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

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.

Holiday Outreach Strategy + Holiday Graphic!

Showing appreciation for your employer partners is easier than ever before.

We designed this holiday graphic to provide you with an easy and quick way to send a thank you email to employers and community partners. 

You can do it in three easy steps:

1. Download a high resolution JPEG by right clicking on the below image and selecting “Save As”.

higher-holiday-card 2016

(or Download a PDF here)

2. Add your agency logo and message to an email.

3. Hit send.

Do you have a holiday outreach strategy that works? Please share in the comments below or contact us with the details!  

Volunteer Engagement: A Two-Part Series

8 Ways Volunteers Can Support Refugee Employment – Part 1

hs-245-laura-1Guest post by Laura Griffin, Program Coordinator for Volunteerism at LIRS 

We all know the feeling of not having enough hours in the day. One way to stretch your ability to serve refugee clients is to make volunteer support a core part of your employment program. 

A few weeks ago, I sat down with dozens of people from refugee employment programs around the country to ask: How do volunteers and interns support your work?

Here are 8 Ways to Leverage Volunteer Support for Refugee Employment:

1. One-on-One Job Readiness Support 

Volunteers can sit down with individual clients to practice for interviews, edit resumes, fill out job applications, and/or practice skills like how to use the computer to search for jobs.

2. Guest Speakers and Experts

Bring in volunteers as guest speakers from relevant fields (like IT) to talk with clients about the skills employers in their industry look for in job applicants.

3. Support for Highly Skilled Clients

Volunteers can provide individualized job readiness and placement assistance to highly skilled refugee clients.

4. Mentoringmentoring

Mentoring can focus on advanced job readiness training or industry-specific mentoring. If you are interested in designing a mentoring program to assist refugees with long-term career planning, see the free LIRS Guide for Employment Mentoring.

5. Assist with Job Development

Volunteers can help establish employer leads through community outreach, targeted calling and online searching. One participant shared that they have volunteers research job opportunities and send initial emails to potential employers to start the conversation.

6. Increase Access to Service

Volunteers can help enable clients to access employment services by providing rides or offering child care during job readiness classes.

7. Career Fairs 

Have volunteers take clients to career fairs and help them follow up with potential job leads

8. Case Support and Service Plans 

While it can seem a bit daunting, many participants shared success stories of having interns and star volunteers manage cases and design service plans.

How do you leverage volunteers and interns?  Leave a comment below or contact us if you use volunteers and interns to support your refugee employment programs.

Part 2 of this series will highlight tips and suggestions for effective volunteer management. 

Related: Additional Employment Volunteer Resources, New Collection of Employment Volunteer Resources

Using Data to Drive Job Development

With such limited time and capacity, you’ve got to make the most out of the time you have for Job Development.

Back in February, we highlighted some online industry research tools available on www.careeronestop.org that can help Job Developers be strategic about what industries they pursue by looking at local labor market information such as fastest growing occupations, most total job openings and occupations with the largest employment.

We’ve recently come across a similar (though less extensive) resource that also presents labor market information, but in a format that is much more user-friendly and more visually appealing.

Where-are-the-jobs.com provides a “graphic representation of occupation employment statistics.” The website was developed by SymSoft Solutions using open data provided by the U.S. Department of Labor’s Bureau of Labor Statistics and U.S. Census Bureau, and provides insights on employment trends and salary information for various occupations.

This helpful website allows you to view big-picture information such as top industries across the nation, or filter search results by occupation group, specific occupation, state or metro areas. For example, here is what you get when you filter results for “Building and grounds cleaning and maintenance occupations” in the San Diego – Carlsbad, CA area:

Where are the Jobs Visual

We hope that this tool as well as the resources available at careeronestop.org will increase your ability to use your time wisely and strategically identify the best opportunities for your clients.

If you have any stories about how you’ve used data-driven strategies to drive your job development efforts we’d love to hear them. Share your story by emailing us at information@higheradvantage.org or by using the comments section below.

 

 

Ramadan Begins June 5th

RamadanStart Now to Help Employers and Clients Prepare

This year, Ramadan begins on June 6 and ends on July 5. Observation will begin at sunset on Sunday, June 5th. That first Ramadan Monday morning will be an especially difficult  start to the work week.

