Giving the Long-Term Unemployed a Fair Shot Employers and Job Seekers Perspective Presenter& Moderator, Walter Larkins President, CDR Financial Services, LLC CDR Benefits& Insurance Services, LLC Commissioner, LACWIB
Giving the Long-Term Unemployed a Fair Shot Employers and Job Seekers Perspective PanelMembers Tiffany Saxton: Trust&HR Assistant(TSE) Kenneth Rushlo, QAP Supervisor(OJT OJT)
Discussion Items If the going gets tough the tough get going 1. 2. Looking for Love in All the Wrong Places How do I get Hired and Not Fired? Lack of Skills vs. Lack of Experience... 3. What's worse? 4. I have what you need vs what you want? 5. What programs work and why?
Looking for Love in All the Wrong Places Who are your Clients and Customers? The Employee The Employer
Looking for Love in All the Wrong Places Who are your Clients and Customers? The Employer The Employer The Employer
Looking for Love in All the Wrong Places Who are your Clients and Customers? The Employer Client Client Job Candidate
Looking for Love in All the Wrong Places How bad did it get?
Looking for Love in All the Wrong Places So who are your clients? SMALL TO MIDSIZE COMPANIES (SMB) 1992-2010 40 35 30 25 20 15 10 5 0 1 to 19 20-99 100 to 499 500 or more Total Gross Gains Net Job Gains
Looking for Love in All the Wrong Places So who are your clients? SMALL TO MIDSIZE COMPANIES (SMB) 1992-2010 60 50 40 30 20 Total Gross Gains Net Job Gains 10 0 1 to 99 100 to 499 500 or more
Looking for Love in All the Wrong Places SMB s had higher growth than large companies
Looking for Love in All the Wrong Places How do large companies fill Jobs vs. SMB s They hire at the very top and the very bottom (not the middle) Retained Recruiters or Headhunters & HR Managers or Staff 1. Internal Staff 2. Networking for Floaters or Water Walkers 3. Resume Skills Screening Programs 4. Posting on Board (EEOC) 5. Work Source Centers (EEOC)
Looking for Love in All the Wrong Places How do large companies fill Jobs vs. SMB s The Bottom Line Your odds of a getting a job seeker a position at a large company is like winning the lottery Large companies will likely use you to comply with EEOC requirements Will require background checks and credit reporting checks
Looking for Love in All the Wrong Places How do large companies fill Jobs vs. SMB s Make you do a lot of work for a very small return on investment (ROI) So.Don t bet your check on the lottery and be careful you are not spending too much if you do play You also may also be setting the job seeker up for unnecessary rejection that ultimately may effect their motivation and morale long term
Looking for Love in All the Wrong Places How do large companies fill Jobs vs. SMB s Large Companies make you do a lot of work for small number of people they might hire
Looking for Love in All the Wrong Places What can you provide to Large Companies vs. SMB s? What You Offer SMB s? Recruiting Training Training Funding HR Support Etc & your dealing with The Decision Maker Not a stack of Chips working against your Job Candidate Decision Maker Regulations Recruiters HR Departments Training Depts. Proprietary Training Shareholders Bureaucracy Hiring Manager
Looking for Love in All the Wrong Places How do large companies fill Jobs vs. SMB s Final comments regarding Large Companies Large Companies Focus on Skills vs. Experience The Promote from within, hire entry level or hire for the Top not the middle Usually hire entry level with set pay increases and promotion polices Use software to screen out resumes because they have a long line of applicants Hire water walkers and floaters using recruiters or headhunters to fill any gaps employer s they may have internally.
Looking for Love in All the Wrong Places So where are we now?
Looking for Love in All the Wrong Places So where are we now?
Looking for Love in All the Wrong Places What Jobs are People Doing?
Where is the opportunity? Private Industry Production & Transportation Installation, Maintenance & Repair Natural Resource, Contraction etc Office Admin Support Sales, Office & Related Service & Protective Service Management & Professional 0 10 20 30 40 50 60
Where is the opportunity?
Where is the opportunity?
Where is the opportunity? Estimated Union vs. Non-Union Jobs Union Non-Union More Jobs Shorter Training 34% 66%
Where is the opportunity? SMB s between 1-99 employees provides the greatest number jobs compared to large Companies Greatest number (60%) of jobs by type are: Management & Supervisors Sales and Support Admin Support SMB Represents 73% of jobs 22% of their jobs remain unfilled!
