This ebook for workforce development agencies provides a step by step guide of the job-driven, demand-driven model.

1. Demand-Driven Process Map
A Step By Step Guide To Engage Employers, Place Workers & Increase Outcomes
Market Research
Lead Generation
Lead Conversion
Skills
Development
Service Delivery
Job Seeker/
Employer
Success
Performance
Management

2. About Launchpad
We help Workforce, Economic & Community Development
organizations transform their programs and the communities they
serve, through the adoption of cloud crm technology and by helping
them align business process to improve efficiencies and
collaboration.

3. 1. Market Research
Labor Market Research is the starting point for business services. Every representative should conduct their own
research within their market as labor trends vary area to area. Use internal data on job openings and client caseloads to
determine supply and demand. Research decision makers and their pain points through meetings and discovery calls.
Determine Market
Supply & Demand
Determine which skills are in
greatest demand by looking at
job openings and surveying
employers. Determine what
the supply of talent is by
inventorying available clients.
Skills Gaps - Often you will
have a supply and demand
gap i.e.: More jobs and few
qualified workers, or visa
versa. In this case try to group
your workers by broad
categories. Leverage OJT to
get workers into positions.
Top Industries
Based on your supply and
demand research, identify
which are the top 3-5
industries you want to target.
Example:
1. Manufacturing
2. Retail
3. Financial Services
Employer Personas
& Themes
Determine who the main buyer types
(personas) for your type of workers, and
what their pain points (themes) are. For
example:
• Executives - Wants to reduce turnover,
and lower costs of recruitment.
• Managers - Wants to see more qualified
candidates, and reduce turnover.
• Human Resources - Wants to see more
qualified candidates, and improved training
• Recruiters & Staffing - Wants to see
more qualified candidates, quick response
times.

4. 2. Lead Generation
Leads are employers who can “potentially’ use your
services. Employer leads are the lifeblood of business
services. The following activity types can help you
generate new leads.
Networking
Networking leads are the
most valuable type of leads,
and the most efficient to
acquire. Ask every employer
client for 2-3 referrals.
Inbound Marketing
The next most valuable leads
come from inbound marketing
i.e. social media, blogging,
webinars, etc. Learn more
about Inbound Marketing.
Use the campaign tab within WorkSource to manage and
track your leads.
Email Campaigns
Use the mass email function
of WorkSource to send out
targeted email campaigns to
prospects lists.
Telephone
Marketing
Making outbound phone calls
to targeted prospects can be
effective, but have lower ROI
compared to the previous
methods.
Cold Calling
The LEAST effective, lowest
ROI activity of the group.
Averages a 1-3% ROI.

5. 3. Lead Conversion
Your marketing and promotion activity will result in inbound employer leads, which need to be converted to opportunities
such as job orders. Implement a standardized process for qualifying and processing these leads.
Capture Leads
Every lead which comes in
through your marketing
activities should be tracked
and followed up on
immediately.
Unqualified Leads
Qualify Leads
Close Leads
Not all leads are equal. This is
where quality trumps quantity.
Call your leads and ask them
a series of questions to
determine if they are qualified.
If a lead is qualified, advanced
the lead forward to a
“Discovery Meeting/ Call”
where you can learn more
about the employers hiring
needs, and try to secure an
opportunity.
Questions you want to ask are
how many employees they
have, how long have they
been in business, and do they
provide training.
If a lead is qualified, move to
the next stage. If unqualified,
send back to marketing.
Secure Opportunity
The goal of every client
meeting is to secure an
opportunity to provide
business services such as
filling their job orders,
providing recruiting or
consulting services.

