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8/19/20 – Interviewing with Confidence

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Written by Gary Matsuda

Interviewing With Confidence Carmen Payne

You’re hoping for a career change, but the world’s wheels keep falling off during a worldwide pandemic and recession. To help get you back in the driver’s seat (with the wheels) is Carmen Payne,
an Executive, Personal and Professional Development Coach.
Now you got an interview scheduled, congrats! You should have enough time to prepare everything from the technology set up, your introduction and possible answers to common interview questions, so don’t wing it! Carmen breaks down some of the major factors to make sure that you nail the interview.

KEYNOTE

Relax, the interviewer is not likely trying to trip you up. They generally want you to succeed and demonstrate your best, authentic self (If they are relying on trick questions to screen candidates, you might not want to work there anyway). However, if you are not going into the meeting prepared, well that’s you doing it to yourself! But Carmen’s interview prep techniques can take the pain out of preparation and help improve your confidence and credibility.

A few of the most dreaded interview questions that seem to stress us out to no end are:

  • What is your greatest weakness or greatest strength?
  • Describe a time when…
  • Give or share an example of/when…
  • How did you handle _ situation?
  • Tell me about your last /current job or _ employer.

Your responses to these challenging questions should exude confidence right from the start. Come across with a well-rehearsed short story and you’ll make it easy for you tell and for the interviewer to remember your answer. No one sentence answers allowed. Elaborate. Show them you know your experience and abilities will apply to the job. To help you do this, Carmen has her clients use the commonly used, easy-to-follow ‘STAR’ technique.

Tell Your Story as a ‘STAR’

S – Situation, background. This is the environment, location, time that sets up the context for your answer. Don’t dwell too much here, spend just enough time to set up the scene for the interviewer. You’ll want to lead them to the next step on your involvement in the problem.

T – Task or Target, specifics of what’s required, when, where, and what you were responsible for.

A – Action, what you did, skills used, behaviors, characteristics. Don’t draw attention away from you by mentioning what the team, boss or coworker did. The focus is on you.

R – Result, outcome, what happened. End your example on the positive including achievements, lessons learned, goals, milestones met or relationships created or saved (Ta da! Nailed it!).

Don’t worry, there could be overlap in each of these categories and parts of your answer might not fit exactly in this specific order. Just use this as a template and adapt to your unique story. The goal is to engage the listener and make your accomplishments clear and easy to remember.

This STAR technique is flexible enough to help you answer almost all behavioral questions, like this:

“Describe a time when you had to work with a tough customer and what was the result?”

Example answer:

“I understand the customer has their own goals to meet, their own job to do. Last year when I was leading a project our clients requested new requirements and our team was caught by surprise. It was very frustrating to work hard only to have much of it tossed aside by new requirements. I contacted the customer to find out more and discovered the changes resulted from factors beyond anyone’s control. After explaining the reasons to the team, they became more accommodating and empathetic to the customer and were able to deliver something that was still useful to the customer. The client was appreciative for our flexibility in getting something delivered on time and saving part of their business.”

Always practice before hand and refine your story to provide clarity. Also, during the meeting, the interviewer can always ask if something needs clarification. Tell a story in this format and you may get the listener to think, “I like what I’m hearing, tell me more!”.

You can’t hide behind the screen

Just because you’re on a video call and your image is smaller than life, don’t think your flaws might be hidden behind the computer screen. Since the interviewer doesn’t have a three dimensional in-person perspective, they’ll be even more focused on what’s happening on their 8” x 5” flat image of you. Although they’ll listen to every word you say, most communication is non-verbal and your body language can be 55% of communication. Any non-verbal clues as to who you are, what you’re thinking and feeling might be picked up so you still have the ability to communicate a story that either sounds energetic or appears apathetic or passive. So, look alive!

