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Recruiting Best Practices from the Perspective of an HR Intern

Ah summer, the term synonymous with beach weather and vacation. It’s also a time when HR staff look into recruiting college graduates and assessing the company’s needs for the remainder of the year. While the task may seem challenging, our HR Intern sheds some light on important tips your organization should consider when you’re ready to start the candidate search.


Know your audience

Every organization needs a workforce, however if you’re catering to the wrong crowd; you can say goodbye to hiring the candidate of your dreams. The first step is determining how you’re going to reach out to your target audience? Simply having paper applications on-hand in the office won’t entice anyone to stop by. In the digital era we live in, more organizations are turning to social media to promote their open positions. Platforms such as LinkedIn and Facebook let you connect with thousands of individuals with just a few clicks. Small investments into digital recruitment efforts can easily pay off as the number of applicants to choose from goes up. In addition, online job descriptions act as brand advertising for your organization; helping individuals know exactly what products/services you offer.

An applicant tracking systems will become your best friend

With all the digital applications coming through to your organization, you’re going to need a system in place to manage all of that. Software companies like iCIMS which is used by the Council of Industry, easily allow hiring managers to create digital applications with ease and categorize candidates on different criteria sets such as if they should move forward to an interview or not. Need to make a change to a specific job description? No need to re-print paper applications, with a few clicks edits can easily be done. The best part of these system is that all the necessary information HR and business executives need is online 24/7 meaning you can view real-time data on how people are interacting with open jobs.


Digital job descriptions are important but they won’t gain much attention if they’ve been sitting there for months. Research has shown that candidates are less likely to apply for a job once they see it has been open for over 30 days. This is because people will assume the company has found someone or is ready to close the job when that may not be the case. A good practice is to refresh a posting once a month in order to get a steady flow of applicants. Want to look at applicants from prior postings? No worries, iCIMS for example lets you view applicants who applied to the earlier versions of your job description so they don’t just disappear.

Applications: Short and simple

One of the biggest barriers to people applying for jobs is the application process itself. Ever take the time to carefully craft a cover letter and resume only to find out that the application also requires over 5 extended response questions and many multiple-choice questions? While this information is useful to employers; many applicants get discouraged and end up not finishing the application process. A typical application should not take longer than 30 minutes to complete. Simplifying the amount of steps needed to finish an application will help generate more candidates which gives employers more choices when it comes time for adding a new member to your workforce.


Next Steps 


The Council of Industry is dedicated to helping members achieve their workforce goals and can help your company implement these tips. Joining the Council of Industry’s Collaborative Recruitment Initiative will give you access to our iCIMS applicant tracking system as well as digital advertising for your job positions on popular social media and career search platforms. For more information, please contact:

Johnnieanne Hansen
Director of Workforce Development and Apprenticeship Program Coordinator



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Having Trouble Finding Candidates? Have You Considered Attracting Veterans?

By Guest Blogger Michaela Ryan, Council of Industry Intern

In the manufacturing industry, one of the challenges that we all face is attracting quality candidates. Have you ever thought about trying to reach veterans through your candidate search? Did you know that jobs can be made searchable by MOS code? MOS codes are a specific code used in the military that identifies a particular job. Each MOS code has its own job description. Active members and veterans typically know their MOS code like the back of their hand. Therefore, when a veteran is searching for a civilian job, they know that they have the qualified skills and experience if it aligns with their MOS code. This information is being implemented in various recruitment strategies when trying to attract veterans for job openings.

The Manufacturing Industry aligns nicely with many of these MOS code job descriptions. Much of the work they do is hands-on work with machines, which fits perfectly into the Manufacturing Industry. Finding information on this is simple. When you search “MOS code job search” in Google, MOS translators for civilian jobs are the first links to pop up. For example, MOS code 44E is the code for a Machinist in the Army. A veteran could type “44E” into the MOS translator and it would present a list of job openings that align with their background as a machinist in the Army. It allows veterans to use their gained experiences and skills from the military and put those skills and experiences to use in civilian jobs.

