The Internet is a wonderful thing. You can learn of job opportunities on Twitter or build a job-hunting information dashboard, and of course you can follow your favorite Jobing.com blogger or search for jobs at Jobing.com or (if you’re a graduate of Arizona State University) the Sun Devil Career Network. However, when it comes to actually securing a job offer, you will have to leave your house. And meet people.

Face to face contact in the job search is more than just a good idea—it’s essential!

The ASU Alumni Association is hosting three career-oriented mixers within the next month that you’ll want to put on your networking calendar.

Nov. 18: Maroon and Gold Professional Network Mixer, 5:30-7 p.m., at aloft Tempe hotel, 951 E. Playa Del Norte Drive. Join Sun Devil professionals of all ages for a fun evening of conversation, complimentary appetizers, and a cash bar with happy hour pricing on drinks.

Cost: $10 for dues-paying members of the ASU Alumni Association, $20 for non-members. RSVP today

 

Nov. 19: Go Green/Live Green series conclusion, 8-9:30 a.m., at the ASU Art Museum, 51 E. 10^th Street, Tempe. Join the Alumni Association and experts from the university’s School of Sustainability as they discuss issues related to sustainability and community development. Meet other Sun Devils interested in sustainability and learn about trends impacting this area.

Cost: $20 for dues-paying members of the ASU Alumni Association, $25 for non-members. RSVP Today

 

Dec. 1: Women in Business “Wine and Networking” Mixer, 5:30-7 p.m., at La Bocca, Pizzeria & Wine Bar, 699 S. Mill, Tempe. Join other talented Sun Devil women as they connect and inspire each other.

Cost: FREE to dues-paying members of the ASU Alumni Association, $10 for non-members.
RSVP Today

 

All three events should be well attended and enjoyable. Bring your business cards and get ready to meet and greet!

Want to save on entry to mixers? Join the Alumni Association today!

 

There is a natural tendency to avoid asking questions when you are uncertain as to what the answers will be. As a result, managers often avoid asking questions. Instead, they just tell the employees the answers they really want to hear. It may seem like you are giving up control when you ask an open-ended question that engages the employee. But, it doesn't have to be a scary proposition. One way to encourage dialogue while still guiding the direction of the conversation is to use sideboards to frame the question.

Frame the question with sideboards.

Sideboards are the parameters that frame an issue. They are the "givens." Sideboards are the assumptions you have already made that are non-negotiable. In most situations, there is background information that must be considered before a conversation can progress. Those are the sideboards. Usually there are limitations (time, money, resources, etc.) that must be noted when you are exploring options. Those are the sideboards.

The challenge is to state the sideboards clearly before asking a question that involves the employee in finding the solution. Here are some examples of sideboards in action:

Given our current budget situation...which of our projects is the highest priority?

Assuming we will meet our end of the year objectives, what additional tasks should we pursue?

Knowing that our relationship with this client is tenuous, what options do we have for satisfying this order?

Given the restrictions placed upon us in the regulations, what alternatives should be considered?

As a manager, you can establish parameters that will help employees find workable, effective, and successful solutions to issues and challenges. Think about the sideboards.

 You can also reply to this blog with your comments, send me an email, or visit me online at www.managementeducationgroup.com. I'd love to hear from you!

There is a natural tendency to avoid asking questions when you are uncertain as to what the answers will be. As a result, managers often avoid asking questions. Instead, they just tell the employees the answers they really want to hear. It may seem like you are giving up control when you ask an open-ended question that engages the employee. But, it doesn't have to be a scary proposition. One way to encourage dialogue while still guiding the direction of the conversation is to use sideboards to frame the question.

Frame the question with sideboards.

Sideboards are the parameters that frame an issue. They are the "givens." Sideboards are the assumptions you have already made that are non-negotiable. In most situations, there is background information that must be considered before a conversation can progress. Those are the sideboards. Usually there are limitations (time, money, resources, etc.) that must be noted when you are exploring options. Those are the sideboards.

The challenge is to state the sideboards clearly before asking a question that involves the employee in finding the solution. Here are some examples of sideboards in action:

Given our current budget situation...which of our projects is the highest priority?

Assuming we will meet our end of the year objectives, what additional tasks should we pursue?

Knowing that our relationship with this client is tenuous, what options do we have for satisfying this order?

Given the restrictions placed upon us in the regulations, what alternatives should be considered?

