1 Business Approach to Job Development Rick Record Rrecord Consulting Services “Facilitating Success for Every Situation” The mission of RCS is to provide quality cost effective training and technical assistance to the workforce development community that will enhance service delivery and influence positive outcomes.

2 Approach the Employer No Labels, Jargon, Programs, etc. WIFM Approach Engage the Employer Highlight Benefits not Features 5 min Cold Call – Make the appointment Follow-up with the Employer Follow-through on commitments Always promote your services Engaging the Employer

3 A medical supply company recently negotiated a contract to provide data input, categorize and catalogue data and to order all medical shipments. This contract will bring additional revenue to the company; however, they need additional manpower to meet the new workload. A workflow analysis was conducted and they discovered they would need an additional 20 people able to input, categorize and catalogue data. The company contacts you and places a job order for 20 people with experience to do data entry. They need all 20 to start tomorrow at 8:00 a.m. These are 40 hours per week positions and the company is paying $10/hr, but the work assignment is only for 30 days. Responding to the Business Need- What would you do to respond to the BUSINESS need?

4 *Average service investment per WIA adult is $3,500. Add $3,500 to $5,000 with training services. Services Available: Initial Consultation Occupational/Interest Testing Career Counseling Job Search Workshop Resume Writing Job Placement Investment: $85.00 per hour $ per session $65.00 per hour $ one-day seminar $ resume service $65.00 per hour Packaging the Product *Average market rates for these products and services.

5 Product Investment Per job seeker $3,500 Training Investment $3,500 - $5, National Cost Per Hire (CPH) $4,249 Average Interviews before hiring: 5 Average Time: 40 hrs (40 x $15 = $600 Average Tax Incentives ($2,400 – $8,400) What is the bottom line savings? Value and Benefit

6 Phase I  Orientation and Intake  Assessment  Eligibility Phase II  Workforce Engagement Plan  Workshops (resume, job search, interview, dressing, etc.)  Work Experience Workshops Phase III  Training (education)  Job Shadow  Paid or unpaid work experience Job Ready

7 Occupational Talent Bank Work Ready: Must complete job readiness process Must be ready to be promoted Occupational Groups: Retail, Office, Medical, CS, Warehouse, etc. Must meet minimum employment qualifications Job Openings: Compile list from various sources 3:1 ratio (always refer the best qualified)

8 STEPS:ACTIVITIES: Pre-Service Activities: What activities could you engage in prior to approaching the employer? Research Site visit Telephone call Brochure Letter Open house Job Fair Service Activities: What services could you provide to meet employer needs? HR Services - Recruitment Job orders – electronic posting OJT - Customized training Employee Training Rapid response Resources - LMI Post-Service Activities: What additional services could you provide to employers? Follow-through - Follow-up Thank you card - Mini resume Newsletter Broker services Feedback Employee brown bag workshops LMI updates Employer Outreach Activities

9 Employer Accounts

10 Please visit: This Concludes the Workshop Thank you for your attendance & attention. – Rick Record