JOB DEVELOPMENT

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JOB DEVELOPMENT

• The EEO Way
• (Enhancing Employment Outcomes)
• MTSA, Frankenmuth,MI
• Donald Dees
  
  3/15/2012

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Former Methods

• Beg Pray
• Charitable
• Obligation to society
• Tax Credits
• Free Training
• Chase every advertised position

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• New Placement Model
• Placement Specialist work with developing
  relationships with the employer, to understand
  priority needs determine minimum needs.
• Match employment opportunities with agency
  customers.

• Former Model
• Placement Specialist worked with agency customers
  to match advertised job descriptions.
• Placement Specialist assisted with online
  applications.
• Less services linked to employer needs.

VS.
4
Allen Anderson

• Consultant from Toronto, Canada
• New model for job development
• Provided training in a number of states

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New model for job development

• Enhancing Employment Outcomes
• Clearly defined process
• Easily replicated
• Readily measurable

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The Goal

• To partner with employers to address their
  employment needs, as stated by them.

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The Broad Overview

Find Hidden Jobs Program Support
Appointments Counselors/Vendors
Placement Counselors/Vendors
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Four step process

• Prospecting
• Needs analysis
• Selling
• Follow-up

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Random Lead Generation (RLG)Process

• Data supports 50 of the process for enhancing
  employment outcomes is derived from RLG activity.
• Finding employers who will talk about their
  hiring needs.
• Random calls based upon the job-ready customer
  bank.
• Five simple questions.

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The Five Questions

• Do you know if your company is hiring?
• (If response is, No, move to next call.)
• What is the job?
• Who is in charge of hiring for that job?
• What does the job pay?
• Has the job been advertised?
• (The job lead is not to secure the job, but to
  determine where jobs exist.)

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Random Lead Generation (RLG)

• Tracking our activity assists in determining our
  effectiveness.
• Success can be determined at any point in time.
• The standard measure is a 5 to 1 (51) ratio
• (e.g. 5 sites hiring yield 1 appointment 5
  appointments yield 1 placement).

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Tracking Activity
This activity was completed by 10 staff doing RLG
calls and several staff trained in EEO doing the
appointments.
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Appointments

• Established from random job leads.
• Performed by counselors/vendors trained in EEO.
• Determine priority needs.
• Ascertain minimal needs.

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Placement

• Counselors/Vendors create access and credibility.
• Motivated, reliable dependable (M-R-D)
  customers are matched to employer needs
  identified during appointments.
• Employer accounts are distributed to counselors
  for maintenance as accounts increase in number.

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Follow Up

• Did the candidate meet the priority needs?
• Are there other needs?

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Substantial Employer Relationship

• Staff have understood the employers needs as
  stated by them.
• Staff have determined the priority needs of the
  employer.
• Staff have presented M-R-D candidates to the
  employer for consideration.
• Staff have become the first point of contact for
  employment needs.

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The Big Picture
Motivational assessment
Eligibility
Application
Voc. Guidance Counseling
IPE
Motivational assessment
Services
Placement
Successful Closure!
Enhancing Employment Outcomes