Ready to Work by Iola Register

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Ready to Work 2022

Saturday, February 19, 2022

Back to work

Monarch makes its mark

Area manufacturers are aware that with a tight labor market they need to change things up to attract employees to Southeast Kansas. As such, the larger industries are providing more flexible work schedules, higher wages and more ways for employees to advance. Increasingly, employers are saying they will train “from the ground up,” because they have the expertise on hand. That’s not to say they don’t value higher education, says John Bilby, plant human resources director at Monarch Cement. Pursuing an education “gives me an idea that you are motivated to better yourself,” in which case the sky’s the limit for opportunities to succeed, Bilby said. Yes, jobs are there for the wanting, but employers are still looking for certain competencies. Veteran HR manager Lonnie Larson weighed in, recalling advice from his dad. “When you work for someone, you show up for work every day, if not 10 minutes early. And you do what’s expected.” Human resource managers are the linchpin between management and workforce, making sure both sides are happy with the other’s output. To many, it’s a satisfying job because it brings out all

UMBOLDT — In his 41 years at Monarch Cement, John Bilby said the hiring market has never been as tight as now. “A couple of years ago we’d have several hundred applicants for an entry-level position,” he said. “Now we have 80 some applicants.” Since November, he’s been looking for an electrician. “Now I could use two electricians, as well as a diesel mechanic.” Monarch’s current workforce is 97 hourly workers, 20 in supervisory positions and another 30 in upper management. Bilby started at Monarch as an accountant after graduating from Pittsburg State University with an accounting degree. For the last 19 years he’s served as the plant’s human resource director. The position blends his two favorite activities. Meeting with people and crunching numbers. Lately though, the people side has presented extra challenges. “With this pandemic it’s crazy, just crazy,” he said in mid-January. “I spend more than half my time dealing with COV-

Susan Lynn Register editor

sides of their personality. “I’m a mom, an enforcer, a best friend and a troubleshooter,” said Sarah Insley, who works in HR at a local plant. For Shellie Regehr, her duties at Allen Community College have expanded to include house-hunter. “Oftentimes, it’s the first question a new faculty member has. Can you help me find a place to live? It’s a stressor for me these days. We simply don’t have enough housing.” Tami Comstock, human resources manager for Gates Corporation, said the hose manufacturer could add 6080 employees immediately, if more housing were available. The good news is that these needs are being addressed. At the Feb. 14 meetings of USD 257 and Iola Council, both groups announced plans that will culminate in more than 100 additional apartments to the city’s housing stock. That’s progress!

John Bilby, Monarch Cement

ID,” in order to keep production at a steady pace. Bilby estimates about 60% of Monarch’s hourly workers are vaccinated. Monarch has three shifts to keep production going 24/7 seven days a week. The plant currently has several vacancies. “The job market is so competitive for good, qualified

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people that in the last six months we’ve had several employees leave for betterpaying jobs,” he said. “That’s very unusual for Monarch. I’d say over the last 40 years, the turnover rate has been less than 1 percent.” Generations of families have worked at Monarch. “We See BILBY | Page 3

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Saturday, February 19, 2022

Bilby: Longevity a mainstay among Monarch workers Continued from 2

have people who’ve been here 35-40 years,” he said. Entry-level jobs start at $19.94 an hour, Bilby said, “but you can work up to $30-plus in a short period of time.” He also touts the company’s benefits, “which have always been top notch as far as the cement industry goes.” Bilby credits Pittsburg State University’s technology programs as good feeders for the plant which has become more and more automated over the years. “We draw workers from a 60-mile radius,” he said. “Some drive 35-45 minutes each way to get here.” Typically, professional-level jobs such as engineers at the plant move to the area, he said. Bilby also is optimistic more young people will be returning to Humboldt once they have been away getting an education or living in a city. “I understand how they want to get away. They think working in a city is the best opportunity. But things change, and some realize their hometown is all right.” As for today’s younger workers, Bilby sees a need for better “face-to-face communication.” He holds up his cell phone. “They think this is all they need to communicate.” Bilby also encourages people “to get some kind of education.” “That gives me an idea that you are motivated to better yourself. You don’t need a four-year degree to work here. But something beyond high school — an associate or technology degree is helpful.” When reviewing applications, Bilby said a person’s work history says a lot about them. “Job-hopping raises a red

