Presents Effective Business Engagement Strategies€¦ · Effective Business Engagement Strategies...
Transcript of Presents Effective Business Engagement Strategies€¦ · Effective Business Engagement Strategies...
Effective Business Engagement Strategies
6th Annual Pennsylvania Autism Training Conference
Presents
Bureau of Autism Services
Alignment BUSINESS ENGAGEMENT
Priorities
Strategies
Values Employers
Organizations
© Employment Analytics © Employment Analytics
Strategies
Awareness
Engagement
Acquisition
Continuous Improvement
Business Case Myths/Facts
B2B Marketing
Processes Outreach Strategies
Info Interviews
Tours Work Exp.
Hire
Processes Strategies Policies
Promote (B2B)
© Employment Analytics © Employment Analytics
BUSINESS ENGAGEMENT
EMPLOYER DEVELOPMENT
Marketing & Employer Development
Positioning
Prospecting
Preparation & Promotion Presentation
Proposals
Employment Analytics 2011 All Rights Reserved © Employment Analytics © Employment Analytics
Engagement
Two Questions to Address:
What do employers think we do?
What do we want employers to know we do?
Positioning
© Employment Analytics © Employment Analytics
o Where are people looking for jobs? o What employers are most likely to hire? o What employers already “love you”? o Who are you missing? (market segments, employers that
have desired positions, power brokers) o You have to know your business community (including the
business climate) o Networking: Leveraging existing connections and
developing new ones (both on and off the job!) It’s all about being efficient & effective
Prospecting
© Employment Analytics © Employment Analytics
Before we begin defining our services and our message, we need to use Business Language…
o Job Development – Recruitment Assistance or Help finding employees/workers, etc.
o Job Coaching – Retention Support or Assistance with training (it’s an accommodation to supplement their training)
o Follow-Along – Post-hire Support, Customer Service o Assessment – Short-term Internship, Work Experience o Clients – Applicants, Job Seekers, Talent o Supported Employment – just “Employment”
Preparation & Promotion
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Features/Benefits/USP/VP’s Features: The services we offer Benefits: Addresses “What’s in it for me?” Unique Selling Proposition (USP): The reason that our services are different than that of the competition. Value Propositions (VP): More details on benefits and…how the customer, partner, etc. will feel valued.
Preparation & Promotion
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A Few Final Points on Preparation • Having your message and being able to
communicate your features and benefits is key but…
• You need to anticipate and prepare to address other questions that may pop up… – Accommodations – Work histories – What “kind” – What can “they” do – Others??
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Making Contact: How We Present Ourselves
Introductions, Networking, Conversations o Initial Contact:
Introductions (formal/casual)
o Ask for time, not jobs o Find out what they
want and need o Networking
Presentation
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Informational Interviews The best way to learn about a business Allows us to gain valuable insight into the
business Have a list of good, open-ended questions
(Info Interview handout) Listen more than you talk Take notes and listen for key things, i.e.
needs, expectations and opportunities
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Presentation
Information Gathering & Needs Discovery • Informational Interviews
– Learn about the employer – Positions – Needs & Expectations – Skills/Attributes – Recruiting Practices – Experience with Diversity (outreach, recruitment, hiring,
support, etc.) This is key to engaging employers! • Observation
– One of the most effective ways to see the Culture – See employees in action, processes, workflow, etc.
• Record Review – Job descriptions, orientation/training manuals, etc.
© Employment Analytics © Employment Analytics
Presentation
© Employment Analytics © Employment Analytics
Presentation
Situation • Establish Context
Problem • Implied
Needs
Implications • How it affects person/company
Need/Payoff • Their Ideas
Benefits/Value • Our Solutions
Needs Discovery
• It’s like any other relationship… • It’s about knowing the business, understanding their
needs and offering solutions • Starts with broad information and gets more detailed
as the relationship grows
• Information, Knowledge and “Intelligence” is key to increasing successful outcomes!
– Better job matches, higher retention, increased respect, more demand, opportunities to customize, etc.
– Store all information, knowledge, etc. –www.edpsite.com
Information Gathering Never Stops
Informational Interview
Worksite Analysis Job Analysis
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•Leave Behinds: –The best leave behind is……? –The others should….?
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Presentation
Broader Networking & Marketing Strategies
• Personal is always better… • Your website (what messages are you sending) • Employer Awareness Activities (pluses/pitfalls) • Use Peer Marketing • What about Social Networking/Marketing?
