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Carlisle, Pa. • Friday, February 28, 2014 • Day 1 of 3
The Sentinel
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Annual — Midstate Jobs
D2 • The Sentinel
Friday, February 28, 2014
Sections D and E of today’s Annual • D4: The jobs outlook: Local unemployment low thanks to gold collar jobs. • D6: Work ethic still matters: For youths, attitude just as important as aptitude. • D6: Can you afford not to have a college degree? • D7: Hey boss ... are your employees engaged? • D8: Health care thrives: More look to get into field, which is largestgrowing industry. • D9: Memo to job seekers: It’s not the economy, it could be you. • E1: The Top 50 employers of Cumberland County. • E2: Does your employer package measure up? • E4: How to start your second career. • E5: Local businesses hiring: Warehouses and distribution centers still growing in Cumberland County. • E6: The minimum wage debate: Businesses wary of governmentmandated minimum amount. • E6: Increase faces tough opponents on state, federal level. • E9: Workers need their brand, too. • E9: Protecting yourself from an economy in flux.
Coming up in Saturday, Sunday Annual sections Saturday’s Annual section looks at health care, including hospitals talking about how the market has changed over the years and what the focus is now, hospital mergers, areas of growth, urgent care and doctor affiliations. Sunday’s section looks at transportation in the Midstate, including a breakdown of what the transportation bill says and the arguments against it, the future of Cumberland County, infrastructure and the Pennsylvania Turnpike.
Michael Bupp / The Sentinel
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The Sentinel • D3
Friday, February 28, 2014
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Annual — Midstate Jobs
D4 • The Sentinel
Friday, February 28, 2014
THE JOBS OUTLOOK
Local unemployment low thanks to gold collar jobs By Christen Smith The Sentinel While state unemployment levels continue to climb above the national average, Cumberland County’s own numbers are much lower, partly due to an influx of “gold collar” job opportunities. In December 2013, the county’s unemployment dropped to 5.3 percent — a far cry from the national average of 6.7 percent and lower still from the state’s 6.9 percent unemployment rate. “Skilled trades are in high demand,” said Jim Carchidi, executive vice president of the Camp Hill-based JFC Staffing Companies. “From Franklin to Dauphin, we’re one of the best areas for those positions.” Cumberland County’s proximity to three major highways — Interstates 81 and 83 and the Pennsylvania Turnpike — puts 36 percent of the nation’s population within a day’s drive of the Midstate, a selling feature for developers who want to expand retail trade, warehousing and distribution centers in the Northeast. “There are still companies aggressively seeking this area,” Carchidi said. “I live here, and some days I wish they didn’t have to put another warehouse in this area, but people have the misconception that it’s all low-wage positions.” Carchidi says large distribution centers typically bring a dozen or two dozen high-end career opportunities, though those positions still remain disproportionate to the lower-wage positions. Goodman Birtcher’s proposed 3-million-squarefoot warehouse that straddles four municipalities in the central part of the county — Carlisle Borough and Dickinson, South Middleton and West Pennsboro townships — would bring 1,000plus jobs to the Midstate. Goodman Birtcher spokesman Tom Ahern told The Sentinel last year there’s a well-educated, stable work force available in the area
Jason Malmont / The Sentinel
Amazon, located on Allen Road, owns one of many warehouses in Carlisle. to fill a number of types of jobs. Fortune 100 and Fortune 500 companies — such as those to whom Goodman Birtcher is talking — require larger, contiguous spaces to house both logistics and professional jobs.
Health care Cumberland Area Economic Development Corp. CEO Jonathan Bowser said that manufacturing growth, the county’s third-largest industry, has helped keep job creation steady. “I think unemployment is one of the things that is really important to me that we really hang our hat on,” he said. “We are definitely closing the gap on unemployment, so I think it’s a sign that our economy is definitely headed in the right direction.” Bowser said the county ranks fifth statewide for the lowest unemployment rate — a number he hopes will See Jobs, D5
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Annual —Midstate Jobs
Friday, February 28, 2014
The Sentinel • D5
Photos by Michael Bupp / The Sentinel
Above: A wheel loader at Volvo Construction Equipment in Shippensburg. Bottom: An asphalt compacter at Volvo Construction Equipment.