flag,” he said. “We’re accustomed to long-term employees who are committed to the company. If someone jumps around from job to job, that tells me they are lacking in some shape or form.” Because Monarch’s production force is unionized, seniority plays a big role in how workers rise in the ranks. “Unless you come in as an electrician or diesel mechanic, most positions start at entry level. From there you have opportunities to work up to other departments. It may take a little longer for advancement, but with the higher job turnover we’re experiencing now, that speeds things up.” Because the entry-level jobs at Monarch require working outside a good deal of the time, it’s not for everyone, Bilby said. “When it’s hot, it’s really hot. And it’s cold in the winter. And it’s dirty and noisy. This is a cement plant,” he said. “It’s not necessarily a job for those who need instant gratification. But if you stick it out, you can’t beat the pay and benefits.” “All I’m asking is for some good workers who will give me eight hours a day and feel pride in what they do and the desire to do a good job.” OK, and one more thing. “I always say that if you’re not at work early, you’re not on time.” “I expect people to get here 15 minutes early so they can get organized for the day.” Bilby said he typically is at work by 6 a.m. “I like to be prepared.” That work ethic is what keeps Bilby, age 63, still eager to greet the day. “I always say if you like what you’re doing, if you enjoy coming to work every day, then keep doing it.”

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Saturday, February 19, 2022

‘Make yourself take that first step’

acking the tools to search for a job is leaving some behind, said Robin Schallie, director of the Iola Chamber of Commerce. Not being computer literate is “a big wall,” she said when hiring is conducted more and more online. “Some people don’t know how to start the job-search process,” she said. Face-to-face job fairs have been replaced by a candidate’s Linked-In profile and employment websites such as Indeed and Monster, increasing the need for applicants to know how to write a resume that showcases their talents, work background and education. At the other end of the spectrum are those who overrely on technology for communication. “Some in the younger generation think everything can be done electronically,” Schallie said. “They don’t know how to have a conversation. They don’t know how important it is to look someone in the eye when addressing someone.” Schallie sees the need for workshops to assist those wanting to sharpen their personal branding skills. Lindsay Myers, who also works at the Chamber, said helping people find jobs is a focus of the Chamber. “We try to make those connections with employers and employees.” “These big industries in town can be intimidating,” she said. “You don’t just walk in the door and say I want a job. Sometimes even the application forms can be a hur-

dle.” Helping people find appropriate attire for a job interview is also something that should be offered, said Schallie. “That first impression is important,” she said. “But sometimes, people can’t afford a blouse or a buttondown collar shirt and slacks.” Schallie said she learned of such an arrangement when she taught at Fox Valley Technical College in Appleton, Wis. The college partnered with the town’s Community Clothes Closet, Inc., a non-profit organization, to provide outfits for job interviews. The lack of high school students in the workforce is a change, Schallie said, and can be a hindrance when it comes to looking for a job. “Today, after-school activities take the place of working a part-time job,” she said. On the other hand, those activities help build soft skills. “As much as kids complain about working in teams, it’s such a useful tool in the workforce,” she said. “It teaches them how to overcome obstacles as a team and to communicate with a variety of personalities. High school could be their last chance to work as a team.” To that end, the two espoused the benefits of Chamber-supported activities such as the Farmers Markets. Schallie believes that one thing holding prospective employees back is a lack of selfconfidence. “Sometimes, we’re our own worst enemy,” she said. “We don’t believe we’re good

Robin Schallie, left, and Lindsay Myers of the Iola Area Chamber of Commerce

enough or have the right skills for a certain job. “You gotta get past that.” Schallie said her own experience of working at the Farmers Markets introduced her to scores of people which in turn has opened the door to multiple opportunities, including becoming the Chamber Director. “Sometimes, you just have to make yourself take that first step out the door,” she said.