Carmen says it takes just the first few seconds of your first impression to weigh on the final judgement of you and that will happen long before you get to talk about your experience. Sooo…

Prepare Your Introduction:

  1. Breath, relax your shoulders and if possible warm up your vocal cords by speaking a few test phrases out loud before the meeting.
  2. Greeting e.g. “Good morning, (repeat their name correctly)”
  3. My name is _, very nice to meet you.
  4. When things are back to normal and it’s in-person meeting, shake their hand.
    Other non-verbal tips for video
    Don’t be a talking head! Set yourself far enough away from the camera so that your upper body and posture is visible. This also allows use of your hands to convey non-verbal communication. It’s been proven that when your hands are visible, trust is much more likely to be communicated.
    This can be a hard habit to break but the eyes have it. Imagine talking with someone who is constantly looking at their feet. That’s the possible impression your giving if during a video conference you constantly look at your computer screen. Look at the camera. Although it may take practice since it will feel unnatural to you, you’ll appear more natural to the interviewer when you do this.

Before the interview be sure to check your connectivity and login details, that your camera works, mute notifications and close all unnecessary apps to free up memory.

Video interviewing has been here for a long time and will be around as an option for the foreseeable future so putting effort into this will not only serve you well for job interviews but on the job as well when you are making an impact with clients!

HIRING COMPANIES

WealthWave
Jason Wiseman, Sr. Marketing Director
If you aren’t sure about returning as a corporate employee with a steady paycheck, here’s an opportunity to exploit your strengths through your own business or side gig. At the same time if you are hesitant about going all in towards being an entrepreneur, this organization is flexible enough so they can help you transition into something part time. Their mission is to eliminate financial illiteracy to keep people from making easily avoidable financial mistakes.

And speaking of confidence, Wealthwave is a big believer of building your self-development so you’ll learn much about yourself along the way, including examining what you really want out of life. Sounds like a confidence booster that’s hard to beat – being able to build a business plan around what you really want.

More information here and here.

U-HAUL
Jaime Zell-Behymer, Senior Recruiter
U-Haul has also been known as a ‘Do it yourself’ business: moving it yourself, that is. Although with these career opportunities, you’re not doing it alone. Across the country or across town, work with a supportive team to help those who are getting their moving done, college students moving into dorms, moving into a new home, or relocating for a new job.

There are plenty of career opportunities with 7 different companies in one, in every field, full and part time, WFH and in office. Work with a supportive team with a full range of benefits and offerings for your health and safety. Open positions include Customer Service Reps, Sales Reps, General Manager, U-Box Drivers, Senior System Administrators, Quality Assurance Agent, and Software Developer. For more information and to apply, visit UHAULJOBS.com.

RESOURCES

BestCompaniesAZ
Altogether in one place you can find VERIFIED, trusted companies who have thousands of jobs (120,000 at last count!) open now. Check them out here if any listed hiring companies match your values. For employees who are going through difficult situations, this is a great resource:
https://bestcompaniesaz.com/covid-19-resources/

Free DISC Assessment
We all like free, so at no cost to you find your behavior traits (which may help point to your values) and what kind of job will likely fit you through our online DISC assessment at:
https://careerconnectors.org/DISC/

For details about upcoming Career Connectors events, click here to visit the events section on the website for details about hiring companies and keynote topics!

02/05/20 – The Networking Brief: Increase Your Influence

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Written by Gary Matsuda

Keynote

You’re attending another networking meeting, looking forward to enjoying the drinks, the appetizers, the speakers. But then there are all those people, selling themselves, passing out business cards, evaluating you as a potential customer. Wouldn’t these meetings be great if it weren’t for all those pesky strangers?

The Networking Brief with Jessica Pierce

Career Connectors founder, Jessica Pierce admits at first, networking was an unpleasant task, to be endured just to get the next job. However, after making hundreds of personal connections and helping others find work and get better jobs, she’s found that mastering the elements of networking are foundational to career success. As a result, Career Connectors is now the Phoenix area’s 4th largest networking organization in one of the most networked cities in country.

