Cara Collective
HOW TO INITIATE A NEW EMPLOYER RELATIONSHIP
Initiating a new employer relationship is a multi-step process that takes research, curiosity, and strong communication. Here are six steps to take to develop a new employment partner:
Understand The Company Prospects
a. Research
Read the organization’s website before the first meeting. Get a general sense of who they are and what they do, and then search for positions that fit your population criteria. Write down five questions or observations that you have about the company that you can ask when you meet for the first time.
b. Find a connection
The most important thing you can do in an initial conversation is to find a connection with them.
WHAT THIS LOOKS LIKE TALKING POINT
If they heard about your organization through a board member
If they are a web inquiry
If they are a cold call
Talk about your relationship
with the board member
Ask them how they heard about your organization (have a curious mindset!)
Ask them what made them interested in reaching out to your organization
c. Strategize before your first conversation
In your first conversation, frame your explanation around similarities between your mission and values and theirs. It’s imperative to know your audience and understand who you are speaking to, because it can inform how you talk about your organization and the population you serve. This specificity and intentionality can hook an employment partner to inquire more or recognize deeper synergies that build strong connections.
National Able Network
National Able Network employs a structured approach to gathering employer information through their Business Account Executives (BAEs). These professionals conduct detailed discovery meetings with employers to understand their comprehensive needs and requirements.
During these discovery meetings, BAEs collect specific information about current hiring needs and the volume of positions available, as well as detailed requirements including qualifications, credentials, wage rates, and benefits. They also gather information about background check and drug testing requirements, training needs, and the employer's willingness to provide on-the-job training. Geographic preferences for hiring are also documented.
For OJT opportunities specifically, National Able uses a formal pre-award document that captures essential business information including legal business name and FEIN, company history and years in operation, workers compensation information, payroll systems, record keeping practices, current employee count, and hiring projections.
Here is the information they collect:
Company Information:
Company name
Industry sector
Number of employees
Current Workforce Needs:
Most pressing workforce challenges
Skills most needed for open roles today
Future Workforce Planning:
Anticipated skills needed in next 2-5 years
Planned expansions or changes affecting workforce needs
Training and Development:
Most beneficial types of training programs and/or certifications/licenses
Specific areas needing workforce development help (i.e., classroom training, on-the-job training, training reimbursement/funding, etc)
Recruitment:
Most difficult positions to fill and why
Desired qualities or qualifications in candidates for these roles
Frequency of open entry-level positions
Partnerships:
Desire to utilize OJT, or IWT for filling roles
Interest in internship or apprenticeship programs to build talent
Feedback:
Past experience with workforce development programs
Suggestions for improving services
E&ES (Employment & Employer Services)
E&ES utilizes a multi-channel approach to collecting employer information, beginning with an online interest form for initial contact. Upon receiving this information, they assign employers geographically to BAEs based on office locations throughout their service area.
The organization conducts "discovery meetings" where they gather detailed information about company culture and values, typical traits of successful employees, key entry-level openings and requirements, volume of hiring needs, and training capabilities and preferences. All this information is maintained in detailed employer profiles within their Career Connect database.
Their documentation process includes pre-award evaluations for OJT opportunities, regular check-ins and case notes, and tracking of referrals and placements. This comprehensive approach ensures they maintain current and accurate information about their employer partners.
Here is the information they ask for on their form:
Name
Business Name
Phone Number
Any info you would like to share with us about your business needs?
ScaleLIT/Level Up Campaign
ScaleLIT has implemented an Airtable system to collect and track employer inquiries. This system captures company information and contact details, hiring needs and timeline, required qualifications, and geographic preferences. The platform enables efficient routing of employers to appropriate AJCs based on location, types of positions, volume of hiring, and any special requirements or preferences.
Their shared database maintains documentation of all employer interactions and outcomes, creating a comprehensive record of engagement that can be accessed by relevant stakeholders.
Chicago Department of Family & Support Services (DFSS)
DFSS primarily collects employer information through email referrals from various city entities including the Mayor's office, Department of Planning & Development, and World Business Chicago. Their information gathering focuses on immediate hiring needs and timelines, required qualifications, geographic location, and any special requirements such as bilingual capabilities.
The organization uses an ECM database to track employer contacts, referrals made, and placement outcomes. While DFSS maintains these basic records, they generally delegate detailed employer engagement to their partner agencies.
Cook County Bureau of Economic Development
The Bureau collects employer information through multiple channels, including direct website inquiries, referrals from other county departments, and partner organizations like World Business Chicago. They maintain comprehensive documentation of company background, hiring needs, training requirements, geographic preferences, and participation in special programs such as TIFworks.
The organization has recently adopted the Rise Kit platform to track employer engagement and outcomes, demonstrating their commitment to modernizing their information collection and management processes.
