Making the Job Match: Strategies to Address Employers "Multi-Tasking" Rob Hoffman Employment Analytics March 20, 2014.

Making the Job Match: Strategies to Address

Employers "Multi-Tasking"

Rob HoffmanEmployment Analytics

March 20, 2014

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

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What we’ll cover

• Strategies to address the “multitasking” requirement

• A focus on the business-side of customized employment

• Examples of how these strategies were implemented

• Creating broader opportunities through effective career planning and discovery


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Why this topic?

• Response to a question posted on the JDX Listserv Difficulties working with large retailers/companies

that require employees to perform numerous tasks/duties

Job seeker interested/capable but a couple duties did not match (cutting wood/glass)

Asked for suggestions on how to work with companies when this arises

• High likelihood we’ll experience a similar situation


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First things first…

• It involves principles/strategies used with customized employment Discovery, Good Relationships, Negotiation/ Proposals, Cost/Benefit Analysis, Job Carving/ Streamlining

Job Carving/Job Carving/Streamlining,

Streamlining, etc.etc.Cost/Benefit

Cost/Benefit

Analysis

Analysis

DiscoveryDiscovery

Negotiation/

Negotiation/

Proposals

Proposals

Good Good RelationshipsRelationships


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A Few Ways to Approach This


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A Few Ways to Approach This

It’s not one or the other, they all should be a part of your overall job development strategy

It’s not one or the other, they all should

be a part of your overall job

development strategy


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Work with that company

More challenging… but not impossible • What makes it more challenging:

Many decisions, policies, etc. are made at the corporate level, not the retail level

Current job duties/functions have been developed/analyzed at a high level

Local managers don’t have decision making authority to make major changes/adaptations to corporate practices/policies

May look at it as an accommodation Mindset: They are for current employees, not possible

employees


8Work with that company Strategies/Approach• You have to approach it from the business’s

perspective

• Look for gaps/opportunities Increased productivity Inefficiencies Unmet needs (or unrealized needs)

• Determine costs/benefits Direct/indirect

Job AnalysisJob Analysis

•InterviewsInterviews

•ObservationObservation

•Record ReviewRecord Review


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Courthouse Example

• Wanted to deliver mail

• No positions existed (yet)

• Took a very scientific approach (find the biggest building in Sheridan)

• Arranged informational interview then did job analysis

• “We don’t have any issues with the mail that would warrant hiring someone”

http://cdn3.sheridanmedia.com/files/image/sheridan_county_courthouse_new_medium.jpg



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Courthouse Example Results

• Administrative assistants in each department were responsible for mail

• Took each an average of 45 minutes and multiple trips

• Ran the numbers and developed proposal

• 8 staff x 45 min = 360 min (6 hrs. per day)

• $12.50 hr. x 6= $75 per day $375 wk./ $19,500 yr. spent to get mail

• Hire Roger at $8 hr., 4 hrs. per day

• $11,500 or 920 staff hours freed up

• Commissioners approved Saved County over $10k (had budgeted for PT pos.)



11Look for similar positions at businesses who may have more flexibility

Focus on Positions… then Places

• There’s a tendency to jump to “places”

• Consider this process instead:

Used this process when the question was initially posed on the JDX listserv…


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Profile – Pack’s Hardware• Broad (almost vague) Job Descriptions• Averages 6 FT, 8 PT (ages 17 -92)• At least 4 PT positions are reserved for students• Doesn’t expect “everyone to do everything”, “we

know what needs to be done and they figure it out”

• “Older employees help the younger ones”• Key observations:

Locally owned/operated (decision maker) Community involvement Social responsibility Flexible/adaptable Co-worker support (natural supports) Values providing “opportunities over jobs”“anyone can give someone a job, we want to

provide opportunities for these kids so they will be successful in life”


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Profile

• Broad (almost vague) Job Descriptions• Averages 6 FT, 8 PT (ages 17 -92)• At least 4 PT positions are reserved for students• Doesn’t expect “everyone to do everything”, “we know what needs to be

done and they figure it out”• “Older employees help the younger ones”• Key observations:

Locally owned/operated (decision maker) Community involvement Social responsibility Flexible/adaptable Co-worker support (natural supports) Values-Ex: providing “opportunities over jobs”“anyone can give someone a job, we want to provideopportunities for these kids so they will be successfulin life”

Big V Country Mart

“Damn Barry, stole the

hardest worker we ever

had”

“Oh heavens no! Not anymore. We’re still looking for two fingers and a thumb from the first batch of kids who worked here” (laughs)


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Broaden the scope of possibilities

Back to Where it all Starts• Career Planning and Discovery

• It’s about seeking answers

• Use information to figure out positions that make sense, not places (these will come)

• It’s not all about tasks, interests play a major role in identifying possibilities

• Another process to consider…


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Job TypeJob Type• • •

Creating Broader Opportunities

Conditions Conditions & &

PreferencesPreferences



Interests & Interests & SkillsSkills

Group 1Group 1

Group 3Group 3

AttributesAttributes

Work/Task/Work/Task/LifeLife

ExperienceExperience

Group 2Group 2Identify Identify

Common Common ElementsElements



Info from Info from DiscoveryDiscovery


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Creating Broader Opportunities Skills• Filing/Mailers• Light mechanical (auto, general

repairs)• Customer Service• Assist in Party/Reception Planning• Gift Shop Pricing• Merchandizing• Gift Shop Displays• Purchasing• Painting walls• Change Light Bulbs• Cleaning• Replace Ceiling Tiles• Assist with Material Transport• Assist with other Work Orders• Clean outside with Fire hose• Computer (MS Office, etc.)

20 Year old male


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Job TypeJob Type• Alumni OfficeAlumni Office• OSU OfficesOSU Offices• Athletic Dept.Athletic Dept.



Interests & Interests & SkillsSkills

AutomotiveAutomotive

OfficeOffice

AttributesAttributes

Work/Task/Work/Task/LifeLife

ExperienceExperience

RetailRetailIdentify Identify

Common Common ElementsElements

Job TypeJob Type• DetailerDetailer• Parts ClerkParts Clerk• MuseumMuseum

Job TypeJob Type• OSU StoreOSU Store• Stadium StoreStadium Store• Sporting Sporting Goods StoresGoods Stores

Info from Info from DiscoveryDiscovery

Creating Broader Opportunities


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Final Thoughts

• Career Planning and Discovery is the most effective way to guide job development

• The “multitasking” requirement isn’t going to go away…but we can turn it into an opportunity using the right approach

• Figure out where the highest likelihood for success will be

• Look for opportunities to enhance your knowledge and skills on customized employment (especially the business-side)


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QuestionsLearn more about TACE Job Development Exchangewww.tacesoutheast.org/network/jdx/

Rob Hoffman

Employment Analytics

[email protected]

816.258.1780

mailto:[email protected]

mailto:[email protected]


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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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Learn more about TACE Job Development Exchange

www.tacesoutheast.org/network/jdx/


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Register for Upcoming JDX Webinars

May 8, 2014How to Position Your Employment Services in the Labor Market – Part 1

June 19, 2014How to Position Your Employment Services in the Labor Market Presentation - Part 2

July 15, 2014The Four Steps to an Employer Relationship

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 March 30th 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 ©2014with 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)].

Making the Job Match: Strategies to Address Employers "Multi-Tasking" Rob Hoffman Employment Analytics March 20, 2014.

Documents

tace center

burton blatt institute

rsa grant

job match

streamlining job

discovery slide

similar positions

similar situation slide