Celebrating a Client’s First Job

The way you respond to a client’s first job can make all the difference in their success in the workplace.  Celebrating a client’s first job sets the tone for the client making them more positive about what they have accomplished. Refugees spend months or years waiting to reenter the workforce. The words “You’re hired” can come as an enormous relief. A job gives clients a sense of being in control of their own lives again. Though a client may often feel disappointment in accepting an entry-level position, celebrating that job can encourage them to see this as an accomplishment and not a step-down.

Celebrating a client’s first job might be part of your regular routine and does not need to be time consuming or costly.  It’s also a great way to engage the community. Community donations for first jobs and volunteer hours might be counted towards your match for Matching Grant programs. For example, community members might donate items needed like bus cards, nonslip shoes, and hygiene products, or they might donate hours toward tasks such as mock interviews or helping clients navigate their bus route to work.

Client at USCRI North Carolina

Helping clients see their situation through a positive lens can also help with job retention. It won’t make their job easier but it does help them refocus on the positive steps that they are taking rather than the negative aspects of their new job. At all milestones in our clients’ lives here it’s important to be proud and supportive of them.

Here are two great examples from the field:

Job bags: At USCRI North Carolina’s office, employment staff use a combination of education and celebration. After obtaining a first job, a job bag is awarded to the client by employment staff. As staff hand out the bag they applaud and congratulate the client in front of their peers during job club. The contents of the bag include hygiene products, a water bottle to make sure clients remember to stay hydrated, a lunch bag to remind clients to bring food to work, a pen and notepad, an umbrella, some breath mints and a travel toothbrush and paste.

All the items for the bags are donated and put together by volunteers. The staff take the client’s photo with their bag and the photos decorate the walls of the office.

A Celebrity Walk: At the IRC of Tucson, actual cheers of joy erupt from the entire office staff any time a client gets a job. This type of celebration can make a client feel like a celebrity and is a positive influence on all other clients in the office working towards their first job.

Do you have a unique way of celebrating clients? Write to us at information@higheradvantage.org and share your story.

5 Mapping Strategies for Employer Outreach

Aside from language, literacy, and cultural adjustment issues, transportation is one of the most significant barriers to employment that our clients face. While not always possible, finding employment that is easily accessible by foot, bike, or public transportation is ideal. Here are a few mapping strategies that you can use to help your clients overcome this employment barrier:

1. Explore the area immediately surrounding your client’s home. Type your client’s address into Google Maps and zoom in and out to look for grocery stores, restaurants, gas stations, factories, etc. that would be easily accessible for clients. After familiarizing yourself with a neighborhood through Google maps, it’s a good idea to visit the neighborhood, since there are things you will notice in person that you wouldn’t see just by looking at a map on a computer screen.

2. Use a map of your city’s public transportation system to inform your employer outreach efforts. Start by looking at a paper map or maps that may be available on your city’s public transportation website. Then go to Google Maps, and find transportation lines near where your clients live and follow them to see what businesses are along these routes. Another fun thing to do is to drive public transportation routes as you are doing employer outreach. Sometimes you will see businesses that may not be listed on Google Maps.

A sample of results for Google Maps search: “manufacturing near Chicago”

3. Search for target industries or major employers in the neighborhood, city or region where your clients live. For example you could search for “manufacturing near Pittsburgh, PA” or “Hotels in New Orleans.” Research the largest employers are in your area to see how accessible these employers are for your clients. Where Are the Jobs? is a very helpful website that you can use to obtain labor market information for your area.

4. Start with areas of the city your clients are already familiar with. Take a look at a map with your client or just have a conversation to find out which areas of the city they travel to on a regular basis. If a job opportunity were to open up in an area they are already familiar with and comfortable traveling to, chances are they will be positive about that job and will be likely to be successful there.

5. Use maps to advocate for your clients. Maps can come in handy as visuals in conversations with employers or with your R&P (Reception and Placement) department. With employers, you can use maps to prove that transportation will not be a problem, pointing out the exact transportation lines that your clients will use, and that the transportation schedule will coordinate with the work schedule. With your R&P colleagues, you can use maps to show which neighborhoods are best situated for easy access to employment opportunities. Employment departments and R&P departments may want to consider doing strategy 1 (above) together as a strategy for increasing collaboration on housing and employment.

