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Panel Discussion – CARF Non-profits for Job Search

Panel Discussion – CARF Non-profits for Job Search


Nonprofits have been the worker’s comp system for a long time and why not, you know, they’ve dealt with people that are homeless Mentally physical challenges and every three years. They have to go through a rigorous certification process had a high buck value this includes Having surveyors come in take a look at their documents the process interviews staff and When they make suggestions that’s expected that all the suggestions are followed through on So we’re really pleased to have Lisa Parteh Parteh the functional industries. We’ve got Lynn Vincent with Allina Health some of you may remember that is Courage Center and We’ve got Avivo With Eric Aamoth and a vo before that for us old-timers was Minneapolis Resource Center then it was Resource Center And I don’t know how long ago it changed its name to Avivo Last year. Okay, so very recently All right, so we’ve asked Them. Let’s see here. I better get this thing Set up though So what we have here is we have a number of questions that we’ve asked our panel to respond to and to start off You know, maybe Lynn you can tell us what resume techniques are no longer relevant Well, thank you. First of all for inviting us here and I would say that Some of the techniques that are not really relevant anymore are having that objective up at the top of the page on that resume Also font really keeping an eye on the type of font that you’re having your job seeker use That would be another area Okay, and Eric I’m sorry, we’re not finished. I was just gonna say, you know, really, you know There’s some really small little techniques within the resume just to kind of be aware of and that is like no double spacing That definitely can show some age signs of age. So just also staying really current with verbage I would say that at courage Kenny. We have a business Advisory Committee we’re always tapping into them and just making sure that we’re staying up-to-date on some of the verbage that’s being used in the industries that our job seekers are going for so that’s also very important Okay, all right Thanks also for inviting us it’s pronounced actually Mike vivo, so it’s brand new. Okay. It’s like Viva like Viva, Las Vegas It means life. So we’re excited about our new brand the last a year or so We can learn more about a vivo from our we have a table Erika’s over there So, please feel free to visit Tim and learn more about what we’re doing with the organization I think I’m a resume perspective. One of the things we’re trying to encourage. Our clients many of our clients are folks that have are basically trying to get into the workforce for the first time or maybe back get back into the workforce and so it can be Really challenging to do that. We’re really focusing on profiles is a key area for our clients and then also targeted resumes so really putting your resume where you’re having the title of your resume be focused on the job you’re looking for and then Really focusing those skills up at the top So that your recruiter can see what your skills are in your experience really really early on in the process the other thing I think it’s probably someone outdated is resume or talking about references It’s pretty much assumed by most folks employers that we talk to that that references will be available So you don’t necessarily need it for reference or references on your resume anymore? Lisa So I also thank you for inviting us today As far as resumes go I think one of the things we’ve seen in the rural areas more often than not is taking off Your address address are not necessary on a resume anymore, and it really helps The individual because employers will often look at oh that person doesn’t live in Buffalo and then their resume gets put aside So without that address there it gives a person more of a chance to be considered and then also not putting your references on your resume and making that a completely separate document that can be handed to an employer upon request Okay, you know there’s always been that question about how many pages of resume should be Should it be one to ten to impress employer? Does anybody have any thoughts about that? Well, I’ll tell you from a hiring standpoint anything more than a page I tend to only look at the first page and that goes for a lot of employers. Um, so as as Much as you can keep your relevant things that you really really want the employer to see on That first page because anything beyond that I think does get overlooked quite frequently. I would second that I Agree I think the other piece I would add is make sure that there’s if there’s it’s relevant to the work that you’re looking to Apply for that. It’s important to put it on the resume Sometimes people get kind of put off by dad if what’s been many years ago But I think it’s really important that if it’s relevant to the work you’re applying for and it’s building towards that next Position that you really want to make sure you include that but one page is absolutely what we recommend to our clients Okay So one of the things that we’ve seen is that nurlan nearly 30 percent of managers are millenials Those are the folks that are born in between 1977 and 1992 and has said that within about 10 years 50% are going to be managers. How does this made you change your approach if any to get your clients jobs? And I’ll let you guys decide who needs I’ll start Like almost consider myself a tumble. Anyhow, so I’m kind of excited about them there I think the key for us with our Clients the ones that are gonna be working for millenials is to really approach their mole the person they’re working with from a fresh perspective And sometimes we have folks that are making assumptions based on their situation with their career in that They’re not going to be employable. They’re not gonna be able to work for companies like We have up here and that that you know That’s gonna be that their age is going to be a factor and sometimes it is a factor I mean it does happen that it is affected but many times It’s more about confidence and making sure that the person is doing a really good job of emphasizing their skills and their experience Understanding that that supervisor has you know, if they’re in an interview with them But they really have an obligation to look at you and look at all your skills in your experience and they’re hiring people probably similar age to you multiple times because obviously they can not only hire so I think It while it is a challenge sometimes for folks when it comes to trying to make sure that they understand what they need to do For to get into that company. We also want to make sure our clients give their give themselves An opportunity to really look at it from a fresh perspective and give that new supervisor that you know that an opportunity to To work together and many times. I think that there are opportunities to find collaboration Yeah, and I would say that, you know the Millennial Our experience has been is that they are looking for does their mission line up with? the organization We’re also seeing that people aren’t staying in jobs. They’re not keeping those jobs for long periods of time if life changes for them they will easily move to a different job and that’s not saying that’s bad, but it’s just Something else that we are seeing Let’s see, I think that’s about all I have on that So a couple of things that we’ve seen is it’s really important to build relationships first and So coming into that business and not just saying hey I have sown so who wants to work here but really getting to know the business getting to know the person that you are Going to be asking for a job and then Going from there. Also highlighting the benefits to the business. What would be the benefits of hiring this person? How what does it do for you as a business? And then having open and honest communication about the individual themselves and their work experience Some some of the individuals we serve have a good deal of work experience Well some have none at all and so being able to have that conversation with the employer and what’s that going to look like for? You as an employer when you hire this person Really is helpful. Okay So, are you finding more employers