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Some spots open for ProMatch career services this Weds. 6/25 and Weds. 7/2 June 19, 2014

Posted by Sue Connelly in Events, Job Search Tips, jobs, Training.
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Hello Everyone,

I’ve received rave reviews from KIT List members about ProMatch, a free service from the California EDD, that has many features to help professionals with career growth.

ProMatch has some openings for its orientations this Wednesday and next, 6/25 and 7/2.

Please show up on time since it’s a first-come, first-served basis.

ProMatch is impressive and many of our KIT List members vouch for how the program focuses professionals on getting back into great jobs.

ProMatch is offered at no charge — it is part of America’s Job Center of California collaboration between the state’s EDD Experience Unlimited program and the NOVA Workforce Investment Board.

I encourage you to attend the Wednesday orientation and benefit from ProMatch’s excellent array of tools, workshops, success teams, professional career coaches and speakers to help you conduct a smarter job search.

Warmly,

Sue

*****************
ProMatch Career Resource Center

You are a professional. You realize that you need to be on the inside track to land the next job in your career.

But to tap the hidden jobs, you need support. The kind you get from a strong network.

When you join ProMatch, you get all the networking support you need at no charge:

- Professional networking opportunities to tap into the hidden job market

- Small group success teams who hold you accountable and support you in your search

- Workshops where you hone your resume, practiceyour interviewing and grow your network

- No-fee sessions with professional career coaches and guest speakers waive their high fees for you

Get started at one of these ProMatch orientations:

Wednesdays
8:15 to 11am

No reservation needed. Just show up (on time!) at:
ProMatch Career Resource Center
505 W. Olive Ave. Suite 737
Sunnyvale, CA 94086

http://www.promatch.org

Phone: (408) 730-7671

Free Presentation on 6/21: “How to Start a Business in Silicon Valley” June 18, 2014

Posted by Sue Connelly in Events, Job Search Tips, jobs, Training.
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Hello Everyone,

Here is an excellent free event this Saturday, 6/21, for those of you who may have a whole new future by starting your own business!

Menlo Park Presbyterian Church (MPPC) has a terrific career and jobs program though their Career Action Center and services. They have events every first and third Saturday in Mountain View, CA.

They’ve got a great topic this Saturday, 6/21.

Check out their site for their services (many of my own friends have sung its praises) and the info for this Saturday’s free event is below.

It’s SO worth it to get out and meet smart people and learn effective strategies for taking charge of your career.

Go for it!

Sue

http://mppc.org/calendar/career-actions-ministry

Saturday, June 21
9:30 to 11:30 a.m.,
Menlo Park Presbyterian Church (MPPC)
Mountain View (CA) Campus, Fellowship Hall

Guest Speaker: Jenny Huang and Peter Sanchez of the Silicon Valley Small Business Development Center

Presentation Topic: “How to start a business in Silicon Valley”

About the presentation:
Assess your entrepreneurial profile, understand the legal requirements, permits and licenses needed to start your business, get started on your business plan, and learn about the wealth of resources available to help your small business get started, grow, and thrive.

About the Speakers: Jenny Huang has over 20 years of experience as a marketing consultant, a brand marketer and communicator in the hardware, software and telecommunications industries. She brings a rich background in branding and marketing, and a passion in assisting any growing start up or progressive company in building a strong brand identity and marketing foundation essential for leadership and differentiation in a competitive, global market environment. Her thorough and laser-focused approach to problem solving helps companies prioritize critical elements to launch a successful business and drive growth through consistent innovation and execution. She is the Founder and CEO of a boutique strategic marketing consulting practice based in Mountain View. She also serves as a business advisor assisting clients who seek help in start-up assistance, marketing strategy and message development, business planning, market research and access to capital.

Peter Sanchez has a wealth of experience in residential real estate, technology, education and banking. He is retired Manufacturing Engineer from Inter Corp and is the Co-Founder of a housing development non-profit. He has co-founded various businesses including Pacific Bay Capital Group, College Now, Friends of MESA and Silicon Valley Venture Partners. He is very active in the community and promotes entrepreneurship within his professional space of influence. His has a Bachelor’s of Science in Industrial Tech. Electronics from San Jose State University.

