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VIEWPOINT: How to Navigate Recruitment & Retention Challenges
As the competitive job market proves its staying power, many industries continue to suffer from labor shortages and retention challenges. With more opportunities than ever before, the demands and expectations of the workforce are changing, forcing companies to reassess their benefit and culture offerings to remain competitive. To ensure operations are not negatively impacted by […]
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As the competitive job market proves its staying power, many industries continue to suffer from labor shortages and retention challenges. With more opportunities than ever before, the demands and expectations of the workforce are changing, forcing companies to reassess their benefit and culture offerings to remain competitive.
To ensure operations are not negatively impacted by these persistent issues, leaders must act now to mitigate these challenges by finding ways to effectively communicate who they are, what they believe, and what they offer as an employer.
There are four prevailing pain points in recruiting and retention today that contribute to ongoing labor-shortage challenges, with the most obvious being the state of the current job market. Businesses are finding it harder than ever to remain highly competitive in an environment where the pool of experienced, skilled laborers seeking new opportunities is getting smaller.
To make matters worse, potential hires have more options than ever before. This puts companies across industries in direct competition with each other and applies pressure for leaders and hiring managers to remain well-informed of ever-changing and sometimes “trendy” benefits and perks.
Wages, for example, are a leading driver of an employee’s decision to accept a job offer or remain at their current company. Across the board, from fast-food establishments to financial institutions, entry level wages are rising as the demand for workers increases. Leaders must remain aware of what competitors and industry peers are paying their workforce to ensure they are finding, and keeping their top talent.
Lastly, the rate of turnover continues to rise for many, as the workforce is constantly seeking opportunities for better pay, more benefits, and greater flexibility. This continues to be highly disruptive to operations and costly for employers to find and train new talent.
These challenges, unfortunately, aren’t going anywhere, so companies must seek to make systematic changes to stay ahead of the curve. Below are some recommended strategies to deploy in [the year ahead] to effectively navigate these pain points.
Communicating your expectations properly to prospective hires and current employees will build a strong foundation of transparency and trust. For starters, when seeking new talent, make sure that the job expectations you are sharing are accurate, clear, and all-encompassing. This applies to the job description, the way you define your culture, and day-to-day expectations for the role. This ensures you are hiring someone with the right skillset for the job and avoids any frustrations from employees that feel they were misled. Beyond job descriptions, these rules should apply to your marketing materials as well, from your website to your social media platforms. All these materials should paint an accurate picture of your culture and the nature of your work.
When it comes to retention, ensuring communication goes two ways is key, especially with the abundance of opportunities in the marketplace that threatens to attract your workforce to competitors on any given day. Conducting regular “stay interviews” is a great way for managers to identify and address any frustrations or desires from employees before they consider leaving. Your people should take an active role in shaping your culture to ensure that you are fostering a pleasant and positive work environment for all, and regular check-ins are invaluable in making sure your employees feel heard.
When it comes to fostering a culture that remains competitive in the marketplace, you should start by asking yourself some vital questions. Do my employees value the benefits I offer? Are we living up to the way we define our culture externally? Reflection is the first step in making pivotal changes to attract more talent and keep your current workforce happy.
This is another area where listening to feedback from your employees is crucial, especially in an environment where the needs and wants of the workforce continue to evolve. Through methods like input sessions and surveys, companies should seek to refine the employee experience in ways that meet employees’ needs, while identifying recurring language and employee desires to re-articulate their culture in job descriptions and external channels. This ensures that current employees see the change they want to see, while also improving your chances of attracting likeminded prospects.
One group that should not be overlooked in this process are your board members. Since they form the governing body that oversees the direction and performance of all areas of your organization, it only makes sense to ensure they are taking an active role in the creation and maintenance of your culture.
While the above methods are great strategies for addressing labor shortages in the long term, many companies are seeking short-term solutions to their staffing woes. That’s where automation and outsourcing come in.
Automation is a great way to address administrative tasks so that your current employees can focus on value-driven work and avoid being overwhelmed. For example, tools like chatbots can collect and organize customer or prospect information quickly, improving efficiency and streamlining operations. There is also more complex software available for functions like accounting that can improve reporting accuracy while saving companies time and money.
Outsourcing is another great opportunity to ensure you have access to professionals while avoiding the cost and disruption of turnover. Operations like auditing, human resources, and information technology are commonly outsourced to combat a lack of experienced and skilled talent.
Recruitment and retention will continue to pose challenges for leaders in the year ahead, but they are essential to successful business functions. Taking proactive measures to appeal to the right talent and maintain a content workforce will help you to combat and avoid the common pain points of the labor shortage and thrive in competitive markets.
