« November 2006 | Main | February 2007 »
January 30, 2007
How Do We Use Street Smarts Without Selling Out?
How you handle your job interview can make or break you as a job seeker, and several eSight members offered some outstanding tips last week on this forum about how to beat the screening process, which is often stacked against applicants with disabilities.
Amenah writes:
“…My strategy is that I inform them after I have confirmed the interview -- generally the day prior to the interview itself -- that I am blind. I also prepare and give a PowerPoint presentation for the interview where I weave in the alternative skills that I use and how my skills transfers into the job itself. I have had great success with this. In fact, the first time I did it, I landed the job on the spot.
“…It really showed the hiring organization that I could present well and that I was creative about how I presented the issue as it relates to the organization. In doing the presentation, I had to do some research on the organization and learn what its priorities were.”
Chris agrees:
“…Before going for a personal interview, however, I always disclose blindness. At that point, the interview is a sure thing, and the interviewer needs some time to get used to the idea and perhaps might even think of some good questions to ask beforehand. This approach has worked well for me in my last four successful job interviews.”
Cecilia gets more specific:
“…If an employer responds to my resume by calling me with an appointment for an interview, I keep it short and make the appointment. The day before the job interview, I call to confirm and say, ‘When I get off the elevator, which is the best way to find your office? Is it right or left? I have a visual impairment and knowing this is how I can acclimate myself.’"
CFS offers this long-view perspective:
“During my long professional and personal history as a totally blind person, I am convinced that it is better to never apply for any position for which you do not feel absolutely prepared to achieve success if employed.
“Never reveal any disability info upfront.
“Never submit a resume in advance of a personal interview, since resumes are first used as an eliminator.”
Yes, providing too much information about your disability is like digging yourself into a hole.
Here’s what Anne writes:
“…If you disclose (your disability, employers) still have no legal right to ask your references about the impact or ask them if there have been any liability issues. But many employers don't know that. They cannot presume to know whether your disability will get worse or stay the same or how long you've had it or any number of other issues.
”They will presume, however. If you decide to bring up your disability, you need to somehow know what else needs to be addressed. My question is: How far do you go with disclosure?”
About half of last week’s bloggers brought up another sink hole to avoid. They objected to eliminating disability-related experience on a resume to hide a disability from prospective employers.
Echoing several others, William emphatically writes:
“As an experienced advocate with a disability, I …must voice my strongest objection regarding not mentioning your disability during the employment process. Either you are empowered … are part of the solution or you are a follower. If you’re neither, then get out of the way.
“…I have a disability, and I will not hide it!”
Kylee concurs:
“(Three decades ago), I had only one impairment: the blindness with which I was born. I have acquired two others since then (both hidden) but have learned to be proud of all three. They are as much a part of my uniqueness as my Celtic heritage and I shout them from the rooftops in the same way as I do the fact that I am a New Zealand-born Celt.
“How can we expect others to feel good about us if we do not feel that about ourselves? I even had a photograph on the front of my CV … with a statement about how fortunate I feel to have had the opportunity to experience both a congenital and acquired impairments in the one lifetime.”
Maybe last week’s discussion revealed this more basic question those of us with disabilities have to face about disability employment issues:
How do we use our street smarts to avoid disability barriers in a job search and still retain our disability pride?
Posted by Jim Hasse at 06:52 PM | Comments (3)
January 23, 2007
Disability Disclosure – Before or During a Job Interview?
Thank you, James Elekes, for forwarding to eSight this article: “Should You Disclose a Disability on Your Resume?” by Kim Isaacs, Monster.com resume expert.
The following four points within that article drew my attention:
First: "Never reveal a disability on a resume," says Jeff Klare, CEO of Hire DisAbility Solutions, which is jointly operated by Monster.com. He cites the possibility of discrimination or preconceived, inaccurate notions about disabilities as the primary reasons to avoid the topic on a resume.