using video recruitment to attract potential employees In the rural areas. No, we’ve had two employers in the last year who have used the video And I would say that we are seeing a little bit of that but it’s more with the larger companies you know your United Health Group your some of the healthcare industries the airlines I Would agree we don’t necessarily see our clients having a lot of exposure to it I have seen it a little bit more prevalent than manufacturing Because manufacturing as many of you know, it’s really becoming more challenging to find employees So the really sophisticated progressive manufacturers are starting to really look at that as a way to try to exploit You know deal with that myth of Manufacturing is a dark dirty place to work so the best way for them to do that is to really Improve their ability to show what the work would be and so some we have seen some of the some of that happening but for our Clients who are looking for maybe they get in that first job or that next job where they’ve been out of work a little bit It hasn’t been something that’s been We’ve been we’ve seen much of and as a quick follow-up on that. Do you find when they’re doing the the Interviews of my video. Is it more by smartphone by home computer or Kind of a mixed bag Again our clients haven’t had many opportunities to do interviewing. I have my previous role when I used to work at the state I worked at deed previous to working with the vevo we did see it at the workforce centers or were folks would do Skype interview, especially if there was you know, They’re gonna work for a company out of state or a company maybe in Greater, Minnesota Okay. Thank you All right. Do you have clients being prepared to give an elevator speech about themselves and for folks that don’t know what that is It’s a speech at last generally about 25 seconds. It’s about 80 words or less about why they should be hired So your thoughts on this? Absolutely. It’s critical. The people have ability to do an elevator speech and really focus on what value they bring to the company Many times our clients will be caught off guard by the fact that they have an opportunity to network with someone in a place They never thought about you know Sitting and waiting for a haircut and they’re talking to somebody and all of a sudden they’re having a chat and they’re not really ready To give their elevator speech but that moment is when they really need to have it It’s also really critical to have an informational interviews So you can really summarize where what you’re trying to do, but then spend most that time You know listening to that person about the company and and getting a chance to get feedback from the company And I would agree with that we definitely practice practice practice those elevator speeches so that it one it’s just very it just flows off their tongue and they can really kind of also say hey here are my skills and after listening to the conversation with you whether it be at the salon or wherever that Hey, I have skills that might benefit your company so those are some things we definitely are practicing I think it helps also with that question, you know tell me about yourself can give kind of an overview of We really don’t want people to sound robotic that we don’t want it to sound canned We want it to sound genuine and that we wanted to really sound thought out as far as matching With what a company is looking for? So our individuals spend two days actually developing a personal plan for themselves that actually highlights what their strengths What their their thoughts for jobs are all of the different things that they want I think sometimes with the individuals that we serve it’s so easy for people to listen to what other people are saying about them that they really don’t know what they’re good at and they don’t know what there’s where their skills lie and So we try to help them pull that out so that they can really talk about themselves and talk about what they believe are their strengths and their skills as they go on and so yes those I would agree those elevator speeches are It’s practice practice practice to make them second nature for people okay, so What do you do to boost your clients? Salary negotiating skills? There’s a lot of different things that you can do one of the things that we’ve really started taking a track for is Certifications and being able to certify people in different areas. So That they can they have a certificate or a piece of paper to show that. Yep I do have training in this area. I did pass that training that really helps So I would agree with what Lisa said and then also with that is using resources and doing a lot of research on What? A person is worth out in the industry and that can be through Glassdoor. It can be through pay scale It can be through were just talking to people in the industry Just really knowing that industry to find out what they’re worth is Also practicing that question with folks that is a really hard one When it comes to that interview and what are you expecting? but I think with research and with helping people practice that that they are feeling way more confident and If they have those current certifications they can also say and this is what I also bring to the table Absolutely agree with on the training side and in fact Our organization really encourages all of our clients to pursue training and we have training available at our Institute for career education You can learn more about that by talking to Eric over there And I think that’s really important also is women should make making sure that we you get connected in those informational interviews So you understand where the company is coming from? And so you can ask the question easy or an informational interview to say, okay? Well, how much do you think I might be worth at your company versus it’s a little more challenging question but I would encourage all those folks to ask employers as an employer we Don’t typically like to answer that question but We encourage all our clients to ask it because you can learn some information about the employer about kind of where the range is I think most employers are a little more comfortable at the range question than than having it be, you know, super specific Okay So does your job search training include teaching clients how to maximize use of cell phones including the use of job search apps I Talked to a number of our counselors about this and we haven’t got into this in great detail yet I think the key for us with our clients specifically is really trying to make sure that they pay a little bit less attention to the apps and the job boards There is a tendency that’s spent a lot of time And the apps on the job board and have a strategy where you’re basically targeting lots of positions very very quickly and the downside is that as many of you know is that there’s a screening process that goes into that and then obviously It becomes a situation where you may be not using your time as wisely as you can so It’s great that there is so much technology out there, but we really focus our clients to say well Let’s focus on the top five jobs that are the best fits for you and really put full effort into those from informational and every perspective Making sure you research the company making sure that you’re you’re the really that’s a good fit for you So it hasn’t only come up with our clients yet So I kind of looked at this question a little bit differently I saw this question as yeah, I agree with Eric as far as not having the pop-ups always and getting distracted, but I also Looked at this question regarding time management and Using their calendars making sure they get information into their calendars making sure that they’re logging their job search efforts So that it’s at their fingertips Tips as they go to those trips for the interview Hopefully and then also making sure that they keep their contacts updated we don’t want to get a call saying oh my gosh, I Don’t know where this address is or I was given a phone number and now I can’t find it So really making sure things are kept up to date. So we find that we’re having to just kind of prompt them to put information into their Come to their phone. Another thing that we do is we do talk about apps one thing I feel like as an agency at courage Kenny. We