Joanne Vadala is director of talent management at The Bonadio Group.
OPINION: We Can Do Better Fighting the Opioid Crisis
New York has made strides in combating the ongoing opioid crisis, but much work remains as we still have far too many deaths in the state. For many of us, this epidemic is personal. It could be an acquaintance, friend, or family member — the opioid crisis doesn’t discriminate. Sadly, more than 2 million Americans
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New York has made strides in combating the ongoing opioid crisis, but much work remains as we still have far too many deaths in the state. For many of us, this epidemic is personal. It could be an acquaintance, friend, or family member — the opioid crisis doesn’t discriminate. Sadly, more than 2 million Americans abuse opioids and more than 90 Americans die by opioid overdose every day. According to a recent report from the Centers for Disease Control and Prevention, New York has seen a decline in overdose deaths for the first time in years, but we lag behind neighboring states in how quickly we are mitigating them.
The good news is that, overall, New York and the rest of the nation have been able to decrease the number of opioid deaths for the first time since 2018. However, while places like New Jersey, Connecticut, and Massachusetts have been able to decrease their death rates by at least 7.5 percent in 2023, New York state has only reduced its rate by 3.5 percent. New York City lags even further with a decline of less than 1 percent.
The Assembly Minority Conference has been working hard to combat the opioid crisis. Our members have been actively engaged in their communities seeking solutions. Assemblyman Brian Maher (R,C–Walden) recently organized a “Finding Hope” roundtable discussion with peer-recovery specialists, treatment specialists, prevention specialists and individuals in recovery aimed at identifying legislative solutions. Below are some examples of measures offered by the Assembly Minority Conference.
Opioid overdose study (A.7746) — directs the commissioner of the Department of Health to conduct a study to identify, analyze, report, and medically combat new or previously unseen opioid compounds found in overdose patients;
Long-term rehabilitation alternative (A.4146) — creates a long-term rehabilitation alternative for certain opioid offenders in lieu of prison;
Allow judges more discretion to hold drug dealers (A.5992) — gives judges more discretion when issuing securing orders for a defendant after taking into account their flight risk, the seriousness of the crime, and whether they are a danger to the community. Authorizes the revocation of recognizance or bail for felony drug offenders who refuse to participate in court-ordered drug treatment or for failing to appear before court;
Create the “Death by Dealer” statute (A.7985) — establishes the crime of criminal sale of a controlled substance resulting in death, a class A-1 felony; and
Classify xylazine as Schedule I controlled substance (A.8130) — classifies xylazine as a Schedule I controlled substance and creates penalties for the criminal sale and possession of xylazine or preparations, compounds, mixtures, or substances containing the drug.
In coordination with one another, these bills would provide a powerful avenue to combat the opioid epidemic and bring New York in line with other states making better progress. Democrat strategies like safe injection sites have not moved the bar enough, and they come with inherent risks that could exacerbate the problem. We can, and must, do better.
Any progress is worth noting, but to truly protect our communities we must implement effective policies that address the root causes of substance use and abuse and approach this devastating issue in a compassionate and effective manner. I look forward to working with my colleagues in the legislature to continue to curb this deadly epidemic and give our communities the tools they need to address the mental health and substance-abuse crisis plaguing New York.
William (Will) A. Barclay, 55, Republican, is the New York Assembly minority leader and represents the 120th New York Assembly District, which encompasses all of Oswego County, as well as parts of Jefferson and Cayuga counties.
OPINION: State Attorneys General Should Sue N.Y. over Election Interference
State attorneys general have a duty to sue the city and state of New York, which rewrote federal election and state business-records law to interfere with the 2024 election, throw former President Donald Trump in jail, and disenfranchise tens of millions of Americans’ right to vote for their choice for President — all in violation
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State attorneys general have a duty to sue the city and state of New York, which rewrote federal election and state business-records law to interfere with the 2024 election, throw former President Donald Trump in jail, and disenfranchise tens of millions of Americans’ right to vote for their choice for President — all in violation of the Supremacy Clause under Article VI.
Under the doctrine of preemption, states have no power, zero, to rewrite federal election laws, let alone to enforce them. States have original jurisdiction under Article III, Sec. 2 to all “controversies between two or more states,” and attorneys general have an obligation under the federal and state constitutions to ensure that one state cannot determine the outcome of any presidential election in this manner.
This is a constitutional crisis, and one that can only be cured by the states and the Supreme Court in a timely manner.
