1. WORKFORCE 2.0
TRAINING + TECHNOLOGY = INNOVATION
Tuesday, February 19, 13

2. ABOUT WORKFORCE 2.0
Who we are:
• Founded 2005 (Division of Launchpad)
• Founders - Staffing & Workforce Development
What we do: Amplifying results of WFD w/ Training &
Technology solutions
Why: Passionate about re-employment. Goal is to
help put America Back To Work!
Tuesday, February 19, 13

3. HOW IT WORKS
Employer Workforce
Centric Development
Processes
Launchpad
Careers
Cloud
Technology
Tuesday, February 19, 13

4. OVER 30 SUCCESS STORIES
WORKFORCE DEVELOPMENT ECONOMIC DEVELOPMENT COMMUNITY COLLEGES
City of Los Angeles City of Los Angeles Long Beach City College
County of Los Angeles LAEDC Coastline Community
LA County Office of Education Valley Economic Development College
City of Long Beach Corp Santa Monica City College
County of Orange Managed Career Group Los Rio Community College
City of Anaheim Barrio Planners Rio Hondo Community
City of Santa Ana La Maestra Community Centers College
South Bay WIB Vermont Slauson EDC Consumnes Community
City of Pasadena ICON Economic Development College
Monterey County FAME Assistance Corporation Skyline Community College
City of San Bernardino
Urban League
Goodwill Industries
Arbor
Women Helping Women
Rubicon Programs
Tuesday, February 19, 13

5.
Elyssa Fox Melissa Jankans
Implementations Manager Chief Operations Officer
THE TEAM
Nicholas Rael
Mike Alpert
Customer Service
Sr.. Consultant
Abraham Jankans
Chief Enthusiasm Officer
Tuesday, February 19, 13

6. BUSINESS SERVICES EXPERIENCE
15,000 sales calls • 4,000 interviews • 1,500 placements
Tuesday, February 19, 13

7. BUSINESS SERVICES INTRODUCTIONS
NAME
REGION
TAKEAWAY
Tuesday, February 19, 13

8. TODAY’S AGENDA
9:30-10:30 AM - Session I
• System refresher
• Demand-driven model introduction/
overview
• Labor market research/ prospecting
• Exercise
Break - 10 mins
10:40-12:00 pm - Session II
• Identifying decision makers
• Pre-call planning
• Business outreach
• Exercise II
Lunch - 45 minutes
1:00-2:30 pm - Session II
• Identifying business needs
• Value proposition aka “pitching workforce”
• Overcoming objections
• Exercise III
Break - 10 mins
2:40-4:00 pm - Session IV
• Securing the order
• Inventory management - matching
• Fulfillment & service delivery
• Exercise IV - Matching
• Closing
Tuesday, February 19, 13

9. HOUSEKEEPING GUIDELINES
Tuesday, February 19, 13

10. SYSTEM REFRESHER
Tuesday, February 19, 13

11. SESSION I: DEMAND-DRIVEN
Tuesday, February 19, 13

12. SUPPLY DRIVEN MODEL
Tuesday, February 19, 13

13. DEMAND DRIVEN MODEL
Tuesday, February 19, 13

14. CASE STUDIES: LA COUNTY
Supply Demand
+ 42%
150
PLACEMENT OUTCOMES
Los Angeles County TSE Program 113
Exceeded goal by
100 placements in 6 mos.
75
38
0
Tuesday, February 19, 13

15. CASE STUDIES: LONG BEACH CITY COLLLEGE
85%
PLACEMENT RATES 15%
85%
Tuesday, February 19, 13

16. DEMAND-DRIVEN METHODOLOGY
1. STARTS AND ENDS
WITH AN EMPLOYER
Tuesday, February 19, 13

17. DEMAND-DRIVEN METHODOLOGY
2. PROCESS IS JUST
AS IMPORTANT AS
PASSION
Tuesday, February 19, 13

18. DEMAND-DRIVEN METHODOLOGY
3. MOVES FAST
Tuesday, February 19, 13

19. SYSTEM: CHATTER
Tuesday, February 19, 13

20. DEMAND-DRIVEN PROCESS
IDENTIFY EMPLOYER
REAL-TIME EMPLOYER NEEDS
DECISION
LMR OUTREACH ANALYSIS
MAKERS
MANAGING
INVENTORY SECURING VALUE
HIRING MANAGEMENT JOB ORDERS PROPOSITION
PROCESS
Tuesday, February 19, 13

