6.25 Job Placement

Job Placement Summary for Exam Preparation

1. Selective Placement

• Matches a person’s abilities with job requirements and work environment.

• Requires job analysis to ensure a good fit and identify modifications.

• Involves aggressive marketing to employers about hiring individuals with disabilities.

2. Hidden Job Market

• Consists of unadvertised job openings (estimated 60% of all jobs).

• Employers prefer referrals or avoid advertising costs.

• Vocational rehabilitation professionals should explore both visible and hidden job markets.

3. Cold Calls

• Direct contact with employers to identify job opportunities or build a job bank.

• Helps establish employer relationships for future job placements.

4. Employer Negotiations

• Address employer misconceptions about hiring people with disabilities.

• Key points:

  • Higher job retention rates.

  • Lower occupational injury rates.

  • Eligibility for wage subsidies and incentives.

  • Fewer sick days.

  • Increased workplace diversity.

5. Job Analysis & Job Matching

• Systematic study of a job to determine fit for a client.

• Factors considered:

  • Tasks, required skills, physical demands, working conditions.

  • Tools, equipment, and environmental factors.

  • Architectural barriers and necessary accommodations.

• Compares job requirements with the client’s skills, limitations, and aptitudes.

6. Monitoring

• Ensures job placement success and addresses issues proactively.

• Considerations:

  • Who monitors (e.g., VR professional, supervisor).

  • Type of monitoring (written/verbal reports).

  • Frequency and location (daily, weekly, at the job site).

  • Purpose (assess fatigue, productivity, job limitations).

7. Documentation

• All job placement interactions (client, employer, third parties) should be recorded.

• Notes should be dated and signed for accuracy and record-keeping.

Multiple-Choice Quiz

1. What is the primary goal of selective placement?

A) To match a client with any available job
B) To find a job that closely fits the client’s abilities and needs
C) To encourage job seekers to apply for as many jobs as possible
D) To focus on high-paying jobs only

2. What percentage of jobs are found in the hidden job market?

A) 25%
B) 40%
C) 60%
D) 80%

3. Why do employers sometimes avoid publicly posting job openings?

A) They prefer hiring through cold calls only
B) They do not need new employees
C) They prefer referrals or want to save on advertising costs
D) It is illegal to post job openings publicly

4. What is the main purpose of cold calling in job placement?

A) To pressure employers into hiring clients
B) To ask employers for financial donations
C) To locate job opportunities and establish employer relationships
D) To randomly contact businesses without preparation

5. Which of the following is NOT a common employer misconception about hiring people with disabilities?

A) They have higher job retention rates
B) They are less capable than other workers
C) They require more sick days than others
D) They increase workplace diversity

6. What is the purpose of job analysis?

A) To ensure only high-paying jobs are considered
B) To analyze an employer’s hiring practices
C) To break down job tasks and compare them with client abilities
D) To focus only on the physical demands of a job

7. What is a key benefit of monitoring job placements?

A) Ensuring that clients are paid higher wages
B) Allowing VR professionals to control client work schedules
C) Identifying and addressing issues before they escalate
D) Reducing the number of clients needing placement

8. What is a key requirement of documentation in job placement?

A) It should only include positive feedback
B) It must be dated and signed
C) It should only be done verbally
D) It is only necessary for legal cases

Answer Key

1. B – To find a job that closely fits the client’s abilities and needs

2. C – 60%

3. C – They prefer referrals or want to save on advertising costs

4. C – To locate job opportunities and establish employer relationships

5. A – They have higher job retention rates (This is actually true, not a misconception)

6. C – To break down job tasks and compare them with client abilities

7. C – Identifying and addressing issues before they escalate

8. B – It must be dated and signed