{"id":5779,"date":"2021-08-03T09:30:44","date_gmt":"2021-08-03T15:30:44","guid":{"rendered":"https:\/\/supportedemployment.ca\/?p=5779"},"modified":"2023-07-05T16:57:53","modified_gmt":"2023-07-05T16:57:53","slug":"abilities-at-work-podcast-how-can-a-job-developer-help-clients-who-experience-disability-find-work","status":"publish","type":"post","link":"https:\/\/www.supportedemployment.ca\/fr\/abilities-at-work-podcast-how-can-a-job-developer-help-clients-who-experience-disability-find-work\/","title":{"rendered":"Abilities at Work Podcast: How can a Job Developer help clients who experience disability find work?\u200b"},"content":{"rendered":"<iframe src=\"https:\/\/anchor.fm\/abilitiesatwork\/embed\/episodes\/3--How-can-a-Job-Developer-help-clients-who-experience-disability-find-work-e158s4u\" scrolling=\"no\" width=\"800px\" height=\"204px\" frameborder=\"0\"><\/iframe>\n\n\n\n<p class=\"has-medium-font-size wp-block-paragraph\">The third episode of the&nbsp;Abilities at Work&nbsp;podcast explores how a Job Developer can help clients who experience disability find work. A Job Developer who works for a supported employment service provider helps job seekers who experience disability secure employment.<\/p>\n\n\n\n<p class=\"has-medium-font-size wp-block-paragraph\">As we sat down with&nbsp;Charley MacDonald, National Trainer at the Canadian Association for Supported Employment, we asked her to share some of her supported employment job development insights, an example of a situation when she served as bridge between a job seeker and an employer, as well as any key job development resources that our audience should be aware of.<\/p>\n\n\n\n<p class=\"has-medium-font-size wp-block-paragraph\"><strong>Related resources:<\/strong><br>&#8211; Canadian Association for Supported Employment:&nbsp;<a href=\"https:\/\/www.supportedemployment.ca\/fr\/service-providers\/\" rel=\"noreferrer noopener\" target=\"_blank\">Resources for Service Providers<\/a>&nbsp;l&nbsp;<a href=\"https:\/\/www.supportedemployment.ca\/fr\/resource-hub\/\" rel=\"noreferrer noopener\" target=\"_blank\">Centre de ressources pour l'emploi soutenu<\/a>&nbsp;l&nbsp;<a href=\"https:\/\/www.supportedemployment.ca\/fr\/job-development-training\/\" rel=\"noreferrer noopener\" target=\"_blank\">Job Developer Training Course<\/a>&nbsp;l&nbsp;<a href=\"https:\/\/www.supportedemployment.ca\/fr\/employers\/\" rel=\"noreferrer noopener\" target=\"_blank\">Ressources pour les employeurs<\/a>&nbsp;l&nbsp;<a href=\"https:\/\/www.supportedemployment.ca\/fr\/job-seeker\/\" rel=\"noreferrer noopener\" target=\"_blank\">Resources for Job Seekers<\/a>&nbsp;<br>&#8211; Charley MacDonald:&nbsp;<a href=\"https:\/\/www.supportedemployment.ca\/fr\/about-us\/meet-our-staff\/#:~:text=%3E-,charley%20macdonald,-National\" rel=\"noreferrer noopener\" target=\"_blank\">Bio<\/a>&nbsp;l&nbsp;<a href=\"https:\/\/www.linkedin.com\/in\/charley-m\/\" rel=\"noreferrer noopener\" target=\"_blank\">Connect on LinkedIn<\/a><br><\/p>\n\n\n\n<p class=\"has-medium-font-size wp-block-paragraph\"><strong>Subscribe to the Abilities at Work podcast<\/strong> on:<\/p>\n\n\n\n<ul id=\"block-5dc50a9c-4cb1-4fe6-88b4-37d6d0e47d54\" class=\"has-medium-font-size wp-block-list\"><li><a href=\"https:\/\/anchor.fm\/abilitiesatwork\" target=\"_blank\" rel=\"noreferrer noopener\">Ancre.fm<\/a>;<\/li><li><a href=\"https:\/\/podcasts.apple.com\/ca\/podcast\/abilities-at-work\/id1576451462\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>Apple Podcasts<\/strong><\/a>;<\/li><li><a href=\"https:\/\/www.breaker.audio\/abilities-at-work?