CUSTOMIZED+JOB DEVELOPMENT · CUSTOMIZED+JOB DEVELOPMENT Creating+Community+Employment+...

CUSTOMIZED JOB DEVELOPMENT Creating Community Employment throughout the Hidden Job Market Griffin-‐Hammis Associates in association

with WISE

JOB DEVELOPMENT

� Myth of the Labor Market � Are we Developing or Finding? � Jobs really Are Not Hidden � Employers are Almost Always Hiring � Discovery Drives Employment Development � Avoid the Dream Job Trap � Artisanal non-‐Retail Business

Griffin-Hammis Associates

GUIDING VALUES

� Zero Exclusion � Partial Participation � Zero Instructional Inference � Interdependence � Self-‐Determination (Freedom, Support, Authority, Responsibility)

� Contribution


QUICK EXAMPLES

� Mellowny � Rona


THE COMPETITIVE/CUSTOMIZED DICHOTOMY

Assessment/Testing Discovering Personal Genius™

Train & Place Place & Train Chasing Smoke Stacks Economic Development Labor Market Job Creation Help Wanted Hiring 24/7 Career/Job Trends GWTCMS/GWTTMS


“Networking” Leveraging Social & Economic Capital

Win/Lose -‐ Positional Win/Win – Interest-‐Based Fitting In Conditions of Employment –

Ecological Validity

Scarcity Unlimited Ways to Make a Living

Gratitude Mutuality Market Segments Community


Entry-‐Level Resource Ownership™ Comparative Individualized Job Descriptions Vocational Themes™ Human Resources Shared Interests Job Search Lists of Twenty™ Resume Portfolio of Skills & Tasks


Smooth Talking Smooth Listening™ Dependence Adventure Rules for Hiring Improvisation Big Business Small Business Retail Artisanal Supervision/Management Mentoring


Online Applications Informational Interviews Business Degree Business Ideas Entrepreneurship Self-‐Employment

Businesses by Number of Employees 34,461,500 Companies with Fewer than 500 Employees

US Census, Kaufmann Founda1on, CFED, 2010-‐2012

THE HIDDEN JOB MARKET DEMANDS THAT:

� We avoid Big Sign Syndrome � We Stop Retail Job Development in Both Senses… � We Get to Know our Communities � We Recognize that there’s a Lot of Commerce even

in the Smallest Communities � We Create Opportunities thru Economic

Development � We quit going where Every Other Job Developer

Goes!


THE NATIONAL JOB DEVELOPMENT SURVEY

� A total of 287 respondents, with wide ranging professional experience and education levels, from roughly 36 states, are represented in this survey.

� All Staff surveyed had significant Job Development duties

� There are no “Bad” Answers



� All Respondents were asked if they had in the past year:

� Reviewed Want Ads for Job Openings?

� Response: 91% affirmative



� Asked for an Application for Employment?




� Taken or sent someone on an Interview with an HR representative?




� Sought jobs at major retailers, common box stores, and/or grocery chains?




� Asked an employer if they are hiring?




� Sought jobs at stores that are strictly retail?




� Looked specifically for jobs with repetitive tasks?




� Looked specifically for cleaning/custodial jobs because an individual “enjoys” cleaning?




� Approached a company in your agency’s supply chain for job development purposes?

�  Response: 11% affirmative



� Approached a company in your personal supply chain for job development purposes?




� Had a Board of Directors member assist in getting someone a job?

�  Response: 6% affirmative



� Had your agency CEO/Executive Director assist in getting someone a job?



VOCATIONAL THEMES…

DIVINING VOCATIONAL THEMES

� Themes are NOT Job Descriptions � Themes are Big and Hold Many, Many Jobs � Themes Open up the Possibilities in even the Smallest Communities

� Consider “Cleanliness” versus “Cleaning” and how does this Change Job Development?

Griffin-‐Hammis Associates

DIVINING VOCATIONAL THEMES

� Why Three? One isn’t Enough. If we have Two and Throw one Out, we’re back to One….

� Themes are Imprecise but provide Guidance for DPG activities & career development

� Themes are Not The Sum Total of Skills, Tasks, Attributes, or Interests…but they make the Theme Stronger


DIVINING VOCATIONAL THEMES: TASKS � A Task is a series of actions that complete a process (Milking a

cow involves multiple actions & skills)

� Pay attention to level of Competence

� Best teaching & Support Strategies �  Information Processing

� Try new but related tasks….

� Be thinking “Where else do these or similar tasks make sense?”


DIVINING VOCATIONAL THEMES: SKILLS

�  A Skill is a learned (and practiced) action that contributes to the performance of a task

�  A person’s Skills can vary in Competency & Quality

� Milking a Cow entails many Skills: Getting Cow into Stanchion, Fitting the Bucket Milker, Attaching suction hose, Timing the process while Milking other Cows, Emptying Bucket into Holding Tank in Parlor….

� Other skills that might be resident, related, easy to learn, needed….

�  Effective teaching & support strategies


DIVINING VOCATIONAL THEMES: INTERESTS

�  Interests are important, but not Nearly Enough for Job Development: Skills & Tasks Rule!

