cvp newsletter oct 2013.pdf
DESCRIPTION
CVP NewsLetter October 2013!TRANSCRIPT
Congratulations! Got a Job:
Leonor Ayala
Kevin Gilliard
Lovella Gillum
Kristen Johnson
Ken Luong
Shioban O’Hara
Susan Osborn
Susanne Schramm
Ahbrahm Slaybaugh
David Warren
Steve Braco
Gregory Rodriguez
Cha V. Khang
Melissa Leyva
Theresa Real
Carolyn Robertson
Central Valley Professionals (CVP) is the local chapter of Experience Unlimited, a networking group of unemployed and/or under-employed mid- and upper-level technical and managerial job-seeking professionals, which is sponsored by the Employment Development Department (EDD).
The EDD provides our active members with the resources and guidance on job search activities, which meet and conform to the State and Federal laws, Equal Employment and all Americans with Disabilities Act (ADA) laws.
CVP’s mission is to provide a supportive environment to allow active members to assist others
and obtain employment and return to work as soon as possible. All our services are free to new and active members, as well as all Central Valley employers.
Listed below are the services that CVP provides:
Classes/workshops/training sessions for job searching
Computers, printer, Internet and Wi-Fi access
Telephones, fax and copy machines
Employee job listings and referrals
Resource library
Guest speakers that speak at a seminar once a month
About Central Valley Professionals
Central Valley Professionals Monthly Newsletter October 2013
To Contact CVP: 3302 N. Blackstone Ave., Suite 225 Fresno, CA 93726 (559) 230-4063 [email protected] www.cvpfresno.org CVP Coordinator:
Annette Wholaver (559) 230-3628
Edited by:
Darlene E. Lobkowski [email protected] & Roselyn Walker [email protected]
INSIDE THIS ISSUE Page
About Central Valley Professionals 1 Members Who “Got a Job” this Month 1 CVP Library - Check us out! 1 CVP Committees, Meeting & Facilitator Training Times 2 October Seminar Class Photo 3
Save the Date – Holiday Luncheon/Buffet 3
Article – “4Benefits of a Mock Interview” 4 Article – “5 Must-Ask Interview Questions” 5 Article – “Dress for Success” - Your Interview Outfit 6
CVP Library
We recently received the loan of several books for our library and are expecting receipt of a gift of several others soon. If you would like to check a book out, please see Janet Towne of the Administration Committee. The CVP Library is located on the west wall in the back hallway.
Check us out!
2
TRAINING & DEVELOPMENT:
This committee is responsible for facilitator
training, scheduling speakers and workshops, pre-
paring handouts and putting on the monthly CVP
seminar. They provide administrative support as
requested by seminar guest speakers and maintain
the training room during the seminar.
CVP Committee Meeting Times
Administration:
11:00 a.m. - Tuesdays
Computer Services:
1:30 p.m. - Wednesdays
Information Resource:
9:00 a.m. - Fridays
Interview:
11:00 a.m. - Thursdays
Marketing:
9:00 a.m. - Fridays
Résumé:
9:00 a.m. - Wednesdays
Training & Development:
8:30 a.m. - Wednesdays
NO Committee meetings during Seminar
week, except Computer
Services
ADMINISTRATION: This committee creates and catalogues all
forms and flyers used by CVP to make sure the
content is approved. They maintain membership
files, create name badges, and are also responsible
for presenting semi-weekly Orientation sessions,
and assisting other committees and the CVP
Coordinator. They maintain the CVP calendar of
events, prepare the Newsletter and manage the
CVP Library.
COMPUTER SERVICES:
This committee maintains the CVP member
database, provides reports to the CVP Coordinator,
and provides member information to other CVP
committee chairs and co-chairs. They also
provide computer assistance to members who
need it.
INFORMATION RESOURCE:
This committee’s primary responsibility is
communication. They use the web and social
media to connect employers with people
seeking employment. They maintain the CVP
website.
INTERVIEW:
This committee offers practice interviews to
new members. They videotape the interview, if
the member gives consent. Practice interviews
are done on the first Thursday after seminar week.