21. SESSION I:
LABOR MARKET RESEARCH
Tuesday, February 19, 13

22. FOLLOW THE MONEY
What does it mean:
Seeking companies with
cash (preferably new cash)
What it doesn’t mean:
Anticipating hiring based on
macro cluster data.
Tuesday, February 19, 13

23. FOLLOW THE MONEY: EXAMPLE
Tuesday, February 19, 13

24. FOLLOW THE MONEY:
Nov 11, 2012
Hurricane Sandy:
Just over 4.8
million customers
without power in
15 states
Tuesday, February 19, 13

25. FOLLOW THE MONEY:
$425MM
Tuesday, February 19, 13

26. FOLLOW THE MONEY:
Tuesday, February 19, 13

27. FOLLOW THE MONEY:
Tuesday, February 19, 13

28. FOLLOW THE MONEY: CHANNELS
Investment Community
Job Boards
• Angel Investors Groups
• Venture Capital • Indeed.com
• Private Equity Firms • Monster.com
• Economic Development • Industry Job Board
Publications
Staffing Agencies
• Local Business Journal
• Blogs • Manpower
• Company press releases • Aerotek
• Commercial real estate •Adecco
announcements
Tuesday, February 19, 13

29. FOLLOW THE MONEY: CHANNELS
11.26.12 - INVESTORS 01.28.13 - IN THE NEWS FEB Job Boards Staffing Agencies
• Angel Investors Groups • Local Business Journal • Indeed.com • Manpower
• Venture Capital • Blogs • Monster.com • Aerotek
• Private Equity Firms • Company press releases • Industry Job Board • Adecco
• Banks & SBA
• Economic Development
Tuesday, February 19, 13

30. FOLLOW THE MONEY: TECHNIQUES
Keywords:
(your city + company + hire)
or
(city + company + investment/
venture capital/ private equity/
raised)
Tuesday, February 19, 13

31. EXERCISE I:
FOLLOW THE MONEY
1. GROUPS OF 5
2. THINK OF WAYS YOU CAN FOLLOW THE
MONEY IN YOUR REGION.
3. SEARCH YOUR AREA FOR
OPPORTUNITIES
4. GROUP SHARE
Tuesday, February 19, 13

32. BREAK
Tuesday, February 19, 13

33. SESSION II:
IDENTIFYING DECISION
MAKERS
Tuesday, February 19, 13

34. EMPLOYER:
DECISION MAKER HIERARCHY
INVESTOR
VITO
MANAGER
HR, RECRUITER,
STAFFING
Tuesday, February 19, 13

35. INVESTOR BUYER PERSONA
“BRAD”
• GREAT TO WORK WITH.
• UNDERSTANDS VALUE
OF HUMAN CAPITAL.
• THEIR THE ONES
COMPLAINING TO GOV.
WALKER ABOUT HUMAN
CAPITAL SHORTAGES
• HARDER TO FIND, BUT
GREAT WAY TO GET TO
VITO.
Tuesday, February 19, 13

36. EXECUTIVE BUYER PERSONA
“VITO”
• BEST TO WORK WITH.
ECONOMIC BUYER
• UNDERSTANDS VALUE OF
HUMAN CAPITAL.
• TIME IS $$$ DON’T WASTE
• DELIVER RESULTS!!!
Tuesday, February 19, 13

37. MANAGER BUYER PERSONA
“MELISSA”
• GOOD TO WORK WITH.
• TECHNICAL HIRER -
MAKES HIRING DECISION.
• TYPICALLY WHERE
WORKING RELATIONSHIP
WILL BE.
Tuesday, February 19, 13

38. RECRUITING BUYER PERSONA
“ANGELA”
• DON’T START HERE,
• END HERE.
• AVOID IF YOU CAN.
• SCREENS CALLS
• TOO BUSY
• WILL ASK TO SEND
RESUMES AND NOT
PROVIDE FEEDBACK
• YOU CAN WIN OVER!
Tuesday, February 19, 13

39. FINDING DECISION MAKERS
1. START WITH COMPANY FIRST
2. GOOGLE SEARCH FOR CEO, CIO,
CHAIRMAN, EXECUTIVE, DIRECTOR,
ETC.
3. SEARCH LINKEDIN & TWITTER
Tuesday, February 19, 13

40. DEEP-DIVE
Active
Tuesday, February 19, 13

41. SESSION II:
PRE-CALL PLANNING
Tuesday, February 19, 13

42. “Failure to prepare is
preparing to fail.”
- John Wooden
Tuesday, February 19, 13

