Objective of Study
Gain a comprehensive understanding of VR’s Employer Customer

Purpose
Assess differences in needs
Determine how to segment employer markets
Identify marketing strategies

Specific Research Objectives
Hiring practices
Use of staffing agencies
Use of temporary employees
Determine employers experience with people with disabilities
Identify differences in employers behavior and attitudes

Research Sample
581 respondents

Surveys conducted by mail and phone

Number of Non-Management Employees at Respondent’s Business Location
Types of Organizations
Types of Industries
Hiring Practices
Number of New Hires Expected
Turnover in the Previous Year
Causes of Turnover
(Average Rating 1=Not Important – 5=Very Important)
Use of Staffing Agencies
Use Staffing Agencies
(By Organization Type)
Use Staffing Agencies
(By Business Size)
Respondent’s Role in Hiring
Formal Personnel or Human Resources Department
Formal Personnel or HR Dept.
(By Differing Location Base)
Percent with Formal Personnel Dept.
(By Organization Type)

What does this mean to VR?
 By Company Size

Large Companies:
   Complex; formal HR; multi-level approach to hiring; several involved in hiring; use staffing companies; more job vacancies

Medium Companies:
   May have HR; use temps & staffing co.

Small Companies:  
   Less complex hiring structure, less turnover & new hires 

What does this mean to VR?
 By Type of Company

HR Depts:  GEM & Manufacturing

Staffing Co. Use:  Manufacturing

Turnover:  Highest in Consumer Services
    (food, scv, retail, hospitality)

Employers experience with disabilities and perceptions of disability
Experiences with Disabilities
Employs Persons With Disabilities
(By Organization Type)
Employs Persons With Disabilities 
(By Business Size)
Has Formal Initiative To Hire Persons With Disabilities
(By Organization Type)
Has Formal Initiative To Hire Persons With Disabilities
(By Business Size)
Specific Disabilities Preventing Job Performance
Reasons for Hiring People with Disabilities
Reasons for NOT Hiring People with Disabilities

What does this mean for VR?
By Company Size

Large Company:
    More likely to hire persons with disabilities; Perceive many specific disabilities to be less important barriers; less concerned with WC and job restructuring; 61% had formalized initiative to hire people with disabilities

Medium Company:
   Over ½ polled indicated hiring persons with disabilities;
   Largest perceived barrier-wheelchair use & mental illness

Small Company:
 Concerned with WC, job restructuring, absenteeism; high concern over wheelchair use & mental illness

What does this mean to VR?
By Industry type

GEM:  Highest % to hire people with disabilities, low concern on WC, more likely to have formal initiative; lower concern over wheelchair use and visual impairment; higher concern over substance abuse

Manufacturing:  High concerns over safety and WC
Perceived barriers varied

Manufacturing & Business Services ranked visual impairment highly, also high was wheelchair use and substance abuse.

Consumer Services, ranked visual impairment and substance abuse highly

Implications

More jobs available in larger companies
  More “navigation”; takes more time; involves more staff on both sides

Quicker Accounts w/Small & Medium Co.
        Fewer jobs; multiple opportunities over time

Segmentation Summary
      Different “profiles” of employers concerns & issues

Guidance from Survey Results

• Areas of concern
• Factors of extreme interest or value
• Level of VR staff to use for contact
• Who to contact
• Other resources utilized (staffing co.)
• Probability of temp hires
• Extent of turnover
• Perceptions of disabilities & barriers

• Develop strategic (employer) business plans 
• Create customized marketing materials
• Create database of employers 
• Institute a marketing function in agency
• Consider instituting a dedicated employer account function
• Provides skills training
• Adopt a regional approach