Corporate
Job
Development
January 26, 2012
Presenters:
Paul Harvey
Kristin Chacon
Ann Sebek
SESSION OVERVIEW
Introductions: Paul, Kristin, Ann
Sections:
 Paul: Job Development from an employers
perspective
 Kristin: Careers and Job Opportunities:
customizable to the job seeker and
corporation
 Ann: Business Partnerships, Job Development
Strategies and Social Networking
Paul Harvey
Business Consultant
paulgishharvey@gmail.com
Vocabulary
 “Client”
used versus “Consumer”
 Corporate headquarters could also mean
large office buildings or City Halls or Large
Churches
 Outsourcing is often used by Corporations to
contract for services versus direct hire
 Work groups include those actually hired by
company that come with a job coach or a
subminimum wage group with job coach
Overall Goal Of a Client
(clients abilities vary significantly and there is no one answer for all)
Corporate Employment Options
 Direct Hire
 Direct hire a group of employees with
Agency providing a job coach
 Contracting with an Agency to provide a
work group
 Usually 3 to 4 clients plus a job coach
 Contract outlines scope of work
 Could be a subminimum wage group
 Working Job Coach
What Function Decides
 There
maybe an overall corporate
commitment and a diversity committee
 Legal must OK liability issues
 Human Resources – mostly over direct
hires
 Procurement – mostly over outsourcing
contracts, but they need to know
Corporate approves outsourcing to
Agencies or including developmentally
disabled in outsourced contract
Outsourcing Possibilities
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Cafeteria Management
Mailroom Management
Corporate Fitness Centers
Shipping and Receiving Management
Janitorial Management
Landscaping Management
Document Management
Recycling Management
Warehouse operations
Hotel Maid Service (convention center –
supplemental help)
What we did at Nissan
 Mailroom
-How it started
-Then grew
-Now how it works
 Shipping and Receiving/ delivery
-How it worked
 Corporate Headquarters Cafeteria
-How it started
-Then grew
 Corporate Fitness Center
-How it worked – why have a extra person
 Warehouse operations
-How it works
 Utilization of software
Corporate Philosophies
 At Mattel, Everyone Plays...
 As a part of our business strategy for success,
we will strive for diversity in who we are and
what we do, primarily through our:
 People: we will hire, retain, and promote a
diverse workforce, and will encourage
opportunities within the communities that we
live, work, and play
- Utilize approximately 60 clients at their
Headquarters
Example of a Corporate Value
We are committed to making sure employees at all
levels of our organization represent the many faces
of America today. As a company, we understand
that diversity is an on-going process, and an
essential part of who we are. Achieving and
maintaining a diverse workforce is not a onedimensional goal. In fact, diversity at Toyota is a
marriage of the two pillars of the Toyota Way:
continuous improvement and respect for people.
-Toyota utilizes 30 clients
Outsourcing Admin Services
This international leader in the automotive
industry is known for their inspiring efforts in the
areas of diversity in the workplace, corporate
social responsibility and the environment. ARO
was already staffing and managing many of
their non-core functions in their central U.S.
office including: copy center, mail room,
shipping and receiving, supplies management,
switchboard and intra-office courier.
-Nissan utilizes 6 clients in mailroom and 8 in Parts
Warehouse
Why not more Corporate direct hiring?
 Many corporations have starting position
that pay $12/hr or more
 Many corporations expect new hires to
work their way up not stay in same
position and learn multiple jobs
 Many corporations focus on core
functions and outsource non-core
functions.
 Many corporations raise salary ranges
which could make wages become noncompetitive for non core positions.
Main Obstacles in Corporate Hiring
 Liability
concerns
 Not familiar with population
 Do not understand what they can do or
how they can contribute
 Unwilling to unbundle the tasks that were
put together for a particular position
 Cannot envision how a client could work
along side their employees
 Cannot see how hiring can reduce costs.
