CI Workforce Newsletter | August 8, 2024

The Monthly Workforce Newsletter of the Council of Industry

August 8, 2024

HV Mfg Career Hub Gains Users - Labor Market Data Show An Easing Market But The Skills Gap Remains Prevalent

The August Labor Market Report from the Bureau of Labor Statistics (BLS) showing the economy added fewer jobs in July, as well as an uptick in the unemployment rate, sent shock waves through global stock markets. The BLS reported that the U.S. economy added 114,000 jobs in July 2024, a sharp slowdown from June and that the unemployment rate ticked up to 4.3% in July from 4.1% in June, the highest level since October 2021. Average hourly earnings cooled slowed as well. In late July the Bureau’s Job Opening and Labor Turnover Survey (JOLTS) indicated a similar easing with fewer unfilled jobs and less workers voluntarily leaving their positions.

All this means the labor market is cooling - and that is probably no surprise to readers of this newsletter who live and breathe employee recruitment and retention. But does it mean that hiring is going to get easier? Will you be able to fill those open positions? Are more qualified candidates going to be looking for work?

We think the short answer is “It depends.” Mostly it depends on the type of job you are trying to fill. Our experience and all the data are telling us that, while many entry level positions and certain management level positions might be easier to fill, skilled positions – particularly at the technician and engineering level - will remain a challenge for the foreseeable future.

HV Mfg Career Hub Gains Momentum

That is why we are excited by the response so far to the Council of Industry’s Hudson Valley Manufacturing Career Hub (The Hub). The Hub is a place where we gather – in one online location – as many Hudson Valley Manufacturing jobs as possible. By sharing the hundreds of openings in our sector – from entry level production, marketing, sales, quality, management, finance, human resources, and the like, - but mostly in skilled trades, engineering, research & development - we can better market and promote careers in manufacturing to potential candidates, parents, educators, policy makers, and the general public building a potential workforce for both today and the future. This same online location connects people to training and educational programs where they can gain the needed skills for success in our sector.

We are well on our way to having a critical mass of jobs with Hudson Valley Manufacturers posted on the site. The Hub utilizes the iCIMS Applicant Tracking System (ATS) platform as well and the HVMfgJobs.com jobs board to create a single place where member manufacturers could post jobs and track candidates. To continue to build that critical mass we are offering a basic subscription for Council members. For $295/year members can have a basic subscription that includes unlimited postings for Hudson Valley manufacturing jobs, internships, and apprenticeships, access to searchable resumes, digital marketing and community outreach to promote your opportunities, wide dissemination of job postings to 100+ popular job boards and more. (premium subscriptions that include a company branded career portal are also available for $1,500)

To learn more and post your job(s) and support Hudson Valley manufacturing workforce development – email us at jobs@councilofindustry.org

Certificate In Manufacturing Leadership Kicked off July 17^th – Registration Still Open for Individual Courses

The Council of Industry's Certificate in Manufacturing Leadership program kicked off July 17^th with 21 participants from 6 member firms. The program offers attendees a range of leadership skills through concentrations of courses. Participants who complete the required courses are presented with the Certificate in Manufacturing Leadership by the Council of Industry. All courses are interactive full day sessions (8:30 am to 4:00 pm) with lunch, scheduled breaks, networking, and group discussions.

The Classes are being held at the Center of Excellence for Industry & Innovation at DCC Fishkill. Though participants are encouraged to complete the course series for the most comprehensive supervisory education, the Council welcomes individual course registration as well. See the offerings and schedule below.

