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Delta Engineers, Architects, & Surveyors
TYLER J. KOST has joined the Delta Engineers, Architects, & Surveyors (Delta) Endwell office as an assistant engineer in the firm’s Facilities Engineering Group. He completed a 3+2 program with St. Lawrence University and Clarkson University, graduating from St. Lawrence University in 2017 and from Clarkson University in 2019. Kost plans on taking his facilities […]
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TYLER J. KOST has joined the Delta Engineers, Architects, & Surveyors (Delta) Endwell office as an assistant engineer in the firm’s Facilities Engineering Group. He completed a 3+2 program with St. Lawrence University and Clarkson University, graduating from St. Lawrence University in 2017 and from Clarkson University in 2019. Kost plans on taking his facilities engineer (FE) exam this year. He assists the senior project engineer with all phases of HVAC, plumbing, and fire-protection design.
MATTHEW G. KUSHNER has joined the Delta Endwell office as a senior architectural designer in its Architectural Group. He is a SUNY Broome graduate with an associate degree in civil engineering. Kushner has worked across various market segments for clients with widely varying design guidelines such as federal, state, and local agencies, as well as a broad spectrum of private-sector clients in the commercial, financial, industrial, utility, hospitality, and residential sectors.
BIANCA N. LITTLE has joined the Delta Vernon office as an engineer in the Specialty Precast Group. She graduated from Syracuse University in 2018 with a master’s degree in civil engineering with a concentration in structural engineering and graduated from SUNY Polytechnic Institute in 2016 with a bachelor’s degree in civil engineering. Little is responsible for the design and detailing of a variety of field equipment for sports facilities including safety-netting systems for major/minor-league baseball stadiums, media towers, cages, and dugouts.
KIMBERLEY FREDERICK has joined Delta as a project architect in the firm’s Architectural Group. She received her bachelor’s degree in graphics from Cornell University and earned her master’s degree of architecture from Columbia University. With more than 28 years of experience, Frederick has extensive experience working for public and higher-education facilities, corporate headquarters, army facilities, medical hospitals, and shopping centers. She has also been involved with the historic preservation of libraries, theaters, and museums, and the addition/renovation/handicap retrofit of federal buildings.
DAVID R. NEWTON has joined Delta’s Schenectady office as a senior project engineer in the firm’s Facilities Engineering Group. He is a graduate of Union College with a bachelor’s degree in mechanical engineering. Newton’s project portfolio includes work for diverse market sectors including higher education, K-12 academic institutions, and public facilities such as office spaces and health-care units.
ROBERT E. HOSKINS, III has joined FLH Medical P.C.’s Keuka Health Care. He will be seeing patients in the Medical Arts Building at 418 North St. in Penn Yan. Hoskins earned his master’s degree in nursing degree from Emory University in Atlanta and his master’s degree in science administration from Central Michigan University. He also
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ROBERT E. HOSKINS, III has joined FLH Medical P.C.’s Keuka Health Care. He will be seeing patients in the Medical Arts Building at 418 North St. in Penn Yan. Hoskins earned his master’s degree in nursing degree from Emory University in Atlanta and his master’s degree in science administration from Central Michigan University. He also received his bachelor’s degree in nursing from South University in Montgomery, Alabama. Hoskins also has a bachelor’s degree in therapeutic recreation that he received from Alabama State University. He is certified by the American Academy of Nurse Practitioners as a family nurse practitioner (FNP) and emergency nurse practitioner (ENP). Hoskins has a proven record in triage, infectious diseases, first aid, diagnostic testing, trauma, and cardiac nursing on an emergent and non-emergent basis. He served as a primary care provider for a facility of more than 1,300 inmates, while managing a staff of 11 medical technicians. Hoskins has a comprehensive background in correctional medicine, emergency medicine, home health-care nursing, as well as experience with telehealth medicine. He served as a captain in the United States Air Force, where he received an honorable discharge after eight years of active duty. Most recently, Hoskins was an emergency nurse practitioner at the University of Texas Medical Branch in Teague, Texas.

JAMES BENJAMIN has joined NBT Insurance Agency. He will serve as a business development manager with a territory that includes the Otsego County, Schoharie County, and Catskill region markets. Benjamin will provide insurance products to consumers and businesses. He brings more than 20 years of experience in sales and insurance to his new position. Prior
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JAMES BENJAMIN has joined NBT Insurance Agency. He will serve as a business development manager with a territory that includes the Otsego County, Schoharie County, and Catskill region markets. Benjamin will provide insurance products to consumers and businesses. He brings more than 20 years of experience in sales and insurance to his new position. Prior to joining NBT Insurance Agency, Benjamin was an account executive with OneGroup (formerly Gordon B. Roberts Agency) in Oneonta. He is a U.S. Army finance specialist veteran, with an associate degree in accounting from Utica School of Finance.