As a manager, you can establish parameters that will help employees find workable, effective, and successful solutions to issues and challenges. Think about the sideboards.

 You can also reply to this blog with your comments, send me an email, or visit me online at www.managementeducationgroup.com. I'd love to hear from you!

 Recently, E-Tips has been focusing on the power of questions to build relationships and to engage employees in performance conversations. This month we offer a very subtle but powerful trick for expanding the possibilities of your conversations. Here's the trick:

Use plural nouns to open or extend the other person's perspective.

I don't want to get all "English teacher" on you (that's my husband Steve's job). Still, an awareness of the words you choose will allow you to have a greater impact on the conversations you initiate with employees. You use nouns in all of your open-ended questions anyway. That's how our language works. Now, when you ask for input ask for more than one response. Here are some examples of useful plural nouns:

· Goals rather than goal
· Options rather than option
· Perspectives rather than perspective
· Ideas rather than idea
· Alternatives rather than alternative

What does this look like in a sentence?

What options have you considered to meet the customer's needs?
rather than
What option have you considered to meet the customer's need?

What perspectives can you share about the project?
rather than
What is your perspective about the project?

What ideas do you have for solving the problem?
rather than
What idea do you have for solving the problem?

Plural nouns encourage the employee to consider multiple options and convey your openness to unique approaches. The singular nouns in these examples (option, perspective, idea) limit the response you will receive and do not encourage the employee to participate in the resolution of the issue. Simple, huh?

This month, try to consciously ask more open-ended, option-filled questions and see what you get. Let me know how it goes. Next month we'll talk about how to avoid the "off the wall" or unreasonable answers you may get.

You can also reply to this blog with your comments, send me an email, or visit me online at www.managementeducationgroup.com. I'd love to hear from you!

The residential housing market was a major pillar of the Valley’s economy (not to mention a major source of employment) before it imploded over the past several years. Will the industry bounce back? Will hiring pick up? What is the “new normal” for housing prices?

You can find out what to expect from the local real estate market, and network with fellow Arizona State University alums, at the first luncheon meeting of the Maroon and Gold Professionals group. Jay Q. Butler, ASU’s director of realty studies, will present his forecast for the area’s “Real Estate Outlook” 11:30 a.m.-1 p.m., Wednesday, Sept. 30, at the ASU Karsten Golf Course, 1125 E. Rio Salado Parkway, Tempe.

The Maroon and Gold Professionals evening mixer series has provent to be a smashing success in its first year, regularly drawing dozens of ASU grads of all ages and all walks of life for networking, delicious food and all-around good times. Don’t miss this educational lunch meeting!

RSVP for the “Real Estate Outlook”

As the economy recovers, the number of jobs related to sustainability or “green” energy ideas is expected to mushroom. A survey released in June by the Pew Charitable Trusts  indicated that jobs in the clean energy economy grew at a national rate of 9.1 percent, while traditional jobs grew by only 3.7 percent between 1998 and 2007.  There was a similar pattern at the state level, where job growth in the clean energy economy outperformed overall job growth in 38 states and the District of Columbia during the same period. 

If you went to Arizona State University, you’re invited to learn more about what sustainability’s all about and meet others interested in the social and economic impact of living in a more eco-friendly manner when the ASU Alumni Association partners with the university’s School of Sustainability over the next three months to present “Go Green, Live Green,” a series of gatherings that address the personal side of sustainable living. Each session in the three-part series covers different aspects of sustainable living.

On Tuesday, Sept. 15, the first session will focus on sustainability at home. Participants will learn how to conduct audits of their use of energy, water and food as well as tips related to sustainable products, transportation and home improvement methods.

Sustainability at work will be the focus of the second session, slated for Thursday, Oct. 15. ASU experts will discuss sustainability and the supply chain, marketing, legal issues, as well as how to use one’s business as an instrument of change.

The final session of the series, to be held on Thursday, Nov. 19, will explore sustainability as a community issue; speakers will discuss sustainability’s intersection with development, community space, sense of place and individual involvement in public issues.

The first two sessions will be held from 7:30 to 9 a.m. at the Fiesta Resort, 2100 S. Priest Drive, Tempe. The third session will be held from 7:30 to 9 a.m. at the ASU Art Museum. Tickets each session are $20 for Association members and $25 for non-members.  Participants also may pre-register for the series and save money on tickets; the cost is $50 for members and $65 for non-members.