About the Silicon Valley Small Business Development Center:

The Silicon Valley Small Business Development Center (SV-SBDC) is dedicated to the success of entrepreneurs in the Greater Silicon Valley Area, which includes Santa Clara and South San Mateo Counties.

They offer a wide variety of services for present and potential small business owners,including no-charge expert counseling, low-cost training, information resources, events and seminars.

SBDC business advisors can assist you and your business in becoming lendable and may introduce you to appropriate funding sources. They can crystallize your thoughts on growth strategies, guide you through tough human resource decisions, and map out strategies to increase your sales and profits. All counseling services are confidential and free of charge.

Contact SV-SBDC at http://svsbdc.org/ or 408-351-3610.

Directions to 1667 Miramonte Ave. in Mountain View, CA

Contact: Marcia Davis-Cannon

http://mppc.org/calendar/career-actions-ministry

The Questions Managers Want You to Ask During a Job Interview June 13, 2014

Posted by Sue Connelly in Job Search Tips, KIT List, Training, Uncategorized.
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Hi Everyone,

I just saw this on Mashable with some good pointers for job seekers.

Here’s the link, and I’ve also included the whole article below:

http://mashable.com/2014/06/09/job-interview-questions/?utm_cid=mash-com-fb-main-link

Wishing you successful interviewing!

Sue

The Questions Managers Want You to Ask During a Job Interview

By Ritika Trikha

 

It’s a query that can give an ill-prepared job seeker pause: So, do you have any questions for me?

Interviewers will judge you by your questions. Almost all employers wrap up job interviews by turning the tables and offering candidates an opportunity to showcase how well they understand the role, how interested they are in the opportunity and what plays to their passions points.

When the time comes to flip roles and grill your interviewer about the potential job, it can be tempting to ask pressing questions about salaries, hours and workload. But asking questions about vacation time, salary reviews and benefits might be red flags — and worst-case scenario, they might cost you the job.

When asking your interviewer questions regarding compensation or scheduling, there’s an imminent risk of being perceived as self-serving. Questions that are more focused on achieving results, helping the company grow and showing how well you’ve researched the role are the most wow-inducing. The goal is to end with a bang and leave a solid impression.

We asked managers what they actually want to hear candidates ask during an interview. Below are a few of their responses.

1. “How has [the company you're interviewing for]‘s product impacted you directly?”

“This question shows that the candidate wants to work in a place where people are passionate about what they do. They don’t want to come to work just to get a paycheck. They want to know how employees interact with the product and how it has personally impacted their lives.”

— Ragini Parmar, hiring manager at Credit Karma.

2. “How would my role affect the business in the short-, medium- and long-term?”

“First, this question demonstrates that the candidate isn’t just thinking about themselves, but rather where they fit into the strategy of the business as a whole. It switches the conversation from being about what the company can do for them to what they can do for the company.”

–- Erin Patterson, talent acquisition at Moxie.

3. “Why did you join [your company]?” In other words, a very polite version of “Why should I want to work here?”

“Top candidates are generally interested in what the interviewer found so attractive about the company they now work with. When a candidate wants to know why I dropped everything to join Spoon, they’re really getting a read on whether or not the opportunity is truly compelling.

This question specifically tells me that a candidate is thinking about the long-term future and isn’t interested in just another job — a good indicator that they take their work seriously and will only move for the right opportunity. They likely want to know about the company’s product story, current revenue, short- and long-term plans, culture and team in place.

If hiring managers aren’t prepared with honest and persuasive reasons why they joined their current firm, top candidates can quickly lose interest and move on.”

— Colin McIntosh business development at Spoon.net, a web-based computing platform.

4. “What gets you out of bed every day and excites you to come to work?”

“I love this question for two reasons. One, it’s a little bold. It’s personal in nature, and I’m not interested in hiring someone with whom I can’t connect on a personal level. But it also is a great way for a candidate to get a sense of what it’s like to work with us — what the office environment is like, what we’re passionate about, what our values are. Plus, implicit in the question is that they’re ready and willing to also get out of bed excited and ready to work.”

