workshop day 1 -...

© CoAct 2016, all rights reserved

WORKSHOP DAY 1


ACTIVITY 1: BETTY BOOP GAME


What is Employer Engagement and why are we here?

How would you describe Employer Engagement?

Working with the employer to build a relationship to get the most benefit for both the employer and the client.

Creating a relationship with the employer where they trust that you will endeavour to find the right applicant to match their work site dynamics and skills.

Creating a positive and professional rapport with employers.

Employer actively accessing our service to recruit employees. Actively responding to employer needs.

Connecting with employers and explainingour services and benefits he would gain by utilizing our services.

Employer Engagement is crucial in jobactive, to maintain and create relationships with employers. It is required to continue in performance for each site.

Being able to communicate effectively with an employer.

Selling our services in a way to attractemployers to contact us when they are recruiting.

What you said

KEY WORDS:Relationship, communicate, actively responding, attracting Employers, Matching.


TODAY IS JUST THE BEGINNING

2 Day Employer Engagement

Workshop

13 Week Upskill

programme


CONTENTS

TodayIntroduction – Why / Touch Points

Targeting Employers

Identifying Prospective Employer's

Handling Objections

Approaching Employers

TomorrowMeeting with Employers

Creating a Job Brief

Presenting Job Seekers

Securing the placement

They’ve got the job – now what?


WHY EMPLOYER ENGAGEMENT – LOTS OF OPPORTUNITY

41%


WHY EMPLOYER ENGAGEMENT – IT’S EASIER

Advertised position:

Non Advertised positions:

18 Applications

1 to 2 Applications

Higher chance of repeat business


WHY EMPLOYER ENGAGEMENT – WE ARE MISSING OPPORTUNITIES


WHY EMPLOYER ENGAGEMENT – BECAUSE YOU NEED IT

0

5

10

15

20

25

30

35

40


EMPLOYER ENGAGEMENT TOUCH POINTSTARGETING EMPLOYERS

APPROACHING EMPLOYERS

MEETING WITH EMPLOYERS

CREATING A VACANCY BRIEF

PRESENTING JOB SEEKERS

SECURING THE PLACEMENT

MAINTAINING RELATIONSHIPS


COACT JOBREADY CRM

CRM jobactiveDES


ACTIVITY 2: WHAT WE KNOW AND WHAT WE NEED TO KNOW

• How to target Employers• Know your competition• Getting Ready - Opening

Business Statement


KNOW YOUR MARKET

• Look at local labour market research • explore the resources available on the Department’s labour

market websites and • find useful information about your local area.

Targeting Employers


What are some of the things a Provider of

Employment Services should know about their local area and their local

market?

Suggestions

WHAT SHOULD YOU KNOW?

• The type of work that people do in the area• The main Employers and industries• Training opportunities• The unemployment rate and employment rate• The number of Job Seekers registered with

Centrelink• Job Seeker information such as age and gender• Local economic conditions and trends for the

future.

Page#6

Targeting Employers


KEY LABOUR MARKET WEBSITES

Labour Market Information Portal (LMIP) Job Outlook

Targeting Employers

http://lmip.gov.au/http://joboutlook.gov.au/


ACTIVITY 3: TARGETING YOUR LABOUR MARKET

• Part 1: Labour market overview• Part 2: Identify subdivisional

industries• Part 3: Information on subdivisional

industries occupations

Page#6-8

Targeting Employers

TARGET EMPLOYERS

• How does your organisation stand out from the competition?

K N O W Y O U R C O M P E T I T I O N

Page#9


HOW DOES MY ORGANISATION STAND OUT FROM THE COMPETITION?

Standing out from the completion may involve:• Offering a unique service• Offering a specially attractive price• Providing a special service • Adding additional value to make the basic product

even more desirable.

Targeting Employers


ACTIVITY 4: KNOWING THE COMPETITION

List of possible

competition

Why would a Prospective

Employer see this as a

significant competitor to

what you have to offer?

Page#10

Targeting Employers

PART 1:


ACTIVITY 4: KNOWING THE COMPETITION

Ways I can spring board beyond both what I and my

main competition are now offering:

Ways I can boost quality or service in order to make

my services unique in the market:

Page#11

Targeting Employers

PART 2:

TARGETING EMPLOYERS

• Networking to develop leads and Prospective Employer's

• Who can say ‘yes’ to what I have to offer?