43. PRE-CALL PLAN CHECKLIST
Write out your objective
Research company
Research prospect
Prepare 5 questions minimum
Anticipate their need
Determine your value proposition
Define your differentiation (other than free)
Anticipate objections
Bring show and tell - resumes!!!
Tuesday, February 19, 13

44. RESEARCHING
SKILLS WI SYSTEM
Tuesday, February 19, 13

45. RESEARCHING
EMPLOYERS
Tuesday, February 19, 13

46. RESEARCHING
EMPLOYER CONTACTS
Tuesday, February 19, 13

47. SESSION III:
BUSINESS OUTREACH
Tuesday, February 19, 13

48. PREPARING THE PITCH
• Clear introduction
• Leverage government
• Make value proposition
• Reference competitors
• State your objective
• Keep it short to the point
• Know your close
Tuesday, February 19, 13

49. BE A CONSULTANT
• What are the employers
problems...are you sure?
• How do you know?
• How might they solve the
problem on their own?
• What are the feature benefits
you offer?
• What do your solutions
mean in dollars?
• What do they value?
• How well do you know their
business/ industry?
Tuesday, February 19, 13

50. LEVERAGE YOUR CHANNELS
WHERE DO YOUR LEADS COME FROM?
Economic
Development
WIB Boards
& Referrals
Inbound
Marketing
Staffing
Agencies
Tuesday, February 19, 13

51. PREPARING THE PITCH
Introduction:
Good morning/afternoon (name), my name is ______ with [agency]. I
was referred to you by [referral source] and wanted to introduce myself. Did I catch you at an
okay time?
Body:
Great, well I wont take too much of your time.We’re a government funded program with many
local partners, and we assist employers such as your self with acquiring a trained workforce.
We’re 100% free service, and our objective is to really help you continue to grow.
Close:
I wanted to schedule a time to briefly chat with you about your goals for growth and how we
may be able to assist and hopefully accelerate that.
How does your schedule look this [recommend time].
Tuesday, February 19, 13

52. GETTING PAST THE GATEKEEPER
• May be receptionist or hiring
assistant.
• Speak assertively and
confidently.
• Act as if you are someone of
importance and you will be
treated as such.
• Don’t mention recruiting or
staffing.
• Leverage your referral.
Tip: Use speakerphone.
Tuesday, February 19, 13

53. APPOINTMENT CLOSING TIPS
• Recommend times
• Ask them “do you have your
calendar in front of you?”
• Coordinate through their
assistant. GREAT TIP!!!
• Soft close - I’ll just stop by
• Coffee close
• ALWAYS send calendar invite
Tuesday, February 19, 13

54. EXERCISE II:
CREATING YOUR PITCH
1. GROUPS OF 5
2. COME UP WITH THE BEST 30 SECOND
PITCH AND CLOSE
3. PITCHES
4. CLASS VOTING
Tuesday, February 19, 13

55. LUNCH
Tuesday, February 19, 13

56. SESSION III:
IDENTIFYING EMPLOYERS
NEEDS
Tuesday, February 19, 13

57. MEETINGS 101
• Establish rapport right out
the gate - Weather, current
events, observations, etc
• Be interested in them
• Find common interest
• State the objective of the
meeting
• Be aware of frame control
• Dress to impress
• Don’t overstay welcome
• Did you remember the
coffee?
• Let them do the talking
• Have something to show
Tuesday, February 19, 13

58. EMPLOYER NEEDS ANALYSIS
EMPLOYER NEEDS QUESTIONNAIRE
1. What is your role with the company?
2. Tell me about the company from your perspective?
3. What are some of the challenges facing your industry and your
company currently?
4. Why do you believe these challenges exist?
5. How are you coping with these challenges?
6. What do you like or dislike about the current way you are
solving the problem?
Tuesday, February 19, 13

59. EMPLOYER NEEDS ANALYSIS
EMPLOYER NEEDS QUESTIONNAIRE (CONT.)
7. What solutions have you tried in the past?
8. How did they work?
9. How do you envision staffing playing a role as a solution?
10. How do you envision training playing a role as a solution?
11.What do you like or dislike about the current way you are
solving the problem?
12. What greater capabilities would you like to have which you
currently do not have, or know are available?
Tuesday, February 19, 13