Sustainability is a growth industry and you never know where a contact will lead. Take a chance, educate yourself about the issues, and sign up for the series today!   

RSVP for “Go Green, Live Green”

(PHOENIX , Ariz., July 21, 2009) – As a result of the increasing need for in-home care for seniors and disabled adults, Glen Davis and Damon Cecil are expanding their Right at Home franchise operation. Since opening their first office in 2007, they have seen at least a 20 percent growth month over month. Current service areas include Northeast Phoenix, Scottsdale, Cave Creek, Carefree, Fountain Hills and Paradise Valley. Davis and Cecil are expanding their territory to the southern border of Scottsdale and will open a second location by the end of the year. “With the expanding population of seniors expected to double in Arizona by 2025, Damon and I feel obligated to grow our offering to accommodate our older friends and neighbors in the Valley of the Sun,” Davis said. “Our ultimate driver is to help adults live independently in the comfort of their own homes for as long as possible.” Davis and Cecil opened their first Right at Home office in 2007, located at 3240 East Union Hills Drive in Phoenix. Whether it’s additional help a few hours a day after a stay in a hospital or full-time care for an aging parent, Right at Home offers many in-home options. Right at Home develops a customized plan of care with input from the client, the client’s family and medical support team. Right at Home carefully matches the personalities of the qualified, bonded and extensively trained caregivers with seniors and disabled adults to ensure quality care and create a family environment. These caregivers provide individualized services ranging from companionship, meal preparation and housekeeping to personal hygiene, bathing, medication reminders and more. Right at Home of North Phoenix is also a registered partner with Arizona Health Care Cost Containment System (AHCCCS), Arizona’s Medicaid Program that administers the Long Term Care System known as ALTCS. “We are actively involved with several organizations regarding the care of elders and the disabled in an attempt to stay up-to-date with the nation’s best care practices,” Davis said. About Right at Home® Founded in 1995, Right at Home offers in-home companion and personal care and assistance to seniors and disabled adults who want to continue to live independently. Right at Home directly employs all care giving staff, each of whom are thoroughly screened, trained, bonded and insured prior to entering a client’s home. All ongoing care is monitored and supervised by more than 160 local independent franchisees. Right at Home’s national office is based in Omaha, Nebraska with franchise offices located in 41 states nationwide. For more information on Right at Home, visit the company’s website at www.rightathome.net. Right at Home Phoenix services clients located in the Central Phoenix area as well as the Northeast Valley of the Phoenix, Arizona Metropolitan area, For more information specific to Arizona In-Home Care, please contact Right at Home Phoenix www.rah-phx.com , 602-569-7240 info@rah-phx.com

Back in the day, accomplishments at work were only accomplishments if they were acknowledged by a supervisor.  That reality had at least two downsides for you.  First, it limited the definition of an accomplishment to whatever made sense to your supervisor, whether or not it made any sense at all for you.  And second, your accomplishments were only recognized if your supervisor bothered to do so, and sadly, not all supervisors have good human relations skills.

The net effect of this situation was to diminish your perception of your accomplishments.  If you have any doubt about that, think back to the last time you wrote a resume.  Remember how hard it was to recall your achievements in your most recent job, let alone those in jobs you held before that?  That fuzziness indicates how little impact your accomplishments have had on your own sense of success at work.

Such a malformed view of your role at work is a threat to you and to your career.  It undermines your self-image and, ultimately, your self-confidence in your own capability.  And, it clouds how people see your contribution on-the-job and potential in the workplace.  If you are only as accomplished as your supervisor acknowledges, they are in control of what happens to you and your career, and nothing could be more dangerous in today’s much more demanding world of work.

What should you do about this situation?

Throw out supervisor-defined accomplishments and focus, instead, on personal “career victories.”  A career victory is different from an old fashioned accomplishment in several ways:

·          First, a career victory is defined by you.  You set a goal—I will improve my work skills or I will increase my output on-the-job—and you determine what constitutes reaching that goal—I will improve my work skills by completing this course of instruction or I will increase my output on-the-job by learning how to use that software program.

·          Second, career victories occur wherever you say they do.  They may happen on-the-job or outside it, in an academic institution, a professional association or a volunteer activity.  A career victory is not limited to what happens in your employer’s workplace; it describes what happens to you—the self-improvements you realize by reaching goals you set—in whatever venue you select.

