Business Approach to Job Development

1. Business Approach to Job Development Rick RecordRrecord Consulting Serviceswww.rrecordconsult.com“Facilitating Success for Every Situation” The mission of RCS is to provide quality cost effective training and technical assistance to the workforce development community that will enhance service delivery and influence positive outcomes.

2. Engaging the Employer • Approach the Employer • No Labels, Jargon, Programs, etc. • WIFM Approach • Engage the Employer • Highlight Benefits not Features • 5 min Cold Call – Make the appointment • Follow-up with the Employer • Follow-through on commitments • Always promote your services

3. Responding to the Business Need- A medical supply company recently negotiated a contract to provide data input, categorize and catalogue data and to order all medical shipments. This contract will bring additional revenue to the company; however, they need additional manpower to meet the new workload. A workflow analysis was conducted and they discovered they would need an additional 20 people able to input, categorize and catalogue data. The company contacts you and places a job order for 20 people with experience to do data entry. They need all 20 to start tomorrow at 8:00 a.m. These are 40 hours per week positions and the company is paying $10/hr, but the work assignment is only for 30 days. What would you do to respond to the BUSINESS need?

4. Services Available: Investment: Initial Consultation $85.00 per hour Occupational/Interest Testing $250.00 per session Career Counseling $65.00 per hour Job Search Workshop $350.00 one-day seminar Resume Writing $250.00 resume service Job Placement $65.00 per hour Packaging the Product 90% of Resources *Average service investment per WIA adult is $3,500. Add $3,500 to $5,000 with training services. *Average market rates for these products and services.

5. Value and Benefit • Product Investment Per job seeker $3,500 • Training Investment $3,500 - $5,000 • 2004 National Cost Per Hire (CPH) $4,249 • Average Interviews before hiring: 5 • Average Time: 40 hrs (40 x $15 = $600 • Average Tax Incentives ($2,400 – $8,400) • What is the bottom line savings?

6. Job Ready • Phase I • Orientation and Intake • Assessment • Eligibility • Phase II • Workforce Engagement Plan • Workshops (resume, job search, interview, dressing, etc.) • Work Experience Workshops • Phase III • Training (education) • Job Shadow • Paid or unpaid work experience

7. Occupational Talent Bank • Work Ready: • Must complete job readiness process • Must be ready to be promoted • Occupational Groups: • Retail, Office, Medical, CS, Warehouse, etc. • Must meet minimum employment qualifications • Job Openings: • Compile list from various sources • 3:1 ratio (always refer the best qualified)

8. STEPS: ACTIVITIES: Pre-Service Activities: What activities could you engage in prior to approaching the employer? Research Site visit Telephone call Brochure Letter Open house Job Fair Service Activities: What services could you provide to meet employer needs? HR Services - Recruitment Job orders – electronic posting OJT - Customized training Employee Training Rapid response Resources - LMI Post-Service Activities: What additional services could you provide to employers? Follow-through - Follow-up Thank you card - Mini resume Newsletter Broker services Feedback Employee brown bag workshops LMI updates Employer Outreach Activities

9. Employer Accounts

10. This Concludes the Workshop Please visit: www.rrecordconsult.com Thank you for your attendance & attention. www.rrecordconsult.com – Rick Record