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Cultivating Employer Relationships Part 2 Laura Owens


Cultivating Employer Relationships Part 2 Laura Owens Dedra Hafner Janet Estervig * The goal is to make decisions that center the four P s on the customers in ... – PowerPoint PPT presentation

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Title: Cultivating Employer Relationships Part 2 Laura Owens

Cultivating Employer Relationships Part 2
  • Laura Owens
  • Dedra Hafner
  • Janet Estervig

Homework/To be discussed later in Presentation
  • Make a list of
  • Industries/Markets you have been successful with
  • Industries/Markets you are struggling with
  • What job development strategies have been
  • Check Job Developers Handbook for ideas.

  • Why should businesses hire individuals with
  • What are the potential benefits?
  • What are you companys assets?
  • How does your companys product/service benefit
    the employer?
  • What are your consumers assets?

Business Portfolio
  • Brochure
  • Fact sheet
  • Statistics
  • Testimonials/references
  • Videos/photos
  • Business cards
  • Intro letter/follow-up letter
  • Other

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  • Business cards are one of the most critical tools
    in job development
  • Using the information we discussed last time,
    design you own business card that would pique an
    employers interest to remember you
  • Create own tag line to add to the card (e.g.,
    connecting jobs to people and people to jobs)

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Marketing Mix 4 Ps
  • Product having what is needed
  • Price available at acceptable cost
  • Placement/Distribution offering where, when,
    and how its needed
  • Promotion making target market aware

The goal is to make decisions that center the
four Ps on the customers in the Target Market to
create perceived value and positive response.
3 minute activity
  • What are your companys 4 Ps?
  • Product/Service
  • Price
  • Placement/Distribution
  • Promotion

Market Analysis
  • What are the target markets in your area and how
    do you identify them?
  • Research How do you identify industry trends?
  • Make a list of
  • Industries/Markets you have been successful with
  • Industries/Markets you are struggling with

FOOD INDUSTRYDiversify your Workforce
  • What potential employees can do for you
  • Salad bar and food prep
  • Portioning food
  • Roll silverware, clear and set tables
  • Dishwasher and restock supplies
  • Refill table condiments
  • Fold pizza boxes
  • Refill ice machine, make coffee
  • Clean and replace tray liners
  • Remove trash, clean outside areas
  • Server, Cashier, cook
  • How Supported Employment can benefit your
  • Partnering with employers in seeking qualified
  • W.O.R.C., Inc. provides a high level of customer
  • We represent a diverse labor pool.

Pizza Hut hired Craig in 1990 and he works here
5 days per week as one of our longest term
employees. We are proud to have Craig on our
team. Manager, Pizza Hut Sarah was
hired to be our dishwasher and after 3 years,
wanted to learn more so we trained her on food
prep and she eventually wants to be a line cook.
She is a loyal employee for our company.
Owner, Country Cafe
Target Markets
  • Food and Restaurant
  • Child Care
  • Government/Non-profit
  • Health Care
  • Hospitality
  • Technology/Media
  • Manufacturing
  • Office
  • Transportation
  • Trades
  • Construction
  • Electrical
  • Plumbing
  • Service
  • Retail
  • Financial
  • Insurance
  • Other

  • Develop your list of target job markets within
    your community with business names under each
  • Develop a contact list of employers

Tracking Contacts
  • How do you keep track of employers?
  • Tickler file
  • Software
  • Microsoft Access or Act!
  • Binders for areas of the city neighborhoods/zip
  • Calendar to write down when to make a re-contact
    follow up is critical!

Tracking System
  • Business Contact Title Tasks Comments
  • AW Pat Horvi, Manager Salad Prep
    Interested call back next week
  • NML Insurance Jim Keyes CEO Clerical/Mailroom
    Sent intro letter/call next week
  • Appletree CU Lisa Greco President Check
    encoding/ filing interview for internship
  • Kanagroo Brand John Hadler,Plant Mgr working
    line Not interested
  • Pita Bread boxing packaged call back
    bread in August when students go
    back to school

  • What job development strategies have been
  • Why have certain strategies been successful?
  • Why have certain strategies been unsuccessful?
  • What will you do differently?