really do look at assistive technology and that can be anything from Using an app that would help someone just kind of stay calm before that interview And so there’s a lot of different types of apps just to calm someone So if they’re you know getting to an interview, maybe a few minutes early Putting on that app just to kind of get ready and gear themselves up Also notes making sure that after the interview. Hey, maybe they want to jot down some notes on how that interview went So that they can then come back to us since I hate this is some things that they asked me I wasn’t quite sure about so that we can prep them for the next interview and they can feel more empowered if you will Yeah, I could go on and on about this but okay So I agree with Eric and Lynn. However, I am going to say that we don’t use apps to job search But we use them for all the reasons that Lynn had mentioned Especially teaching people how to use their email on their phone a lot of people do not understand how to check their email how to send an email from their phone and Having that conversation about how you know, your phone is always with you, right? unless you’re you’re older and You don’t care about your phone like me You it’s an easy quick way for employers to be able to get a hold of you through email However with with the apps in and actually looking for employment and sending out Applications we don’t encourage that we encourage face-to-face so you get into that business and you walk through that door And guess what? It’s a little harder to put me aside when you’ve seen my face Than it is when you haven’t seen my face and I’m just a piece of paper. So definitely the contact is more important Okay, so as follow-up since I’m one of those ones that did placement 100 years ago How many you know? One of the things I found was always really hard to get an injured worker after they did the interview to send a thank-you note so does anybody use have their clients use the cell phone to email a thank-you note to prospective employers We do we do both Email and we do handwritten notes. You’d be surprised how far a handwritten note will go versus an email Right, and we do the same thing. Sometimes then handwritten one is a little bit trickier just because You met with someone, but they’re not even officed in that region and whatnot So yeah, we we do like to have those follow-up. Thank yous No degree I think it’s really important to do a quick email and summarize the Interview and make sure that you know the employer hears from you, but then obviously doing that handwritten note It’s really really nice to be able to amplify and really get into kind of the personal Reason why the interview for you seemed you know, most beneficial Okay So has there been an uptick in telecommuting remote work opportunities and if yes, what industries are you finding us in? Well for us not yet much Unfortunately, we’d love to see much more as I said one of the challenged to think that we’re having with our clients Is that right now even with a great economy? Because they’re maybe not at a point where they have as much opportunities to kind of negotiate if you will sort of You know higher level positions that the employers aren’t necessarily as flexible as they might be with other folks we have lots of people who would love to be able to do that because in part some of our clients are Going through some challenges as far as you know dealing with day care transportation You know, maybe some mental health challenges that they’re working through and so having a flexible schedule would be helpful But we haven’t seen yet employers get to the point where that’s something that they offer Nestle for some of the positions that our clients are looking for I think the only Exception of that would be is we do serve a group of displaced workers and in some cases those can be some higher skilled people and in those cases Especially the int industry we’ve seen some folks who you know, I’ve had been given that option I wouldn’t say there’s an uptick. I would say that I see it kind of having and flowing depending on the labor market I also see that More companies are willing to have people work maybe a day or two from home, but they would like that face-to-face coming into the office for Meetings or whatnot. I think it depends on the industry. I am seeing and hearing of some call centers because that’s a harder one to get a Line of being one of them where people can work from home So it really it really kind of varies by industry. I Would agree with the varying by industry. But what I would say too is you don’t see a too many Unskilled jobs being jobs that people can work for from home And so when you’re looking at working from home opportunities, you’re looking at jobs where people have to have higher-level skills And they are being paid a greater wage for that to equate Okay, so I guess there’s a follow up, you know, one of the things I always think about is like customers his jobs Administrative, you know back in the day The medical transcribers were always at home. Are we seeing anything in that capacity at all, or you Know not in the rural areas. It seems people want their employees at work If at all possible is what we see in a lot of respects and I guess we’re seeing like some of the transcriptionist they’re working from home and Yeah, the call centers there. Some of them are working from home not by no means are all of them by any means But I am seeing more Companies willing after they’ve on boarded someone and they’ve got in that system that they’re willing to to look at that What does on-board mean? Well just you know getting someone to understand? get the job and then to Be able to learn the job so during after that training session Okay Yes, I would agree. It seems more likely after you get the position and maybe been there awhile that you may have an opportunity I think the other factor that I was thinking about with this is that there have been some larger companies I’m sure you all know that have kind of moved a little bit away from a results work Environment and that does trickle down to other companies to say well Why is that large corporation who was really really gung-ho about this five years ago? Trying to pull back a little bit You’ve seen that a couple instances you know recently and I think that does make other companies say well if they have Tried it and put all the effort into it and there’s still a little bit hesitant about it I think that has made some companies somewhat more apprehensive about Understanding the accountability piece and that’s been a big big challenge for some companies Make sure they have a proper amount of accountability for folks who are telecommuting. Okay? So robotics is taking over bookkeeping bank telling janitorial Manufacturing’s and medical procedures With that in mind what jobs are you placing people into where they don’t have to worry about being replaced in a couple years Well, I wish I knew the answer the question We obviously have seen huge changes there I think for our folks What we wanted to do again is real encourage education and training to make themselves as as valuable as possible So we really say hey we understand that you have immediate needs that you have to take care of your family and And therefore you really going to look at that sort of initial position and that’s what a lot of our folks are in because they’re really in that situation where that’s really really important for them for the Next week next month or so But then what is your career look like as far as where is your investment going? And can you either come back to us for training or maybe go into training after you get to that you know the next that? next position because the more that they have skills, especially obviously knowledge based skills where they really you know they’re being valued for their with what technical skills and also that you know that the their Intelligence and all the knowledge that they have those of them, you know We find they’re probably the folks who are gonna probably have the better chance Also, a lot of our folks are interested in working with people in direct service I think it’s part of the fact that many of them went through some really big Significant challenges in their own life and they want to get back so we find a lot of