The Bi-Weekly Workforce Newsletter of the Council of Industry
March 2, 2023
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Hiring Summer Interns? Post Your Employment Ad for Free on HVMfgJobs.com
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Internships aren’t just about grunt work anymore. With the right program and the right candidates, you can develop young talent and lay a foundation for recruiting brilliant young minds to work for your company. Smaller companies especially have an opportunity to edge out larger competitors by providing interns with opportunities to develop and staying in touch after graduation. Small businesses have a big opportunity when it comes to interns. By developing and working with interns, you can foster growth in an inexperienced individual who could one day become a major player for your company.
The Council of Industry is leveraging its job board, www.HVMfgJobs.com, to assist our members attract candidate to their summer internships. First, for current Collaborative Recruiting subscribers, we will be posting your jobs to key College jobs boards where some of the best students can see you jobs. For those members that are not current subscribers we will post your internship jobs at not cost for 90 days (a $250 value).
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iCIMS February Labor Market Insights and Council of Industry Job Board Data
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The talent market is off to a strong start in 2023. Job seekers – especially male job seekers – show increased confidence in the job market. Application volume is up more than 40% year-over-year, with men making up nearly 60% of the applicants. Other cohorts of job seekers are making gains as well. Since last year, iCIMS data shows incremental increases in women and people from historically excluded groups hired into top executive roles. And despite few women applying to positions with salaries over $100k, they are being hired at the same rate as men.
The Council of Industry job board saw increases in applicants and filled jobs in February compared with the same month in 2022. The number of applicants increased by 80% to 630. The number of filled jobs was right on the 12-month average of 18. There were 32 new jobs posted in February, 2 fewer than in February 2022. “We've always seen a correlation with the number of jobs posted and the number of candidates we see." said Johnnieanne Hansen, Council of Industry Vice President." We’ve also seen that members use the system to actively engage candidates early in the process have the most success. Fortunately, the platform makes that engagement easier to manage.”
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Periodically the Council of Industry will share profiles of individuals who have applied for, or expressed an interest in, a job in Hudson Valley manufacturing.
Other Council members can contact Johnnieanne Hansen directly for additional candidate details or to learn more about the recruiting initiative.
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Position Interest: Machine Operator / Assembly / Shipping & Receiving / Warehouse
Level: Entry – Mid Level
Summary: This candidate is a highly skilled warehouse worker with 12 years of experience in the field. They have a strong background in shipping and receiving, as well as experience operating forklifts, pallet jacks, and loading and unloading materials. In addition, they have recently gained 6 months of assembly experience, indicating their ability to adapt and learn new skills quickly. Their experience and skills make them a valuable asset to any organization looking for a reliable, efficient, and skilled warehouse or assembly worker.
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Position Interest: Quality Assurance, Quality Control, Testing Engineer
Education: Associate Degree
Summary: This candidate has extensive experience in Quality Control and Testing, with 18 years of industry expertise. They have a deep understanding of quality control processes and testing methodologies, as well as a proven track record of identifying defects and implementing solutions to improve product quality. With a keen eye for detail and a strong commitment to customer satisfaction, this candidate is highly skilled in data analysis, problem-solving, and team collaboration.
They possess excellent communication skills and are comfortable working in fast-paced, deadline-driven environments. Overall, this candidate would be an asset to any organization seeking a highly experienced and dedicated Quality Control and Testing professional.
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Position Interest: Accounts Receivable/Accounts Payable
Education: Bachelor's Degree
Summary: This candidate has extensive experience in Quality Control and Testing, with 18 years of industry expertise. They have a deep understanding of quality control processes and testing methodologies, as well as a proven track record of identifying defects and implementing solutions to improve product quality. With a keen eye for detail and a strong commitment to customer satisfaction, this candidate is highly skilled in data analysis, problem-solving, and team collaboration.
They possess excellent communication skills and are comfortable working in fast-paced, deadline-driven environments. Overall, this candidate would be an asset to any organization seeking a highly experienced and dedicated Quality Control and Testing professional.