For a business to be built on networking and relationships, there must be something to it. Getting a job though relationships saves an employer time and money. Successful hires from referrals reduces their screening time and saves money they’d otherwise spend to recruit and pay for job postings. Recruiters can cost anywhere from $5,000 to $25,000 and beyond per placement, depending on the type of job they’re filling.

That’s a lot of recruiting dollars you can save a company if you engage with the right people. But it also underscores the value employers place on having the right person on the team. That’s where networking has an edge. Hiring managers will want someone who has high potential to be a good fit for their culture. They’ll perform better, stay around longer and help boost team morale. Yet for employers and job seekers alike, it’s difficult to determine culture fit through an application, a website or LinkedIn profile – the best way to do that is through personal interaction.

Let’s look at Jessica’s solutions on becoming a better networker and increase our influence.

They got you at “Hello“

It can take just eight seconds for someone to pass judgement on you, that’s barely enough time to exchange greetings! Don’t blow it at the very start! There’s preparation needed to make a great impression that may lead you to a valuable connection. But where would you start if you don’t have an outgoing, high-energy personality? What if you prefer analysis and introspection rather than having to go around the room asking, ‘So, what do you do?’ Jessica provides a short assessment to help you get started and get better at networking.

Networking Assessment Worksheet (download)

Networking-Assessment-Jessica-PierceDownload


Total up the points according to the boxes you checked off and rate yourself:
1060 – 150 Master Interactive Career Networker
750 – 105 Average Networker
0 – 75 Novice Networker

It doesn’t matter where you score right now, we all have work to do. Even master networkers can’t expect to hit it off with everyone they meet. When it comes to engaging different personalities and situations, even an expert will evaluate and practice to maintain their game.

Deep and Wide

Most of us have a network that’s larger than we think. The first of which is developmental, made up of those you already know, some quite well.

Developmental

These include those you already have an existing relationship with and who are more likely to be willing to help but may not be able to directly. For example:

  • Relatives/ Friends – parents, neighbors, cousins, childhood friends
  • Community – doctors, volunteer services
  • Activities – clubs, religious organizations, kid’s activities
  • Academic – High school, college, professors, alumni
  • Former employers – supervisors, colleagues, employees

Cultivate and deepen the already established relationships early so that you aren’t reaching out to them only when you need help, like needing a job. That could seem opportunistic. Keep these relationships fresh and reconnect if necessary.

Strategic

You’ll also want to increase your influence by working on strategic relationships (can happen at networking meetings), who are more likely to give you a more significant step up or have direct access to the opportunities you want.

  • LinkedIn.com
  • Industry specific and/or open networking
    • Networking Phoenix
    • Career Connectors
    • Arrive early stay late – because all the good networking happens at the end

You’re not done after the end of the event. Get at least 5 people to follow up with, if you feel you had a meaningful conversation. Don’t ask for a job (unless that’s what was discussed at your very first meeting), but connect with your leads assuming they will want to help if they can. Be specific in your ask so they are clear on how you can be helped.

Prepare your identity

Jessica also provided a helpful tool to help evaluate and organize your thoughts on paper. No pressure to get it exactly right. Like the assessment above, this can be used as a worksheet to help keep track of what might need improvement. Use a more presentable version of this to use at networking events (or even to formulate ideas for your resume or LinkedIn Profile).

Networking Brief (download)

Jessica-Pierce-Networking-BriefDownload

Which includes:

  • Profile or Summary
  • Management or leadership skills
  • Functional skill or SME
  • Personal vision
  • Target Positions/ industries/segments
  • Target companies

“Regardless of age, regardless of position, regardless of the business we happen to be in, all of us need to understand the importance of branding. We are CEO’s of our own companies: Me Inc. To be in business today, our most important job is to be the head marketer for the brand called YOU.”
– Tom Peters in Fast Company

If this seems like a lot of work, it is. But these tools and advice can build confidence in not only making a great first impression and getting your next job, but can be applied on the job as well! You’ll be known as the one who knows the right people, who can manage customers, suppliers and get along with teammates. Be the one who is a mentor or guide and adds value to others first.

