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Pathways to Growth: Job Development, Retention and Advancement for Out-of-School Youth
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Pathways to Growth: Job Development, Retention and Advancement for Out-of-School Youth

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From the 2005 Garden State Employment and Training Conference

From the 2005 Garden State Employment and Training Conference

Published in: Business, Education

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  • 1. Pathways to Growth Job Development, Retention & Advancement Strategies for Out-of-School Youth Presented by Michele Martin
  • 2. Serving Two Customers
    • Businesses want:
      • Access to trained, qualified workers who will stay on the job, have no “issues”
      • A “guarantee”
        • Pre-screening
        • Delivery on promises
      • Minimal hassle
    • Youth want:
      • Work they enjoy and can reasonably do
      • Work that supports their standard of living
      • To “fit in”
      • Consistency & honesty
  • 3. Who is the Job Developer’s Primary Customer?
  • 4. Roles of Job Developer-- Business
    • Business Advocate
      • Understand, communicate expectations of business to youth, other staff
      • Serve business needs
    • HR Professional
      • Clear job descriptions/skill requirements
      • Pre-screen & referral
    • Marketer
  • 5. Roles of Job Developer-- Youth
    • Educator/Coach
      • Prepare youth for independent job search
      • Prepare youth to meet business expectations
      • Provide feedback to youth
    • Assessment Specialist
      • Know youth and their needs
  • 6. Serving the Business Customer
  • 7. Before Contacting Business
    • Understand the Labor Market
    • Know Your Supply of Young People
      • Skills, characteristics, numbers
    • Identify your Resources for Engagement
      • One-Stop, Chamber, SHRM, etc.
    • Know Your Products and Services
      • Transition, Retention, Advancement, Re-Employment
  • 8. Transition
    • Pre-screen candidates to fit specific business and job requirements
    • Conduct on-site Orientations and/or business-specific training for youth job seekers
    • Provide business with “support services” kit (useful for all entry-level job seekers)
  • 9. Retention
    • Help business accurately communicate expectations, requirements
    • Help business outline a 3-month training plan (can be used with other entry-level workers)
    • “Call us before it becomes a crisis”
    • Work with front-line supervisors, not just HR.
  • 10. Advancement
    • Surveys— what additional training can be provided to youth to move along a career path?
    • Plan for “Upgrade OJT”
    • Coordinate industry-specific forums focused on identifying and meeting changing skill needs
  • 11. Re-Employment
    • “What happened? How can we make sure it doesn’t happen again?”
    • Pro-active conflict resolution processes
  • 12. Marketing and “Selling” to Business
  • 13. The Marketing Plan
    • Define customer base
    • Create key messages
    • Outline marketing strategies
  • 14. Defining the Customer Base
    • You want workplace partners who have:
      • A record of hiring youth
      • Skill shortages among entry-level workers
      • Cooperative labor/management relations
      • Commitment to employee training and diversity
      • A need that could be filled by your program
      • Visible involvement in community and educational issues
  • 15. Key Messages
    • Reduced training and recruitment costs
    • Increased productivity
    • Pre-screened applicants
    • Reduced turnover because of long-term support & follow-up
    • Professional, customer-driven business services
  • 16. Marketing Strategies
    • General awareness
      • Media campaigns, special events
    • Targeted Marketing
      • Direct mail, telemarketing
    • Direct recruitment
      • Sales presentations, job fairs, networking, direct sales calls
  • 17. Customer Service
    • Identify and respond to specific business needs
    • Speak the language of business
    • Use business standards of communication
      • E-mail, voice-mail, websites
    • Solve problems & create solutions—no excuses
    • Under-promise and Over-deliver
  • 18. Making the Sale
    • Understand business motivation—everyone is different
    • Pick a Strategy
      • Build on what exists
      • Solve a business need
      • Invest in your community
    • Anticipate and overcome objections
    • Allow for a full range of participation options
    • Establish concrete next steps
  • 19. Following Up
    • Be the single point of contact
    • Ensure business needs/expectations are being met
    • Deliver on your promises
    • Measure and share results
    • Stay in continuous contact to develop relationships
  • 20. Supporting Youth
  • 21. Prepare Youth Effectively
    • Program should communicate/reinforce “culture of employability”
    • Communicate high expectations/high support
    • Clearly communicate skill requirements, business expectations
    • Anticipate, identify and resolve barriers & challenges
    • Have contingency plans, back-up supports
  • 22. Service Guiding Principles
    • Work with Working Individuals
    • Just in Time Service Interventions
    • Solve Problems in Context
  • 23. Working with Working Individuals
    • Workshops/seminars in non-work hours
    • On-site child care for events
    • On-line courses, supports
    • Connect youth with on-the-job mentors for coaching, support
    • Provide services in youth’s community (FBOs, CBOs, etc.)
  • 24. Just-in-Time Services
    • Collect and analyze data on “predictable” events for all participants.
    • Work with youth and employer to plan out natural sequence of events, problems, potential accomplishments, etc.
    • Plan actions to coincide with events
      • “ How to Prepare Your Taxes” in Jan/Feb
      • “ Now that You’re Settling In” after a month on the job
  • 25. Solve Problems in Context
    • Activities should be tangible, relevant
    • Integrate contextual problem-solving—
      • “Money management” courses aren’t relevant until youth has money to manage
      • Transportation doesn’t become a problem until the youth can’t get to work or is late
      • Filing income taxes becomes more important in January when a refund is due
  • 26. Transition Services & Strategies
    • Support “best fit” with job
    • Exit Interview
    • 1 st Day Follow-up
    • Anticipate 1 st day, 1 st week, 1 st month problems
    • Transition funds for before 1 st check (i.e., transportation, lunches, etc.)
  • 27. Retention— Who is Working 6 months later?
    • Interested in and enjoys the work
    • Possesses the skills to do the work
    • Has formed positive relationships with supervisor(s) and co-workers
    • Is making enough money to support expected standard of living
    • Has effectively dealt with both expected and unexpected problems
    • Company is a “good match” for the customer’s values
  • 28. Retention Services
    • Long-term career planning support
    • Help youth connect to at least ONE person at the worksite
    • How to handle performance reviews, supervisor feedback, work “cliques,” etc.
    • “ Whatever it takes” ongoing contact for relationship building
    • Pro-active contingency planning and access to “emergency” services
    • Help youth anticipate reality of paycheck vs. expenses
  • 29. Advancement Services
    • Teach “strategic job hopping”
    • Continue job development after placement
    • Provide information on and direct access to ongoing career ladder training
    • Alumni groups, networking opportunities
  • 30. Re-Employment Services
    • “What happened? How can we solve that problem so you don’t lose your job again?”
    • Get feedback from employer and work with youth to address for the future
    • Ongoing career exploration and planning—”What did you learn from that experience?”
  • 31.
    • Presented by:
    • Michele Roy
    • The Widing Group
    • 936 N. 5 th Street
    • Philadelphia, PA 19123
    • (215) 923-4059