people interested in in a medical office and and in health care and so that they can work with people and give back and try to do the right things for people and so obviously Hopefully those opportunities to work with people and have those people centered positions. We hope will continue into the future Yeah, I would say the health care industry is one There are some areas where it’s critical, you know, the Certified Nursing Assistants. We’ve all heard that in the news So PCAs Yeah, those are going to be the jobs They are the jobs, but other ones, you know, there are some accounting. I see those quite frequently as you mentioned Some of the healthcare other health care in some IT definitely You know for for Individuals who are looking for jobs and they’re worried about it’s an employer going automated where they’re not going to be needed One of the things we target is look for a smaller employer because smaller employers It’s going to be harder for them to automate than it is for a huge Medtronic’s or somewhere like that and plus you can you have an easier time of Building that relationship on your way through the door than you do with a larger company Okay, you know one thing I might also know it is You know for you folks that are familiar with career wise we’ve talked about that a couple times before they actually have a thing That’s called high demand jobs Which talks about careers? Projections from 2014 through 2024. So it’s worth taking a look at that. They have like 50 careers that are expected to increase During that next time period so something to think about All right. So what suggestions do you have for individuals on LinkedIn to increase a personal branding? so we don’t use LinkedIn a whole lot with our Individuals who are user looking for entry-level positions who don’t have a lot of experience however, we do serve a great number of individuals who have a lot of experience in life and for some reason or another life happened and they’ve had to step out of the workforce and now they’re coming back and LinkedIn has been a really great thing for them because they can really go in and target what their skills are what we encourage is Going in and looking maybe they’ve been out of work for a year or two Really go in and look at how are people terming things nowadays, you know two years ago. Your skills may have have They they use different terms for them than they use today And so figure out what the most current language is and then update that LinkedIn and make sure that you’re on there frequently I Have LinkedIn and I’ll be honest. I don’t check it too frequently because I’m not looking to to move jobs But if I were I would probably be in there every day checking and seeing who’s been looking at my my resume who’s been Who’s been been seeking people that like me for the jobs that I’m looking for? I think LinkedIn It I get mixed reviews on LinkedIn is what I hear I personally do use LinkedIn and I’m not looking for a job. But one thing I like is I like to network with people I like to use them kind of as hey I have someone Could would you be willing to do a mock interview for with me with this guy? And so that has been really helpful I also will sometimes use it to say hey Would you be interested in joining our business advisory committee? So I use it in that way, but our clients they Some of them are using it It’s it is a good way to network with people As Lisa said it’s a really good way to kind of find out Well, what are some of the terms that are being used out there in the industry also, look at sample resumes What are people using on their resumes and how are they formatting them? So I look at it like a nice tool just to kind of help me out to see what are people doing in the industry So that I can help our clients. I Would agree, I think it’s obviously important for our folks to have a complete profile have a Picture a good picture and then obviously have you know the right? Information to describe their their work history and their skills and it is a good place to learn as you said It’s some great language there But you know how to really define who they are what their experience has been especially folks who haven’t had as much experience and trying to really Equate maybe some other life experience to what that might look like You know for potential employers is really important I think also to be super active as we were just talking about of trying to find Opportunities where you can contribute and participate in LinkedIn obviously helps us from a branding perspective So that people are aware of that you’re there and I think our clients are probably somewhat surprised by the fact that there are more people that they think are gonna be unlinked in and that they can find people that they have some association with and LinkedIn and start to develop some of those those networks the only reticence about LinkedIn that we were just talking about is that you know, Making sure that it’s not a tool that you use to naturally go reach out to a prospective employer and try to like cold kind of email them and think that you’re gonna link in with them and they’re gonna they’re gonna Accept it and then you’re gonna have sort of this part of it’s part of your network obviously many of us do that all the time when we get LinkedIn invitations and we may know someone who knows someone we’ll accept an invitation, but we’re it’s not gonna it’s not gonna You still have to go out and and and do the face the face so in this case what we use LinkedIn really try to encourage our folks there’s networking finding opportunities where you might see somebody that you Think that you want to connect with or a company you want to connect to it’s trying to find a person there Who knows someone that you know, there’s someone that you know And that you can make those connections and then reach out and start making those face-to-face contacts Okay, are your clients running across more chat box which many of you probably know is a computer program which conducts a Conversation by audio or textual methods to simulate a human talking to them when they’re applying for jobs Using their mobile phones or their computer and any suggestions to maximize their responses. I Must confess. I have not heard a chat box. I did a little research I have some idea what it is, but it hasn’t come up with our with our clients so I’m aware of chat box. And I have actually used it in different realms but not our clients not with interviewing So like Eric, I had never heard of it And I had to do a little research and this is something that we we’ve never run acrost in the rural areas Okay Well You don’t know if you don’t ask the question is Alright, so next one on how do you prepare your clients for behavioral assessments by potential employers wanting to hire individuals? who will fit into the organization’s culture Now as you folks may know it’s unlike a traditional job interview questions Which asks you to describe what you did in a role or to share your qualifications? These questions seek concrete examples of skills and experiences that really relate directly to the position So the interviewer you excuse me interviewer who will know how you handle the situation Oftentimes when you’re looking at entry-level positions and I’m going to use Walmart as an example They have a pretty intensive assessment that they do During the application process and it can be very confusing for people The first time I had to sit down and do that online, I thought why are they asking me the same question ten times? But really they’ve asked it ten different ways and for some of the people that we’re helping find jobs, they don’t catch that and they won’t get that and so being able to sit down with someone and prep them as much as we can for this and And help them to know that okay, if if you see this question and it’s worded this way. Here’s maybe another potential way They could answer or ask the question and helping them to realize that if you answered it one way over here you probably need to answer it the same way over here because you’d be surprised when you sit with someone and help them through the Assessments you can have ten different answers to the same question because they’re not understanding and then that’s pretty difficult Giving them scenarios though that we can work through