— Joshua Dziabiak, cofounder and COO of The Zebra, a digital auto insurance agency.

5. “What are the biggest trouble-spots you’re hoping the person in this position can help you with?”

“So much of job interviewing is focused on what’s great about the job, great about the candidate, etc. It’s refreshing to be asked what pain-points the person we hire will have to be able to handle. But remember, if you ask this question, be prepared to offer a few potential solutions or ideas for the issues raised by your interviewer. It’s a really interesting question, but job seekers need to be ready to think on their feet once they ask it!”

— Sara Sutton Fell, CEO and founder of FlexJobs, a telecommuting and flexible job site.

6. “What are your organization’s strengths and weaknesses compared to your competition?”

“Candidates are usually evaluating multiple firms and making their own comparisons to figure out which one is the best fit for them. This is a savvy question because the candidate is asking for an assessment and perspective on what makes Deloitte strong, while also trying to see how objective we can be about our own organization.”

— Patty Pogemiller, talent acquisition and mobility leader at Deloitte LLP.

Free training for PMP (Project Management Professional) certification in San Franciso April 29, 2014

Posted by Sue Connelly in Events, Job Search Tips, jobs, KIT List, Training.
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Hi Everyone,

Someone from the KIT List was kind enough to send this information to me about an opportunity for job seekers to get the much-valued PMP certification…free of charge.

NOTE: If you know of other free or close-to-free job search or career develoment resources, please let me know and I’ll post it on the KIT Resources email list. If you’re not already subscribed to it, you can join by sending an email to KITlistResource-subscribe@yahoogroups.com.

Please go to the links below to find out more about the PMP program — you do need to qualify for the funding, but the site will help you through the process.

One of the smart things to do when you’re out of work is to increase your value by building new skills. A PMP certification has long been recognized as an important accreditation.

Also, there are other great training programs through TechSF (http://www.bavc.org/techsf), so be sure to go to their site to find out more about their other services to job seekers!

Warmly,

Sue

****************
Register for TechSF & get funded to train in Project Management!

Project Management Bootcamp

https://bavc.org/project-management-bootcamp-may-12th-july-31

This intensive evening training beginning May 12th and finishing July 31st will target preparing students for the industry standard certification exam (PMP), as well as cover the following topics: project management theory of initiating, planning, executing, monitoring, and closing projects; using Microsoft Project software; career assessments, workshops, and counseling.

Prerequisites: a secondary or four-year degree; demonstrable project management experience

Find more information at bavc.org/tech-sf

Register for TechSF to get started!

Questions?
Contact natalie@bavc.org

5 Ways to Follow Up Without Being Annoying April 15, 2014

Posted by Sue Connelly in Job Search Tips, jobs, KIT List.
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Hello Everyone,

This recent article in “The Daily Muse” has some smart points on how to strike that right balance between dropping the ball on following up — and being a stalker!

Don’t be disheartened if you don’t hear back the first time since recruiters and employers are also overwhelmed with email and other communications on top of their regular workload. DO follow up, DO be clever about it. It’s worth it!

Happy reading,

Sue

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Link to the article:

http://mashable.com/2014/04/05/effective-follow-up/?utm_cid=mash-com-fb-main-link

5 Ways to Follow Up Without Being Annoying

By ELLIOTT BELL for The Daily Muse
Apr 05, 2014

I had a conversation with a friend the other day about his job search that went something like this:

Friend: I wrote to him last week and still haven’t heard back. It’s so frustrating.
Me: Why not follow up and check in?
Friend: I don’t want to be annoying.

The fear is understandable. No one wants to be annoying or bothersome to a professional contact, especially when you want a job, meeting, sales dollars, or something else very important from that person.

But here’s the rub. The average person can get a few hundred emails a day. That makes it pretty tough to respond to all of them, and things naturally fall to the bottom of the list. If you don’t get a response, it doesn’t mean that someone’s ignoring you — it just may mean that he or she is too busy.

So, to the question: Should you follow up? Absolutely. In fact, it’s your job. And how often should you do so? One philosophy is: As many times as it takes. The important thing is to do it the right way. Or, as some may call it, to be “pleasantly persistent.”

