GET LARRY ROBBIN
TRAINING AND CONSULTING
AT A DISCOUNT!
A private sector client of mine has set up a small fund to help pay for part of the cost of my consulting and training services. This will equal a
15% discount from my standard fee for consulting and training on-site, by webinar, Skype or phone. The fund is very limited and will only pay for a few projects. This newsletter goes out to over 10,000 people so I expect the money to be used quickly. For more information about what I cover in my services, go to my website at
www.LarryRobbin.com and check out the training and consulting sections. If you want to discuss using my services to turn your program challenges into success stories, send me an email ASAP at
[email protected]. I look forward to working with you!
ARE YOU FRUSTRATED TRYING TO GET BETTER OUTCOMES
WITH OUT-OF-SCHOOL AND
OUT-OF-WORK YOUTH?
Do not miss this Larry Robbin training tour sponsored by the California Workforce Association -
T
hrough Disconnected Eyes! How Disconnected Youth Want You to Recruit, Engage and Retain Them for Employment Success!
- Make your program such a compelling magnet you will not have to recruit any more!
- Turn your program into an exciting experience that can compete with video games for the attention of youth! Get young people on the fast track to employment success!
- Incorporate innovative youth culturally competent strategies that will turn that "no work no way" attitude into "I got the job!"
ONLY $99!!
Click here for a full description and to register.
WORKFORCE DEVELOPMENT FACTOID!
ANOTHER REASON NETWORKING PAYS OFF!
Workers who found their jobs through a personal or professional friend earn 6% more on average that those who did not have a personal referral, according to new research from the Federal Reserve Bank of St.Louis and published in The Weekly.
WHAT ARE THE MOST COMMON RESUME LIES
AND WHO IS MOST LIKELY TO TELL THEM?
From my many years of experience being in interviews as a consultant for employers helping them improve their hiring decisions, I can tell you that about one out of four job seekers commits either an outright lie or gross exaggeration somewhere in the hiring process. An example of gross exaggeration occurred with the resume of a candidate that was applying for an office manager job in a small insurance company. The job involved both office management and clerical and customer service duties. Her resume made it look like she had ten years of experience as an office manager. She was able to give in-depth answers to the clerical and customer service questions, but when we asked her about how she would handle various management challenges, her answers were much shorter and lacked depth. We thought her management skills might be weak, but we were not sure so we asked more questions about managing an office. She got frustrated as we focused on that area and finally admitted the gross exaggeration on her resume. Every year when the regular office manager went on a two-week vacation, she left her role as a clerical person and became the temporary office manager! In ten years, she had been an office manager for twenty weeks, not ten years!
Lying and gross exaggeration are not things that just people applying for lower level jobs will do. Several years ago, the CEO of Radio Shack was fired after it was revealed that the resume he used to get hired claimed two college degrees when in fact he did not have a college degree. This is not the first CEO caught in a lie or gross exaggeration. You have probably also seen lies on resumes revealed about political candidates as they claim degrees or work experiences that are fabricated.
Many people do not start out lying, but a long frustrating job search or thinking that they are more competitive if they lie, can lead many job seekers to not telling the truth. Employers rarely confront this because it can lead to a major argument or other problems. They just do not hire the person they have caught lying. People give away the fact that they are lying by their body language, different responses, eye contact, sweating and other clues. You and your job seekers should know about lies on resumes.
To see this revealing article, click here.
ARE YOUR JOB SEEKERS
USING
THE WORK OPPORTUNITY TAX CREDIT
TO ITS FULL POTENTIAL?
The Work Opportunity Tax Credit is under utilized. Very few job seekers know about it, or, if they do know about it, they do not know how to explain it to an employer. Part of your mock interview training should be helping eligible job seekers know when and how to introduce this hiring incentive. This comprehensive website is filled with a lot of useful information that will be helpful to job seekers and employers.
Click here to go to the website.
DON'T MISS THESE UPCOMING
LARRY ROBBIN LOW COST WEBINARS!
October 27, 2016
Sponsored by the National Association of Workforce Development Professionals
Do work with youth or adults that have low employment motivation or that "no work no way" attitude? Are you looking for new ways to generate more interest in going to work? If you answered yes to these questions, then do not miss this webinar! This session will give you an entirely new toolbox of proven motivational strategies that work with the hard-to-employ! These innovative approaches will turn that "no work no way" attitude into "I got the job!"
November 10, 2016
MAKE YOUR PROGRAM A MAGNET: NEW WAYS TO RECRUIT YOUTH!