Individual Course Cost:

Individual Attendee: $275

Two or More Attendees: $250

• COMPLETED Fundamentals of Leadership (Day 1): July 17th - Rebecca Mazin, Recruit Right.
• COMPLETED Fundamentals of Leadership (Day 2): July 24th - Rebecca Mazin, Recruit Right.
• COMPLETED Problem-Solving & Decision Making: August 7th Ben Kujawinski, Ignition.
• Effective Business Communications: August 21st - Rebecca Mazin, Recruit Right.
• Environment, Health & Safety Risk Management: September 11th - Ron Coons, Reis Group Insurance.
• Human Resource Management: Date TBD - Tom McDonough & Rob Guidotti, Jackson Lewis.
• Making a Profit in Manufacturing: Date TBD - Steve Howell, RBT CPAs.
• Best Practices and Continuous Improvement: October 9th - Joe Guarneri, Crossix LLC.
• Positive Motivation and Discipline: October 23rd - Rebecca Mazin, Recruit Right.

Register Here

Toolmaker Is Among the Most Challenging – and Important - MIAP Apprentice Trade

Perhaps the most skilled of the trades offered through the MIAP apprentice program toolmakers are also the rarest. This challenging trade is essential to many operations and, as one member recently put it “A good Toolmakers is worth their weight in gold!”

Tool and die makers construct precision tools or metal forms, called dies, that are used to cut, shape, and form metal and other materials. They produce jigs and fixtures as well and gauges and other measuring devices. Tool and die makers use CAD to develop products and parts. They enter designs into computer programs that produce blueprints for the required tools and dies.

Work Processes (Skills learned on the Job) Approximate Hours for Toolmaker:

• Toolmaking and Workplace Fundamentals: 1,000 hours
• Saws: 100 hours
• Drills: 200 hours
• Turning: 2,000 hours
• CNC Milling Machine: 2,000 hours
• Surface Grinder: 300 hours
• Universal Grinder, Cylindrical Grinder, Cutter Grinder, Electrical Discharge Machining (EMD) (optional)**: 300 hours
• Advanced Toolmaking: 2,100 hours

Total Hours: 8,000

Minimum of 144 Hours of Related Instruction (Classroom Learning) Required for Each Apprentice for Each Year:

• Safety
• Blueprint Reading and Drawing
• Mathematics
• Sexual Harassment Prevention Training
• Trade Theory and Science
• NC/CNC Programming
• Computer Software 
• Communications

If you want to know more about this trade and if it might be right you’re your company contact Johnnieanne Hansen

Golf Outing August 26^th – SOLD OUT – Thank You Sponsors!

We are thankful for the overwhelming turnout for the golf outing August 26^th at the Powelton Club in Newburgh. It promises to be a fun filled day.

We especially want to thank our sponsors who make events like this one possible!

Corporate Sponsor – Thank you JPMorgan Chase

Shirt Sponsor – Thank you NRG

Cocktail Sponsor -Thank you Brightcore Energy

Lunch Sponsor – Thank you Langan Engineering

Golf Cart Sponsor – Thank you Ulster Savings Bank

Scramble Prize Sponsor - Thank you PC Construction

Yellow Ball Prize Sponsor – Thank you BELFOR Restoration

Best Ball Prize Sponsor - Thank you Rhinebeck Bank

Closest to the Pin Prize Sponsor -Thank you Optimum Window

Hole In One – Thank you Viking Industries

Longest Drive Prize Sponsor – Thank you Package Pavement

Tee Sign Sponsors - AMI Services Inc, Allendale Machinery, Anderson Financial, Bank of America, Charles IT, Eastern Alloys Inc, Elna Magnetics, Emergency One Urgent Care and Occupational Health, Fair-Rite Products Corp, GTI Graphic Technology, Harmon Printing, ITC Communications, Lakeland Bank, Metallized Carbon Corporation, NBT Bank, Orange Die Cutting Corp, PKF O'Connor Davies, President Container Group, Pursuit Lending, Putnam Precision, Ralph W. Earl, & Sono-Tek Corp.

Welcome New Apprentices!  

The following individuals enrolled in the Council of Industry's MIAP Apprentice Program last month.