Basic Prospecting Methods
  • Cold/Warm Calls
  • Introductory Letters
  • 5-Minute Survey
  • Networking (which we talked about last time)

Call Example
  • My name is Jane Doe and Im an Employment
    Consultant with CEO, an organization that
    connects qualified applicants to employer needs
    in the Milwaukee area. I know you may not have
    any job openings right now, but many businesses
    have used our services to hire successfully. Do
    you have a minute to talk or have I caught you at
    a bad time? The reason for my call today is that
    in order to be successful, I need to better
    understand the business industry needs. Id
    like to schedule an appointment to talk about the
    types of employment needs you might have in the
    next three months. Ill see you at 100 next
    Thursday the 24th at your office. Thank you so
    much for your time. See you then.

Ways to Cure the Common Cold Call
  • Put yourself in front of people who can say yes
    to you, and deliver value
  • Write an article
  • Give a speech
  • Send an e-idea of the week
  • Hold a free seminar
  • Network at business functions

Top Down Vs. Bottom Up
  • Start at the top

Introductory Letters
  • Introduction
  • As part of a growing company, Im sure you
    understand the importance of attracting and
    retaining quality employees
  • In a competitive business world, every aspect of
    business is vital to success. One asset will
    count more than all others combined your
  • Write an introduction

Introductory Letters
  • Body
  • CEO is a for-profit company that works with
    local business to identify current and future
    human resource needs by matching qualified
    candidates to meet those needs OR
  • CEO is a new member of the XYZ chamber of
    commerce and would like the opportunity to
    connect with other members of the chamber
  • Write a body for your letter

Introductory Letters
  • Closing
  • I would like to meet with you briefly to learn
    more about your business and describe how our
    services may benefit your company. I will contact
    you next week to arrange a meeting.
  • P.S. I look forward to learning more about your
  • Write a closing to your letter

Employer Meeting
Employer Meeting
  • Alleviate fear of the unknown
  • Set agenda
  • Lower defenses
  • Create a comfort zone
  • Style of dress
  • Firm handshake
  • Observation
  • Use a visual format
  • Speak in business terms
  • Creative conversation
  • Demonstrate your expertise, use examples
  • Emphasize benefits (turn features into benefits)
  • Remember, your time is valuable too!

Choose your words carefully
  • Be sure everything you say is tied to what
    prospect says
  • Express enthusiasm for the potential in working
  • Use we only to mean you and me Ms. Prospect
    not me and all my colleagues and company
  • Listen for objections/fear/past experiences or

Three dumbest questions
  • Third dumbest
  • Have you ever heard of us?
  • Second dumbest
  • Can you tell me a little bit about your
  • Dumbest
  • What will it take to get your business?

Employer Questions
  • Employer Specifics
  • What is your mission statement or the purpose of
    your organization?
  • I understand that you docan you explain it in
    more detail?
  • What is the structure of your organization?
  • How did your business get started?
  • How many departments are there? What does each
  • How would you describe the atmosphere of your
  • What are the avenues for advancement at your
  • Do you promote from within?
  • What is your hiring process?
  • What do you do/make?
  • How long has your company existed?
  • How many employees does your company have?
  • Who makes the hiring decisions in your company?
  • What are the routine tasks in your company?
  • Do you see your company growing in the future?
  • Will you be moving in the future?
  • What are the demographics of your employees?
  • Job Specifics
  • What vacancies/job openings do you have available
    at this time?
  • When is your busy season?
  • Do you offer seasonal work?
  • What benefits do you offer for part-time
  • Do any of your employees work flexible schedules?
  • Do any of your employees split shifts?
  • Do people get together after work?
  • Are you on a bus route?
  • Are carpools available?
  • Do your jobs have specific time frames for
    completion? Ex by end of the day
  • What is your policy on overtime?
  • How often do your employees get breaks/lunches?
  • What is your pay rate?
  • What kinds of training and orientation are
    required for your employees?
  • How many people work in a workspace?
  • Do you have unions?
  • Describe the working environments at your
    business. Ex hot, cold, noise, etc.

