How To Get A Job Interview After Applying For Disability
- How to get a job interview after applying for disability benefits
- Don't Let Disabilities Get in the Way of Getting the Job | Monster.com
- How to get a job interview after applying for disability meaning
- How to get a job interview after applying for disability definition
- How to get a job interview after applying for disability pay
I drive a car with adapted hand controls instead of conventional pedals. These adaptions and adjustments have become common place in society, though the working world is often seen as being steps behind. My biggest fear when applying for graduate roles was that my disability would mean I'd be phased out or not considered to be up to standard. It's an incredibly difficult position to be in. How do I accurately, yet positively, portray my disability? When, if at all, do I disclose my disability to my potential employer? And, how can I be sure my disability doesn't affect my ability to do my job, especially once I've been hired and I'm in the working environment for real? I work for EY, a professional services firm I've been with for four years, since joining as a graduate in 2011. Looking back, there were three pivotal steps to my success when securing my first job. 1. The application form The first tip I was given by careers advisers, which should be ignored, is "do not disclose your disability".
How to get a job interview after applying for disability benefits
If you are asked such an inappropriate question, respond diplomatically. Try: "Nothing in my personal life will keep me from doing an outstanding job in this position. " This answer should satisfy a prospective employer's concerns about your ability to get the job done.
Don't Let Disabilities Get in the Way of Getting the Job | Monster.com
Do base hiring decisions on skills, qualifications, and experience. Exceptions: 1. What happens if an applicant has an obvious disability? What you do in this case depends on the applicant's limitations and the job he's applying for. Before asking any questions about the applicant's disability, the interviewer must have a reasonable belief, based on objective evidence that the disability will potentially interfere with job performance. In many cases, an applicant's obvious disability will not be relevant to whether he can perform the job. For example, an applicant for a clerical position uses a wheelchair, but has full use of his arms and hands. The job involves data entry and some phone work. There does not appear to be a valid reason for the interviewer to ask questions about the applicant's use of a wheelchair. In other cases, an applicant's obvious disability is relevant. Take the same applicant in a wheelchair, but this time he's applying for a warehouse stock clerk job, which involves retrieving items off of tall shelves in the warehouse to fill customer orders.
It will boost your credibility. Also it will ensure that the interviewer remembers you in a positive light.
How to get a job interview after applying for disability meaning
How to get a job interview after applying for disability definition
I'm rarely affected or discouraged by negative comments, difficult scenarios, or potentially unwelcoming environments. I explained, "I even respond well to constructive criticism! " This admission actually worked in my favor, as the job I was applying for involved a tough Fortune 500-corporate environment, a position that meant overhauling the supply chain process it had been using for years and introducing an entirely new method to its employees. The organization was looking for a candidate who could persevere through challenging tasks and maintain her cool in stressful meetings and workplace situations. If you can find a way to link your disability with a strong work trait or characterization—"My ADHD has really helped me to think creatively about solving various types of scenarios"—you'll likely draw an impressive nod. You want to be remembered for your confidence and direct approach, not your inability to be candid and open in a first meeting. 3. It Instantly Connects You With People in the Room My inclination to open up about my disability allows me to connect with the people in the room, making my time with the hiring manager or senior leaders sincere and relevant.
This lack of openness appealed to my fears of discrimination and was the obvious, easy choice. Not disclosing, however, really restricted my options when application forms started to ask for examples, such as: Examples of times when I'd worked in a team Examples of times when I've overcome a challenge I had limited myself: my wheelchair tennis or multilevel orthopaedic surgery were clearly great examples that I now couldn't reference. I ended up hiding the true me. Suffice to say, my application to EY was one of the few where I was completely open. This decision was made easier by being presented a text box in which I could write about my disability, rather than just a box to tick. 2. The interview The second tip I ignored was the ignorant phrase that if the application form was where you "talk the talk"; the interview is where you "walk the walk". That's not quite the right advice to give a physically disabled candidate. I recall part-time job interviews I failed in after hiding my disability on my CV or application form.
How to get a job interview after applying for disability pay
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In this case, there are valid questions about how the applicant is going to do the job so the interviewer can ask the applicant to explain or demonstrate how he will retrieve items from tall shelves. 2. What happens if an applicant brings up medical information? The good news is that the answer to the previous question above applies here as well. What if you're not sure whether the applicant's disclosure is relevant to his ability to participate in the job interview or his qualifications for the job? One thing you can always do if someone discloses during the job interview is to ask "is there anything you need in order to participate in the interview or to perform the job tasks"? This question acknowledges the applicant's disclosure, but stops short of asking any specific questions about the applicant's medical condition. It also gives the applicant the chance to ask for an accommodation if one is needed or to clarify why he is disclosing. 3. What happens if an applicant asks for an accommodation for the job interview?
Here you're allowed to ask medical questions, but you cannot send the applicant for a medical exam or require medical documentation. Medical exams and documentation related to job performance must wait until post offer under this exception. And a potential final exception is when having a disability is a qualification for the job, but it might be better to wait until post job offer to confirm that an applicant has the requisite disability if the applicant did not voluntarily disclose. For more information, see: Pre-Offer, Disability-Related Questions: Dos and Don'ts Preemployment Disability-Related Questions and Medical Examinations Affirmative Action and Disability: What Can Employers Ask?
For people with limited mobility, the process of dressing for a job interview can be quite a challenge, but it's worth it. 8. Bring Samples of Your Work and Extra Resumes A clean, printed resume leaves a better lasting impression than the faxed or emailed resume your interviewer probably already has in hand. Samples allow you to illustrate your skills with specific examples. 9. Anticipate and Address Potential Concerns Directly You know some people have fears and prejudices about workers with disabilities, even when they don't express these attitudes directly. If you want the job, you must allay these concerns. Using examples from your own life or prior work experience, discuss how you accomplish activities that challenge you, like getting around the workplace, communicating with others, using equipment and so forth. 10. Handle Illegal Interview Questions with Grace The Americans with Disabilities Act of 1990 made it illegal for employers to ask about medical history during an interview.
Does that mean you can ask applicants whether they have a disability? The answer is "maybe. " While it might be better to follow the rules for affirmative action hiring (invite voluntary disclosure, but don't ask specific disability-related questions until post offer), according to informal guidance from the Equal Employment Opportunity Commission, this situation might provide an exception to the general rule that employers cannot ask applicants whether they have a disability prior to a job offer. For more information, see: Summary: The general rule is no medical inquiries or exams at the application/interview stage. One exception to this rule is when an applicant asks for an accommodation for the application/interview process. Then you're allowed to ask medical questions or require documentation to show that the applicant has a disability and needs the accommodations WHEN it's not obvious. Another exception is when you have a reasonable belief based on objective evidence that the applicant is going to have trouble performing the job because of a known or obvious disability.