__cf_chl_jschl_tk__=531581108da57b87fceb44ffdad34ec7ccca8ae0-1626367799-0-Aa2eJ0jo-V4rxwPGrmLvU3BKbIQeJQ4k05Ui2W8aiASEKsai9sKIBJLgO0_WOz_peIy5DDJMQZVrKXJYulrEJnDE36d5xjLKX1K63IBO7Xl0Iv2kwTqarb4vvsDGwxbIpDz1WKCLtOBKEOZSEBq60cF-zO214kkESDzqZTS4kax7rb81nNS85zcNFIHEMAcLO7r3YB9RbS7T8sgjD96xIRrwb3CWguYcYf0wYAWPn9rYkd4CaM7opV2WQoD1wXdxq9GfaQG9jGyRbUlkGsC9dPESMXqbG58MXo23g-6vrxPGEnfM0zGdloveGjtOb7w0KjYB3iZfIemZtX0B3BRs4DOheEUd_a3whZqUTIA1n4Y_w5xB6YRIz4OHWepDXvL6qNL8Yt7H7Kp41cxXzhWt0IvkGyDgrL97ANP1Q9Pky1kNpJCuc-H7uo5xL55B5WXaa4aEDR9dDdV9WDfi8It_GcGNYEJbBUEcJhd_P4WL4Om0\" target=\"_blank\" rel=\"noreferrer noopener\">Disjoncteur<\/a>;<\/li><li><a href=\"https:\/\/podcasts.google.com\/feed\/aHR0cHM6Ly9hbmNob3IuZm0vcy82MTVjNGM1MC9wb2RjYXN0L3Jzcw==\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>Google Podcasts<\/strong><\/a>;<\/li><li><a href=\"https:\/\/pca.st\/crc9z7hf\" target=\"_blank\" rel=\"noreferrer noopener\">Pocket Casts<\/a>; ou<\/li><li><strong><a href=\"https:\/\/open.spotify.com\/show\/6tIFTQvEyQWLuIhmOwLQlk\" target=\"_blank\" rel=\"noreferrer noopener\">Spotify<\/a><\/strong>.<\/li><\/ul>\n\n\n\n<figure class=\"wp-block-image size-full\"><img decoding=\"async\" src=\"https:\/\/www.supportedemployment.ca\/wp-content\/uploads\/2021\/08\/Abilities-at-Work-podcast-logo-1.png\" alt=\"Abilities at Work podcast logo\" class=\"wp-image-6070\"\/><\/figure>\n\n\n\n<p class=\"wp-block-paragraph\" style=\"font-size:24px\"><strong>Transcription de l'\u00e9pisode de podcast :<\/strong><\/p>\n\n\n\n<p class=\"has-medium-font-size wp-block-paragraph\">This is Abilities at Work, a weekly podcast hosted by the Canadian Association for Supported Employment.&nbsp;&nbsp;<\/p>\n\n\n\n<p class=\"has-medium-font-size wp-block-paragraph\"><strong><em>Alex&nbsp;Rascanu:<\/em><\/strong><strong>&nbsp;<\/strong>Hello everyone! I\u2019m your host, Alex&nbsp;Rascanu.&nbsp;The&nbsp;third&nbsp;episode of the Abilities at Work podcast&nbsp;explores&nbsp;how a&nbsp;Job Developer can help clients who experience disability find work. As we sat down with Charley&nbsp;MacDonald, National Trainer at the Canadian Association for Supported Employment, we asked her to share some of&nbsp;her&nbsp;insights&nbsp;on this.<strong>&nbsp;<\/strong>&nbsp;<\/p>\n\n\n\n<p class=\"has-medium-font-size wp-block-paragraph\"><strong><em>Charley&nbsp;MacDonald:&nbsp;<\/em><\/strong>When we think of job development, it\u2019s really critical that Job Developers build ongoing and nurtured relationships with employers, and that\u2019s ultimately what\u2019s going to lead to those meaningful employment opportunities for persons who experience disability.&nbsp;&nbsp;<br>I\u2019m going to speak to that side of working with the employer today.&nbsp;I think of it as a bridge.&nbsp;I picture one side of the bridge is an employer champion in inclusive hiring&nbsp;and has built an inclusive, diverse workplace. At the other side of the bridge may be an employer who is new to building an inclusive workforce or has not hired a person who experiences disability&nbsp;before and is starting that journey. As a Job Developer looking at that bridge, I think a critical piece is that we need to meet the employer wherever they are on that bridge&nbsp;when we first start connecting with them and then, through educating and supporting them and offering services, we can&nbsp;help them cross over and become that champion on the other side. We meet&nbsp;them&nbsp;where they\u2019re at first, and then start to build a foundational relationship leading to an ongoing, long-lasting partnership that results in new opportunities and connections in the business community.&nbsp;That\u2019s an overview of how I\u2019m coming at this conversation.&nbsp;&nbsp;<br>As Job Developers, when we\u2019re connecting with new employers, there are so many strategies for doing that: if it\u2019s a public-facing business, patronize and get to know their business a little bit, connect through existing network connections (personal and professional networks),&nbsp;conduct cold calls to make that initial connection (don\u2019t go in asking for something, but go in offering something, be a visible and active member&nbsp;in the business community at large by being a regular attendee at chamber of commerce events, joining local business associations or clubs, participate in career expos, job&nbsp;fairs and being a