1. Business Engagement Strategies Brought to you by Presents

2. NOTHING

3. Marketing & Employer Development Positioning Prospecting Preparation & Promotion Presentation Proposals Employment Analytics 2011 All Rights Reserved © Employment Analytics Engagement

4. Business Engagement Any form of contact between an organization and an employer that attempts to effect a change in knowledge, practices, and behaviors to benefit both. Goal: To create fundamental changes in the way businesses think and act in terms of disability employment efforts.

5. © Employment Analytics Engagement Means Making a Commitment Making a Commitment Making a Commitment Requires Information Requires Information Why How What

6. © Employment Analytics Analytical/Technical Analytical/Technical What you do (or will do)What you do (or will do) 2 Perspectives2 Perspectives Agency/Job CandidateAgency/Job Candidate BusinessBusiness What?

7. © Employment Analytics Behavioral Behavioral How it works (Process)How it works (Process) 2 Perspectives2 Perspectives Agency/Job CandidateAgency/Job Candidate BusinessBusiness How?

8. © Employment Analytics Values/Beliefs Values/Beliefs Why it makes sense (Trust)Why it makes sense (Trust) 2 Perspectives2 Perspectives Agency/Job CandidateAgency/Job Candidate BusinessBusiness Why?

9. © Employment Analytics Values/Beliefs Values/Beliefs Why it makes sense (Trust)Why it makes sense (Trust) 2 Perspectives2 Perspectives Agency/Job CandidateAgency/Job Candidate BusinessBusiness Why? People Commit Because of the WHY!

10. Stakeholder Focused The business helps shape the product and services supplied It’s about understanding their needs and expectations and offering solutions (candidates, services, etc.) It’s a Partnership Approach Promotes Buy-in/Commitment Consumer Focused Focuses on products and services the business will use For organizations, the products are human resources and the services they are funded for It can be more of a sales approach Business Engagement © Employment Analytics

11. Employment Providers Employers Make a profit Provide good service Have employees who are: –Friendly –Productive –Dependable Systems that are: –Simple –Effective –Efficient –Sustainable Why We Need to Shift (At Cross-Purposes) Priorities © Employment Analytics

12. Employment Providers Placements It’s not about how many placements… It’s about how more partnerships lead to more employment opportunities Employers Make a profit Provide good service Have employees who are: –Friendly –Productive –Dependable Systems that are: –Simple –Effective –Efficient –Sustainable Why We Need to Shift (At Cross-Purposes) Priorities © Employment Analytics

13. Alignment BUSINESS ENGAGEMENT PrioritiesPriorities StrategiesStrategies Values Employers Organizations © Employment Analytics

14. Alignment BUSINESS ENGAGEMENT PrioritiesPriorities StrategiesStrategies Values Employers Organizations © Employment Analytics

15. Process Awareness Engagement Acquisition Continuous Improvement InformationResources KnowledgeExperience CommitmentAction InternalExternal © Employment Analytics BUSINESS ENGAGEMENT

16. Strategies Awareness Engagement Acquisition Continuous Improvement Business Case Myths/Facts B2B Marketing ProcessesOutreachStrategies Info Interviews Tours Work Exp. Hire ProcessesStrategiesPolicies Promote (B2B) © Employment Analytics BUSINESS ENGAGEMENT

17. Informational Interviews –Learn about the employer –Positions –Needs & Expectations –Skills/Attributes –Recruiting Practices –Experience with Diversity (outreach, recruitment, hiring, support, etc.) This is key to engaging employers! Observation –One of the most effective ways to see the Culture –See employees in action, processes, workflow, etc. Record Review –Job descriptions, orientation/training manuals, etc. © Employment Analytics Information Gathering & Needs Discovery

18. © Employment Analytics Situation Establish Context Problem Implied Needs Implications How it affects person/company Need/Payoff Their Ideas Benefits/Value Our Solutions Needs Discovery Information Gathering & Needs Discovery

19. Level 1 Limited Knowledge & Experience Provide Information Training/Awareness Peer Consultation & Support Level 2 Has some understanding but limited experience Information/Support Training/Awareness Engagement: Info. Interviews Job Shadow Work Experiences Level 3 Has experience Training/Awareness Efficient Recruitment Solutions Retention Strategies Customized Employment Corporate Initiatives Opportunities to share experiences and promote their efforts/business Employment Analytics-2012 © Employment Analytics Make it Easy to Engage

20. What Strategies that will meet their need(s) How The process and implementation Why Meets their needs Adds value © Employment Analytics Considerations… Individual Job Search, Customized Employment, Corporate Initiatives, etc. are Solutions (and opportunities)

21. Contact Information: Rob Hoffman 816.258.1789 rob@employmentanalytics.com employmentanalytics.com edpsite.com (Online Employer Database ) Contact Information: Rob Hoffman 816.258.1789 rob@employmentanalytics.com employmentanalytics.com edpsite.com (Online Employer Database ) © Employment Analytics