60. EMPLOYER NEEDS ANALYSIS
EMPLOYER NEEDS QUESTIONNAIRE (CONT.)
13. How would having [the above capabilities] help you execute
on your mission?
14. What is this challenge costing you in time, money and lost
opportunity?
15. How would you procure a solutions?
16. When would you like a solution in place?
17. Who is involved in the procurement process?
18. Who else has this challenge?
Tuesday, February 19, 13

61. EMPLOYER NEEDS ANALYSIS
WHY IS HAVING THIS INFORMATION IMPORTANT
1. You are conducting customer validation
2. You are developing your customer personas
3. Positioning yourself to be consultative
4. Who else has this challenge
5. Uncover hidden opportunities
Tuesday, February 19, 13

62. AVOID “C” EMPLOYERS
C-EMPLOYERS WILL:
• Waste your time
• Cost tax payer money
• Take advantage of freebies
• Take advantage of workers
C-EMPLOYER TRAITS:
• High employee turnover
• Telemarketing or shady sales
• VITO is disconnected and
doesn’t care for workforce
• Slow hiring process
• Screens out qualified candidates
Tuesday, February 19, 13

63. SEEK “A” EMPLOYERS
A - EMPLOYERS WILL:
• Embrace workforce development
• Give you access to their
company
• Will challenge you to improve
A - EMPLOYER TRAITS:
• Stable or rapid growth
• Managers are involved in hiring
• Low to moderate turnover
• Has some form of training
• Financial secure
Tuesday, February 19, 13

64. EXERCISE III:
EMPLOYER NEEDS
QUESTIONNAIRE
1. IN GROUPS
2. COME UP WITH 2-3 QUESTIONS YOU
CAN ASK AN EMPLOYER?
3. SHARE WITH CLASS
Tuesday, February 19, 13

65. SESSION III:
VALUE PROPOSITION
“PITCHING WORKFORCE”
Tuesday, February 19, 13

66. THE KEY ELEMENTS TO A PITCH
1. The “BIG IDEA”
2. Identify the problem
3. Identify the solution
4. Reference customer
success
5. Make their life easier - do
work for them. (service)
6. Get referred to Hiring
Manager/ or HR
7.Briefcase Close -
Resumes & Services
Tuesday, February 19, 13

67. THE KEY ELEMENTS TO A PITCH
THE “BIG IDEA”
“Vito, it was great meeting. I think we can
help you expand by 25%, with a variety of
services we offer.
STATE THE PROBLEM
“Clearly, your lack of production capacity is
a challenge. Finding people with all 3 of
your required qualities is going to be
difficult.”
IDENTIFY THE SOLUTION
“However, we identify people with 2 of 3 of
your qualities and then, bring in our local
technical college and develop a short term
training program or OJT program, or tax
credit...etc.”
Tuesday, February 19, 13

68. THE KEY ELEMENTS TO A PITCH
REFERENCE CUSTOMER
SUCCESS
“In fact, we worked with XYZ company
and were able to help them hire 25 people
in 90 days, and now they have capacity to
expand.”
MAKE THEIR LIFE EASIER
“Don’t worry, I’ll work with our team to
manage the process.We’ll post the
openings for you and conduct the recruiting
events.Who within HR should I speak
with.”
BRIEFCASE CLOSE
“BTW, I brought a few resumes with me for
you to take a look at. I’ve also put some of
these recommendations on paper for you.”
Tuesday, February 19, 13

69. SESSION III:
OVERCOMING OBJECTIONS
Tuesday, February 19, 13

70. OBJECTIONS & RESPONSES
Candidates must have experience in That’s great. What if we find you
A, B & C. candidates with 2/3, would you
consider them?
You have to work with our staffing We’d love to partner with your staffing firm, in fact
we already work with them. They get many of their
firm. candidates from us actually, so now you can go
directly to the source.
We’re not hiring. Why? Under what scenarios would
you be in a place to hire more staff?
What does workforce development
do? Have your pitch ready!
Obama taxes me too much, I don’t I voted for the other guy...lol?
want to work with government. We’re not just government, we’re
public and private partnership.
Tuesday, February 19, 13

71. THE CLOSE & FOLLOW UP
• REVIEW ACTION ITEMS
• SCHEDULE NEXT MEETING -
MOMENTUM IS KEY
• THANK CLIENT
• THANK THE RECEPTIONIST, TRY
TO BUILD RAPPORT
DON’T SUCK AT EMAIL
• SEND EMAIL THANK YOU FROM
CAR
• DON’T WAIT 3 DAYS TO FOLLOW
UP
•
Tuesday, February 19, 13