Sponsored by the National Y
outh Employment Coalition
For registration information
Learn state-of-the-art strategies that will end your recruitment challenges. Transform successful private-sector marketing and sales approaches used to get youth to buy merchandise into recruitment plans that will help youth buy in to the benefits of your program. Find out how to unleash the power of peer-to-peer recruitment, use the hierarchy of influence, wrap around marketing and learn many other innovative ways to make your program a magnet!
SIX CULTURAL DIMENSIONS OF COMMUNICATION?
This information will be helpful to you, employers and your job seekers. It demystifies cross cultural communication by breaking it down into six dimensions of communication that have a strong cultural dimension. Your employers will find this helpful in working with their employees and in their sales presentations. You will learn why your counseling approaches need to include an awareness of the different ways people communicate. Your job seekers need this to understand their cultural communication style and how to interview better in cross cultural situations. It will also help them and everyone in the workplace and the community.
Learn more about the six cultural dimensions of communication by clicking here.
HUMOR ABOUT WORK
A really bad boss hosted a dinner party for his staff and said everyone that had children should bring them. At work, the boss was constantly acting like an expert on things he knew nothing about. He always had an opinion and the last word about everything even when he had just heard about the topic. He did this all the time. No one liked him and they did not want to come to the party because the boss was such a terrible person, but they felt they had to do it.
All during the sit-down formal dinner one employee's four year old daughter sat staring at the boss. The girl never took her eyes off of him even while she was eating. The boss checked his tie, felt his face for food, patted his hair in place, but nothing stopped her from staring at him. Finally, the bad boss could not stand it any longer. He got everyone's attention and said, "This girl has been staring at me the whole time and I want to know why. Why are you staring at me?" It was so quiet you could hear a pin drop. The little girl responded, "My Dad says you are the worst boss he has ever had and you are always talking out of your butt and I was waiting to see you do it!!"
WHAT ARE THE BEST PRACTICES TO
CONNECT TANF RECIPIENTS AND OTHER LOW INCOME FAMILIES TO JOBS?
To escape poverty, Temporary Assistance for Needy Families (TANF) recipients need good jobs that are growing, are in demand, and provide self-sufficient wages. However, it is often a challenge to connect TANF recipients and other low-income families with these good jobs. Many good jobs require training, education, and credentials beyond the high school level, which most TANF recipients and similar low-income families lack. In addition, without the right tools and resources, it can be difficult to determine which jobs are growing, are in demand, and pay self-sufficient wages. Fortunately, many resources are available, especially from the U.S. Department of Labor (DOL), to help programs and frontline staff. These resources can be used to locate good jobs in their geographic area, match clients' skills and interests to those good jobs, and identify additional education and training clients may require. This excellent report is packed with helpful resources that you can use to help people get on the pathway to self-sufficiency.
WHITENED RESUMES
How do applicants that come from diverse populations deal with prejudice in the hiring process? You may be surprised to find out as you read this revealing report about the whitening of resumes. This is a strategy that some job seekers use to eliminate anything that might reveal their ethnic or racial background in order to increase their chances of getting an interview.
ARE BACK DOOR REFERENCES KILLING
YOUR CANDIDATE'S CHANCES OF
GETTING AN INTERVIEW?
WHAT SHOULD JOB SEEKERS DO IN
THE 15 MINUTES BEFORE THE INTERVIEW?
WHAT DO YOU KNOW ABOUT B CORPS BUSINESSES?
A long time colleague of mine, Matt Poland, was one of the presenters at this year's Jobs for the Future Conference in a workshop about B Corps businesses. I asked Matt to write an article for the newsletter about this emerging type of business. Here is some information about Matt and Jobs for the Future.
Matthew A. Poland is a senior program manager at
Jobs for the Future, a national workforce development and education nonprofit that supports the development of career pathways and building economic opportunity for marginalized populations. Matthew has played key roles in developing and managing workforce development programs for over 13 years including roles managing work-based learning and job placement programming at the United Way of the Bay Area and the PEP Jobs Program at California Pacific Medical Center. His work has included providing strategy and direction in business development, youth engagement and workforce development. He earned his Bachelor of Arts in Psychology from The University of Michigan and his Master of Public Administration from San Francisco State University.
Jobs for the Future
(JFF) is a national nonprofit that works to ensure educational and economic opportunity for all. JFF develops innovative career pathways, educational resources, and public policies that increase college readiness and career success, and build a more highly skilled workforce. With over 30 years of experience, JFF is the national leader in bridging education and workforce to increase mobility and strengthen our economy.