Meeting Tips
  • Selling is about the other person, not you
  • When your prospect asks about you or your
    service, dont launch into a big story. Be brief.
  • Keep conversation dialogues from becoming
  • The key to the MIND is what comes from the MOUTH
  • Be sure you are talking with the decision maker
    or the person authorized to make the decision

Fine Tuning your Presentation
  • Review the materials we passed out at our last
  • 18 Ideas for Fine Tuning your Presentation
  • Features and Benefits to the employer
  • Responding to Four Employer Types
  • 12 Ideas to expand your Employer base

Employer Meeting
  • Order pad close (we have 3 candidates right now
    interested in working in this field)
  • Choice-Question close (Offer menu of choices,
    i.e. meet with Dept Mgrs, tour, interview, bring
    in candidate)
  • Impending event close (remind them that college
    students will be leaving in Aug and they will
    need staff)
  • Additional value close (benefits to getting
    involved with your services)

  • Role play employer meeting
  • One of you will be the employer and the other a
    job developer
  • Observer document what works and what does not

After the meeting
  • Follow through thank you messages
  • Make sure to send a thank you note or letter
  • Follow up is ongoing, monitor and document your
    follow up

Involving the Consumer
  • Selling themselves
  • First impressions
  • Point of view
  • Accessibility

  • Dress Code
  • Momentum
  • Persistence
  • Follow through
  • Show interest in the business
  • Always leave the door open

  • Environment
  • location of the work site or potential work area.
    Such as an Office Building, Wendy's, Warehouse,
  • 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,
  • 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.

Ecological Inventory Form
  • Name of Business/Contact Person/Tel
  • Type of Business____________________
  • Sub Environment 1__________________
  • Activities _________________________
  • ________________________
  • Tasks __________________
  • __________________

Employer Incentives
  • On-the-Job Training funds
  • Work Opportunity tax credit
  • DVR Internships, WEP, Job Trials
  • Additional training quality control
  • Job modifications assistive technology
  • Community recognition
  • Others

Fair Labor Standards Act
  • Private businesses must
  • Pay wages
  • Pay for all hours worked
  • Compare productivity to other employers
  • Maintain data on quality production
  • Volunteers can only volunteer for non-profit
    organizations and government agencies
  • Students can work in private business in non-paid
    internships for academic credit

Types of Labor Standards
  • Standard wage per hour
  • Outsourcing on-site
  • Independent contracts
  • Outsourcing off-site
  • Self-employment

Know the Issues
Know your Business Partners
Know Yourselves
Workforce Challenges
Business Leadership Network
  • A national organization that supports development
    and expansion of chapters across the country. It
    is the only national disability organization led
    by business for business.
  • Originally established in 1994 through the
    Presidents Committee on Employment with People
    with Disabilities (PCEPD) with a national
    business advisory board chaired by Tom Donohue,
    the President of the US Chamber of Commerce.
  • http//
  • http//

Other Business Networks
  • Business Relations (CSAVR)
  • A national VR and Corporate Business Network
  • Partnership initiative that is similar to the BLN
  • http//
  • Fond du Lac Business Connection
  • Business Advisory Groups

Business Advisory Group
  • Who? This group represents a variety of business
    sectors and disciplines. This group also
    represents members who themselves are connected
    to a network of employees within a specific job
    market or career.

Business Advisory Group
  • What? The Business Advisory Group provides
    supported employees and those who support them
    with inside information regarding career choices.
    The Business Advisory Group can provide
    introductions to employers and are experts in the
    career of interest. They are not typically
    approached about providing employment for the
    supported employee but rather to bring their
    information to the discussion and brainstorming
    session. They are being asked to contribute
    their knowledge and expertise. Many of the
    members may learn more about supported employment
    and be intrigued enough to initiate the contact.
    Your relationship will probably change as a
    result of using a B.A.G. member as an employer.