• How to find decision makers with ‘AND’

I D E N T I F Y I N G P R O S P E C T I V E E M P L O Y E R ' S

Page#11


Why is networking so important?

Targeting Employers


ACCORDING TO THE DEPARTMENT

• Build connections within their community, with community organisations, Employer organisations, and with other Government programmes with other employment service providers when needed to meet Employer needs or organise training courses or activities.

• Build trust within their community.

High performing sites are more likely than mid and low performing sites to:

• Connecting with the local community• Making use of Government programmes and• Networking with other service providers

This means that a high performing Employment Service Provider should be:

Good Practices in Job Services Australia (2012)

Targeting Employers

Who needs to build Employer relationships at your site?

What you said

all staff need to work on employer engagement as this is a strategy we use daily.

everyone

Technically at this time our Business & PPS Team but again I think it would benefit for everyone to be building these relationships.

The program leaders, and business development unit (WSC/PPS) Everybody should, but our Workforce Solutions Consultant

is a key employee who meets new employers and introduces our organisation.Everyone

All employees of Com Sol

Everyone! Myself, and other team members

it would benefit all staff

KEY WORDS:Everyone, all staff, Program Leaders, WSC’s, PPS team

How does Employer Engagement fit into your role?

What you said

If the employer is engaged and we fit the needs of the employer with the best suited applicant/client it will lead to ongoing sustainable employment.

I need to use this on a day to day basis with my role as Post Placement Support

So far I have not had the requirement to make employer engagement. Although I do believe as a consultant I should be making it more apart of my role, to assist with the marketing of my clients to potential employers and bringing in vacancies to the site.

It is very important to my role and keeping business continuous

It is vital to how I obtain information regarding our job seekers, and creating a rapport that will pave a way for me to communicate effectively and positively with employers.

We need to have employer's actively engaged in our service to secure employment opportunities for our JS to successfully maintain ongoing employment.

Allows us to market our clients with the correct skills to the correct employers and positions

I attend several Networking events every month, meeting with employers.

Discussing the employers business, what they expect from their staff and the employers needs. This then enables me to find the right employee for their company.

We need to be confident in contacting employers to get our client into work


ACTIVITY 5: WHO NEEDS TO NETWORK?

PART 1: Brainstorm different types of networking activities in teams that are appropriate for each role

PART 2: Discuss different opportunities as a group

Page#14

Targeting Employers


LEAD GENERATION – WHO DO I CALL?

Reference Checking

Linked IN

Existing contacts

Lead delivery!

Targeting Employers

Page#14


Who are you talking to?

Targeting Employers

https://youtu.be/emzARZsJntw?t=55s


WHAT IS AND?

Auth

ority

The person needs to be at a high enough level to be able to sign off on a decision to hire. If not, look for somebody higher in the organisation, recognising that the person without the authority may be a Decision Influencer.

Nee

d You should be talking to the people or group that have a specific hiring need, otherwise you may not be able to grasp the need they have and how you will be able to fill that need.

Dol

lars In Employment services, the

Prospective Employer' won’t be paying us for the service, but we do need to identify who has the money or budget to go ahead with hiringAN

DTargeting Employers

Page#15


HOW TO FIND DECISION MAKERS WITH AND

Knowledge of the field

Researching within the Prospective Employer' organisation

Analysing client literature

Tapping your network in the organisation, or in the industry

Targeting Employers


WHAT IF YOU CAN’T IDENTIFY THE DECISION MAKER WITH AND?

Rule of thumb: The person at the very top of the organisation will have positive decision making authority, or at least be able to make things happen by shifting budgets.

TIP: It’s better to start at a high level and be referred downward than to start too low and be locked into a position where you don’t have direct contact with the real decision maker.

Targeting Employers


DECISION INFLUENCERS

Decision Influencers may include:• Those who will be working with or

supervising potential placements.• Financial Advisers such as the firms

Accountant, or Chief Financial Officer may be Decision Influencers.

