Per Scholas
Per Scholas is a nonprofit organization. Learn more at www.perscholas.org.
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
- LinkedIn and personal outreach are primary methods for initial contact with employers.
- Employer information is gathered informally during initial conversations, focusing on:
- Promotion rates within the organization.
- Anticipated hiring needs for the upcoming year.
- Key technical and soft skills desired in candidates.
- Per Scholas uses Salesforce, a Client Relationship Management (CRM) platform, to keep track of and manage employer relationships, communication history, and relevant data.
This content is based on interviews or email correspondence with Kelsey Briggs-Dineen in 2025. This content was approved by the organization in March 2025.
Introducing Workforce Development Opportunities
- Conversations introduce employers to the broader workforce development ecosystem, emphasizing the variety of resources and organizations available to support their hiring needs.
- Employers are guided to understand how workforce development initiatives address industry challenges, such as increasing diversity, expanding talent pools, and reducing hiring costs.
- The organization positions itself as part of a larger network of workforce development entities, ensuring employers see value beyond a single provider.
This content is based on interviews or email correspondence with Kelsey Briggs-Dineen in 2025. This content was approved by the organization in March 2025.
Introducing Your Organization
- Key differentiators include alumni services like ongoing no-cost upskilling, professional development, and post-placement support, which ensure candidates’ long-term success.
- Employers are assured that Per Scholas alumni are highly skilled, motivated, and job-ready, with success stories used to demonstrate measurable outcomes and build credibility.
- Messaging emphasizes the organization’s commitment to delivering value to employers through well-prepared, professional candidates who can contribute from day one.
This content is based on interviews or email correspondence with Kelsey Briggs-Dineen in 2025. This content was approved by the organization in March 2025.
Evaluating Employer Suitability
- Employer suitability is assessed informally during conversations, focusing on alignment with candidate skill sets, organizational goals, and culture.
This content is based on interviews or email correspondence with Kelsey Briggs-Dineen in 2025. This content was approved by the organization in March 2025.
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
- Biweekly follow-ups are conducted with high-priority employers, while frequent hiring employers may require weekly communication.
- Standardized messaging is not heavily utilized; follow-up methods are conversational and personalized based on employer needs.
- Emails summarize discussions, include tailored candidate profiles, and propose actionable next steps.
- Graduate profiles give employers key candidate details and a summary of their training.
- Communication and relationship management are tracked and organized using Salesforce.
This content is based on interviews or email correspondence with Kelsey Briggs-Dineen in 2025. This content was approved by the organization in March 2025.
Employer Visits to Service Provider Locations
- Employers are invited to participate as speakers or volunteers at training sessions, allowing them to observe candidates’ skills and interact with potential hires in an informal, low-pressure setting.
This content is based on interviews or email correspondence with Kelsey Briggs-Dineen in 2025. This content was approved by the organization in March 2025.
Service Provider Visits to Employer Workplace
- Informal site visits are occasionally conducted to observe employer operations and tailor candidate preparation to specific business needs. These visits are not part of a formal process.
This content is based on interviews or email correspondence with Kelsey Briggs-Dineen in 2025. This content was approved by the organization in March 2025.
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
- Metrics shared with employers include average alumni wages two years post-graduation, demonstrating career advancement.
This content is based on interviews or email correspondence with Kelsey Briggs-Dineen in 2025. This content was approved by the organization in March 2025.
Gathering Data to Track Employer Metrics
- Salesforce serves as the primary tool for tracking employer data, managing contacts, and recording notes to support informed decision-making and relationship-building.
This content is based on interviews or email correspondence with Kelsey Briggs-Dineen in 2025. This content was approved by the organization in March 2025.
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
- The Talent Solutions team in Chicago consists of one individual responsible for initiating and maintaining employer relationships.
- National team members provide assistance with broader employer connections and resource sharing across regions.
- Alumni are leveraged informally to provide connections and feedback on employer needs.
This content is based on interviews or email correspondence with Kelsey Briggs-Dineen in 2025. This content was approved by the organization in March 2025.
Collaborating with Other Organizations
- Referrals are occasionally made to employers when Per Scholas cannot meet their specific needs.
This content is based on interviews or email correspondence with Kelsey Briggs-Dineen in 2025. This content was approved by the organization in March 2025.
Challenges
Common challenges and how organizations typically respond to them.
Workforce Development Jargon
- Outreach avoids workforce development jargon and uses employer-friendly, conversational language to build rapport.
- Instead of asking employers directly about hiring needs, conversations often begin by seeking advice or feedback on improving candidate readiness.
- Technical terms are tailored to reflect employer priorities; for example, focusing on specific job roles or skill sets (e.g., AWS certification, cybersecurity expertise) rather than generalized training descriptions.
This content is based on interviews or email correspondence with Kelsey Briggs-Dineen in 2025. This content was approved by the organization in March 2025.
Ensuring Compliance with Progammatic and Funding Requirements
- Salesforce is used to track and document employer relationships, helping to ensure compliance with organizational goals and funding requirements.
This content is based on interviews or email correspondence with Kelsey Briggs-Dineen in 2025. This content was approved by the organization in March 2025.
Handling Objections from Employers
- 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 content was approved by the organization in March 2025.
Handling Challenges
- 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 content was approved by the organization in March 2025.