ahead of time before they actually sit down to Do the questionnaire? Sometimes for some people it’s really helpful to have a staff sit down with them and help them process each question So that they know exactly what it is that that is being asked of them. I think that’s a big one Yeah So I would I would agree with what Lisa said some of the things that we start off with though is Before they’re gonna take that type of assessment. We have them really look at the Companies about Us tab on the website if there is a website for that company And really read over it and kind of understand that culture of what that companies about their mission statement How they got started how that company got started what their vision is So that’s kind of just a foundation of one of the things we have folks do Another thing we do is we do prep them one make sure you add time Because that is frustrating and that you might get timed out. You will get timed out. So prepping that Prepping them on those case scenarios As Lisa said is very important to make sure that they can kind of think about that type of question And how they would respond how they have responded So those are some of the the key pieces that we talk to people about And I just have to say too. I have known people who have googled About these behavior assessments and how to answer these questions And I’ll just leave it at that. I Would agree that everything just said, I think it’s really important for people to practice those behavioral assessments Any type of assessment is helpful for our clients to practice interest profiles are really important So they understand kind of where their strengths are That’s going to help them understand what examples they should really be be drawing out when they get to the interview we really want to make encourage our clients to understand the perspective of the interviewer and when they asked a question about Stating an example. They want to make sure that they respond with an example. Sometimes folks will get into Hey, I’m really good at customer service and they’re just kind of run through all the skills They have and the question asks them for an example some employers are polite and they’ll react the question for an example some won’t and then that’s not you that you’re Necessarily not going to be in to have a strong Answer to that question if they asked you for an example. So having that example I’m able to state in the example What was exactly the behavior? And kind of walking them through the steps that that takes which for some people you gloss over many of the things that you did In the project that you’re doing for our clients that have more challenges when it comes to a non-traditional work experience They really need to be able to take that to a step further and answer a question about their life That that relates specifically to the position which can be challenging. So I wasn’t working here I was in a volunteer experience or I was home with my children and here’s what was happening and they have to state how they Were able to and for that seems very bizarre that it’s not really a work answer, but for the employer they’re looking for How did you set up? You know, if you’re gonna if you’re gonna plan a trip and it’s really gonna be extensive, whatever it might be How do you how do you set up how you would do that? What goes through as far as the how? Steps you’re taking to make that happen And so it’s trying to convince them that the more that they can show how they think how they plan how they organize That’s really what the employer is looking to do. And then also obviously if there’s specific skills or You know But it’s really some folks tend to end up with too much. What’s answers kind of in those situations what they’re really want them to focus on is how And so I think that’s an area. We really focus. Our folks with on coaching is making sure they understand what is the interview actually asking for the other piece of that is understanding we talk about the company and What the company’s perspective is and some companies are really mission driven I was talking to a company recently who’s really mission driven and when they asked the question about being Mission driven and giving me a given example of how your mission driven they were really looking for a mission driven example Because mission driven is really critical to the culture of the company. So as we talked about before that’s really important to understand What is the company’s perspective? Not on the behavioral assessments, but also in that interview Well and ironically enough our next question goes to that, which is do you have your clients? research prospective employers before job interviews and if yes, What specifically do you have them look at to set them apart? Well first it goes back to your timer before that We really try to encourage our folks to not focus on that Next job that they can find online as quickly as they can because that tends to really wear them out when they’re just applying for jobs And that’s why it’s really important for us to spend some time trying to educate them about the job search process so initially they understand this is what the best approach is for me to do and once they can get that and they understand to focus and really have discipline of what positions they’re looking for and Then it’s about okay I should now I should spend the time on the company website Initially obviously to get some some background information. You can read reports you can read You can read news information, which is critical you can read budget information There’s all kinds of information on a company website. That’s a good start Also, we obviously talked about for informational interviews are critical when it comes to getting information about the company. What is the company’s culture? What does it play is like being in the company other changes in the company? They’re going forward and ultimately we want to find with our with our employees Our clients is to find challenges that the company and facility The position is having we have prepared to address those challenges in the interview and if we find it that if our clients are prepared to say I realized that this is an issue you’re having with multiple issues with turnover and you’re not necessary having your employees be Able to be there on time. I want to let you know that I will be there on time I have a really strong track record of being you know, somebody you can count on and I’m reliable, okay? Well now you’re solving a challenge that I’m having That’s really important. So that’s also a key thing I think when it comes to preparation is understanding what the company is looking for and then really being really to talk about that Specifically and what value you bring to the company when you’re in that interview? Well, I think Eric really covered a lot on that one So I would agree with that you know research research research as he said already is very important and that’s just going to the company website and Looking at the news articles as he said You know and if by any chance there’s someone who works at the company and somehow we’ve Made that connection that way or if they know someone that works at the company To be able to sit down or or just even have a brief phone conversation Just kind of talk maybe about the culture about things that are going on in the company getting a different type of perspective Can also be helpful When you’re working in a more rural area and their Employers are smaller nine times out of ten. One of our employees has gone out to you to your company and we have talked to someone we’ve gotten a tour we’ve gleaned information so sometimes We are the best source of information for the people that we are trying to help get a job And and we can if they have further questions, we can always point them to the right person than the company we can help them Figure out how how to ask that question who to ask when to ask? Sometimes during the middle of the interview is not the best time to ask So yeah As a follow-up on that Glassdoor Talks about how they talk about salary and people’s inside interview Perspectives of having worked at the company. Do you guys put much stock into that? we do we use Glassdoor as well as indeed also has reviews on their website and when we utilize both of those