One rule of thumb for public transportation: Try to keep commute times to an hour or less and avoid having clients take more than two modes of transportation (e.g. switching buses). When the commute is longer than an hour and clients have to take more than 2 modes of transportation, it is almost inevitable that they will struggle to make it to work on time or that they will end up quitting their jobs because the commute is just too overwhelming.

Hopefully, these tips will help you find jobs closer to home for your clients, as well as improve job satisfaction and retention. Let us know if you have other innovative mapping strategies at information@higheradvantage.org!

Body Language Tips for Job Developers – Infographic

In most cases, as a Job Developer, you essentially do the first interview for your clients. If you make a good impression, that employer will want to meet your clients. If not, it’s game over.

We often focus on content rather than form, preparing our clients for job interview questions or preparing our “elevator pitch” for employers, but we sometimes forget that most communication is actually non-verbal (about 80% according to this Businesstopia article).

So the next time you focus on interview prep in job readiness class or get ready to walk into an appointment with an employer, keep these 27 body language tips in mind:

body-language-tricks-to-be-instantly-likeable-infographic-2

Want to see a couple more cool info-graphics related to body language for job interviews and business interactions? Check out The Basics of Business Body Language and 7 Body Language Interview Mistakes.

We’d love to highlight your success story about a recent exchange you’ve had with an employer. Get in touch at information@higheradvantage.org.

 

Catching Up on Consultative Selling

DTG-EMP Webinar + New Higher Resource Pack

 

Mark your calendars for an upcoming FREE webinar from our friends at DTG-EMP/Kenfield Consulting. The Employment Outcomes Fundamentals webinar will take place on Tuesday, January 31st, from 9-10 AM Pacific Standard Time and will give an overview of the basics of the Consultative Selling model- a job development model designed for those assisting job seekers with significant barriers to employment. To read the full description and register for the webinar, visit www.dtg-emp.com.

 

For those of you who may be new to the Consultative Selling model, we have created a Consultative Selling Resource Pack, located in the Downloadable Resources section of our website. This resource pack includes links to our 4-part Consultative Selling blog series as well as video recordings of 3 presentations from refugee employment peers who participated in Higher’s 2016 Job Development Community of Practice (CoP), which focused on Consultative Selling.

 

*Note: Illustration on front page by Gary Phelps / EMM Wichita, KS

7 Tips if You’re New To Job Development

If you’re new to refugee job development, welcome to what is sure to be one of the most challenging and rewarding chapters of your career!

Maybe you’re fresh out of college or perhaps you’re a career changer looking for more meaningful work. You are likely very excited about your new position but you’ve probably also had a few moments of wondering what you’ve gotten yourself into.

You have a long and growing list of clients that you need to place and many of them have significant barriers to employment. You’re beginning to think that your title should be Miracle Worker instead of Job Developer. Well guess what? We’ve all been there!

Here are 7 tips to get you through your first few crazy months as a Job Developer:

1. Breathe! What you are experiencing is normal. The work that we do is not easy, but it is rewarding! Murphy’s Law (“whatever can go wrong, will go wrong”) will summarize many of your days as a Job Developer, but there will also be many days where you will celebrate amazing successes with clients and coworkers.

2. Realize that there is a seasonal nature to the work that we do. Ask your coworkers or a supervisor to help you know what to expect at different times in the year. There are times in the year that will be slow and times that will be insane, both in terms of employer hiring and refugee arrivals. October and November will be crazier because of the recent bulge in refugee arrivals and also because employers do a lot of hiring in the fall. December and January are typically slow months in terms of employer hiring.

3. Get a mentor. Mentors are good for your clients, and they are good for you. Find a coworker who is more experienced and ask if they can share what has worked for them, and how they’ve dealt with the challenges of the job. Find an opportunity to “shadow” them as they do employer outreach. After watching them make their pitch to a few employers, try taking the lead on the next few employer visits, and ask your mentor for feedback.

4. Get out of the office! After going out to do employer outreach with your mentor once or twice, get out there and do it yourself. It will be scary. You’ll stumble over your words. You’ll get strange stares and doors slammed in your face. But you’ll get better. Success will come through practice and through getting out there and building relationships with employers. These relationships will not happen by looking at craigslist or doing online job applications; they will happen by you getting out there and “pounding the pavement.”