Given the current climate of fear, it will be even more important to help employers – and clients – be proactive, prepared and well informed.  

How to Learn More

Click here for an excellent guide to the basics of Ramadan from an article in The Guardian last year:

http://www.theguardian.com/world/2015/jun/17/ramadan-guide-to-islamic-holy-month-muslims-fast

Don’t be afraid to ask Muslim colleagues or local religious leaders for information or suggestions for how you might help employers anticipate questions and potential workplace issues.

Consider how this religious observation could impact employers, clients, your colleagues and you.

Helping Employers & Clients Prepare

Consider sending employer partners an email explaining Ramadan and providing this years dates and what it might mean for some of their employees. Reach out personally to large employers or those with significant numbers of Muslim employees.

It’s a great excuse to get in touch and they will appreciate receiving another free service from you.

Here are some ideas for special ways you could offer assistance:

  • Local mosques and religious leaders might be willing to speak at an information session for employers or attend an employer staff meeting.
  • Many employers have staff potlucks or other informal gatherings to build team morale. Think about ways to help them incorporate traditional Ramadan foods. Who wouldn’t like free baklava, right?  Consider asking a local bakery or restaurant to donate some and provide it to key employer partners along with a simple sign or announcement about Ramadan.
  • Provide information about local opportunities to learn more during Ramadan. Many mosques host iftar (fast-breaking daily evening meals) dinners that are sometimes open to guests.

In addition to your communications with employers, make sure to remind clients about the need to continue following their employer’s attendance policies and to request any time off they may need in advance.  Ask them what special issues they anticipate around Ramadan in their workplace and respond accordingly.

And don’t forget to use the proper greeting, “Ramadan Mubarak”, which means “Have a blessed Ramadan”!

Tips from a Veteran Job Developer

Need a little mid-week inspiration? Higher Peer Advisor Carol Tucker, Job Developer at Lutheran Family Services of Nebraska in Omaha, shares tips from her 18 years in Job Development:

What tips do you have to share? Share your tips in the comments section or by sending us an email at information@higheradvantage.org.

Understanding Employers’ Needs and Providing Solutions

The perfect employee

Consultative Selling for Refugees, Part 2: Needs Analysis

During the optional day at our Second Annual Refugee Employment Workshop last November, international job development consultant Allen Anderson gave 70+ refugee employment professionals a crash course on a model of Job Development known as Consultative Selling.

We’ve already shared a birds-eye-view of what Allen presented, but now we want to zoom in and talk about the model in more detail.

This post is the second of a 4-part series that will share the basics of the model, as well as adaptations from refugee employment programs who have already been using it.

The “4-Step Road Map”

There are many facets to this model but the basic framework can be found in what Allen Anderson calls “The 4-Step Roadmap.” These four steps include: Prospecting, Needs Analysis, Selling and Follow-up—in other words, the process of finding, developing and maintaining employer relationships.

Four-step RoadmapIn part one, we introduced Consultative Selling and the first step in “The 4-Step Roadmap”: Prospecting. Prospecting involves finding job opportunities and asking for an initial appointment.

In this post we’ll move on to step two, the Needs Analysis, and talk about what you actually do in that first appointment.

What is a Needs Analysis?

Michael ScottIn the Consultative Selling model, a Needs Analysis is a 30-60 minute appointment with the hiring decision maker(s). The objective of a Needs Analysis is to introduce yourself to the employer and to ask questions that help you understand the employer’s needs, values and goals.

Asking a hiring manager well-thought-out questions can help you bypass the “wish-list” of qualifications that are often listed on formal job descriptions and give you a clear picture of what an employer is really looking for.

The Needs Analysis will also help you identify the costs, benefits, and overall value that working with refugees will bring to the employer.

All of this information will help you evaluate whether or not you can provide a solution that will meet the employers stated needs or desires.

If the answer is no, you walk away. If it is yes, then you move on to the third step – Selling.

