Employer Engagement
Quick Guide for Employment Specialists
This short guide outlines a relationship-focused approach to engaging employers in East London as part of the Connect to Work program. The aim is to build sustainable partnerships through supported employment principles, emphasizing trust, mutual understanding, and tailored recruitment solutions. The traditional “vacancy chasing” method must be replaced with a strategic, consultative approach to foster long-term collaboration, enabling better outcomes for employers and candidates alike, particularly neurodivergent and diverse talent.
1. Approach Overview
Research and Preparation
• Understand the employer’s business, sector, recent developments, and challenges.
• Identify any mutual connections or community links to facilitate warm introductions.
• Clarify your objectives: building rapport, understanding needs, and positioning Connect to Work as a strategic partner.
Initial Contact
• Preferably via a warm phone call introduction, personalized email, or referral.
• The focus is on requesting a brief face-to-face meeting to understand their workforce and recruitment challenges, rather than immediately pitching services.
First Meeting
• Prioritize active listening and open-ended questions to explore the employer’s workforce context, recruitment experience, and pain points.
• Present Connect to Work as a collaborative partner offering tailored, supported employment services aligned with their specific needs.
• Avoid pressuring for immediate vacancies; instead, propose pilot projects or trial placements to demonstrate value with minimal risk.
Ongoing Relationship
• Maintain regular contact through updates, invitations to events, and check-ins to reinforce partnership and adapt support as needed.
2. Key Principles of Employer Engagement
• Warm, Personalized Contact: Use insights and referrals to create a tailored introduction rather than cold outreach.
• Preference for Face-to-Face: Aim for in-person meetings to build trust and rapport more effectively.
• Listen First, Pitch Later: Understand employer challenges before proposing solutions to ensure relevance.
• Partnership Mindset: Position Connect to Work as a partner and collaborator invested in the employer’s long-term success.
• Tailored Solutions: Align services specifically with the employer’s context, workforce, and goals.
• Start Small and Scale: Encouraging employers to think beyond traditional recruitment methods can lead to faster, more effective hiring especially when seeking neurodivergent or disabled talent. Instead of relying solely on CVs and formal interviews, here are practical alternatives that help employers identify strengths and potential more easily:
Work Trial Days: Invite candidates to participate in short, structured workdays. This allows employers to observe real skills, behaviours, and team fit in action often more insightful than a CV or interview.
Group Live Interviews: Organise group sessions where employers can see how candidates interact, solve problems, and communicate. This format helps highlight qualities like collaboration, creativity, and adaptability.
Pilot Placements: Offer short-term trial roles to help employers build confidence and see the impact of inclusive hiring firsthand. These placements often lead to long-term employment once the value is clear.
Real-Time Talent Pools: Use these methods to create a live, observable pool of candidates. Employers can match roles based on actual performance and behaviours, making hiring decisions quicker and more informed.
Sustained Engagement: Foster ongoing dialogue and responsiveness beyond initial contacts.
3. Sample Agenda for First Employer Meeting
• Introductions – Brief overview of Connect to Work and roles.
• Employer’s Business Overview – Invite the employer to share about their company, team, and priorities.
• Workforce Challenges and Recruitment Needs - Use open questions to understand difficulties and current processes.
• Presentation of Connect to Work Services - Tailor the presentation based on the employer’s context, emphasizing supported employment and candidate support.
• Discussion of Potential Collaboration - Explore pilot opportunities, trial placements, or workshops.
• Next Steps and Follow-Up Plans - Agree on actions, timing, and points of contact.
4. Key Actions for Successful Employer Engagement
Multi-Channel Outreach
• Use LinkedIn strategically: Connect with HR managers, recruitment leaders, and department heads. Share relevant content about supported employment, success stories, and events. Engage by commenting thoughtfully on their posts to increase visibility and build rapport before direct messaging.
• Email + Phone Follow-Up: Send concise, personalized emails followed by a phone call a few days later to reinforce your message. If voicemail is left, mention you’ll follow up via email with a brief overview.
In-Person Networking
• Attend local business networking events, Chamber of Commerce meetings, industry meetups, and community forums to meet employers face-to-face informally.
• Introduce yourself and Connect to Work organically, focusing on listening and offering support.
Use Referrals
• Ask current employer partners or community contacts for introductions to other businesses. Warm introductions greatly improve engagement chances.
Leverage Employer-Focused Events and Platforms
Host or Co-Host Workshops & Roundtables:
• Organize workshops on the benefits of inclusive hiring, neurodiversity, or recruitment best practices.
• Invite local employers to participate and share experiences.
• Participate in Job Fairs and Community Events: Set up a Connect to Work presence at relevant local events to meet employers and candidates informally.
• Bright Network and Similar Platforms: Use platforms aimed at employers for networking, knowledge sharing, and promoting Connect to Work’s value proposition.