Where is the opportunity? 22% of SMB s have jobs that remain unfilled? What skills are they looking for?
What skills are they looking for? Attitude Trumps Aptitude Attitude Most SMB s owners lack the process experience that large company managers have.
What skills are they looking for? The Big 3 Traits that will get you hired and if you don t fired Showing up and showing up on time Effective communication skills and the ability to work within and/or manage groups and teams Intellectual curiosity and the ability to adapt to change
What skills are they looking for? SMB s generally will value new ideas whereas Large Companies discourage them Most people Quit a Perfectly Good Job not because of money, but because they don t feel valued or appreciated
What skills are SMB s Owners looking for? Remember the SMB Owner makes the Rules a Hiring Managers for a large company has to follow the rules If you prove yourself the SMB owner will pay your more to keep a valued employee
Ok now how do I get to SMB s there are so many? Get out of the office and learn to (Market/Network and Sell) Establish relationships with SMB Aggregators Insurance Companies Banks Leasing Companies Factoring Companies Trade organizations Business Chambers Rotary Clubs Large Co Vendors
What am I selling? Your product: The job candidate Your service: Training Training,, HR Services & Relationships etc
Your raw materials are: Long Term Unemployed Dislocated Youth Welfare to Work
What is your mission? To turn GOLD GOLD into
How do I do that? Developing Hard Skills Hard Computer Skills Chasing and Catching the Mouse Business Writing Skills (MS Word ) Business Math Skills (MS Excel )
How do I do that? Developing Getting Hired Skills Hired Resume & Application Writing Job Searching & Researching Networking & Hand Shaking Phone catching & receiving Reference, Referrals, Repeat Interviewing Face & Phone (8-10 hours) Social Media (Facebook, Linkedin, Google Plus etc.
How do I do that? Not getting FIRED Skills Attitude Trumps Aptitude Attitude Showing up and showing up on time Effective communication skills and the ability to work within and/or manage groups and teams Intellectual curiosity and the ability to adapt to change
Large Company SMB s
Large Company SMB s
Large Company SMB s
Large Company SMB s
Large Company SMB s
Large Company SMB s
4. I have what you need vs. what you want? Steps of the Sale 1. Introduction 2. Establish Rapport and/or Respect 3. Indentify and/or create the need 4. Address the need created 5. Handle any objections/stalls 6. Close on the Need you Created 7. Follow-up
4. I have what you need vs. what you want? Learn & use the terms that SMB s are familiar with and translate Government terms into business terms Know something about the business, his market and about him or her Look around the office, especially the walls for something that you can build rapport on, before you talk business, so that he will want to talk to you longer (usually about himself or herself) Don t use the word Free (TIM) when describing your services
4. I have what you need vs. what you want? A SMB owner is a decision maker Ask lots of questions? Except these Do you have any good jobs that lead to careers? What is your retention rate? Do you pay a living wage? Will you guarantee you will hire after training is complete? You have been in business 10 years, why haven t grown past 50 employees? Who s going to do the training? Can you offer my clients job security and stability?
5. What programs work and why? TSE/NEG OJT Customized Training Voluntary Unemployed Worker Program
5. What programs work and why? Challenges Confidence level of participants low due to long term unemployment Due to lack of essential skills, Retention rates are low Lack of Standardized Contracts and Templates for required documentation for CT or OJT between WIB s Not easily able to enroll job candidates between WIB Jurisdictions Differing standards for participation of Candidates between AJCC s and WIB s Reimbursement Waivers for OJT/CT not always understood between AJCC s Wrap around services and support for OJT, TSE and CT job candidates not addressed before program start Schedule of Payments does not match Payroll
5. What programs work and why? Solutions? Front Load Confidence Building Training The Personality Matrix Training Effective Communications Training Program AJCC Develop Standardize Internal Group Training Programs to address core needs AJCC Implement a standardized Sales Training Program for all Staff that will interact with the employer or SMB Owner Develop Standardized Agreements for all programs across all WIB s Encourage SMB employers to hire in groups vs. one at a time to maximize efforts