Jobs Continued from D4 keep dropping in 2014. “After talking to and hearing and listening to several economists over the last several weeks, they think our local economy is going to grow by about roughly 2 percent,” he said. “That seems really consistent with what we’ve seen historically over the last couple of years. (The year) 2013 was a pretty good year for growth.” Although Bowser said the economy in 2014 won’t experience quite as much growth, he said the year will bring job gains via health care and warehousing. “We’ve heard a lot about mergers and buyouts and acquisitions,” Bowser said, referring to recent stories about Carlisle Regional Medical Center and Holy Spirit Hospital. “I think that will be good for our local hospitals.” Though Bowser said there is widespread uncertainty throughout the county See Outlook, D10
Jason Malmont / The Sentinel
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Annual — Midstate Jobs
D6 • The Sentinel
Friday, February 28, 2014
WORK ETHIC STILL MATTERS For youths, attitude just as important as aptitude By Joseph Cress The Sentinel When Michele Orner got the gadget, she wanted to try it right away. As director of the center for careers and technology at Carlisle High School, she thought it was interesting how the engineering student used the latest in drafting software to design a cellphone holder that was cast in plastic by a three-dimensional printer. But the Carlisle H igh School junior told her right away that the design was faulty. There was no way his idea could fit her phone. He could have decided, then and there, to be derailed by his failure to turn out a quality product. Instead, he told her about the plan to go back and fix the mistake. It was just the kind of response for which she was hoping. “It was clear to me he demonstrated the soft skills to be successful,” Orner recalled. “He was not going to throw this aside. That is what the work force needs from us.”
Part of a team What she hears the most from employers nowadays is the need for workers to keep the drama at home, report on time, be ready and willing to use technology and do the job as a team player with demonstrated problemsolving and critical-thinking skills. “Their first concern is hired for attitude, trained for skill,” Orner said. “If you come to them with that basic American work ethic, they are willing to put that training into you ... to make that investment.” The challenge today for providers of job training is how to balance out these soft employability skills with the technical and academic sides of education. The approach Carlisle High School takes is to place equal emphasis on all three. Soft skills are the most difficult to teach because students are influenced by factors outside of school, Orner said. She said the best behaviors may not be modeled in cases where the student gets in with the wrong crowd or is from a family that does not value a solid work ethic. “Every employer needs somebody committed to the job,” said Doran Condon, program manager for youth with the South Central Workforce Investment Board. He added in many
Jason Malmont / The Sentinel
Nikita Lashinsky, left, and Regis Malady, both students in the diesel mechanics program at the Cumberland Perry Area Vocational Technical School, arrange all the parts needed to rebuild a diesel engine. cases, the soft skills of how to communicate and treat co-workers with respect are embedded within the training curriculum. Personal work habits and other soft skills make up about 10 percent of a student’s grade at the Cumberland-Perry Area Vocational Technical School, the school’s administrative director, Justin Bruhn, said. “It is something that we continue to hear as important.” Bruhn added the last couple years have featured a greater emphasis on training students how to write a resume and interview for a job. Vo-tech officials say they see the dividends of teaching students not only what they need to move into the workplace or the next stage of training, but also how to present themselves in a professional manner. The technical side of education is important because students have to be open to learning the rapidly evolving technology that has become such an integral tool in most every career field, Orner said. At Carlisle, for example, students enrolled in the construction trade program are learning to install solar energy panels and to work with other forms of green technology. See Work, D7
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Can you afford not to have a degree? Brandpoint For working adults wondering if they should go back to school for a degree — or to upgrade their bachelor’s degree to a master’s — affordability is more important than ever. “How can I afford it?” is often the first question students ask before they enroll. But perhaps a better question would be “how can I afford to live without a college degree?” According to the U.S. Bureau of Labor Statistics, median weekly earnings go up and unemployment rates go down for each level of higher education achieved. Americans with a bachelor’s degree earn, on average, $400 more a week than those with only a high school diploma, and are also less likely to be unemployed. “Yes, pursuing a degree costs money. However, prospective students