Recruiters, such as yourselves,  can implement MOS code compatibility into your recruitment process by providing applicable MOS codes into your job postings. Multiple MOS codes can align with a single job. You can find a list of MOS codes categorized by military branch, for example, an Army MOS code list and a Marine MOS code list can be found here. There are numerous resources online when trying to figure out which MOS codes could apply to your job openings. This can help veterans find jobs faster that align with their prior experience and it can help you find qualified candidates by reaching a new market. This could open new doors for access to skilled candidates!

The Council of Industry started matching the jobs in our Recruiting Initiative to corresponding MOS codes. We started this to open new doors for our members to try and help solve this problem of finding qualified candidates. All of the applicable jobs will have a list of corresponding MOS code(s) implemented into the job description/posting. This will allow veterans to know that they qualify for that particular job and it will also make the job searchable by MOS code. Anyone can go to our website (Link Here) and search an MOS code and all applicable jobs will appear for candidates to easily apply. Our hope is to reach a broader candidate base for our members, as well as, assist veterans in their job search.

The Council of Industry started this process and implemented a few MOS codes into some applicable jobs already, but we need your help! As you know the jobs and qualifications better than anyone, we encourage you, as our members to follow suit and start thinking about this idea when creating a new job post. You can do this by going to the links above and searching for titles and job descriptions that are most relevant to your openings. Once you do this, you can add those applicable MOS codes into the job description. If you are apart of our Recruiting Initiative and joined iCIMS, once the MOS codes are implemented into the job posting, veterans can go to our website and search for their MOS code. If your job lists their MOS code, it will immediately show up. This will help you reach a new market of qualified candidates, in hope to help with your recruiting process.

Making MOS codes searchable with job openings is a new opportunity for you, as members, to attract veterans. By simply implementing this into your recruiting process, you can increase your likelihood of finding the quality candidate you’ve been looking for. Many other companies within various industries have already started to implement this into their recruitment process and there are a variety of tools readily available to assist in the implementation of this process. If you would like to attract veterans or find a new market of candidates during your recruitment process, this could be what you are looking for. If you have any questions or need help starting this process, feel free to reach out to us! We will be more than happy to help.

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Recruiting Reboot and Wage & Benefits Data

Workforce has been one of the top issues for our members recently. The Council of Industry has put together an HR Network meeting to help with recruitment and we are conducting our annual Wage & Benefit Survey to help members see where their numbers fall in comparison to others in the Hudson Valley.

We have set up a presentation to help you update and upgrade your recruiting process with Recruitment Reboot a presentation by Rebecca Mazin from Recruit Right. Rebecca is also the instructor of some of our most popular Certificate in Manufacturing Leadership classes: Fundamentals of Leadership, Business Communication, and Positive Motivation & Discipline. She will identify tools and tips to change your approach to recruitment with the potential to attract the talent you are looking for. The meeting is free for all Council of Industry Members and will be held on November 2, at our offices at The Desmond Campus of Mount St. Mary College in Newburgh. Please register online so we know who will be attending:

The CI Wage & Benefit Survey is well underway but there is still time for you to participate. With the help of Marist College’s Dr. Ken Sloan, Ethan Allen Personnel Group, The Council of Industry has developed a Wage and Benefits survey which provides meaningful results while at the same time is easy to complete. Email Johnnieanne Hansen at for a survey link or questions.

Participation in the survey is critical to its usefulness. The more companies that participate the more valuable and reliable the data will be. As the market for manufacturing workers at all levels becomes tighter the data generated from this survey becomes increasingly important.

  • Position Descriptions can be downloaded and contain the benchmark descriptions to use in matching your positions to the proper survey entry.
  • Wage data should be reported as of September 30, 2018 (or as close to that date as is possible) to insure comparability of reported statistics. Wage data can be entered as hourly, weekly, monthly or annually.
  • The survey is set up so that you can save and complete later so that you do not need to finish the entire survey at one time.
  • Completed surveys should be submitted by November 9th.
  • Results should be available early December.


Help Us – Help You… Join our ad-hoc Survey Committee to help restructure and plan the 2019 wage and benefit survey and explore other survey topics to help meet YOUR needs. Click here to learn more and sign up for our committee meeting.

Full Results will be shared only with Council member companies that submit surveys.

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