Tailor Communication and Content
• Employer-Focused Resources: https://workconnections.london/employer
• Develop short, practical guides or infographics on topics like “How Supported Employment Benefits Your Business” or “Reducing Turnover through Candidate Support.”
• Use Testimonials and Case Studies: Share real stories demonstrating measurable benefits (e.g., reduced recruitment costs, increased retention) to build trust.
• Customize Messaging by Sector: Tailor your approach to the industry’s specific pain points, language, and culture for better resonance.
Build Long-Term Relationships
• Regular Check-Ins:Schedule periodic follow-ups to share updates, new opportunities, or simply maintain contact without always pushing recruitment.
• Invite Employers to Participate in Development Workshops, BASE Certified Training: Engage employers in feedback sessions or advisory panels, making them feel valued and involved.
• Celebrate Successes Together: Highlight employer successes in newsletters or social media, publicly acknowledging their commitment to inclusive hiring.
Manage Expectations and Track Progress
• Set Clear, Realistic Goals: Understand that relationship-building takes time; don’t expect immediate hires from initial meetings.
• Use CRM or Tracking Tools: Maintain detailed records of contacts, conversations, outcomes, and follow-up plans to manage relationships effectively.
Be a Trusted Advisor
• Offer Insights Beyond Recruitment:Share information on broader workforce trends, funding opportunities, or employment law updates relevant to employers.
• Problem-Solve Collaboratively: Help employers address challenges beyond recruitment, such as retention strategies or workplace adjustments.
Strategic Engagement
Before approaching employers, it is vital to be clear on a few things:
• What do you know about that employer?
• What are you offering employers?
• How do employers benefit from being involved?
• What differentiates your offer from others?
• How can you support them to become Disability Confident?
• How can you support them to hire inclusive and neurodivergent residents? Structure your offer
• Tailored, free matching motivated employees to vacancies
• Advice, information and guidance about disability and funding available for adjustments
• Ongoing wide support while in work to train and retain staff
• A credible and professional local service
• Strong customer service with rapid response
• A free recruitment service
• Founded training for employers.
As an employment specialist, you’re not only offering employers a free recruitment and selection service that saves time and money, you’re building long-term partnerships. Focus on developing relationships so employers come to you before advertising roles
The Business Case
According to 2024 Work report, 83% of UK employers say employee wellbeing is a top priority, and 70% prioritise equity, diversity, and inclusion (EDI) yet only 60% actively support neuro-inclusion. Organisations that do report improved retention, better manager performance, and higher employee engagement. Teams with neurodivergent professionals are shown to be 30% more productive and have up to a 90% retention rate, offering a clear competitive advantage. Inclusive hiring isn’t just ethical it’s a smart business move that boosts performance, loyalty, and innovation.an “employer of choice”, building reputation by adding social value in their community while supporting and retaining staff. You can access the full CIPD report here:
CIPD Neuroinclusion at Work Report 2024 (PDF)
For more on inclusion, read this article: Inclusion is a key part of future-proofing: ignore it at your peril | London Business School
Summery
Building strong, trusting relationships with employers is foundational to the success of Connect to Work’s mission. A successful meeting with the employer can generate years of collaboration, while an unsuccessful call might only mean that “seed” was planted and that employer may call several weeks or months later. By using a multichannel outreach strategy, updating communications, leveraging local networks and events, and positioning yourself as a collaborative partner and reliable Employment Specialist, you will create sustainable partnerships that benefit employers, residents, and the wider community alike.
Kindness
Email Templates
�� Initial Employer Contact Email
Subject: Unlocking Talent for Your Business
Dear [Employer Name],
I hope this message finds you well. My name is [Your Name], and I’m an Employment Specialist with the Connect to Work programme, delivered in partnership with local councils across the London sub-region. We work with a diverse pool of talented individuals who are ready to contribute to your business. Our approach is rooted in the principle of ABILITY not disability; we focus on matching candidates to roles based on their strengths and potential.
I’d love to arrange a brief meeting to learn more about your hiring needs and explore how we can support your team with inclusive recruitment solutions. Looking forward to connecting.
Warm regards,
[Your Name]
[Your Contact Information]
�� Follow-Up Email After Face-to-Face Meeting
Subject: Thank You – Let’s Move Forward
Dear [Employer Name],
Thank you for taking the time to meet with me [yesterday/today]. It was great to learn more about your team and the exciting work you’re doing. As discussed, Connect to Work can support your recruitment by introducing candidates who bring unique strengths and perspectives. We believe in ABILITY not disability and we’re confident we can help you find the right match for your needs. Please let me know a convenient time to follow up or if you’d like to meet a candidate.
Best wishes,
[Your Name]
[Your Contact Information]