Here are a few tips on how to (nicely) follow up with that hiring manager, sales lead, or VIP—and get the answer you’re looking for.

Rule 1: Be Overly Polite and Humble

That seems obvious enough, but a lot of people take it personally when they don’t hear back from someone right away. Resist the urge to get upset or mad, and never take your feelings out in an email, saying something like, “You haven’t responded yet,” or “You ignored my first email.” Just maintain an extremely polite tone throughout the entire email thread. Showing that you’re friendly and that you understand how busy your contact is is a good way to keep him or her interested (and not mad).

Rule 2: Persistent Doesn’t Mean Every Day

Sending a follow-up email every day doesn’t show you have gumption or passion, it shows you don’t respect a person’s time. The general rule of thumbis to give at least a week before following up. Any sooner, and it might come off as pushy; let too much time pass, and you risk the other person not having any clue who you are. I typically start off with an email every week, and then switch to every couple of weeks.

Rule 3: Directly Ask if You Should Stop Reaching Out

If you’ve followed up a few times and still haven’t heard back, it’s worth directly asking if you should stop following up. After all, you don’t want to waste your time, either. I’ll sometimes say, “I know how busy you are and completely understand if you just haven’t had the time to reach back out. But I don’t want to bombard you with emails if you’re not interested. Just let me know if you’d prefer I stop following up.” Most people respect honesty and don’t want to waste someone’s time, and they’ll at least let you know one way or another.

Rule 4: Stand Out in a Good Way

I once had someone trying to sell me something that I was remotely interested in but that was nowhere near the top of my priority list. Every week, he’d send me a new email quickly re-explaining what he sold—as well as a suggestion for good pizza to try around the city. Why? He had seen a blog post where I mentioned I’d eat pizza 24/7 if I could, and cleverly worked that into his follow-up. It made him stand out in a good way, and as a result, we eventually had a call.

The lesson: If done well, a little creativity in your follow up can go a long way. If you’re following up about a job, tryAlexandra Franzen’s tips for giving the hiring manager something he or she can’t resist.

Rule 5: Change it Up

If you’re not connecting with someone, try changing it up. In other words, don’t send the exact same email at the same time of day on the same day of week. Getting people to respond can sometimes just come down to catching them at the right time. If you always follow up in the morning, maybe try later in the day a few times.

Remember: If someone does ask you to stop following up, stop following up. But until you hear that, it’s your responsibility to keep trying.

Kick Off the Year Right! Create Your Life Planning List January 8, 2014

Posted by Sue Connelly in Job Search Tips, jobs, KIT List.
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Hello Everyone,

I’m sharing this post with a smart tool for getting your goals set — which is a great way to start this new year! Jennifer LeBlanc is a friend and talented coach, and she’s given me permission to share this post and her “Life Zones” tool with our KIT List community.

Here’s Jenn’s blog post:

I am a list addict. I write lists for everything:

• Yearly planning lists
• Weekly priorities
• My team’s priorities/client needs this week
• Groceries and meal plans
• How to launch a company successfully
• Weekend tasks
• People I want to connect with professionally
• And so on … .

So it is no surprise that part of my retreat process includes a list. Every retreat I go on, I review my “Life Zones” list to make sure that I am not missing anything.

20140108-110737.jpg
Here is a very simple exercise you can do any time you feel the need for a life check in, such as:

• The new year is a natural time for this work.

• The beginning of spring always seems like a good time to do some internal housecleaning as well.

• On your birthday, another natural time of reflection.

• In September, the beginning of the new school year (whether you are in school or not, it’s a time of new beginnings).

• The beginning of each new quarter is fitting.

• Any time there is a major change or shift in your life.

For each of the life zones, write down your answers to three simple questions:
1. Where am I now?
2. Where do I want to be?
3. By when?

Life Zones:
• Family/Home Life
• Finances
• Career/Business
• Personal Character
• Relationships
• Leisure Time
• Self Care
• Learning
• Legal

Take 30 minutes to write out your answers to each of these simple questions for each life zone and you will quickly have your 2014 plan created…if not a full life plan!

