1. Overcoming Employment Barriers – Part 2
TCSG, Georgia, June 12, 2019
TCSG Georgia Conference 2019

2. The Challenge
The “how to” skills to engage an employer to get them to consider hiring an “atypical” candidate
If an employer’s initial reaction to a candidate is no, what do you do to turn it into maybe or yes?
TCSG Georgia Conference 2019

3. Our Solution
Our solution is selling the employer one job and one candidate at a time with a customized direct selling strategy
We have adapted many business selling techniques to fit a human service milieu as direct business application did not work
We started from the premise that the employer would view us with skepticism
TCSG Georgia Conference 2019

4. Credentials Worked in this field for over 35 years
USA states using our models, Florida, Oregon, Colorado, Michigan, Georgia and many others parts of our model
100,000s people with barriers have gone out to work
Significant repeat business
TCSG Georgia Conference 2019

5. Benefits New skills to use to build on what you already do
Increased quality and quantity of jobs
Enhanced working relationship with employers
Expanded capacity to serve the community
Enhanced capacity to serve all who seek your assistance
Fulfilling your mandate
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6. Action
I want you to consider these skills as they apply to your circumstances and how they might work
Try the skills & recognize they can be adapted to fit your personality and circumstances

7. Agenda Easy Prospecting Consultative Selling Strategy
Managing Expectations
Creating a selling statement

8. 1. Where do you find the right jobs?
Need jobs that your candidate can do
Open and the hidden job market
Stopping predicting where candidates can go to work, look everywhere
Focus on generating repeat business

9. 1. Easy prospecting, avoiding cold calls
Random Lead Generation
Call the receptionist – not HR or manager
Do you have a job?
What is it?
Who is in charge of hiring?
What is the rate of pay?
Has the job been advertised?
A “no” maybe collect hiring manager name
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10. 2. Consultative Selling Strategy
Four step model based in meeting step objectives:
Prospecting: finding an employer with a job and getting an appt.
Needs Analysis: getting to know the employer, building the relationship and getting an appt to present a candidate.
Selling: presenting your solution to the employer and getting a hiring decision
Follow-up: deliver on your promises and getting repeat business
TCSG Georgia Conference 2019

11. 2. With a Consultative Selling Strategy
Stop closing the market on ourselves by positioning the sell so we can go back to the same employer multiple times even is they say “no thank you” the first time.
Stop pushing product in which we have no confidence
Create environment where we can control the conservation, he/she who asks the questions directs the conversation

12. 2. Consultative Selling Strategy
As objective based we are rapidly able to correct our approach and to not blame others for the contact failure. We can accept responsibility
Makes us humble as we do not know the employer’s business
When engage the employer do not do sell until step 3 and only after the employer gives us permission. Makes selling easier

13. 3. Managing Expectations
Christmas present story
Ideal vs Real needs
What is the most important question to ask the employer?
Objective vs subjective employer focuses

14. 4. Creating a Selling Statement
How to sell a credit card?
How to sell a candidate with out a good resume, good skills or good interview technique plus a visible employment barrier
Questions to ask the candidate to sell them
Remember MRD as the starting point
How to construct your selling statement
The candidate profile

15. 4. Example Selling Statement
Needs: “you said you wanted someone who could open the store early and who would properly engage your customers”
Benefits: “you said you wanted this so that you did not have to worry about opening the store yourself and had more time for fishing and you were comfortable that the person would be there all day helping your customers”
Features: “let me start by telling you why I picked Allen as a good choice for you, I will run through his assets, then you can ask me questions on anything else you want to know about him, and you can make a decision from there, is that okay?”

16. 4. Consultative Selling Strategy
Our model of selling:
No hiding the barrier
No over promising on the candidate
Integrity for the job developer
Relationship building for success or failure so have repeat business
Concentrate on the employer buying us not the candidate

17. Summary - What did We Build?
Appropriate selling strategies can get almost any one a job regardless of employment barriers
Skilled job developers to make their job easier and more supportive of harder to place candidates
Marketplace generates its own synergy for our work
Employers come to us first and in a recession maybe only us

18. More Information Allen Anderson EMP Inc. 416-922-3791 Website:
TCSG Georgia Conference 2019