·          Third, career victories occur however you say they do.  They are not dictated by what best serves your supervisor or employer.  A career victory may certainly do that, but its purpose is to reinforce your self-esteem and advance your career.  You decide what self-improvement will do you the most good and the conditions under which it will be realized.

·          Fourth, career victories occur whenever you say they do.  They don’t depend upon your supervisor’s ability to recognize them or their willingness to express that recognition in a way that will do you any good.  A career victory is a success that you recognize, and it is a well deserved pat on the back that you give yourself.

Career victories are based on a very simple, but powerful premise.  It analogizes achieving career success to riding a bicycle.  In other words, you can coast for a short while in your career, but most of the time, you’re going to have to peddle—you’re going to have to engage in continuous self-improvement—to keep making steady progress.  If you don’t, your career will start to wobble and eventually topple over.

Although this concept may seem a bit strange at first, it’s not all that hard to get used to.  After all, almost all of us know how to ride a bike.  And even if we haven’t done so for awhile, it’s one of those skills you never really lose and thus can quickly regain.  Achieving career victories, therefore, is something anybody and everybody can do.  They are a democratic activity.  And, unlike accomplishments, where recognition can be colored by the biases and limitations of your supervisor, they are an equal opportunity form of celebration.

You can use your career victories in several ways.  To start, I suggest that you memorialize your victories in writing by creating a “career record”—a diary of sorts that describes all of your work-related successes.  This document isn’t a resume, although it can certainly make writing a resume much easier.  It is, instead, a simple listing of your self-improvement goals and what you did to meet them.  That record, in turn, can help you see your progress in the world of work so you can celebrate your successes (whether or not they are recognized by your employer’s performance appraisal system).  And, it can provide a wake-up call if you find yourself coasting along and losing momentum in your career.

Focusing on your career victories doesn’t mean that your contributions on-the-job are any less important.  Indeed, they can and should be career victories to which you aspire and for which you strive.  The reason you do so, however, is not to gain the recognition of your supervisor, but instead to express and experience the best you can be.  That’s the true definition of success in the modern workplace.

Thanks for reading,

Peter

Visit me at www.Weddles.com

Peter Weddle is the author of over two dozen employment-related books, including his latest, Work Strong, Your Personal Career Fitness System.

© Copyright 2009 WEDDLE’s LLC.  All Rights Reserved.

The Young Professional Group GET Phoenix held its inaugural Professional Development Conference last Thursday evening at the Hotel Valley Ho. The Scottsdale event was designed as a workshop on how to build key skills to network more effectively to achieve career success. I was really impressed by the quality of the GET Phoenix workshop and I think it is a very positive sign for continued professional growth here in the Valley. If you missed this valuable event, GET Phoenix will be holding a new 'Professional Development Conference' on a bimonthly basis, with a traditional networking event taking place during the months in between these conferences. All events will be held on the third Thursday of the month, and no doubt at one of our really great locations here in the Valley. 

If you attended the event, were you inspired to continue networking? How were you made stronger from what you learned? What will you do differently to link with the right contacts and achieve greater career success? These are all very important questions you must sit down and ask yourself. Establishing strong contacts is vital to business and life prosperity, because remember; Everything in life and business is relationships. Proper networking is like any good story really; you must have a beginning, a middle and an end. As long as you have a good rhythm people are going to want to read your story. You must have a plan, an execution, and an outcome. You have to know without a doubt what you want, where/how to find it, and what to do with it once you have obtained it. 

It is vital that we become extremely proficient in the Art of Networking. I know this simple skill is what separates people who get what they want from those just wishing. I will be launching a series of blogs on the Art of networking within the next few days. I need you to take what you will learn from this series and achieve everything you have set out to do. If you are unemployed, sick of your job, looking to meet the right people, or are just bored, this will help us get to where we want to go. It all it takes is a plan, and that is what we are going to startbuilding together.  Do not let negative thoughts, or a negative economy take the wind from your sails; it is time for us to connect and make everything better. Networking will get us there. Lets catch the upswing!

