Employer Disability
The WIIFM factor: a comprehensive approach for people with disabilities Marketing
A common mistake among service providers is 90% of their costs time to talk about them, or in social causes, rather than what they can make a difference for their employers. Consider the competition:
"We an organization that helps match people with disabilities employment opportunities. We sincerely believe with disabilities never be an obstacle in obtaining meaningful work. We are seeking industry partners for this cause. "
For more information? Sure. But the attention of a potential employer? Probably not.
One of the main marketing is put in the shoes of your target audience. This factor is called WIIFM or What's In It For Me factor. More than knowing you and your organization, business want to know how you can benefit from the results. Would you give them what they want? Does your proposal address what to do? Can you help me solve a problem? What is the value you can provide? Unless you can answer these things, their employers may believe that their time with you is not used so productive.
Consider the following:
The Institute for Community Inclusion and the Boston College Center for Work and Family held focus groups to learn what makes employers knowingly hire people with disabilities. Three broad categories of surface and two categories including benefits for the company.
The initial benefits are directly linked to business objectives (eg employment of people with disabilities the organization needs is composed of the posts). Then there was benefit indirectly linked to the business objectives (for example, hiring people with disabilities the feasibility of long-term benefits of the business and profitability by improving the image and demonstrate a commitment to the community).
social responsibility companies was the third category of employers to hire people with disabilities, because "The correct thing." But of these three reasons, this seemed the least powerful in the movement of senior management. Indeed, first with "It is what to do," can send a message to employers who are doing things the wrong way!
WIIFM What is a specific strategy that you can use when marketing people with disabilities? Companies understand the benefits and markets, so start there.
Consider the following example:
What is for you? An important part of market consumer purchasing power and market influence.
- Persons with disabilities (PWD) is over 19% general population, this does not even include their families. Across the country, exceeding the next largest minority groups (Hispanics) 5%. When you ignore disabled people, overlooks a huge potential market!
- This part of the population has the power to purchase! Here are the facts: 73% of MAP are heads of household, 53% own their homes, and 48% are the main customers. Together they have more than 200 billion U.S. dollars discretionary spending!
- Hiring people with disabilities resulting by the positive influence of the market. Caregivers or people with disabilities to make decisions about the services or goods companies agree how welcome members family. If they know they are hiring people with disabilities, has 19% of the population less favorable for you Search!
What about the other 79% of the population? A recent consumer survey showed that 92% of companies generally favorable to people hire people with disabilities, 87% prefer to do business with them!
And if it is large enough, consider this: there is one word to the presence of a big mouth disabilities in the community with products and services commonly known among individuals. Once someone sees the value of its services, including marketing of three!
Be vendor of choice can be compared to a positive business results. People with disabilities have a significant influence on the capacity performance business. His approach is very important. If you look at the WIIFM factor when working with their employers, is likely to reduce red tape, which traditionally would have to happen. In addition, you will be better equipped, you can save a lot time and energy.
About the Author
Lisa Jordan is a disability and workforce development expert. Lisa uses her keen ability to identify challenges and develop solutions so that workforce development professionals can increase their comfort level, productivity and effectiveness when working with a diverse clientele. Download Lisa’s Special Report on 5 Easy Disability Tips to Immediately Increase Agency Accessibility by visiting http://www.human-solutions.net
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