MICHAEL P. MURRAY has joined Tully Rinckey PLLC as the law firm’s chief marketing officer. The Albany–based firm has Central New York offices in Binghamton and Syracuse. He will be responsible for building and implementing innovative marketing and public relations strategies that support the firm’s growth plan and support the attorneys across the firm’s practice
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MICHAEL P. MURRAY has joined Tully Rinckey PLLC as the law firm’s chief marketing officer. The Albany–based firm has Central New York offices in Binghamton and Syracuse. He will be responsible for building and implementing innovative marketing and public relations strategies that support the firm’s growth plan and support the attorneys across the firm’s practice areas and industry specializations. Murray brings more than 20 years of professional-services marketing experience. Prior to joining Tully Rinckey, he served as the director of marketing for Whiteman Osterman & Hanna, a law firm based in Albany. Prior to Whiteman Osterman & Hanna, Murray served as marketing manager for BST & Co., CPAs, also based in Albany. He has also previously worked as assistant zone marketing manager for State Farm Mutual Insurance Company in Ballston Spa. Murray’s background includes advertising, direct marketing, website development, social media and email marketing, business development, proposals, collateral, press releases, and database management. He earned an MBA from the College of Saint Rose, and a bachelor’s degree in communications from Seton Hall University.
COVID-19 will change job recruiting
Here’s how companies need to adapt The COVID-19 pandemic has upended the business world and put tens of millions out of work in the U.S. At the same time, it’s caused a seismic shift in the way many companies operate, the biggest change being that more business functions are done while working remotely. But along with
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Here’s how companies need to adapt
The COVID-19 pandemic has upended the business world and put tens of millions out of work in the U.S. At the same time, it’s caused a seismic shift in the way many companies operate, the biggest change being that more business functions are done while working remotely.
But along with the work-from-home aspect, the fallout from the coronavirus will fundamentally change recruiting and hiring practices long after the pandemic has passed.
Social distancing, shelter-in-place orders and the forced closing of businesses will change the way we look at employment. No longer will the promises of changing the world attract the modern workforce. Safety and job stability are at the top of the mind for the modern job seeker — and that changed what they want in a job.
Businesses will have to become employee-centric as well as customer-centric. The companies that have the ability to capture that part of the employee message, put it into their employer branding, and reinforce it throughout recruitment marketing campaigns are going to be the companies moving ahead in a much different world.
As states begin different stages of reopening for business, here is a breakdown of what companies should do when recruiting, hiring, and re-hiring:
Create a communication campaign. If you’re a company that laid off employees with the hope of bringing them back, you have to reach out with genuine communication that goes the extra mile. It should let them know in detail what steps the company is taking. Those people who were let go unexpectedly and lived paycheck to paycheck, they will be emotionally drained and stressed. A company bringing them back needs to make them feel valued so the company doesn’t lose that relationship.
Be careful in rehiring. Rehires won’t be a straightforward process for some companies. Circumstances won’t allow them to rehire or bring back from furlough all of their former employees. Employers must be cautious in determining who to bring back to the workplace; they need to mitigate the risk of potential discrimination claims, which could be based on the decision not to bring back certain employees. Employers will need to have a legitimate, non-discriminatory reason for choosing which employees to rehire. Those reasons include seniority, operational needs, or documented past performance issues. Employers should document their decision-making process now, before deciding who will be invited back.
Focus on expanded employee rights. I think a new appreciation for workers may be emerging as state and local governments mandate paid sick leave and family leave during the outbreak. Some companies are shifting their focus to hourly workers as well for those perks. This change could become permanent as organizations work hard to hire new staff and increase retention rates.
Streamline the process. If the recruiting process gets backlogged, it causes problems for your current employees and an under-staffed company. It becomes frustrating for them, because they’re forced to work overtime, and the big workload kills morale and increases turnover.
Most companies look at hiring people as a transaction — they need to fill a seat. They place a job posting and fill the job. In the new world, that will no longer be the case. To get the best talent, companies will have to engage people sooner, more thoughtfully, and put a higher priority on what employees value most in a job.
Jack Whatley (www.humancodeofhiring.com) is a recruiting strategist who specializes in creating employer branding campaigns that position companies as the employer of choice in their market. He is author of the upcoming book “Human Code of Hiring: DNA of Recruitment Marketing.”.

May U.S. jobs report stuns with gain of 2.5 million jobs and drop in jobless rate
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MVHS, Masonic Medical Research Institute partner to process COVID-19 tests locally
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Cuomo says restaurants in CNY, other phase 2 regions can reopen for outdoor dining Thursday
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Stay up-to-date on the companies, people and issues that impact businesses in Syracuse, Central New York and beyond.