5. Focus on the Needs of Employers. While there is a humanitarian aspect to the work that we do, focusing on the difficult circumstances of our clients when we speak to employers is not likely to lead to long term partnerships. Employers become partners when they see that you understand the needs and challenges of their business, and can offer them consistent and effective solutions (i.e. motivated, reliable and dependable employees). Over time they may become passionate about helping refugees, but your job is to help them take the first step by convincing them that hiring a refugee is good for their business.

6. Have balanced expectations of your clients. Never underestimate your clients. Don’t be too pessimistic. Refugees are survivors and some of the most resilient people on the planet. You will feel like it’s impossible for some of your clients to get and keep jobs. Many of your clients will prove you wrong. On the other hand, be careful about being overly-optimistic about your clients with higher levels of English and literacy. Starting over in a new culture is a huge challenge for all refugees. Higher skilled clients have their own share of challenges, whether those be unrealistic expectations, trauma, or cultural adjustment issues. Regardless of skill level, the key is to identify barriers to employment early and work with your clients to develop an employment strategy that helps them overcome these challenges.

7. Sign up for Higher’s Online Learning Institute. Our eLearning modules will get you up to speed on best practices in the field ranging from conducting employability assessments, to communicating with employers, to writing effective case notes. Learn more about Higher’s Online Learning Institute here.

 

Consultative Selling Resource Pack

In the past couple years Higher has introduced our network to a job development model known as Consultative Selling. In addition to providing training on Consultative Selling at various Higher training events, we also published a four-part blog series and facilitated a 1-year online Community of Practice (CoP) group focused on adapting this model for refugee employment.

In order to continue helping our network learn and practice this approach to job development, we put together this resource pack, including our intitial Consultative Selling blog series and recordings of all 3 CoP calls.

Consultative Selling Blog Series

Click on the links below to read Higher’s 4-part blog series on the four primary aspects of the Consultative Selling model: Prospecting, Needs Analysis, Selling, and Follow-up:

Illustration by Gary Phelps / EMM Wichita

Part One:Hitting the Target: Prospecting Techniques That Work

Part Two:Understanding Employers’ Needs and Providing Solutions

Part Three:Providing and Selling Workforce Solutions

Part Four:Strengthening Employer Relationships Through Effective Follow-up


2016 Job Development Community of Practice (3 Presentations)

In 2016 Higher facilitated a Community of Practice (CoP) for refugee employment staff who had attended the one day training put on by Allen Anderson at our Second Annual Refugee Employment Workshop in November 2015 in Omaha, NE (to hear a little bit from Allen, check out the Innovations and Opportunities panel discussion from our Second Annual Refugee Employment Workshop page).

Over time the CoP expanded to include coworkers of the original members, and other refugee employment staff who received Consultative Selling training from Higher at separate events. You can access video recordings of these three online events below:

 

  

   

For more on Consultative Selling, click here.

If you are using this model, we would love to hear about your experience. Please email us at information@higheradvantage.org.

New Mapping Tool from IMPRINT

Looking for resources and partners that can help you serve highly skilled refugees? Our friends at IMPRINT recently released an interactive map that allows you to see what organizations and resources are available for skilled immigrants in your area and nationally.

The tool also provides state-by-state data about college educated foreign-born individuals, based on 2015 American Community Survey data.

Explore this awesome tool by clicking on the map below:

 

Webinars This Week: Refugee Legal Rights & Career Tips for Skilled Immigrants

There are two webinars this week that you or your clients may be interested in. The first webinar is on Wednesday evening, and will share important information designed to help refugees, asylees and SIV recipients understand their rights in the U.S. The second webinar is on Thursday afternoon, and will share essential strategies that skilled immigrants with foreign credentials can use to advance in their careers.

Here is the information for each webinar:

Photo: www.mirovni-institut.si/

What Does it Mean to be a Refugee in the U.S.? Refugee Legal Rights Discussion Post-Election

Wednesday, January 18, 2017, 6:00 PM – 7:00 PM EST

Upwardly Global, in collaboration with the International Refugee Assistance Project, is organizing a virtual webinar to educate the refugee, asylee and SIV populations as well as interested community members about refugee rights and their eligibility as U.S. residents. Please join us in the discussion about what it means to be a refugee, asylee and/or SIV; how to protect oneself from discrimination and how to create more welcoming communities for refugees. To register, click here.