David P. – CNC Machinist – Schatz Bearing

Esteban D. - Industrial Manufacturing Technician – Schatz Bearing

Laura D.  - Quality Assurance Auditor – Schatz Bearing

Matthew A. Industrial Manfuacturing Technician - Schatz Bearing

Max M. - Maintenance Mechanic - Schatz Bearing

Omar W. - Industrial Manufacturing - Technician

Daron B. - Quality Assurance - Mechanical Rubber

Christian A. CNC Machinist - Elna Magnetics

Learn more about The Council of Industry’s Apprentice Program

Candidate ID: 30179

Position Interest: Looking for a software / mechanical / electrical engineering role

Education: Bachelors of Science – Electrical Engineering, Diploma – Software Engineering 

Level: Mid-Level 

Location / Commute: Open to commuting. Resides in Goshen, NY. 

Skills: Microsoft Office, Javascript, HTML, CSS, Node, React, Espress, MYSQL, GIthub, VSCode, Agile, DOM, Web API’s, Python, Java, C, C++, C#, Salesforce, Matlab 

Summary: This mid-level candidate is passionate about pursuing roles in Software Engineering and Mechanical/Electrical Engineering. With a strong foundation in both fields, they bring a diverse skill set that includes proficiency in various programming languages and tools such as JavaScript, HTML, CSS, Node, React, Python, Java, and MATLAB, among others. They hold a bachelor’s degree in electrical engineering and a Diploma in Software Engineering. Their professional journey includes serving as a Teaching Assistant for software courses, working as an Electrical Engineer, and gaining hands-on experience as a Mechanical Field Technician. They are open to commuting from Goshen, NY, and are eager for new opportunities.

Candidate ID: 30452

Position Interest: Looking for an IT role

Education: Bachelors of Science – Computer Science

Level: Entry-Level 

Location / Commute: Open to commuting. Resides in Yonkers, NY. 

Skills: SQL, Python, Javascript, Typescript, Java Frameworks and Tools: Express, React, Tailwind, Node, Flask, Version Control (Git), Tailwind, Next JS Database: Microsoft SQL Server, MongoDB, PostgreSQL Misc: REST APIs, GraphQL, Redux, Linux/Unix, Windows, Mac OS

Summary: This candidate has completed numerous projects and is currently working towards Azure Fundamentals (AZ-900) certification, having already achieved AWS Certified Cloud Practitioner status. They are actively seeking opportunities in IT and related fields. If your company is seeking candidates with this skill set, please feel free to reach out. 

Candidate ID: 29473

Position Interest: Looking for a welding role

Education: Bachelor of Science – Business Administration 

Currently enrolled in Southern Westchester BOCES 

Level: Entry-Level 

Location / Commute: Open to commuting. Resides in Pleasantville, NY. 

Skills: Proficient in Microsoft Suite, database work/CRM, customer service Xactimate and Symbility estimating software. Interior, exterior, and roof inspections of residential and some commercial properties

Summary: This candidate is a motivated job seeker, looking for positions in welding. This candidate has skills in welding, wiring, and construction. They are also attending Southern Westchester BOCES to further their knowledge and skills. If your company is seeking candidates interested in welding or a related field, please feel free to contact us. 

Candidate ID: 31268

Position Interest: Looking for an internship / shadowing for construction

Education: Arlington High School (Expected to graduate June 2025)

Level: Entry-Level 

Location / Commute: Open to commuting. Resides in LaGrangeville, NY. 

Skills: Communication, Leadership, Conflict Resolution, and Problem Solving

Summary: This candidate, recognized for academic achievements, is seeking an internship or shadowing opportunity in construction or a related field. Bringing experience in leadership and inventory management. If your company is seeking interns interested in construction or a related field, please feel free to reach out.  

Gallop: U.S. Employee Engagement Inches Up Slightly After 11-Year Low

After hitting an 11-year low in the first quarter of 2024, U.S. employee engagement improved slightly in the second quarter, rising from 30% to 32% being fully engaged at work. This uptick translates to an increase of 3.2 million American full- and part-time workers feeling involved in and enthusiastic about their work. While this increase in engaged employees falls short of the 2020 U.S. high of 36%, it mirrors the levels seen throughout most of 2022. Actively disengaged employees decreased slightly from 17% in the first quarter of 2024 to 16% now.

