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The Art of Connecting with Employers
Janet EstervigEmployment Initiatives
Department of Health Services
Jess SilerBusiness Service Consultant
Department of Vocational Rehabilitation
Janet Estervig brings 30 years of experience as a job placement specialist and Jess Siler, Division of Vocational Rehabilitation Business Service Consultant, shares his expertise working in business for over 30 years.
Learn how to calibrate your approach to the initial meeting with Human Resource managers.
Bring your marketing materials and receive feedback from the experts.
Receive tools to research the labor market, complete business mapping of your communities and develop a strategic plan.
Job development is both an art and a science. Using a business approach, you can
make meaningful, long-term connections that meet the needs of both employers and
job seekers.
Thought for the day:
“When you always do what you have always done - you always get what
you have always gotten.”Socrates
3
Research “87% of the American public would prefer
to give their business to companies that hire people with disabilities” University of Massachusetts Survey, Journal
of Vocational Rehabilitation 2005.
“92% of the American public view companies that hire people with disabilities more favorably than those that do not.” University of Massachusetts Survey, Journal
of Vocational Rehabilitation 2005.
Community Mapping
5
Inventory Your Business Community
Wisconsin Labor Market Information: http://dwd.wisconsin.gov/dwd/newsrelease
s/lmi_release_dates.htm
Information by County: http://worknet.wisconsin.gov/worknet/
Job Market:https://jobcenterofwisconsin.com/default.aspxhttp://www.monster.com/
Labor Market – Local Chambers
Local Chamber of Commerce: http://www.titletown.org/
Local Resources: http://www.jobsingreenbay.com/
MissionTo strengthen member businesses through enhancing economic and workforce development, resulting in improved quality of life in our community and region.
N.E.W. Plastics Corp. was named the recipient of the 2014 Excellence in Business Award by Advance, the economic development branch of the Greater Green Bay Chamber, at the Chamber’s annual dinner tonight.
…the founding of the Greater Green Bay Chamber's CEO and CFO Roundtables and, NEW, Sole Proprietor Roundtables. CEO and CFO Roundtables provide top level executives a formal way through which to share unique issues they face, as well as share best business practices with their peers, all in a confidential environment.
Connections What are you doing now to connect with
businesses in your communities? When are you successful? Break down the reason for that success.
Recruitment, Retention, Results brochure: http://
dwd.wisconsin.gov/dwd/publications/dvr/pdf/dvr_17249_p.pdf
Determine where the jobs will be now and in the next 5 years in your communities.
What businesses are expanding and which are laying off or plan to leave?
What industry is growing? What training will people with disabilities
need to meet the labor market growth?
Wisconsin Labor Market Future
10
2015
Price
Dane
Clark
Polk
Grant
Vilas
Iron
Bayfield
Sawyer
Rusk
Oneida
Marathon
Sauk
Douglas
Forest
Iowa
Dunn
Taylor
Marinette
Rock
Oconto
Wood
Dodge
Barron
Lincoln
Monroe
Jackson
Ashland
Burnett
Vernon
Juneau
Chippewa
Portage
Shawano
Adams
Buffalo
Langlade
Green
Pierce
St Croix
Washburn
Waupaca
Columbia
Brown
Lafayette
RichlandCrawford
Waushara
Eau Claire
Fond du Lac
Jefferson
Walworth
Outagamie
Florence
Waukesha
Door
Racine
Kenosha
Trempealeau
ManitowocWinnebago Calumet
La CrosseMarquette
Sheboygan
Pepin
Washington
Green Lake
Kewaunee
Menominee
Ozaukee
Milwaukee
Source: Wisconsin Department of Administration, Demographic Services Center, Vintage 2013 Population Projections