Photo: BEWFAA/The Washington Post

10 Essential Tips for Career Success

Thursday, January 19th, 2017, 2:00 p.m. EST

Over the past year, WES Global Talent Bridge in the US and Canada have shared resources and methods on helping skilled immigrants succeed in their journey to continue their careers using credentials from abroad. As we begin the new year, we will revisit webinars and events hosted in 2016 and share key messages as well as resources that skilled immigrants need to consider as they work to integrate professionally in their new country. To register, click here.

 

Back to the Basics: Advice for Job Applicants & Job Developers

Jordan“The minute you get away from fundamentals – whether its proper technique, work ethic or mental preparation – the bottom can fall out of your game, your schoolwork, your job, whatever you’re doing.”                                                               -Michael Jordan

Without knocking innovation, sometimes the best way forward is to go back to the basics. A recent Lifehacker article made this point when they asked a couple dozen hiring managers to weigh in on how applicants can stand out from the crowd.

Here are their top 10 suggestions and how they apply specifically to refugee employment:

 1.  Be Prompt, but don’t arrive too early to your interview.

Many cultures have more flexible standards when it comes to punctuality than we do in the US. It’s a good idea to encourage clients to be early to appointments and interviews. But make sure to also discuss the importance of not being too early, as that can also make a negative impression.

2.  Don’t apply for a job unless you meet the qualifications. 

This can be a tricky one when working with refugees, many of whom may have limited English and all of whom lack US work experience when they first arrive. On the surface, it may seem like your clients do not meet the qualifications for many jobs. Don’t give up too easily though. Politely push employers to tell you exactly what competencies are necessary for the job at hand. If you think your clients are capable of performing the duties described, make the argument, and close the deal!

3. Research the company. 

The more you know about the company, the more you will be prepared to make the argument that your clients are a good fit for their needs. Whenever possible, share information about the company with your clients before taking them to an interview. They will perform better if they know who they’re talking to.

4. Make the right match. 

Don’t try to force opportunities that are clearly not a good fit. That will not result in long term partnerships. Making a good connection with an employer is the first step, but showing them that you understand their needs is what will keep them coming back.

5. Come prepared with questions. 

Make sure you are prepared with good questions for employers and coach your clients on good questions to ask before the interview. Part of this coaching also means helping them know what questions not to ask (e.g. Can you give me a different schedule so I can work with my brother?).

6. List all your (software) skills on your resume. 

This tip may apply to some higher skilled clients that have software skills but may not mention them. The basic point though is just to make sure you are using the resume to list any skills that demonstrate that you are motivated, reliable and dependable. So even if your clients don’t have formal work experience, find a way to highlight their skills.

7. If you lie, you’ll probably get caught. 

Pretty straightforward. Don’t lie. Don’t even exaggerate. Do, however, find a way to present your clients in the best light possible, demonstrating their skills, and highlighting the unique ways that they will add value to employers.

8. Say thank you. 

Sometimes you should be the one to say it. Sometime your client should be the one to say it. It might be a handwritten note. It might be an email. It might even be a text message to your employer connection saying “Thanks for your time today. I really appreciate your partnership.” There are many ways to say thank you. The point is that you should.

9. Don’t be pushy. 

Following up is part of the process. Either you or your clients should follow up after interviews. Just keep in mind that being persistent and being pushy are two different things. If your client is going to be the one to follow up, make sure to coach him/her on how to do this professionally.

10. Put yourself in the Hiring Manager’s shoes. 

Perhaps the most important tip on this list. You should always be asking yourself questions like “What does the employer want?”, “What would make their life easier?”, “What do my clients bring to the table that would really add value to this company?” If you do this consistently, employers will love working with you, and your clients will get jobs.

If you’d like to read the Lifehacker article in its entirety, you may do so here.

Happy New Year!!

Wishing you a happy and healthy New Year!

This year has been very challenging and stressful but as always employment staff remained resilient and rose to the challenge. We thank you for your service to you refugee and immigrant clients.If you need any employment assistance or just want to reach out, Higher is always here to support. Email information@higheradvantage.org

 

CareerDescriptions.org predicted the following top 5 careers by 2017. Do you agree?