“ Improving Diversity through

Supported Employment ”

From Job “Placement” to Job “Development”

Laura Owens, Ph.D., CESP

hosted by:

In association with:

Be Creative!

Company looking for individual with developmental disabilities, autism and/or history of aggressive behaviors. Extensive history of hospitalization preferred. Mental health issues also okay. Apply on line.

Shift in focus…

Traditional

• Sees limited job market

• Hears “We do not have any jobs open”

• Identifies jobs through existing positions

Customized• Sees job possibilities

everywhere• Hears “We do not

have any jobs open NOW”

• Identifies jobs through creativity, observation, proposals & relationships

Employers have Four Goals

1. Save Money2. Save Time3. Generate New Business4. Make a profit!

Source: Safety Management, June 2012 & NOD 2010 HarrisSurvey

Business CasePeople with disabilities and their network

represent $1 trillion dollars of buying

power

Instills Customer

Loyalty

View companies that hire people with disabilities more

favorably than those that do not

Universal Hiring Rule

An employer will hire any applicant as long as s/he believes it will bring more profit than cost to their business

Employee traits employers want…

1. Reliability/dependability

2. Availability/flexibility

3. Productivity/Quality

(Owens, 2007)

Where the jobs are…

Hidden job market 80-90%

Public Job Market 10-20%

Personal Sphere of InfluenceGirard’s Law of 250The people you know – people who are directly or indirectly part of your life

•Immediate family – distant relatives•Close friends – casual acquaintances•People with whom you do business – mail carrier, plumber, tailor, barber, dry cleaner, deli counter clerk, gas station attendant, etc.•People who do business with you – family members, other businesses, school personnel, etc.

• Not a sales call…it’s about connecting & developing relationships

• Go where employers are (business groups, activities, etc.)

• 24/7 effort – everyone’s job!• Networking opportunities can

happen anywhere, anytime• Networking is a two-way street• Have an “elevator speech”, ask

good questions, be interested and follow up

Networking

Elevator Speech

1. Conversation. The goal is not to deliver your 60 second advertisement; it’s to have a two-way conversation. A successful pitch is where the other person relaxes and says “Interesting. Tell me more.”2. Short. An elevator pitch is NOT a sales pitch. Think 30-45 seconds or less!3. Everyday Language. Avoid words like “synergy”, “optimize”, “efficiency”, “ROI” and so on. These words SCREAM “sales pitch” and will have the person looking for the exit signs (or get off on the next floor!)

Elevator Speech Essentials

This….Hi, my name is Ziva and I work for Rehabilitation Inc. We are a supported employment agency and help individuals with disabilities obtain meaningful and productive employment in the community. I was wondering if you have any openings?

Or This….Hello, my name is Ziva and my company provides area businesses with employee recruitment and retention support. Much of our success comes from learning about the hiring needs and expectations of businesses. Would you have time next week to schedule a 20 or 30 minutes so that I could learn more about your company?

Features vs Benefits

Features describe the product or serviceBenefits explain what the user gains form the features

People buy only benefits.Rarely do people buy features.

Sell Your Services: Features to Benefits

Agency Features

Employment Consultant

Applicant Screening

Training and Consultation

Applicants

Benefits for Employers

Single point of contact

Recruitment assistance Pre-screened applicantsReduced recruitment costs

Customized response to HR needsEducating employers in managing a diverse workforce

Expanded pool of talent and laborIncrease diversity (to include disability)

Feature: Recruitment Assistance

Benefits:•Provide assistance finding quality applicants•Reduce costs for recruiting and advertising•Because we take time to learn about your company to understand your hiring needs and qualifications help make the best possible job matches (knowing your needs and expectations paired with the extensive knowledge about our candidates helps take most of the guess work out of hiring)

Feature vs Benefit Example

Candidate Features and Benefits

FeaturesTypes 33 wpm with

100% accuracy,

Trained on Microsoft Office

Organized, punctual, focused

BenefitsIncreased

quality/increased overall productivity

Good back up, makes workload of others easier

Will get work completed when needed

• Introverts can use the written word and referrals to get the ball rolling – Email– Online social networking, blogs, discussion groups,

listservs, etc.

• Refer to networking as “gathering information”, “having coffee” or “building a few in-depth relationships” with someone.

• Talk to people you already know well to get job leads (i.e. your sphere of influence!)

Networking for Introverts

Two Types of Informational Interviews:•Information•Advice & Suggestions

Good reasons to conduct informational interviews: •to explore industries and careers•to discover employment opportunities that are not advertised •to expand your professional network •to build confidence for employer meetings•to access the most up-to-date career information

Informational Interviewing

• What does the business need from you?