Main Points
 Know
what is not realistic
-Company’s core business
 Examples
 Know what is realistic
 Supplement versus replace
 Groups = Job Coach (Supervisor) + employees
 Know who you need to sell to
 Know your clients key advantages to the
company
Key Advantages of many People with
Developmental Disabilities
 Love
to work – lower turnover rate
 Normally happy to do repetitive work
 Do not have to work 5 days a week or 8 hours a
day – could work just during very busy times of
the day – however, very early or late hours
create significant transportation hurdles.
 Supplement existing staff performing many of the
tasks that do not require high level training
Key Advantages of Group Placement
A
group (3 to 4 clients) come with a working job
coach that provides all the training.
 Payroll, liability insurance, etc part of the contract
 Job coach looks for ways to utilize clients to assist
employer – they become job developers
 Agency handles all payroll, hiring, and training
 Often save employer money and improve service
to employees or customers
 Employees often are proud that their company
utilizes clients.
Recommended Action Ideas
Within Your Control
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Understand prospective company’s business before calling on employer
Know how many employees/contractors are on the corporate campus
Look up the employers diversity statement on website
Offer other employer references preferably a valued competitor or well
know company. Explain how other companies utilized the clients
Understand outsourcing companies and how a corporation utilizes them
Be ready to explain how your program can save them money or improve
services
Be aware that Procurement (Purchasing) Department may negotiate most
outsourcing contracts
Ask your Parents to approach their employer about meeting with you to
explain your program
Go to City Council meeting and ask them to study the use of your program
in the services they provide
You have a great product – sell it
Out of the Box Ideas
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Put a major Employer on the State Council – presently not
included
Have Government vacancies specifically marketed for
individuals with developmental disabilities. Have vacancy
announcements emphasize the search for a qualified
person with a developmental disability.
Have Government outsourcing requests for proposals to
ask about their company’s use of individuals or groups with
developmental disabilities where appropriate (cafeteria
contracts, mailroom contracts, janitorial
Insist State Universities, Colleges, and Community Colleges
have a specific goal of hiring individuals with
developmental disabilities
Out of the Box Ideas
 Ask
major churches to hire or allow training of
clients
 Redefine the purpose, composition, and
methods of Business Advisory Committees – they
should serve as business to business testimonials
 At a National level establish a promotional
program for companies that provide nation
wide services which are able to utilize people
with developmental disabilities
 Find a way for Employment Agencies to provide
training positions for clients in transition programs
Out of the Box Ideas
 Start
a recycling business made up of mostly
people with developmental disabilities and offer
services to multi-tenants, smaller companies.
 Start a strip mall service business that provides
cleanup service in all the common areas with
special attention during lunch at food court
 Provide “sampler service” similar to what
suppliers do in Costco but to grocery stores
 Ask Agencies that have a corporate contract to
provide training opportunities to local school
district transition programs – in business we call
these interns
Time to get Tough
 Parents
– ask the places where you shop – “do
you employ people with developmental
disabilities?” - if no, ask if you can discuss the
benefits of hiring or allowing training and if they
say “not interested” tell them you will no longer
shop at their store and tell your friends
 School District Transition Personnel – go to your
District superintendent and ask for a meeting on
how the District can and should provide at least
training positions in mailroom and cafeteria. If the
District can not understand the benefit, why
expect business to?
End Goal
Kristin Chacon
Whittier Union High School District
Career Connection
Job Developer
Kristin.Chacon@wuhsd.k12.ca.us
(562) 698-8121 ext. 1276
Person Centered Planning, Customized
Employment and Job Development
HOW TO BEGIN
 ALL
job development should be
driven from the personal
needs, desires and abilities of
the job seeker.
 Outlining themes in the job seekers profile will
direct where you will go, who you will talk to,
and ultimately drive a successful job
placement.
 Starting off the process with a “Dream Job” will
often lead to failure.
The Role of the
Job Developer
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To investigate possible business interviews within the
themes outlined in the job seeker profile (i.e. PCP or
C.E.)
To meet with and BUILD relationships with
employers. Become a colleague – not a sales call.
To follow-up with employers to build and maintain
relationships that can lead to employment.
