Northern Illinois University Workforce Policy Lab
Northern Illinois University Workforce Policy Lab is a research unit of an educational institution. Learn more at www.niu.edu.
Introductory Conversations and Assessment
How organizations conduct initial needs assessment with employers, introduce workforce development in general as well as their own organization’s programs, and gauge whether an employer could benefit from workforce development programs.
Learning About Employers' Needs
- Employers contact the organization through www.apprenticeshipIllinois.com, referrals, or social media ads.
- Specialists conduct pre-meeting research on employers, including reviewing job postings and workforce needs.
- Employer data is entered into the Illinois WorkNet Navigator Tool, which integrates Dun & Bradstreet information.
- Initial conversations focus on gathering hiring needs, workforce challenges, and partnership interests before proposing solutions.
This content is based on interviews or email correspondence with Jennifer Foil in 2025. This draft content has NOT yet been signed off by the organization.
Introducing Workforce Development Opportunities
- Workforce specialists introduce employers to various workforce programs, including apprenticeships, job placement services, and training incentives.
- Employer conversations highlight multiple workforce development options rather than focusing solely on apprenticeships.
- The workforce ecosystem is framed as a collaborative system that includes local workforce boards, community colleges, and business service teams.
This content is based on interviews or email correspondence with Jennifer Foil in 2025. This draft content has NOT yet been signed off by the organization.
Evaluating Employer Suitability
- Employers that primarily offer low-wage, high-turnover jobs are deprioritized in apprenticeship development, as the focus is on long-term, career-oriented programs that provide growth opportunities for workers.
- Apprenticeship Specialists use O*NET, a national occupational database, to compare employer pay rates with regional industry standards. If an employer’s wages are significantly below the regional median, specialists may discuss wage competitiveness as a factor in workforce retention.
This content is based on interviews or email correspondence with Jennifer Foil in 2025. This draft content has NOT yet been signed off by the organization.
Establishing Employer Relationships
Ways that organizations follow up or otherwise build relationships with potential employer partners. How do organizations keep employers’ interest and stay top of mind, despite how busy they may be?
Following Up via Phone and/or Email
- Apprenticeship specialists enter employer interactions into the Illinois WorkNet Navigator Tool, which integrates employer data from Dun & Bradstreet.
- A status-based follow-up system within Illinois WorkNet is used to track engagement and ensure consistent follow-ups with employers.
This content is based on interviews or email correspondence with Jennifer Foil in 2025. This draft content has NOT yet been signed off by the organization.
Employer Visits to Service Provider Locations
- The organization has hosted roundtable events where employers discuss apprenticeship experiences.
This content is based on interviews or email correspondence with Jennifer Foil in 2025. This draft content has NOT yet been signed off by the organization.
Service Provider Visits to Employer Workplace
- Specialists are encouraged to visit employers with training providers to offer collaborative solutions.
- Pre-visit research includes reviewing employer job postings to identify potential workforce solutions.
This content is based on interviews or email correspondence with Jennifer Foil in 2025. This draft content has NOT yet been signed off by the organization.
Job Fairs and Hiring Events
- Some workforce areas host career fairs, though specialists often default to this method rather than customizing employer solutions.
This content is based on interviews or email correspondence with Jennifer Foil in 2025. This draft content has NOT yet been signed off by the organization.
Metrics and Financial Factors
How organizations collect and share information about expected outcomes and potential financial rewards and incentives.
Sharing Metrics and Return on Investment with Employers
- ROI data is primarily national-level, with limited Illinois-specific reporting.
- Employers are shown cost-of-turnover tools to compare apprenticeship benefits.
This content is based on interviews or email correspondence with Jennifer Foil in 2025. This draft content has NOT yet been signed off by the organization.
Explaining Subsidies and Tax Credits
- Specialists distribute brochures outlining apprenticeship-related tax credits and funding opportunities.
- Notice of Funding Opportunities (NOFOs) are shared with employers when applicable.
This content is based on interviews or email correspondence with Jennifer Foil in 2025. This draft content has NOT yet been signed off by the organization.
Gathering Data to Track Employer Metrics
- Employer interactions are logged in Illinois WorkNet’s Navigator Tool, which integrates Dun & Bradstreet data.
- Weekly metrics are reviewed to track employer engagement.
This content is based on interviews or email correspondence with Jennifer Foil in 2025. This draft content has NOT yet been signed off by the organization.
Organizational Level Considerations
How organizations are set up to build partnerships with employers, and how they leverage relationships with other organizations for better outcomes.
Organizational Structure, Resourcing, and Staffing
- Apprenticeship Specialists work directly with employers, conducting outreach, connecting employers with training providers, and assisting in apprenticeship registration. They are present in 10 out of 22 local workforce areas.
- Business Services Representatives exist within the 22 local workforce areas, with at least one in each area, responsible for employer engagement and workforce services.
- The State-Level Coordinator supports apprenticeship specialists and holds office hours twice weekly for technical assistance.
- Workforce Specialists report to local workforce boards and collaborate with state-level workforce policy advisors.
This content is based on interviews or email correspondence with Jennifer Foil in 2025. This draft content has NOT yet been signed off by the organization.
Collaborating with Other Organizations
- Specialists are trained to refer employers to workforce partners when apprenticeships are not the best fit.
- No formalized reporting metric exists for tracking referrals.
This content is based on interviews or email correspondence with Jennifer Foil in 2025. This draft content has NOT yet been signed off by the organization.
Challenges
Common challenges and how organizations typically respond to them.
Workforce Development Jargon
- Workforce jargon such as “IWT” (Incumbent Worker Training) and “local workforce area” is avoided in employer conversations.
- Business service teams are trained to communicate in business terms rather than workforce development terminology.
- DOL (Department of Labor) resources are used to translate workforce language into employer-friendly terms.
This content is based on interviews or email correspondence with Jennifer Foil in 2025. This draft content has NOT yet been signed off by the organization.
Handling Objections from Employers
- Common employer concerns include cost, time investment, and mentor availability.
- Specialists provide PowerPoints and myth vs. reality resources to address employer concerns.
This content is based on interviews or email correspondence with Jennifer Foil in 2025. This draft content has NOT yet been signed off by the organization.
Handling Challenges
- Specialists vary in business acumen, affecting their ability to engage employers effectively.
- Employer engagement is inconsistent across workforce areas throughout the state.
This content is based on interviews or email correspondence with Jennifer Foil in 2025. This draft content has NOT yet been signed off by the organization.
