A Head for Business 2023

A Head for

A Careers & Training Guide

In Otsego, Delaware, Chenango & Schoharie Counties

4 reasons to use a recruiter in your job search

Recruiters help their clients get hired by top companies. Here are some benefits 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 fit for you, so you don’t waste time applying for jobs that don’t suit your skillset.

2. They can help you find 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.

5 job interview mistakes to avoid

Job interviews are stressful. Besides answers to tough questions, employers look for competency clues when weeding out candidates. Here are five mistakes to avoid when you’re in the hot seat.

1. Arriving late. Showing up late without notifying the hiring manager will hurt your chances of getting the job. Managers often have numerous interviews to get through on the same day. Failure to arrive on time shows a lack of respect for their time.

2. Failing to ask questions. During the interview, the recruiter will ask you if you have any questions. Having nothing to ask suggests you’re disinterested or have done little research. Prepare questions ahead of time.

3. Dissing past employers. No matter how bad your experience was in

a previous job, badmouthing previous employers won’t look good on you. Stay positive and focus on what you’ve learned from your experiences.

4. Discussing money or time off. Unless the employer has already mentioned it, don’t bring up salary expectations or time off. Instead, focus on how your skills make you the perfect candidate.

5. Failing to follow up. Send the employers a message several hours after the interview and thank them for their time. Repeat key points from the interview to show your engagement and reiterate your interest in the job. This keeps you top of mind.

Finally, dress for success. Avoid smart casual attire and wear professional business clothes to give yourself the best chance.

Fami ly Residence Prevention Serv ice

Co ordinator

Seekingenergetic, caring,compassionate individual to providea nurturing, supportive,safehomefor children in foster care.Live in position with housingand all relatedexpensesprovidedtosuitable candidateand immediate family members. Candidatetoprovide parentingand oversight to youthinfostercareinDelawareCounty. Bachelor’s degree and/orfouryears’experience workingwithchildren andadolescents. Couplesencouragedtoapply.

This position requires experience workingwithchildren and adolescents. Salary range$57,557-$68,639 annually. Sign on bonusof $1500.00 after twosuccessful months of employment.

Theapplicationreviewprocesswill be ongoing untilthe positionhas been filled.

Most hiring managers require at least three references on job applications. Employers learn more about you by asking friends, co-workers or former teachers about your work ethic and other personality traits. Whom should you include in your reference list? Here are some ideas.

• Work-related references. Consider current or previous co-workers who know your work habits. Former or current supervisors can provide perspective from a managerial point of view. Choose a supervisor who may have awarded you for excellent work or promoted you.

• Character references. These references can be longtime friends, clients

or anyone who knows you personally. They can speak about character traits like honesty and dependability. They can reflect on how you’ve reacted to previous challenges. Avoid using family members.

• Academic references. Instructors, professors and even counsellors can provide unique insight, especially if you’re a recent graduate without much work experience. You can also include former classmates who know how you work in a team setting.

Reach out to potential references before you put them on your list. Begin your message by asking them how they’ve been and then lead into asking them about being a reference.

Employers traditionally consider soft skills, like adaptability and resilience, desirable but lower priority than role-specific hard skills. However, as demands for specialized expertise shift ever-increasingly, those consistent, nice-to-have traits are becoming so valuable that HR professionals are now calling them power skills. Here are four learnable power skills you can upgrade through training or coaching.

1. Mindfulness. If you already have a personal mindfulness practice, you know how beneficial it is to your mind and body. Mindfulness training can also help you navigate challenging workplace situations and improve your job performance.

2. Diversity, equity and inclusion. Many

4 power skills you can learn

organizations seek to build social and economic value by representing society in full rather than select groups. You can add value to your resume and enrich your work experience if you promote diversity, equity and inclusion in the workplace.

3. Communication. From public speaking to face-to-face conversations and Zoom etiquette, there’s always room to improve your communication skills. Select a communication skill you’d like to improve upon; you’re sure to find a course or a tutor to help you grow your skill set.

4. Conflict resolution. Some people are born peacemakers, but anyone can learn effective strategies for handling workplace conflicts. Whether you’re

in leadership and must moderate employee disagreements or you want to improve engagement with colleagues, conflict resolution training can help.

Explore the lifelong learning course offerings at your local college or university to discover opportunities to expand your power skill toolkit.

