This document outlines a 5-step approach to customized employment for job developers serving people with significant disabilities. The steps include: 1) developing a job seeker profile; 2) assembling a brainstorming team; 3) gathering information from potential employer businesses; 4) generating a list of possible jobs or tasks; and 5) negotiating with an employer. Key aspects of each step are mapping the job seeker's interests and abilities, conducting discovery interviews, mining social networks, performing job analyses of potential worksites, and customizing a role through "job carving". The overall approach aims to find a good fit between the job seeker's talents and an employer's operational needs.

1. A Streamlined
Approach to
Customized
Employment
Job Creation in 5 Steps
for Job Developers Serving People
with Significant Disabilities
Joe Chiappetta
Chicagoland Chamber of Commerce

2. 1950 PSA: Superboy: Job Counselor
Finding people jobs takes super-hard work.

3. "Always Mapping" Principles
2 Mapping Functions of Job Placement
 Mapping Job Seeker Interests/Abilities
 Mapping Employer Interests/Needs

4. 5-Step Job Placement Strategy
1. Develop job seeker profile
2. Assemble brainstorming team
3. Gather information from businesses
4. Generate list of possible jobs/tasks
5. Negotiate with employer
 One staff leads all steps, or...
 Steps can be assigned to different departments
 Departments meet regularly to share info

5. STEP 1: Develop a Profile of
the Job Seeker
Discovery: The act of
making known for the
first time
Know your talent pool
Know if talent has any
"handlers"

6. Mapping Activity
 Use public transportation map: place job
seeker names where each one lives on map
 Keep map with you at all working hours
 Think like a shepherd
D.
John
N.
M ark
e G.
Luk
Anna C.
M att W.

7.  With each question,
Discovery ask "Why?"
Questions for  May need to rephrase
Job Seekers questions
 Ask same questions 1
month later
 May get different answers
 For your benefit (review)
 Pictures
or
demonstrations
enhance questions

8. What Is Most Effective Way to
Gage Interest in Specific Job?
 Describe the job
 Show photo of job
 Show video of the
job
 Go to job site to
observe workers
 Do the job

9. The More Immersion, the
Better Decision a Person
 Take Makes on their Interests
the
widest
view
of
each
job
you
may
like to
do

10. Dream Job Cartoon

11. Best-Case
Job Scenario
 What is your dream job?
 Which is your favorite chore to do?
 What was the best job you ever had?
 What did you like the most about that job?
 Where have you been the happiest?

12. Worst-Case
Job Scenario
 What was the worst
job you ever had?
 What did you like
the least about that
job?
 Which household
chores do you
hate?

13. Free
Time
 What do you like to do for fun?
 What do you do on the weekends?
 What do you do with friends/family?
 What do you do to help out around the
house (chores)?
 Where have you experienced success?
 What kind of environment do you enjoy?

14. School Days
 What subjects or
classes did you like in
school? Why?
 What subjects or
classes did you not
like in school? Why?
 What did you not like
about those topics?

15. Employment
History
 What jobs have
you done in the
past?
 Include paid
jobs and
volunteer work
 In
Search Of:
The Old Resume

16.  What’s important to
Employment you in a job?
Values  How far (IN MINUTES)
are you willing to travel
by bus/train?
 Casual or formal?
 Quiet or noisy?
 Many people or few
people?
 Are there specific
personality types you
are most comfortable
with?

17. Challenges
 Where have you
not experienced
success?
 Where have you
been the least
happy?
 Do you have any
known
accommodation or
support needs?

18. STEP 2: Assemble a
Brainstorming Team
 Social Capital (a sociology term): benefits
gained from preferential treatment between
people
 Leveraged relationships
 Mining contacts/insight from the job
seeker's own contacts
 The Columbo Factor
 Get permission

19. Team Members to
Recruit
 Friends
 Family
 Case Manager
 Behavior Analyst
 Other professionals
 Former teachers
 Coaches
 Community members

20.  Call them or meet
What to Do with
in person
Team Members
 "I'm helping _____
find a job. Your
name came up as
someone I should
talk to. Do you
have time for me
to ask you 9
questions?"
 Invite them to
staffing (optional)

21. Background Questions for
Team Members
 What jobs or
chores have you
known _____ to
do in the past?
 What must I
keep in mind
when looking for
a job for _____?

22. Opinion Questions for Team
Members
 What type of place do
you see _____ working
in?
 Casual? Professional?
Social?
 Busy? Quiet?
 What tasks do you see
_____ doing at a job?

23. Contact Mining Questions for
Team Members
 What types of businesses might be a good
match?
 Do you know anyone who works in _____
[type of business]?
 Can I use your name when I contact them?
 Do you know any hiring managers,
business owners, executives, government
officials, community leaders, or any other
persons of influence?

24. STEP 3: Gather Information from
Businesses (Cartoon)

25. STEP 3: Gather Information
from Businesses
 Target small and medium-
sized employers
 Target any size employer with
diversity initiatives/officers
 Don't consult until you learn
 Tour
 Informational interview
 Job analysis

26. Explain the Purpose
of the Job Analysis
 INTRO: Because I have access to a large
pool of people entering the workforce, I'm
always looking for a deeper understanding
of local business operations in our
community. The more I know about your
work environment, the better I'll be at
recommending certain people for certain
career paths.
 THE ASK: Can I come by to ask you a few
questions about your company?

27. Warm-Up Questions
 What is the work
atmosphere and
culture like here?
 What kinds of job
duties do your
workers perform?
Feel free to include
the behind-the-
scenes details.

28. Forecast Questions
 What are areas of
potential growth for
your business?
 Where would you like
to see your business in
five years? Ten years?
 Are there services your
business would like to
offer, or could offer,
that are not in place
presently?

29. Gap-Seeking Questions (1 of 2)
 When is the company busiest: each
day, during the week, during the year?
 Are there tasks that could be done
more efficiently or more often?
 Are there tasks not getting done
because no one has the time?
 Are there tasks that take employees
away from their more critical job
duties? (areas of expertise or "real"
jobs)

30. Gap-Seeking Questions (2 of 2)
 Do you have employees working overtime?
 Are there tasks that you use temporary or
student employees for?
 If you could have help with anything, what
would it be?
 If your employees could have help with
anything, what do you think it would be?
 What is the biggest challenge the business
faces in its day-to-day operations?

31. STEP 4: Generate List of
Possible Jobs/Tasks
 What can you
customize about the job
that _____ can do and
wants to do?
 Possible tasks that
_____ can do for an
employer include:
 Accommodations that
_____ may need to do
these tasks include:

32. STEP 5: Negotiate with Employer
 Job Carving Value
Proposition
 Examine answers from
the job analysis
 Look for fitting duties
wherein your job
seeker would be ideal
 Most things are
negotiable
 Proposal must address
employer bottom line

33. Value Proposition Questions
 When proposing new position, plan
must answer "Yes" to these questions:
 Will creating this job help employer to...
 Increase workforce effectiveness and
efficiency?
 Fill gaps in the workplace?
 Reduce costly or inefficient temporary
help and overtime wages?
 Increase customer satisfaction?

34. Before Making the
Job Carve Pitch
 Establish trust
 Place a person without carving
 Be professional
 Write proposal to company
 Share other success stories
 Conduct disability awareness
training

35. Follow Up After
Job Placement
 Schedule follow up
times
 With employee
 With employee's
direct supervisor
 Senior management
 Make sure stories
match

36. Chicagoland Chamber
of Commerce
If info from this session helps you find
anyone a job, please let me know:
Joe Chiappetta
http://www.linkedin.com/in/chiappetta/
www.chicagolandchamber.org