Second: "Get your foot in the door for interviews, and, if the disability is visible, put their minds at ease early on in the process, assuring employers that you have the skills to do the job," says Dr. Daniel J. Ryan, author of “The Job Search Handbook for People With Disabilities."
Ryan admits people with visible disabilities (e.g., noticeable impairments to speech, hearing, sight or mobility) might want to disclose those disabilities in their resumes or cover letters so there are no surprises at the interview, but he advises against such disclosure.
Third: Klare also advises against disclosing your disability on the resume or cover letter as the reason for a gap in employment. "There are many ways to fill gaps," he says. Options include volunteer work, continuing education or other activities performed during time away from the workforce.
Fourth: Be careful about including achievements on a resume that could unintentionally reveal a disability. That doesn't mean omitting all references to organizations that are tied to disability, but use common sense, Ryan stresses.
Nan Hawthorne, who has authored many eSight articles, agrees with Klare and Ryan and starkly puts the disability-on-a-resume issue this way:
“Self-revelation … early in the game is tantamount to adding a postscript to your cover letter: ‘Don't bother to call me about this job!’ It is a sad fact that we must at least get our toes in the door before we talk about disability. We must make it as hard as possible to turn us down just because of disability.”
I can see the rationale in not revealing your disability in your resume or cover letter, but, once you receive a telephone call for a job interview, what do you do?
There are a variety of options for handling the disability disclosure question after you’ve landed a job interview.
For example, see the eSight article, “Don't Ask, Do Tell - But When?” by Peter Altschul.
In that article, Peter writes:
“While I believe that people who are blind or visually impaired should consider surprising a job interviewer by not disclosing their disability until they appear for an interview, I also believe that this decision is a personal matter based on such factors as the job being sought, the culture of the organization, the degree of visual acuity, and the unique circumstances of each interview. (I will, for example, disclose my disability before an interview, if I learn that the organization is planning to send me printed materials.)
”People who choose to use the ‘element of surprise’ should be prepared to confidently address a variety of initial reactions -- ranging from effusive greetings to embarrassed silence -- and develop strategies to weave their disability into the fabric of the interview.”
Joeroe agrees:
“The surprise approach fits my personality. I feel that in the first three minutes of the interview, while the interviewer is undoubtedly preoccupied with not saying the wrong thing, I can be saying all the right things with confidence, therefore showing the interviewer that I can control a situation, if even briefly, which they themselves couldn't handle.”
Kcartwright, on the other hand, believes in leveling with a prospective employer as soon as possible:
“I guess I would say the best approach I have found is something like, "Don't Ask (but know they will anyhow), Do Tell (but not too much -- focus on the job, not your disability) and 'Do It as Soon as Possible.' This might help the interviewer become comfortable with you quickly, and it helps to emphasize skills you have rather than what you need right off the bat.”
Durre, though, takes a middle-of-the-road approach:
“At the suggestion of my Ph.D. advisor, I included a 'Personal Statement,' a few paragraphs in length on a separate sheet. In this statement, I stated that I am blind and explained briefly what adaptive strategies I use to get my work done. This way, I informed my future employer of my disability right off the bat, but, in doing so, I focused on how I am able to do my job.”
As Peter suggests, when to disclose your disability – before or during a job interview – probably hinges on personal preference. It’s a choice each one of us needs to carefully consider, taking into account our specific disability, our temperament and our personality.
So, to help each of us within the eSight community discover which route is best for us, please reply to this week’s discussion question:
Do you feel more comfortable revealing your disability before or during a job interview? Why?
Posted by Jim Hasse at 04:08 PM | Comments (17)
January 17, 2007
Let’s Help Glenda Extend her Reach
Please join your fellow eSight members for another learning opportunity this week as Glenda Watson Hyatt celebrates the publication of her new autobiography, "I'll Do It Myself."
Since she was 10, Glenda has dreamt of writing her autobiography, of sharing her story with others and of motivating others to become all that they can be.
An eSight member since 2002, Glenda is operates her own consulting business, Soaring Eagle Communications, which is committed to increasing awareness and accessibility of today's communication technologies so that people with disabilities can fully participate in all facets of society.