• Decision Makers Mentor• The Purchasing Manager

Targeting Employers


Targeting Employers

REVIEW - TARGETING EMPLOYERS

• Opening business statement• Getting past the Gatekeeper• How to ask the Prospective

Employer for an appointment

Page#18


• Writing your opening business statement

• Our Service offering

G E T T I N G R E A D Y

How do you engage with Employers?What you said

this is a daily occurrence via face to face, email and phone building rapport to ensure your relationship is strong enough to overcome any issues or adversities together.

through newsletters, on site visits, phone calls, emails

Networking events, monthly visits, emails, newsletters, feedback forms, thank you gestures, phone calls

I mostly engage with our employers over the phone to discuss Job Seekers and monitor their employment.

Building relationships, being active in the community and networking.

Minimal engagement as at this stage this is done by our BDO.

Positive, open and honest approach, with facts only.

Over the phone, email and face to face

Fairly well, being a small town I know a lot of local employers

KEY WORDS:Phone, email and face to face, newsletters, feedback forms, thankyou gestures, networking, building rapport


WHAT EXACTLY AM I SELLING? – OPENING BUSINESS STATEMENT

Who I am: What my service is: What it does for clients:

I am Michael Jones I work in the

employment services

industry.

We service Employers

labour needs.



ACTIVITY 6: WRITE YOUR OWNING OPENING BUSINESS STATEMENT

• Is it too much of a mouthful to say comfortably?

• Does it sound natural, not as though you are reciting a memorized script?

• Does it sound forced, academic?• Is it too industry specific? Too much detail?

Page#18

PART 1: Write your Opening Business StatementPART 2: Practice your Opening Business Statement



• Our Service Offering (features and benefits)

• Common Employer Objections and their responses

T H E D E L I V E R Y

Page#19


OUR SERVICE OFFERINGApproaching Employers

Why should I use your service?


FEATURES VS BENEFITS

BENEFIT

‘We ensure placed candidates stay in the role’.

FEATURE

‘We offer Post Placement Support’.


Why should I use your service?


ACTIVITY 7: WHAT CAN WE OFFER AN EMPLOYER

• Features VS benefits of DES and jobactive

Page#20


• Who is the Gatekeeper

• Structuring your call

• Making an appointment

T H E G A T E K E E P E R A N D S E T T I N G A N A P P O I N T M E N T

Page#21


WHAT IS A GATEKEEPER?Approaching Employers

Page#21


WHICH ONE ARE YOU?

CONFIDENCE SCALE



HOW DOES IT FEEL?Approaching Employers


COLD / WARM CALLING

Established relationshipNo Relationship and no information about Employer

Difficulty

EasyVery difficult

Relationship / Information



APPROACHES TO GETTING PAST THE GATEKEEPERApproaching Employers

https://www.youtube.com/watch?v=RZEtfcfKVGo&feature=youtu.be


GETTING PAST THE GATEKEEPER – THE MODEL

Send an email or Letter to the

Employer

Get a Recommendation

Attend a mutual event and get

introduced

Gat

ekee

per

Call the Employer Employer (Decision Maker)Research the

Employer


Page#23


ON THE JOB….

There are a variety of Gatekeeper approaches in your Learner Guide on page #25.



REMEMBER

Be preparedBe confidentSmile and Dial



BUT WHAT IF I JUST CANT GET THROUGH?

• Vary the time of your call• Try varying the last 4 digits of the main switch• Try another avenue of contact. Email, linked in

etc.



HOW TO ASK THE PROSPECTIVE EMPLOYER FOR AN APPOINTMENT

Structuring the call to gain an appointment• Call-up: get the Prospective

Employer' on the phone• Fix-up: get to the point!• Hang-up: get off the line before

you talk yourself out of the chance


Page#26


Hang-up

Fix-up: get to the point

Call-up: get the Prospective Employer on the phone

REMEMBER YOUR OBJECTIVEApproaching Employers

Call-up: get the Prospective Employer' on the phone

8AM tomorrow or 11am Friday?


ACTIVITY 8: HOW TO ASK THE PROSPECTIVE EMPLOYER FOR AN APPOINTMENT

ObserverProspect Consultant


Page#27


CRITIQUING YOUR PHONE CALLS

• Did I get to the Point? Did I sound business-like, with no ‘uhs’, no fumbling for words, no repetitions?

• Did I pronounce and phrase things clearly?• Did I hear confidence in my voice?• Did I handle early objections with confidence?


