Hiring From Job Training Programs

Hiring From Training Programs

Hiring from job training programs is a great way for MSP business owners to add value to both their companies and their communities.

 

For very little risk, and no cost to the employer, most small business owners can take advantage of the dozens of workforce readiness programs available in each state.

For five years, Managed Sales Pros US call center partner Everywhere Managed was able to take advantage of on the job training programs in the state of Nevada that allowed us to lower our recruiting costs, lower our cost of goods sold, and eliminate significant training overhead.

Why Hire From Job Training Programs?

After creating the correct playbooks and processes, Everywhere Managed was able to have a brand new agents performing (scheduling sales appointments for MSPs and vendors)  by their third week of employment.  The state of Nevada paid for 12 to 16 weeks of on-the-job training for all of our new hires.   On average, call centers experience turnover events  most often during the first two weeks  of employment.  If a new hire stays for the first 90 days, that employee will normally stay for over 18 months.  With all of our entry level salaries covered by the state, hiring through the Silver State job training program made the call center extremely profitable – even with the high turnover that all call centers experience.  We’ve done the math.  Replacing a trained and qualified call center agent costs $12,000.00 per agent.  Hiring from placement programs eliminated that expense and allowed us to hire more agents than we needed.  Normally being overstaffed will limit your profitability.  With the support of job training programs, your company can take more risks and hire more people.

When your new hire salaries are covered by state-sponsored proramming, you have very little risk associated to making your new hire.

Job training program coordinators will help you with everything from writing and posting your job ad right through to helping you participate in job fairs, setting up group interviews and helping you find the most suitable candidates for your role.

It saves you time, it saves you money, and it gives you access to a never-ending stream of potential new hires.

What Are the Risks Associated with Job Training Programs?

There are some challenges when you’re supporting candidates who are particiapting in job training programs.

Candidates may have prison records.

If your company requires background clearances, you’ll want to let your employment placement contact know this right up front so they can prevent wasted time and uncomfortable conversations.

Candidates may have  had previous issues with substance abuse.

Our company hired directly out of rehabilitation programs and worked with candidates to plan for recovery meeting attendance and facilitated the often unpredictable court mandated drug test schedule.

For those who feel uncomfortable hiring candidates who struggled with substance abuse, I’m a living testimonial to how lives change when people change.

How Do Job Training Programs Work?

Programs vary from state to state.  In our case, any candidate we hired who was receiving any goverment benefits was a candidate that we received government funding for.

Some of the regulations around the program we participated in included:

  • Jobs  must pay at least $11.00/hour
  • Jobs must be full time, not 1099.
  • Jobs must not be seasonal

What Are Common Misconceptions for On The Job Training Programs?

On the job training programs exist to support people who are looking for work.  If you’ve ever drawn unemployment, you were a candidate to participate in workforce placement programming.  Not every candidate will require help, and not every program is suitable for every candidate.

“These candidates all have prison records and drug problems.”

While some candidates  are returning to the work force after battling some pretty big demons, this is just one type of re-entry program. Many government programs are focused on helping marginalized populations find employment.  Some employment assistance programs focus on helping single parents with signficant employment gaps find work and child care support.  There are programs that help domestic abuse survivors find employment after helping them settle in to a new community.  Many programs focus on helping those who are experiencing homelessness find safe housing and permanent employment.  There are programs that help children who are aging out of the foster care system find jobs and support.   There are programs that help retrain military veterans.  Not everyone ended up down on their luck due to their own choices – many people didn’t have a great assorment of options to begin with.

“You can’t terminate an underperforming employee if they’re subsidized.”

This is false.  Your expectations for your new hires should be identical regardless of where you’ve hired them from or how their salaries get covered.  If they’re not a fit for your business, have issues with attendance or are not able to perform the tasks required, you can terminate a candidate hired through workforce readiness the same way you would terminate a candidate hired any other way.

“People don’t really want to work.”

People do want to work.  Not all people have access to the things they need to job hunt.  Not everyone has home internet.  Not everyone has suitable child care arrangements.

Who Makes a Great Sales Development Agent?

Sales development – or telemarketing – is a role that can take you from minimum wage to millionaire – and is a very overlooked career path.

Anyone can be a great sales development agent.

One thing we’ve tried hard to educate the market on over the last seven years is this:  sales development is a process.  If you can follow a process, you can be a great sales development agent.  If you can build a process, you can train a great sales development agent.

How Can You Help Your Work Placement Candidates Make Better Transitions?

Empathy and curiosity can create an unbeatable sales development team.

Many articles have been written about empathy and leadership through the pandemic.

https://hbr.org/2020/04/empathy-starts-with-curiosity

https://cclinnovation.org/wp-content/uploads/2020/03/empathyintheworkplace.pdf

https://www.forbes.com/sites/forbescoachescouncil/2020/02/06/the-importance-of-empathy-in-leadership/

Workforce job training programs require champions to succeed.  We found simple things – like understanding how long three weeks can be for someone who hasn’t had a paycheck in a while can be – make a huge difference in supporting job training candidates.  Simple things like helping new hires get to work with a free bus pass, or making sure there was always healthy food available for the office and for take home made the first few weeks at work less difficult for a new hire.   We provide cash bonuses for small achievements during a candidate’s first month.

There are hundreds of candidates in your market waiting for a chance to impress their next employer.

On October 5th at 4 PM ET, join me as I walk you through how to find programming in your state, how to get your company set up to hire out of job training programs, and how to help your new hires thrive after a temporary setback!  Register here to join live or watch the on-demand version!