Substitutes needed for teaching and support staff positions at the following districts:

Charlotte Valley Edmeston

Laurens Milford

Oneonta City Schenevus

Stamford ONC BOCES

Windham-Ashland-Jewett

Worcester

Improve recruitment and retention with exit interviews

Reviews and testimonials are essential to doing business in the modern world. In today’s competitive labor market, conducting an exit interview is your opportunity to learn more about the worker’s experience within your company and potentially become a more desirable workplace.

Targeted recruitment

An exit interview allows you to learn more about the vacated role, which has likely evolved. This knowledge helps you elevate your job ad from a boilerplate to a targeted description of expectations. The more precise your job ad, the better your chance of

identifying the most suitable hire.

Enhanced retention

When an employee leaves, they’re more likely to give candid feedback about their experience on the job. This information can help you make informed adjustments to your corporate culture. It can also help you identify which practices are working. It all adds up to an opportunity to improve conditions for those who remain with you.

Ask a local employment agency or counselor to advise or support your recruitment and retention, from job ads to exit interviews.

5 tips for reentering the job market

Returning to the job market after an extended break isn’t easy. You may feel underqualified to rejoin the ranks among applicants with a more consistent work history or more recent training. The good news is that you can do a few simple things to ensure you have the tools necessary to succeed in the current job market.

1. Frame your story. During interviews, potential employers will likely ask about gaps in your resume. Don’t be apologetic; explain yourself confidently and honestly.

2. Update your CV. Ensure your resume is up to date and mentions the skills and software proficiencies employers are looking for. Customize your resume for each job you apply for, referring to specific requirements listed in the job posting.

3. Hone your interview skills. Interviews can be daunting and stressful, but you want to be confident and assertive. Research common questions hiring managers might ask. Practice some of your answers with your spouse or close friend.

4. Upgrade your skills. Technological advancement moves so fast these days that you’re probably not up to speed on modern software and digital tools. Take a course or two to update your skill set.

5. Go shopping. Update your wardrobe to make an excellent first impression by looking polished, stylish and professional.

Finally, remember to stay positive. Rejection is normal, and you probably won’t get the first job you apply for. Stay persistent, and the right job will come your way.

Does your company have an employee referral program?

What better tool for an organization to address staffing challenges than its trusted staff? 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 consid-

er 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 fitted to your needs. Whether you want to enhance diversity in your workplace or seek specific skills, your existing employees are your best resource for finding that perfect mix of desired qualities.

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

HELP WANTED ParksSuper visor

TheVillage of Cooperstownhas an opening in the position of Parks Super visor.Requirements include good knowledge of park construction and maintenance activities; ability to super vise the work of others; ability to followoraland written instructions; ability to keep records and makerepor ts; reliability; physical strength and endurance; physical condition commensuratewith the demands of the position.

Graduation from high school or possession of ahigh school equivalency diploma and twoyears full time paid experience in parks and/or recreation¬al facility and building maintenance.Possession of avalid Class Dorgreater NYSDriver’slicense is required for employment. This position also requires plowing snowand sanding in a non-CDL required vehicle

This is afull-time position with competitivewage and attractive benefits.Applicants must be aresident of Otsego County.For fur ther information regarding the position and to obtain an application please contact the Village Clerk’sOffice at 607-547-2411 or send your resume and coverletter to:

Village Clerk Village of Cooperstown

PO Box346

Cooperstown, NY 13326

5 reasons to

consider trade school instead of college or university

3 good reasons to hire students

Are you looking for new employees but hesitant to hire students? Here are three good reasons to consider them for your team.

1. You can fill temporary job vacancies

Students are usually flexible and available to work in the summer and during holidays when business is booming. For this reason, they’re ideal for casual and seasonal work, or if you need somebody to temporarily cover an employee on parental leave. They’re also more likely to accept evening and weekend shifts.

2. You help train the next generation

You offer students the opportunity to learn within your company. In certain industries and with particular tasks, you can teach recruits the basics of the trade and help them develop a strong work ethic. These motivated young people will become qualified workers capable of taking on full-time, permanent jobs upon graduation. Give them a chance; they’ll repay you in time.

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 five 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 significantly 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 field. Almost three-quarters of graduates from trade schools get jobs in their selected industries. College graduates must often take jobs outside of their degree field.

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 counselor about the trade school training available in your area.

3. You encourage knowledge sharing

Students often know more about new technologies than long-time employees. You can build mentorship connections between recruits and existing employees to encourage each to share their know-how and gain critical knowledge. This type of expertise exchange can propel your company into the future.

Are you interested in hiring students? Consult the placement services offered by local schools to tap into this valuable workforce.

