Transcript Job Development in Rural Areas

Job Development in Rural
Areas
Allen Anderson
Employment Management
Professionals
September 09, 2011
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Challenge
• Limited jobs in rural communities
• Employers already have people in mind
• The rural community is closed to outsiders
• Rural job market can disappear forever
• Rural community can be more effected by
poor economy – employers more
circumspect
TACE Center: Region IV, a project of the Burton Blatt Institute.
Funded by RSA Grant # H264A080021.
© Employment Management Professionals Inc.
3
Solutions
• Understand how to do job development
better
• Adjust JD sell to fit the rural community
through relationship building
• Become the value added labor supplier
TACE Center: Region IV, a project of the Burton Blatt Institute.
Funded by RSA Grant # H264A080021.
© Employment Management Professionals Inc.
4
Agenda
• Review our job development constructs
• Strategic differences between rural and
urban job development
• How to construct rural job development
TACE Center: Region IV, a project of the Burton Blatt Institute.
Funded by RSA Grant # H264A080021.
© Employment Management Professionals Inc.
5
Job Development Constructs
• If an employer resists hiring from a job
developer it is generally because the
candidate is not job ready.
 True or False?
• The candidate’s employment barrier is the
determining factor in whether they get a
chance at being hired.
 True or False?
TACE Center: Region IV, a project of the Burton Blatt Institute.
Funded by RSA Grant # H264A080021.
© Employment Management Professionals Inc.
6
Job Development Constructs
• All hiring and job development is based in
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perception of the candidate not the reality of the
candidate.
Key to job development is managing employer
perception
All hiring decisions are based in trusting that
perception
Perception management and building trust
ensures job development success
TACE Center: Region IV, a project of the Burton Blatt Institute.
Funded by RSA Grant # H264A080021.
© Employment Management Professionals Inc.
7
Job Development Constructs
• Perception is managed with selling skills
• Trust is earned with JD sincerity, employer focus
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and action
Employers initial reaction is to perceive JD as
having a bad candidate and to distrust the job
developer
Need means to over come the negative or
neutral first impression and build trust
We do this with the right selling style
TACE Center: Region IV, a project of the Burton Blatt Institute.
Funded by RSA Grant # H264A080021.
© Employment Management Professionals Inc.
8
Selling Styles
• Charity selling – do it for your values
• Spiel selling – describing the candidate and
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services and hope the employer recognizes
value
Problem solving or consultative selling –
finding the problem first and building the solution
second
TACE Center: Region IV, a project of the Burton Blatt Institute.
Funded by RSA Grant # H264A080021.
© Employment Management Professionals Inc.
9
Consultative Selling Model &
Objectives
• Prospecting – finding employers who are hiring
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and getting an appointment
Needs Analysis – understanding the employers
needs/problems and getting them to agree to
look at a proposal
Selling – presenting your solution and getting a
buying decision
Follow-up – deliver candidate and repeat
business
TACE Center: Region IV, a project of the Burton Blatt Institute.
Funded by RSA Grant # H264A080021.
© Employment Management Professionals Inc.
10
Consultative Sell Key Skills
• Prospecting – opening line, what makes the
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employer let you in?
Needs Analysis – probing, what value adding
questions do you ask?
Selling – presentation, what solutions do you
offer?
Follow-up – repeat business, what value added
action gets new business?
TACE Center: Region IV, a project of the Burton Blatt Institute.
Funded by RSA Grant # H264A080021.
© Employment Management Professionals Inc.
11
Job Development
Foundations
• Need Motivated, Reliable and Dependable
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(MRD) to truly be employable
Failure to sell is the responsibility of the JD not a
result of the candidate’s qualifications
Job developers massage opportunities to fit their
candidates not find candidates to fit their jobs
TACE Center: Region IV, a project of the Burton Blatt Institute.
Funded by RSA Grant # H264A080021.
© Employment Management Professionals Inc.
12
Relationships and Needs
• Relationships and needs commonly used terms
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but not concretely defined in JD
Relationship – shared business objective/s
Needs – a problem defined not a solution
presented
Clear definitions give action focus and success
TACE Center: Region IV, a project of the Burton Blatt Institute.
Funded by RSA Grant # H264A080021.
© Employment Management Professionals Inc.
13
Differences between Rural
and Urban
• Rural and urban definitions
• Urban: is generally job first, relationship second
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– are you hiring, lots of jobs available, open to
working with anyone, quicker style of placement
Rural: is generally relationship first, job second
– jobs are hidden, go to people they know, use
existing connections, need to build the
connection to get the job, slower but longer term
opportunities
TACE Center: Region IV, a project of the Burton Blatt Institute.
