Index.php
From Environmental Technology
| Line 1: | Line 1: | ||
| - | + | The labor market is complicated as it is, but you're often confronted with additional obstacles in order to find meaningful employment, if you're an individual with a disability. Statistics show that for every single one interview a non-disabled person does, a person with a disability does five in order to secure a job!** While the quantities look staggering, the five strategies below can assist in improving the odds.1. Determine up front if you'll disclose your disability. Make a list of the good qualities and cons of disclosure. Disclosure may not be required by a hidden disability if you don't are requesting an accommodation. You might want to disclose an obvious disability ahead of time to guarantee the interviewer focuses on you and your abilities vs. you and your disability. Your choice to disclosure is yours. Do what feels comfortable, and remember, disclosure doesn't mean telling your lifetime story! Keep it simple, practice what you'll say, and only share what's highly relevant to the job.2. When you are scheduling an interview, be sure to ask at the start exactly what the procedure involves (e.g. Will screening of any type occur? How can the tests be applied? Where can the meeting occur?). Should you choose require an accommodation in the original interview, ask the boss as far ahead of time as possible. Do not wait until the last minute! Be open to other suggested accommodations from the manager if they would satisfactorily be practical. Recall, a company isn't required to provide you with the precise hotel you ask. Present your visibility during this interactive process.3. Be positive! Be prepared to show the way you will be able to execute the fundamental features of a job with or lacking any accommodation. Do not await a manager to ask, particularly if your disability is apparent. Give confidence how you will be able to successfully get the work done and contain examples of how past accommodations or adjustments have worked to everybody's advantage. Your confidence will help dispel any issues the employer may have.4. Do not let your disability determine you. You're a combination of many fantastic skills and capabilities. The more positive you are, the more a company will focus on your attributes. Remember - you are a job prospect that just happens to have a disability. Keep the concentrate on YOU!5. Practice, practice, practice! Do not go to a meeting thinking you'll be able to 'wing it,' especially as it relates to addressing your disability. Often, when we are nervous, we can both say too much or too little. It's often better to script out what you will say, anticipate possible concerns, and then practice your response. Get the assistance of a trusted friend or associate. Go in willing to impress them!**This particular fact was taken from 'Windmills' Attitudinal Training Course. | |
| - | + | ||
| - | + | ||
| - | + | ||
| - | + | ||
| - | + | ||
| - | + | ||
Revision as of 15:41, 9 September 2013
The labor market is complicated as it is, but you're often confronted with additional obstacles in order to find meaningful employment, if you're an individual with a disability. Statistics show that for every single one interview a non-disabled person does, a person with a disability does five in order to secure a job!** While the quantities look staggering, the five strategies below can assist in improving the odds.1. Determine up front if you'll disclose your disability. Make a list of the good qualities and cons of disclosure. Disclosure may not be required by a hidden disability if you don't are requesting an accommodation. You might want to disclose an obvious disability ahead of time to guarantee the interviewer focuses on you and your abilities vs. you and your disability. Your choice to disclosure is yours. Do what feels comfortable, and remember, disclosure doesn't mean telling your lifetime story! Keep it simple, practice what you'll say, and only share what's highly relevant to the job.2. When you are scheduling an interview, be sure to ask at the start exactly what the procedure involves (e.g. Will screening of any type occur? How can the tests be applied? Where can the meeting occur?). Should you choose require an accommodation in the original interview, ask the boss as far ahead of time as possible. Do not wait until the last minute! Be open to other suggested accommodations from the manager if they would satisfactorily be practical. Recall, a company isn't required to provide you with the precise hotel you ask. Present your visibility during this interactive process.3. Be positive! Be prepared to show the way you will be able to execute the fundamental features of a job with or lacking any accommodation. Do not await a manager to ask, particularly if your disability is apparent. Give confidence how you will be able to successfully get the work done and contain examples of how past accommodations or adjustments have worked to everybody's advantage. Your confidence will help dispel any issues the employer may have.4. Do not let your disability determine you. You're a combination of many fantastic skills and capabilities. The more positive you are, the more a company will focus on your attributes. Remember - you are a job prospect that just happens to have a disability. Keep the concentrate on YOU!5. Practice, practice, practice! Do not go to a meeting thinking you'll be able to 'wing it,' especially as it relates to addressing your disability. Often, when we are nervous, we can both say too much or too little. It's often better to script out what you will say, anticipate possible concerns, and then practice your response. Get the assistance of a trusted friend or associate. Go in willing to impress them!**This particular fact was taken from 'Windmills' Attitudinal Training Course.