should be aware of costsaving avenues they can pursue to keep their expenses down,” says Clare Levison, a CPA and author of the book “Frugal Isn’t Cheap.” “In addition to saving money for a college degree, professionals should look for avenues that help them reduce the overall cost of education as well.” Here are Levison’s tips: • Look everywhere for support. Grants, scholarships and even employers’ tuition benefits are options everyone should investigate before enrolling in a degree program. Contact the college you’re interested in attending to ask about these options. If you are employed, ask your human resources department if the company offers an education benefit. • Research loan options. Many students will need to take out loans, but must ask careful questions about
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how loan debt can affect them before enrolling in a program. Find out the repayment terms; the interest rate; the anticipated monthly payments you’ll need to make once you’ve earned your degree; if the loan interest or tuition expense can be used as a tax deduction; and ask if an automated payment system is available. You may discover thatcertain organizations will offer help with student loans. This option may appeal to you if you’re interested in providing services in exchange for student loan benefits, or in a workstudy program. • Try out a school before investing fully. Ask yourself: “Will I like the school I picked?” Western International University lets students test drive its online education program by taking the first two, threecredit required courses for just $200 each. If you de-
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Annual — Midstate Jobs
Friday, February 28, 2014
The Sentinel • D7
Hey, boss ... are your employees engaged? Brandpoint
only good for the individual worker, but has numerous benefits for the organization as well. “Engagement is directly tied to productivity and loyalty,” says David Fagiano, chief operating officer, Dale Carnegie Training. “This coincides with ROI, which is the reason why every business should pay close attention to their employees and their well-being.” Only 29 percent of U.S. employees are fully engaged, according to a study from Dale Carnegie Training and MSW Research. Furthermore, 26 percent are considered disengaged. Disengaged employees are two and a half times more likely to leave their job for any level of pay increase than engaged employees. The study also
found that young employees and older groups are more engaged than middle-aged people, with engagement peaking among employees who have been at their place of employment for three to five years. “Empowering people to make decisions about their work will generate enthusiasm and inspire people to try harder, producing the strongest lift to engagement,” says Fagiano. “The single most important person for driving employee engagement is their direct supervisor. This person truly sets the stage for positive or negative outcomes.” Managers should be aware of the three organizational drivers of employee engagement, according to Fagiano: 1. Relationship with im-
mediate supervisor: Does this person appreciate and recognize the employee? 2. Belief in senior leadership: Do employees believe the company is headed in the right direction? 3. Pride in working for the company: Do employees feel a sense of worth when doing their jobs? “Really good supervisors know that people are driven by their emotions,” says Fagiano. “If they feel engaged, they’ll work harder and be more likely to help their coworkers. The power of positive emotions should never be underestimated.” The common connection between all engaged employees is that they feel valued. A recent Dale Carnegie white paper, titled “Emotional Drivers of Employee
Engagement,” explores emotions that are connected to feeling valued. Here are the four core emotions of feeling valued and how supervisors can use them to build more engaged employees: Confident: When employees feel confident, they are more productive and more likely to take on new challenges. Build confidence by giving sincere praise. Be specific about what you think they have done well in the past and reinforce it with a positive statement or suggestion about the future. Empowered: When employees have the tools and support they need, they feel empowered. Keep an opendoor policy for questions and conversation. Truly listen to what employees say. Ask them what projects
Recently, the state Department of Education awarded Carlisle High School a $30,000 supplemental equipment grant to bring the TV studio used in its communications technology program into the digital age, Orner said. She said the district entered into a partnership with Datavideo to become a showroom floor for that company’s equipment. “We get the latest and greatest of everything so long as we are willing to share our curriculum with folks and to give tours of our studio when asked,” Orner said. “My kids are getting to work with pieces of equipment that are loaned to us that business and industry Top: From left to right, would die to have.” Ethan O’Brien, Michael Certifications needed Brown, Jared Goulden, The last five years have Mike Toomey and Zach featured an increased em- Mellott discuss the difphasis on the need for vo- ferent safety features tech students to obtain in- they used when operatdustry certifications before ing a metal lathe in the they graduate into the work Precision Machining force or some post-second- Shop at Cumberland ary training program, Bruhn Perry Area Vocational said. According to his data, Technical School. the number of certifica- Right: Tom Wolfe, diesel tions issued by the school technology instructor, has more than doubled from center, helps teach Regis 272 in the 2007-2008 school Malady, left, Nikita Lashinsky, center, and year to 622 in 2012-2013. The idea is to make the Alex Goldman, how to student more marketable by trace