Legend
WI County Boundaries
Yr2015
17.2% - 20%
20.1% - 25%
25.1% - 30%
30.1% - 40%
40.1% - 51%
Percent of Projected Population Ages 60+
2020
Price
Dane
Clark
Polk
Grant
Vilas
Iron
Bayfield
Sawyer
Rusk
Oneida
Marathon
Sauk
Douglas
Forest
Iowa
Dunn
Taylor
Marinette
Rock
Oconto
Wood
Dodge
Barron
Lincoln
Monroe
Jackson
Ashland
Burnett
Vernon
Juneau
Chippewa
Portage
Shawano
Adams
Buffalo
Langlade
Green
Pierce
St Croix
Washburn
Waupaca
Columbia
Brown
Lafayette
RichlandCrawford
Waushara
Eau Claire
Fond du Lac
Jefferson
Walworth
Outagamie
Florence
Waukesha
Door
Racine
Kenosha
Trempealeau
ManitowocWinnebago Calumet
La CrosseMarquette
Sheboygan
Pepin
Washington
Green Lake
Kewaunee
Menominee
Ozaukee
Milwaukee
Source: Wisconsin Department of Administration, Demographic Services Center, Vintage 2013 Population Projections
Legend
WI County Boundaries
Yr2015
17.2% - 20%
20.1% - 25%
25.1% - 30%
30.1% - 40%
40.1% - 51%
Percent of Projected Population Ages 60+
2025
Percent of Projected Population Ages 60+
Source: Wisconsin Department of Administration, Demographic Services Center, Vintage 2013 Population Projections
Legend
WI County Boundaries
Yr2015
17.2% - 20%
20.1% - 25%
25.1% - 30%
30.1% - 40%
40.1% - 51%
Price
Dane
Clark
Polk
Grant
Vilas
Iron
Bayfield
Sawyer
Rusk
Oneida
Marathon
Sauk
Douglas
Forest
Iowa
Dunn
Taylor
Marinette
Rock
Oconto
Wood
Dodge
Barron
Lincoln
Monroe
Jackson
Ashland
Burnett
Vernon
Juneau
Chippewa
Portage
Shawano
Adams
Buffalo
Langlade
Green
Pierce
St Croix
Washburn
Waupaca
Columbia
Brown
Lafayette
RichlandCrawford
Waushara
Eau Claire
Fond du Lac
Jefferson
Walworth
Outagamie
Florence
Waukesha
Door
Racine
Kenosha
Trempealeau
ManitowocWinnebago Calumet
La CrosseMarquette
Sheboygan
Pepin
Washington
Green Lake
Kewaunee
Menominee
Ozaukee
Milwaukee
Top Job Growth in Wisconsin
Wisconsin’s direct-care workforce totals nearly 90,000 workers and is larger than any
other occupational grouping in Wi Occupation Openings due to growth: 1. Registered Nurses 10,600 2. Home Health Aides 7,900 3. Personal Care Aides 7,400 4. Food Prep, Serving & Fast Food Workers 7,300 5. Customer Service Reps 6,000 6. Nursing Aides, Orderlies, & Attendants 5,100
This Fact Sheet was supported by a Wisconsin State Health Care Workforce Development Planning Grant. State Facts is a series of short issue briefs and fact sheets on the regional status of the direct-care workforce. For more information about PHI and to access other PHI publications see www.PHInational.org
Marketing your Business
16
1. How is your organization “Branded” in your community?2. If they hear the name of your company, what comes to mind
for the business owner in your community?3. What does your advertisements, brochures, marketing
materials and website portray as a company? 4. Would another business want to connect to your company or
receive services from your company?5. What message does your marketing give the community?6. Who are you targeting with your marketing materials?
Potential consumers of the service, donors or business owners and managers?
Marketing Learn about marketing your
“product” using both sales and business knowledge and skills to successfully connect with the employer and its employees.
Learn the appropriate vocabulary spoken by that business or Human Resource personnel
Marketing
Examine your marketing materials used in business contacts and answer these questions:
1. Is the target market of your company’s materials effectively delivering your message?
2. Do your materials explain your company’s purpose and the benefits to the employer?
3. What must be included in the content of your materials to appeal to the business community?
Business Proposals
What are the business needs?