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News for HR and Workforce Professionals
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Apprenticeship is Key to Making “Quiet Hiring” an Opportunity, Not a Punishment
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Instead of over-burdening high-performers with extra work through the practice of "quiet hiring," employers should instead look at who they can upskill and promote to fill workforce gaps. Skilled people don’t have to put up with the added work load that is “quiet hiring” if it creates stress, work-life imbalance, and unhappiness. They have alternatives. The alternative for HR leaders is to turn quiet hiring into an opportunity for accelerated skill development and promotions.
Rather than overwork and overburden skilled people, retrain people in low-wage, easy-to-fill roles through structured apprenticeship programs. Give driven workers a defined path to higher pay in hard-to-fill job roles. Use government funding for apprenticeships to make these upskilling programs far more cost-effective than hiring externally in an already strained, competitive talent market.
The challenge will be identifying and nurturing the right employees for these programs. What criteria should you consider? How will you find candidates? And how will you motivate candidates to develop their full potential?
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"I Love My Job:" Council's Video of Apprentices and Mentors a Reminder that Apprenticeships are a Win Win for Workers and the Companies that Employ Them
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First shown during National Apprentice Week at the Council of Industry Annual Luncheon last november this videos asks apprentices and mentors from 5 from Council members firms engaged with our MIAP apprentice program to discuss how the program is impacting them and thier businesses.
Thier answers are inspring and a reminder that a good manfuactuirng job can change lives for the better.
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Is it Time to Update COVID-19 Policies?
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The coronavirus pandemic is not over, but higher levels of vaccination and immunity through natural infection mean now is a good time for HR departments to review their response to the virus, write WTW executives Jeffrey Levin-Scherz and Patricia Toro. This process could involve reconsidering vaccine, testing and mask mandates, as well as policies on sick pay and workplace absences for workers who test positive for the virus, they suggest.
But there are still reasons to be concerned about ongoing viral transmission. Businesses still face disruption due to work absences or intermittent remote working due to employee or family illness. Some employees are more vulnerable than others.
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Village Apothecary Encouraging People to Stock Up on At Home COVID Tests
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With the COVID-19 emergency set to end May 11th at home COVID tests will no longer be provided free of charge. Village Apothecary in Woodstock is helping people secure an allotment of COVID tests before the benefit runs out. Since most insurances allow for 8 tests every 30 days, Village Apothecary will help your employees process requests so they can stock up. They will give your firm a unique HIPAA compliant form via a link, and the verbiage for staff email. Employees follow the link and request the tests. Orders can be picked up or shipped directly to employees homes.
Village Apothecary owner Dr. Neal Smoller has been at the forefront of the COVID fight and was instrumental in helping the community and Council members with testing, vaccinations. We are greatly appreciative of his leadership. Email Dr. Neal to learn more.
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OSHA Releases Guidance on Enhanced “Instance-by-Instance Citations”
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The Occupational Safety and Health Administration (OSHA) has announced two enforcement guidance changes with the goal of deterring violations by substantially increasing the penalties certain employers may face for alleged violations. OSHA released this guidance with a rhetorical flourish about employers allegedly putting “profit over safety.” The enforcement guidance changes go into effect on March 27, 2023.
In certain circumstances OSHA regional administrators and area office directors now have the authority to issue “instance-by-instance citations” (IBI citations). The ability to enforce IBI citations has been around since 1990, but this new enforcement guide is meant to expand their application. Standards covered by this action are specific to: “…falls, trenching, machine guarding, respiratory protection, permit-required confined spaces, lockout tagout, and other-than-serious violations of OSHA standards specific to recordkeeping.”
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Remote Workers Report Higher Levels of Mental Distress
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According to new research from the Integrated Benefits Institute, based on a survey of nearly 500,000 employed Americans, symptoms of anxiety or depression have decreased overall since the height of the pandemic in 2020—from 40% to 35% of the sample. However, symptoms today are more prevalent among those not working in an office: 35% for fully in-person workers, 38% for hybrid and 40% for remote workers.
