addressing employer misperceptions (real and perceived) rob hoffman employment analytics november 7,...

Addressing Employer Misperceptions

(Real and Perceived)

Rob HoffmanEmployment Analytics

November 7, 2013

TACE Center: Region IV, a project of the Burton Blatt Institute.Funded by RSA Grant # H264A080021. © 2013

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1. insight or intuition gained by perceiving; a way of regarding, understanding, or interpreting something;

(pərˈsepSHən)


3

1. become aware or conscious of (something); come to realize or understand.

2. interpret or look on (someone or something) in a particular way; regard as.

• synonyms: regard, look on, view, consider, think of, judge, deem

(pərˈsēv)


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In our work, it is more about Social Perceptions-it allows us to understand other people in our social world.

Our perceptions influence how we perceive (interpret)


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How Perceptions are Formed

Misperceptions are formed the same way (bad or faulty information/experiences)

Info

rmati

on

Experiences


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Media

Service Providers

Word

of

Mouth

Cultural

Misperceptions form Information


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Misperceptions from Experiences

• With Individuals

• With Service providers

• With Others

With

Service

Provid

ersOther

Wit

h

Indiv

iduals


8Addressing and Preventing Misconceptions


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Anticipate common misperceptions • Some of these include:

Performance/productivity Safety concerns Attendance Effect on employees/customers Direct/Indirect Costs (accommodations, longer training

period, etc.)

• Consider framing them as questions/statements you have and/or may encounter “We have a lot of dangerous equipment around here” “Our employees are expected to multi-task”

Strategies to Address/Prevent Misconceptions - Anticipate


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Research and prepare answers/responses• Use a variety of sources

Kessler/NOD Survey on Employment of People with Disabilities- http://www.2010disabilitysurveys.org/Input from hundreds of employersAddresses common misperceptions ex.: 81% of

employers said employees with disabilities have the same ability to acquire new skills as employees without disabilities.

Information and examples from your organization and business customers

Anecdotal stories

Strategies to Address/Prevent Misconceptions - Prepare


11Strategies to Address/Prevent Misconceptions - Prepare

Approach from a Business Perspective

• Use business language i.e. recruitment and retention vs. job development and job coaching

• Know the features and benefits of services offered to employersExample: Recruitment Assistance (or help finding employees)Work with you to understand expectations, position requirements,

etc. to make the best possible job match.

Benefits: Save time and $ on hiring, reduce risks, etc.

Look at the Business Case: http://askearn.org/businesscase/index.asp


12Strategies to Address/Prevent Misconceptions – Prepare

Increase knowledge and competence on labor market (trends, issues, etc.)

• Use your local economic and workforce development offices for information/data New/expanding businesses Hiring trends Gaps (skills, positions, etc.) Workforce development services

• Can you tie in your candidates and/or services to any of these?


13Strategies to Address/Prevent Misconceptions - Prepare

Develop, track and measure performance metrics and other data for your organization

• Use for both marketing and addressing misperceptions/questions• Key areas should include:

Number of businesses who have hired your candidates (1, 3, 5 years etc.)

Retention rate of these employees (1,3,5 years etc.) General industries of your employer customers (retail,

hospitality, manufacturing, etc.) Attendance and Safety records Demonstrated cost savings to your employer customers

(direct/indirect) Others to consider: staff retention rate, avg. years of exp., etc.


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Seek understanding and clarification of any misperceptions and/or concerns

• Must be individualized

• Incorporate questions into the informational interview process Get at basis of concerns

Real experience or misperception, lack of knowledge/experience, etc.

Strategies to Address/Prevent Misconceptions - Understand


15Strategies to Address/Prevent Misconceptions - Address

Acknowledge and personalize responses

• Blanket responses are not effective

• Address specific misperceptions/concerns Share information and examples Use a B2B approach…typically the most effective

It’s not about convincing someone, it is about giving them information and resources that allows them to move towards resolution (alleviate fears, address misperceptions/myths, etc.)


16Strategies to Address/Prevent Misconceptions - Address

Meet them where they are at• Asking for jobs is giving them permission to say no

Ask for time instead

• Determine there level of knowledge and experience

• Informational interviews not only help us get an idea of concerns, etc., they allow us to learn about expectations, positions, needs, etc.

• When it comes to concerns and needs, focus on solutions, not services


17Strategies to Address/Prevent Misconceptions - Make it easy to engage

• Level 1 – Lower• Limited Knowledge & Experience• Provide Information• Training Awareness• B2B Consultation & Support

• Level 2• Commitment – ROI• Has some understanding but limited experience• Information/support• Training/Awareness• Engagement: Info. Interviews• Job Shadow• Work Experiences

• Level 3• Has Experience• Training/Awareness• Efficient Recruitment Solutions• Retention Strategies• Customized Employment• Corporate Initiatives• Opportunities to share experiences and promote their efforts/business

Lower Commitment-ROI Higher


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Seek feedback and implement continuous improvement efforts

• Provide excellent customer service

• Seek feedback on your performance (and act on it)

• View a business by the potential, not just one placement (the capacity to hire numerous people over time)

• Think about it like an account and service it appropriately Keep records (efforts, hires, communications, etc.) Complete worksite/job analyses Check in routinely

Strategies to Address/Prevent Misconceptions - Feedback


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Job Development Exchange (JDX)

• Southeast TACE formed a JDX Advisory Committee

• Convened focus groups with job developers in the Southeast


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In response to identified needs the Southeast TACE will offer a series of Professional Learning Experiences on the following topics:

I. Addressing Employer Misperceptions (Real or Perceived)

II.Getting Past the Gatekeeper to Reach the Decision Maker

III.How to Brand Your Job Development Services

IV.Managing Stress and Feelings of Isolation Related to Job Development


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Each package will be comprised of:

•A webinar;

•One or more user-ready resources; and,

•Structured opportunities to network with colleagues, businesses, and national authorities.


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Learn more about TACE Job Development Exchange

www.tacesoutheast.org/network/jdx/


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Questions?Comments?


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Register for Upcoming JDX Webinars

February 6, 2014Getting Past the Gatekeeper to Reach the Decision Maker

May 8, 2014How to Brand Your Job Development Services

August 7, 2014Managing Stress and Feelings of Isolation Related to Job Development


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Thank You


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Education CreditsCRCC Credit - (1.5)By November 17th participants must score 80%

or better on a online Post Test and submit an online CRCC Request Form via the MyTACE Portal.

My TACE Portal: TACEsoutheast.org/myportal


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Southeast TACE Region IVToll-free: (866) 518-7750 [voice/tty]

Fax: (404) 541-9002

Web: TACEsoutheast.org

MyTACE Portal: TACEsoutheast.org/myportal

Email: [email protected]


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DisclaimerThis presentation was developed by the TACE Center: Region IV ©2013with funds from the U.S. Department of Education, Rehabilitation Services Administration (RSA) under the priority of Technical Assistance and Continuing Education Projects (TACE) – Grant #H264A080021. However, the contents of this presentation do not necessarily represent the policy of the RSA and you should not assume endorsement by the Federal Government [34 CFR 75.620 (b)].

addressing employer misperceptions (real and perceived) rob hoffman employment analytics november 7,...

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