an electrical probgiving employers the assur- lem from the battery to ance that their potential hire the starter on a truck at already has shown a certain the Cumberland Perry aptitude or level of accom- Area Vocational Techniplishment, Bruhn said. “We cal School. realize it is a competitive Photos by Jason Malmont / market place. We want to The Sentinel provide students with something that sets them apart in the eyes of employers.” the problem, Condon said. There has also been a What was needed was coltrend in the last five years for laboration among employgroups of similar companies ers, educators and work to form industry partner- force development experts ships, Condon said. He ex- to first identify where skill plained how initially, these gaps exist and then work to partnerships were born out raise awareness on possible of the need for companies solutions. to replace their aging work force of skilled employers A new generation who were getting ready to Condon said while the retire. Recession of 2008 caused “We were losing a lot of many older workers to delay that seasoned experience,” retirement, the need to deCondon said. “A lot of that velop the next generation of knowledge was not being skilled workers has not gone transferred down.” away. With less funding to The companies soon re- go around, there is greater alized that not one entity motivation to make smarter working by itself could solve choices on how to invest re-
sources. One tactic has been to develop skills that workers can transfer from one employer to the next, Condon said. The result has been greater emphasis on helping workers earn industry recognized certifications and to realize they need to be lifelong learners to stay competitive in the ever-changing job market. The academic side of education is important because most career fields require some form of post-secondary education, Orner said. “You need to have an aca-
demic basis to be successful in those classes.” Support from business and industry has helped the Carlisle school district stay current with its programs, Orner said. “This is the most generous community on the planet.” She said all she needs to do is ask and there are people willing to give their time and expertise to review the curriculum and technology, and to help with grants and cash donations. The three-dimensional printer the engineering student used to produce the
cellphone holder was made Email Joseph Cress at possible with a foundation jcress@cumberlink.com grant from PPG Industries or follow him on Twitter @ Inc. SentinelCress
Do your employees feel personally connected to the organization they work for? Would they recommend your workplace to others? If the answer to either of those questions is “no,” you’re far from alone. Employee engagement is way down, so low that a recent study found that two-thirds of the U.S. work force is not fully engaged. What exactly is employee engagement? Boiled down, the term means employees who are fully involved and enthusiastic about their jobs. Beyond simply being satisfied, engaged employees feel connected and committed to their coworkers and the organization where they work. Employee engagement isn’t
they’d like to work on. Show them you genuinely care and have high expectations. Enthusiastic: Enthusiasm is contagious. One employee who feels these emotions can spread positive energy to the entire group. Boost enthusiasm by sharing company plans for the future and be open to employee suggestions. Live by example and talk about how excited you are for future developments. Inspired: Knowing the future is bright and there is opportunity for growth will inspire employees. Be a mentor and a coach as well as a boss. Provide growth and development opportunities. Remove obstacles and be proactive about providing any necessary resources. Keep an open dialogue about
Work Continued from D6
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Annual — Midstate Jobs
D8 • The Sentinel
Friday, February 28, 2014
HEALTH CARE THRIVES More look to get into field, which is largest-growing industry By Joseph Cress The Sentinel For some time now, David Nguyen has been on the receiving end of a healthy dose of reality. It started about five years ago when his grandmother Maria was diagnosed with chronic obstructive pulmonary disease. Eve ry so o f te n , t h e Carlisle-area youth would stop by and help her in any way he could. “I understand what she is going through,” Nguyen said. “I’m always there for her.” The empathy turned personal in his junior year at Carlisle High School when an undiagnosed case of diabetes flared up and landed Nguyen in the hospital for 10 days. From his bed, he watched nurses take care of patients and offer them words of encouragement on their way to recovery. In those deeds, he found a career path. “That inspired me to want to become a nurse,” said Nguyen, now 18 and a senior. “Nursing is a way of life. Everyone should care for others. It may be difficult, but it is rewarding.” Applying what he learned from being a patient, Nguyen spent his junior year donating 10 hours a week as a volunteer at the Carlisle Regional Medical Center. He worked in the emergency department and outpatient services and manned the information desk. It has all been an education, but Nguyen desired more. So, in August he took part in the first class of students to enroll in the new Health Careers Academy offered at Carlisle High School. Nguyen is on his way to becoming qualified as a certified nursing assistant — a job he could work at as he studies nursing at Penn State Mt. Alto campus starting this fall.