Why your business needs to adopt eLearning

As more people work from home, skills development becomes increasingly challenging for businesses. Training delivered through a digital platform, called eLearning, can be an effective tool to support your employees and gain buy-in. Here are some good reasons to adopt eLearning.

1. Competitive edge with employees. More people are demanding flexible work arrangements. Online training through learning management systems (LMS) helps you meet employees’ expectations while ensuring they have the necessary tools to meet your organization’s goals.

2. Cost savings. Traditional training programs are costly, requiring employees to take full-

What do upskilling and reskilling mean?

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 benefits of each.

Upskilling

Upskilling focuses on helping employees learn future-forward skills. Organizations can fill 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.

day, in-person workshops, sometimes requiring travel. With eLearning, you optimize your training budget and minimize downtime.

3. Built-in measuring tools. Measuring impact is a vital element of any training program. Digital learning programs track progress, log course completion and evaluate test scores.

4. Increased efficiency. The benefits of eLearning modules last long after the training is complete. If problems or questions arise later, users can log into the LMS for fast solutions, reducing downtime and increasing response times.

Explore the many eLearning opportunities available to support employers and employees.

Seasonal jobs in agriculture

The agriculture industry employs millions of people. Many seasonal jobs are available for students or others looking for temporary work. Here are just a few examples.

Fruit/vegetable picker. In the late summer and fall months, fruit and vegetable farms need help getting produce from the fields to market. Pickers are often required to work on ladders and mechanical hoists. They may also need to stoop to pick field and vine crops.

Greenhouse worker. Greenhouses are busiest in the spring when homeowners, gardeners and landscapers rush to get flowers, vegetables and shrubs into the ground. Greenhouses need workers early in the season to plant seeds, water plants and organize the inventory.

Aquaculture worker. Fish farms need workers to feed and count fish and input data into computer networks. Fish farm workers often need experience operating and working on boats.

Stable helper. Horse farms often need extra help in the stables to feed, water and groom horses, clean the stalls, lift and move hay bails and assist with veterinary visits. Experience with livestock is an asset but not essential.

Fire lookout. The forestry industry also offers seasonal positions like fire watchers. These people spend long hours in a fire lookout tower, watching for plumes of smoke rising from the forest and reporting fires to emergency ground crews.

Experience isn’t always necessary for seasonal jobs in agriculture. However, you must have a good work ethic and positive attitude.

How to motivate remote employees

Remote work is here to stay. As more and more people work from home, managers and HR directors must find new ways to motivate employees outside the traditional office environment. Here are some ways to engage your remote employees.

• Give them the right tools. A remote worker needs a good internet connection and tools for time tracking, remote communication, project management and a direct messaging platform. Using outdated and complicated software will only demotivate your workers.

• Build trust. Micromanaging is a sure-fire way to discourage your remote employees. Instead, build trust by learning about their work habits and personal life. One of the main benefits of remote work is flexible hours, so give your team some room for work-life balance as long as your quotas and deadlines get met.

Bank of Richmondville

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• Provide feedback. A lack of feedback can make remote employees feel like their work isn’t appreciated. Regular check-ins will keep your team motivated, engaged and aligned with the company’s goals and objectives.

• Provide incentives. Offering small bonuses or vacation incentives can go a long way to motivating your remote workers to reach company milestones and meet deadlines.

• Recognize achievements. When an employee goes above and beyond and exceeds expectations, ensure you publicly and privately recognize their hard work. Create a particular channel on your communication platform to praise outstanding performances.

Remote working is the future, so prepare, adapt and welcome remote employees to ensure the future success of your business.

SUP PO RT WO RK ER

This rewarding job includes fun job duties such as recreation, transpor tation and other relatedactivities to assist children placed in foster care in Delaware County.Flexible hours,Par ttime full-time positions open. Bachelor ’s degree in psychology, sociology,education, or related field and/or four years’ experienceworking with children or adolescents.Salar yrange $21.20-25.29 perhour. Sign on bonusof$250.00 af terone month of employment.

Theapplication review process will be ongoing until the position has been filled.Applications accepted at

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6 blunders that can demotivate your employees

Engaged employees are more productive and creative and less likely to quit. However, demotivating management practices can make employees inefficient and start looking elsewhere for work. Here are six managerial mistakes to avoid.

1. Making too many rules. Organizations need rules, but unnecessary rules can make employees feel cramped and uncreative.

2. Overlooking accomplishments. When managers don’t recognize employee successes, workers become less motivated to exceed expectations.

