How to Keep Employers Engaged

Higher presents a guest post from Ellie White with World Relief Seattle.

In the World Relief Seattle employment office, the employment team uses a whiteboard to keep track of job leads and prospective applicants. Black pen indicates companies that have open positions, while colored pens (each color representing a different employment program) indicate employment program participants who are interested in applying to the corresponding company.

Usually, the board has a healthy balance of companies and job seekers. However, sometimes there is more black than colored ink, which highlights the imbalance between the number of employment opportunities and available candidates.

How can your employment program best navigate this situation?

Be Honest

Always try to stay positive when an employer partner reaches out with a job opportunity. “Thanks for checking in,” one might say, “I’ll pass this along to my team and we’ll let you know if we have any great candidates for you.” Even if your agency doesn’t have a client for the position, it’s important to remember that one of your teammates might have recently connected with a new or former program participant that would be an excellent candidate.

If after three days to two weeks of looking for candidates (depending on the timeline of the employer) results in no job applicant prospects, check back in with the employer and let them know that you don’t currently have any available candidates. End the conversation by asking the employer if they would like you to continue to identify candidates for the position. In this situation, checking in by email occasionally often works best (depending on the employer). A quick message of, “I hope things are going well?” often gets a response of, “Thanks for checking in – we’re good at the moment,” or, “I’m glad you asked -we’re still looking to fill two positions.”

Communicate with honesty to maintain a strong and trusting relationship.

Keep the Long View

Employment programs thrive when employment staff focuses on cultivating employer relationships. Your goal is a mutually beneficial long-term relationship with a local employer partner – never a single job for an individual program participant.

The company values your communication, service, and history of providing excellent candidates and follow-up support, even if you don’t have applicants for current openings.

Refer Employers to Other Employment Programs

A few years ago, a collection of refugee employment service providers in King County, WA, gathered together to create the Refugee Employment Coalition (REC). The coalition meets together for professional development, special projects, and to share employment leads.

When World Relief has no job applicants for an employer partner, they contact the service providers in the REC and share the job leads. World Relief sees this as an opportunity to strengthen its relationship with the employer and the other service providers. However, before referring your employment partners to other service providers, make sure you are able to vouch for the quality of their employment services.

Refugee employment work is a giant puzzle with moving parts that sometimes fit together and sometimes do not. As this puzzle shifts with client arrivals, the job market, and a variety of other uncontrollable factors, we can do our best to provide excellent service to our employer partners so that they continue to have a wonderful experience hiring newly-arrived refugees!

Write to us at information@higheradvantage.org about all the creative ways in which you are keeping employers engaged.

 

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Comments

  1. Loren Bawn says:

    Excellent message, concisely presented! For those who feel sharing openings with other refugee placement agencies is counter-productive, please consider the value it has for strengthening your relationship with your employer-customer, and for building community support for refugees in general. A rising tide lifts all boats!

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