Joe Kloza, program manager for the preclinical nurse aide training class at the Employment Skills Center, Carlisle, works with Mikala Yanane on a medical puzzle that will help save a patient’s life in the future during class. dents, Orner said. “We don’t have an endless pot of money,” she said. “We have to pick and choose how we spend the taxpayer’s dollar.” The Carlisle Regional Medical Center recognized the need for qualified workers by providing the academy with equipment and half of Craig’s salary for the first year, Orner said. She said Rich Newell, CEO of CRMC, spent a day with students to brief them on the range of careers available in the health care field. The Health Career Academy has two tracks. One focuses on teaching students the basics on what careers are out there and what skills are needed as a foundation for further training. This track includes lessons on basic anatomy, infection control, blood-borne pathogens, workplace safety and medical terminology and procedures, Craig said.
Learning experience
New trend His story illustrates one of the many trends in health care that breaks down the traditional gender roles of men as doctors and women as nurses. “There are a lot of male students who want to go into nursing,” said Beth Craig, Carlisle’s academy instructor. “They are confident in their decision of what they want to do.” Experts agree the health care field will continue to experience tremendous job growth. “The Baby Boomers are retiring ... and that is a huge tidal wave,” said Joe Kloza, who manages the nurse’s aide training program at the Employment Skills Center in Carlisle. “It’s not just doctors and nurses anymore,” Craig added. “There is a lot of room and different occupations to explore.” For example, rising insurance costs are prompting some employers to hire health experts to encourage their workers to eat better and exercise more, she said. The last two years have seen an increase in demand for workers skilled in health care information technology as mandates from the federal government take hold, requiring providers to switch from paper to digitized medical records, said Doran Condon, program manager for youth with the South Central Workforce Investment Board. Condon said the board is part of a collaboration with schools and employers that recently applied for a federal grant to develop internships and other training opportunities for students looking to enter the health care IT field. Aside from being versed in
Photos by Jason Malmont / The Sentinel
Top: Carlisle High School Health Academy student Nida Akram learns CPR. Middle: Carlisle High School Health Academy students Lina Berrios, back, and Nida Akram demonstrate first aid techniques. Bottom: Carlisle High School Health Academy student Brittney Eichelberger learns CPR. computer and networking skills, these workers need to be knowledgeable about security systems to protect patient confidentiality.
