If you've never worked with a placement service before, the process might feel unfamiliar. What do they actually do? How much does it cost? What's expected of you as the employer? These are reasonable questions, and the answers might surprise you with how straightforward the whole thing is.
At Innovative Placements, we've been connecting employers with qualified candidates who have disabilities across Western New York for over two decades. Here's a complete, honest look at what the partnership actually involves.
Phase 1: The Initial Conversation
Everything starts with a conversation — not paperwork, not a sales pitch. We want to understand your business: what you do, what roles you're looking to fill, and what your workplace environment is like.
This conversation typically covers:
- Job responsibilities — What the day-to-day work actually looks like, beyond the job description
- Work environment — Physical layout, team dynamics, shift schedules, supervision style
- Skills and qualities — What matters most for success in this role (reliability, attention to detail, physical stamina, communication)
- Timeline — How quickly you need to fill the position
Unlike traditional staffing agencies, we don't just match resumes to job descriptions. We match people to environments. A candidate might have the right skills on paper but thrive in a quiet setting rather than a busy floor. Understanding these nuances is what produces lasting placements rather than short-term fills.
Phase 2: Candidate Identification and Screening
Once we understand what you need, we identify potential candidates from our pool of job-ready individuals. Every candidate we present has already been through our preparation process, which includes:
- Skills assessment — Evaluating both hard skills (technical abilities, certifications) and soft skills (communication, teamwork, adaptability)
- Interest and aptitude matching — Ensuring the candidate genuinely wants to do this type of work, not just any work
- Resume refinement — Helping candidates present their experience clearly and professionally
- Interview preparation — Coaching on common questions, professional presentation, and workplace expectations
- Workplace readiness training — Covering punctuality, communication norms, and professional conduct
By the time a candidate reaches you, they've been evaluated and prepared. You're not starting from scratch — you're meeting someone who's ready to work.
Phase 3: The Interview and Hiring Decision
You remain in full control of hiring. We present candidates, but you make the final decision. There's no pressure to hire anyone who isn't the right fit. Our goal is a successful, lasting placement — not a quick transaction.
What the interview process typically looks like:
- We present 1–3 pre-screened candidates with a brief summary of their strengths and how they match your requirements
- You interview them using your standard process (we can provide guidance on inclusive interview practices if helpful)
- You make the hiring decision based on who you believe is the best fit
- If none of the initial candidates are right, we continue searching — no time limit, no penalty
"What impressed us most was the quality of the candidates. They were prepared, professional, and genuinely excited about the opportunity. We didn't feel like we were compromising — we felt like we were gaining an advantage." — WNY Manufacturing Employer
Phase 4: Onboarding Support
Hiring is only the beginning. The first few weeks on the job are critical for long-term success, and this is where many traditional hiring processes fall short. We stay involved during the onboarding period to ensure a smooth transition.
Our onboarding support includes:
- Accommodation planning — If any workplace adjustments are needed (most are simple and low-cost), we help identify and implement them
- Supervisor guidance — We provide tips on communication styles, task structuring, and feedback approaches that work well for the specific individual
- Check-ins with the employee — We stay in touch with the new hire to address concerns, answer questions, and provide encouragement
- Issue resolution — If any challenges arise during the adjustment period, we're available to help find solutions before they become problems
The word "accommodations" sometimes creates worry, but the reality is much simpler than most employers expect. According to the Job Accommodation Network (JAN), 56% of workplace accommodations cost nothing at all. Of those that do have a cost, the median is approximately $500 — a one-time investment. Common accommodations include flexible scheduling, written task lists, or noise-reducing headphones. Many of these adjustments benefit the entire team, not just the individual they were designed for.
Phase 5: Long-Term Partnership
Our relationship doesn't end after placement. We provide ongoing support for as long as it's needed:
- Periodic check-ins with both the employer and employee to ensure continued success
- Performance support if the employee needs coaching on specific skills or workplace situations
- Transition assistance if roles change or the employee takes on new responsibilities
- Additional placements when you have more positions to fill
Many of our employer partners have worked with us to fill multiple positions over the years. Once you experience the quality of candidates and the support we provide, the partnership tends to become a natural part of your hiring strategy.
Financial Benefits You Should Know About
Partnering with Innovative Placements comes with financial advantages that many employers aren't aware of:
- Zero placement fees. Our services are funded through partnerships with ACCES-VR and the NYS Commission for the Blind. There's no cost to employers — not for candidate identification, screening, placement, or follow-up support.
- Wage reimbursement. During the initial training period (typically the first three months), a portion of the new hire's wages may be covered, reducing your onboarding costs significantly.
- Work Opportunity Tax Credit (WOTC). Employers may be eligible for federal tax credits of $2,400 to $9,600 per qualifying hire, depending on hours worked and the specific qualifying category.
Partnering with a placement service isn't a leap of faith — it's a structured, supported process designed to minimize risk and maximize success for both the employer and the employee. You receive pre-screened candidates, onboarding assistance, and long-term support, all at no cost. The only thing you're expected to provide is a real opportunity.
Frequently Asked Questions
How long does the process take?
From our initial conversation to presenting candidates, typically 1–3 weeks, depending on the role and the specifics of what you're looking for. Some positions with straightforward requirements can be filled faster.
What types of positions do you fill?
We work across a wide range of industries and roles: retail, manufacturing, warehouse, food service, office administration, cleaning and maintenance, hospitality, and more. If you have a role to fill, it's worth a conversation.
What if the placement doesn't work out?
It's rare (our success rate is 94%), but it happens. If a placement isn't working despite support and adjustments, we'll work with you to find a resolution — whether that means additional coaching, role modification, or identifying a different candidate. There's no penalty or awkwardness. We want the right outcome for everyone.
Do I need to change my hiring process?
Not significantly. We work within your existing process. The main difference is that we do the initial sourcing and screening, so you spend less time on the front end and more time evaluating candidates who are already a strong potential fit.