MARKETING:
This committee builds and maintains a
positive image of CVP. They create and deliver
a message of value for the membership, clients
and community. They network with local media,
businesses and organizations to promote the
message of CVP.
RÉSUMÉ:
This committee reviews résumés for inclu-
sion on the CVP website and Résumé CD, as
well as reviews and edits new member résumés.
They work together to ensure that CVP members
have a resource for developing their best résumés.
January
Facilitator Training (Now presented as a Workshop during monthly Seminar)
Central Valley Professionals Committees
3
Graphics frame from DepositPhotos
Save the Date It’s time to start planning our Holiday Luncheon/ Buffet, and we hope you will join us Dec. 11th.
Please contact Sue Schramm, Event Coordinator, if you are interested in volunteering to help.
Sue: 559/392-3817 [email protected]
Members will be asked to sign up to bring a dish or another item. Look for the sign-up sheet at our CVP sign-in desk.
2013 CVP Seminar Class - October
Graduates (L - R) Back Row: Raymond Willet, Jamie Rowland, Luis Gonzalez, Louvella Gillum, Robbie
Cranch, Jean Kennedy & Ahbrahm Slaybuagh. Front Row: Edna Collins, Phyllis Lemay, Jenny Nguyen,
Wendy Chavez, Silvia Montoya-Gomez, Lilly Bañuelos, Gay Sakata & Paula Parker.
The Holidays are coming …
4
Happy Harvest
4 BENEFITS OF A MOCK INTERVIEW
Mock interviews provide candidates with an opportunity
to test out their interview skills with someone who isn’t
evaluating them for an actual job. A mock interview may
be offered through career services for students or recent
alumni, by a career coach or through a local workforce
services office for candidates in the process of
transitioning to a new opportunity.
1. Mock interviews help candidates reduce their stress and anxiety about interviewing.
If you’re not sure how to answer typical
interview questions, mock interviews provide a
great opportunity for you to “test drive” your
answers. The person conducting the mock
interview is most likely a skilled interviewer and
can give you feedback on whether or not your
response is suitable.
2. Mock interviews help you boost your confidence.
Job coaches who conduct mock interviews are
usually ready to point out your strengths in the
interview process. By having confidence in your
skills, you will perform better in an actual
interview.
3. Mock interviews provide you with con-structive feedback in a low-stress environment.
No one is the perfect candidate, so mock
interviews help you clarify responses to certain
questions and help you work on areas where you
may have weaknesses. In a real interview, there’s
often not feedback about your interviewing abilities,
so a mock interview is a perfect opportunity to
find out why you may be having some difficulty in
landing your dream job.
4. Mock interviews can help you prepare for behavioral-based interview questions.
Many companies use “BI” questions. If you’re
not familiar with this type of interviewing, it may
be advantageous to give it a practice run in a mock
interview.
The expression that practice makes perfect
may very well be true with interviewing skills.
Take advantage of mock interviewing opportuni-
ties even if you think your skills are at a very high
level. There are things that we can all improve
upon when it comes to making a great impression
on a prospective employer.
Read more at: www.careerealism.com/mock-
interview-benefits
Photo Credit: Shutterstock
Articles of Interest to Job Seekers
5
What qualities make people on your team
successful?
Want the best boss for you? Here are must-ask interview questions
ou’ve heard it before. “People join a
company, but leave their boss.” It may be
conventional wisdom, but maybe it’s time to
back the convention. With savvy interviewing
skills, you can increase your chances of avoiding
the clichéd outcome and find a manager with
“staying power.”
OK, predicting the potential of a relationship
after one conversation is no easy feat, unless you’re a
speed-dating world champion. So, to make the most
of your interview, arm yourself with these five
questions for your boss-to-be, and see if you’re really
meant to happily share that office kitchenette.
1. How and when do you give feedback to employees?
If she only talks about the annual performance
review process, it may be a red flag that the lines
of communication for honest, constructive
feedback aren’t open. Let’s face it: we all can get
better at what we do. Would you rather start
getting better immediately, or first hear about
your “development opportunities” in December?
As a side benefit, this question shows your
interest in career growth.