Business Advisory Group
  • Using a B.A.G. This group can be gathered
    together for just one meeting or several with the
    purpose of understanding the job possibilities
    for the supported employee. They can also
    provide their expertise and knowledge regarding
    educational requirements, physical requirements
    of specific jobs, job carving opportunities
    within this field and contacts within the
    community who hire individuals with these skills.
    Asking employees that are currently doing the
    work being investigated gives great insight to
    what skills are needed to be successful in this
    career field.

Business Advisory Group
  • A Typical B.A.G.
  • A typical Business Advisory Group meeting would
    consist of individuals that were asked to come
    because of their expert knowledge of a particular
    field, for example, graphic art. The team would
    invite people they know who work in this field
    and from a variety of businesses and educational
    institutions. Ideally you will have members from
    the technical college, local graphic art
    businesses and large corporations that have their
    own graphic art department. This would give you
    the variety of possible employment opportunities
    in this field. A list of questions would be
    developed by the person with a disability and
    their support team. A one or 1 ½ hour meeting is
    scheduled and if it is a one time meeting, that
    would be the only time you would ask them to
    consult. Few people who enjoy their work will
    turn down the opportunity to offer free advice,
    but their time is limited so be respectful of the
    parameters of the meeting time.

Business Advisory Group
  • Advantages What this offers is the ability for
    the support team to look at careers that they
    have no previous experience in or do not know the
    skills necessary to be successful in this field.
    The job developer also may not know the job
    market for this particular career nor the contact
    people in their community. The Business Advisory
    Group can help provide that expertise. This
    group can also be consulted on a more regular
    basis, once every two months, to consult for a
    number of supported employees or follow along a
    specific individual toward their successful job

Know the Issues
  • Know the national, state and local human resource
  • Know national, state, and local labor market
  • What are the demand occupations?
  • What are the skill requirements?
  • What career opportunities are available?

State of Wisconsin Employment Profiles
  • 406,776 small businesses in Wi in 2004
  • 104,206 Women Owned
  • 18,500 Minority Owned
  • 13,000 New Businesses
  • 12,500 Closed
  • Businesses less than 500 employees numbered
    113,600 with 1.2 million employees (54 of WI
  • http//

Wisconsin Profiles
  • Top 10 Industries in Wisconsin
  • Educational Services
  • Food and Beverage
  • Administrative and Support Services
  • Hospitals
  • Health Care Services
  • Professional and Technical Services
  • Government
  • Nursing and Residential Care Facilities
  • Trades and Contractors
  • Fabricated Metal Manufacturing
  • http//

Wisconsin Top 10 Private Employers with 1000
  • Wal-Mart Associates
  • Menards
  • Kohls Department Stores
  • Kohler Company
  • Walgreens
  • Target Corporation
  • Marshfield Clinic
  • Lands End Mail Order
  • Shopko
  • United Parcel Service (UPS)

Harrys Crystal Ball Says
  • Over the next 10-15 years, 76 million baby
    boomers will retire, while there will only be 46
    million new workers from Generations X and Y
    entering the labor force.
  • Wisconsin has 48 of its population between 25-59
    but will reduce to 42 in 2030.

Job Development in the 21st Century
  • http//

Losing People Costs !
Separation costs
Lost company knowledge
Training Costs
Recruitment costs
Up-front hiring costs
Lost productivity
New employee services
Lost customers
Why is this Important?
  • Turnover costs are estimated to be anywhere from
    50 to 150 of an employees annual pay, so.
  • A 15,000 (7.21 per hour) job may cost an
    employer anywhere from 7,500 to 22,500 in lost
    time, money and business per turnover

Understand Business Needs
  • Industry outlook, expectations for future
  • Business workplace culture and environment
  • Job conditions
  • Days, Hours, Shifts, Independent or Team
  • Wages Benefits (compared with other industries)
  • Skill Requirements, Anticipated Changes in the
  • Growth/Career Opportunities
  • Employers rate and cost of turnover
  • Bottom-line concerns and impact

