Executive interviews for workforce development professionals

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Workforce development has not yet fully embraced the power of executive interviews. By organizing interviews with local CEO's, workforce investment boards could coordinate information that local colleges, economic develop;ment and their own business representatives are collecting by using a shared database and all asking the same questions so that logical comparisons can be made and follow-up with the employer can be planned in a logical way.

Business Immobilien

Executive Interviews and
Business Retention Services
for Workforce Development Professionals

Eric P. Canada
Blane, Canada Ltd.

© Blane, Canada Ltd.

Common Element?

Build coalitions
Convene, facilitate, and broker

Forecast
Gather and analyze data
Anticipate, prepare for, and manage

© Blane, Canada Ltd.

US DOL

…defines the purpose of the 21st Century Public Workforce Development system to:

Build coalitions of business and community stakeholders.
Convene, facilitate, and broker connections within the network

to stays one-step ahead of labor market trends, and forecast
employers’ workforce demands
Gather and analyze data and plan a strategy designed to

anticipate, prepare for, and manage economic transitions.
© Blane, Canada Ltd.

Getting to US DOL Purpose

How does workforce anticipate layoff aversion?

What information should I gather?
How does workforce execute business engagement?

What does collaboration between WIB,
Economic Development and Education look like?
© Blane, Canada Ltd.

Layoff Aversion Options

 Designate a business liaison
 Rely on existing relationships
 Monitor media and rumor mills

 Form emergency response team
 Increase direct contact with business
executives (beyond HR)

© Blane, Canada Ltd.

1st Reaction

Over Used, Impersonal
Inappropriate for
Executive Audience

© Blane, Canada Ltd.

e-Mail Blast Survey

Business Visit Program

1)Relationships
2)Growth Opportunities
3)Red flag issues
4)Service delivery
© Blane, Canada Ltd.

Structured Meeting

The Executive Interview

Why Interview Business Executives?

 Access to CEO Suite
 Credibility & Relationships
 Valuable Information
 Anticipate Changes
 Formulate Strategy
Opportunity to Collaborate
© Blane, Canada Ltd.

Conversation Focus

Workforce
W
E
R K F ORC
O

© Blane, Canada Ltd.

Big Picture
What
influences
workforce
decisions?

© Blane, Canada Ltd.

BR|E Shifting Information Pattern

Business Focus

Economic
Development
Focus

100%

35%

65%

1972

© Blane, Canada Ltd.

55%

45%

1996

2011

Weak Information

Worker Availability and Quality
© Blane, Canada Ltd.

Yawner…
Q1
Q2
Q3
Q4
Q5
Q6
Q7

Q8
Qn
© Blane, Canada Ltd.

Yes, I Get It!
Q1
Q2
Q3
Q4
Q5
Q6
Q7

Q8
Qn
© Blane, Canada Ltd.

Prioritize Recruitment Assistance

182 Firms
Recruitment Problems -53
129
Plans to Expand -42

87
No Room to Expand -63
24
Over 75 Employees -15
9

Priority Target Company List

© Blane, Canada Ltd.

What Business Info

© Blane, Canada Ltd.

Engagement
…Open
Ended
…Open Ended

…Multiple

…Yes

… Ranking

Choice

/No

…Multiple Choice

…Yes/
No

…Open
Ended

…Open Ended

…Open Ended

…Yes/No

Casual
© Blane, Canada Ltd.

Conversational

Non-Threatening

Time Pressure

 Organized
 Focused
 Efficient
 Consistent
© Blane, Canada Ltd.

Build Coalitions

Workforce
Everyone Needs Quality Information
© Blane, Canada Ltd.

Key Points Executive Interviews

 Engagement, engagement, surprise
 About them, not me

 Incorporate business driver issues
 Think about positioning
 Structure yields efficiency, effectiveness
© Blane, Canada Ltd.

Contact Management
Executive Interview

Service Tracking
Reporting
Analysis

Talent CrossPoint
© Blane, Canada Ltd.

