This document discusses improving diversity in the workplace through supported employment. It begins by shifting the focus from job placement to job development, seeing possibilities for jobs everywhere rather than just existing positions. Employers want reliability, availability, productivity and quality from employees. The personal sphere of influence and networking are important for finding hidden job opportunities beyond just public listings. Developing customized job descriptions by identifying a candidate's skills and an employer's needs can create employment opportunities where none seemed to previously exist.

1. “ Improving Diversity through
Supported Employment ”

2. From
Job “Placement” to
Job “Development”
Laura Owens, Ph.D., CESP
hosted by:
In association with:

4. Be Creative!

5. Company looking for individual with
developmental disabilities, autism
and/or history of aggressive behaviors.
Extensive history of hospitalization
preferred. Mental health issues also
okay. Apply on line.

6. Shift in focus…
Traditional
• Sees limited job
market
• Hears “We do not
have any jobs
open”
• Identifies jobs
through existing
positions
Customized
• Sees job
possibilities
everywhere
• Hears “We do not
have any jobs open
NOW”
• Identifies jobs
through creativity,
observation,
proposals &
relationships

7. Employers have Four Goals
1. Save Money
2. Save Time
3. Generate New Business
4. Make a profit!

8. Source: Safety Management, June 2012 & NOD 2010 Harris
Survey
Business Case
People with disabilities
and their network
represent $1 trillion
dollars of buying
power
Instills
Customer
Loyalty
View companies that
hire people with
disabilities more
favorably than those
that do not

9. Universal Hiring Rule
An employer will hire any
applicant as long as s/he
believes it will bring more profit
than cost to their business

10. Employee traits employers want…
1. Reliability/dependability
2. Availability/flexibility
3. Productivity/Quality
(Owens, 2007)

12. Where the jobs are…
Hidden job
market 80-90%
Public Job
Market 10-20%

13. Personal Sphere of Influence
Girard’s Law of 250
The people you know – people who are directly
or indirectly part of your life
•Immediate family – distant relatives
•Close friends – casual acquaintances
•People with whom you do business – mail
carrier, plumber, tailor, barber, dry cleaner, deli
counter clerk, gas station attendant, etc.
•People who do business with you – family
members, other businesses, school personnel,
etc.

14. • Not a sales call…it’s about
connecting & developing
relationships
• Go where employers are
(business groups, activities, etc.)
• 24/7 effort – everyone’s job!
• Networking opportunities can
happen anywhere, anytime
• Networking is a two-way street
• Have an “elevator speech”, ask
good questions, be interested and
follow up
Networking

15. Elevator Speech

16. 1. Conversation. The goal is not to deliver your 60
second advertisement; it’s to have a two-way
conversation. A successful pitch is where the other
person relaxes and says “Interesting. Tell me more.”
2. Short. An elevator pitch is NOT a sales pitch. Think
30-45 seconds or less!
3. Everyday Language. Avoid words like “synergy”,
“optimize”, “efficiency”, “ROI” and so on. These words
SCREAM “sales pitch” and will have the person looking
for the exit signs (or get off on the next floor!)
Elevator Speech Essentials

17. This….
Hi, my name is Ziva and I work for Rehabilitation Inc. We
are a supported employment agency and help individuals
with disabilities obtain meaningful and productive
employment in the community. I was wondering if you have
any openings?
Or This….
Hello, my name is Ziva and my company provides area
businesses with employee recruitment and retention
support. Much of our success comes from learning about
the hiring needs and expectations of businesses. Would
you have time next week to schedule a 20 or 30 minutes
so that I could learn more about your company?

18. Features vs Benefits
Features describe the product or service
Benefits explain what the user gains form
the features
People buy only benefits.
Rarely do people buy features.

19. Sell Your Services: Features to Benefits
Agency Features
Employment Consultant
Applicant Screening
Training and Consultation
Applicants
Benefits for Employers
Single point of contact
Recruitment assistance
Pre-screened applicants
Reduced recruitment costs
Customized response to HR needs
Educating employers in managing a
diverse workforce
Expanded pool of talent and labor
Increase diversity (to include disability)

20. Feature: Recruitment Assistance
Benefits:
•Provide assistance finding quality applicants
•Reduce costs for recruiting and advertising
•Because we take time to learn about your company to
understand your hiring needs and qualifications help make
the best possible job matches (knowing your needs and
expectations paired with the extensive knowledge about
our candidates helps take most of the guess work out of
hiring)
Feature vs Benefit Example

21. Candidate Features and Benefits
Features
Types 33 wpm with
100% accuracy,
Trained on Microsoft
Office
Organized, punctual,
focused
Benefits
Increased
quality/increased
overall productivity
Good back up,
makes workload of
others easier
Will get work
completed when
needed