About the Author:

Jenn LeBlanc is the CEO and Founder of ThinkResults Marketing and also runs ThinkResults Coaching for high-performance executives and entrepreneurs. Jenn offers a complementary 30-minute Coaching Call, or you can participate in her 2014 Breakthroughs Retreat at Costanoa Lodge on the California coast later this month. http://thinkresultscoaching.com/

A Christmas Wish for You December 25, 2013

Posted by Sue Connelly in Uncategorized.
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Hello Everyone,

Kelly, Amy and I want to send you our warmest Christmas greetings — and that you each are surrounded by loving friends and family during this holiday season.
20131225-032118.jpg
For our Jewish friends, it must have been a treat to celebrate both Thanksgiving and the start of Hanukkah on the same night!

In our KIT List community of over 71,000, the past year has been filled with welcoming new babies, saying farewell to loved ones (Kelly’s and my Mom passed just a little over a year ago, following our Dad’s death a year and a half before), many of you have left old jobs to find great new ones, and life has presented the crazy, challenging and wonderful mix of the ups and downs of being on this Earth.

I hope that you’ve had the encouragement of friends and family during the tough times — and that they’ve been able to celebrate the good times with you as well.

I hope that for any of you who may be having a hard time, especially during the holidays, that you are not alone. If you can reach out to others and let them help you, you might be really surprised to know the support that’s just waiting for you. I have to admit that my prayer life gets better when things are challenging!

Most importantly, when things look particularly grim, to just hang in there because things invariably get surprisingly…and often dramatically…better. You just never know when something wonderful is just around the corner. This has been reinforced by the many stories I’ve heard from KIT List folks, what I’ve seen friends encounter, plus my own life experiences.

Our wish for you is that the year ahead surpasses all of your expectations. That it is filled with giving of yourself in new and unexpected ways, and that you are blessed with joy, excellent health, many people you love — and work that you truly enjoy!

May the hope and promise of Christmas be fulfilled in many remarkable ways in your life in this new year.

God bless you!

Sue and Kelly Connelly
Amy Sloniker Plunkett

DON’T DO IT, Yahoo (Marissa!), DON’T Start Ranking Workers on a Curve! November 15, 2013

Posted by Sue Connelly in Job Search Tips, jobs, KIT List.
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Hello Everyone,

As one of fans of Yahoo who is rooting for its return to success, and heartened by their choosing Marissa Mayer, I was very alarmed to read of their plans to use the ill-conceived practice of ranking employees on a curve — and firing the supposed bottom 10%.

DON’T DO IT!!!!!!

In an industry where companies already hire top performers and the cream of the crop already, the concept of using something that suppresses innovation, stifles team spirit, uses flawed and subjective ways of determining a human being’s “worth” to a company, I am adamantly opposed to this dangerous practice that spreads like a cancer throughout the very lifeblood of a company — it’s people!

I went to college at the University of California at Davis (Go Aggies!) and it was, and is, a difficult school to get into. I worked hard in high school and got good grades. So did everyone else who got in. Imagine my surprise when I was in huge classes of hundreds of students, and learned about grading on the curve. I can see some of the rationale to be fair in case the
Professor made the tests too hard or too easy — but it’s wrong as a standard practice or as sole means of measurement. In a class of sharp, hard-working students, I refuse to believe that some should automatically get D’s or F’s based on a formula!

In the workplace, this has even worse results. The wrong people may be labeled incorrectly, or be victims of a bad manager.

The article below makes an excellent case why we need to ask Yahoo, for the SAKE of Yahoo’s future and brand, to abandon these plans swiftly.

Please feel free to share your thoughts or experiences in the Comments section.

Thanks, everyone!

Sue

*****************
Yahoo’s Latest HR Disaster: Ranking Workers on the Curve

By Joshua Brustein
Bloomberg Business Week

If Marissa Mayer is as good at identifying winning startups as she is at embracing contentious human resources practices, Yahoo! is going to be just fine.

Several months after the great work-at-home kerfuffle of 2013, Yahoo employees were up in arms about a new policy that forces managers to rank employees on a bell curve, then fire those at the low end.

