Spring Job Guide 2023

Sponsored by:

Job Guide

Community Action of Skagit County

Draper Valley Farms/Perdue

Family Care Network

Janicki Industries, Inc.

May 2023

Participating Employers:

Josephine Caring Community

Krieg Construction, Inc.

Sedron Technologies, LLC

Silfab Solar

Skagit County Commissioners Office

Skagit Publishing

Skagit Regional Clinics

The Skagit Casino Resort

WECU

5 reasons to consider trade school instead of college or university

College and university aren’t the only options for post-secondary education. For some people, trade schools or technical colleges provide an excellent launching point for a satisfying, lucrative career. Here are ve advantages of trade school over college or university.

1.You learn by doing. Trade schools provide hands-on learning instead of classroom lectures. Services like auto mechanics, HVAC installation or welding require real-world training with industrial equipment. Students gain practical experience while still in school.

2.You can save money. Trade school tuition can be much lower than college or university costs. Moreover, diplomas take two or fewer years to complete, so you can start earning a full-time income faster than people in four-year programs. Your student debt will be signi cantly lower, too.

3.You’re almost guaranteed a job. The demand for skilled workers in plumbing, electrical, welding, construction and HVAC services has ballooned. Graduates typically get swept up by employers immediately.

4.You’ll work in your chosen eld. Almost three-quarters of graduates from trade schools get jobs in their selected industries. College graduates must often take jobs outside of their degree eld.

5.You have job security. No matter how the economy is doing, appliances break down, drains get clogged and houses get built or renovated. Jobs in these trades can provide a stable living wage, allowing you to buy a home and raise a family.

Speak to a career counsellor about the trade school training available in your area.

Doyouenjoyworkingwithseniors&children?

ThecaregiversatJosephineprovidehealthandwellnessservices throughtheintegrationofmodernmedicine,complementary therapies,andcompassionatecareinacampus-wide intergenerationalsetting.Wecontinuallysearchfornewwaystobring ourmissionofwholepersoncaretothegreatercommunity.

CurrentOpenings:

OurMission

Josephineisacaregivingcommunityforallgenerations.

OurVision

Tobethecommunityofchoicewherenooneisleftuncaredfor.

OurValues

Josephine,rootedinGod’slove,believesin:

•Excellenceofcare

•Allpeopleareworthyofexceptionalandcompassionatecarein mind,body,andspirit.

•Apioneeringspiritandcourage

•Honoringourpastwhilerespondingtochangingneedsand movingintothefuture.

•Responsiblestewardship.

•Beingproactivestewardsofallpossibleresources.

•Leveragingthemtoensureasustainablefuture.

•CNA-Certi edNursingAssistant− $23-$27/hour

•Housekeeper− $17.75-$19.25/hour

•DiningRoomCoordinator− $17.75-$19.25/hour

•LPNStaffNurse− $35.50-$43.50/hour

•RNStaffNurse− $43-$51/hour

Wagesarebasedonexperience,unitassignment,andshift.

ebasedonexperience,unitassignment,andshift.

EmploymentBene ts

•NurseandAideSign-OnBonus

•SubsidizedOn-SiteChildcare

•Medical&Dental

•Vacation/HolidayPay

•PaidOrientationandTraining

•EmployeeAssistanceProgram

•GymMembershipDiscount

•QuarterlyScholarships

•RetirementPlanwithEmployerMatch•AFun,CreativeWorkEnvironment

Tolearnmoreortoapply,pleasevisit:

www.josephinecc.com/careers/

WeareanEqualOpportunityEmployer

How to attract millennial employees

According to a survey by Deloitte, by 2025, 75 percent of the workforce will be made up of millennials. As an employer, you must learn this generation’s motivations, needs and expectations to attract, engage and keep them in your company. Here are ve things to consider.

1.Highlight values. Millennials want to work for a company with values that align with theirs. For them, a job isn’t just about a paycheck. It’s very much about having a purpose and making a di erence.

2.Create exibility. Millennial candidates are looking for a job that o ers a work-life balance. For example, they’ll prioritize companies that o er remote or hybrid work schedules.

3.Prioritize advancement. Career progression is a top priority for millennial workers. They’re much more likely to stay at a company if they feel upper management is invested in their careers. Ensure you have strategies and policies in place to facilitate career progression.

4.O er continued learning opportunities. Millennials want to advance and learn new things to progress in their careers. They’ll seek out employers who can provide these opportunities. Investing in training and development can help catch and keep their attention.

Wind turbine technician: a career of the future

If you want a challenging career in green technology, consider becoming a wind turbine service technician. Also known as windtechs, these skilled workers install, maintain and repair wind turbines.

DUTIES

Windtechs test and troubleshoot the electrical, mechanical and hydraulic systems of wind turbines and inspect the towers for structural soundness. They service wind eld substations, underground transmission systems and ber optic sensing and control systems. Windtechs also collect data for research and analysis.