THE FUTURE OF BUSINESS AND THE "B CORP"
The landscape of the business world is ever-changing-from the decline in U.S.-based manufacturing to the shift from desktops to mobile apps. We often hear about the changes in particular industries, the job market and the latest advances in technology, but not about changes in how businesses relate to the world socially. It turns out there are significant changes happening in that respect as well: an evolution that should be of particular interest to education and workforce development practitioners is under way. Businesses are realizing that making a positive social impact is no longer just a nice thing to do but rather making a positive social impact is increasingly critical to their bottom line. One way businesses are changing to meet this demand is by becoming benefit corporations or "B Corps." Workforce and education practitioners can help B Corps and other businesses meet both their need to make positive social impact and their need for a highly-skilled talent pipeline by developing qualified workers who have barriers to employment.
It is not new for business to consider the importance of their social impact. The concept of corporate social responsibility (CSR) has been around for decades, but as is apparent in definitions of the concept (
such as this one from the Financial Times), CSR has largely focused on good faith efforts to take responsibility for improving social impact rather than making this impact core to the business values and model. Evidence is mounting that having a minimally-effective CSR program is no longer good enough for consumers.
Cone Communications found in a survey of global consumers that 90% are likely to switch brands to one with a "good cause," and 90% were also more likely to trust a company that supports social and environmental issues.
Customers aren't the only ones that are expecting better corporate citizenship. Millennials, the future workforce, are also expecting more of their employers in terms of social impact.
Net Impact polled students and concluded that 58% would take a 15% pay cut in order to work for an organization with values similar to their own. The same study found that 72% of students ranked working for a company where they could make a social impact as more important to their happiness than wealth or a prestigious career.
One promising new development in the business world that directly addresses this emerging business need to make a positive social impact is the advent of the benefit corporation, or B Corp. The invention of a nonprofit organization called
B Lab, the B Corp is a new legal structure that allows businesses to more wholly commit to the "triple bottom line" of profit, social impact, and environmental responsibility. While many B Corps are small businesses, there are over 1,800 of them in 50 countries, including several well-known companies like Method, Patagonia, and Ben & Jerry's. B Lab works with businesses to assess their business model and help them to set goals for social and environmental impact and provides a B Corp certification for those that qualify. Essentially, the B Corp legal structure and certification from B Lab allows businesses to transcend the average CSR of the past and make real social impact core to their business model.
Businesses such as B Corps are recognizing that social impact is critical to their competitiveness because both their customers and employees demand it. In other words, making a positive social impact is becoming a business need. Education and workforce development professionals are thus uniquely equipped to help businesses with meeting two key needs for business-making a positive social impact and developing a qualified workforce to fill their positions. Hiring job candidates with barriers to employment and working with career and technical education programs to train and develop the future workforce makes even better business sense. Education and workforce development professionals have an unprecedented opportunity to guide businesses into this new future of social responsibility. Will they take advantage?
WHY SHOULD EMPLOYERS HIRE PEOPLE OVER 55?
If you work with people that are 55 or older this article will give you and your job seekers some good statistics and perspectives about why hiring people over 55 makes good business sense. The article also includes some helpful resources.
THE MANAGEMENT CORNER
PARTNERING WITH EMPLOYERS TO CREATE
ADVANCEMENT OPPORTUNITIES FOR
LOW SKILL WORKERS
The current economic climate in the United States and the difficulty employers face in hiring and maintaining a skilled workforce in an increasingly competitive and global economy have generated interest in developing and promoting policies and programs that can most effectively help low-skill individuals gain job skills and move up the economic ladder, while also enhancing the viability and competitiveness of businesses. Employer involvement is critical to the success of these policies and programs. This paper explores the reasons why employer partnerships are important for improving economic outcomes for both low-skill workers and businesses. It identifies the factors that have hindered the growth of these partnerships as well as promising approaches-incumbent worker training and sectoral training-to build partnerships. It concludes with a discussion of policy considerations for creating and sustaining partnerships with employers to provide skill development opportunities.
To learn how workforce program management can partner with employers to create these advancement opportunities click here.
WHAT ARE THE LAWS ON
EMPLOYMENT DISCRIMINATION?
Most job seekers, employers and workforce professionals do not have a full understanding of the laws that protect people from employment discrimination. This resource summarizes the federal protections and there are also often local laws that you should know about as well.
Click here to learn more about people's employment rights.
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