www.LarryRobbin.com

Issue 39
Larry Robbin Upcoming Training

Larry Robbin Training Topics

Larry trains on more than 300 topics. This list features some of the most requested workshops. Click here for the list of training topics. If you do not see what you need, please contact Larry to see if he trains on that subject. Larry trains onsite, by telephone or by webinar.

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Looking for new ways to be successful with the hard-to-employ?  

For only $45 you can take Larry's hour and a half webinar and get a whole new tool box of powerful field tested strategies that will help people go from "No work no way" to "I got the job!".


CAN A COMPANY HIRE WITHOUT INTERVIEWS?

If you want to find out how and why this 20 million dollar a year company hires without using interviews, click here.


HOW TO JOB HUNT TODAY

This quick read article is filled with great tips and resources that are great for helping you and your job seekers understand how hiring has changed and what people can do to increase their chances of landing a job in today's labor market.  Click here for the article.


CAREERS IN THE CANNABIS INDUSTRY

Cannabis is still a banned substance at the federal level in America. However, as of March 2018, medical marijuana is legal and regulated in at least 30 U.S. states. And in eight of those states, recreational marijuana is also legal and regulated. There is no doubt that jobs in this industry are growing. There are more opportunities in this industry than you may realize. Across America, the state-legalized marijuana industry already provides work for as many as 230,000 people. By 2021, that number is predicted to rise to about 414,000. Roughly 35 percent of those jobs will be in California. Between 2018 and 2025, the U.S. market for legal marijuana could grow by a whopping 122.5 percent to become worth more than $24 billion.That could result in the legal cannabis sector supporting the employment of more people than America's manufacturing industry.  Check out this article to learn more about careers in cannabis.
 

MANAGEMENT CORNER


NEW YORK WORKFORCE DEVELOPMENT REPORT:

LESSONS FOR ALL CITY WORKFORCE SYSTEMS 

This excellent report is from the Workforce Field Building Hub of the New York Workforce Professionals Training Institute.  This report is must reading for every one in leadership in government, workforce programs, funding sources and policy making in urban workforce systems.  The report gets at the heart of so many of the issues that keep these systems from being more effective.  It is not only an analysis of the problems and challenges, it also provides practical and well thought out recommendations that have implications for many urban workforce systems.  Click here to read the report Workforce Agenda for New York City.



SPOTLIGHT ON MY SERVICES!

One of my most popular new training's is:

Trauma! The Most Powerful Hidden Barrier to Employment and Job Retention!

About 40% to 60% of Americans have experienced trauma, but the percentages are much higher in many of the youth and adult populations served by the workforce system. Many of the things we see as barriers to employment are actually coming from trauma. You may address the barrier symptoms, but if you can't help people with the cause, either through your services or a referral, they will not make employment progress and be challenged in many areas of their lives. I know a lot about trauma since I am a multiple trauma survivor myself. For information on the training I provide about trauma, click here.

 

AMERICA'S JOB CENTERS
CUSTOMER FLOW INFOGRAPHICS

These easy to follow infographics contain a lot of information that will be of help for anyone working in management or staff roles in an America's Job Center.




STRATEGIES FOR WORKING  WITH
PEOPLE THAT  
ARE HARD-TO-EMPLOY

CERIC "Advancing Career Development in Canada" is an amazing organization that provides professional development, webinars, a newsletter and blog, conferences and a wide range of resources for career counseling practitioners that work in all types of settings in Canada and other places. I am proud to say that they recently published my article about strategies for working with people that struggle with employment motivation. My thanks go out to Lindsay Purchase of CERIC who helped with editing the article.





WHAT GANG INVOLVED YOUTH SAY ABOUT
WHAT IT TAKES TO GET THEM OUT OF GANGS

Most reports about helping youth leave gangs come from adult perspectives. The insights in this research report come from gang involved youth themselves.




TWO OF MY CLIENTS MAKE THE LIST OF
THE TOP 100 BEST NONPROFITS TO WORK FOR IN AMERICA!

LESSONS TO BE LEARNED FOR ALL WORKFORCE ORGANIZATIONS!

I am proud to say that two of my clients are on the list of the top 100 nonprofit organizations to work for in the United States!  These organizations not only made the list, they are high up on the list with Career Path coming it at number 12 and Young Community Developers 
ranked at number 15!  The list is compiled by the NonProfit Times based on employee feedback from an in-depth survey about job satisfaction.  Many organizations compete for the honor of being on the list, but only a few are chosen. Congratulations to both organizations! It has been an honor to consult and train for you and having worked with you, I am not at all surprised by this recognition.The article that accompanies the list includes important ideas and lessons for all types of organizations.



EMPLOYER CORNER


STRENGTHENING THE CONNECTIONS WITH EMPLOYERS
A GUIDE TO PARTNERSHIPS WITH BUSINESSES

This is a very comprehensive guide to developing and strengthening partnerships between workforce organizations and businesses. It is a must read for anyone at the management or staff level interested in working at higher levels with employers. For information on my training about business engagement click here.



HIDDEN DISABILITIES
DISCLOSURE, ACCOMMODATIONS AND OTHER ISSUES

Estimates vary, but it is generally thought that about half of the people with disabilities have hidden disabilities.  Many of these people will go to work without having to disclose the disability.  But what will they do if the disability starts to interfere with their job or the conditions of the job change in ways that make it difficult to do them with their hidden disability?  What are their options for disclosure and accommodations?  






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