Funded by RSA Grant # H264A080021.
© Employment Management Professionals Inc.
14
JD Advantages in Rural
• Your professionalism may not be readily
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available
Less employee choice in rural, not as much pick
of the litter
You can offer choice
Your services can make a bigger difference in
rural than urban
TACE Center: Region IV, a project of the Burton Blatt Institute.
Funded by RSA Grant # H264A080021.
© Employment Management Professionals Inc.
15
Rural Job Market
Job market is hidden
• Feels like there is no job market
• Employer rebuffs “are you hiring” approach
• Easy to be excluded and feel reinforced that
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what you have is not wanted
Low management turnover permanent rejection
TACE Center: Region IV, a project of the Burton Blatt Institute.
Funded by RSA Grant # H264A080021.
© Employment Management Professionals Inc.
16
Rural Relationship
Start a business relationship:
• Focus on getting to know the employer’s potential job
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needs not find a job
Not a friendship, buddy building or shared good times –
a connection to do business
Show the employer you know their jobs and can act in
their interest when the time arises
Initial request dictates potential business relationship not
the need for jobs
Earn the right to present candidates
TACE Center: Region IV, a project of the Burton Blatt Institute.
Funded by RSA Grant # H264A080021.
© Employment Management Professionals Inc.
17
Rural: 4 Meetings to Sell
• Meeting 1: get the employer to agree to an appointment
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so you can meet and get to know them, limited program
or candidates presentation
Meeting 2: get the employer to talk about their
employment needs, present and future, but focus on
future, get to know their jobs much better
Meeting 3: Outline to the employer the employment
program you have built to respond to their needs and
ask permission to sell a candidate to them in the future
Meeting 4: respond to employer job offer or offer a
potential candidate as the candidates emerge
TACE Center: Region IV, a project of the Burton Blatt Institute.
Funded by RSA Grant # H264A080021.
© Employment Management Professionals Inc.
18
Step 1: Prospecting, Opening
Lines
The 1st meeting with the employer
• Build an opening line about building a relationship not
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about finding jobs
Hi, my name is _____ and I represent, ______ is going
to build an employment service involving people with
____ in this community to assist local employers to save
money and get good employees, but we know to build an
effective service we must first talk to local employers
about what they might need and want in an employment
service that will work for them. Would you be willing to
give me some time to help me understand you future
needs and help me build my employment service?
TACE Center: Region IV, a project of the Burton Blatt Institute.
Funded by RSA Grant # H264A080021.
© Employment Management Professionals Inc.
19
Step 1: Opening Lines
Opening lines:
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Must create curiosity not sell
Need non-job business reason to talk
Focus on the employer not the JD needs
Generalized potential business not actual business
unless offered by the employer
Create time investment
TACE Center: Region IV, a project of the Burton Blatt Institute.
Funded by RSA Grant # H264A080021.
© Employment Management Professionals Inc.
20
Step 2: Needs Analysis
Probing
The 2nd meeting with the employer:
Design questions to gather general employment info so
you appear to and actually do learn about the
employers needs:
• Tell me about the jobs you have?
• What makes them harder or easier to fill?
• What makes a good employee?
• What jobs do you have the most concern about?
• What jobs offer the most opportunity to you?
• What support makes hiring easier for you?
• Tour and learn the job
TACE Center: Region IV, a project of the Burton Blatt Institute.
Funded by RSA Grant # H264A080021.
© Employment Management Professionals Inc.
Step 3: Selling – Present an
Option
The second meeting:
• Outline your services as it relates to what you have
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learned about the employer, make your service,
employer specific
Earn the right to ask two questions:
 If you have a job will you tell us?
 If I have a candidate can I tell you?
TACE Center: Region IV, a project of the Burton Blatt Institute.
Funded by RSA Grant # H264A080021.
© Employment Management Professionals Inc.
21
Meeting #4 – A Job or
Candidate
• You have earned the right to be part of the employers
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connections
You are offered a job to fill, you then do a typical needs
analysis with corresponding massaging
You offer a candidate in case the employer is hiring then
do typical needs analysis
You can call on the employer now an endless amount of
times – stay in touch
TACE Center: Region IV, a project of the Burton Blatt Institute.
Funded by RSA Grant # H264A080021.
© Employment Management Professionals Inc.
