Overcoming Employment Barriers – Part 2

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

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

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

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

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

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

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: www.DTG-EMP.com allen@DTG-EMP.com