Employer Networking and Job Development
Job development includes targeted activities for a specific job seeker after the person-centered career plan has been completed. Job development activities also include building visibility and being a resource to employers to help develop employer networks and business relationships that positions an agency as a resource for meeting the needs of employers.
Let's take a look at both Employer Networking and Job Development...
Employer Networking and Relationship Building
WIOA requires vocational rehabilitation agencies to expand services and education to employers who have an interest in hiring people with disabilities. This “dual-customer” approach to employer networking emphasizes finding job matches that meets the needs and results in satisfying both the employer and the job-seeker with a disability.
Employer networking and relationship building involves being visible and acting as a resource to employers. Developing employer networks and business relationships positions your agency as a resource for meeting the needs of employers.
Many myths exist around hiring people with disabilities and the Americans with Disabilities Act, and employers may need education and information to understand the benefits of hiring a qualified person with a disability.
Employers[1]
- 67% of U.S. organizations report the use of diversity training; however, the focus of many of those trainings is less on disabilities and more on gender, sexual orientation, race and ethnicity.
- 54% of surveyed employers said they have had ADA training.
- Only 19% of companies in the U.S. reported employing people with disabilities, according to the U.S. Department of Labor.
[1] Iwanaga, K.; Chen, X.; Wu, J.R.; Lee, B.; Chan, F.; Bezyak, J. Grenawalt, T.A., & Tansey, T.N.; (2018). Assessing disability inclusion climate in the workplace: A brief report. Journal of Vocational Rehabilitation, 49 (2), 265-271
Features of quality marketing and job development*
Sources:
- Core Features of Quality Supported Employment Services from WINTAC from the Workforce Innovation Technical Assistance Center (WINTAC)
- Haines, Kelly; Soldner, James L.; Zhang, Libin; Saint Laurent, May-Lorie; Knabe, Barbara; West-Evans, Kathy; Mock, Linda; Foley, Susan (2018). Vocational rehabilitation and business relations: Preliminary indicators of state VR agency capacity. Journal of Vocational Rehabilitation, 48 (1), 133-145.
- Iwanaga, K.; Chen, X.; Wu, J.R.; Lee, B.; Chan, F.; Bezyak, J. Grenawalt, T.A., & Tansey, T.N.; (2018). Assessing disability inclusion climate in the workplace: A brief report. Journal of Vocational Rehabilitation, 49 (2), 265-271
Employer networking and relationship building activities could include:
- Conducting business interviews to learn more about business products and services:
- Ask about current or future business needs
- Observe the workplace to better understand the business culture and workflow
- Gather contact information, current and future hiring needs, description of the product and services
- Other business details which can be organized in a database for future reference
- Participating in community business organizations (Chambers of Commerce, SHRM, Business Development Networks, etc.)
- having a business advisory board.
- making presentations to local civic organizations, business organizations, and employers to market their agency as a resource for business personnel needs.
- Providing information about the Americans with Disabilities Act (ADA)
- information about specific disabilities, inclusive hiring practices, accommodations, universal design, Section 503 requirements for Federal contractors, etc.
- promote your agency as a resource for technical assistance and information on hiring a diverse workforce.
Job Seeker Involvement in Job Development Activities
Job seekers should be actively involved in the job development activities that are outlined in their job search plans.
Preferably, the employment specialist who supported the job seeker through career planning is the same one who supports the job seeker in job development. This employment specialist is most familiar with the skills, interests, and work preferences of a specific individual and can better analyze businesses to find a good match or fit in a workplace. This includes representing the job seeker as a qualified applicant/employee who brings skills and value to the business.
Using Employer Networks to Connect Job Seekers with Employment Opportunities
After the person-centered career plan has been completed, use your employer network to connect individual job-seekers with employment opportunities.
- Identify business contacts from your agency’s contact database, the job seeker’s social networks, and other networks that are consistent with a job seeker’s work preferences, interests, and skills.
- If your company does not have established contacts with businesses that align with a job seeker’s preferences, interests, and skills, connect with your network and community to build new connections.
Employer Networking Resources:
- Disability:IN is the leading nonprofit resource for business disability inclusion worldwide.
- Partnership on Employment & Accessible Technology (PEAT) Employer Tools
- The Job Accommodation Network (JAN) is the leading source of free, expert, and confidential guidance on workplace accommodations and disability employment issues.