According to AllThingsD, Marissa Mayer reportedly told Yahoo workers that the rankings weren’t mandatory, but many people disagree. The company hasn’t responded to a request for comment.

With its embrace of rankings, Yahoo has waded into the “third rail of human resource management.” Forcing managers to rank their employees along a bell curve was popularized in the 1980s (thanks, Jack Welch), but lately it has fallen out of favor.

The Institute of Corporate Productivity says the number of companies using either a forced ranking system or some softer facsimile is down significantly from previous years. Companies performing well were less likely to be using forced ranking systems than those that weren’t. Just over 5 percent of high-performing companies used a forced ranking system in 2011, down from almost 20 percent two years earlier.

Basically, many people have lost faith that ranking employees works, and some research suggests that employee performance doesn’t follow a bell curve at all. Instead, most people are slightly worse than average (PDF), with a few superstars. And while a bit of pressure can motivate people, constantly pitting employees against one another is terrible for morale. In a company that is going through layoffs, this gets worse over time (PDF), wrote several MIT professors in a study of forced rankings in 2006. “As the company shrinks, the rigid distribution of the bell-curve forces managers to label a high performer as a mediocre. A high performer, unmotivated by such artificial demotion, behaves like a mediocre.”

This can have a particularly bad impact on innovation, arguably the thing Yahoo most needs now. When employees worry about being ranked at the bottom of the pile, they take fewer risks, said Cliff Stevenson, who studies workforce issues for i4cp.

However, rankings also suggest increased data about employees, which plays into Silicon Valley’s weakness for hard numbers. In Stevenson’s study, tech companies were over three times as likely to implement a forced ranking system than the respondents overall—although he cautioned that the sample size was too small to make any authoritative declarations.

The continued appeal is largely that rankings appear to take the “human” out of human resources. Rigidly formatted evaluations generate a stockpile of crunchable information that can be used to run various types of systematic analyses. Even this will work only if the seemingly objective information is valid. Stevenson has his doubts.

“Inherently the problem in ranking is that, unless it’s based purely on objective data—which you rarely see outside of a call center, it brings in a human element. There’s no way to data-fy that,” says Stevenson. In other words, managers’ prejudices and stray opinions get transformed and codified in what appears to be raw data.

This seems to be one of the specific complaints being made by Yahoo employees: The rankings are both high-stakes and completely arbitrary.
As the techies say, garbage in, garbage out.

Here’s the link to the article:

http://mobile.businessweek.com/articles/2013-11-12/yahoos-latest-hr-disaster-ranking-workers-on-a-curve

20131115-153907.jpg

5 Ways to Ask for a Referral October 31, 2013

Posted by Sue Connelly in Job Search Tips, jobs, KIT List.
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Asking for referrals and introductions makes most of us uncomfortable. But think about it. If you’ve had a great experience working with someone, it’s really satisfying to refer that person to a friend or colleague. It’s even more rewarding when your colleague, too, finds value and thanks you for having made the connection.
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So how do you ask for a referral without being pushy or sounding desperate?

First, it’s helpful acknowledge your appreciation for the referrer. Something like: “You know, Joe, I really enjoy our work together. In particular, I appreciate the way you rally the troops to tackle big challenges…”

Then follow with “the ask.” The key is to ask in a way that encourages them to think of a specific person and give you specific name. Here are five ways to ask.

1. The Basic:
Who do you know that should know about me?

2. The Acknowledgement:
Who do you know who, like you, [compliment, aspiration]? Example: “Who do you know who, like you, has built a successful, fast-growing company and might need someone like me to…?”

3. The Challenge:
“When we first started working together you were experiencing [problem]. Who do you know that has a similar challenge who may want to meet me and learn more about how to achieve similar results?”

4. Curiosity:
“Who do you know who may be curious about the type of customized training program we’ve designed for you?”

5. The Breakthrough:
“You really achieved a significant breakthrough recently when we worked together on [project]. Who do you know who may seek a similar breakthrough?”