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Construct Rural Job
Development
Overview:
• Consultative selling
• Relationship before selling
• Build opening lines and needs questions
• Earn the right by getting to know
• Present services only after getting to know the employer
• Ensure an ongoing contact process
TACE Center: Region IV, a project of the Burton Blatt Institute.
Funded by RSA Grant # H264A080021.
© Employment Management Professionals Inc.
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Comments & Questions
TACE Center: Region IV, a project of the Burton Blatt Institute.
Funded by RSA Grant # H264A080021.
© Employment Management Professionals Inc.
25
Contact Information
Allen Anderson
Employment Management Professionals Inc.
130 Carlton Street, Suite 1510
Toronto Ontario M5A 4K3
416-922-3791
Email: [email protected]
Website: www.DTG-EMP.com
TACE Center: Region IV, a project of the Burton Blatt Institute.
Funded by RSA Grant # H264A080021.
© Employment Management Professionals Inc.
26
THANK YOU!
TACE Center: Region IV, a project of the Burton Blatt Institute.
Funded by RSA Grant # H264A080021.
© Employment Management Professionals Inc.
27
Upcoming Webinars:
Job Development Exchange
Developing Sales Tools for Customizing Employment:
The Portfolio and Visual resume
(October 27)
Preparing for Negotiations with Employers
(November 7)
Employer Networks: An Overview of Various Types of
Employer Networks
(December 8)
Building Employer Networks
(December 16)
TACE Center: Region IV, a project of the Burton Blatt Institute.
Funded by RSA Grant # H264A080021.
© Employment Management Professionals Inc.
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Archived Webinars:
Job Development Exchange
An Overview of Employment Approaches and
Strategies to Serve all Persons
Introducing the Online Toolkit for Job
Placement and Employment Professionals
Distinguishing Employment Relationships:
Competitive and Customized Employment
Job Development in Rural Areas
TACE Center: Region IV, a project of the Burton Blatt Institute.
Funded by RSA Grant # H264A080021.
© Employment Management Professionals Inc.
29
TACE Talks Transition (TTT)
Monthly concise information on best practices
to transition counselors available for their
own pace learning;
– sign-up and start your subscription via the
Transition Email-List
http://tacesoutheast.org/network/transition/email_list.php
TACE Center: Region IV, a project of the Burton Blatt Institute.
Funded by RSA Grant # H264A080021.
© Employment Management Professionals Inc.
30
Education Credits
CRCC Credit - (2.0)
Approved by Commission on Rehabilitation Counselor
Certification (CRCC)
• By Monday Septemeber 20, 2011, participants must
score 80% or better on a online Post Test and submit
an online CRCC Request Form via the MyTACE
Portal.
My TACE Portal: TACEsoutheast.org/myportal
**For CRCC credit, you must reside in the 8 U.S. Southeast states served by the TACE
Region IV [AL, FL, GA, KY, MS, NC, SC, TN]. If beyond TACE Region IV, you may apply for
CEU credit.
TACE Center: Region IV, a project of the Burton Blatt Institute.
Funded by RSA Grant # H264A080021.
© Employment Management Professionals Inc.
31
Southeast TACE (Region IV)
Toll-free: (866) 518-7750 [voice/tty]
Fax: (404) 541-9002
Web: TACEsoutheast.org
My TACE Portal: TACEsoutheast.org/myportal
Email: [email protected]
TACE Center: Region IV, a project of the Burton Blatt Institute.
Funded by RSA Grant # H264A080021.
© Employment Management Professionals Inc.
32
Disclaimer
This presentation was developed by the
TACE Center: Region IV ©2011 with funds from the
U.S. Department of Education, Rehabilitation
Services Administration (RSA) under the priority of
Technical Assistance and Continuing Education
Projects (TACE) – Grant #H264A080021. However,
the contents of this presentation do not necessarily
represent the policy of the RSA and you should not
assume endorsement by the Federal Government
[34 CFR 75.620 (b)].
TACE Center: Region IV, a project of the Burton Blatt Institute.
Funded by RSA Grant # H264A080021.
© Employment Management Professionals Inc.
33
Copyright Information
This work is the property of the
Employment Management Professionals
and may not be reproduced in any manner,
whether in part or in whole, without written
permission from Employment Management
Professionals Inc. Reproduction without consent of
any part of this Guide is in violation of copyright
law. All rights reserved.
TACE Center: Region IV, a project of the Burton Blatt Institute.
Funded by RSA Grant # H264A080021.
© Employment Management Professionals Inc.