Customized Employment means individualizing the relationship between job seekers and employers in ways that meet the needs of both. It is based on a determination of the unique strengths, requirements, and interests of a person with a complex life. The process is designed to meet the workplace needs of the employer and the discrete tasks of the position. When a customized relationship is developed, a shared employment alliance results.

There are four steps to the process.
• Discovery: Job Seekers explore their interests, talents, capabilities, and support needs with the expertise and guidance of AtWork! professional Employment Consultants. During discovery job seekers identify which interests and talents have the potential to lead to future employment opportunities. Job Seekers also have the chance to “try on” various work activities through tours, volunteering and job shadowing.
• Job Development: Job seekers focus their efforts on finding their future job. AtWork! Employment Consultants, using their knowledge of the job applicant and the information developed during the Discovery Step, approach employers on behalf of the individual being served.
• Placement: A time for celebration! When it all comes together and the individual is offered a position that matches their needs and the employers needs, it is a time for congratulations.
• Retention: AtWork! Employment Consultants help the individual keep his or her new found job with on the job coaching and training. The length of time needed will vary depending on the individual’s support needs.

Visit the page jobseekers on this website to learn more about Customized Employment.

Labels: Development, Discovery, retention

Strong human capital strategies, which include recruiting, hiring, and retaining employees with disabilities, are pivotal to maintaining your competitive advantage. By having the right talent at the right place at the right time you meet critical business needs. Your business can profit from a disability talent pool.

Recruiting
· Expand your talent pool by recruiting candidates with disabilities
· Gain access to a skilled and valued workforce
Retention
· Retain the skills and knowledge of employees who acquire disabilities
· Reduce staff turnover
Cost/Benefit
· Reduce the average cost of hiring and training
· Increase productivity and performance using cost-effective technology, tools, and resources
· Leverage tax benefits

Labels: HR, recruiting, retention

Businesses that employ people with disabilities turn social issues into business opportunities. These opportunities translate into lower costs, higher revenues and increased profits.

Increase Revenues
· Access new markets
· Improve productivity through innovative and effective ways of doing business
Reduce Costs
· Reduce hiring and training costs
· Increase retention
· Reduce Costs associated with conflict and litigation
Enhance shareholder value
· Capitalize on opportunities to meet business goals

Labels: opportunities, retention, ROI