2. What are the other team members like?
Sure, it’s nice to know whether you’ll be gaining
some happy hour friends in the deal, but listen to
the way the manager talks about your prospective
teammates. Is he speaking with pride, respect and
maybe even genuine affection? That’s a sign of a
boss who likes being a boss, not just someone
who’s unwittingly managing others because it was
the way to ascend the corporate ladder.
It’s even better if he suggests you meet some of
your future peers – and be sure to take him up on
the offer.
3. What qualities make people successful on your team?
Of course, this gives you a chance to describe
how you have all of said qualities in spades, but
also use this chance to read between the lines. The
first adjectives you hear are likely things your
future manager personally appreciates the most.
Do his values sync with yours?
4. How often do you interact with those who work for you?
The answer may range from multiple hours a
day to the occasional one-on-one meeting. There’s
no right answer, but there is a right answer for
you.
Are you a free-range employee who enjoys
autonomy and some distance? Or are you more of
an elbow-rubber who values close interaction and
frequent recognition? Be sure the answer you
hear can give you the kind of work environment
you enjoy.
5. Why did you join this company, and what’s kept you here?
This sounds like you’re just trying to better
understand the company, which is worthwhile on
its own. But tune into the subtext, too. You aren’t
fishing for the résumé rundown – you can get that
from LinkedIn. You want the personal story.
What motivates your boss? Does she sound
upbeat? Simply put, does it sound like she likes
her job? It’s tough for an unhappy employee to be
a great manager, so consider yourself warned if
her answer sounds flat or uninspired.
The Fresno Bee Sunday, October 13, 2013
Central Valley MARKETPLACE CareerBuilder.com
Y
6
DRESS FOR SUCCESS: HOW TO SELECT YOUR INTERVIEW OUTFIT
What you wear to an interview can make or break your chances of
getting hired. But with today’s varied workplaces (think Wall Street
vs. Silicon Valley), there is no hard and fast rule for what to wear.
Some companies mandate employees wear suits every day. At
others, you’ll be hard-pressed to find anyone wearing a tie –
billionaire CEOs included.
Why a 3-Piece Suit Isn’t Always a Safe Bet
Significantly overdressing (i.e. wearing a suit jacket
and tie to a workplace where the standard is blue
jeans, tennis shoes, and t-shirts) can be awkward for
both parties.
As the candidate, you might look around, see flip
flops galore, and start feeling insecure (the opposite of
how you want to feel during an interview). On the
other side, current employees might see your fancy
pants and feel that you don’t understand their culture.
Since an interview is all about proving your fit, this is
not the feeling you want to leave the employer with.
Should you always mimic the company’s attire? Not if
the office dress code is completely casual. In this case,
dress one to two levels above. For instance, wear a
skirt or khakis instead of jeans and wear dressy shoes
instead of flip flops.
How to Find Out What a Company’s Dress Code Is
If you’re not sure what the expectation is, do a little
digging online. Look for photos on the company’s website
and Facebook page, and check out its employees on
LinkedIn.
If the dress code isn’t obvious, ask HR or whoever
your point-of-contact is when you’re offered an in-
person interview. Some candidates are shy about asking;
don’t be. If anything, the employer will appreciate that
you’re detail-oriented and considerate of the company
culture.
A Few Guidelines
Regardless of whether a company is business professional or internet casual, there are a few rules that apply nearly
everywhere.
Clothing should neither be baggy nor skin-tight
Don’t show too much skin – no shorts, short skirts, or low-cut shirts
Shoes should be close-toed and in good condition (no noticeable scuff marks, frayed laces,
etc.); those who opt for a heel should keep it to a couple of inches or less
Accessories are fine, but don’t do anything too flashy (unless you’re going into fashion or
another industry where it’s appropriate)
Hair (including facial hair) should be well groomed
Avoid perfume and cologne (some people are allergic)
Makeup should be subtle
Nails should be clean; if wearing polish, choose a natural color
Comfort is king – don’t wear anything that will distract you or make you visibly awkward
How do you dress for success? How do you select your interview outfit?
Photo Credit: Shutterstock
Read more at http://www.careerealism.com/how-select-interview-outfit/