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Connecting workers and jobs A

lways one to see the glass half full, Katie Givens likes the term “Great Calibration,” as opposed to “Great Resignation,” when it comes to today’s fluid work environment. “I think people are rethinking their careers and the opportunities are incredible,” said Givens, assistant executive director of the Southeast KansasWorks program. Whether you are looking for a job or have a job to fill, the KansasWorks program can help. “Sometimes people will say we are the best kept secret because they don’t realize all

the services that we provide, at absolutely no cost,” said Givens. Think of it as the business social network LinkedIn plus the job search engines Indeed or Monster and the unemployment office rolled into one. “We serve employers by helping them get the word out about their jobs as well as mine the best candidates to ensure their skillsets are a good match,” Givens said. As for those looking for jobs, the program is instrumental in helping applicants learn how to put their best foot forward. The program is tailored to

fit all skill levels, including how to: l Effectively search for a job; l Practice mock interviews; l Create resumes; l Prepare for virtual interviews; l Learn what careers are available in your community that pay a living wage; l How to identify what skills might transfer to a particular occupation; l Upgrade work skills The Southeast program serves 17 counties. Locally, See JOBS | Page 6

PROUD of our heritage and PASSIONATE about our future.

Kirstin Burns, left, and Tina Cady-Friend work at the KansasWorks office inside the Thrive Allen County building.

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monarchcement.com

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Saturday, February 19, 2022

Jobs: KansasWorks helps connect job-seekers, employers Continued from Page 5

offices are in Thrive Allen County, 9 S. Jefferson. The beauty of KansasWorks is that it is tailored to specific needs and demographics. “We have programs that serve just adults 18 and older. There are services for dislocated workers who have recently been laid off. And we have a specialized program for those 16 to 24 years old,” Givens said. The program also caters to veterans by giving them a 48hour “head start” on viewing jobs before they are posted to the public. Givens sees the program as another tool in the toolbox in helping employers and jobseekers navigate today’s challenging job market. “We have a significant footprint in the state and in our region with employers. We are finding that those who do access our services are also trying multiple different avenues to find employees. The labor pool is just so scarce in Kansas right now. At Iola’s office are Tina Cady-Friend and Kirstin Burns. In her role as the youth workforce development coordinator, Cady-Friend connects students in Iola, Humboldt and Chanute with local workplace opportunities. Workshops, especially, have proven successful in teaching students how to prepare for interviews, be they in-person or virtually. CadyFriend works closely with Melissa Stiffler at Iola High School and the district’s CTE offerings. Burns is a business solutions consultant who helps area employers keep their workforces staffed in cases of injury or long term ill-

Katie Givens/KansasWorks

ness through the RETAIN program, which stands for Retaining Employment and Talent and injury/illness Network. Burns’ main focus is to help those who have become ill or injured remain in the labor force, which is beneficial not only to the employee, but also their families, the employers and the local economy. CAREERS in the health sciences, construction and information technology abound, Givens said. The competition for employees is such that employers are ready to give sign-on bonuses at job fairs. “Employers are getting very creative,” said Givens. Such tactics also work to attract people to change jobs, which comes with caveats. “People should make sure that they’re changing jobs for the right reasons, not for just a one-time perk,” Given said. “One of our strongest services is counseling, getting people to think about their careers and their potential.” KansasWorks receives funding from numerous sources, including the Workforce Innovation and Opportunity Act signed into law in 2014. Under its guidelines,

employers can “try out” potential hires while KansasWorks covers their wages for a limited period. Help with on-the-job training is also provided, Givens said. In such cases, KansasWorks pays up to 50 percent of an employee’s wages while they are undergoing training for a new position at their current employer. “This is perfect for people who say they really want to go into a certain field but don’t have the skill sets.” Givens said. There’s also financial assistance available to help with transportation or childcare costs during training periods, Givens said. “We currently have 368 job-seekers who are engaged in some type of training program with us,” across Southeast Kansas, Givens said, adding that that’s a “pretty steady number, but we have room to grow. We want to get the word out in the community that we are here.” THE LABOR market is so tight that manufacturers in many cases are overlooking the need for higher education of any kind. “Employers are telling us they just need people. That they are willing to invest in their training to bring them up to the skill set level they need. Givens used healthcare as an example. In quick progression, a certified nurse’s aide can be trained to become a licensed practical nurse to a registered nurse, all on the company’s dime. “That’s a very do-able career pathway, and there are lots of occupations where you can build credentials in the same way,” she said. In highly technical fields,

KansasWorks offers registered apprenticeships to help train potential employees. “Employers might be looking for that highly skilled person but are scared to take a chance on bringing in some-

one that doesn’t necessarily have the exact skills they need. We can help both sides through the process by helping offset their wages during this training period,” she said.

