Strategic Framework for Empowering Disadvantaged Job Seekers at Employment Hero 💼

Establishing a framework to connect one million underprivileged individuals with meaningful employment by 2033 presents a strategic opportunity within the HR domain.

1. Understanding the Core Problem: Bridging the Supply-Demand Gap 🕵️‍♂️

To address the gap between employers and disadvantaged job seekers, we must first acknowledge the assumptions at play. There exists a significant mismatch between the high expectations employers hold for potential candidates and the availability of underprivileged job seekers from fields such as disabled communities or low socioeconomic backgrounds.

The goal should be to improve candidate desirability while simultaneously reshaping employer expectations. This dual approach will generate better market liquidity and a healthier employment ecosystem.

Actionable Strategies:

1. Product Marketing: Facilitate awareness of the advantages of hiring underprivileged job seekers. Educate employers on topics such as branding and cost benefits associated with this demographic.

2. Job Seeker Enablement: Provide tailored resources, such as resume-building courses, to enhance job seeker profiles. Low-cost solutions like online workshops will improve their market readiness.

3. Expectation Nudges: Guide employers to reset requirements for job descriptions, focusing on "adjacent skills" and coachability rather than solely on traditional qualifications. This can widen the pool of viable candidates.

2. Implementing a 30/60/90 Day Plan for Initial Success 📅

Launching the foundation within the first 90 days requires structured milestones that can validate key hypotheses and achieve early wins.

Phase Breakdown:

• D30: Understanding Market Needs

  • Conduct interviews with employers and job seekers to identify market segments and friction points in the hiring process.
  • Begin outreach to existing Employment Hero clients to close initial partnership agreements.

• D60: Pilot User Journey & Unit Economic Assessment

  • Implement workshops to simulate a manual matchmaking process, grasping user experiences for both employers and candidates.
  • Develop the business case for scaling, analyzing acquisition costs and expected unit economics.

• D90: Proof-of-Concept

  • Define the scope for product build using Employment Hero resources.
  • Launch an alpha version with 10 participating SMEs and 100 candidates to initiate the first matches, tracking essential metrics like number of job placements and net promoter score (NPS).

3. Continuous Validation of Hypotheses Through Metrics 📊

A solid measurement framework is essential to assess whether we're successfully narrowing the gap. This involves establishing performance metrics centered around crucial outcomes such as:

• Job Match Efficiency: Time taken to fill roles compared to similar positions without barriers.
• Perceived Service Quality: Gathering feedback from both job seekers and employers will provide insight into overall satisfaction and the effectiveness of our solutions.

Aiming for growth, we estimate that achieving 80% year-on-year growth will require onboarding approximately 800 SMEs and matching 5,000 candidates by the end of Year 1.

4. Expansion Strategy Across Core Markets 🌍

To effectively scale our foundation's operations, initiating presence in underlying markets is pivotal:

• Australia: Leverage existing knowledge and strong market position.
• New Zealand: Capitalize on cultural similarities and existing Employment Hero infrastructure.
• UK, Singapore, Malaysia: Employ localized approaches tailored to their distinct labor markets, incorporating charity partnerships for optimal liquidity.

In each market, an assessment of potential hiring barriers must inform product localization and adaptation strategies. By creating targeted marketing campaigns and collaborating with local charities, we can maximize outreach and impact.

5. Cross-functional Collaboration for Holistic Growth 🤝

Successful execution of this initiative hinges upon collaborative efforts across various departments. Key stakeholders include:

• Product Team: Development and iteration of the platform to ensure it meets the needs of diverse job seekers.
• Marketing Team: Crafting and disseminating compelling narratives regarding the mission and value of the program.
• Leadership: Ensuring alignment and transparency, fostering buy-in from all levels for sustained commitment.

By establishing regular alignment sessions and sharing objectives across teams, we will enhance the cohesion needed for impactful expansion and operational efficiency.

Conclusion: Shaping a Sustainable Future for Underprivileged Job Seekers 🌟

Bridging the gap between disadvantaged job seekers and employers entails strategic planning and informed execution. By nurturing relationships, optimizing resource allocation, and effectively addressing barriers to employment, we can empower one million individuals to find meaningful work by 2033. This mission, rooted in corporate social responsibility, will not only benefit the job seekers but will also enhance the employer landscape, adding value to the broader economy.