72. THE EMAIL
DON’T SUCK AT EMAIL
• DON’T WAIT 3 DAYS
• DON’T SEND SPAM
INTRODUCTIONS
BE AWESOME AT EMAIL
• SEND EMAIL THANK YOU FROM
CAR
• SEND RECAP OF MEETING AND
NEXT STEPS
• SHARE INTERESTING NEW
INFORMATION TO PROSPECT
Tuesday, February 19, 13

73. EXERCISE IV:
OVERCOMING OBJECTIONS
1. GROUPS OF 2
2. PRETEND TO BE IN MEETING
3. EMPLOYER & BUSINESS SERVICES
4. COME UP WITH OBJECTIONS
5. CREATE RESPONSES
6. SHARE
Tuesday, February 19, 13

74. BREAK
Tuesday, February 19, 13

75. SESSION IV:
SECURING JOB ORDERS
Tuesday, February 19, 13

76. SYSTEM: TRACKING JOB ORDERS
Tuesday, February 19, 13

77. SECURING JOB ORDERS
BEST PRACTICES
• UNDERSTAND THEIR HIRING
PROCESS
• WORK DIRECTLY WITH THE
HIRING MANAGERS
• MAINTAIN CLIENT CONTROL
• QUALIFY JOB ORDERS
Tuesday, February 19, 13

78. HIRING PROCESSES
Screening
Job Application HRIS Recruiter Phone Screening
Interview
Approval
Hired Job Offer Reference, Interview Qualifications Interview
Background,
Drug Screening
Tuesday, February 19, 13

79. SYSTEM: SENDOUTS
Tuesday, February 19, 13

80. HIRING MANAGER
WHY WORK WITH HIRING MGRS
• THEY UNDERSTAND THE
REQUIREMENTS OF THE JOB
• THEY MAKE THE HIRING
DECISION
• ARE COACHABLE/ FLEXIBLE
• WILL PROVIDE DIRECT FEEDBACK
Tuesday, February 19, 13

81. EMPLOYER CONTROL
WHAT: EMPLOYER CONTROL MEANS
HAVING SIGNIFICANT INPUT AS TO THE
HIRING AND SCREENING PROCESS.
WHY: RESULTS IN MORE AND FAST HIRES
BY EMPLOYER. IT’S FOR THEIR BEST
INTEREST.
HOW:
• RELATIONSHIP IS WITH VITO OR MGR.
• YOU ALSO SHARE YOUR PROCESS
• DEMONSTRATE EARLY SUCCESS
• SEND ONLY QUALIFIED PARTICIPANTS
BASED ON AGREED PARAMETERS.
Tuesday, February 19, 13

82. QUALIFYING JOBS
• Working directly with the hiring manager, open to your process
• Achievable qualifications
A • Good compensation
• Ready to hire
• Only needs to see a few candidates
• Good company
B • Has a combination 3-5 of the above
• Coachable, willing to work with you
• Only able to work with human resources or staffing agency
• Job is purple squirrel - Rocket scientist for minimum wage
C • Good compensation - Below market wages
• Ready to hire - Not serious about hiring, just screening candidates
• Wants to see more than 3 participants
• Bad company
Tuesday, February 19, 13

83. NEGOTIATING REQUIREMENTS
EVERYTHING IS NEGOTIABLE:
• HIRING MANAGER TYPICALLY SETS TOP 3
REQUIREMENTS
• MOST REQ. ARE MADE UP AND NOT
NECESSARY TO PERFORM THE JOB.
• HUMAN RESOURCES THEN ADDS THEIR
OWN
MOST NEGOTIABLE AREAS
• COLLEGE DEGREE
• SKILLS SETS
• SIMILAR TECHNICAL EXP
• EX-OFFENDERS*
LEAST NEGOTIABLE AREAS
• NON-RELEVANT INDUSTRY EXPERIENCE
• COMPENSATION (FOR VOLUME HIRES)
• EX-OFFENDERS*
Tuesday, February 19, 13

84. EXERCISE V:
FIND AND ELIMINATE
PURPLE SQUIRREL
1. GROUPS OF 5
2. REVIEW THE LIST OF JOB OPENINGS
3. DETERMINE WHICH IS PURPLE SQUIRREL
4. COME UP WITH WAYS TO NEGOTIATE
Tuesday, February 19, 13