In addition, the city and state of New York have trampled upon the constitutional rights of former President Trump, including not only unconstitutional gag orders on his First Amendment rights, but also denial of due process under both the Fifth and Fourteenth Amendments, and violations of his Sixth Amendment right to have clear charges brought before him. Since these also impact voters’ rights to hear and see both candidates in the general election, state attorneys general have a duty to preserve their franchise in the Electoral College.
Failure to act by states and the Supreme Court would incentivize and perpetuate political prosecutions of presidential and other candidates for public office, with endless reprisals and show trials — effectively destroying faith in the justice system’s impartiality, the rule of law, the Constitution, and the civil society that the vast majority of Americans depend on. If both political parties cannot agree not to prosecute political opponents, we don’t have a country.
Rick Manning is president of Americans for Limited Government. This article is drawn from a letter Manning wrote to state attorneys general, dated May 31.
CNY jobless rates rise in April compared to a year ago
Unemployment rates in the Syracuse, Utica–Rome, Watertown–Fort Drum, Binghamton, Ithaca, and Elmira regions were higher in April of this year versus the same month in 2023. The figures are part of the latest unemployment report that the New York State Department of Labor (NYSDOL) released May 21. Regional unemployment rates The jobless rate in the
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Unemployment rates in the Syracuse, Utica–Rome, Watertown–Fort Drum, Binghamton, Ithaca, and Elmira regions were higher in April of this year versus the same month in 2023.
The figures are part of the latest unemployment report that the New York State Department of Labor (NYSDOL) released May 21.
The jobless rate in the Syracuse area was 3.7 percent in April, up from 2.9 percent in April 2023.
Around the region, the Utica–Rome region’s unemployment rate rose to 4.1 percent from 3.1 percent; the Watertown–Fort Drum area’s number hit 4.8 percent, up from 3.6 percent; the Binghamton area’s rate rose to 3.8 percent from 2.9 percent; the Ithaca region saw unemployment rise to 2.9 percent from 2.2 percent; and the jobless rate in the Elmira region elevated to 3.9 percent in April from 3.2 percent in the same month a year ago.
The local-unemployment data isn’t seasonally adjusted, meaning the figures don’t reflect seasonal influences such as holiday hires. The unemployment rates are calculated following procedures prescribed by the U.S. Bureau of Labor Statistics, the state Labor Department said.
The April statewide unemployment figure of 4.2 percent was higher compared to the 3.9 percent number reported in April 2023, according to state Department of Labor.
The 4.2 percent unemployment rate was also higher than the U.S. jobless rate of 3.9 percent this April.
The federal government calculates New York’s unemployment rate partly based upon the results of a monthly telephone survey of 3,100 state households that the U.S. Bureau of Labor Statistics conducts.
UTICA, N.Y. —New York City–based VNS Health announced it has entered into an agreement with Mohawk Valley Health System (MVHS) to enroll former members of
AIS adds new business director for trusted systems unit
ROME, N.Y. — Assured Information Security (AIS) announced it has named Adam Dailey business director of trusted systems. In this position, Daily is responsible for the direction and operational effectiveness of the trusted systems business unit, the cybersecurity company said in a press release. He supports the growth of a portfolio of customers and programs
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ROME, N.Y. — Assured Information Security (AIS) announced it has named Adam Dailey business director of trusted systems.
In this position, Daily is responsible for the direction and operational effectiveness of the trusted systems business unit, the cybersecurity company said in a press release. He supports the growth of a portfolio of customers and programs within the unit’s focus area of fostering research and development and delivering solutions and professional services.
Before joining AIS, Dailey most recently served as senior associate, chief engineer at Booz Allen Hamilton. He holds a bachelor’s degree in information science with a minor in computer science from SUNY Oswego and holds the certified information systems security professional credential.
Based in Rome, AIS provides cyber and information-security services, products, and operations to commercial and government customers. The company has multiple locations around the U.S. and employs more than 220 people.
Destiny USA adds mobile remote guarding systems to its security measures
SYRACUSE, N.Y. — Destiny USA says it has added mobile remote guarding systems into its security program at the mall complex. The systems come from Pittsburgh, Pennsylvania–based Edgeworth Security, a provider of remote surveillance systems. Destiny USA has deployed three Edgeworth mobile remote guarding systems strategically throughout the exterior of the 2.4 million square foot
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SYRACUSE, N.Y. — Destiny USA says it has added mobile remote guarding systems into its security program at the mall complex.
The systems come from Pittsburgh, Pennsylvania–based Edgeworth Security, a provider of remote surveillance systems.
