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November 13, 2007
How to Get Beyond a Hiring Manager’s False Assumptions
eSight member Melissa writes:
“I have to admit that, as a blind person who works full-time, I get frustrated by those who don't work when they probably could. We need to get out there and show the rest of the world that being visually impaired does not mean we cannot be productive members of society.
”I think those that don't work think that those of us who do work are somehow not worthy of being part of organizations for the blind. At least that is the experience I have had with others I have been associated with locally…
“I cannot get out of work anytime I want. I am also a wife, a mother, and a student, so I juggle a lot as it is. But I have many of the same concerns and problems as any other visually impaired person. There are programs in my area that bring the visually impaired together for social outings and so forth. I can never participate because they always plan things during the daytime on week days. Those of us who work cannot participate.
“I feel kind of left out and abandoned by people I thought would accept me.”
This week, let's examine how to align yourself with the fourth-most-important recruitment strategy (out of a total of 18) eSight members have identified for hiring managers -- those who seek to make their recruitment activities really inclusive.
That fourth inclusive recruitment strategy is this:
Evaluate abilities and disabilities on an individual basis, since no two abilities or disabilities are alike.
A hiring manager’s best job candidates with disabilities may have had to develop a sense of personal dignity without the support you would think they would receive from friends and acquaintances who also have disabilities.
That can be a lonely journey. But sometimes it’s an all-too-natural situation some of us have encountered.
We can feel caught between two groups of people (hiring managers and others with disabilities). Both don’t understand who we are because both are relying on false assumptions.
Check “Dissension, Reconciliation: Do Unemployed Blind People Resent Those With Jobs?”
Then, reply to this question:
How do you show a hiring manager that you are an individual first and not necessarily a verification of his or her long-held false assumptions about people with disabilities?
Add your comments to this posting
Posted by Jim at November 13, 2007 06:18 PM
Comments
I have come to the conclusion that, in a phone interview, a potential job candidate who focuses on skills has an advantage over the job-seeker with a disability who interviews face-to-face. The interviewer is not distracted by lack of eye contact by those who are blind or the perceived physical flaws which only serve to confirm the myths held by the employer or hiring manager when meeting a candidate face-to-face. It is by my confident stride, my rehearsed ability to look at the person and my focus on the employer as a human being that is more telling than a thousand pages of educational material. How do I greet the receptionist? (I know he/she is going to pass along comments), so it's holding my head up, articulating why I'm there with a tone of voice that reflects an upbeat attitude. A little small talk, a compliment about something I notice as I walk in the door...these are human traits, not disability-specific mannerisms. I am no more "the disability I have" than a sick person is "that disease called cancer" no one wants. In the course of an interview, the question, "Tell me a little about yourself" comes up and I'm not going to be trapped by addressing my disability. I'll speak about background, skills I possess, etc. What commonalities I have with that human being mitigate the disability. I've asked around. I know from blogs, networking, friends, newsletters and the like, that the hiring manager likes sports, enjoys good food. This information helps me "fit" or achieve chemistry so I get that next interview. My eye is on the prize, not the ugly blemish that disappears with authenticity and good presentation.
Posted by: Jo Taliaferro at November 15, 2007 02:37 PM
As a candidate for employment, the Knowledge, Skills and Abilities (KSA's) you offer to the employer make you uniquely qualified to fulfill the position. A high level of positive, outward personal confidence exhibited makes you a candidate. In a dynamic organization, KSA, attitude, personality and self-assuredness is the individual the organization is willing to look twice at regardless of the disability or, the AT used to do the job.
Remember, the HR Manager is only a "Gatekeeper" for the Hiring Manager. If, you meet the qualifications for the position, have a positive/dynamic attitude, can explain your KSA's and, know how your "brand" can add value to the organizations bottom line, you should be able to pass the "gatekeeper".
One question, "Why are you dealing with a "gatekeeper"? If, the job/career is what you want, you should be networking or talking to individuals within the organization/industry who may provide you introductions to the Hiring Managers within the segments of the organization in which you desire to work.
Best, Jim
James J. Elekes, M.Ed, MPA/CPM Presidential Appointee/Public Member andChairperson, Telecommunications, Electronic/Information Technologies Committee, United States Access Board
Posted by: Jim Elekes at November 15, 2007 05:29 PM
Melissa, perhaps you are just living a very normal Life. We live in a Sighted World and all our natural born Instinct's are to think, act and live, Sighted.
Sighted People face the same situation as, because most things take place during the standard work Week, and anyhow, apparently you don't have any spare time just like other multi active People.
Although I have been Blind for nearly 53, Year's, I live entirely in a Sighted World. I don't dodge Blind People, by any means, however, I just don't have any good reason to go out of my way chasing down some Blind person for company.
Most people center their activities around Subject Matter, rather than around a particular type of Person.
Posted by: C. Fred Stout at November 19, 2007 11:32 AM