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A Few Notes on Networking o Networking is not a sales call…it’s about
meeting potential contacts o In order to network with employers, you have to
be where they are (business groups/activities, etc.)
o It’s not an 8-5 effort o Networking opportunities can happen
anywhere anytime o Networking is a two-way street o Know your “stuff”, ask good questions, be
interested and get involved © Employment Analytics © Employment Analytics
• Take the time to develop ideas/approaches to meet their needs – Is it saving time, money (creating efficiencies) – Meeting a human resource need (existing and even
new) – Faster turnaround time (screened applicants* be careful) – Propose easy ways to engage
“Meet them where they are at!” • How you will approach meeting their needs • The benefits (what’s in it for me?)
– Can we show value? – Why does it make sense?
Proposals
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Level 1
Limited Knowledge & Experience
Provide Information Training/Awareness Peer Consultation & Support
Level 2 Has some
understanding but limited experience
Information/Support Training/Awareness
Engagement: Info. Interviews Job Shadow
Work Experiences
Level 3
Has experience
Training/Awareness Efficient Recruitment
Solutions Retention Strategies
Customized Employment
Corporate Initiatives Opportunities to
share experiences and promote their
efforts
Employment Analytics-2012
© Employment Analytics © Employment Analytics
Make it Easy to Engage
Lower Commitment-ROI Higher
What Strategies that will meet their
need(s)
How The process and implementation
Why Meets their
needs Adds value
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Considerations…
Individual Job Search, Customized Employment, Corporate Initiatives, etc.
are Solutions (and opportunities)
Positioning
Prospecting
Preparation & Promotion Presentation
Proposals
Employment Analytics 2011 All Rights Reserved © Employment Analytics © Employment Analytics
Engagement
What we have covered…
Questions
Contact Information: Rob Hoffman 816.258.1789 [email protected] employmentanalytics.com edpsite.com
© Employment Analytics © Employment Analytics
Employment Analytics www.employmentanalytics.com www.edpsite.com
REHAB TO BUSINESS LANGUAGE
WHAT REHAB FOLKS SAY WHAT EMPLOYERS SAY AND WILL UNDERSTANDCommunity Rehab Program/Org Mental Health Program/Org.
Employment Agency Employment Services Organization
Clients Consumers “My people”
Job Candidates Job Seekers Human Resources Potential Employees Applicants Talent
Job Coach Job Developer
Recruitment Specialist Employment Consultant
Vocational Rehabilitation Counselor Employment or Career Counselor Supported Employment Services Employment Services
Job Development Recruitment Assistance or Assistance finding applicants
Job Analysis Identifying job tasks and functions Functional Vocational Evaluation Vocational Assessment
Determination of work skills and career interests
Community Based Assessment Situational Assessment
Job Shadowing, Work Experience Internship (or short-term internship)
Job Matching Matching needs and qualifications Job Placement Placing People
Assisting employers to find quality candidates/employees
Job Modification Job Accommodations Assistive Devices Assistive Technology Reasonable Accommodations
Universal Design Accommodations that all employees can benefit from
Job Carving/Customized Employment
Job Redesign Job Restructuring Job Creation Streamlining
Job Coaching Retention Support Assistance with training
Social Integration Opportunities meet new people Working with a team
Natural Supports Training and co-worker support offered by the employer
Job coaching, job counseling, modifications, intervention, site visits, fading, follow-along
Job Retention Services and Support Post-hire follow-up services
The Employer My Employer Placement Sites Assessment Sites
Name of Company
Revised 2013 Employment Analytics-All Rights Reserved
Web-based Employer Portfolios- www.edpsite.com www.employmentanalytics.com
INFORMATIONAL INTERVIEW QUESTIONS
Company:
Person Interviewed:
Address:
Contact Information:
• I understand your company does ____________, could you tell me more about it? • How many employees do you have? Do they all work at this location? • Can you give me an idea of the range of positions you have?
o Full/part time o What about those “other duties as assigned”, the little tasks that need
done but employees may not have the time to do? • Are there positions you frequently hire for? Do you recruit at specific times of the
year? • What is your typical hiring/recruitment process? • Would you describe your experiences in hiring/recruiting new employees as
easy or difficult? • Are there any reoccurring challenges you face? • What would make your job easier? • What makes people successful in your company? (skills, attributes, etc.) • What are your future projections for your company? • Do you utilize temporary staffing services? If so, how? Do you utilize students or
have work experience or internship opportunities at your company? • Do you have any current openings that you are trying to fill? • How would you prefer to meet and/or interview potential candidates?
These questions are just a guide to help the interview; you must be prepared to ask follow-up questions to get as much information as possible. The goal is to establish a relationship, build trust, learn about the business and identify needs. You should also request a tour, it gives you a look at different jobs, environment/culture, work pace/flow, etc.
Notes and observations: (workplace culture i.e. noise, communication, employee interactions, teamwork, lighting, temperature, accessibility, etc.)