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)


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


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


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


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


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??


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


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


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.


Presentation


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


•Leave Behinds: –The best leave behind is……? –The others should….?


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?


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


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


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


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 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.)

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