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Saturday, February 19, 2022

Tough times for local employers

onnie Larson empathizes with businesses and industries struggling to keep things moving nowadays. He also knows what employees are going through as they struggle to make ends meet. “Any business, whether it’s manufacturing or a McDonald’s, are finding the same things today,” Larson said. “One, they can’t find enough employees, and two, they can’t find enough quality employees.” Larson worked more than 30 years, primarily in the manufacturing sector, and was involved in the hiring process of hundreds of jobseekers at some of Iola’s keystone workplaces, be it at Gates Corporation, Russell Stover Candies, Precision Pump and finally Sonic Equipment, where he worked until his retirement in September. He offers a unique perspective on how the labor force has changed over the past generation, and the challenges employers and workers are facing in today’s society. His first note is a blunt one. “In the 1970s and ’80s, compared to today, businesses could be more selective from the standpoint of the quality of the workforce,” Larson said. Part of it is simply that a drop in population in Allen County also affects the local talent pool. And secondly, workers aren’t as willing to weather tough times at the workplace. In short? The work ethic

Lonnie Larson, former HR director of Sonic Equipment

isn’t comparable today to how it was 40 years ago. Lest he sound like a Debbie Downer, Larson elaborated on his point. “My dad had a couple of things he told me when I was young and went into the workforce,” he said. “When you work for someone, you show up for work every day, if not 10 minutes early. And you do what’s expected. “Today, to me, if a person wants to do well in a job, and to improve himself, it’s all about work ethic. It’s all about showing up on time, being there every day. Give what you have. “If you want to get attention. If you want them to see you’re promotable, you do above and beyond what’s asked.” Then, if a worker is unsat-

isfied, or feeling under-valued, they have skills and experience to market to other employers. “But if you do those things for the company you’re working for, it’s gonna be recognized,” Larson stressed. “It’s that simple.” DAYCARE DILEMMA

Just as quickly as he notes the simplicity of exhibiting a strong work ethic, Larson points to complicating factors. Workers are under a different stress load than they experienced in days of yore, he noted. What of single-parent families, or those in which both parents work? What do they do if a child is sick? And what if the parents work evenings or

overnight, he asked rhetorically. “I’m not trying to be pessimistic,” Larson said. “At the same time, I think businesses that think outside the box, who are able to resolve some of those issues, will be more successful. He pointed to B&W Trailer Hitches as an example in opening a day care center for its employees. “If we had a way to fix that daycare system, so it was more available and more flexible, that would help.” “I don’t have all the answers,” he acknowledges. “Each business has to look at operations. They have expenses they have to cover if they’re gonna survive.” APPEARANCE IS EVERYTHING

Young workers applying for their first job should note one thing: first impressions matter, Larson said. “The appearance of a person is the number one impression they’ll leave,” he said. “Right or wrong, that’s the first thing they see.” He applauded schools that place an added emphasis on teaching “soft skills,” such as focusing on teamwork and attitude as much as reading

and writing. “The ability to communicate well, to be willing to work with other people, those are really big factors for employers,” Larson said. “Teachers have their hands full, especially with COVID.” For those already in the workforce and seeking a better job, stability also counts, he added. “You need to be able to show you have some background,” he said. “Where have you worked before, how did that go?” He hopes other schools follow the path being forged in Allen County, with the opening of the Regional Rural Technical Center in LaHarpe, which focuses on career technical education. “There are employment gaps out there,” he said, such as electrical or plumbing. “If you can learn those basics in school, that’s huge. People are getting into those fields and making a pretty good annual salary.” NO MAGIC BULLET

Solving a labor shortage in Iola is complicated by the lack of quality, affordable housing, Larson notes. And it was next to impossible to get developers to build new housing at a reasonable price even before the pandemic’s ripple effects sent construction costs soaring. “I am an optimist,” he said. “We’re going through tough times, with businesses facing a lot of tough issues. It’s gonna require some extreme thinking outside the box. How can we get around these obstacles and still be successful?”