occupations. This designation prompted the Carlisle Area School District to begin phasing out the cosmetology department of its Center for Careers and Technology and Top priority phase in the Health Careers The state Department of Academy. Labor has classified health “There was a lot of heartcare careers as high-priority ache,” said Michele Orner,
center director. “It was a decision we had to make because when you look at work force development trends, health care is a must-have.” To stay competitive and fiscally responsible, district administrators have to weigh what options make the best investment to benefit stu-
Abby Baughman, 18, enrolled in the academy eager to learn more about her first choice in the medical field. Through the academy, she’s seen other possibilities. “I am not 100 percent sold on physical therapy,” the Carlisle High School senior said. “I will find my place along the way.” Baughman plans to study premedicine at Albright College this fall. For her, the growing availability of high-paying jobs is definitely a factor that influences her career choice. “There are always going to be people that are sick and in need of health care,” Baughman said. Emerging trends in health care have shaped the offerings at the CumberlandPerry Area Vocational Technical School, administrative director Justin Bruhn said. “We do have a high demand especially in the dental assistant program,” he said. “It has really taken off.” With support from the business community, the vo-tech recently acquired two state-of-the-art dental chairs and new radiology equipment, Bruhn said. He said the nursing assistant program is at capacity, and the health career technician program is in its second year. Recognizing the need, the skills center started a program in late 2007 to prepare individuals for the clinical side of nurse’s aide training, Kloza said. He said this program emphasizes the development of self-confidence and selfesteem in students, while teaching them communication skills, conflict management and the value of teamwork. There have been 40 threeweek sessions since the start of the program, with about 450 students graduating,
Kloza said. Statistics show that 70 to 75 percent of those individuals are employed within a month of completing the three-week clinical phase of the training, which is offered through Harrisburg Area Community College.
Elder care
One trend in elder care has been a movement called “culture change,” in which nursing homes are being transformed from clinical institutions based on the medical model to userfriendly facilities that emphasize the individuality of each resident, Kloza said. For example, where before staff care was based on a set sleep and meal schedule, nursing homes that embrace “culture change” provide flexibility where the resident decides when to wake up and eat, Kloza said. More activities are offered to engage residents. The goal is to move away from a past stigma and change the way care is provided. “A nursing home is not a place where you come to die,” Kloza said. “It is a place you come to live the next chapter of your life. They have to be that way now or they will go out of business.” In the classroom, Kloza teaches students about the “culture change” and compares it with the old model where nursing homes once used drugs and restraints to control residents and keep them in line with the set schedule of the institution. A l o n g w i t h “ c u l t u re change,” more and more nursing home facilities use a technique called the “progressive learning circle” to involve their residents in decision making. “You bring up a topic, and everyone in the circle is allowed to say what they want about it,” Kloza explained. “You allow that thought to go around the room and then you continue on.” He has applied this same technique to his classroom instruction as a break from long lectures and to discourage those with strong personalities from dominating the discussion. “It makes everybody feel engaged and part of the process,” Kloza said. While nursing homes have higher paying jobs with better benefits, there are students who are uncomfortable about multitasking the care of many residents. Instead, they prefer to work one-on-one with individuals, Kloza said. He expects there to be an increase in the number of home health care aide jobs as more retirees decide to stay at home as long as possible. Email Joseph Cress at jcress@cumberlink.com or follow him on Twitter @SentinelCress
“It’s not just doctors and nurses anymore. There is a lot of room and different occupations to explore.” Beth Craig, Carlisle Area School District academy instructor
Friday, February 28, 2014
Annual — Midstate Jobs
The Sentinel • D9
Memo to job seekers: It’s not the economy, it could be you Brandpoint Job seekers are growing increasingly pessimistic about their ability to gain employment. Nearly two in five job seekers (37 percent) lack confidence that the job market will improve next year, according to a recent study conducted by the Career Advisory Board, established by DeVry University. Hiring managers, however, disagree. Eighty-seven percent of hiring managers think the job market will improve in 2014 according to findings from the 2013 Job Preparedness Indicator. While hiring managers may be optimistic about the job market, they also have a very clear message for job seekers: “Help us help you.” Only 15 percent of hiring managers said that nearly all or most job seekers have the skills and traits their organization is looking for in a candidate — a 2 percent decrease from the prior year. Despite their negative perceptions of the job market, job seekers remain strangely — almost irrationally — sure of themselves. Seven in 10 job seekers (72 percent) are confident they know how to present their skills and experience to an interviewer and more than half (56 percent) are confident they know what employers are looking for in candidates. “Our research shows that two out of three hiring managers won’t settle for a candidate without perfect qualifications for the job,” said Alexandra Levit, business and workplace consultant and Career Advisory Board member. “The good news is that there are steps candidates can take to give employers what they need and want.” Career Advisory Board members recommend the following strategies to help job seekers shift their mindsets and improve their marketability: • Recognize the value of mentorship: Three out of four hiring managers say job seekers should have a mentor or career coach; yet only 40 percent of job seekers report having a similar professional resource. Cultivating relationships with experienced and trusted advisers can help job seekers uncover job opportunities. Working with mentors can help you move your career forward and build your network. Mentors also can help you navigate potentially precarious business situations according to Krista Canfield, senior manager, corporate communications, LinkedIn. • Learn how to tell your story: Fifty-six percent of job seekers use keywords from the job description when applying to a position, but hiring managers care more about a candidate’s skill set and experience. Job seekers have the opportunity to stand out from the pack by telling stories that reinforce their personal brands during interviews. They should focus less on listing out past positions and more on saying, “this is what I’ve learned in my career and here’s what it enables me to do today,” said Jason Seiden, CEO of
“Our research shows that two out of three hiring managers won’t settle for a candidate without perfect qualifications for the job.”