To look into the network you have in place (family,
friends, co-workers, employers, community
members) for sources of job openings – not want
ads.
Photo credit - http://www.mbda.gov
The Challenge with
Want Ads
 Many
applicants, few positions
 Entry level positions are often high-turnover and
low-paying jobs.
 They often don’t allow for something
customized to an individual – which is essential
for job retention
SO WHERE DO WE LOOK?
Community Networks
and Small Corporations
STATISTIC: There are 20 Million businesses in the
United States. ONLY 15,000 have 500 employees
or more…
(Hammis & Griffin, 2003)
We need to look at the relationships that the job
seeker already has AND get information within
the fields of interest… HOW?
INFORMATIONAL INTERVIEWS.
How to get an
Informational Interview
CALL: “Hi, my name is ______, and I assist
students/individuals with career exploration and
job interests. I am interested in learning about
companies like yours. Would you mind if I came in
and asked you about your business and about
how you started in the field?
WHY IS THIS IMPORTANT?
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You are not calling for a job
You are looking to build a relationship and allow to hear
from another professional In the field of interest
At the Interview…
1)
2)
LISTEN – they will love to talk about their job and life.
ASK questions like:
“How did you get started in the business?”
“How do you find/recruit employees?”
“How are people trained in their jobs?”
“What qualifications are required to work here?”
“How or where do employees get the
experience required to work here?”
“What personal characteristics do you look for in
employees?”
(Griffin – Hammis Associates, Informational Interviews – A guide for Training)
At the Interview…
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Take interest in their story and experiences.
Ask about their recommendations.
If given a tour around the facility, take notes and ask
questions as they show you the jobs that are done
End with a great thank you and if all went well, ask if
you can contact them again to set up another time
to meet or talk. Don’t give a sales pitch for a job, but
if they ask about who you are working with, tell them
about the individual and ask if they might come in to
see what this company is about first hand.
Ask for any recommendations for learning more
about the field…
In the second conversation…
SHARE with them about what you do and the program options that
could work for them:
 Job Shadowing, Internships, Paid-Work Experience, etc.
Discuss job tasks where the individual could start to learn and assist.
BRAINSTORM ideas and COLLABORATE with the Company – you NEED
their input.
LEARN about their corporate values, company needs and what
employees should know (varies in different positions).
GET training materials or videos that would be helpful for the individual
that will start. UTILIZE these materials to assist in getting the job seeker
ready for the placement.
BUILDING A PLAN
HIGHLIGHT the themes and Business Goals of the
company.
Applying Business Innovation to Social Challenges
When we invest in community, we want to benefit all the stakeholders
involved — our employees, customers, shareholders, vendors and
communities. By designing programs that benefit all, we have shifted our
model from one based on charity to one focused on sustainable
investment.
OUTLINING SKILLS
CUSTOMER EXPERIENCE ASSOCIATE:
Customer Service Skills:
Friendly Greeting – Smile and
Acknowledge their presence
Respond to customer needs by their
customer cues (eye contact, voice)
Offer solutions to out of stock items
Follow up with customers to see if
they need additional assistance.
Thank customers and invite them
back
OUTLINING SKILLS
CUSTOMER EXPERIENCE ASSOCIATE:
Job Tasks:
 Maintain neat, clean and organized sales floors by
organizing, hanging and folding merchandise.
 Clean Fitting Room area and maintain go-backs.
 Mark-Downs on items to go to clearance
 Clean or sweep common areas
The overall theme Old Navy wants from Associates…
WEAR YOUR PASSION
Pre-Employment Activities
Business -Education Partnership with Old Navy
Work Training Platform for Individuals with Disabilities
Use the company’s motto
and goals in the outline
Pre-Employment Activities and Preparation for Work
Company Goals and Motto
E.A.S.E Model – (Efficiency, Accountable, Simple, Energy)
E. EFFICIENCY
a) Sizing
b) Ordering tasks
c) Knowing the store layout to identify which Items should be put back first
d) Replenishment – how to identify which items need to be replaced (type, size, etc)
A. ACCOUTABLE
1) What sales are on? Promotions?