6. 4. Skills Development
Skills Development is where case management and business services intersect. Case Management plays an important
role in preparing a pipeline of job ready workers to fill employer positions. Make sure you have strong communication
between your case management and business services teams, to ensure effective collaboration.
Eligibility & Intake
Assess & Triage
Training
Job Ready
Determine eligibility for
participants and enroll. All
participants you plan to
place in jobs should be
entered into a searchable
database your job
developers can access.
Assess your case load to
determine their level of job
readiness, and group into the
following categories.
Focus on high-impact training
to get participants job ready.
Work with employers to
design training and give them
opportunities to interview
participants early.
Keep a daily updated list of
your job ready participants so
they can quickly be referred to
employers.
●
Group C - Participants
Not Skills Ready/ Not Job Ready ●
●
Group B - Participants
Skills Ready/ Not Job Ready
Job Ready Not Skills Ready
●
Group A - Participants
Skills Ready/ Job Ready

7. 5. Service Delivery
An essential component of the demand-driven model, is the business services involvement in the hiring process. The
traditional supply-driven model leaves it up to job seekers to self-employ. In the demand-driven model, business services
is actively engaged with the employer to manage the hiring process, through to placements and onboarding.
Sourcing
Job Developers and Case
Manager must have the ability
to search the database of
available workers using a set
of criteria.
The best solution is to have
an integrated Case
Management and Business
Services CRM.
Referrals/
Submittals
Job Developers can act as
the representative to
present the participant. This
allows job developers to
stay involved in the
process, and help the
employer overcome any
objections they have with
the participant.
Avoid having participants
apply to jobs without first
the job developer being
involved in the process.
Manage The
Process
Secure Placements
Work with your employers
hiring managers and HR to
manage the hiring process.
Instead of emailing resumes
and waiting for responses,
proactively ask for interview
times in advance and
schedule for your participants.
Use hiring events to
accelerate the process.
By managing the process, you
increase the probability of
filling a position. Work with
your employers to secure
hiring commitments. Pre-close
with your participants so you
can accept an offer for them
on their behalf. Then call the
participant and make
arrangements for them to
start.
Hiring Events
Well managed and
choreographed hiring events
increase the chances your
participant will be hired by
400%. The also significantly
reduce the time to hire.

8. 6. Client Success
Offer maximum value and ensure customer success by providing ongoing support to the employer and participant. By
staying engaged, you’re able to address challenges as they come up and deepen your relationships with employers.
Onboarding
Schedule regular follow up
calls with the participant as
well as the employer.
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Arrival Calls
First Day Calls
First Week Calls
30, 60, 90 day calls
These calls can be pre
scheduled in your CRM/
Case Management system
and will give you
opportunity to ensure
success as well as secure
new job opportunities.
Managing Cases
If you do identify a problem such as
participant running late due to
transportation or having
interpersonal problems with coworkers, create a case record and
associate specific activities to
ensure follow up and resolution.
Celebrate Success
Celebrate every new
employer success by writing
a short email
announcement and
circulate out to your other
employers and prospects.
Continually promote the
success you and your
clients are having, to
generate new opportunities.

9. 7. Performance Management
Effective performance management is the key success factor for workforce development. Use your CRM/ Case
Management system to run regular reports to track key performance indicators (KPI) of case management and business
services. Have daily, weekly and monthly meetings to ensure staff are meeting and exceeding goals.
Case Management KPI’
s
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Business Services KPI’s
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# New Enrollments
Caseloads by stages
# Job ready participants
Participants by skills type
# Exits
Entered employment
Common measures
Case Report
KPI Cadence
●
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Daily Stand-Up Meetings
(Mornings) 5 mins
Weekly KPI Reports - 30
Month to Goal - 1 hour
Opportunity pipeline by Stage
# New Job Orders
Job orders by type
Referrals by stage
# new placements

10. Demand-Driven Process Map
A Step By Step Guide To Engage Employers, Place Workers & Increase Outcomes
Market Research
Lead Generation
Lead Conversion
Skills
Development
Service Delivery
Job Seeker/
Employer
Success
Performance
Management

11. Contact us:
Phone (949) 253-4106
Email: ajankans@launchpadco.com