TRAINING

Wind turbine technicians typically study wind energy technology at a technical school. They must also complete at least one year of on-the-job training with a contractor, where they learn to work with speci c wind turbine models. Training covers electrical, hydraulic, mechanical and braking systems, and computer and programmable logic processes. Windtechs are also trained in rescue, rst aid and CPR.

ADDITIONAL REQUIREMENTS

Windtechs work outdoors, often in challenging weather conditions. They climb great heights and rappel on ropes. They’re expected to handle emergency calls on evenings and weekends. Traveling to wind farms, typically in rural areas, is another aspect of the job.

Visit a college in your area to nd out what green technology careers to try.

5.Embrace technology. Technology is essential to the millennial workforce. Therefore, integrating popular technologies and platforms into your business can give you a decisive edge in attracting this generation.

Ensure your company continues to grow and thrive by appealing to millennial employees.

The terms upskilling and reskilling became buzzwords at the start of the pandemic. Upskilling is about improving an employee’s existing skill set to grow in their current role. In contrast, reskilling focuses on retraining an employee for a new position or discipline. Here are some of the bene ts of each.

UPSKILLING

Upskilling focuses on helping employees learn future-forward skills. Organizations can ll open positions with members of their current workforce. As demand for new skills increases, upskilling can allow an

organization to develop the skills needed to remain competitive.

RESKILLING

The World Economic Forum estimates that half of all employees worldwide will require reskilling by 2025 due to technological advancement. Reskilling can help increase a company’s bottom line by bringing out its employees’ full potential.

Both reskilling and upskilling strategies help your company foster a culture of learning in the workplace and help your employees adapt seamlessly to change.

Why upskilling and reskilling are so important

Theidealcandidatewillhaveastrong graspofcurrentdigitalmarketingtools andstrategiesandhavetheabilitytolead integrateddigitalmarketingcampaigns fromconcepttoexecution.

Ifyou’relookingtojoinatrustworthy teamconnectedtoourcommunity,let’s talk.Pleaseemailyouresumeandcover letterhighlightingyourcommitmentto excellentcustomerservice,attentionto detailanddesiretohelplocalbusinesses succeedinourcommunity.

Jobdutiesinclude:

Helpingcustomeroverthephoneandin persontoplaceclassi edadvertising.

Assistingwalk-incustomerswithavariety ofnewspaperadvertisingandcirculation services.Plusmore.

SkagitPublishinghasbeenpartoftheSkagitValleyforover130years-community reportingbuiltonafoundationofintegrityandfocusedontheSkagitValley.

Withoutfail,SkagitPublishinghasbeentheretodocumentthelivesof Skagitoniansthroughgoodtimesandhardtimes.

DIGITALMARKETINGMANAGER

MULTI-MEDIAACCOUNTEXECUTIVES INSIDEADVERTISINGSALES REPRESENTATIVE

Does your company have an employee referral program?

What better tool for an organization to address sta ng challenges than its trusted sta ? Here’s a brief look at the ins and outs of employee referral programs.

MORALE BUILDER

When your employees are your recruitment partners, they have a sense of ownership over their workplace culture. You show them you value their contribution. Being recruited by an acquaintance can enable a more seamless onboarding process for new hires.

INCENTIVE STRATEGIES

Employees should be incentivized to spread the word. A monetary reward is always welcome, but you could also consider other

perks like a bonus paid leave day. Keep your referring employee informed of the status of the recruit, so their engagement doesn’t end with the initial recommendation.

TARGETED RECRUITMENT

An employee referral program enables you to make hires more closely tted to your needs. Whether you want to enhance diversity in your workplace or seek speci c skills, your existing employees are your best resource for nding that perfect mix of desired qualities.

Talk to an HR consultant for advice on building an e ective employee referral program for your business.

4 reasons to use a recruiter in your job search

Recruiters help their clients get hired by top companies. Here are some bene ts of using one for your next job search.

1.They can save you time. Using a recruiter saves you time on your job search. They can help you determine beforehand whether a job is a good t for you, so you don’t waste time applying for jobs that don’t suit your skillset.

2.They can help you nd more jobs. Recruiters spend a lot of time networking. Therefore, they can point you toward exclusive openings that aren’t advertised or posted online.

3.They can provide expert advice.

Recruiters often function as career coaches. They can help you improve your resume and coach you on interviewing techniques. In short, they can help you get noticed and make a good impression on hiring managers.

4.They can increase your visibility. When you apply for a job directly with a company, your application may get buried under hundreds of others. Using a recruiter can improve the reach and visibility of your application because they communicate directly with the hiring managers. The recruiter can also personally recommend you.

Using a recruiter to search for a new job can make the process more satisfying.