visible organization within the community which allows you to keep your finger on the pulse of what\u2019s happening&nbsp;in your local&nbsp;labour&nbsp;market. Another critical piece there is flexibility as a Job Developer,&nbsp;staying open to any opportunity to connect with local employers. Once we have that connection with employers, it\u2019s critical that we offer high quality, consistent, accountable services&#8230;&nbsp;and celebrate our inclusive employers, those who have&nbsp;crossed the bridge to the other side and are now champions of inclusive workplaces, celebrate them, invite them to speak to other employers, invite them to share testimonials, nominate them for awards around inclusivity. All these pieces can continue to nurture that ongoing relationship.&nbsp;&nbsp;<br>When we\u2019re making that first connection,&nbsp;how do we make that connection? A critical piece there is that we want to speak about the business case, the benefits to a business for building an inclusive workplace \u2013 it makes good business sense. Our role is to communicate these things with&nbsp;prospective employers, and it\u2019s really important that we use business language, speak to their bottom line on how building an inclusive workplace is going to&nbsp;benefit their business. And we\u2019re going to support them along the way, sharing&nbsp;whatever services our unique organization is able to offer: it could be no cost recruitment and retention services,&nbsp;long term supports, support with interviews,&nbsp;MentorAbility&nbsp;which is a great way to employers to become familiar with&nbsp;working with people who experience disability, offering to do an informational interview&#8230; before we get into \u201clet\u2019s hire somebody.\u201d It\u2019s critical that make that right fit.&nbsp;<br>You really want to speak to how working with your organization, and hiring persons who experience disability will save time and money. Through no cost recruitment and retention services, in addition to the facts that we know such as higher rates of retention that inclusive workplaces see, employers are able to save time and money on&nbsp;recruitment.&nbsp;<\/p>\n\n\n\n<p class=\"has-medium-font-size wp-block-paragraph\"><strong><em>Alex&nbsp;Rascanu:&nbsp;<\/em><\/strong>In your current role with the Canadian Association for Supported Employment, you train job developers at supported employment service providers with respect to how to best establish a bridge between job seekers&nbsp;who have&nbsp;the skills and experience&nbsp;that&nbsp;employers&nbsp;require, and the employers themselves.&nbsp;Can you look back to a time in the past when you were serving as Job Developer&nbsp;yourself and describe a situation in which you were successful in making that match? How you went about doing that?&nbsp;<\/p>\n\n\n\n<p class=\"has-medium-font-size wp-block-paragraph\"><strong><em>Charley&nbsp;MacDonald:&nbsp;<\/em><\/strong>I\u2019m thinking back to a time when I was part of a team of Job Developers&nbsp;and an employer&nbsp;who&nbsp;owned a&nbsp;newly opened&nbsp;fast-food&nbsp;franchise. We&nbsp;knew we wanted to connect with that employer in their early stages of development. We were able to connect and share about the benefits of inclusive hiring: spoke about the business case, shared&nbsp;our experience, really built that foundation&#8230; and when the time&nbsp;came&nbsp;we had some candidates who were interested and would fit the different roles that were&nbsp;available.