  • Located in Tempe, off the Rural Road exit
  • Teach in multiple platforms including online and hybrid classroom and online options.

Benefits include:

  • Low student to instructor ratio
  • Post-graduation placement assistance
  • Over 95% of students pass their exams on the first try.
  • Financial aid available through WIOA and is certified through the Arizona Workforce Connection
  • GI Bill compliant

Closing

Jessica Pierce reminded us to take a free DISC assessment through Career Connectors and Top Talent Consulting.

Upcoming Events:

The next Career Connectors Event will be in Gilbert on Tuesday, January 26. Abby Kohut will be speaking on “The Benefit of Being Overqualified.” Career Connectors is also partnering with Best Companies AZ to bring the Military Career Event on February 17. For more information, please visit the events page.