Hiring means meeting employee needs, according to Chamber panel

WESTFIELD – A panel representing recovering drug addicts, disenfranchised women, teenagers looking for work, and a local business looking for employees addressed the topic of making the best use of available resources in the process. ‘a workshop sponsored by the Greater Westfield Chamber of Commerce at the ShortStop Bar and Grill on November 30.

Dawn Creighton, employment and training coordinator at MassHire Holyoke, served as emcee for the program, which she said was the result of a legislative luncheon held by the House in October, where the discussion s ‘is spontaneously transformed into difficulties in finding employees and filling positions.

On the panel were Ramona Rivera-Reno, executive director of reintegration and recovery programs at MassHire in Holyoke; Jessica Roncarati-Howe, Director of the Dress for Success program; Mishie Serrano, coordinator of the Reed Career Center at Westfield High School; and Joanne Berwald, senior vice president of human resources at Mestek. Creighton said each of the panelists works with people to help them learn the job skills they need.

Rivera-Reno, which runs workshops on vocational rehabilitation in prisons, recently received a national emergency opioid crisis grant and will launch a program in January to hire people recovering from the crisis.

“We have to educate people in the community. Employers would save a lot of money if they understood what is going on, ”Rivera-Reno said.

Creighton said she has been involved in the reintegration program for 15 years, and now in the recovery program.

“I really believe in the program,” she said.

She spoke of recently having lunch with a friend in HR, who said she couldn’t hire “these people.” Creighton said 50 percent of the workforce are “those people.” Soon after, she met the owner of the same business, who told her she wanted to be a part of their success stories.

Roncarati-Howe of Dress for Success spoke about “Foot in the Door,” a program launched by Creighton who just completed her 10th cohort of women. The five-week training program teaches preparation for the labor market to disadvantaged women who may be single mothers, living in poverty and having suffered trauma. Women graduate with a nationally recognized workforce preparation certification, curriculum vitae, and set of references. She said the program offers a comprehensive family approach to careers.

Berwald said Mestek was 50 percent successful in hiring Westfield jobs in this environment. She said the company had to increase her starting salary, grant sponsorship bonuses and higher attendance bonuses, adding that she had never had attendance issues before.

“We are open to everyone. They don’t need to be trained – we’ll train you. We will pay for training and skills. We have increased it all, ”said Berwald.

Serrano said that Westfield High School’s Reed Career Center helps students obtain work permits, with skills in resume writing and interviewing, and how to dress for a job interview, with access to the school’s community closet. It is also aimed at companies that may need interns or volunteers.

“Our program is under construction when the pandemic is over. We are building from the ground up, ”said Serrano, who joined as a coordinator this year. She said the students walked away with cover letters, resumes and head photos.

Serrano, who is from YouthWorks, said she took the program herself and is now the coordinator of a program focused on careers and career preparation. Creighton asked if there is a particular industry that students are currently interested in. Serrano said nursing and medicine, and in practical commercial jobs in industry. She said she was hoping to partner with Baystate Health for internships.

Rivera-Reno said it was an on-the-job training program for people with foundational skills. Those enrolled in the recovery program take a 60-hour course before entering the workplace. She said there were highly skilled people out of work and in recovery for a few years who are sometimes difficult to place due to the stigma of drug addiction and their own sense of being ‘less than’. She said the program takes a holistic approach, helping them find self-confidence, self-awareness and self-esteem first.

Berwald told Mestek that if someone is looking for an opportunity and doesn’t have a lot of experience, the company will train them. She said the lowest level position is receptionist, and people in that position are also offered training and an opportunity for advancement. She said the company hired “gems” lacking in resumes.

“Engineers, not so much, they have to have the skills,” she added.

What job seekers need

Creighton said the panelists painted “a rosy picture” and asked them what the challenges were.

“We need support and opportunities where women can come and get training if they are undereducated,” Roncarati-Howe said, adding that many of the women she works with don’t know if they have the capacity. to aim higher than to work in fast food. She said they need opportunities that say very carefully, “We will train you if you put the effort into it.” “

She said the staggering statistics on the loss of female labor have a lot to do with the difficulty in finding child care.

“I know it’s not something that a lot of companies can offer, but they might be able to offer flexibility to help women work and juggle life, child care and children. caring for aging parents, “said Roncarati-Howe, adding that sometimes it helps.” It just feels like they can shift their hours an hour or two one way or the other. “

She said she knew a woman with a toddler who recently moved here due to domestic violence and was unable to find work because she has no friends or family. parents in the region to look after their child.

“She is struck by the stigma that people [like her] don’t want to work, they just want to get benefits, ”said Roncarati-Howe.

Dress for Success got her three jobs for an interview, but she had to turn down two because she couldn’t get babysitting for the last hour of her proposed shift. Roncarati-Howe said his group was able to partner with a childcare organization that could keep children in a room an hour longer for women who had to work until 5 p.m.

Rivera-Reno said being aware of the lack of transportation among new hires is another issue, especially in cities with limited bus schedules, like West Springfield and Westfield. She said a company she worked with opened an Uber account for new employees until they could get a vehicle.

“Be creative when hiring. If employers know what resources are available to help, they might be able to keep good employees, ”she said.

Creighton suggested talking openly to employees about their challenges and conducting exit interviews when they leave: “Have a conversation. Make HR share and be open with employees about available resources, ”she said.

“We no longer have child care and dog sitting for young people. Your young people are excited to work and learn, ”Serrano said. She said a key part of the drop in employee numbers comes down to a lack of community. “Do you really know your colleagues? She asked, asserting that declining labor market participation rates are not because no one wants to work, but a lack of communication and communication. She said she is currently studying Latin studies at school and hopes to one day set up a community center in her hometown of Holyoke.

Berwald said everyone is making valid points, but from an employer’s perspective, his company has hired great people into programs like theirs, but sees a gap in expectations between what graduates of the program expect and what an employer needs, “like, yes you have to work 40 hours, and yes you have to be on time.

Rivera-Reno said she doesn’t just pass on her employees, she stays in touch every week until people acclimatize to their jobs.

Berwald also said more people are expected to return to work in the first quarter of next year, when hiring difficulties may ease a bit.