How can you meet those needs with qualified candidates?
What added value can you bring to the employer?
What can the employee bring to the business to enhance productivity and overall business profitability?
Are you marketing skills and successful outcomes of the candidate?
Review their business website to match their mission with diversifying their workforce.
Business Proposals
21
PowerPoint Presentations
Request an opportunity to bring together individuals from the company or Department and prepare a short 10 minute PowerPoint presentation with 5 minutes of question and answer.
23
Employee traits employers want…
1. Reliability/dependability
2. Availability/flexibility
3. Productivity/Quality productivity/quality requirements
23
Lean Engineering Defined in Human Resources as reviewing
all job descriptions within the organization and determine if the correct job is being assigned to the correct position for the most efficient outcomes.
Is the employee currently completing job tasks within the business match the skills and compensation for those tasks?
Can efficiencies be found within each Department or across Departments to consolidate job duties?
Customized Employment
is defined as a set of activities that result in a negotiated relationship between employers and job seekers that focuses on business needs and specific productivity and not defined by an existing job title.
What Employers Want from Employment Service Providers
Know the company Know the job requirements Know the applicants’ abilities Know the business/market needs Make frequent contact Follow up and respond quickly Educate the employer Business expects: Timeliness, Action, Quick
Decisions = Quality Customer Service!
Owens, L.A., Hafner, D., & Estervig, J. (2010)
26
ECOLOGICAL INVENTORY Environment
location of the work site or potential work area. Such as an Office Building, Wendy's, Warehouse, etc.”
Sub-Environment An area within the environment that has a separate unique function.
Such as bathroom, copy area, dining room, loading dock, etc.
Activities The specific events that occur in the given sub-environment. Such
as cleaning the bathroom, making copies, cleaning tables, unloading truck, etc.
Tasks Includes the specific steps necessary to engage in the activity. This
list of tasks should be very general. Such as open copier, place original face down on glass, close cover, select number of copies, press start, remove original, remove copies.
Environmental Conditions
Indicate the general conditions such as noise, lighting, pace, physical space, accessibility, rest room location and break time options.
Job Developer Hints
1. Research Growth Trends2. Look for Emerging Industries3. Increase Networking
Opportunities4. Capitalize on benefits to business5. Inquire about paid Internships
that may be funded through DVR6. Use technology with video
resumes
7. Form partnerships with other organizations to share leads
8. Use business and non-human service terminology
9. Have ready answers to why the business should work with your company to fill their job openings
Job Developer Hints
29
Business Advisory Group
The Business Advisory Group provides a job seeker and those who support them with inside information regarding career choices.
They can provide their expertise and knowledge regarding educational requirements, physical requirements of specific jobs, and job descriptions that could be redefined for a given field.
The group offers the support team information about careers that they have no previous experience in or do not know the skills necessary to be successful in this field.
Employment
The most difficult challenge of working with people with barriers to employment is bringing people to view those barriers differently, shifting their focus from a person’s limitations to their gifts and possibilities.
Example is Google hiring people on the autism spectrum.
Job Fairs offer an opportunity to talk to businesses about your labor pool availability and skills.
This program connects to the business community through a unique and trademarked job training program for high school student’s last year of school.
15 sites Fall of 2015 11 Hospitals Distribution Center, Insurance, Zoo, Hotel
and Conference Center Interns must have an intellectual disability
and need long term support.
PROJECT SEARCH
What Next?
When matching jobs with the employee with a disability, consider the best work environment that will lead to success.
Network within the business community to find the right person within each company to present your client as a potential employee.
Bring together people who know the individual with a disability to share job leads, business knowledge, contacts.
What Next? Map out your communities. Track all contacts with each business
using a database. Include alerts on your calendar for re-contacts.
Look at this as a “sales” job, you are selling a concept, offering qualified candidates, helping the business diversify their workforce and facilitating the business to reach out to all members of their community.
Business Service ConsultantJess Siler, DVR
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