&nbsp;We&nbsp;collaborated with that employer in doing some working interviews; the candidates went in and did some of the work so the employer could see where they could be a best fit in the organization. Three individuals were hired at the company\u2019s beginning, and&nbsp;we offered long term support from then on. Job coaching was a service that our organization was able to provide, to support with the onboarding and initial training, as needed. The employer became a business champion for inclusive hiring and quite frequently calls the Job Developer who is now there to discuss new positions that come up to find out if&nbsp;any suitable candidates are available. As Job Developers, that\u2019s what we\u2019re striving for \u2013 we want our employer partners reaching out to us when they have new positions that they\u2019re hiring for. We started with that foundation, and offered different ways for the employer to become engaged, and build their own comfort level and confidence.&nbsp;We supported as needed and, as individuals we had placed into jobs where were advancing in the company, additional roles became available and we were reached out to in order to find suitable candidates.&nbsp;&nbsp;<\/p>\n\n\n\n<p class=\"has-medium-font-size wp-block-paragraph\"><strong><em>Alex&nbsp;Rascanu:&nbsp;<\/em><\/strong>Our&nbsp;final&nbsp;question for&nbsp;Charley was what are some key resources that are&nbsp;available&nbsp;to supported employment job developers?&nbsp;<br>&nbsp;<br><strong><em>Charley&nbsp;MacDonald:<\/em><\/strong>&nbsp;The Canadian Association for Supported Employment, on the&nbsp;<a href=\"https:\/\/www.supportedemployment.ca\/fr\/\" target=\"_blank\" rel=\"noreferrer noopener\">www.supportedemployment.ca<\/a>&nbsp;website, provides a resource hub with over 400 resources including myths and facts&nbsp;regarding the&nbsp;hiring&nbsp;of&nbsp;persons&nbsp;who experience disability. Job Developers can use those myths and facts to help new employers shift their current perspective or misunderstanding, and start to see the value that persons who experience disability can bring to a work environment. Providing statistics and research&nbsp;study findings, such as 86% of persons who experience intellectual disability have equal of higher rates of&nbsp;attendance,&nbsp;can be really powerful when speaking with an employer and help dispel a myth. Maybe the employer voices a concern (\u201cIf I hire&nbsp;them&nbsp;I\u2019m scared there will be more sick days or more time off\u201d); by having this kind of resources and tools in our&nbsp;\u201ctoolkit\u201d we can pull from them when&nbsp;meeting with employers. As Job Developers, it\u2019s important that we are informed and up to date, accessing&nbsp;resources like the ones that CASE has on its website.&nbsp;Once an employer starts on the path to develop a more inclusive&nbsp;workplace&nbsp;they can use the self-assessment tool and the HR Inclusive Policy Toolkit that CASE makes available at no cost on its website, and Job Developers can use them to&nbsp;support employers along the way. Any employment service providers listening to this conversation can also check out the Job Development certificate program, an&nbsp;8-week online course that dives into the numerous strategies for connecting with employers and building ongoing partnerships with employers.&nbsp;It\u2019s a&nbsp;collaborative online learning experience,&nbsp;where you can connect with employment service providers from across Canada. Throughout this course numerous tools and resources are shared, which Job Developers can add to their existing \u201ctoolkit.\u201d We currently have two sessions scheduled to begin in September.&nbsp;&nbsp;<br>&nbsp;<br><strong><em>Alex&nbsp;Rascanu:&nbsp;<\/em><\/strong>Thank you for listening to the&nbsp;third&nbsp;episode of the Abilities at Work podcast.&nbsp;In our next episode, we will investigate what is the&nbsp;national mentorship program&nbsp;MentorAbility&nbsp;Canada.&nbsp;Until next time!&nbsp;<\/p>\n\n\n\n<p class=\"has-medium-font-size wp-block-paragraph\">If you like what you\u2019re hearing, make sure to subscribe and share Abilities at Work with someone who needs to hear this message. For more resources from individuals who experience disability with employment&nbsp;or resources to make your workplace more inclusive, visit <a href=\"https:\/\/www.SupportedEmployment.ca\" target=\"_blank\" rel=\"noreferrer noopener\">www.SupportedEmployment.ca<\/a>.