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Districts on lookout for teachers

ola is hardly different from other rural school districts in that it’s harder to find teachers, particularly those in specialized courses, notes Terry Taylor, Iola-USD 257 board clerk. There are several reasons for that. For one, the out-of-classroom demands are higher than ever, Taylor said, including continuing education requirements. It also doesn’t help that today’s polarized society makes a typically high-stress job even more so. But the root cause? “There just aren’t as many college students going into education,” Taylor said. Sprinkle in a pandemic, and suddenly a teacher shortage can quickly go from nuisance to full-bore crisis. Taylor, who has worked for USD 257 for the past 25 years, shared her thoughts on the district’s challenges. In the past, if the district advertised an opening, administrators were confident they’d have their pick of qualified applicants. “But that’s not necessarily true today,” Taylor said. “Your math and science courses are difficult to fill. Some vocational classes are not in the realm of general certification. Elementary education is a little easier to fill, but not many college students are getting into teaching.” Those shortages are even more acute for specialized teachers, such as fine arts. “It’s more difficult to find

Terry Taylor, USD 257

teachers for classrooms specific to certain skills,” Taylor said. She notes the Kansas Department of Education has taken steps to address those shortages, particularly for those requiring specialized skills. “When I started, you absolutely had to have a teaching certificate to become a teacher,” Taylor said. “The state still prefers that, but now they have provisional licenses for those who may not have the schooling, but have knowledge about their core subject.” The late Brett Dawson was a perfect example. While lacking a teaching degree, Dawson, a longtime carpen-

ter, filled a need with the construction trades class at the Regional Rural Technical Center in LaHarpe. “He turned out to be a fabulous teacher,” Taylor said. “He had the knowledge of the trade and worked well with the students.” Bus driver shortages also have become an issue. “There just aren’t a lot of people available to work two hours in the morning, two more hours in the afternoon, and with nothing in between.” SUBSTITUTE WOES

The two-year coronavirus pandemic continues to aggravate another shortage facing Iola schools: the lack of sub-

stitute teachers. In years past, the district would average needing five substitutes a day, Taylor noted. Through January, that number has exploded to 15 absences. Iola has a pool of about 30 potential substitutes from which it can pick fill-ins, but that pool also is open for Marmaton Valley, Humboldt and Crest schools as well. “This has been a problem for many years,” she said. “You can run into problems if teachers get sick, and your substitute teacher pool gets smaller and spread out between neighboring districts and the cooperative. It’s making it a little more tricky.” To combat the statewide shortage of available substitutes, Gov. Laura Kelly in January issued an emergency order allowing those without the required 60 hours of college credit be used as a sub, provided they pass required health and background checks. “It has certainly helped,” Taylor said, noting several paraprofessionals who may have lacked enough college credits to teach also now can be called upon at a moment’s

notice. “It’s certainly opened a window for us to call on more people,” Taylor said. “We’ve had a lot of retired teachers who had been subbing for us in the past, but with the pandemic, they’re less likely to want to substitute teach,” Taylor said. “They’re older (and more vulnerable to the coronavirus) or they may be caretakers.” It’s not uncommon for school administrators or counselors to spend time in the classroom, or if they’re sufficiently licensed, to drive a bus. “Sometimes we have to get a little bit playful with our scheduling,” Taylor said. IF USD 257 is looking to hire a new full-time teacher, they first go through an interview process with building administrators, and then, with Taylor and others in the district. “Our administrators are pretty good at the interview process,” Taylor said. “Just like anybody, when you interview, you can tell what their qualifications are, how well they articulate themselves and how they respond to questions. You usually get a pretty good idea of what kind of teacher they’ll be.” Teachers today must have an ever-expanding ability to utilize technology in the classroom, Taylor noted. “I’m sure it’s been difficult, but teachers are resilient,” Taylor said. “We don’t have any who aren’t at least a little computer savvy, even our older generations.”

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Saturday, February 19, 2022

Helping students find a path I

n 2019, a group of educators, business representatives, legislators and other stakeholders gathered at LaHarpe’s Rural Regional Technical Center to brainstorm on collaborative efforts to train students for jobs. Dubbed “Workforce Connection,” the event was invaluable in helping shape plans for career technology education (CTE) programs across southeast Kansas. Many of those players will return to Iola on Wednesday, Feb. 23 with “Workforce Connection 2.0: Filling the Gaps” at Iola High School to reflect on those initial conversations, and to identify future challenges facing employers and workers. The event is co-sponsored by the Kansas Department of Education, Southeast Kansas, Inc. and Southeast KansasWorks, and will have an assortment of educators, business and industry representatives and others in the community. It’s fitting that such a conversation is being held in Iola, notes Melissa Stiffler, CTE coordinator at Iola High School, since IHS showed how rural districts and community colleges can work together to better prepare students for careers through its technical center in LaHarpe. “We’re seeing more and more of a trend going that way,” Stiffler said. “Before we had the tech programs, students felt the need to go to college or technical school. Now they can get the same training and cut out that two years after high school before they get jobs.”

