JOB DEVELOPER TRAINING

What are job developers and why do we support them?

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We consider successful lifelong employment begins with opportunity. For many neurodivergent and disabled job seekers, the first step into the world of employment can be met with obstacles and uncertainty. Job Developers work with organizations to find opportunities for successful employment by educating the employer, supporting the employee as they get started, and continuously being a resource to continue the successful relationship between the employee and the business. At grit & flow, we have received grants in the States of California and Connecticut to support this valuable group.

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Two Types of Training Formats

Train the Trainer:

Skills to Transfer to Clients

We do the research, you gain the knowledge! grit & flow trains you to be the trainer in a wide range of areas from interviewing to workplace readiness. We add new tools to your toolbox to energize your clients to obtain successful careers and thrive.

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Job Developers
to Business Developers

Finding businesses to be partners requires you to know how to speak to businesses and what attracts your services to their organization. grit & flow provides "business school" to help you build impactful relationships that lead to careers for your clients.

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INTERESTED IN JOINING A TRAINING SESSION?

Turning Job Developers into Business Developers

 

Changing the narrative from job developer to business developer and having tools  as well as strategies to engage your local business. This will create mutually beneficial partnerships allowing for an extensive pipeline of employment.

Job Developer
Competencies:

1. Job Developer Confidence

  • An assessment tool will be used to identify the areas for growth in the domains of believing in students, marketing to employers, and connecting to students and potential employers
     

  • A report of scoring for believing, marketing, and connecting
     

  • Self-awareness of areas of strengths and weaknesses
     

  • Frame of mind set for future training

2. Understanding Disability Models and ADA

  • Ability to use the models of disability to understand and connect with job seekers and employers
     

  • Confidently explain the application of the ADA for hiring and supporting job seekers and educating employers

3. Foundational Competencies

  • Explore and practices foundational competencies of job developers in the areas of purpose, attitudes and values, and fundamental communication skills
     

  • Knowledge of the five attitudes and values for professional relationship building
     

  • Understand and know how to apply fundamental communication skills of effective listening, connecting mediation and negotiation, and advocacy

Building the Value Proposition:

1. Understanding Corporate Hiring

  • Introductory knowledge of employment supply and demand

  • Understanding of Human Resource practices and various structures within organizations
     

  • Review of business language in employee selection
     

  • How the employment rate impact available jobs
     

  • Know how HR departments are structured and how to approach each based on the structure
     

  • Know how to communicate with HR professionals effectively

2. Selling the Value Proposition

  • Understand what a value proposition is and how it is used

  • Dissect the components of a persuasive value proposition
     

  • Create your value proposition
     

  • Know how to apply the three parts of a value proposition for different situations

3. Laws that Affect Your Client

  • Clarity on the Americans with Disabilities Act (ADA) and how they apply to employee selection and accommodations

  • Understand the purpose of the Equal Employment Opportunities Council (EEOC), Office of Federal Contract Compliance Program (OFCCP), ADA 
     

  • Knowledge of when EEOC needs to be involved, OFCCP needs to be involved
     

  • Strategies to use EEOC and OFCCP to increase employment opportunities

Train the Trainer: Skills to Transfer to Clients

 

The goal is to transfer knowledge of a research-based curriculum on interviewing, communicating with potential employers, soft skills, as well as establishing a professional online presence to job developers to enhance their ability to support their clients.

Tools to Assess Strengths

  • Provide job developers with a variety of tools to assess and identify strengths relating to employment for clients

Online Profiles

  • Establish a LinkedIn profile through using passion, skills, and experiences to populate

  • Understand applicant tracking system and keywords to use in profiles

  • Overview of best practices for communicating online professionally

Breaking Down the Interview (Research-based)

  • Understand the meaning behind common interview questions

  • Know criteria for answering the questions in a professional and job-related manner

  • Understand behaviors and language to avoid

  • Interview Practice Curriculum: Establish a process for interview measuring interview confidence and execution

Creating Goal Orientation Identity for Job Seekers

  • Introduce process for establishing the personal agency in the career domain

  • Establish vocational identity

  • Understand different goal orientations

Tools for Assessing Work Readiness

  • Provide job developers with a variety of tools to assess and identify work readiness in a variety of occupation-related domains

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