We do but I always think of that employee that was disgruntled and has to you know, say something bad So we do talk to our clients our jobseekers You know that just because I kind of three-star doesn’t mean necessarily that this is a company you shouldn’t apply for And really factoring that in with that disgruntled worker. I Agree, definitely want to you know It’s information. That’s useful to pay attention to but not as we take it with a little bit of a grain of salt that you want to make sure that You understand the whole situation going with the company? And again the best way to do that is to try to find folks at work of the company or work with the company Okay All right, you have clients do volunteer work If you ask what benefits see if any and part of this is kind of a question that goes along with there was a 2013 nonprofit quarterly news Letter that did talked about the fact that volunteer work was worth 22 dollars and 14 cents per hour Absolutely, I couldn’t agree more volunteer work is really really critical especially folks as Lisa mentioned that who maybe had been out of work for a bit of time and and just whether it’s volunteer work or you know Whatever they were going through. Maybe there was a health issue or that or you know? Trying to make a determination as what the right information is to provide to a potential employer and my advice has always been to our staff and To our clients is to strip but be as honest as you can and and and that that makes a difference because gaps and resumes Tend even if they can’t ask questions they tend to you know start to think about things and and you wanna bill say hey This is why This happened and I did it’s volunteer Opportunity and it’s been a great opportunity might get school And here’s what I did again that that that explain exactly what you did what barriers you had what challenges you had? How did you get overcome those barriers and challenges? Can be really important the other thing volunteer work many times It’s a great way to network great way to find people who you typically haven’t been connected with no. No no clients who got positions because they were in volunteer work either with the company or With somebody knew the company and the person said hey this person is really really outstanding and you really should take a look at them and then they were given an opportunity to do some networking within the company and so Volunteer work the last thing it does for our clients Is that obviously some of them in a very difficult dark place in their life and having the opportunity to have a schedule? to get up every day and say You know and say here’s what I’m gonna do today and obviously along with job search for as many, you know As a grind it’s really, you know after a while it’s really a crime to just do job search every day, right? So to have an opportunity to split up their day and be able to look, you know, look forward to a really fun Volunteer experience is a good way for them to kind of continue to you know, maintain their mental health Some other things that provides confidence building It all so I look at it like work hardening So again getting up and having a place to go being able to work with volunteer coordinator Possibly that says hey, you know, I understand that you can’t maybe put in more than four hours initially, but let’s I’m fine with you Increasing those hours and that is very priceless is to be able to have that kind of work hardening Also those development skills been out of the workforce for a while. And so gosh the cobwebs are kind of there and being able to Really use those skills. So not only work hardening physically, but mentally Cognitively We see people who just we have a wonderful volunteer program and some of the things that we see from folks is Just their confidence and how they’re able to just really I almost want to say soar They they they are ready to start Hitting the pavement if you will for for looking for a job after doing some volunteering more so than they had before they started that so I would agree with everything Eric and Lynne said I think that volunteer positions are really good opportunities for people to be able to get into a company and learn more about it and learn more about Positions that that company might have and what that would mean for them I can think that I want to be a nurse’s aide all day long but I’ve never seen what a nurse’s aide actually does and for me to go in and volunteer at a nursing home and Actually see what these individuals do for their job is a lot more meaningful than just sitting down and looking it up on the internet – you know, there’s a lot to be said about Developing those relationships with employers and I think volunteerism is a really good way to do that you know, we talked a little bit about individuals not knowing what their skills are and not knowing what they’re good at and Being able to volunteer You’re not being judged on how well you do the job, but it really gives you an idea of hey I am really good at talking to people or I am really good at leading things And so being able to pull out a few more skills and develop a few more skills That would be transferable to a resume are really great opportunities when you’re looking at volunteer experiences I Can just add you know and sometimes things may be challenging in a volunteer experience and feedback may be given but That is an opportunity to for some growth. And so I think – Volunteering I think sometimes people think oh, okay. They’re volunteering. That’s just it no They’re going to get some feedback as well volunteering Situations too. So I think that’s really important as well. I think to to To kind of piggyback on that, you know when when people have been out of a job for a period of time Not only do you need the money to pay bills, but there’s always that need to give back and Volunteering is a way to give back on the front end of things but even when you’re working you’re giving back and so I think the volunteering and and the actually Having a job can provide a lot of the same feelings and and things that people need Okay, are you finding that more employers are using Facebook to post job openings Back in 2015 the Pew Research said about 55% of recruiters. We’re using that Yes, yes. Yes Especially if it’s small employers, you’ll find a lot of mom-and-pop employers using Facebook it is a great way to make connections and It’s to me just about everybody we serve knows how to use Facebook Not everybody knows how to use indeed or use LinkedIn. And so sometimes it’s easier to get them connected through Facebook To different groups in their communities where they can start looking for jobs and scrolling for jobs So we’re not seeing so much with Facebook but I would agree with you when you’re saying the small companies like the roofing companies, you know, and those types of positions Yeah, I think I think the challenge with With Facebook for some of our clients is just understanding again that if you’re not having a specific Strategy that you’re focused on a group of companies You’re you may miss the fact that you know, there’s a great company at least as Lisa just said that you know Maybe that’s smaller that that’s where they’ve gonna post their position They made some other things but that might be one of their key areas So if you already knew about that company or you knew about groups of those companies You’re more likely to invest your time into into seeing that position because you’re you know You’re developing as we talk about that relationship had it. So the more that our clients can develop a relationship with a company ahead of time and be Understand that those positions might be coming available easier for them to kind of keep track of those positions so I think the key is for us is to make sure that they understand that that’s way more beneficial again that than trying to search online because the challenge is that it’s so if some if a company posts it and they’re smaller in Facebook. It can be you know, you may miss it So that’s why we want them to be Much more focused on trying to focus in on the right companies and then therefore they’re gonna make sure that they do that But it is a good way We’re also seeing people who are starting to post on a Facebook For their friends so that you know that I work at a