3. Hiring and promoting the wrong people. Great employees want to work alongside other great workers. Hiring or promoting friends or underqualified employees demotivates those who work with them.

4. Treating everyone equally. When you treat all employees equally, you show top performers that no matter how hard they work, they’ll be treated the same as underperformers.

5. Breaking promises. Keeping your promise of awards, time off or raises engenders trust. Reneging on commitments makes you look disrespectful and uncaring, creating an environment where accountability isn’t valued.

6. Tolerating poor performance. No one likes conflict, but when you fail to call out an employee for poor performance, you show the entire team that their underperformance has no consequences.

Engaging your employees and recognizing their worth is key to maximizing your organization’s performance.

4 workplace personality types and how to motivate them

A positive workplace culture celebrates the unique strengths of each team member. Here are four basic workplace personalities and how to recognize and motivate them.

1. Amiable

The amiable colleague prefers harmony over conflict. Their friendly nature creates a sense of emotional safety. They may become passive-aggressive when a dispute arises, so achieving a resolution can be challenging. Kindness and empathy are essential to motivating your amiable colleague. When they feel safe to express their opinions freely, you may gain valuable insight into the needs of your entire staff.

2. Analytical

The analytical worker is orderly and approaches tasks with a well-formulated plan. They work well alone and have keen attention to detail. They’re often prone to indecisiveness and can be overcritical of others. The analytical colleague delivers results when presented with a specific problem and

given time to think through a solution.

3. Driver

The driver is an energetic leader. They’re an asset because they get the job done and quickly move on to the next task. Their keen focus sometimes seems like a lack of empathy, which can demotivate other colleagues. The driver needs little external motivation, but your productivity may improve when they’re reminded of the value their coworkers bring to the table.

4. Expressive

The expressive worker is quick-witted, generating excitement and enthusiasm within the organization or with clients and investors. A lack of organization or follow-through may offset their creativity and sociability, so they’re best balanced with more results-driven personalities. To harness their superpower, mirror their enthusiasm and engage their interest in your business goals. Talk to an HR consultant to learn more about motivating your team.

5 jobs related to emergency services

The emergency services industry encompasses jobs in various environments. You could be at a computer desk all day or on the street attending to injured or sick patients needing urgent care. Here are some jobs related to emergency services.

1. Emergency medical technicians, also called EMTs, are typically called to accidents or emergencies to care for injured people and take them to the hospital by ambulance. EMTs must have a high school diploma, CPR training and complete a post-secondary emergency technology program.

2. Emergency or 911 dispatchers answer 911 calls, including requests for police, fire and medical services. These workers must assess each situation and decide on an appropriate response to deliver fast care. 911 dispatchers must have a high school or equivalency diploma and excellent communication skills.

3. Emergency management coordinators, also

called EMCs, develop and implement action plans for natural disasters, terrorist strikes and large-scale accidents like plane crashes. Their responsible for coordinating medical, fire and police services during these events. EMCs typically have a bachelor’s degree and certification, plus strong leadership and communication skills.

4. Medical examiners conduct autopsies to determine how someone died. They also perform toxicology and pathology tests and issue death certificates. They typically work in morgues and require extensive training, including a medical degree.

5. Coast guard officers help prevent loss of life at sea and enforce maritime law, fight drug trafficking and terrorism and enforce immigration laws. Coast guard officers are trained in firearms use and piloting all types of naval vessels.

Visit your college or technical school to learn more about careers in emergency services.

The benefits of pets in the workplace

Did you know that an increasing number of companies around the world are allowing their employees to bring their pets to the office? Find out more about this trend — it’s sure to spark conversation around the water cooler!

Benefits

There are many benefits to having pets in the workplace. Studies have shown that employees who are allowed to bring their dogs to the office are less stressed, have an increased sense of well-being and are more productive. Being surrounded by dogs and cats also promotes interaction between colleagues and increases job satisfaction.

Additionally, since it creates a more positive perception of the employer, this type of practice can help attract and retain talent.

Considerations

Before implementing a pet policy within your company, educate yourself on the rules of your office, like the terms of your lease, if applicable. It’s also essential to have a discussion with your team to find out if there are any pet-phobic individuals or those who are allergic to animals.

If your office is big enough to introduce the policy, take the appropriate steps to be sure every staff member is comfortable with the situation. Finally, set clear rules about the number and types of animals allowed in the office. Moreover, ensure you’re clear about liability in case of property damage or injury.

Do you want to make your workplace more attractive by allowing pets?