2) What to say to a customer who is browsing?
3) Verbal / Non-Verbal Cues (Customers / Associate Responses)
S. SIMPLE
1) Efficient exercises – eliminating steps
2) Practice Simplicity in different areas of the store (pg.45)
Skills needed, Training Areas and
Conduct.
E. ENERGETIC
1) Fun, Creativity, Connections, Standing Out,
2) Collective Energy – Everyday Energy
3) How to display energy in the various parts of the store (pg. 50)
Merchandising Skills:
How to size, fold, label, and organizing clothing and other items, go-backs, greeting customers,
bringing customers a shopping bag
Training Areas:
Employee Expectations: Rules, Conduct, Time, Dress
Student Training Badges: name badges (lanyard or tag) ,possible t-shirt with “trainee” or
“student trainee”
Expectations in different areas of the store:
1) Ready All Day: Salesfloor
2) In the Fitting Room
3) Check it Out: At the checkout
4) Door2Floor: when Processing Shipment
5) Mark2Move: marking down merchandise
6) Sign2Sell: when signing merchandise
Fulfilling Expectations
Time Line and Training
Activities
Time Line for Training Activities
8-10 weeks, Two days per week of training, in store or in class.
Introduce trainee to
company model, values,
employee expectations
In the classroom Activities
Week One:
Classroom:
Company Goals and Motto
Introduction to the E.A.S.E. Model
In Store: Familiarizing students with the products and employee expectations of training
period. Modified version of Employee Expectations: Rules, Conduct, Time, Dress, Use
ofStudent Training Badges: name badges (lanyard or tag) ,possible t-shirt with “trainee”
or
“student trainee”
Week TWO:
Classroom:
E. EFFICIENCY
a) Sizing
b) Ordering tasks
c) Replenishment – how to identify which items need to be replaced (type, size, etc)
In Store:
Familiarizing students with the products
a) Knowing the store layout
b) identify which Items need replenishment
In the Store Activities
Week THREE:
Classroom:
ACCOUTABLE
a) Verbal / Non-Verbal Cues (Customers / Associate Responses)
In Store:
a) Know what sales are on - Promotions
b) Greeting, identifying customer needs (non-verbal, verbal response)
c) What to say to a customer who is browsing?
E – Energy (Ease Model)
Training Material Sample
Ease Model – Old Navy Floorplan
Training Materials Sample
Remember
Every business wants to…
EARN MORE MONEY
SAVE MORE MONEY
RUN MORE EFFICIENTLY
The vast majority of jobs are not fulfilled through
want ads, but through networking…
KNOW where others work and what they do!
ACTIVITY
 You
need a piece of paper and
pen/pencil.
 MAKE a list of 20 people (non family,
not co-workers) whom you know very
well
 LIST what their profession is…
 How can you utilize these relationships
to help you get information about
certain career fields?
Ann Sebek
Irvine Unified School District, Career Link
Job Developer
asebek@iusd.org
(949) 936-8640
Another idea when
Cold Calling a Prospective New
Corporate Business Partner:
Brief Introduction of yourself
 We partner with over 200 businesses in
the area, and we would love to be
able to partner with your business as
well. Can I make an appointment to
meet you in person? Explain internships.
 Follow up by sending an email about
your program with your insurance
agreement attached.
 Have follow up email saved in your
email folder and edit as necessary.
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Patience and Persistence
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With patience, try to get the District Manager’s name, phone
number, and /or email.
While speaking with the manager, find out if they are a
franchised business or company owned.
How many locations does the District Manager oversee?
Can I get those locations from you?
Many times the manager does not pass along info to the
District Manager in a timely manner so try getting as much
information as possible.
Many prospective partners must receive corporate approval
before signing on as a business partner.
“If you add a little to a little, and then do it again, soon
that little shall be much.”