company and my company has a position so I’m gonna post that on Facebook For my friends so that my friends can see that we you know I’d like you to come Work with me and my company we’re starting to see more and more that especially with some of the younger generations. I Was just gonna kind of second that that I see a little bit of that as well. I Would say one of the main things that we see on Facebook is its entry-level positions when you’re talking about positions that require a lot of skill and Experience you’re not going to see those on Facebook. So we’ll see things like PCA janitorial Think of other things a lot of customer service jobs things like that Okay. So now do any of you work with your clients to clean up their online presence? Doing something like defense of googling all the time regularly, we are not only having our clients clean up their facebook We are also having them Google themselves We have had situations where people are surprised what they’re finding and it they have said yes, this is true Or maybe this isn’t true, but they need to be able to talk about that potentially So some of those are, you know regarding legal issues some of them are regarding Just some bad press and how are they going to handle that? So we do that regularly. We also ask the job seeker to be editing their Facebook to really be careful what they’re putting in there watching the pictures not putting inappropriate pictures in And just really being mindful of that and how they may be conceived out in the community so perceived The biggest challenge here for us in this area is with our younger clients We have some young adults who obviously that’s sort of their Lifeblood is to communicate with their friends via social media and they want to talk about Kind of pour their hearts out to you know Their friends on social media and at times obviously that conversation may be misinterpreted I think the other piece that we’re seeing some challenges is obviously it’s a very polarizing we’re in polarizing time right now So people may feel strongly about an issue or something going on in politics that they really want to you know Speak out for or against and we try to encourage our folks that sometimes You know companies they’re going to be somewhat leery of the fact Sort of you know The way and yeah, and because you have to work with folks and the company, you’ve got all different types of views So we and then think the other piece is yeah We just talked about this cleaning up and making sure the history making sure they pay attention to people that are tagging them Obviously that becomes like you know, you know somebody sends something and they tag you and then or that you’re sending something publicly or that you know that some of your friend is sending someone in and it’s going to you as you know in publicly and Unfortunately, some folks have had some Issues with that and they’ve learned from that and the other piece for us. It’s just a step back for some of our clients They’re not as familiar with the social media and how it actually works So we have to educate them to make sure they understand you know What is the real impact of you know being on social media? And how did it how do they make sure that they do that in a way that’s a you know gonna be smart. I Wanted to also mention that we talked to them about like Their settings in that, you know, so let’s make this private and let’s not have this go public That is really another key piece as well So something to take into consideration research has shown that Millennials and Z’s use apps and Facebook and things like that the most when they were polled and asked if they would Quit their job if their employer told them too that they had to delete their Facebook app They said yes They admitted to checking their Facebook app 50 to 60 times a day, okay? That is really tough to work around when you’re working with Millennials and below You find that they’re on their phones continually and not focusing on the job search So I think more of the conversation is around. How are we using? Facebook and and how are we and I like to tell people, you know If you’re going to an employer and your employee you’re asking for a job they can easily pull up Facebook and look you up and I have managers who do that all the time with people and it’s that first impression You know, it was always when when I first started interviewing for jobs It was the first impression on how you looked and how you carried yourself now. It’s a social impression So those are really important things to consider Okay, well I think we kind of touched a bottom that people really aren’t doing any videoing at this point So we’ll jump on to the next one are using platforms such as Dropbox or Google Drive to send cover letters and resumes I think we may have already answered that but We do not. We just use your plain old Microsoft Office and do our stuff and then send it via email I Would say that we have you know, we do have people who put their resumes on Google Drive They have it with them then always it’s available So that is something that we do Yeah You try to encourage our folks you have to use Google Drive I think some of them there are few that Use the Dropbox but to Lisa’s point. Yeah, it’s mostly folks just using you know office again A lot of our people are trying to really improve their and develop basic computer skills So it’s a big step for them to you know, go from that to gun it being more much more technologically proficient So it takes it’s a it takes it takes phases of them learning kind of What exactly is involved with all the technology starting sometimes from? Fairly early beginnings and then kind of moving up to the point where they can but over time it is nice I think they figure out that one there We want to move around that it’s nice to be able to have their resumes and in the cover letter store in one place Okay, well There’s a lot of free job search apps that are out there. It kind of sounds like that Not everybody is using them on there but as kind of a review that there’s the ones that Excuse me. The ones that are out there you’ve got indeed. You’ve got a jobs by career builder LinkedIn job search of course monster research Snagajob switch zip recruiter Glassdoor and Good and company. Is there any that you would recommend? that your clients do use I Think we do recommend that they make sure they have an aggregator something like indeed So they don’t miss anything. So they won’t you know instead of having to Nestle go from job Aboard a job board, which can be tedious and having an aggregator that you make sure that somebody that captures, you know most of all the jobs Is it’s helpful? But as we talked about we just want to make sure that they have a discipline when it comes to to doing that So they don’t know so it’s been too much time on it. But obviously trying to be familiar with you know, the the Important sites that that do to create all the positions and so you make sure you’re aware of it And obviously are we want to make sure that we do that with our clients to our counselors are constantly You know sending them a leads hopefully leads in the area that they’ve already been About and coaching them with so that that you know, they that’s just a matter of trying to follow up with them with with finding that the the job on the job board Yeah, we use indeed and Minnesota works. I really like the filters that they have on there as well as Being able to have those alerts and so that’s really helpful we recommend indeed a lot of that is because we utilize indeed through our Our HR software, we get an automatic connection to that and so if somebody applies boom we have the application within seconds after they hit send and So we do recommend indeed. It’s pretty easy to use for people at any skill level as well as Minnesota works But we’re really kind of the boot to the ground newspaper Visiting employers is really what we are recommending because that seems to be how people get jobs the quickest Okay, any other thoughts as we starting to close this down No, all right open up to any questions at all All right The question was how does the referral process work for workers comp clients to your facilities? So typically what happens is someone from the workers comp Organization will call our organization and say hey we