Employee engagement in the U.S. has not returned to pre-pandemic levels, but improvements in quarter two of 2024 are most pronounced in foundational elements: knowing what’s expected at work; having materials and equipment to do work right; and having an opportunity to do what employees do best. Each of these elements saw an increase of four points or more in the percentage who strongly agree. Employees’ ratings on each of these elements had become vulnerable in the second half of 2021, contributing to a decline in overall employee engagement.

Read more at Gallop

Weight Loss Drugs: What HR Leaders Need To Consider For Workers Now

Ozempic, Wegovy, Mounjaro and Zepbound—GLP-1 drugs (also known as glucagon-like peptides) are the talk of social media, medical journals and among human resources professionals. These drugs are highly effective but terribly expensive, generally costing $8,000-$10,000 per patient annually, even after rebates and discounts. WTW surveys show that about four in 10 employers cover these drugs for obesity, and most cover them for diabetes. We estimate that the cost of GLP-1 drugs for obesity is currently about 10% of total pharmacy spending.

The GLP-1 drugs represent an enormous stride in improving metabolic health for those with obesity, but currently come at a very high price. Future prices are uncertain, and utilization is likely to increase as manufacturers produce more supply. Employers should continually reevaluate benefit design and programs for metabolic disease to keep their plans affordable and obtain maximum value for their members. Here are eight considerations for employers as they make choices about GLP-1 coverage.

Read more at HR Executive

Preventing Workplace Violence Starts with a Plan

According to the Occupational Safety and Health Administration, violence at the workplace is actually the second leading cause of fatal workplace injuries in the United States. As of the beginning of July, the California State OSHA has begun requiring companies under its remit to establishing and implementing a written Workplace Violence Prevention Plan — comparable to the Injury and Illness Prevention Programs already required elsewhere.

Employee-on-employee violence is one of four different kinds of workplace violence defined by OSHA. Type 3 violence involves “Workplace violence against an employee by a present or former employee, supervisor, or manager.” Types 1, 3, and 4 each deal with violence committed against an employee by, respectively, an outsider to the company, customers or clients, and people with a personal relationship to an employee. “Part of the training is things like how to defuse a hostile situation,” Scott Bullock, an HR, recruiting, safety, and risk management consultant with Optima says. “How to look at someone at work whose behavior becomes unusual and, you know, pay attention to it. Because a lot of times we just ignore it and then something happens, or we have a bully who keeps threatening people, but we don’t tell anybody about it. So a lot of times it’s the process of eliminating those folks from the workforce.”

Read more at IndustryWeek

Adapt of the Hudson Valley Works With Firms To Provide Pathways to Employment for People With Disabilities 

Adapt of the Hudson Valley is a non-profit provider in New York State supporting people with disabilities in Rockland, Orange and Sullivan counties. An important component of the support is employment services. Adapt knows that the process of helping individuals seek and gain employment has many parts. The journey begins with the individual and the motivation that will carry them through as well as the support required to develop the various capabilities required. For some, developing the poise required for a job interview can be a challenge. Others may need to hone their interpersonal skills. A dedicated team takes a tailored approach with each individual.

As success also requires employers committed to the individual’s success, they also work with local businesses, including several Council members, to create opportunities for the people they serve. Support encompasses preparing the employer for what may be a new experience and providing ongoing guidance where it’s needed.

Learn more at our Webinar September 6th

3 Steps To Inspire & Optimize Multigenerational Workforces

Friction between entry-level employees and their more seasoned counterparts is typical, even expected. The generational gap separating bosses and employees often leads to disagreements about norms, expectations and business methods. It’s also killing employee productivity. According to a report by the London School of Economics and Protivitity, employees with a manager at least 12 years older than them are 1.5 times more likely to report low productivity levels and three times as likely to say they are unsatisfied with their jobs.

At the same time, multigenerational teams can significantly strengthen businesses by leveraging each generation’s unique perspectives and experiences. This diversity can foster innovation, improve decision-making and enhance team dynamics. Simply put, a multigenerational workforce is both a challenge and an opportunity. Here are three steps to inspire and optimize your multigenerational workforce in 2024.