Stiffler recounted a conversation she had at a CTE conference earlier this month in Melissa Manhattan. One su- Stiffler perintendent noted being approached by a local industry with a simple request: “You do the training, and we’ll employ them.” Ensuring students are employable is one of the key charges at IHS, regardless of whether they partake in CTE programs, or if they plan to go to college after graduation. “We support them all,” Stiffler said. “We don’t care if they want to get a PhD or whatever they want to do. If they need college courses, we do what we can to support them. If they want to go to work, they can take part in more work-based learning.” In fact, the onset of the COVID-19 pandemic meant fewer employers had opportunities for job shadow or internship opportunities this year, Stiffler noted. Students seemed to have adjusted with more enrolling instead in dual credit courses at Allen Community College. “For those doing dual credit, they really don’t have room in their schedule for job shadowing,” Stiffler noted. The wheels are in motion to expand RRTC offerings on top of the construction technology, welding, health care and wind energy technology classes. Stiffler envisions an auto mechanic course, similar to

the popular program in Garnett. “That would be huge, considering the number of kids who have that as an interest when listing their career goals,” Stiffler said. “Garnett has to turn kids away because they’re so full. We would love to open the door for students in our area who can’t go elsewhere.” It will be up to Stiffler’s successor to help see any changes. She has announced she is resigning her post at USD 257, and will become a guidance counselor at Yates Center High School, nearer her home in Woodson County.

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Wednesday, April 13, 2022 9am - 3pm Iola Recreation Department 500 Park Ave, Iola, KS

Ready to Work 2022

Saturday, February 19, 2022

Regehr: Iola an ‘easy sell’ for newcomers

Shellie Regehr, Allen Community College

hellie Regehr wears several hats as the human resources director for Allen Community College. “I’m the only one in HR here, so I do a little bit of everything,” she said, including employee relations, employee benefits, performance evaluations and recruiting. That last area has branched out to include real estate, due to a housing crunch. “Oftentimes, it’s the first question a new faculty member has. ‘Can you help me find a place to live?’ It’s a stressor for me these days. We simply don’t have enough housing. In my free time I’m out driving up and down the streets to see if anything is available.” In many cases, “I’m a new employee’s only contact to Iola, and they look to me to help them find a place to live.” Besides housing, Regehr views Iola as an “easy sell.” “Our location is the best of both worlds. We are a rural community, yet easily within an hour or so of the city. Our new elementary school and the new technology center are great attractions for young families. If someone enjoys outdoor activities, the rail trails are a big attraction. I always tell them about Thrive and the things it does. And having a hospital and the Bowlus Fine Arts Centers are added bonuses.” “When I drive prospective faculty around town, it always makes me realize you won’t find anywhere else a town this size with as many things to offer.” Regehr has been at ACC for five years after stints as

a paraprofessional and working in the high school office with the local school district. Before that, she worked in human resources in Wichita, her hometown, for close to 20 years. Regehr graduated from Wichita State with a degree in business administration and human resource management. After college she worked for the Wichita-based Safelight Auto Glass, a national company, for seven years, followed by two stints with medical groups, Galicia Medical Group and the former Wichita Clinic, now Ascension Medical Group, for a combined 14 years.

“It was a real learning curve for me to come into higher education,” she said. Last year was trial for human resources managers everywhere, she said. It was “a nightmare,” because of the inordinate high number of unemployment claims filed due to hackers that broke into states’ unemployment systems across the country. Regehr estimated she handled more than 100 fraudulent claims. Today, she worries that it may happen again. “I just received another See REGEHR | Page 13

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Regehr: Allen Community College Continued from 12

Help with your job hunt

ver the past decade, Indeed. com has grown to become the world’s largest employment site for job listing, popular among employers and applicants alike. The organization’s editorial team has a number of invaluable tips for those attempting to get the jobs they want.

