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November 27, 2007
Help Hiring Managers Become Change Agents
As a job seeker, you can align yourself with the top
attributes inclusive-conscious hiring managers seek in
employees as they move through each decision-making
stage -- from recruitment, selection, and placement to
development.
Consider, for instance, how you can capitalize on the
fifth-most-important recruitment strategy eSight members have identified for hiring managers -- those who seek to make their recruitment activities really inclusive.
That fifth inclusive recruitment strategy is this:
Avoid tokenism in recruiting and hiring individuals
with disabilities, believing that one such employee on
your payroll fulfills your company’s “obligation.”
Inclusion involves actively addressing outdated
perceptions people hold, largely because, by habit,
they are relying on what they may have learned from an
early age and have not taken time to update those old perceptions with new knowledge as adults. Tokenism is one of those outdated perceptions.
Check "Telltale Signs of Inclusion."
A hiring manager can be an important change agent
within a corporate environment by helping colleagues
update their knowledge about how people with
disabilities can contribute to the company’s success.
A hiring manager can lead by example -- by hiring,
placing, and grooming the best individuals with
disabilities he or she can find.
But, hiring managers need your help.
Carefully prepare answers to unasked questions about a
hiring manager's fear of appearing to be uninformed
about your disability. That’s an additional
preparation step –- a step beyond the routine
questions you'll be asked about your experience,
skills and attributes and how they can be applied to
the job at hand.
In doing so, you’ll be on solid ground for a
“conversation” with any hiring manager.
In assuming such an “educational role” during your job
search, you may just find yourself with a couple of
job offers -- because you’ve demonstrated your skill
at identifying a need and subtly showing how you can
help meet that need.
Here is this week’s discussion question:
What do you think is the best way to show hiring
managers you meet during your job search that they
have this opportunity to become change agents for
disability employment within their companies?
Add your comments to this posting
Posted by Jim Hasse at November 27, 2007 05:53 PM
Comments
Question ironic. Earlier today, as part of my job responsibilities, I was presenting to a luncheon of the Society of Human Resource Managers (SHRM). The organization is the single largest professional organization representing HR Managers. I began my presentation by asking, "How many of those present believe being an 'Agent for Change' is a critical component of your job?"
I then added, "Change may include hiring individuals with 'sexual preferences', "individuals with disabilities' or 'female candidates not usually found in your industry'". Not surprisingly, less than 25% of the audience acknowledge being an "Agent for Change" was a part of their job.
When we persued the question further, the most frequent response, "With the mandates placed on us to hire the most qualified, we don't have the time to promote 'diversity". We have a 'Job Order" to be filled by a certain date and, at a salary level established by the organization. If, we happen to match the position to a candidate with additional/value added atributes, it's a positive". The fact those responding were honest in their responses gives one food for thought. Perhaps the follow-up thread to the question posed might be, "With the limited time available during an interview with a HR Representative, how do you present your Knowledge, Skills and Abilities (KSA's) as well as your uniqueness as a qualified individual with a disability without losing focus or compromising the HR Reps ability to complete the interview in the most efficient manner possible?"
To use a baseball analogy, the pitcher controls the tenor and pace of the game. If the HR Rep is the "pitcher", how can you change the timber of the game and, insure you quickly have that role?
Posted by: James J. Elekes, M.Ed, MPA, CPM at November 28, 2007 07:30 PM
First, be aware of when the hiring manager is most receptive so that when that person does something or says something about how important inclusion is, affirm the statement and mention others you know of who are competent like yourself. Offer to do a presentation about inclusion of people with disabilities in the workplace and illustrate how beneficial it is to have such a diverse workplace (cite examples of companies that have grown and give names of othering managers who are change agents). Mention colleagues who have told you in one way or another that they have grown and perform better because you are so dependable, enthusiastic. Talk about the ADA and spice up the employment section by personal stories about the positives for you and others. Offer to write for the company newsletter about your career journey mentioning statistics regarding people with disabilities who are not given the opportunity of employment that you now have. Take responsibility for accommodations you need and be savvy about implementation of such accommodations and how they affect the company's bottom line. Benefits outweigh burden in most instances.
Posted by: Jo Taliaferro at November 30, 2007 12:19 PM
Being a Job Developer for a company that supports adults with intellectual disabilities, I have found the best way to get past the preconcieved notions some people have is to do a working interview. Show the employer that the individual can handle the responsibilities. If this person cannot...we find someone else. Let the employer know that we don't want any special favors, if they can't or won't do the job...fire them! Sounds harsh, but this is life in the real world and it usually serves as a good learning experience.
Posted by: Randy Holmes at March 7, 2008 09:04 AM
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