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><\/p>\n\n\n\n<p class=\"wp-block-paragraph\" id=\"transcription\" style=\"font-size:24px\"><strong>Transcription de l'\u00e9pisode du podcast :<\/strong><\/p>\n\n\n\n<p class=\"has-medium-font-size wp-block-paragraph\">Voici le&nbsp;balado&nbsp;hebdomadaire&nbsp;Les forces au travail, pr\u00e9sent\u00e9 par l\u2019Association canadienne de soutien \u00e0 l\u2019emploi.&nbsp;&nbsp;<\/p>\n\n\n\n<p class=\"has-medium-font-size wp-block-paragraph\"><strong><em>Alex Rascanu:<\/em>&nbsp;<\/strong>Bonjour, tout le monde! Je suis votre animateur, Alex&nbsp;Rascanu. Le troisi\u00e8me \u00e9pisode du&nbsp;balado&nbsp;Les forces au travail&nbsp;tente de comprendre comment un prospecteur d\u2019emplois peut aider les clients en situation de handicap \u00e0 trouver du travail. Nous avons rencontr\u00e9 Charley MacDonald, formateur national \u00e0 l\u2019Association canadienne de soutien \u00e0 l\u2019emploi,&nbsp;et nous lui avons demand\u00e9 de partager sa vision \u00e0 ce sujet.<strong>&nbsp;<\/strong>&nbsp;<\/p>\n\n\n\n<p class=\"has-medium-font-size wp-block-paragraph\"><strong><em>Charley\u202fMacDonald:&nbsp;<\/em><\/strong>Quand on parle de d\u00e9veloppement de l\u2019emploi, il est vraiment important que les prospecteurs d\u2019emplois \u00e9tablissent des relations durables et nourries avec les employeurs&nbsp;et c\u2019est ce qui, finalement, permettra aux personnes en situation de handicap d\u2019acc\u00e9der aux v\u00e9ritables possibilit\u00e9s d\u2019emploi.&nbsp;&nbsp;&nbsp;<br>Je parlerai aujourd\u2019hui de cette collaboration avec l\u2019employeur.&nbsp; Je vois \u00e7a comme un pont.&nbsp; J\u2019imagine d\u2019un c\u00f4t\u00e9&nbsp;du pont un employeur champion du recrutement inclusif&nbsp;qui offre un environnement de travail inclusif et diversifi\u00e9.&nbsp;&nbsp;De l\u2019autre c\u00f4t\u00e9 du pont, il pourrait y avoir un employeur qui b\u00e2tit pour la premi\u00e8re fois un effectif inclusif ou qui n\u2019a jamais recrut\u00e9 de personne en situation de handicap et qui entreprend cette d\u00e9marche.&nbsp;&nbsp;Lorsque j\u2019observe ce pont en tant que prospecteur d\u2019emplois, je crois qu\u2019il est indispensable d\u2019aller retrouver ces employeurs l\u00e0 o\u00f9 ils se trouvent sur ce pont lors de notre premier contact et, ensuite, nous pourrons les aider \u00e0 passer de l\u2019autre c\u00f4t\u00e9 du pont pour devenir des champions en les sensibilisant, en les appuyant et en leur offrant des services. Au d\u00e9but, nous les rencontrons chez eux&nbsp;et par la suite nous commen\u00e7ons \u00e0 jeter les bases d\u2019une relation qui m\u00e8nera \u00e0 un partenariat continu durable et engendrera de nouvelles possibilit\u00e9s et relations dans le milieu des&nbsp;affaires.&nbsp; Voici de fa\u00e7on sommaire comment j\u2019aborde cette conversation.&nbsp;&nbsp;&nbsp;<br>En tant que prospecteurs d\u2019emploi, lorsque vous approchez de nouveaux employeurs, vous pouvez vous y prendre de plusieurs mani\u00e8res\u202f: s\u2019il s\u2019agit d\u2019une entreprise publique, fr\u00e9quentez-la et familiarisez-vous un peu plus avec son activit\u00e9, connectez-vous \u00e0 elle par le biais de r\u00e9seaux de contacts existants (r\u00e9seaux personnels et professionnels), effectuez des appels spontan\u00e9s pour \u00e9tablir ce premier contact (ne commencez pas par demander quelque chose, mais offrez-leur quelque chose), soyez un membre visible&nbsp;et actif dans le milieu des affaires en g\u00e9n\u00e9ral en participant r\u00e9guli\u00e8rement aux \u00e9v\u00e9nements des chambres de commerce, en adh\u00e9rant aux associations professionnelles ou aux clubs d\u2019affaires locaux, en participant aux salons professionnels, aux foires&nbsp;d\u2019emploi&nbsp;et en \u00e9tant une organisation visible au sein de la communaut\u00e9 pour suivre de&nbsp;pr\u00e8s&nbsp;ce qui se passe sur votre march\u00e9 du travail local.