The next step is to ask them if they would be willing to make an introduction via email or phone. When they say yes, make it really easy for them. Send a brief one-paragraph introduction that highlights the types of problems you solve and results you deliver.

Before the introduction, be sure to ask the referrer what you should know about that person. Any information you can glean to help “break the ice” in your first call will result in more rapid rapport, and a higher probability of success.

What have you found works best to seek referrals from your colleagues and satisfied clients?

Share your ideas or experiences in the Comments section of this blog.

About the Author:

Kate Purmal is COO of an early stage stealth cell therapy company. She also serves as a consultant, advisor and business coach to CEOs, executives, and entrepreneurs. Previously Kate served as a Senior Vice President at SanDisk, the CEO of the software joint venture U3, and led the product team that designed and launched the PalmPilot.
www.katepurmal.com

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Introducing the Career Actions Network. Next meeting is November 2nd. October 29, 2013

Posted by Sue Connelly in Events, Job Search Tips, KIT List.
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Hello Everyone,

I was on a speaker panel recently with Al Hulvey, one of the heads of the Career Actions Network, which is a very effective and free service that is being offered by Menlo Park Presbyterian Church (MPPC).

The church has an excellent program of meetings with expert speakers on job search strategies, plus small accountability groups, and a résumé and referral network.

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You can sign up on their network now — and I also encourage you to attend their next Large Group meeting on 11/2/13 with the topic, “Hire Yourself an Employer.”

See the end of this email for the topic and speaker info.

Here’s their link:

http://mppc.org/connect/information-job-seekers

These are the key actions you can take to access their great (and free!) resources:

1. Attend a Large Group Meeting.

When: On the 1st and 3rd Saturdays
9:30 to 11 a.m. at MPPC’s Fellowship Hall
1667 Miramonte Ave., Mountain View, CA

The aim of the large group meeting is to provide practical training on job search skills and networking. This large group setting offers:

- Presentations by experts to help you improve your job search
- Networking with a broad cross-section of professional disciplines
- Resume review with instant feedback
- Opportunities to join a Success Team and participate in our Job Referral Network

2. Join a Success Team.
CAM (Career Action Ministry) offers on-going small group support and encouragement through weekly Success Team meetings. These groups of 5-10 job seekers provide:

- A regular meeting structure that avoids isolation
- A forum for sharing ideas, contacts, and job leads
- A sympathetic group to practice interviewing techniques or other job search skills
- A trusted team to share individual problems for referral to other MPPC ministries or community resources.

3. Become part of the web-based Career Actions Network.
A unique feature of the CAM program is our job referral network. Members of the congregation have opted in to provide job leads and referrals. Register to create a profile and post your resume.

The next Large Group meeting:

Saturday, November 2
Guest Speaker: Dennis Romley
Presentation Topic: Hire Yourself an Employer

About the Presentation:
Go Hire Yourself An Employer (originally a book title by Richard Irish) is a powerful concept and the theme for Dennis Romley’s talk. Dennis will dissect the job search process and zero in on getting the interview. He offers concrete advice on how to nail each interview. Key is what Dennis calls the “ladder to success” which will translate personally to each one of us regarding our process of searching for a job. Participants will leave this discussion with an awareness of our choices in getting more of what we want in each situation as well as great materials for preparing and interviewing powerfully.

About the Speaker:
Dennis Romley is the founder and principal of Threshold Consulting, a firm dedicated to organizational change & development and strategic management of human capital. Recent assignments include: transition consulting and career coaching for Career Curve clients, design and delivery of Collaboration and Ideation workshops for product conception and improvement, and talent retention strategies for an organization under fire.

Dennis applies his skills as a strong negotiator, compassionate leader and team collaborator to produce the results needed when he is called in to support organizational change. He has over 30 years experience in strategic and global roles that include Senior Vice President at Roche Pharmaceuticals, Vice President SRI International/SRI Consulting and Director at Raychem Corporation (now Tyco). Dennis is a mentor and coach with senior leaders to encourage positive team and organizational dynamics. With global leadership and training experience in the USA, UK, Switzerland and Japan, Dennis is able to apply best practices across cultures and teams.

Warmly,

Sue

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