85. CURRENT JOB OPENINGS
SHIPPING/ • BACHELORS DEGREE
RECEIVING • 3 YEARS PRIOR EXPERIENCE
CLERK • STRONG MS OFFICE
• CLEAN BACKGROUND
• FLEXIBLE SCHEDULE
• $8.00 PART TIME
ENTRY-LEVEL • BACHELORS DEGREE
PRODUCTION • STRONG COMMUNICATION SKILLS
SUPERVISOR • STRONG MS OFFICE, SAP OR ERP
• CLEAN BACKGROUND
• 3RD SHIFT
• $32,000.00/ YEAR
INBOUND • MULTIPLE OPENINGS
CALL CENTER • PRIOR EXPERIENCE A PLUS
• GREAT COMMUNICATION SKILLS
• INTERMEDIATE COMPUTER SKILLS
• MUST WORK SATURDAYS
• $15/HOUR
Tuesday, February 19, 13

86. CURRENT JOB OPENINGS
• BACHELORS DEGREE
• 3 YEARS PRIOR EXPERIENCE
• STRONG MS OFFICE
• CLEAN BACKGROUND
• FLEXIBLE SCHEDULE
• $8.00 PART TIME
ENTRY-LEVEL • BACHELORS DEGREE
PRODUCTION • STRONG COMMUNICATION SKILLS
SUPERVISOR • STRONG MS OFFICE, SAP OR ERP
• CLEAN BACKGROUND
• 3RD SHIFT
B• $32,000.00/ YEAR
INBOUND • MULTIPLE OPENINGS
CALL CENTER • PRIOR EXPERIENCE A PLUS
• GREAT COMMUNICATION SKILLS
• INTERMEDIATE COMPUTER SKILLS
A• MUST WORK SATURDAYS
• $15/HOUR
Tuesday, February 19, 13

87. SESSION IV:
INVENTORY MANAGEMENT
Tuesday, February 19, 13

88. TRIAGE PARTICIPANTS
SOFT SKILLS
C
B B
A
HARD
MOTIVATION
C C SKILLS
B
Tuesday, February 19, 13

89. INVENTORY MANAGEMENT
JOB ORDERS PARTICIPANTS
MATCHING
A A
B B
X C
Tuesday, February 19, 13

90. 5 STEP TO BOOST PLACEMENT
1.QUICKLY GET ALL A-PARTICIPANTS
PRESENTED/ REFERRED TO A-JOB ORDERS.
2. NEGOTIATE B-ORDERS TO A-ORDERS.
3.QUICKLY PROVIDE NECESSARY TRAINING
TO B-PLAYERS TO MOVE THEM TO A-STATUS.
4. STOP ALL ACTIVITY ON C-ORDERS.
5. FUNNEL C-PARTICIPANTS TO REQUIRED
INTENSIVE SERVICES TO MOVE THEM UP THE
SCALE.
Tuesday, February 19, 13

91. SESSION IV:
FULFILLMENT
Tuesday, February 19, 13

92. BEST PRACTICES
RECRUITMENT EVENTS:
• DRAMATICALLY INCREASE
LIKELIHOOD OF HIRE
• PROVIDES FOR MODE EMPLOYER
CONTROL
• PERFECT FOR ANY NUMBER OF
POSITIONS
• GREAT WAY TO PREP PARTICIPANTS
SETUP
• ONSITE OR OFFSITE
• YOU OR STAFF COORDINATE ALL
INTERVIEW TIMES
• FACILITATE INDIVIDUAL OR GROUP
INTERVIEW PREPS
• DEBRIEF EACH PARTICIPANT AFTER
• MEET WITH HIRING MANAGER
IMMEDIATELY AFTER TO CLOSE ON
PARTICIPANTS
Tuesday, February 19, 13

93. REMOVE BOTTLENECKS
X
X
Tuesday, February 19, 13

94. REVIEW:
TAKEAWAYS
Tuesday, February 19, 13

95. DEMAND-DRIVEN MODEL
Tuesday, February 19, 13

96. REAL-TIME LABOR MARKET
RESEARCH
Tuesday, February 19, 13

97. RESEARCHING EMPLOYERS &
DECISION MAKERS
Tuesday, February 19, 13

98. BUSINESS OUTREACH
“PITCHING”
Tuesday, February 19, 13

99. EMPLOYER NEEDS
Tuesday, February 19, 13

100. INVENTORY MANAGEMENT
Tuesday, February 19, 13

101. THANK YOU
Tuesday, February 19, 13