Key Needs Analysis Questions

“Questions are the gold mine of Job Development,” says Allen Anderson. Over time you will develop your own list of go-to questions that work for you, but here are some examples to get you started:

  • What positions exist at this company (not just current openings)?
  • What tasks are associated with these positions?
  • What skills-sets do you most need?
  • What is the most important characteristic you are looking for in employees?
  • What factors typically disqualify candidates from being selected?
  • What type of employees tend to advance in this company?
  • What challenges or frustrations do you face in finding or keeping good employees?

Should You Make the Sale During the Needs Analysis?

We’re not going to get into the “selling” step until the next post, but you may be wondering whether you should try to sell the employer on your services during this appointment or at a later time. Well, it depends. As Kenny Rogers says:

Kenny Rogers

Most of us have heard the expression “You snooze, you lose.” This is particularly true when it comes to employment opportunities. When an opportunity is there, you go for it, because it might not be there tomorrow.

If you feel that you understand an employer’s needs and have a solution to offer, by all means, make the sale during the Needs Analysis meeting. That being said, be very careful not to over-promise and under-deliver.

There are a number of factors to consider in matching the right client to the right job. It’s better to take some time to make sure you can confidently recommend someone than to rush a situation that is unlikely to be successful.

Observations & Adaptations for Refugee Employment

Refugee employment programs using the Consultative Selling approach say that the Needs Analysis is one the most helpful elements of the model, but have the following recommendations:

The whole process needs to move faster.

Consultative Selling is a strong model for building long-term relationships with employers but doesn’t necessarily emphasize the speed at which this happens. Newly arrived refugees must obtain employment very quickly, so finding ways to speed up the process is critical.

James LopezAfter working with the Consultative Selling model for a couple years, James Lopez, Job Developer at Lutheran Family Services Rocky Mountains in Greeley, CO, recommends being more conversational and less scripted as way to speed up the process during the Needs Analysis.

It’s good to be organized and ask good questions, but you also want the conversation to feel natural, and even enjoyable, to that employer. It’s important to build rapport as quickly as possible.

James also recommends finding creative ways to break into local employer networks beyond your meetings with hiring decision makers. Attending networking groups, setting up speaking engagements and leveraging your personal network can result in personal connections that become “champions” for refugees within local companies.

Refugee employment staff in other parts of the country who have recently begun implementing the Consultative Selling model are coming to similar conclusions:

Valerie EvansValerie Evans, RSSP Coordinator at Catholic Charities of Onondaga County in Syracuse, NY shares the experience her team as they’ve begun working with this model:

“We’ve incorporated the Needs Analysis into our meetings, but we’ve found employers need a quicker process. We’ve found that many employers are not willing to spend a whole hour in a Needs Analysis meeting.

Valerie also says that employers have responded well to a condensed Needs Analysis meeting with focused questions that quickly identify needs, such as “What are the top 3 things you look for in employees?” or “What are the top 3 things that will get you fired?”

While the primary focus of the Needs Analysis is the employer, providing some education and context on refugees is helpful.

The Consultative Selling approach is a shift for many refugee employment programs, but there are some things that we’ve done for a long time that we should continue to do.

One of these long-time strategies is providing employers with a basic orientation to refugees either verbally or through a well-designed brochure. The Needs Analysis meeting is a good opportunity to do this.

Brochure-Photo

It may be strategic to share this information towards the end of the Needs Analysis meeting since some of the information you will share will be the selling points of working with refugees (e.g. legal status, retention rates, work ethic, etc.).

Perhaps you can use this information to transition to selling, whether you make the sale in the Needs Analysis meeting or at a later time.

Needs Analysis Tips

Here are a few more tips from James Lopez at LFSRM to keep in mind when conducting Needs Analysis meetings:

  • Focus on the “Three P’s”: Process, Policies, and Personal Relationship – Your success depends on the employer trusting you.
  • Use intelligent questions to keep the conversation on track and keep it focused on employer needs.
  • Avoid asking “why” questions – these can give the impression that you are criticizing and can make employers defensive.
  • End the conversation with action steps – come to an agreement with the employer about what you will do next and what the timeline will look like.
  • Remember that it often takes between 5-7 points of contact before an employer hires someone. Be prepared to have several conversations, and make sure that you are confident before presenting a solution to the employer. Don’t feel bad about asking more questions or getting clarification on things after the initial Needs Analysis appointment.
  • Remember to take a consultative approach: You’re not just selling employers on your clients, but you are also selling them on the supportive services that you can offer both before and after they hire your clients.