�  Interests help Skill/Task acquisition & retention

� Mutual Interests aid in Job Development & Worksite Inclusion (we hire and help others who like what we like)

�  Pair Interests with Skills & Tasks in the right Environment

�  Evidence of self-‐determined Interests can be hard to come by; many Interests have been chosen by Others (Cleaning Toilets; Bowling on Saturday night)


DIVINING VOCATIONAL THEMES: PERSONAL ATTRIBUTES

� Personality & Behavioral Characteristics � Don’t speculate regarding Motivation (or anything else)

� Attributes Inform work Conditions & Cultural fit

� Common Attributes: Outgoing or Shy, Quiet or Talkative, Manner of Dress (if personal choice is involved), Sense of Humor, Punctuality

� There’s a place for Everyone


VOCATIONAL THEMES: REVEALING POTENTIAL EMPLOYMENT/LISTS OF TWENTY

� Redmond, Oregon: Population 26,646 � Google: Agriculture – 168,000 Hits � Artisanal – 45,600,000 Hits � Fashion – 276,000 Hits

� (Note: Hits are Not Jobs!)

VOCATIONAL PROFILE GUIDES THE PROCESS

� We use Informational Interviews a Couple Ways

� 1. During Discovery (Asking for Advice from Someone with a Similar Theme)

� 2. During Job Development (Asking for an Opportunity to Create Value thru Employment)

� Wages are the Residue of Profit


JOB DEVELOPMENT: GETTING IN

� Go Where the Theme/Career Makes Sense during DPG � Follow-‐Up if it’s not Bait & Switch

� Ask for Advice of Who Else We Should Talk To

� Know the Tasks & Skills that will be of Importance to Both Employer and Employee

� Warm Up Job Development Calls (Social & Economic Capital)

� Use a Negotiated Strategy


JOB DEVELOPMENT: INFO INTERVIEWS

� Informational Interviews: Culture of the Company -‐ Dress, Humor, Orientation, Formal & Informal Power, Role of Technology, Customer Service Clues, Social relationships, Formality, Bureaucracy, Team Work, Natural Support ….


JOB DEVELOPMENT: INFO INTERVIEWS

� Informational Interviews: Tour and Observe: Work Processes Natural People & Means Specific Jobs being Performed (Core & Episodic Routines Especially)

Record Observations!


RESOURCE OWNERSHIP

� Exploitability � Weaving the Resource Discussion into Job Development

� Naive Job Development (Colombo Method; Deepening the Pain)


RESOURCE OWNERSHIP: CONCERNS

� Buying Jobs � Liability � Ownership � Funding � Employer Agreements � Examples (See Ohio Video on YouTube)


PAID WORK EXPERIENCE

� Building on Discovery & the Portfolio � Using your Board & Network � Setting Time Limits � Engaging VR, WIA, DD/MH, LEAs, SSA, Families

� This can be during or after DPG


PAID WORK EXPERIENCE: DOL

� No Displacement of other Workers � No Material Benefit to Employer � Direct Supervision by Employer or Rehab Personnel

� Time Limited Written Training Plan � No Guarantee of Employment


BIG SIGN SYNDROME

� Harder to Carve & Create in a Corporate Environment

� Retail Job Development is Not generally Customized

� In Small Biz the Owner/Manager Makes Decisions

� You & an HR Manager are probably not Alike � Under-‐Capitalized Opportunities � Observe the Back-‐Office Operations


INTEREST-‐BASED NEGOTIATION

� Competitive Employment Fails for a Reason � Big Win/little win strategy � Moving from Smooth Talker to Smooth Listener

� Relationship Selling


INTEREST-‐BASED NEGOTIATION TOOLS

� Handling Objections: Feel, Felt, Found � Left Hand/Right Hand Analysis � Managing Behavior During Negotiation: Change Cycle (Contentment, Denial, Anger, Depression, Confusion, Renewal)


JOB CARVING & CREATION

� Partial Participation � Intersecting Tasks (from Job Analyses) � Worksite Inventories: Examples from Botanical Gardens, Welding Shop, et al

� Getting Beyond the Job Description


JOB DEVELOPMENT TOOLS

� Warm Calls to the Right People in the Right Companies

� Leave Behinds (Digital Resume CD based on Skills & Tasks)

� Testimonials � Reputation � Social & Economic Capital


JOB DEVELOPMENT & SALES

� Preparation is Crucial � Show you Care � Know your Community � Listening is more Useful than Talking � Allow Employers to say No � Stay in touch; Follow-‐up � Be a Gracious Guest � Be on time, Be Professional, Be Concise � Ask for Referrals � Keep your Promises


JOB DEVELOPMENT & SALES

� Closing the Deal: Know when to Ask for the Job Know when to Quit Talking When an Employment Agreement makes Sense Know who is training Whom When do we start?


NATURAL SUPPORTS

� Mark Twain’s Theory � Natural Means � Natural People � Natural Methods � Accommodations, Circumventions, Modifications

Griffin-Hammis Associates/Marc Gold Associates

NATURAL SUPPORTS

� Try Another Way � Supporting Natural Trainers & Supervisors � Revering Corporate Culture (Toby’s Story) � Video Review of Natural Trainer


ACTIVE EMPLOYER COUNCILS/CATS

� Not your Father’s BAC/BLN � Making Membership a Priority � Employer Engagement � Consumer Direction � Staffing & Funding � Agenda Review � Public Relations � Outcomes Management


PERSON CENTERED/BUSINESS CENTERED JOB DEVELOPMENT

� Review of Key Topics � Issues and Answers � Next Steps � Suggested Activities & Reading � Adjourn


GHA/CSC Staff Offices GHA/CSC Special Topic Consultants

GRIFFIN-HAMMIS ASSOCIATES/CENTER FOR SOCIAL CAPITAL

WWW.GRIFFINHAMMIS.COM

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