Many organizations exist to help marginalized individuals identify and remove their employment barriers. The PAS® helps employ the hard-to employ by identifying individuals who are ready to work and what support they will need to succeed.
There’s a labor shortage today and a talent pool to fill it…unemployed or underemployed marginalized populations. This includes those with criminal backgrounds.
Whether you are a nonprofit workforce development, a reentry-focused, temporary staffing, government public assistance, or social enterprise organization, the PAS® helps you remove your participant’s employment barriers and rise above their current hardship.
How does the PAS® do this?
It’s a process that identifies your participants’ and/or applicants’ key internal elements amenable to being changed through your intervention. It then integrates those elements into dynamic real-time reports.
Employment barriers often block a promising career path and relegate a marginalized individual to survival jobs or no job at all.
A primary employment barrier is a compromised background involving the criminal justice system. It is estimated that one in three American adults have a criminal record.
Other employment barriers vary greatly – child care, transportation, physical, mental and emotional disability, appearance, attitude, chronic illness, residential instability, work history, lack of education or work skills, addiction…there are many more. Some barriers can be identified and resolved quickly, others are slow and methodical, some require outside treatment, and some stay unknown, purposely hidden inside the individual.
However, all barrier removal requires the involvement of your participants. They must become a doer with you rather than an opposer to you. To accomplish this you need to identify your participants’ dynamic information. You need to add their voice to your intervention.
The PAS® gives you a competitive advantage in your marketplace. Your competitors cannot ‘screen in’ or ‘screen out’ like this. The PAS® identifies:
• Current receptivity to behavioral change
• Learning capabilities
• Mental health indications
• Socialization skills
• Communication preferences
• Primary interpersonal needs
• Motivational factors
• Recreational interests
• Occupational functioning
• Family/parenting/spiritual considerations
As a workforce professional you help the marginalized overcome their employment barriers, fulfill their career potential, while also satisfying your employers’ needs for qualified and reliable workers.
Admittedly, this is difficult.
Current staffing strategies confront these challenges by some combination of counseling and a progression of different jobs – from survival jobs to entry level and transition career jobs to, hopefully, their dream job.
The PAS® helps you expedite this strategy dramatically by providing your participants’ dynamic information. This helps you with their pre-and-post placement support and their worker match to specific employer requests.
The PAS® sets you apart from everyone else because it answers multiple work related questions you employers want to know but cannot get. That is, until now!
• Will they show up for work?
• Can they perform routine/repetitive work?
• Can they maintain focus?
• Can they follow directions?
• Can they meet performance standards?
• Are they safety conscious?
• Can they comprehend instructions?
• Will they do what’s right for all involved?
• How will they handle conflict?
• How will they respond to criticism?
• How well do they work in groups?
• Do they take pride in their work?
• How will they respond to leadership?
• How loyal are they?
• How much praise will they need?
• Are they detailed oriented?
• Can they adapt to new challenges?
• How judgmental are they?
• Will they respect others’ rights?
Applicants who knowingly hide their inner self can reliably be identified by the PAS® as sociopaths, criminal thinkers, and/or individuals having borderline personality, major depressive, disruptive conduct, obsessive compulsive, and/or anxiety disorders.
These are applicants who cause absenteeism, theft, gossip, divisiveness, and lack of productivity in the workplace. Screening out these applicants betters allocates your limited resources, protects your employers, and gives you a competitive advantage in the marketplace.
The PAS® can even ‘screen out’ applicants who apply to work with your organization.
Not everyone is hardwired to work with the marginalized. The PAS® is also able to identify those applicants who have disruptive personality traits that apply to work in your organization. The PAS® helps you put the right applicant in the right place doing the right thing – or not!
The PAS® is a game changer. It is not sold or bought. It’s adopted slowly. How much of their voice do you need? Learn more.