Networking is a relationship building, give and take process. There’s no one- way selling here, which never works. Make things easier for others, create authentic value, especially areas where you feel gifted and you’ll find over time someone in your professional or social circle will reciprocate. Then you’ll know that you’ve truly increased your influence!

Hiring Companies

Colonial Life, Mark Marquez, District General Agent

Relieve stress, guide financial decisions, help people. While the word insurance doesn’t exactly excite people, those who work behind the scenes are stoked about helping others when they need it. When there’s a life and death situation who can people call? Their Colonial Life insurance agent, of course. Be someone who others can rely on in their time of need: apply to Colonial Life, a fast growing company with the goal of being the largest insurance company in the nation. Current positions available as representatives and sales.

AZ Dept. of Health Services, Key Bentley, HR Program Administrator

They really have the big picture in mind. This government organization helps to make sure individuals and community well-being are protected and improved by providing resources from womb to tomb. While carrying out their mission they also take care of their employees with generous compensation, medical benefits and more. Openings include Social Workers, Nutritionists, Medical Records and more.

U-Haul, Alex Taylor, Corporate Recruiter

Want to work in a mid-century historic building? U-Haul’s got a great work location in downtown Phoenix. While not stuck in the past, they keep the country moving with some of the latest IT technology to help them manage the largest truck fleet in the world. There are opportunities in every field: contact center, corporate, field work and IT.

Closing

Sheila Coulam, Vice President of Operations for Career Connectors, closed the formal part of the event and invited guests to participate in the informal sessions including talking directly to hiring managers and resume experts, finding educational opportunities, visiting Coaches Corner, and posing for a free head shot by a professional volunteer photographer. Also, thanks to GCU for the venue.

For details about upcoming Career Connectors events throughout the Valley, click here to visit the events section on the website for times, locations, and details about hiring companies and keynote topics.

12/12/2019 – Salary Negotiation: Make More Money

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Jack Milligan Salary Negotiation

Written by: Connie Huber, SHRM-CP PHR

Salary negotiations have always been a part of the hiring process. However, there has been a notable shift in negotiations being the new normal for today’s job seeker. What is the driving force behind this effort? Is it due to a tight labor market or access to salary information that gives candidates more confidence to exercise their negotiating power?

According to recent research from Robert Half determined the following:

  • 55% of professionals surveyed tried to negotiate a higher salary with their last employment offer. 16 point jump from similar survey released in 2018
  • Survey of 2,800 workers with equal member of senior managers, also found that respondents from Miami, San Diego and San Francisco were most likely to ask for more pay and those from Minneapolis, Philadelphia and Cleveland were the least likely.
  • 68% of male employees tried negotiating pay compared to 45% of women
  • More professionals ages 18-34 (65%) asked for higher salaries versus those ages 35 to 54 (55%) and 55 and older (38%).
  • In a separate survey, 70% of senior managers said they expected some back and forth negotiating from candidates. More senior managers said they were open to negotiating pay (62%) and benefits and perks (59%) than a year ago.

Keynote

Jack Milligan: Career HR Guy, Founding Partner, Founder and Instructor, Author! Jack’s career has allowed him to be involved and exposed to all aspects of HR. One of his most significant accomplishment was that he hired, or was involved in the hiring, of more than 20,000 employees. Needless to say, Jack is well-versed on the subject of salary negotiations.

Jack has come to the following premise:

  • Most people DON’T negotiate – 75% of those who could, DON’T
  • Of those who DO negotiate – most do it wrong
  • Only about 10% of those who could negotiate do it right – “according to Jack”.
  • Jack’s objective is to make us comfortable with being a 10% skilled negotiator

Negotiating is an art! Key competencies are patience and courage.

  • You get better with practice
  • Negotiating salary is intensely personal
  • Most people don’t ask – 75% accept
  • Negotiating is not just for today, but also for your future

WHY, we don’t negotiate?