encing, networking, attending trainings and workshops, and pursuing professional certifications of value in their fields, said Kristin Machacek Leary, vice president of global talent firm Quintiles. • Demonstrate that you can adapt: Ninety-three percent of hiring managers say job seekers need to demonstrate flexibility to prove they can cope with the everchanging workplace. Job
seekers should be prepared to share how they have dealt with challenging situations or rethought an approach to an assignment when something was not working well, said J.T. O’Donnell, career strategist, workplace consultant and founder of careerealism.com. For additional career advice and complete findings from the 2013 Job Preparedness Indicator, visit www. careeradvisoryboard.org.
Alexandra Levit, business and workplace consultant and Career Advisory Board member Ajax Workforce Marketing. • Constantly refresh your skills: Approximately twothirds of hiring managers believe employees should be mostly responsible for developing the skills and traits needed to be successful in their jobs. Candidates need to take responsibility for enhancing their skillsets through on-the-job experi-
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Annual — Midstate Jobs
D10 • The Sentinel
Friday, February 28, 2014
“A lot of companies still have the mind-set of, ‘Can I do more with less?’” Jim Carchidi, executive vice president of JFC Staffing Companies
Photos by Jason Malmont / The Sentinel
Top: One of the many warehouse located on Logistics Drive. Above: Trailers sit at the docks at one of the warehouses on Alexander Spring Road.
Michael Bupp / The Sentinel
Mike Anderson, a cab line team leader at Volvo Construction Equipment in Shippensburg, prepares windshield wipers for a cab.
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Continued from D5 about the effects of the Affordable Care Act, he is upbeat about the opening of PinnacleHealth’s West Shore Hospital in Hampden Township this May and anticipated growth at the county’s top employer, Highmark. The $150 million West Shore Hospital will offer an emergency department, medical/surgical care, cardiology, orthopedics, chronic disease management, transitional care and private patient rooms. It will bring 400 jobs to Hampden Township. Carchidi described hiring trends less favorably. “That was one of the things that bucked the trend this past year,” he said. “It definitely seems like it took a little bit of hibernation in our area. I’m not sure if it’s because companies are waiting to see what happens with ACA, but the industry has been very timid to hire in general.” It’s not just the Affordable Care Act holding employers back, either, Carchidi said. “A lot of companies still have the mind-set of, ‘Can I do more with less?’” he said. “Employers are still hiring the best of the best, which is people who can do two jobs at once. It leads to burn out.” Carchidi, whose company helps match hundreds of clients with jobs each day, said the process stretches limited resources, with some managers receiving 200 hundred resumes daily for a position. “Companies are incredibly frustrated with the interview process,” he said. “There is a lot of white noise from candidates out there from the influx of resumes coming in. Once they try to hire, they realize it’s a lot more work. They kind of shy away, and try to keep doing more with less.” Email Christen Smith at csmith@cumberlink.com or follow her on Twitter @SentinelCSmith
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The Sentinel • D11
Friday, February 28, 2014
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D12 • The Sentinel
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Friday, February 28, 2014