department of labor: dol cfbci business partnerships
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Scott Shortenhaus
U.S. Department of LaborCenter for Faith Based and Community Initiatives
202.693.6459
Strategies for Working
With Businesses and
High Growth Industries
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Todays Presentation
Know the Issues
Know your EmployerPartners
Know Yourselves
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Resources
National Bureau of Labor Statistics, U.S. Dept. of Labor
(www.bls.gov)
DOL websites (www.dol-tlc.org;www.doleta.gov/BRG/JobTrainInitiative/)
Census Bureau (www.census.gov)
Aspen Institute: Grow Faster Together. OrGrow Slowly Apart. (www.aspeninstitute.org)
Hudson Institute: Workforce 2020. (www.hudson.org)
State and Local
http://www.bls.gov/http://www.dol-tlc.org/http://www.doleta.gov/BRG/JobTrainInitiative/http://www.census.gov/http://www.aspeninstitute.org/http://www.hudson.org/http://www.hudson.org/http://www.aspeninstitute.org/http://www.census.gov/http://www.doleta.gov/BRG/JobTrainInitiative/http://www.dol-tlc.org/http://www.bls.gov/ -
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DOL High Growth Job Training
Initiative
Demand-driven initiative preparesworkers in high-growth/high-demand industries
Initiative is built on partnershipswith industry, education andtraining providers, workforce
system and economic developmentagencies
http://www.doleta.gov/BRG/JobTrai
nInitiative/
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HGJTI Industries
Health Care Information Technology Biotechnology Geospatial Technology Automotive Retail Advanced Manufacturing Construction Transportation Hospitality Financial Services Energy
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The Crystal Ball Says
Over the next 30 years, 76 million babyboomers will retire, while there will only
be 46 million new workers fromGenerations X and Y entering the laborforce.
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My Kingdom for a Skilled Worker
24% of the projected job growth through 2010will require some level of post-secondaryeducation
In a January 2003 Survey of 3,800 employersnationwide, 51% of employers say they have ahard or very hard time finding qualifiedemployees
Rising to the Challenge U.S. Chamber of Commerce, 2003
Finding skilled labor out there is virtuallyimpossible to do anymore. Even withunemployment the way it is, its hard to findmaintenance technicians that can troubleshoot,tear things down, put things back together.
Customer Needs and Expectations Regarding the Workforce Development System
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Jobs and Education
14.4%7,673,000Short-Term OJT
11.3%3,123,000Moderate-Term OJT
7.5%938,000Long-Term OJT
32%1,626,000Associate Degree
22.5%4,006,000Bachelors Degree
23.7%353,000Doctoral DegreePercentNumberEducation Level
Source: U.S. Census Bureau
Projected Growth between 2000 and 2010
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Turnover costs are estimated to be
anywhere from 33% to 250% ofannual pay, so.
A $15,000 ($7.21 per hour) job maycost an employer anywhere from
$5,000 to $37,500 in lost time, moneyand business per turnover.
So What?
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Todays Presentation
Know the Issues
Know your EmployerPartners
Know Yourselves
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Building Business Partnerships
Understand their business Industry, outlook, expectations Employers culture and environment
Job conditionsDays, Hours, Shift Changes, Alone or TeamWages, Benefits, and how they compare
locally
Skill Requirements, Difficulty, AnticipatedChangesGrowth Opportunity, Career Paths
Employers rate and cost of turnoverBottom-line concerns and impact
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Building Business Partnerships
Businesses dislike unprofessionalservices
Provide clear and reliable points of contact Ensure commitment and reliability
Explain how your operations work
The process of screening and hiring clients
Screen them as much as they screenyou.
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Todays Presentation
Know the Issues
Know your EmployerPartners
Know Yourselves
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Workforce-Related Business Services
Tapping into new or under-utilized pools ofcandidates
Screening, assessing, and referring qualifiedapplicants
Training Employability, life, and soft skills; literacy;
parenting; Technical or hard skills Financial Literacy Skills
Entrepreneurial skills Mentoring, coaching, motivating, supporting Assisting with, and referring for, barrier issues:
childcare, transportation, physical and mentalhealth, housing, etc.
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Building Business Partnerships
Know your organization and value
Be able to describe 2-3 specificservices that will answer the
employers question:
What does this mean
for my business?
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A Sample of Benefits:Sure Hire Employment, Springfield, OH
Staff make pre-visits to employersto ensure appropriate matches
Applicants will not be job-hoppers,there is a 30-day retentionguarantee
More than one qualified candidatewill be referred
Staff is available for immediate andlong-term follow-up ortroubleshooting
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Research indicates employers will,and find value in, work with 3rd
parties when hiring workers:Someone to vouch for the worker
Screening
Mentoring
Access to childcare, transportation,other services
Building Business Partnerships
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Gaining Access
Have a professional business card and title Outlines of curricula, services, and
solutions
A list of where clients are currentlyworking Resumes or profiles of clients Testimonial quotes and letters from
satisfied customers and partners Positive newspaper or media clippings A copy of any agreement the employer
might be asked to sign
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Work with WIBs, One-Stops,Chambers, and other employerorganizations
Use your partners and volunteerswho are business leaders
Be specific, limited, and realistic inwhat youre asking for or offeringemployers
Gaining Access
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Know the issues and thebackground
Know your employer partners
Be clear on your story and value
Remain engaged and at the table
Final Counsel