&nbsp;&nbsp;Un autre \u00e9l\u00e9ment important&nbsp;est que vous avez la souplesse en tant que prospecteur d\u2019emploi&nbsp;de rester ouvert \u00e0 toutes les possibilit\u00e9s de contact avec les employeurs locaux.&nbsp;&nbsp;Une fois que vous \u00e9tablissez ce contact avec les employeurs, il est indispensable d\u2019offrir des services de haute qualit\u00e9, r\u00e9guliers et responsables\u2026 et d\u2019honorer les employeurs inclusifs, ceux qui ont travers\u00e9 le pont pour se rendre de l\u2019autre c\u00f4t\u00e9 et qui sont d\u00e9sormais des champions en mati\u00e8re de milieu de travail inclusif. Il faut les honorer, les inviter \u00e0 s\u2019adresser \u00e0 d\u2019autres employeurs, \u00e0 donner des t\u00e9moignages&nbsp;et les s\u00e9lectionner pour des prix&nbsp;d\u00e9cern\u00e9s pour&nbsp;l\u2019inclusion.&nbsp;&nbsp;Tous ces \u00e9l\u00e9ments peuvent vous permettre de continuer \u00e0 entretenir ces relations&nbsp;continues.&nbsp;&nbsp;<br>Lors du premier contact, comment proc\u00e9dons-nous?&nbsp;Un \u00e9l\u00e9ment important dont il faudrait parler&nbsp;est l\u2019analyse de rentabilit\u00e9, les avantages qu\u2019une entreprise peut tirer de la cr\u00e9ation d\u2019un milieu de travail inclusif&nbsp;et cela va de soi sur le plan des affaires.&nbsp;&nbsp;Notre r\u00f4le consiste \u00e0 communiquer ces informations aux futurs employeurs&nbsp;et il est tr\u00e8s important que nous employions le langage des affaires, que nous leur expliquions comment la cr\u00e9ation d\u2019un milieu de travail inclusif profitera \u00e0 leur entreprise.&nbsp;&nbsp;Et nous les appuierons tout au long du parcours, en les informant des services que notre organisation unique peut offrir\u202f: ce pourrait \u00eatre des services d\u2019embauche et de maintien en poste gratuits, un accompagnement \u00e0 long terme, une assistance pour les entretiens d\u2019embauche, l\u2019initiative&nbsp;MentorHabilet\u00e9s&nbsp;qui est un moyen formidable pour les employeurs d\u2019apprendre \u00e0 travailler avec des personnes en situation de handicap, r\u00e9aliser des entrevues exploratoires\u2026 avant de passer au volet \u00ab\u202fembauche\u202f\u00bb.&nbsp;Il est important de faire le bon choix.&nbsp;&nbsp;<br>Vous devez vraiment expliquer comment la collaboration avec votre entreprise&nbsp;et le fait de recruter des personnes&nbsp;en situation de handicap&nbsp;leur permettront d\u2019\u00e9conomiser du temps et de l\u2019argent.&nbsp;Gr\u00e2ce aux services&nbsp;gratuits&nbsp;de recrutement et de maintien en poste, en plus de donn\u00e9es dont nous disposons, tels que les taux de maintien en poste plus \u00e9lev\u00e9s enregistr\u00e9s dans les milieux de travail inclusifs, les employeurs peuvent \u00e9conomiser du temps et de l\u2019argent sur le recrutement.&nbsp;&nbsp;<\/p>\n\n\n\n<p class=\"has-medium-font-size wp-block-paragraph\"><strong><em><strong><em>Alex Rascanu:<\/em>&nbsp;<\/strong><\/em><\/strong>Dans le poste que vous occupez actuellement au sein de l\u2019Association canadienne de soutien \u00e0 l\u2019emploi, vous formez les prospecteurs d\u2019emplois des prestataires de services de soutien \u00e0 l\u2019emploi sur les meilleures techniques pour \u00e9tablir des liens entre les chercheurs d\u2019emploi qui ont les comp\u00e9tences et l\u2019exp\u00e9rience que les employeurs recherchent et les employeurs eux-m\u00eames. Pouvez-vous penser \u00e0 un moment o\u00f9 vous \u00e9tiez vous-m\u00eame prospecteur d\u2019emplois et nous expliquer une situation dans laquelle vous avez r\u00e9ussi \u00e0 faire ce rapprochement? Comment vous y \u00eates-vous pris?&nbsp;<\/p>\n\n\n\n<p class=\"has-medium-font-size wp-block-paragraph\"><strong><em><strong><em>Charley\u202fMacDonald:<\/em><\/strong>&nbsp;<\/em><\/strong>Je pense \u00e0 une \u00e9poque o\u00f9 j\u2019\u00e9tais dans une \u00e9quipe de prospecteurs d\u2019emplois et \u00e0 un employeur qui venait d\u2019acqu\u00e9rir une franchise pour un restaurant rapide nouvellement ouvert. Nous savions que nous voulions nous associer \u00e0 cet employeur d\u00e8s les premi\u00e8res phases de leur cr\u00e9ation.