HOW TO FOCUS YOUR JOB SEARCH

— Know your career goals. This is particularly important for those entering the workforce for the first time or changing careers. Make sure you have a clear and realistic goal, and a plan to reach it, and not what qualifies you for that path. — Plan ahead. Organize your schedule to search for jobs efficiently. Make sure your cover letter and re-

sume are up to date. Have a list of two or three references and their contact information ready to provide employers. — Don’t be afraid to ask friends, family, coworkers or others to help proofread your resume and cover letters for errors. — Take advantage of all job search options, from classified ads to job hosting websites. — Customize your resume for every job you apply for, to ensure it meets the job description. Add your skills, experience and other achievements relevant to that posting. — Research companies, to learn their background, work culture and salary range. It provides valuable information for your cover letter. — Apply with confidence. If you meet only a See HUNTING | Page 14

claim the other day,” she said. “I’m kind of holding my breath that we won’t be going down that path again.” Though turnovers are rare at ACC, those most frequent are positions for assistant coaches. “After a few years, most move on looking for a head coaching position,” she said. As for entry level clerical staff, positions become open on a more routine basis. A 2.2

percent unemployment rate makes for a very tight labor pool. And while the starting pay at ACC entry-level jobs may not be as good as elsewhere, “our benefits are great,” Regehr said, and include single coverage health insurance, tuition reimbursement, and KPERS, the state’s retirement program. “It’s also a great working environment,” she said. “Being around students is uplift-

ing.” Technology is both a curse and a blessing when it comes to recruiting employees, Regehr said. “Many young people lack good communication skills. If they don’t have a cell phone, they don’t know how to interact,” she said. On the other hand, websites such as higheredjobs. com puts the college in contact with potential faculty from around the world.

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Hunting: Tips to make yourself a marketable employee Continued from 13

portion of a job’s qualifications, but you still think it would be a good fit, apply, anyway. Some employers favor workers who are enthusiastic and interested in their business. — Succeed in your current job. Maintain a good relationship with coworkers and managers. Doing so could result in job references or opportunities in the future. — Identify examples of your skills that could highlight why you are the best fit for certain jobs. Use the “STAR” method — situation, task, action and result — to tell your story effectively. — Expand your skills through internships or volunteering with organizations when applying to expand your list of contacts or build certain skills. Update your resume as you gain more experience.

your employer. — Pay attention. Don’t let yourself zone out during an interview. Make sure you’re well-rested, alert and prepared. — Avoid talking too much. Don’t get sidetracked and talk about inconsequential items. The interviewer doesn’t need to know your entire life story. — Be prepared to answer questions above just the basics. Several online resources have examples of questions an applicant may encounter, such as describing how you’d handle failure or success, or recount how well you’ve worked with others in the past. — Avoid badmouthing past employers. The world is often smaller than you think, and your potential employer may, and often does, know your previous bosses.

Don’t be afraid to ask for help when drafting your resume. PIXABAY.COM

I HAVE AN INTERVIEW, SO WHAT NOW?

— Dress appropriately. It’s imperative to look professional and polished. While attire may vary based on the career you’re seeking, it’s important to look well-dressed and put together, no matter what the company. — Show up on time, or even early. Budget your time so that you plan to arrive 5 to 10 minutes before the interview. — Never bring a drink or use your phone during the interview. — It’s best to have background information on the company you hope to join. — Don’t get fuzzy on your resume facts. You may be asked to elaborate on your work and schooling history. The more truthful and complete you are, the better you’ll be able to communicate with

GRAPHIC COURTESY OF THRIVE ALLEN COUNTY

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Current labor market ‘is screaming’ for employees By Reade Pickert Bloomberg News

he U.S. labor market showed unexpected strength in January despite record Covid-19 infections, extending momentum into the new year as surging wages added more pressure on the Federal Reserve to raise interest rates. A broad-based 467,000 gain in nonfarm payrolls, which exceeded all economists’ projections, followed a 709,000 total upward revision to the prior two months, Labor Department figures showed. The national unemployment rate ticked up to 4%, and average hourly earnings jumped. A variety of factors including omicron, seasonal adjustment and the way workers who are home sick are factored in make interpreting the January data challenging. But the increase in employment, along with substantial upward revisions to prior months, illustrate newfound momentum in the labor market. All the while, businesses are trying to retain as many workers as they can, including those hired for the holiday season. The report suggests demand for labor remains robust and further reinforces Fed Chair Jerome Powell’s description of the labor market as “strong.” With workers hard to come by, seasonal layoffs in January were smaller than usual. The figures also validate the central bank’s intention to raise interest rates in March to combat the highest inflation in nearly 40 years. “This seals the deal for a March hike,” said Ryan Sweet, head of monetary policy research at Moody’s Analytics Inc., who added that the chance of a half-point increase is still