22. • Introverts can use the written word and referrals
to get the ball rolling
– Email
– Online social networking, blogs, discussion groups,
listservs, etc.
• Refer to networking as “gathering information”,
“having coffee” or “building a few in-depth
relationships” with someone.
• Talk to people you already know well to get job
leads (i.e. your sphere of influence!)
Networking for Introverts

24. Two Types of Informational Interviews:
•Information
•Advice & Suggestions
Good reasons to conduct informational interviews:
•to explore industries and careers
•to discover employment opportunities that are not
advertised
•to expand your professional network
•to build confidence for employer meetings
•to access the most up-to-date career information
Informational Interviewing

25. • What does the business need from
you?
• What are their key employment
issues?
• How do they make employment
decisions?
• Who are key decision makers?
• Are there underlying issues (hidden
agendas)?
• What is their history (have they hired
individuals with disabilities or worked
with agencies in the past?)
Identify what you need to know:

26. Be on the Look out for…
• Duties that might be
performed in a
different way
• The degree of
flexibility of the
workplace
• Seasonal fluctuations
• General problem
areas
• Possible ways to
improve work flow
• Employees doing
important yet non-
essential tasks
• Core staff who
struggle to manage
work loads
• Unhappy customers

27. How can we 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?
Value Proposition Questions
(WIIFM)

28. • 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)
• Do you have employees working overtime?
• Are there tasks for which you use temporary employees?
• 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 your business or industry faces in
its day-to-day operations?
Sample Networking Questions

29. “What needs to get done that isn’t
getting done in your business right
now?”
Short Cut Question

30. Goal of Informational Interview

31. Follow up!
•Nurture Connections (value-added networking)
– look for opportunities to help them
•Be a resource/Introduce to others
•Keep track of contacts (jibberjobber.com)
•Handwritten thank you or e-mail
•Should be called “Great to meet you because…”
or “Here’s how we can help your business” letter
Most overlooked part of Networking…

32. Develop a proposal to present to the employer
outlining candidate’s skills and how they will benefit
the employer.
Describe the candidate’s features and benefits!
Make modifications and revise the proposal if
needed.
Develop an individualized job description, if
appropriate
Employment Proposal

33. Customizing Positions vs Job “Carving”
Job Carving
• Focus on “Can’t”
• Highlights not “full”
or “real” job
• Difficult to sell
• Sends bad
message
Customizing
• Focus on “Can”
• Presents full job,
meeting needs of
business
• Makes sell easier
• Sends message of
competence

34. • Enjoys people
• Basic reading skills
• Number recognition
• Likes to use his hands
• Interested in retail
• Likes to be organized
• Physically strong
• Likes to move around
Meet Colin –
Positive Personal Profile

35. Ross Dress for Less Needed Help!
Shoe department a mess – receiving customer
complaints
Regular shoe shipments stocking up in the back

36. 1. Informational Interview - refined
task list based on observed needs
2. Compared task list with Colin’s
Positive Personal Profile to
determine match
3. Set up “working interview”
4. Presented employment proposal to
Ross Department Store manager
5. Negotiated terms of employment

37. Colin’s Skills
• Physically strong
• Number recognition
• Likes organization and
to use his hands
• Enjoys moving around
Refined Task List
• Receives and unpacks
shoe shipments
• Sorts shoes into size
categories
• Censors and tags shoes
• Delivers shoes to proper
rack on sales floor – and
retrieves returned shoes
Employment Proposal

38. Colin
Stock Assistant, Ross
Dress for Less
Benefits to Ross Dept.
Store
•Fewer complaints from
customers
•Ross work flow was
reorganized in a way that
was sequential to assist
Colin do his job – and
created a smoother
operation for other staff
•Improved customer
satisfaction,
increased sales

39. Mattie
Position:
Administrative
Assistant
Duties:
Various clerical
tasks such as
collating,
revising student
files, shredding,
stuffing
envelopes for
payroll

40. Charlie
Position:
“Dead Header”
Duties:
Pull the dead
leaves off plants

41. Ivan – “Human Zamboni”

42. Charlie, 20 years old
•No work Experience
•Participated in day
programs all his life
•Non-verbal
•Very happy
Position:
“Dead Header”
Duties: Pull the dead leaves
off plants
Created position – Unmet needsTop 10 Job Development Tips
10. Involve the job seeker whenever possible
9.Develop a features and benefits list based on
candidate skills & interests
8.Identify and use personal and professional
networks (yours, job seeker, their family…)
7.Join and participate in business groups/
events (or create your own business events)
6.Develop a features and benefits list of your
services (not your “program”!)

43. 5. Develop a good “elevator speech” and
practice it on anyone who will listen!
4. Involve business - establish business
relationships before a job is needed
3. Conduct informational interviews with
businesses to identify needs
2. Always say thank you and follow up
Top 10 Job Developer Tips (cont.)

44. Number 1 job development tip…

45. Laura Owens, Ph.D., CESP
1-414-581-3032
lowens@transcen.org
www.transcen.org