&nbsp; Nous avons pu \u00e9tablir le contact et expliquer les avantages du recrutement inclusif. Nous avons parl\u00e9 de l\u2019analyse de rentabilit\u00e9, partag\u00e9 notre exp\u00e9rience, pos\u00e9 le fondement\u2026 Et quand vint le temps, nous avions des candidats qui \u00e9taient int\u00e9ress\u00e9s et qui pouvaient pourvoir les diff\u00e9rents&nbsp;postes&nbsp;disponibles.&nbsp; Nous avons collabor\u00e9 avec cet employeur en effectuant quelques entretiens. Les candidats sont all\u00e9s et ont effectu\u00e9 certaines t\u00e2ches pour que l\u2019employeur d\u00e9termine quel poste pouvait leur convenir le mieux au sein de l\u2019entreprise.&nbsp; Trois personnes ont \u00e9t\u00e9 recrut\u00e9es d\u00e8s les d\u00e9buts de l\u2019entreprise et nous avons apport\u00e9 un accompagnement \u00e0 long terme depuis lors. L\u2019encadrement professionnel \u00e9tait un service que notre entreprise a pu offrir pour appuyer l\u2019int\u00e9gration et la formation initiale,&nbsp;le cas \u00e9ch\u00e9ant.&nbsp; L\u2019employeur est devenu une entreprise championne du recrutement inclusif et appelle tr\u00e8s souvent le prospecteur d\u2019emplois qui est d\u00e9sormais disponible pour discuter de nouveaux postes cr\u00e9\u00e9s pour trouver des candidats qualifi\u00e9s.&nbsp; En tant que prospecteurs d\u2019emplois, c\u2019est ce \u00e0 quoi nous aspirons. Nous voulons que nos partenaires employeurs fassent appel \u00e0 nous lorsqu\u2019ils ont de nouveaux postes pour lesquels ils embauchent.&nbsp; Nous avons commenc\u00e9 par ce fondement et offert diff\u00e9rentes fa\u00e7ons aux employeurs de s\u2019impliquer, et d\u2019\u00e9tablir leur propre niveau de confort et de confiance.&nbsp; Nous avons apport\u00e9 le soutien n\u00e9cessaire et, \u00e0 mesure que les personnes que nous avions plac\u00e9es \u00e0 ces postes avan\u00e7aient au sein de l\u2019entreprise, de nouveaux postes s\u2019ouvraient et nous avons \u00e9t\u00e9 contact\u00e9s pour trouver des candidats qualifi\u00e9s.&nbsp;&nbsp;&nbsp;<\/p>\n\n\n\n<p class=\"has-medium-font-size wp-block-paragraph\"><strong><em><strong><em><strong><em>Alex Rascanu:<\/em><\/strong><\/em><\/strong>&nbsp;<\/em><\/strong>Notre derni\u00e8re question pour Charley \u00e9tait\u202f: quelles sont les principales ressources qui sont disponibles pour les prestataires de services de soutien \u00e0 l\u2019emploi?&nbsp;<br>&nbsp;<br><strong><em><strong><em>Charley\u202fMacDonald:&nbsp;<\/em><\/strong><\/em><\/strong>L\u2019Association canadienne de soutien \u00e0 l\u2019emploi, sur le site Web <a href=\"https:\/\/www.supportedemployment.ca\/fr\/\" target=\"_blank\" rel=\"noreferrer noopener\">www.supportedemployment.ca\/fr<\/a>, propose un centre de ressources de plus de 400\u202fressources y compris sur les mythes et les faits relatifs \u00e0 l\u2019embauche de personnes en situation de handicap. Les prospecteurs d\u2019emplois peuvent utiliser ces mythes et ces faits pour aider les nouveaux employeurs \u00e0 changer leurs points de vue ou leurs incompr\u00e9hensions actuels&nbsp;et commencer \u00e0 voir la valeur que les personnes en situation de handicap peuvent apporter \u00e0 un milieu de travail.&nbsp; Fournir des statistiques et des r\u00e9sultats d\u2019\u00e9tudes de recherche, comme le fait que 86\u202f% des&nbsp;personnes qui ont une d\u00e9ficience intellectuelle ont un taux d\u2019assiduit\u00e9 \u00e9gal ou sup\u00e9rieur, peut avoir un&nbsp;effet&nbsp;percutant lorsque vous discutez avec un employeur et contribuer \u00e0 dissiper un mythe.&nbsp;&nbsp;Un employeur peut exprimer une pr\u00e9occupation (\u00ab\u202fSi je les embauche, j\u2019ai peur de devoir accorder plus de jours de cong\u00e9 de maladie et de cong\u00e9s.\u202f\u00bb). En ayant ce type de ressources et d\u2019outils dans votre \u00ab\u202ftrousse\u202f\u00bb, vous pouvez vous servir de quelques-uns&nbsp;lorsque vous rencontrez des employeurs.