Read more at the Smart Brief

Why HR Leaders Are Struggling To Retain Their Own Team Members. 8 Things That Can Help.

HR professionals suffer from higher burnout and turnover rates than professionals in other fields—an ironic predicament, given HR is tasked with managing employee retention and navigating the workforce away from burnout. Yet, despite all the resources available to HR teams to reduce attrition rates, HR professionals had the highest turnover rate for any job function worldwide—15%, compared to the overall average of 11%, according to global data LinkedIn collected from its database over 12 months ending in June 2022.

Burnout among HR professionals does not look any better. According to a Workvivo report, 98% of HR professionals felt burnout over six months. HR leaders are well aware of their team’s high burnout and attrition rates, say HR experts, who note that many of these leaders feel the same way. “I think there’s an awareness among HR leaders that the past few years have been incredibly challenging and stressful for the function,” says Brad Bell, professor of strategic human resources and director of the Center for Advanced Human Resource Studies at Cornell University. HR leaders can look to both traditional and unconventional measures to help reduce burnout and high turnover rates among their team members, say Bock and Bell. Here are 8 ways to minimize HR team burnout and turnover.

Read more at HR Executive

Heading Off Bias In Your AI-Embedded Employment Tools

Long before the explosive rise of ChatGPT adoption, 75% of U.S. companies were already using some form of artificial intelligence in the employment lifecycle. The use of large language models as a component of the employment decision-making toolkit is a sophisticated, albeit less transparent, step forward that extends beyond traditional resume screening. In emerging iterations, the technology permeates nearly every stage of the employment process, from hiring and compensation to promotion and termination. Regulation has responded accordingly, increasing at local, state, national and global levels. In this environment of technological and regulatory change, it’s imperative that companies examine how AI tools, particularly opaque systems with hidden layers, interact with employment data to mitigate risks and promote beneficial outcomes.

Though AI is mathematically sound, when fed empirical inputs, it may become overly reliant (i.e., “overfit”) on the data on which it was trained, not allowing accommodation of new data, and in turn producing homogenous results (e.g., a biased candidate pool). To avoid this, organizations must ensure their training data is sufficiently diverse to allow the model to identify a diverse hiring pool. If a company is using a black box tool, the system could begin incorporating its own decision making, compounding the overfit issue without anyone knowing this is happening.

Read more at Legal Dive

Bad Hires - How HR Tech Can Prevent Their Financial And Cultural Damage 

The initial cost of hiring a new employee can reach up to $4,000, according to Lautenbach. This figure excludes onboarding expenses, salaries, benefits and other compensation-related costs. However, the repercussions of a bad hire extend beyond financial losses. “Lies on a resume violate trust,” says Lautenbach. If HR teams and employers can’t trust new hires from the start, they are unlikely to trust them to perform job duties effectively.

Lautenbach advises HR staff to be thorough and deliberate in the background check process, while also acting swiftly. “Once you’ve made a hiring decision, it is important to move in a timely manner,” he says. “You want to keep the enthusiasm going.” However, gathering information from multiple jurisdictions or performing checks manually can take time. To maintain momentum, HR teams can use technology to uncover red flags before making an offer. Solutions on the market today can integrate background checks into ATS and HRIS platforms, launch checks from workflows, handle candidate authorizations digitally and provide real-time updates and tracking.

Read more at The HR Executive

Workplace Jargon Reflects Changing Power Dynamics

Back in the before times, it was a company world and workers were just living in it. You could hear it in the phrases we used when we talked about work: “multitasking,” “working vacation,” “inbox zero,” “bossing up.” “That language reflects a very management-centric view, where the power dynamic heavily favored employers,” said Eric Anicich, a professor of management at the University of Southern California’s Marshall School of Business. “People used to brag about the number of hours they worked, almost like a badge of honor.” In short: hustle culture. 

