think differently & Get more
jobs!
What Successful Organizations Are Doing
Bill Santos
EMP Oakville
New Approaches were
needed
How to deal with job
seekers that could not
access the market as
a result of their own
efforts?
How to deal with job
seekers that were not
motivated to work - or
stay working?
Our goal as a Company
To ensure that job
seekers will all types
of barriers to
employment could
access and keep
employment.
To do this at a
systemic and
operational level.
Begin by sorting the job
seekers
Three possible groups
Each group demands different
intervention strategies
People who with
some development
and/or support will
be able to find and
sustain work on their
own! - Easy to Serve
Each group demands different
intervention strategies
People who have no real
access to the labor
market; can have any
level of employment
barrier and above or
below average skill
competencies - Harder to
Serve
Each group demands different
intervention strategies
People who should be
able to get work on their
own or through third party
job development, but do
not and if they do, they
cannot keep the job Chronically Unemployed
The Employment barrier
profiles
•
•
Profile “A”
CAN get a job on their
own (motivated &
skilled)
•
•
skilled)
Key Barriers:
Does not know how to
self market to the
employer
Profile “B”
SHOULD be able to get• Cannot get by
employer’s perception
a job on their own, but
of external
cannot (motivated &
characteristics
The Employment barrier
profiles
•
•
Profile “C”
WANT to get a job but
cannot (Limited skills &
motivated)
Profile “D”
WON’T work or cannot
hold a job (maybe skills
& no motivation)
•
•
•
Key Barriers:
Limited abilities and
cannot get by
employer’s perception of
external characteristics
Not motivated to work
Two intervention strategies
Developmental
Interventions/Strategies - interventions
that focus on the job seeker with the
intent of enhancing the job seeker’s
competencies
Two intervention strategies
Marketing Interventions/Strategies interventions that focus on the
employer with the intent of gaining
acceptance of the job seeker.
The basic belief
The employability standard is achieved through a
linear developmental process.
Linear - progress in one direction - successful
completion of one step grants entry into the next.
Intake
Assessment
Developmental
Training
Job
Placement
Marketing
developmental interventions
Growth in competencies
and their recognition got
you a job
All clients will be able to
develop sufficiently
Intensification of the
predominant
development strategy
was most effective for
people with more
employment barriers
Barrier Profiles &
Interventions
Profile “A” Developmental
Intervention
Profile “B” - Marketing
Intervention
Profile “C” - Marketing
Intervention (Reframing
Marketing)
Profile “D” Developmental
Intervention (Re-motivate)
an alternative strategy
This is a ‘micro’ not a ‘macro’ strategy
At a macro level employers will not ‘reframe’ their
employability standards whereas they will at a
micro level
Employability standards at a micro level are
changed through marketing interventions
because hiring decisions are highly volatile
How do you get an employer
to Reframe?
How do you get an employer to reframe (shift)
their hiring criteria?
Timing/viability
Non-competitive
Probing
Building solutions that benefit the employer
exchange theory
Costs
Benefits
Perception
Myths!
You have to be Job Ready to work!
The more barriers a job seeker has - the more
time you need to spend with the job seeker!
The Programs
Employment Outcomes - The Ideas (EOI) - One
day program that provides the foundation models
and strategic framework to ensure employment
outcomes for all job seekers regardless of
employment barriers. Facilitation - 1 day
Employment Outcomes Professional (EOP) Two day program that teaches the practical
marketing skills needed for successful job
development. Facilitation - 2 days
The Programs
Employment Outcomes Management Professional
(EOMP) - Two day workshop for the job
development manager and/or the job
development team, on enhancing management
effectiveness in generating employment outcomes
through better operational planning. Facilitation - 2
days
Reframing the Hiring Decision (RHD) - Two day
program that teaches the advanced marketing
and sales skills needed to generate specialized
employment for people with skill limitations but
motivation to work. Facilitation - 2 days
The Programs
Employment Outcomes Coaching (EOC) Individual job developers will get on site sales call
coaching involving:
Preparing for the call
Making the employer call
Post meeting debriefing and skill
enhancement
Coaching - 1/2 day per job developer
For more information
•
Bill Santos - EMP Oakville
•
(416) 346-5815
•
Bill@EMPOakville.com
•
www.EMPOakville.com