I came up with the following analogy when crossing San Francisco's Golden Gate Bridge a few weeks ago, so lets roll with it. In my Art of Networking Series we will go in depth on the following steps. We will also have a feature on using Linkedin to reach career success. Here is an outline for the series:

Professional Networking is Building a Bridge: 

Step 1) Putting up the Foundation/Pillars  = Knowing Exactly What You Want

Step 2) Installing the Roadway and Upper Supports = Making Strong Contacts

Step 3) Using the Bridge and Maintaining It = Knowing What to Do once it's Built

I invite you all to think about these three things long and hard. Come with your ideas and comments. Lets make this as interactive as possible. Tonight, ask your self: “What am I netWORKING for?” Lets start connecting and make this a better place. Happy Networking! 

By Steven Gonzales Contact me at steven.blogger@gmail.com

                                       

** Mark your calendar for the next GET Phoenix Mixer on Thursday August 20th @ 5:30 PM. Details on event location to come**

The following are some warning signs that your loved one’s caregiving needs are changing. -Changing relationships with others/withdrawal from social interactions. -Unusual behavior, such as being overly quiet, loud or agitated. -Neglecting personal care, including hygiene and nutrition. -Signs of forgetfulness such as piles of newspapers, unopened mail and scorched pans. -Mismanaging finances, not paying bills or making unusual purchases. -Not keeping up with household chores. -What can you do when warning signs appear? Do not be afraid to seek or accept assistance. There are many free or economical public and private services for adult caregivers seeking a respite from providing continuous care. Talk with your loved one to find out what they need and what they will accept. During your visits, watch for warning signs of declining abilities, such as changes in grooming, eating, or social activities. If you notice what appears to be a decline in thinking and reasoning, you might want to ask a physician to “test” your loved one for cognitive function. Buy a workbook to organize information. Keep track of your loved one’s medical condition and perscription drug information. Establish a network of support (friends, relatives, neighbors, and physicians), and keep in touch. For more adult caregiving information, advice, and support, visit Right at Home at www.rah-phx.com or call us at: RIGHT AT HOME 602-569-7241 info@rah-phx.com www.rah-phx.com

 

Monday, July 27th - Phoenix CEO-CFO Group Luncheon

Visit www.PhoenixCEOCFO.com for RSVP Details.

RSVP Required.

"Beyond "Spray-and-Pray" Marketing: Driving New Revenue with Automated Customer Profiling and Direct Marketing Platforms"

About the Presentation:

Budgets are being cut, advertising is limited, economic pressure is forcing everyone to market smarter. "Spray and pray" mailers aren't delivering the results small-to-medium-sized busineses (SMBs) need. Effective small business marketing today requires both personalization, and automation. Addressing these overall marketing trends, Chris Lynde, CEO, AmazingMail.com, Inc. will explain the vision for the AmazingCampaigns marketing platform, with an in-depth look at AmazingProspects customer profiling software. Utilizing automated analytics that uncovers hidden insights about your current customers, AmazingProspects delivers a ranked list of "look-a-like" prospects that are "clones" - having the same or similar characteristics of your best customers (or donors). As a result, these cloned prospects have a high likelihood of becoming new customers. More important, AmazingProspects, through automation, can provide scored and modeled prospects in a timely, cost-effective manner that any small business can afford

Topic: Beyond "Spray-and-Pray" Marketing: Driving New Revenue with Automated Customer Profiling and Direct Marketing Platforms

Speaker: Christopher Lynde, CEO, AmazingMail.com

Career Development Services is offering a FREE workshop on resume writing and interviewing techniques on Wednesday, July 8th from 3pm - 6pm.  Attendees must pre-register at http://www.careerdevelopmentaz.com/seminar.html.

The seminar will:

• Focus on specific, actionable current resume strategies and trends
• Review both good and bad resumes, ensuring participants understand what types of changes they should make to their resumes
• Review interviewing trends and provide sample behavioral questions and strategies
• Provide specific feedback on how to deal with lay-offs and gaps in employment on your resume and during an interview

Attendees will receive seminar materials to take home that duplicate the items presented during the seminar. The seminar is taught by Eric Knott, a former Fortune 30 regional recruiting manager. Registration is capped at 50 to ensure participants get the attention they need.

The seminar will be held in Central Phoenix. The exact address of the seminar will be provided in an e-mail confirmation after the attendee registers.

The seminar is absolutely free. The goal is to ensure Phoenix-area job seekers, who want to get information on current resume writing trends and interviewing techniques, can get that critical information from an expert at no charge.