STRUCTURING YOUR DAY TO SMASH YOUR CALLS• Devote one scheduled hour per day to phoning

prospective Employers for appointments• Don’t cannibalize phone time by visits to

prospective Employers • Pinpoint the ideal time in your target market for

contacting prospective Employers• Keep track of your calls and results to upgrade your

effectiveness• Set specific calling goals for yourself that tie into

your KPIs• Put technology to use – head set, blu tooth, speed

dialers



• The 6 step process

• Common objections

H A N D L I N G E M P L O Y E R O B J E C T I O N S

Page#30


HANDLING OBJECTIONS

Listen to the Objection

Say it Back to the Employer

Explore the Reasoning

Answer the Objection

Check Back with the

EmployerRedirect the Conversation



1 - LISTEN TO THE OBJECTION

Employer

This Job Seeker doesn’t have recent

work history

Consultant



2 – SAY IT BACK TO THE EMPLOYER

Just to clarify you are concerned that the Job

Seeker hasn't had employment for the past

6 months

Employer Consultant



3 – EXPLORE THE REASONING

Could you tell me what specific experience you

are seeking?

Well my needs are very specific……….

Employer Consultant



4 – ANSWER THE OBJECTION

In this tough market, experience can be hard to come by. We are able to offer incentives and

support that can address this Job

Seeker’s lack of recent experience.Employer Consultant



5 – CHECK BACK WITH THE EMPLOYER

Does that ease your mind on that point?

Well yes, I hadn’t looked at it that way

before.Employer Consultant



6 – REDIRECT THE CONVERSATION

Can we talk about how we could bridge the experience gap?

Employer Consultant



ACTIVITY 9: HANDLING OBJECTIONS ROLE PLAYApproaching Employers

PART 1: Identify some common objectionsPART 2: Practice overcoming objections in teams of three

Page#32-37


REVIEW – APPROACHING EMPLOYERSApproaching Employers


REVIEW – WHAT WE COVERED

Who is the market?

Target the market

Standing outCompetition AND

Authority, Need, and

Dollars


REVIEW – WHAT WE COVERED

The Gatekeeper


Objection Handling

8AM tomorrow or 11am Friday?

Setting Appointments


FEEDBACKTomorrowMeeting with Employers

Creating a Job Brief

Presenting Job Seekers

Securing the placement

They’ve got the job – now what?


WORKSHOP DAY 1

Workshop Day 1Activity 1: Betty Boop GAMEWhat is �Employer Engagement and why are we here?How would you describe Employer Engagement? Today is just the beginningContentsWhy Employer Engagement – Lots of opportunity Why Employer Engagement – It’s EasierWhy Employer Engagement – we are missing opportunitiesWhy Employer Engagement – Because you need itEmployer Engagement Touch pointsCoAct JobReady CRMActivity 2: What we know and what we need to knowTargeting EmployersKnow your MarketWhat should you know?Key Labour Market WebsitesActivity 3: Targeting your Labour MarketTarget EmployersHow does my organisation stand out from the competition?ACTIVITY 4: Knowing the competitionActivity 4: Knowing the competitionTargeting EmployersSlide Number 24According to the DepartmentSlide Number 26Slide Number 27Activity 5: Who needs to network?Lead generation – Who do I call?Slide Number 30What is AND?How to find decision makers with ANDWhat if you can’t identify the Decision Maker with AND?Decision InfluencersReview - Targeting EmployersApproaching EmployersApproaching EmployersSlide Number 38What exactly am I selling? – Opening Business StatementActivity 6: write your owning Opening Business StatementApproaching EmployersOur Service OfferingFeatures vs BenefitsActivity 7: What can we offer an employerApproaching EmployersWhat is a Gatekeeper?Which one are you?How does it feel?Cold / Warm callingApproaches to getting past the Gatekeepergetting past the Gatekeeper – The modelOn the job….RememberBut what if I just cant get through?How to ask the Prospective Employer for an appointmentRemember your objectiveActivity 8: How to ask the Prospective Employer for an appointment Critiquing your phone callsStructuring your day to smash your callsApproaching EmployersHandling Objections1 - Listen to the Objection2 – Say it back to the Employer3 – Explore the reasoning4 – Answer the objection5 – Check Back with the Employer6 – Redirect the conversationActivity 9: Handling Objections Role PlayReview – Approaching EmployersReview – What we CoveredReview – What we CoveredFEEDBACKWorkshop Day 1

workshop day 1 -...

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