Preparation reduces generic outreach and increases the likelihood of a discovery meeting. Employer engagement improves when materials are concise and focused on business value and clear support commitments.
Employer research
(30–60 minutes per employer)
Confirm locations, departments, hiring patterns, and shift structure.
Identify decision-makers (HR, operations, site supervisors).
Review postings to distinguish required vs preferred qualifications.
Draft a business needs hypothesis (vacancies, turnover, skills gaps).
Identify a value add for outreach (sector insight, retention supports, incentive overview).
Recommended Employer-Facing Assets
Capability statement (1 page) that provides a concise overview of who you serve, what employer solutions you offer (e.g., pipeline, WBL, retention supports), and the specific value you bring to employers; this should be designed to make it easy for employers to understand and say “yes” to a next step.
Partnership menu (1 page) in the form of a simple, scannable “options sheet” that lays out clear ways an employer can engage (e.g., hiring pipeline, job shadows, paid work experience, internships, OJT), including what the employer provides, what your organization provides, and the level of time and effort required.
Support model brief (1–2 pages) describing pre-hire and post-hire supports and escalation routes. This brief should be a clear, employer-friendly summary of the supports you provide before and after hire (e.g., screening, coaching, barrier resolution), including who to contact and how escalation works if issues arise.
Incentives quick reference (WOTC, bonding, OJT reimbursement) with timelines and responsibilities. This should be a simple one-pager that explains each incentive in plain language and spells out key deadlines, required steps and forms, and who is responsible (i.e., employer vs. workforce partner) so nothing falls through the cracks.
Outcomes snapshot and success stories (permission-based). These should be short, visual summaries of results (e.g., placements, retention, wages, promotions, etc.) paired with brief success stories, shared only with consent, to build credibility and show what partnership success looks like in practice.
CareerOneStop’s Business Center (sponsored by the U.S. Department of Labor) provides employer resources for recruiting, training, and retaining workers. Visit their Employer Resource Hub for additional resources, including those for: [7]
IWL Resource Hub