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December 12, 2007
Show How You Can Make Life Easier for Your Prospective Boss
James J. Elekes has just completed a five-year term as a Presidential Appointee/Public Member of the U.S. Access Board in Washington D.C. As a result, he's now officially in a "job search" mode, and he recently wrote about this experience:
"Bright and early this morning, I had a breakfast interview with a senior executive of a major public sector organization. We had a good interview.
"However, afterward, my thoughts were focused on one component of our conversation, specifically the question, 'How do your goals for this position match mine as the executive officer of this organization?'
"Having done extensive research on this individual, here's what ran through my mind before I spoke:
"'I'm being interviewed by my prospective boss. Do his goals make sense and are they compatible with mine? Is the task I'm signing up for something I'll enjoy doing, and will I be successful at it?'
"Following my response, my prospective new boss asked, 'Do you have any questions for me?'
"I responded, 'Yes,' and asked my potential boss the following:
"'What are your goals for this position?'
"'At the end of my first year, when we sit down for my review, how do I get a 'gold star'?'
"'How do I succeed in this job and make you happy that you hired me?'
"While some may think my approach 'inappropriate,' I believe the interview wasn't about me. It was all about being an asset to my prospective boss. Because, remember, as wonderful and talented a human being as I may be, my future boss is hiring me for a selfish reason: to make his life easier.
"I think those of us within the disability community need to consider this. Interviews aren't about demonstrating our 'assistive technology," speaking of 'accommodations,' etc. It's about making the prospective boss comfortable with us based on our knowledge, skills and abilities (KSA's) and what we can do to make their jobs easier than they are now.
"I wouldn't have been sitting with this individual unless he was comfortable with me as a blind individual, had some reasonable certainty I can get the job done and, had the possibility of being a critical component in achieving his goals for the organization.
"He didn't inquire about AT, and, based on his level in the organization, it was clear from our face-to-face conversation and my extensive research, I didn't need to bring the topic-up unless he posed questions about it.
"I believe it is critical to remember that, it's the KSA's, efficiency and value you will add to his organization that gets you the position -- not the ability to demonstrate AT or how you perceive your disability."
What's your reaction to James' experience and to his thoughts about it?
Posted by Nancy O'Connell at 11:21 AM | Comments (6)
December 04, 2007
Needed: Framework for Trial Work Periods
eSight is still putting the finishing touches on its eBook for hiring managers about inclusive recruiting. We need some more feedback from you about one issue: trial work periods.
In September, our original guideline for hiring managers was this:
“Hire people with disabilities who are willing to prove they can do the work of a specific job by volunteering to work for no pay during a limited time; make sure they are paid competitively after that trial period ends.”
During last summer’s discussion, Jeremiah Taylor wrote:
“I volunteered without pay for my employer after I lost my sight so I had an opportunity to remove the fears of my colleagues and show them I could perform on the job.”
For highly skilled professions, Charles Von Ray said he would take a slightly different approach and rewrite the guideline as follows:
“Hire people with disabilities who are willing to prove they can do the work of a specific job by volunteering to work for minimum wage, at least, during a limited time; make sure they are paid competitively after that trial period ends.”
“To put it in plain terms, ‘You respect me. You pay me something,’" Charles wrote.
During the eBook’s editing process, another version of this guideline cropped up:
“Hire people with disabilities who are willing to prove they can do the work of a specific job by electing to work for a minimum wage during a limited time with the agreement that they will be paid competitively after that trial period ends and they are hired.”
Here’s another option:
“Hire people with disabilities who are willing to prove they can do the work of a specific job either through volunteering for a limited period or through paid, sponsored trial work periods in collaboration with vocational rehab agencies with the agreement that they will be paid competitively after that trial period ends and they are hired.”
Would you ever consider or have you ever participated in a trial work period? What conditions would you attach to it?
Posted by Jim Hasse at 05:56 PM | Comments (8)