Explore every episode of the podcast The Job Placement Tips Podcast

Your ability to put more people to work is determined by how synergetic is the developmental and marketing functions in your organization!

Blending the Developmental and Marketing Interventions strategically for those job seekers that will not be able to self-market and may have a skill level that is not competitive!

This model provides the strategic direction in service delivery for employment outcomes.

Management is doing things right; leadership is doing the right things.  - Peter F. Drucker

While everyone conceptually agrees with that statement, in reality knowing as a manager what are those “right things” to do can be the difference between success and failure. 

1. The Self-Placement Strategy

2. The Order-Taking Strategy

3. The Job Placement Strategy

Objections happen, they happen when the employer does not see a match between what they need and what you are offering. The easiest, most effective way of dealing with objections is Forestalling the Objection - learn about that here!

Is it true that you will lose the employer if you refer the wrong job seeker to the job? 

Spending More time developing the job seeker versus spending more time influencing the employer's perceptions of the job seeker!

There are a number of myths that direct how many organizations deliver Job Placement Services. In this podcast we address my favourite myth!

In the Hidden Job Market it is up to you to uncover the employer's desire for an exchange and reveal their needs. The job developer must initiate the contact because seldom with the employer come looking for you!

According to research 80% of all the jobs available in your community are in the Hidden Market. If your job development activities are going to produce results we must understand the employment markets.

If you ask the right questions and listen carefully to the answers, someone will tell you not only what they want to buy but how to sell it to them.

Every employer that has hired from you as done so because they perceived VALUE! what was that value that caused them to choose you and your agency over all the other hiring options? Let the perceptual analysis help you find out!

Establishing a relationship with an employer should be the primarily objective of any job developer working with candidates with barriers to employment. More harder-to-serve candidates will go to work as a result of your relationship with the employer than ANY OTHER thing you do!

Selling the candidate before the employer has bought the idea of hiring a non-traditional candidate and you as a service provider, will generate resistance.

Job Development when it is well performed will exemplify the best principles and practices of marketing and sales. At its most basic, job development is about demonstrating how our candidate will provide more benefits to the employer than costs.

In this podcast I continue to outline what I think are the best choices when working with those folks with more significant barriers to employment.

There is a flexibility in how job development can be done - this flexibility gives you choices. The choices offer different approaches. In this podcast we offer what we feel are the best choices for persons with significant barriers to employment.

Things you must know if you are going to be successful with employers