- Employer Assistance and Resource Network on Disability Inclusion (EARN) is a free resource that helps employers tap the benefits of disability diversity by educating public- and private-sector organizations on ways to build inclusive workplace cultures.
- Return-to-Work Toolkit for Employees & Employers from the Office of Disability Employment Policy (ODEP)
- DRIVE: Data and Resources to Inspire a Vision of Employment from the LEAD Center. The LEAD Center ocuses on promoting innovation in policy, employment, and economic advancement to advance individual and systems level change for all people with disabilities.
Supporting Job Seekers through Finding and Negotiating Job Opportunities
Use the person-centered career plan to guide the job search and assist a job seeker in developing a job search plan. You can support the job seeker by:
Developing Application Materials
developing portfolios, resumes, visual resumes, cover letters, letters of introduction, references, audio-video materials, and other job application documents in various media formats, including electronic, digital, and print.
Providing Information on Disclosure
work with job seekers to assist them in deciding what, when, and how to disclose disability information to businesses.
- Disclosure is guided by the need for accommodations and how to best present this information.
- Emphasis is placed on how the job seeker is a qualified applicant for a position and brings value to the business.
- Use language and images that respect the job seeker’s disclosure choices.
Monitoring the Labor Market
make sure to connect labor market information to a job seekers goals and interests
- To the extent possible, job seekers involving in making business contacts based on the preferences and needs of each individual.
- completing informational interviews, tours, and workplace observations to evaluate the business culture, with the job seeker whenever possible.
- reviewing open positions and existing job descriptions to determine if the workplace is a good fit for the job seeker represented.
Negotiating Job Description Change
a job description may need to be customized to meet the specific needs of the job seeker and the employer.
- trading marginal functions for other tasks that match the job seeker’s skills;
- adding tasks that are not getting done or not done regularly in exchange for removing other tasks;
- making accommodations;
- changing how and when tasks are completed;
- ensuring that the changes are negotiated with interests of both the job seeker and employer in mind.
- identifying compensatory strategies and discuss them with the worker with disabilities and the supervisor/coworkers to facilitate job acquisition. Compensatory strategies are a way to compensate for a skill that the worker does not have. They can reduce or eliminate the need for training from the employment specialist. They can also eliminate dependence on the employment specialist.
- Strategies selected should be individualized with input from the worker as well as the supervisor and coworkers.
- Materials developed should be “age-appropriate,” and not stigmatize the worker with disabilities, and, if possible consist of the typical materials that workers without disabilities use. These strategies should always be approved by the business before use.
Identifying and Negotiating Job Accommdations
Based on the needs of the job seeker:
- negotiate hours, wages, work areas, type of supervision, breaks, coworker supports, training, and so forth.
- respond to businesses’ concerns about job seekers’ abilities, interests, and challenges while considering each job seeker’s preferences and permission for disclosure.
- As possible, the job seeker negotiates their own accommodations and job duties with assistance as needed.
Job Accommodation Resources:
- Partnership on Employment & Accessible Technology (PEAT)Employer Tools
- The Job Accommodation Network (JAN) is the leading source of free, expert, and confidential guidance on workplace accommodations and disability employment issues.
- List of Independent Living Centers for all States and Territories
Tools
Following are some tools and resources to assist you with your career planning activities.
Training
- Innovative Job Placement Strategies for Project E3: Educate, Empower and Employ – the technical assistance center for targeted communities. Presented by Ashley Johnson Cross of BIG Consulting.
- Instructional Strategies for Acquisition and Maintenance of Customized Job Tasks for Project E3: Educate, Empower and Employ – the technical assistance center for targeted communities. Presented by Tim Riesen, Ph.D., Research Assistant Professor with a joint appointment in the Center for Persons with Disabilities and the Department of Special Education and Rehabilitation, Utah State University.
- Building Relationships with Employers from Project E3: Educate, Empower and Employ – the technical assistance center for targeted communities. Presented by Tim Riesen, Ph.D., Research Assistant Professor with a joint appointment in the Center for Persons with Disabilities and the Department of Special Education and Rehabilitation, Utah State University.
Related Resources
Tools
- A Guide to Networking with Businesses by the Center on Transition Innovations
- Engaging Employers: A Guide for Disability and Workforce Development Service Providers from the Employer Assistance and Resource Network on Disability Inclusion