She also writes a blog, JustWrite, and, as a freelance writer, has contributed five articles to eSight's database of more than 1,000 articles about career management from a disability perspective.
I recently interviewed Glenda about how she compares book marketing with job hunting, how she is using the Internet to promote her book and how she cultivates online relationships with people.
For Glenda, who has cerebral palsy and speaks with difficulty, online marketing is playing a major role in her book marketing strategy.
"I've recently realized the key is cross media promotion - using one medium to promote your presence in another," she told me. "Essentially, you build your own media empire using various formats, such web sites, ezines, blogs, podcasts, webinars, and Internet radio. You then add in traditional media coverage like newspapers, print magazines, radio, TV."
I believe Glenda has developed a strategic and tactical approach to online marketing that can be helpful for us all, whether we're job searching, trying to extend our professional networks or trying to market a service or product as an entrepreneur.
See "Promoting Yourself Is Building Solid Relationships," eSight's interview with Glenda.
During that interview, Glenda explains one of her tactics in marketing her book: a virtual book tour she calls "40 Blogs in 40 Days."
The idea behind this virtual (no travel) book tour, says Glenda, is to have 40 bloggers and ezine writers interview her in 40 business days. During the tour, bloggers send her questions about her book, which she answers by e-mail. Each blog then posts her responses, either as a Q&A or as an article, on its selected day of the tour.
On January 22, the eSight Networking Forum (right here) will be the second "stop" on her tour book
Let's all help Glenda's "40 Blogs in 40 Days" virtual book tour - and her January 22 stop at the eSight Networking Forum - become a stellar success. To support Glenda in her "40 Blogs in 40 Days" marathon, there are two things you can do right now:
First, you can become an active participant in Glenda's virtual book tour by e-mailing the URL of Glenda's interview article (and this special announcement e-mail) to three of your friends and acquaintances, asking them to do the same. It's a quick and easy way to extend Glenda's reach to potential readers of her book. If each one us takes five minutes to do just that, we, as eSight members, can make a significant impact on Glenda's outreach efforts.
Second, on this eSight Networking Forum offer Glenda your ideas about where she can post a blurb about her book so she can reach those who will benefit by reading it.
For instance, do you know a blog that includes participants who need to hear about Glenda's book?
Post your suggestions here for helping Grenda extend her reach. And, while you’re at it, tell us what you’ve done to help Glenda reach potential readers of her book.
Posted by Jim Hasse at 11:03 AM | Comments (7)
January 09, 2007
Sharing Recognition, Power
In this week's new article on eSight's Career Management Resources section, Liz Seger highlights this paragraph from Stephen Covey's "Seven Habits of Highly Effective People:"
"As people become increasingly principle-centered, they love to share recognition and power. Why? Because it's not a limited pie. It's an ever enlarging pie. The basic paradigm of limited resources is flawed. The great capabilities of people are hardly even tapped. The abundance mentality produces more profit, power and recognition for everyone."
As a person with a disability, I've found approaching life from a win-win perspective (because there's always enough recognition and power to go around) is not easy.
Perhaps it's because, as a World War II baby who came of age during the high expectations of the '60s, I've seen relative (not at all life threatening) scarcity -- scarcity in disability services due to budget cutbacks, scarcity in imagination among service providers, scarcity (supposedly) in jobs open to individuals with disabilities etc.
But that fear of not being able to get what I need or what I hope for in life is a disability just as real as my physical limitations.
It's one of the barriers I've needed to overcome, and my parents were instrumental in giving me the foundation early in life so I could let go (what has become a lifelong journey) of that scarcity fear and develop a win-win approach in working with people.
That win-win approach is essential for success in today's job market.
Read more about "Characteristic of Leadership: Sharing Recognition, Power."
Then please reply to this question:
When have you shown a willingness to
share recognition and power with others?
Posted by Jim Hasse at 07:05 PM | Comments (3)