Anticipate Hiring and Layoffs
Forecast Service Needs
Better, Faster Decision-Making

Client Knowledge Base

Push Resources Ahead of

Organize, Manage Contacts
Relationship Management

Demand
Predictive

Productive

Service Delivery Tracking
Client Service/Contact
History
One-Click Reporting

Access to Executive Suite
Direct, Executive Contact

Proactive

Executive Interview
Bring Partners Together

© Blane, Canada Ltd.

A Platform
Designed for a
21st Century
Workforce
Development
System
© Blane, Canada Ltd.

Eric P. Canada
Blane, Canada Ltd.
630.462.9222
ecanada@blanecanada.com
Colleen LaRose
North East Regional Employment & Training Assoc.
908.995.7718
colleen@nereta.org
John Metcalf
Thomas P. Miller Associates
317.894.5508
jmetcalf@tpma-inc.com

© Blane, Canada Ltd.

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1. Executive Interviews and Business Retention Services for Workforce Development Professionals Eric P. Canada Blane, Canada Ltd. © Blane, Canada Ltd.

2. Common Element? Build coalitions Convene, facilitate, and broker Forecast Gather and analyze data Anticipate, prepare for, and manage © Blane, Canada Ltd.

3. US DOL …defines the purpose of the 21st Century Public Workforce Development system to: Build coalitions of business and community stakeholders. Convene, facilitate, and broker connections within the network to stays one-step ahead of labor market trends, and forecast employers’ workforce demands Gather and analyze data and plan a strategy designed to anticipate, prepare for, and manage economic transitions. © Blane, Canada Ltd.

4. Getting to US DOL Purpose How does workforce anticipate layoff aversion? What information should I gather? How does workforce execute business engagement? What does collaboration between WIB, Economic Development and Education look like? © Blane, Canada Ltd.

5. Layoff Aversion Options  Designate a business liaison  Rely on existing relationships  Monitor media and rumor mills  Form emergency response team  Increase direct contact with business executives (beyond HR) © Blane, Canada Ltd.

7. Business Visit Program 1)Relationships 2)Growth Opportunities 3)Red flag issues 4)Service delivery © Blane, Canada Ltd.

8. Structured Meeting The Executive Interview

9. Why Interview Business Executives?  Access to CEO Suite  Credibility & Relationships  Valuable Information  Anticipate Changes  Formulate Strategy Opportunity to Collaborate © Blane, Canada Ltd.

12. BR|E Shifting Information Pattern Business Focus Economic Development Focus 100% 35% 65% 1972 © Blane, Canada Ltd. 55% 45% 1996 2011

16. Prioritize Recruitment Assistance 182 Firms Recruitment Problems -53 129 Plans to Expand -42 87 No Room to Expand -63 24 Over 75 Employees -15 9 Priority Target Company List © Blane, Canada Ltd.

19. Engagement …Open Ended …Open Ended …Multiple …Yes … Ranking Choice /No …Multiple Choice …Yes/ No …Open Ended …Open Ended …Open Ended …Yes/No Casual © Blane, Canada Ltd. Conversational Non-Threatening

23. Key Points Executive Interviews  Engagement, engagement, surprise  About them, not me  Incorporate business driver issues  Think about positioning  Structure yields efficiency, effectiveness © Blane, Canada Ltd.

25. Anticipate Hiring and Layoffs Forecast Service Needs Better, Faster Decision-Making Client Knowledge Base Push Resources Ahead of Organize, Manage Contacts Relationship Management Demand Predictive Productive Service Delivery Tracking Client Service/Contact History One-Click Reporting Access to Executive Suite Direct, Executive Contact Proactive Executive Interview Bring Partners Together © Blane, Canada Ltd.

27. Eric P. Canada Blane, Canada Ltd. 630.462.9222 ecanada@blanecanada.com Colleen LaRose North East Regional Employment & Training Assoc. 908.995.7718 colleen@nereta.org John Metcalf Thomas P. Miller Associates 317.894.5508 jmetcalf@tpma-inc.com © Blane, Canada Ltd.

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3 pieces of business info to one piece of workforce info to better understand and prioritize workforce decision.Layoff Aversion? Firms without room to expand, sometimes move… layoff 100%.
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