Why the difference? Previous IBI research pointed to a number of causes that could be driving up anxiety and depression among home-based employees, says Director of Research Dr. Candace Nelson. For instance, hybrid and remote workers reported challenges that include constant interruptions throughout the day, a seemingly endless workday, limited time with kids and spouses, and an overall struggle to balance work and family. Many also reported feelings of isolation; about one-third said they feel disconnected from their colleagues.
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Driving Innovation Through Autism Awareness in Recruiting
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Hiring practices that accommodate people on the autism spectrum aren’t about meeting diversity goals or calling companies inclusive. They’re making sure you don’t miss the opportunity to hire someone like Peter Mann. A serial entrepreneur, former Dell senior manager and owner of a company that’s pushing design and manufacturing innovations in electric motors, Peter says HR departments often eliminate candidates like him because they don’t know how to deal with people who can’t socialize easily or need accommodations to get through the interview process.
“[Autism has] been an asset, since all I think about is work,” Peter says of how being non-neurotypical has impacted his career. “So, I just put in more hours than typical person. I just can’t shut my brain off.” To reach out to autistic people who were struggling to get through the interview process or having trouble moving up in a company, Peter posts on LinkedIn, a platform he uses to advocate for autism awareness.
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HR Tech: COVID’s One Silver Lining
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As the world prepares to mark the third anniversary of the start of the COVID-19 pandemic, there is one upside of the unfortunate longevity of the crisis: Three years in, we now have enough perspective to see some of the most long-lasting impacts. For HR leaders, that almost certainly involves the shift to remote and hybrid work—and the rapid development of new HR tech solutions to support this new world of work.
“It sounds horrible to say the pandemic was good for something, but I think it really did help to signal and elevate the importance of some of these HR topics in the minds of business leaders,” says Dr. Thomas Otter, general partner at investment firm Acadian Ventures. “There are a lot of systems [employers] realized they were under-investing in, and the pandemic shifted things so they are now making those investments for improvements.”
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Younger Workers at Odds with Companies Over Value Systems
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In a report by Lever, 42% of Gen Zers said that would prefer to work for a company that gives them a sense of purpose as opposed to one that pays more. In a survey from Porter Novelli, 64% said they believe companies have a role to play in addressing social issues, as compared to 66% of older workers. And when they make their choice of where to work, 6% say they want to work for a company that is addressing social justice issues and speaking up about it. They don’t expect perfection, the survey found, but 68% said the company should be open and honest talking about social issues (compared to 75% of the older generation).
One value that is an issue for younger workers is capitalism. A recent poll found that 43% of Millennials and Gen Zers hold negative views of capitalism, compared to 32% of Gen X and 24% of Baby Boomers.
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Upcoming Programs, Training and Events
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How to Avoid Hidden Discrimination in Hiring and the Workplace
Date: Wednesday, April 12, 2023
1:00 PM - 2:15 PM (EST)
Presentation and Discussion on strategies to avoid hidden and unintentional discrimination in the workforce and recruiting.
Presented by Greenwald Doherty LLP's Jasmin Farhangian, Esq.
Jasmin Farhangian is an experienced management-side labor and employment attorney. Her practice focuses on counseling clients regarding employment challenges and human resources matters. Ms. Farhangian has successfully represented businesses in employment-related litigation in federal and state court, before government agencies and in mediations and arbitrations. She also drafts employee policies, handbooks, and employment agreements.
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HR Network: Compliance Update and Current Environment with Jackson Lewis
Date: Thursday, April 27, 2023
3:00 PM - 4:30 PM (EST)
The regulatory and legal playing field is constantly changing and it seems like the changes are coming faster than ever in the past 12 months.
At this HR network, meeting attorneys from Council of Industry Associate Member, Jackson Lewis will provide an update on state and federal labor and human resources regulatory changes, how they impact your business and compliance best practices.
Items Tom McDonough and Rob Guidotti will discuss include:
- Developments at the NLRB
- Changes to the Federal Independent Contractor Rules
- Changes at OSHA
- New York State Wage and Hour Laws
- And More
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