  • Most don’t think we have the leverage to negotiate
  • Most are happy/relieved to have an offer
  • Gender differences play a key role along generational differences
  • Most people do not ask – they accept what is offered.
  • Those who do not negotiate leave a pile of $$$ on the table

Three legitimate salary channels of negotiation and realities:

  • Ultimatum: 5% succeed, over 70% fail. Excessive in both amount and attitude; creates lasting negative impression; 30% success rate. “Thank you for the $90K offer, I need to make at least $130k to get me to move.” Candidate is very “take or leave it”.
    • Reality: Works only in seller’s market where candidate is being recruited, has highly valued skills, is currently well situated and can afford to pass on an opportunity.
  • Demand: More sincere and reasonable, states a specific amount, leaves negotiation choice up to employer, allows walk-away without counter. 30% failure rate less than half of 70% at the demand point. “Thank you for the $90k offer I want at least $100k.”
    • Reality: Works only by default. States a certain number and is demanding. Lets the employer vacate the offer with a counter which includes unnecessary risk.
  • Requestive: Ask a question, implies flexibility, creates negotiable environment, makes positive impression, requires a response. Zero risk, 91% successful in getting something tangible, 9% get peace of mind. “Thank you for the $90k offer… do you have any flexibility in the offer, or do you have any room to negotiate, or do you have any wiggle room?”.
    • Reality: Works without failure or risk. Makes a positive statement to the employer while injecting uncertainty in an employer driven process. Creates an opportunity for positive negotiations. Maximizes the offer.

Final Thoughts:

  • NEVER/EVER accept the offer when it is given. Clarify any questions you have and take some time to think about the offer.
  • All jobs are temporary in today’s workforce. Realizing this early in the process will put us in the mindset of negotiation.
  • Practice patience (patience is the key to your success), courage and planning to get better at negotiation.
  • Do not accept the offer on the spot and do not hesitate to ask questions. Always ask appropriately.
  • 91% of those who tried the negotiation channels get some tangible results.

Hiring Companies

USAA
Andrew La Vine, Real Estate Manager

USAA’S mission is to facilitate the financial security of its members, associates, and their families through provision of a full range of highly competitive financial products and services. USSA seeks to be the provider of choice for the military community. Military members are a primary focus. Over 33,000 employees provide legendary service and quality products – 4800 of those employees are in Phoenix. Jobs include Customer Service, Insurance, Banking, IT Software Developers.

Current openings include customer service representative, entry-level adjuster, real estate processor, Java Software Engineer and Risk Compliance. Benefits are robust and cater to its employees. For more openings and information go online to the website to apply.

U-Haul
Alex Taylor, Corporate Recruiter

U-Haul was founded in 1945. U-Haul trucks and trailers can be rented anywhere in the US and Canada. Nationwide, U-Haul has 32,000 employees. The company has the largest truck fleet in the world; 20,000 independent dealers and over 1,900 company-owned centers.

Current openings include positions in every field. Contact center: customer service and sales; Corporate; accounting and project planners; Field: retail sales and customer service agents; and IT: software infrastructure software engineer. Benefits include medical, dental, vision and prescription. The company also emphasizes the health of its employees with its Healthier U program. For additional details visit U-Haul.

Resource

Career Connectors Academy
Landi Carfi, Brighton College, V.P. Corporate Training

Career Connectors is proud to partner with Brighton College to form Career Connectors Academy. The Academy offers a wide variety of accredited online college programs, along with many professional development classes. The focus is on quality and affordability. There are a number of online certificate programs such as IT, Business Management, Paralegal, Medical Assistant, Legal Nurse Consultant, and Online Professional Development classes.

All programs are on-line allowing students to study at their own pace. Career Connectors is offering no cost IT certifications at no cost to qualified people. Interested professionals must mention Career Connectors when talking to Brighton College Staff to receive the discounted tuition rate. Check out the website for further information.

Closing

Jessica Pierce closed the meeting by thanking Highlands Church and their volunteers. Happy Holiday wishes went to all! See the Event Schedule for information on upcoming 2020 events.