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Expanding Your Employer Network

Learn how to build, evaluate, and leverage your employer network to increase your credibility, understanding of the business community, and employment outcomes.

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Expanding Your Employer Network

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  1. How to Expand Your Employer Network December 6, 2012 Katherine McCary Martha Artiles Managing Partners C5 Consulting, LLC www.consultc5.com

  2. Agenda • What is an Employer Network? • Typical Employer Networks • Who is in the Network? • Network Benefits • Evaluating your Networks • Building New Networks • Creating CBO Collaborations • Leveraging the Network • Key Considerations

  3. What is an Employer Network(Not an EN)aka Business Organizations • Common purposes/goals • Typically educational, professional growth, community outreach, volunteerism • Typically non-profit • Typical regular meetings Both formal and informal Both in person and virtual Organizations Associations Groups

  4. Typical Employer Networks • SHRM and sub committees • ILG and sub committees • Business Leadership Networks • Chambers and sub committees • Diversity Groups • Supplier Diversity • Rotary, Lions, Toastmasters, VFW Groups • Professional Associations

  5. Who Is In The Network? Your “Network” members should be key to benefit your desired outcome/relationship building opportunities and can include: • Human Resource professionals (all levels) • Diversity & Inclusion, EEO/AA professionals • Corporate Social Responsibility professionals • Managers • Business leaders in the community

  6. Network Benefits • Pathways to building employer relationships which lead to on-going employment outcomes • Builds your credibility in the business community • Learning opportunity to understand business needs • Supports your understanding ROI

  7. Evaluating Your Networks • Are they helping you to build relationships? • Is the program content valuable to helping you understand the business community? • Are you seen as a valuable contributor? • Have you developed connections that you can call upon? • Are your networks willing to provide testimonials? • Are they resulting in employment outcomes?

  8. Building New Networks • Research the organization • Leverage your current network connections for new opportunities • Who are its members (research the member companies) • Contact a member for more information • Ask your peers • Join/attend meetings • See who else attends and what role they play • Become engaged in a committee • Look for opportunity to learn something new • Volunteer • Be seen as a willing worker • Keep your commitments • Don’t over commit but be actively involved

  9. Create CBO Collaborations • Employers value CBOs that collaborate • Share your expertise • Take on a leadership role • Work beyond your organization’s parameters for everyone’s success

  10. Leveraging the Network Now that you have gained the trust from your networks, what’s the next step towards your ultimate goals? Building the business relationship one employer at a time Being seen as their disability expert Being valued as their partner Expanding your understanding of their business Preparing your candidates for success and ongoing support

  11. Key Considerations As you expand your networks and build business relationships, make sure your time spent is quality time: Does the employer: have current unmet staffing/diversity needs? have a commitment to diversity/disability? focused on community involvement? seem open to learning about a diverse talent pool? see you as a partner to meeting their needs?

  12. Q&A

  13. About C5 C5 Consulting, LLC was created by two former senior business executives steeped in global diversity and disability leadership who saw the significant need for collaboration of all those engaged in inclusion strategies to move the employment opportunities forward for individuals with disabilities and gain return on investment for talent and shareholder value. Their combined expertise of more than 65 years in Corporate America means that clients can rely upon their business acumen to help promote diversity for business success. To change the landscape of diversity, disability must be included as a strategy. C5 takes a collaborative approach to moving the needle to full inclusion, benefiting business through innovation, access to talent, increased market share and supplier diversity, therefore improving organizational performance. Certified WBE, Disability Owned & Operated

  14. C5 Consulting, LLC Our Mission C5 Consulting helps organizations change their culture to include people with disabilities in the workforce to ensure diversity and business success Our Services Private and Public Sector, Community Based Organizations, Government, Business Leadership Network Affiliates Contacts Martha Artiles, Managing Partner Martha.Artiles@ConsultC5.com Katherine McCary, Managing Partner Katherine.McCary@ConsultC5.com www.ConsultC5.com

  15. Upcoming APSE C5 Webinar Retaining Your Employer Relationships January 10, 2012

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