Allen County Unemployment Rate Allen County’s current unemployment rate is 2.2%

unlikely. “The Fed is going to take away from this that the economy is barreling toward full employment and this will make it more difficult for them to gracefully engineer a soft landing.” After adjustments to reflect updated population estimates, the labor force participation rate — the share of the population that is working or looking for work — increased to 62.2%, thanks to gains among both men and women. Without that impact, the rate held at 61.9%. Meanwhile, average hourly earnings rose 0.7% in January, the most since the end of 2020, and 5.7% from a year ago, further fanning concerns about the persistence of inflation. The average workweek dropped. The faster-than-expected advance in pay could fuel market concerns about the Fed taking an even more aggressive stance on inflation this year. Despite the better-than-expected report, the impact of omicron on the labor market in January was substantial. There were 3.6 million employed Americans not at work due to illness, more than dou-

ble that in December. Meanwhile, 6 million people were unable to work in the month because their employer closed or lost business due to the pandemic, roughly twice that in December. The job gains were broad based, led by a 151,000 advance in leisure and hospitality. Transportation and warehousing, retail trade and professional and business services also posted solid increases. The solid employment growth in several categories may reflect businesses choosing to retain more holiday workers than normal in the face of a tight labor market. Looking at unemployment rates by demographics, most groups were relatively little changed from the prior month. Black Americans continue to have the highest jobless rate at 6.9%, double that of White workers. Participation among women age 25-54 was little changed, suggesting child care remains a limitation for working mothers. The recent jobs report “tells us this labor market is screaming,” Jeff Rosenberg, a senior portfolio manager at Black-

Rock Inc., said. U.S. productivity surged last quarter by the most in more than a year, reflecting a sharp acceleration in economic output, while labor costs growth cooled. “Buoyant productivity acted as a buffer against rising compensation growth” in the fourth quarter, Oxford Economics’ Lydia Boussour and Kathy Bostjancic said in a note. “While this is encouraging, we expect rising labor costs will put downward pressure on companies’ profit margins this year.” With the help of widespread vaccinations and another massive wave of government stimulus, the U.S. economy grew last year at the strongest pace since the 1980s despite persistent supply constraints. At the same time, the labor market rebounded rapidly from the unprecedented job losses seen in 2020, dramatically driving up the number of hours worked across the economy. In the fourth quarter, economic output accelerated at a 9.2% pace, according to the re-

port, while hours worked rose 2.4%. A host of factors — like early retirements, Covid-19 fears and child care challenges — shrank the pool of available workers, leaving businesses scrambling to fill a record number of vacancies. Employers bid up wages and offered a variety of other incentives to attract and retain workers. In 2021, employment costs rose by the most in two decades. Hourly compensation adjusted for productivity, rose at a 0.3% rate in the fourth quarter following a 9.3% gain in the previous three months. When faced with heightened costs, businesses often look to improve worker productivity by investing in equipment, automation and other technological improvements. As a result, rising productivity can help offset the inflationary impact of wage increases. Despite the rapid increases in wages, though, they’re still not keeping up with inflation. Real average hourly compensation fell an annualized 1.2% from the prior quarter after dropping at a 2.6% pace.

At Gates, we welcome challenges, celebrate hard work, and continually seek new talent to join our global company. Our Iola plant is currently hiring. We’ve been a part of Iola since 1974, and it’s no secret why: our employees. They are what make Gates great. Ask anyone who works here, and they’ll say they love the people they work with. To us, we see this as the highest compliment possible, since happy, collaborative teams create amazing things. We invest in one another and work to embrace our diverse skills and talents to power the progress of our company. We believe our collaborative culture is what sets us apart from others within our industry and helps us thrive in a global economy. It’s also why people love working here and doing some of the best work of their lives.

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