 We hope that this post has been helpful for you. Keep us posted as you experiment with Needs Analysis meetings and perfect your technique: information@higheradvantage.org.

*Many thanks to Allen Anderson of DTG-EMP, James Lopez at Lutheran Family Services Rocky Mountains in Greeley, CO, and Valerie Evans at Catholic Charities of Onondaga County in Syracuse, NY. Their valuable insights made this post possible.

 

 

 

Employers Not Responding To Your Emails? Here’s a Tool That Will Help!

Guest Post by James Lopez

Email Black HoleEmail, for a Job Developer, is both a blessing and a curse. Sometimes it works like a charm. Other times it feels like a waste of time because no matter how many prospecting emails you send out, none ever return.

Fortunately, because of the digital age that we live in there are resources and tools out there to better improve your emails, resulting in higher response rates and better relationships with employers.

 

CRM Software

Customer Relationship Management (CRM) systems are tools designed to help salespeople develop better customer relationships. There are many different types of CRM software but anything that can collect or track customer relationships is defined under this term.

CRM Systems can be used to:

  • Track when and how often a customer or prospect is interacting with messaging
  • Help create better marketing messages by identifying successful key phrases
  • Increase email response rates
  • Ensure that you are keeping in constant contact with customers or prospects
  • Help you use your time more efficiently

Using CRM Software for Job Development

CRMs offer a multitude of tracking and organizing strategies to make job development and outreach easier and more efficient.

CRMs allow you to see, in real time, the actions of potential employers and how they respond to your “cold” emails. Imagine after sending an email being able to see when a new employer clicks on your email to read it. Imagine being able to use that data to know what phrases are most effective in getting a response from a potential employer.

According to HubSpot, a top rated CRM company, “a recent study found that the average response rate of cold emails is 1.7%.”

With such limited time, it is important to identify tools that will help maximize your effectiveness and increase the chance that employers will read and respond to your emails.

Using CRM software to improve your email

Sidekick by HubSpot is a free CRM extension you can add to your email (Outlook, Gmail, Yahoo, etc) that will track real time openings of emails and total views. Instead of blindly sending out an email, Sidekick will notify you if and when someone opens your email, the total number of views, and give you a contact card with a potential employer’s social media accounts and websites associated with their email.

sidekick_02-100612054-large.idge

Here are some ways that Sidekick will help you maximize your efficiency:

  • Write effective emails that people will actually open
  • Write more personalized emails that sound less like sales and more like a conversation starter
  • Keep in better contact with potential prospects
  • Help identify other potential employers via social media connections and professional groups
  • Create follow up requests immediately after you see a prospect open your email by sending another email

What I learned from using Sidekick

As a Job Developer, I am constantly sending out emails to potential employers. Before, I would send out long detailed emails that would explain who we were and what our program did. These emails would receive very low response rates and I had no idea what was turning people off to opening or reading my emails.

By using the Sidekick tool I started to track the open rates of my emails based on different subject lines, content, and action steps. What I found out was that employers prefer shorter emails (less than 200 words) that acknowledge the open position and set up specific days and times to meet as well as expectations of the meeting.

Additionally, I noticed that subject lines that require action like “Open Position at your Warehouse, Let’s Fill It ASAP together!” are much more effective in opening the conversation and getting potential employers to open your emails. Now, I have a 30% higher open rate and a 40% higher response rate that has led to a significant increase in my employer portfolio.

Check out the Sidekick tool here to see if it might be helpful in your Job Development efforts!

James LopezJames Lopez is a Job Developer at Lutheran Family Services Rocky Mountains in Greeley, CO. James’ expertise includes helping refugees obtain employment in rural/suburban areas, integrating technology into Job Development work, and using the Consultative Selling approach to build long-term employer relationships. You can reach James at james.lopez@lfsrm.org.