cvp newsletter oct 2013.pdf

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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!

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CVP NewsLetter October 2013!

TRANSCRIPT

Page 1: CVP Newsletter Oct 2013.pdf

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!

Page 2: CVP Newsletter Oct 2013.pdf

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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

Page 3: CVP Newsletter Oct 2013.pdf

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 …

Page 4: CVP Newsletter Oct 2013.pdf

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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

Page 5: CVP Newsletter Oct 2013.pdf

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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

Page 6: CVP Newsletter Oct 2013.pdf

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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/