Destiny USA has deployed three Edgeworth mobile remote guarding systems strategically throughout the exterior of the 2.4 million square foot property. Each security system includes 360-degree cameras that have built-in A.I. (artificial intelligence) and are remotely monitored 24/7 by highly trained U.S.–based agents, Destiny USA said.
The introduction of these systems has bolstered safety measures across the property, “increasing response times and enhancing Destiny USA’s ability to maintain a safe environment for guests and staff,” the mall operator contended.
The mobile remote guarding systems can easily be moved to high-traffic areas to help facilitate crowd-management efforts. Each trailer features “voice down” capabilities where a remote guard can directly aid and address guests. The remote guards have alerted authorities during medical emergencies or when emergency services are used, “ensuring prompt assistance in critical situations.”
“The integration of Edgeworth’s mobile surveillance systems marks a significant milestone in our ongoing efforts to prioritize safety and security at Destiny USA,” J. Michael Gately, general manager at Destiny USA, said in the announcement. “These innovative solutions have not only proven to be effective in deterring misconduct but also in enhancing our ability to respond swiftly to emergencies and ensure the well-being of our guests and employees.”
Syracuse University names alumnus as the next dean of the College of Law
SYRACUSE, N.Y. — Syracuse University has appointed Terence Lau as the 13th dean of its College of Law. The executive committee of the Syracuse University board of trustees approved the appointment, which begins Aug. 5, the school said in its Wednesday announcement. Lau succeeds Craig Boise, who concludes his tenure as dean this month after
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SYRACUSE, N.Y. — Syracuse University has appointed Terence Lau as the 13th dean of its College of Law.
The executive committee of the Syracuse University board of trustees approved the appointment, which begins Aug. 5, the school said in its Wednesday announcement.
Lau succeeds Craig Boise, who concludes his tenure as dean this month after eight years in the position. Under his leadership, the College of Law has launched new programs, established professional partnerships, and generated “growth in research,” per the Syracuse University announcement.
Lau, a College of Law alumnus, brings significant legal and higher-education experience to the position. He comes to Syracuse from California State University, Chico, where he is a professor of management. Lau has held numerous leadership positions at the university.
Lau previously served as the associate dean for undergraduate programs and a professor of business law at the University of Dayton’s School of Business Administration.
“I’m thrilled to be returning to Syracuse where I received a legal education that transformed my professional life,” Lau said in the Syracuse University announcement. “Syracuse Law launched me to a level of success I didn’t even dream was possible. The college’s unique programs, including the hands-on clinics and first-in-the-nation JDi program, as well as top-ranked trial-advocacy programs, are already distinctive and impactful programs. I look forward to working with the faculty, staff, students, alumni and benefactors, and members of the legal community, to advance the college’s reputation and provide our students with an exceptional legal education.”
MVHS to close its adult day health care program
UTICA, N.Y. — Mohawk Valley Health System (MVHS) announced it will shutter its adult day health care program on Friday, June 7. The health-care organization cited declining demand for the program as well as staffing challenges as the reasons behind the closure. The program had ceased operations during the pandemic, reopening in June 2023. According
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UTICA, N.Y. — Mohawk Valley Health System (MVHS) announced it will shutter its adult day health care program on Friday, June 7.
The health-care organization cited declining demand for the program as well as staffing challenges as the reasons behind the closure.
The program had ceased operations during the pandemic, reopening in June 2023.
According to the MVHS website, the program was a medical model program that operated under the supervision of a registered nurse to provide health care along with social, educational, and recreational activities along with transportation within a 10-mile radius. The cost listed online was $110 for an adult day health care visit with transportation costing $25 one way, or $50 for round-trip transportation.
Services provided during the program included nursing care, meals, various therapy services, case management, social work, psychological counseling, therapeutic activities, dental assessments, podiatry services, health education, pastoral care, lab services, pharmacy, and barber/beautician services.
MVHS indicated in a press release that its staff has worked with each program registrant to ensure they have a plan in place after the closure. This included notifying the registrants’ care teams, providing a list of community resources and other programs, helping registrants and their caregivers create a transition plan, and assisting in the transfer to another medical day program if desired.
The adult day health care program was offered at the Center for Rehabilitation and Continuing Care Services facility on the St. Luke’s Healthcare campus in the town of New Hartford.
The hospital on that campus was closed in October when MVHS moved to its new Wynn Hospital facility in downtown Utica. MVHS is currently working with Mohawk Valley EDGE and the town to examine possible reuses of the campus.
BellCornerstone, a national commercial real-estate firm headquartered in Manlius, has announced the promotion of Keith Saville to vice president of sales. Mr. Saville has more
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