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Cultivating Employer Relationships – Part 2

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

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Cultivating Employer Relationships – Part 2

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  1. Cultivating Employer Relationships – Part 2 Laura Owens Dedra Hafner Janet Estervig

  2. 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 successful/unsuccessful? Check Job Developer’s Handbook for ideas. 3/10/2014 2

  3. Discussion Why should businesses hire individuals with disabilities? What are the potential benefits? What are you company’s assets? How does your company’s product/service benefit the employer? What are your consumer’s assets?

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

  5. Activity 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 employer’s interest to remember you Create own tag line to add to the card (e.g., “connecting jobs to people and people to jobs”)

  6. Marketing Mix – 4 P’s Product– having what is needed Price – available at acceptable cost Placement/Distribution – offering where, when, and how it’s needed Promotion – making target market aware

  7. The goal is to make decisions that center the four P’s on the customers in the Target Market to create perceived value and positive response.

  8. 3 minute activity What are your company’s 4 P’s? Product/Service: Price: Placement/Distribution: Promotion:

  9. 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

  10. 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 business: • Partnering with employers in seeking qualified candidates. • W.O.R.C., Inc. provides a high level of customer service. • 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

  11. 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…

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

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

  14. Tracking System Business Contact Title Tasks Comments A&W 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

  15. Discussion What job development strategies have been successful/unsuccessful? Why have certain strategies been successful? Why have certain strategies been unsuccessful? What will you do differently?

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

  17. Call Example “My name is Jane Doe and I’m 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. I’d like to schedule an appointment to talk about the types of employment needs you might have in the next three months. I’ll see you at 1:00 next Thursday the 24th at your office. Thank you so much for your time. See you then.”

  18. 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

  19. Top Down Vs. Bottom Up Start at the top

  20. Introductory Letters Introduction “As part of a growing company, I’m 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 employees…” Write an introduction

  21. 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

  22. 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 company! Write a closing to your letter

  23. Employer Meeting

  24. 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!

  25. Choose your words carefully Be sure everything you say is tied to what prospect says Express enthusiasm for the potential in working together 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 concerns

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

  27. Employer Questions Employer Specifics What is your mission statement or the purpose of your organization? I understand that you do…can 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 do? How would you describe the atmosphere of your business? What are the avenues for advancement at your company? 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? Have you ever hired or worked with a person with a disability? How was your experience? Is that individual still working at this organization? What is the current morale of your employees? Does your organization have regular social functions? What do you like most about working here? What are your areas of highest turnover? Do you have written job descriptions? What expectations do you have of your employees? What do you value most in 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 employees? 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. Are your buildings accessible? What is the dress code at your company?

  28. Meeting Tips Selling is about the other person, not you When your prospect asks about you or your service, don’t launch into a big story. Be brief. Keep conversation dialogues from becoming monologues 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

  29. Fine Tuning your Presentation Review the materials we passed out at our last training 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

  30. 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)

  31. Activity 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

  32. 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

  33. Involving the Consumer Selling themselves First impressions Point of view Accessibility

  34. Tips Dress Code Momentum Persistence Follow through Show interest in the business Always leave the door open

  35. 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.

  36. Ecological Inventory Form Name of Business/Contact Person/Tel #: Type of Business:____________________ Sub Environment #1:__________________ Activities: _________________________ ________________________ Tasks: __________________ __________________

  37. 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…

  38. 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

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

  40. Know the Issues Know your Business Partners Know Yourselves

  41. Knowledge-based, Global economy Quality of available workers Advancing Technology 21st Century Workplace Changing location of workplace Increasing rate of change Changing workplace requirements Changing type of work Workforce Challenges

  42. 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 President’s 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://www.usbln.org/ http://dwd.wisconsin.gov/dwd/newsreleases/2000/373a_536.htm

  43. Other Business Networks Business Relations (CSAVR) A national VR and Corporate Business Network Partnership initiative that is similar to the BLN effort http://www.rehabnetwork.org/busrel Fond du Lac Business Connection Business Advisory Groups

  44. 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.

  45. 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.

  46. 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.

  47. 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.

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