Inside the Black Box - Chapin Hall at the University of Chicago

participant is linked to an opening in the system, and as staff enter information into the system about how
a participant is progressing through the program on various points, the system calculates a probability
ratio for that opening. The probability ratio increases or decreases according to how the participant
progresses. Ultimately, the organization customized this software for their program needs and views the
participant as a commodity for their employer partners who are looking to hire.
Most organizations informally track their engagements with employers by noting when and how an
employer has interacted with the program, and documenting graduates’ placements. They use this data on
employer engagement for self-assessment and to identify what is or is not working regarding the number
and quality of placements. One organization, for their industry-focused program, tracks interview-to-hire
ratios with employers, with a goal of keeping this as low as possible. This helps them monitor their
success in preparing individuals for placement and their success in job matches with their employer
clients. At times, data on employer engagement is shared with employers to maintain existing employer
relationships and recruit new ones, and demonstrate how well the organization is meeting the employer’s
needs. For example, one program provides customized reports to employers to describe their successful
placement and retention outcomes and overall engagement with each employer, demonstrating the quality
of their relationship.
Dedicated Program Staff Foster Employer Engagement
All workforce providers in the study noted that employer engagement is pursued by staff members whose
main responsibilities are cultivating and maintaining employer relationships.
We have four different departments that engage with that one company on some level. And the more
we have that level of engagement, the more activity we typically have at that company. I mean, it’s a
lot of investment for us, obviously, but it’s a value added.
Maintaining employer relations takes dedicated efforts, including site visits and analysis to better
understand the needs of the employer. Program staff may communicate with a variety of people working
for the employer to fully understand their needs and better match job candidates. The process of employer
engagement for one organization was described as,
We’re developing also a relationship with them. The relationships… are mounting through the
employment specialists and [the director]. We follow up with them. We meet [with employers
and]…conduct a site visit. We work with their human resources or their hiring decision makers,
whoever the decision makers are. A lot of the time it’s challenging, but we try to get there to meet and
develop our relationship, try to really understand what is it that their looking for, what qualities,
skills, qualifications.
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