Handling Objections from Employers
Common employer objections and the strategies organizations use to address them.
Business Career Services Illinois
- The team proactively addresses common objections by explaining program benefits and requirements.
- Challenges, such as employers misunderstanding funding rules, are handled through clear communication and education.
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.
Cara Collective
- Employers hesitant about hiring from non-traditional candidate pools are reassured through open discussions about pain points like turnover or background challenges, as well as an emphasis on Cara’s retention coaching and participant readiness.
- Employers may have concerns about candidate readiness and skill alignment. Cara addresses this by highlighting the rigorous training, coaching, and support candidates receive to ensure they are prepared to step into employment and contribute immediately.
- Cara works closely with employers to understand their specific needs and demonstrate how their tailored workforce solutions effectively bridge gaps in talent while reducing hiring costs and turnover.
This content is based on interviews or email correspondence with Tim Loeffler in 2025. This content was approved by the organization in March 2025.
Chicago Cook Workforce Partnership
- Employers have experienced difficulty managing and maintaining all of the information that is associated with each funding opportunity. To assist employers, The Partnership provides employers with easier, streamlined methods for submitting paperwork and managing the administrative aspect of the engagement.
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 Colleges of Chicago
- Many employers are discouraged by the requirement to disclose financial information to a government entity. This can cause fear that the financial information may be shared with the IRS and harm the employer. Olive-Harvey representatives explain to employers that information that is shared is only for reporting purposes and is not shared with taxation entities.
- Some employers are hesitant to accept grant funding because of the time commitment and expertise needed to complete the documentation required by funders. Olive-Harvey representatives complete many forms for employers to reduce the administrative burden.
- Accepting grant funding may introduce new challenges for an employer. For instance, accepting funding may require an employee to be promoted or receive a wage increase. Hiring that employee is a decision that may have a long-term impact on a business and requires additional consideration. When this occurs, Olive-Harvey may assign an HR Lead to work with an employer to assess the opportunity more holistically.
This content is based on interviews and/or email correspondence with Joachim Borha in 2024 and 2025. This content has NOT yet been signed off by the organization.
City of Chicago Department of Family and Support Services
- Employers often express skepticism due to past mismatches or limited communication.
- Different agencies have different training protocols and job readiness standards, which can lead to inconsistencies for employers receiving candidates.
- DFSS addresses concerns verbally, highlighting delegate agency strengths and workforce readiness when feasible, and by focusing on long-term partnerships and engaging employers in training, mock interviews, and networking events.
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
- Employer skepticism about public programs is addressed through transparent communication and clear, upfront explanations about program requirements.
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
- Employers often express concerns about government inefficiency and lack of follow-through. To address this, the Bureau focuses on responsiveness and proactive engagement.
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
- Stigma around disability employment, as well as a lack of understanding of disability inclusion benefits, is a persistent challenge.
- Concerns about accommodations and costs are common among employers.
- Employers are informed that 90% of accommodations cost less than $500, with most being free.
- Free training and resources are offered to address employer concerns.
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
- Objections (e.g., concerns about hiring individuals with disabilities) are addressed through education and offering Disability Awareness Training.
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.
National Able Network
- Many small to medium-sized employers need help with completing the paperwork associated with receiving tax credits and subsidies. National Able works with employers to simplify the process by providing pre-filled forms and hands-on processing assistance.
This content is based on interviews and/or email correspondence with Matt Weiss in 2024 and 2025. This content has NOT yet been signed off by the organization.
Per Scholas
- Common objections about candidate quality or readiness are addressed through success stories, tailored messaging, and inviting employers to interact with candidates as speakers or volunteers.
- The professionalism and readiness of Per Scholas graduates are emphasized, hoping to counter stereotypes about nonprofit training programs.
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
- Common objections include concerns about candidate readiness and the cost of training.
- Staff address these objections by offering pre-screening services and outlining available subsidies for training programs.
- Case studies are shared to demonstrate successful outcomes with similar employers.
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
- Employers may voice concerns about whether engaging with RiseKit will produce a high enough volume of qualified candidates. In response, RiseKit highlights its connection to the larger workforce development ecosystem, which has an abundance of ready-to-work candidates that are supported by organizations that are focused on skill development and retention.
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
- Employer objections typically revolve around unfamiliarity with public workforce systems.
- Responses focus on simplifying the employer’s experience and emphasizing practical benefits.
This content is based on interviews or email correspondence with [name] in 2024 / 2025. 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
Many organizations address common employer objections, such as misunderstanding reporting requirements, by communicating transparently and providing clear, upfront explanations of program requirements.
Point #2
Some employers may hesitate to hire from non-traditional candidate pools, but they are often reassured through open conversations highlighting program retention rates, success stories, and by receiving tailored training and support.
Point #3
Employers commonly express concern over the costs for services. Many organizations provide support by helping employers access subsidies, tax credits, and other funding opportunities to offset associated costs.
Point #4
To address employer concerns about navigating complex funding requirements, many organizations offer hands-on support, along with practical tools and templates to simplify the process.
