Handling Other Challenges
Challenges faced by organizations or the workforce development ecosystem along with strategies for addressing them.
Business Career Services Illinois
- Marketing limitations due to lack of budget are a significant challenge for BCS in reaching more employers.
- The complexity of Workforce Innovation and Opportunity Act (WIOA) enrollment is a barrier for job seekers.
This content is based on interviews or email correspondence with Deb Lawrence in 2024. This draft content has NOT yet been signed off by the organization.
Chicago Cook Workforce Partnership
- Sometimes employers connect with The Partnership for workforce opportunities and then become non-responsive once the process has begun. To combat this, Specialists set clear expectations during the initial meetings about what the process will entail and what the requirements for communication are. Additionally, employers complete a Release of Information which allows their information to be shared in Career Connect and allows the Specialist to continue the recruitment process even if the employer is not actively engaged.
- Sometimes employers create job descriptions that are not realistic or fitting for the applicant pool. When this occurs, BRED Specialists work with employers to align the job description with the position’s needs and language, which will likely attract qualified talent.
- Employers who are new to the workforce development ecosystem may require a deeper explanation of the recruitment process and what working within the ecosystem will entail. This includes explaining that job descriptions will be shared with job seekers and other organizations.
- While Career Connect is useful for identifying an employer’s previous interactions with an organization within the workforce ecosystem, some engagements occur outside of the system and can lead to duplication of effort or misaligned activities. To address this issue, BRED Specialists provide technical assistance to delegate agencies and nonprofit workforce organizations.
- The Partnership provides employers with a Work Plan that outlines the services provided, a timeline of activities, and expected results. This helps to set clear expectations for engagement and commitment.
This content is based on interviews and/or email correspondence with Claudia Cattouse and Tonya Cody-Robinson in 2024. This content has NOT yet been signed off by the organization.
City of Chicago Department of Family and Support Services
- Employers may have immediate needs for resources, while the workforce system struggles to prepare candidates in time or anticipate future job openings.
- Challenges include logistical barriers (e.g., transportation), unrealistic employer expectations, and a lack of preparation for youth on their rights.
- DFSS has limited follow-up capacity to track employer satisfaction or outcomes beyond the initial referral. This lack of structured feedback prevents iterative improvements in the employer engagement process.
- DFSS aims to improve targeting and feedback loops but faces capacity limitations.
This content is based on interviews or email correspondence with Lisa Hampton, Chadra Lang, and Mark Sanders in 2024. This draft content has NOT yet been signed off by the organization.
City of Chicago Department of Planning and Development
- Limited resources for outreach and marketing are partially mitigated through partnerships with delegate agencies.
This content is based on interviews or email correspondence with Lijia Evariz in 2024. This content was approved by the organization in March 2025.
Cook County Bureau of Economic Development
- Programs are inherited with existing gaps, and the team is tasked with identifying and implementing necessary improvements.
- Limited data management systems hinder the Bureau’s ability to track touchpoints and employer metrics comprehensively.
This content is based on interviews or email correspondence with Michael Thompson in 2024. This draft content has NOT yet been signed off by the organization.
Illinois Division of Rehabilitative Services
- Sustaining employer engagement despite operational pressures is a big hurdle.
- Persistent communication and the provision of resources or events can help reignite interest.
This content is based on interviews or email correspondence with Biswa Phuyal in 2025. This content was approved by the organization in March 2025.
Mayor's Office for People with Disabilities
- Employers have different levels of understanding and experience supporting jobseekers with disabilities.
This content is based on interviews or email correspondence with Lauren Hooberman in 2024. This draft content has NOT yet been signed off by the organization.
Per Scholas
- Challenges include market competition and employer biases against nonprofit-trained candidates.
- These are addressed by using tailored messaging, success stories, and emphasizing alumni professionalism and skillsets.
This content is based on interviews or email correspondence with Kelsey Briggs-Dineen in 2025. This draft content has NOT yet been signed off by the organization.
Pyramid Partnership Inc
- Challenges such as employer disengagement are addressed through regular check-ins and sharing success metrics.
This content is based on interviews or email correspondence with Kelly Brown in 2024. This draft content has NOT yet been signed off by the organization.
RiseKit
- Some employers that use the RiseKit platform integrate the system into their own applicant tracking system, which provides significant ease and encourages employers to post opportunities frequently. To receive even more value from the platform, employers would benefit from using the additional tools offered by the system, such as the chat feature that allows an employer to connect directly with job seekers or their caseworkers.
- Another tool that is underutilized on the RiseKit platform is the career pathways feature, which shows employers the number of applicants that are currently qualified for an open position and how that pool could increase by offering a training program or connecting with non-profit partners within the workforce development ecosystem.
This content is based on interviews and/or email correspondence with Josh Glantz in 2024 and 2025. This content was approved by the organization in March 2025.
scaleLIT
- There are communication gaps between employers and workforce professionals.
This content is based on interviews or email correspondence with Becky Raymond in 2024. This draft content has NOT yet been signed off by the organization.
Points of alignment
This section provides an overview of practices that are similar across organizations.
Point #1
Each organization handles challenges uniquely.
Point #2
Many employers work with special populations and often face challenges uniquely tied to the specific needs and circumstances of the groups they serve.
Point #3
Employer disengagement is a common challenge faced by most organizations. It is often managed through regular check-ins and maintaining consistent, open communication.
Point #4
Some organizations face constraints in their ability to partner with employers due to limited funding and resources, which can restrict the range of services and support they are able to offer.