&nbsp;&nbsp;En tant que prospecteur d\u2019emplois, il est important de vous tenir inform\u00e9s et de vous mettre \u00e0 jour&nbsp;en consultant des ressources comme celles dont l\u2019ACSE dispose sur son site Web.&nbsp; Une fois qu\u2019un employeur commence&nbsp;\u00e0 b\u00e2tir un lieu de travail plus inclusif, il peut utiliser l\u2019outil d\u2019auto\u00e9valuation et la Trousse en mati\u00e8re de politiques d\u2019inclusion des RH que l\u2019ACSE offre gratuitement sur son site Web&nbsp;et les prospecteurs d\u2019emplois peuvent s\u2019en servir pour appuyer les employeurs le long du parcours.&nbsp; Tout prestataire de services d\u2019emploi \u00e0 l\u2019\u00e9coute de cette conversation peut \u00e9galement consulter le programme de certificat de d\u00e9veloppement de l\u2019emploi, un cours en ligne de huit semaines qui explore les nombreuses techniques de mise en relation avec les employeurs et de d\u00e9veloppement de partenariats continus avec eux. C\u2019est une exp\u00e9rience d\u2019apprentissage en ligne collaborative&nbsp;o\u00f9 vous pouvez tisser des liens avec des prestataires de services d\u2019emploi de partout au Canada.&nbsp;&nbsp;Dans ce cours, plusieurs outils et ressources sont pr\u00e9sent\u00e9s, et les prospecteurs d\u2019emplois peuvent les ajouter \u00e0 la \u00ab\u202ftrousse\u202f\u00bb qu\u2019ils ont d\u00e9j\u00e0.&nbsp;&nbsp;Nous avons actuellement deux sessions qui&nbsp;commenceront&nbsp;en septembre.&nbsp;&nbsp;&nbsp;<br>&nbsp;<br><strong><em><strong><em><strong><em>Alex Rascanu :<\/em>&nbsp;<\/strong><\/em><\/strong><\/em><\/strong>Merci d\u2019avoir \u00e9cout\u00e9 le troisi\u00e8me \u00e9pisode du&nbsp;balado&nbsp;\u00ab\u202fLes forces au travail.\u202f\u00bb&nbsp;&nbsp;Lors de notre prochain \u00e9pisode, nous examinerons le programme national de mentorat&nbsp;MentorHabilet\u00e9s&nbsp;Canada. \u00c0 la prochaine!&nbsp;<\/p>\n\n\n\n<p class=\"has-medium-font-size wp-block-paragraph\">Si ce&nbsp;balado&nbsp;vous a plu, n\u2019oubliez pas de vous y abonner et de partager&nbsp;Les forces au travail&nbsp;avec quelqu\u2019un qui a besoin d\u2019entendre ce message. Pour plus de ressources provenant de personnes en situation de handicap \u00e0 l\u2019emploi ou de ressources pour rendre votre lieu de travail plus inclusif, visitez <a href=\"https:\/\/www.supportedemployment.ca\/fr\/\" target=\"_blank\" rel=\"noreferrer noopener\">www.supportedemployment.ca\/fr\/<\/a>.&nbsp;&nbsp;<\/p>","protected":false},"excerpt":{"rendered":"<p>The third episode of the&nbsp;Abilities at Work&nbsp;podcast explores how a Job Developer can help clients who experience disability find work. A Job Developer who works for a supported employment service [&hellip;]<\/p>\n","protected":false},"author":3633,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[67],"tags":[],"class_list":["post-5779","post","type-post","status-publish","format-standard","hentry","category-abilities-at-work"],"acf":[],"_links":{"self":[{"href":"https:\/\/www.supportedemployment.ca\/fr\/wp-json\/wp\/v2\/posts\/5779","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.supportedemployment.ca\/fr\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.supportedemployment.ca\/fr\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.supportedemployment.ca\/fr\/wp-json\/wp\/v2\/users\/3633"}],"replies":[{"embeddable":true,"href":"https:\/\/www.supportedemployment.ca\/fr\/wp-json\/wp\/v2\/comments?post=5779"}],"version-history":[{"count":0,"href":"https:\/\/www.supportedemployment.ca\/fr\/wp-json\/wp\/v2\/posts\/5779\/revisions"}],"wp:attachment":[{"href":"https:\/\/www.supportedemployment.ca\/fr\/wp-json\/wp\/v2\/media?parent=5779"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.supportedemployment.ca\/fr\/wp-json\/wp\/v2\/categories?post=5779"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.supportedemployment.ca\/fr\/wp-json\/wp\/v2\/tags?post=5779"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}