connecting to employers understanding the employer customer and creating and implementing an...
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Connecting to EmployersUnderstanding the Employer Customer and Creating and Implementing an Outreach Plan
“Job Development” in the New EconomyUnderstanding employer needs/requirements
Understanding the recruitment process from the employer perspective
Building relationships
Demonstrating value
Coaching customers to sell their own value
The Hiring Environment
Less Pressure to Hire
Too Many Applicants
Multiple Hiring Sources
Employers Try to Manage Recruitment by. . . Putting off hiring
Re-hiring
Hiring from referrals without widely advertising
Poaching from other companies
What Do They Look For?
Qualified applicants from trusted source, referred quickly with
minimal hassle.
If working with organizations, they also prefer a
single point of contact.
What Does “Qualified” Mean?Has direct work experience, preferably recent.
Required education/certifications
Will “add value” from Day One
Fits into organizational/corporate culture
Fits into team/department
Trusted SourcesTheir network
Networks of good employees
Through their own website
Proven Recruiters
Sites and sources where they’ve found success before
Quick Quality With Minimal HassleResponse within 24 hours
Applicant has quality resume, is prepared for interview
Responsive to employer process
Minimal paperwork, especially at the beginning of the process
Single point of contact from your agency/organization
It’s About Relationships!
Relationships. . . • Based on trust
• Quality work
• Understanding of employer needs
• Consistent
• Making/keeping commitments
• # 1 way to build trust is to fill jobs quickly and with minimal hassle.
• #2 way is to build relationships, not focus on transactions.
Building a RelationshipTarget the right employers
Know their industry, issues, needs and processes
Be strategic
Focus on the relationship, not on the transaction
Document, document, document!
Developing an Outreach Plan
Targeting EmployersSmall vs. Large Employers
Demand industries/occupations
Job seeker goals
Initial research
1. Who are the employers in your area?
• Who have you worked with before?
• Google Maps Search
2. Of these employers, who is hiring?
• Job postings—in Jobs4Jersey, on their website, on other boards
• “Follow the money”
3. What job openings do they have?
4. Who are the key decision-makers?
• C-Suite and Directors
• Avoid HR if possible
• Remember many small companies don’t have HR.
Develop Target List• Identify Top 25-30 employers in your area
—most likely for you to get placements.
• Analyze:• What do you already know about them?
• What can you easily find out about them through more research?
• Do you have a relationship with them?
• What is the nature/quality of that relationship?
• What have you done for them in the past?
• Focus your efforts!
Build Company Profiles• Company Basics—location, # of employees,
etc.
• Key Decision-Makers
• Work Environment/Company Culture
• Key Employment Success Factors
• Recruitment & Hiring Practices
• Referral Preferences
• Relationship history
Two Relationships
• Existing Customers
• What is your current relationship?
• What have you done for them in the past?
• What has worked/hasn’t worked?
• How can you build the relationship?
• Build your network--“Who else should I be talking to?”
• New Customers
• How can you use your network to get connected?
• How can you get a “face-to-face?”
• Where can you immediately provide them with a quality referral?
• What other information/resources could you offer to begin building trust and goodwill?
Resources for Building ProfilesCompany website
LinkedIn Company Profiles and Groups
LinkedIn Connections
Google Searches/Alerts
Asking questions
Informational interviews
Find and Connect to Recruiters & Hiring Managers
Events/Associations Society for Human Resource
Managers (SHRM) Industry/Occupational
Associations Chambers of Commerce Conferences
Company websites/blogs
Email lists/newsletters
Listen and DocumentFollow/read what they post
Join their groups to see what they’re discussing
Sign up for their newsletters
Ask questions
Probe for “pain” and problems
Comment and RT
Provide resources, information that solve problems and address their “pain” points
Connect them to people and resources
Answer questions
Engage
Filling Existing NeedsSet up strategies for each company to be
notified of job openings. (Company website, Google Alerts, etc.)
For each job opening, work with job seeker to “complete the T” (Refer to next slides)
Make referral
Coach customer to sell him/herself
Follow-up
Completing the “T”1. Review job posting and/or company info
2. Identify employer needs, relevant keywords For job For company/culture
3. Fill in job seeker info to complete the T.
4. If you can’t complete The T—DON’T APPLY!
5. If you can, complete your resume.
The “T”
Openings for the Right CandidateMatch between company needs and applicant
skills/experience/personal characteristics
Sold on applicant through personal contact
Easier through network referral
Creating OpeningsKnow pain and problems
Show how applicant addresses pain or solves problem
Show how applicant matches culture/skill needs of the organization
Coach applicant to sell him/herself!
Do NOT refer to “job carving” or other industry jargon!!
Ongoing Relationship-Building• Track and share industry-related articles
targeted to your employers’ needs.
• Connect with them on LinkedIn to keep track of and acknowledge professional accomplishments and milestones
• Email “tickler” file—keep in ongoing contact. Check in even when you don’t need something.
Remember. . . Employers are PEOPLE. Connect with them as
people, not as a means to an end.
Find ways to personalize the connection: Thank you notes Birthday greetings Respond to achievements/accomplishments Meet them for coffee
LISTEN!
Help them do their jobs better
Help them look good to their boss
Documenting & SharingConsider using Google Docs or a Wiki to
document and share your ongoing work with employers with co-workers.
Consider CRM software to manage contacts (Salesforce is $15/month for up to 5 users)
Consider MicroenterpriseSelf-employment with minimal start-up costs
Based on interests/passions of jobseeker
Multiple income streams=more reliable route to self-sufficiency
More cost-effective
Increases self-esteem and motivation
(Archived webinar on microenterprise at www.discoverabilitynj.org)