Hesiod
Successful Corporate Job
Development Locations:
Fast Food
• Taco Bell
• Del Taco
• McDonalds
• Burger King
• Denny’s
• I Hop
• Elephant Bar
• Lazy Dog Café
• Lucille’s BBQ
• Pat and Oscars
• Chronic Taco
Clothing
• TJ Maxx
• Marshalls
• Planet Beauty
• Wet Seal
• Carters
• Claire’s
• Home Goods
• Buckle
Examples :
Sports
• Sports Authority
• Aeropostale
• REI
• Active Rideshop
• Sports Chalet
• Pacific Sunwear
It’s Nice to Share Your
Corporate Job Development
with other School Districts in
the Area.
No Need to Re-Invent the Wheel
Developing a Relationship
 When
meeting an employer, in person always
works better than on the telephone
 Be prepared with business cards, insurance
agreement, letter or pamphlet about your
program, WOTC information
 This would be a great way for your business to
“give back to our community”, a “win-win”
situation.
 Consider “Business Name Dropping”
(we partner with Sports Authority, REI, Active,
and Sports Chalet)
Dress for Success
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Business Casual Clothing
Try not to wear jeans, capris,
or trendy clothing.
Closed toes shoes are best.
Covered arms are best.
Look like a business
professional, because
WE ARE!
Be confident
In selling your program, you
are selling yourself first.
When on the Telephone
Consider a “Cheat Sheet”
Consider Twittering to say
Thank you Business Partners…
After 5 years: New Twitter Statistics - As of July 2011
 Twitter now has 100 million active users every month
 50 Million Users every day
 200 million registered users
 The number of Twitter users logging in every month is up by
82% since the beginning of the year
 55 million users log in to Twitter from their phone or tablet
each month
 Twitter.com receives 400 million visitors a month
 Twitter.com visitor growth is up 60% this year
 40% of Twitter users don’t tweet every month but watch
others tweet
 Projected growth by the end of the year is an additional 26
million users
 Twitter hosts approximately one billion tweets every 5 days
 Twitter has set a new record for tweets per second of 8,900
(TPS)
& Show
them on
your cell
phone
what you
have
Twittered
Twitter Sites for
Job Developers:
Costa_Mesa_Job
NewIrvineJobs
Irvine_Jobs_CA
OC_Job
Job_Irvine
Tweetmyjobs
Tmj_cao_cler (clerical)
Tmj_cao_cstsrv (customer service)
Tmj_cao_retail
Tmj_cao_hrta (hospitality,restaurant, tourism)
Using Technology:
Helpful Cell Phone Apps…
Jobs Near Me
Job Search (indeed)
Craig’s Pro
Job Finder
Monster
Career Builder Jobs
Malakye
Twitter
LinkedIn
World Card Mobile (Business Card Scanner)
Apps at your fingertips…
Business Card Scanner
Ask Your Business Partner if
they will Host a Mini Job Fair
 Solicit 3-4 Businesses to participate
 Host the fair on your school site location
 Help students fill out applications before the
fair
 Help students prepare with interview skills
training
 Help students with clothing expectations
 Provide water, refreshments
We found success in hosting:
Babies R Us, Marshalls, Sports Authority,
and Jack-in-the-Box at our location.
Consider a Business Advisory Committee
Our BAC meets quarterly
Objectives:
 Provide information and assessment of local industry trends,
along with career and internship opportunities.
 Identify competitive jobs and promotional opportunities along
with the skills required for these positions
 Recruit additional business participation in the program
 Supports community relations
 Nice way to thank business partners
 In conjunction, coordinate a “Back to School for Business”
event
Recruitment:
 Existing and Prospective Business Partners
 Personal Contact
 Emails, phone calls
 Ask businesses if they would be willing to host at their
location
Try Making a Shopping
Center “Cheat Sheet”
 Business names and phone numbers will
be at your fingertips easily.
 It’s nice to have a list of business location
that are near your client’s home.
 This is a good way to train your client
how to call a business and ask if they are
hiring, and how to apply.
“ I filled out an application online and I’m wondering if you
will consider giving me an interview.”
Questions?
Questions ?
Please share your ideas.
What works for you?