Build Partnerships
  • Identify
  • Individual employers
  • Target markets (retail, healthcare, etc.)
  • Clusters (a hospital, its partners, and their
    local suppliers), or
  • Geographic area (a 1 mile radius from an
    individuals home)

  • Dont promise more than you can deliver
  • Provide clear and reliable points of contact
  • Explain clearly the role of the Job Trainer and
    your agency
  • Follow through on promises made
  • Be professional in your dress and follow all
    employer standards and rules (parking, security,
    work norms, dress code, etc)

21st Century Jobs
  • Self-employed Independent Contractors
  • On-Call Workers
  • Temporary Contingent Workers

21st Century Jobs
  • On-site Outsourcing
  • Off-site Outsourcing
  • Home-sourcing
  • Reverse Outsourcing

On-site Outsourcing
  • Many staffing agencies are using this model to
    promote efficiency in the workplace by filling
    entry-level positions of a company with employees
    from the staffing agency. In these settings it is
    difficult to identify which employees are
    employed by the company and which are employed by
    the staffing agency. They are performing similar
    jobs in the same environment, but contracted
    positions are supervised by the staffing agency.
  • Another variation of on-site outsourcing is that
    some companies are finding a niche by providing a
    service to another company at the other companys
    business. For example, a manufacturer of shelving
    contracts with another company to maintain an
    inventory of nuts and bolts in strategic
    locations throughout the manufacturing plant. The
    object is to increase the efficiency of the plant
    by contracting with another company with
    expertise in hardware fittings.

Off-site Outsourcing
  • Companies routinely contract with other firms for
    products or services and increasingly look to
    outsourcing certain jobs that can be performed
    more effectively by outsiders.
  • Four individuals with disabilities work as a team
    to complete graphic enhancements. A local company
    that produces childrens books frequently
    out-sources computer graphics work to local
    artists. The entire process of graphic
    enhancement of book covers is typically completed
    by one graphic artist. The job development plan
    in this case was to develop a team of individuals
    with disabilities who could be trained to use
    graphic software to enhance the text and graphics
    on book covers. The work was separated into
    specific functions and tasks. This team worked
    collectively to complete all of the tasks based
    on each individuals respective area of expertise
    and preferences. For example, one employee was
    good with math calculations and could lay out the
    size of the book on a template. Another worker
    was good at adding additional graphics to the
    covers while another worker focused on setting
    the text. The final stage of the work was
    completed by another worker who provided
    touch-ups and proofing of the covers. The
    completed book covers had to equal the quality of
    the work of the workers without disabilities. The
    team worked together to complete the tasks, but
    each team member worked at a different location.
    All of the work was transferred between members
    using digital technology. This model of off-site
    outsourcing was developed through careful
    planning with the local publisher. Yet, it is
    conceivable that this team of artists could
    complete the same type of work for other
    publishers around the world. Employment
    opportunities for individuals with disabilities
    no longer necessarily need to be limited to a
    local geographic location.

Home reservationists doing 100 of the
reservations for JetBlue Airways Corp. The home
reservationists works 25 hrs/wk along with 4
hrs/month at corporate office for training.
Reverse Outsourcing
  • Perform work for a foreign company that is
    itself, in the employment of a U.S. business
  • 150-180 FTE New Positions
  • Proofing data input by China company

21st Century Jobs
  • E-Commerce and On-Line Auctions
  • E-Consignment
  • Computer Resale
  • Green Technology

Universal AccessSmall businesses acting like big
Computers Recycling
A technology recycling business
  • 60 million computers were retired in the U.S. in
  • Erases data on hard drive components that are

Micro Enterprise
  • Self Employment Options
  • Starting a small business
  • http//
  • http//

Our fate can be different, but only if we start
thinking and acting and being different! -
Thomas Friedman The World is Flat
Next Meeting
  • Read Job Development Handbook
  • We will begin talking about job support
  • Teaching versus coaching
  • Analyzing the job
  • Facilitating natural supports and identifying

  • Conduct an ecological inventory at a local
  • Hotel
  • Gas Station
  • Healthcare industry
  • Store in mall
  • Local restaurant
  • http//