Of course, all of that changed profoundly during the pandemic, when there were suddenly two open jobs for every available worker. Wages soared, perks were plentiful and places like McDonald’s and Dunkin’ Donuts were offering signing bonuses. Workers felt confident, even cocky, and the language around work changed. Last year, the job market cooled a bit. Unemployment is still near historic lows, but it is rising, and the number of people quitting has plunged. Just like that, RTO orders went into place, the pizza dried up and meditation rooms across the nation were converted back into copy rooms. “It does feel like we’re kind of at a crossroads,” Anicich said. “I think both sides are starting to recognize the power that the other side has.”

Read more at Marketplace

Hollywood Shapes Attitudes on Jobs in the Trades – Mostly for the Worse

Gen Z is increasingly being turned off to blue-collar trade jobs, and Hollywood may be playing a larger role than expected, a new Jobber study found. Though social attitudes are becoming more critical of higher education and in favor of trades, Gen Z—which has made a name for itself as one of the most skeptical generations—is still not jumping completely on the bandwagon. As "digital natives," Gen Z has grown up with the internet, and the media has likely affected their ideas of career success more than previous generations.

In the Jobber survey, more than one-third, or 35 percent, of Gen Z said TV shows and movies influenced the careers they want to explore. This has huge ramifications for trades, as 47 percent of Gen Z said trades professionals were portrayed negatively in shows and movies, and 47 percent said white-collar workers are portrayed as more successful. There's a lingering stigma that might be preventing Gen Z from joining the trades, even when it's advantageous to them. According to the Jobber report, roughly 83 percent of Gen Z think that trade professionals do not have a strong sense of accomplishment compared to white-collar professionals. Additionally, 76 percent of Gen Zers said there was a stigma attached to these kinds of jobs.

Read more at Newsweek

iCIMS July Labor Market Insights – Summer Slowdown of Something More? 

After some big headlines this spring touting the labor market’s robust (and unexpected) performance, both employers and candidates seem to be leaning into the start of summer. iCIMS platform data showed a drop in activity across all three indicators, with hires notably down 13% in one month. Top findings this month:

• Overall hires dropped 13% month over month and were down 17% from June 2023.
• Some good news for retail employers — candidates are back, with applicants per opening (APO) climbing 75% between Q2 2022 and Q2 2024.
• A decline in June can be typical, but this year’s drop in both employer and candidate activity is what the kids these days might call “extra.”
• iCIMS platform data showed a decline across all indicators last month, with hires down almost 13% in one month and about 17% since last June.

There are many external factors that could be at play, including holidays and weekends, the economy or elections. It could be employers focusing on the end of the quarter rather than hiring. Or maybe it’s the start of a slump. Kids call that TBD.

•       Read the Report

•        Learn more about the Council of Industry’s Manufacturing Career Hub

•       Check out the MIAP Apprentice Program

It Was a Busy Month - Top Five Labor Law Developments for July 2024 – Jackson Lewis

How To Get Employees To Use Their PTO – Benefits News

Senate Panel OKs NLRB Nominees, Setting Up Floor Fight – Law 360

6 Steps To Become A "Confidently Humble" Leader – Chief Executive

Boeing Needs a Culture Overhaul. Could Strategic Hiring Help? – Industry Week

Fewer Americans Think They’ll Be Working Past Age 62 – Marketplace

'Bunch Of Bullsh*T': Walmart Mandates Relocation For Remote Workers – Benefits Pro

Answer These 11 Key Questions To Rate Your Workplace Well-Being Effort – EHS Today

Anxious About The 2024 Elections? You're Not Alone – Employee Benefit News

Season 3 Ep 16: Bill Daggett, Founder Of Successful Practice Network

In this episode, Dr. Daggett shares insights from his extensive background in education and discusses the urgent need for schools to adapt their curriculum to prepare students for success in an AI-driven world. Drawing from his experience as a teacher, administrator, and education consultant, he emphasizes the importance of shifting focus from traditional measures of success to preparing students for the evolving demands of the workforce.

Listen Here!