Get your questions answered and get the feedback you need! You don't need to spend money to get a thorough update for 2009 resume and interviewing trends.

We'll see you there!

One common issue with a resume (besides bullets the rehash the candidate’s job description) is the resume not telling a consistent, flowing story about the candidate.  This is especially prevalent with folks who are “re-careering” (or changing careers).

Decide what your theme is going to be throughout the resume.  Are you trying to say you’re great with customer service?  You have extensive management experience?  For those that are re-careering, are you trying to say you have the transferable skills for your new career?

Whatever the theme is, make sure that each of your bullets adds value to your theme.  List your education-related accomplishments, but highlight those related to your theme as well.  Finally, look at your memberships, affiliations, and skills—ensure they contribute to your theme as well.

Your resume should make one bold statement—"I’m absolutely qualified for this job!"  Ensure that your resume is making that statement, whether it focuses on management accomplishments, customer service, sales recognition and achievements, education and training, etc.

One clear, robust statement.

We are offering a FREE seminar on July 8 th to review the current trends in what employers expect in resume writing and what employers are asking during interviews.  To sign up, visit http://www.careerdevelopmentaz.com/seminar.html.  There’s no cost and you’ll get hand-outs for everything discussed.

Let us know if we can help!

Good luck in your search!

Career Development Services is offering a FREE workshop on resume writing and interviewing techniques on Wednesday, July 8th from 3pm - 6pm.  Attendees must pre-register at http://www.careerdevelopmentaz.com/seminar.html.

The seminar will:

• Focus on specific, actionable current resume strategies and trends
• Review both good and bad resumes, ensuring participants understand what types of changes they should make to their resumes
• Review interviewing trends and provide sample behavioral questions and strategies
• Provide specific feedback on how to deal with lay-offs and gaps in employment on your resume and during an interview

Attendees will receive seminar materials to take home that duplicate the items presented during the seminar. The seminar is taught by Eric Knott, a former Fortune 30 regional recruiting manager. Registration is capped at approximately 50 participants to ensure participants get the attention they need.

Seminars will be held in Central Phoenix. The exact address of the seminar will be provided in an e-mail confirmation after the attendee registers.

The seminar is absolutely free. The goal is to ensure Phoenix-area job seekers, who want to get information on current resume writing trends and interviewing techniques, can get that critical information from an expert at no charge.

Get your questions answered and get the feedback you need! You don't need to spend money to get a thorough update for 2009 resume and interviewing trends.

We'll see you there!

Those of you that keep up with the news have already heard. Indications are that the economy is stabilizing (meaning the recession is lessening) in some sectors. These are key areas of the economy too: construction, health care, education... Employment is a lagging indicator, so do not expect a change in the unemployment arena in the immediate future.

However, as the recession slows (and, hopefully, starts to reverse) companies will begin growing again. Generally, entry level positions will be available first. As entry level positions get filled, higher-level supervisory and technical/professional positions will be required. This will not be an overnight change, but indications are the light at the end of the tunnel is shining.

As things change, companies will start hiring. Don't accept just anything unless you need to. Research companies' backgrounds to ensure you know what they do, where they do it, and what their plans are. For large companies you can find this information on Yahoo! Finance or Google Finance. Smaller companies will require a little more digging. Generally a typical Google search using the company name will pull up some interesting info.

When interviewing with a company, always review the company's web site and pull up some additional information on other sites. Look for information on the company's social endeavors, any diversity information regarding their employment practices, and their financial health. Check out their product line and how diversified the company is.

Nothing is worse then ending an otherwise impressive interview with either no questions by the candidate or questions that are elementary and demonstrate that the candidate did not adequately research the company.

At the end of the interview, you must ask at least one (preferably two) questions that demonstrate that you did do your research on the company. "I see that you are going to be launching a new widget in January of 2010. How is this going to change your 17% market share in the US?" That question demonstrates a knowledge of the product line, the time line of the product launch, and a concept of products impacting market share. Not bad!

Always do your homework. Ensure the company is a good fit for you from an employment perspective, but also ensure you thoroughly understand the company's background before the interview. Be prepared to discuss it with the interviewer.

For more tips, join us for our FREE July seminars at http://www.careerdevelopmentaz.com/seminar.html. It's a great opportunity to get expert advise on resumes and interviewing. Space is limited and the event is absolutely free.

If there's anything we can do to help, let us know!

As always, good luck in your search!