• What are their key employment issues?

• How do they make employment decisions?

• Who are key decision makers?• Are there underlying issues (hidden

agendas)?• What is their history (have they hired

individuals with disabilities or worked with agencies in the past?)

Identify what you need to know:

Be on the Look out for…

• Duties that might be performed in a different way

• The degree of flexibility of the workplace

• Seasonal fluctuations• General problem

areas

• Possible ways to improve work flow

• Employees doing important yet non-essential tasks

• Core staff who struggle to manage work loads

• Unhappy customers

How can we help employer to...•Increase workforce effectiveness and efficiency?•Fill gaps in the workplace?•Reduce costly or inefficient temporary help and overtime wages?•Increase customer satisfaction?

Value Proposition Questions(WIIFM)

• When is the company busiest: each day, during the week, during the year?

• Are there tasks that could be done more efficiently or more often?

• Are there tasks not getting done because no one has the time?• Are there tasks that take employees away from their more critical

job duties? (areas of expertise)• Do you have employees working overtime?• Are there tasks for which you use temporary employees?• If you could have help with anything, what would it be?• If your employees could have help with anything, what do you

think it would be?• What is the biggest challenge your business or industry faces in

its day-to-day operations?

Sample Networking Questions

“What needs to get done that isn’t getting done in your business right

now?”

Short Cut Question

Goal of Informational Interview

Follow up!•Nurture Connections (value-added networking) – look for opportunities to help them•Be a resource/Introduce to others•Keep track of contacts (jibberjobber.com)•Handwritten thank you or e-mail •Should be called “Great to meet you because…” or “Here’s how we can help your business” letter

Most overlooked part of Networking…

Develop a proposal to present to the employer outlining candidate’s skills and how they will benefit the employer.

Describe the candidate’s features and benefits!Make modifications and revise the proposal if needed.Develop an individualized job description, if appropriate

Employment Proposal

Customizing Positions vs Job “Carving”

Job Carving• Focus on “Can’t”

• Highlights not “full” or “real” job

• Difficult to sell

• Sends bad message

Customizing• Focus on “Can”

• Presents full job, meeting needs of business

• Makes sell easier

• Sends message of competence

• Enjoys people• Basic reading skills• Number recognition• Likes to use his hands• Interested in retail • Likes to be organized• Physically strong • Likes to move around

Meet Colin – Positive Personal Profile

Ross Dress for Less Needed Help!Shoe department a mess – receiving customer complaintsRegular shoe shipments stocking up in the back

1. Informational Interview - refined task list based on observed needs

2. Compared task list with Colin’s Positive Personal Profile to determine match

3. Set up “working interview”4. Presented employment proposal to

Ross Department Store manager5. Negotiated terms of employment

Colin’s Skills• Physically strong• Number recognition• Likes organization and

to use his hands • Enjoys moving around

Refined Task List• Receives and unpacks

shoe shipments• Sorts shoes into size

categories• Censors and tags shoes• Delivers shoes to proper

rack on sales floor – and retrieves returned shoes

Employment Proposal

ColinStock Assistant, Ross Dress for Less

Benefits to Ross Dept. Store•Fewer complaints from customers•Ross work flow was reorganized in a way that was sequential to assist Colin do his job – and created a smoother operation for other staff•Improved customer satisfaction, increased sales

Mattie

Position: Administrative Assistant

Duties: Various clerical tasks such as collating, revising student files, shredding, stuffing envelopes for payroll

Charlie

Position: “Dead Header”

Duties:Pull the dead leaves off plants

Ivan – “Human Zamboni”

Charlie, 20 years old•No work Experience•Participated in day programs all his life•Non-verbal•Very happy

Position: “Dead Header”Duties: Pull the dead leaves off plants

Created position – Unmet needsTop 10 Job Development Tips

10. Involve the job seeker whenever possible9.Develop a features and benefits list based on candidate skills & interests10.Identify and use personal and professional networks (yours, job seeker, their family…)11.Join and participate in business groups/ events (or create your own business events)12.Develop a features and benefits list of your services (not your “program”!)

5. Develop a good “elevator speech” and practice it on anyone who will listen!

4. Involve business - establish business relationships before a job is needed

3. Conduct informational interviews with businesses to identify needs

2. Always say thank you and follow up

Top 10 Job Developer Tips (cont.)

Number 1 job development tip…

Laura Owens, Ph.D., CESP1-414-581-3032lowens@transcen.orgwww.transcen.org