The Chamber recently attended Clackamas Community College’s Industry Advisory Forum. The event brought together regional industry leaders, educators, and students to discuss workforce needs and career pathways across technical industries. Companies included Benchmade, Oregon Tool, Reser’s Fine Foods, and many more across tech and manufacturing.
We were there to understand the mindset of students going into the workforce, and to better understand what qualities these industry leaders are looking for in their recruits. We brought coffee and donuts.
The main event was a live panel moderated by Armetta Burney, Dean of Technology, Applied Science & Public Service. It included Chris Holden (CEO of WBTO), Alyssa Frappier (Senior Technical Talent Acquisition Specialist at Reser’s Fine Foods), Susan Hawksworth (Director of Human Resources at Oregon Tool), and Tracy Rumpka (Director of Manufacturing at Samtec). This post covers what they were asked by Armetta and the audience.
What hiring specialists look for in entry-level positions
The panel kept coming back to a handful of qualities. Alyssa pointed to digital literacy (being comfortable working with AI) alongside emotional intelligence. Susan emphasized critical problem-solving skills, while Tracy highlighted communication and the ability to ask good questions. Susan also offered the bluntest advice of the morning: get off your phone.
The gaps they see in applicants
Susan noted that some applicants are missing the basics – fundamental computer skills and reading comprehension. The companies on the panel are actively looking for interns, and Tracy described a gap in expectations: candidates often expect their bosses to ask all the right questions for them. Her advice was to take initiative and seek out feedback rather than waiting for it.
What stands out when reviewing candidates
Alyssa looks for attendance and curiosity, and reminded students to make sure their resume is accurate. Chris values experience and encouraged candidates to talk about something they’ve messed up (owning a mistake says a lot). Susan looks for a positive attitude, being a team player, and treating people with dignity and respect. Tracy echoed the idea of bringing something you’ve worked through or even failed at, and added that engineering candidates should bring the physical work to show it off.
How to be competitive
The panel’s advice for standing out:
- Connect early. Alyssa encouraged students to be active on LinkedIn and to throw themselves in.
- Put yourself out there. Tracy suggested joining organizations, but cautioned against bombarding companies or connecting directly with HR.
- Start somewhere. As Chris put it, “A job is the beginning of a career.” You don’t have to start at the top; get an entry-level role and grow from there.
- Don’t get comfortable. Tracy advised students not to be satisfied, and to always be figuring out where they want to go next.
How colleges and industry can work together
Alyssa pointed to workforce opportunities and internships as the strongest connection points, and stressed that students should start building those relationships while they’re still in college. Tracy added that job fairs are a great venue for demonstrating communication skills and reminded students that the goal is to find a workplace that actually suits them, so they should come prepared with questions.
The skills to prepare for
AI came up repeatedly, and the message was that it isn’t going away. Susan talked about automation and the ability to work with robotics, along with tooling and machining skills, noting that as experienced workers retire, there’s real demand for people who can step into those roles. Tracy framed AI as a tool that makes you better at what you do, and encouraged students to invest in understanding it more deeply.
Questions from the audience
Can you explain emotional intelligence? Alyssa described it as being available to interact and knowing yourself and your emotions. Susan framed it as the ability to walk into a situation and act appropriately. Chris kept it simple: self-awareness is so important.
What’s a good or bad question to ask? One good example: “Can you connect me with employees?” Beyond that, the panel agreed there are no bad questions.
Aren’t employers asking for too much, and being too vague about it? One student felt that employers ask for a lot without being specific. Susan responded that manufacturers tend to cast a wide net first, then narrow in on the needs of specific roles. There are common skills they look for across the board (emotional intelligence among them) and the requirements get more specific from there.
What’s your view on age? Alyssa was direct: age is discrimination, full stop. Reser’s recently brought on a 64-year-old, and she described pivoting into something new as fantastic — something we’ll all do at some point. Tracy acknowledged that some bad employers might quietly factor in age, but emphasized there are plenty of good ones who don’t.
What’s still relevant from the past? More than you’d think. Some of the equipment these companies use is 30 years old, and cables are the same as they’ve always been. Alyssa shared a favorite example: they once tried to replace a role with AI and it failed miserably. It turns out automation still can’t roll a decent burrito.
Our thanks to Clackamas Community College for hosting, to Armetta Burney for moderating, and to the panelists for the candid advice. The throughline was clear: show up, stay curious, ask good questions, and treat the people around you well — the technical skills can be built from there.