have this person who was injured trying to get them back to work Maybe we don’t have anything or the company doesn’t have anything that they’re currently working for that we can put them back to work What can you do for us and then we talk about? Well, what are their limitations? what kind of accommodations might they need and Then really talking about what it is we can do for them. And if there is something that we can legitimately do Then we work with our HR department to set that up with with workers comp So the process is we have a service coordinator and the qrc would contact our service coordinator We then would need to get approval from the claims adjuster Once the approval is made and we have a letter that we write out and it specifies, you know Exactly the date and when we would do the various type of service, we have a variety of services Just a little quick marketing thing on that if I can We have clinical Evaluations we have a program called work readiness and that’s a four week long program. It is a volunteer program so it’s not paid but what it is is it’s an opportunity for someone to come in and work in Doing some volunteer types of tasks typically clerical although we do have something where we have people who can do grounds maintenance And we also have some light janitorial. So if someone needs to have some movement and They don’t want to have any kind of clerical or sedentary work. They could do that Another program. We have we of course are pretty our placement program we have two other programs that are new to us and that is one it’s called post secondary navigation and what it is is it’s for those individuals who want to go back to school and They’re trying to navigate The computer system in the school. They haven’t been in school for a while or maybe never as far as a secondary Education and so it is a different kind of world out there. We have a lot of questions about just navigating the d2l program there their portal software program that they use of the Colleges and so just being able to also hook up with Disability Services And what kind of accommodations they can ask for I could go on and on about that I won’t we also have a career navigation program and that is also to kind of help with those apps That people are having problems with As well as really defining what they want to get into But anyways, so after we get approval from a claims adjuster, we then go ahead and start with one of those services I’m new to Aviva. So that’s a great question. I didn’t go back and really research that more carefully I said well, I’ve been there three months so I’ll plead a little bit of ignorance but in General similar to what woodland was just saying and obviously get connected to one of our folks who would then kind of understand. What information? is needed One of things we’re trying to improve on Vevo is that we are a fairly large organization. We serve 19 thousand people we have 350 employees and part of What I’m trying to work on is trying to make sure that we are a little more as Mike said we’ve had many different name Changes over the years but we want to be we want to really improve that external and internal Referral process so that it’s really much more simplified but and so in general What we would do is that we have some folks that can work with folks with disabilities or folks that have been injured in trying to get them, you know retraining and Reemployment the best way to do that is to contact, you know Basically our director of disability services and she can she can help to kind of figure out where we need to go But in the future, I think we will move to a much more vivo Wide strategy where it’s much simpler for us to have a point of contact throughout the organization and we need to move towards that Okay, um, I’m looking at the time so we’ll open it up for one last question for questions afterwards Please feel free to meet with them One of the things too that I want you to really recognize, you know sqr sees it’s really easy to go ahead and send a file over to the job search vendor and say take care of this and There’s a lot more to what they do To help get people back to work. So I hope this has been enlightening last question. I’ll make this really quick I’m just very curious as being a placement specialist with the Department for 22 years Do you customize your programs or recommendations for individuals at all when you talk about the social media? The resources that are available one of the challenges we face regularly is the age of the client many people Don’t use computers aren’t comfortable with computers Aren’t willing to learn computers so when you talk about Facebook Linkedin all of those things is there’s things that you typically do differently with individuals who perhaps may be older that aren’t willing to Kind of open come outside of the box a little bit and utilize those resources Sure, I’ll start I mean I think and if I didn’t say that’s also make sure I emphasize with all of you every single person that you know works with our Organization. It’s an it’s a customized approach. It’s all individualized We want to make sure that we said have a person sit down Talk with one of our team members and really go through Kind of what is their circumstances we serve people from is that at-risk youth to? seniors people with disabilities to Men and women who are going through, you know, significant mental and physical challenges so there you have to have a customized approach and make sure that you understand where they’re coming from and then Every recommendation is customized as well as to what? We think is best for them. What’s kind of neat about our organization is we have some grants available? And so it allows us to be flexible so that we don’t necessarily say, okay Well, you’re not eligible for this program so we can’t serve you We really want to be totally holistic so that if you have somebody that you want to send to us We will figure out a way to serve them no matter who they are No matter what their circumstances are and it’s absolutely important that it’s individualized as you’re right Some folks are a very very different place and we’ve got you know high school Kids who are looking at just going back to school? that’s a number one thing so we talk about making sure that they’re going to class and making sure that they’re you know that they’re Working with their families to make sure that they’re doing what they didn’t do at home Making sure that they can get that part-time job. So it’s it versus a range of people who are higher-level skilled people Who have you know been in their career ten years? We have a company we’re working with right now and they’re looking for very very high-level jobs. So it has to be a very very customized approach So, yeah, we look at whole person care that’s something that we totally have as our mission statement and one of the programs that we developed it was called career navigation and it was designed and it birthed out of Exactly what you’re talking about the elderly who are not used to the technology The story behind that whole thing was we had a client and she was on a job search. She had a flip phone She didn’t know how to turn it on and off and so the only way she would turn it off is Flip it shut and it was like, okay, but yeah, we you know we Got a lot of work here and so it really was meant to sit down with her and explain it to her and with that Whole situation there was a lot of other barriers in her life, too And so really having that that whole person cared that that looking at her housing Situation and looking at all of the resources that we also had to pull out and provide to her as a large organization I think that’s something that we really do have the opportunity To provide by just talking to the experts within our company You know going back to what Eric was saying We we deal with so many different individuals on so many different levels of need levels of ability Whatever it might be if we don’t customize We are not going to be in business pure and simple We’re not here just to find people jobs. We’re here to find people the right job And so we have to customize in order to do that Okay, well I’ve got ten thirty on my watch so at quarter till we will resume thank you very much

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