Ask the Experts: Job Hunting When You’re Disabled
Question:
I have great abilities but also a disability – I am hearing impaired. I have been looking for work for 6 months and can’t find a job. I have tried job boards but rarely get an interview. How can I get a job with my disability? I have a college degree and am a Microsoft Certified Professional. Companies say they hire the handicapped but I have not seen that to be the case.
First Answer:
Are you stating on your resume or application that you have a disability? Remember legally the only questions that an employer can ask center around
how the disability affects your ability to do the job. If your disability
does not affect your ability to do the job there is no need to disclose
your disability. I certainly would not put that on my resume. If you feel
comfortable doing so, you can discuss it in an interview in a very positive
way. Something along the lines of…”I am sure that you noticed that I wear
a hearing aid. I just want to assure you that my wearing this in no way
negatively affects my ability to do the job. In fact, I am surprised at
the number of people who have never even noticed.” Do not dwell on the
fact of your disability. Keep the interview positive.
— Linda Wyatt, Career Center Director, Kansas City Kansas Community College
Second Answer:
Some may view your disability as a disability, but if you know how to use this to your advantage, you could find a great position.
Allow your disability to take you to places. These places are organizations or groups that are focused on your disability. Do an internet search for
the hearing impaired and see what happens. How many societies pull up?
CONTACT THEM and SELL yourself. (You must know how to positively sell your
self in less than 90 seconds.)
The same goes for special magazines. Check the job postings in the back of the magazines.
Contact some of the larger IT companies. Sometimes they have special programs for the disabled.
Working the large job boards is difficult as it is. Focus on the smaller groups, organizations, and societies that cater to your disability.
Always get contact names and numbers! Always ask your contact…who do YOU know? PICK up the phone… WORK the phone!
— Pat Riley, Founder, 10 Abbott Street and PharmaceuticalInterviewQuestions.com
Third Answer:
If you are not getting interviews and you believe the reason is your hearing impairment, then something about your application materials
obviously reveals your impairment. While it’s not wrong to reveal
the impairment, I wonder if it’s necessary to do so. It seems to
me that you are not obligated to reveal the impairment during the
application process and could instead deal with it when you get
interviews.
In an article on the Quintessential Careers site entitled Job-Seeking Strategy for Differently-abled Candidates: Address Employers’ Fears
Head-On, author Maureen Crawford Hentz writes: “As differently-abled job searchers go through the process of interviewing, a good strategy may be to
address potential concerns directly. This strategy is not required on
the searcher’s part, but in my professional opinion, it is a
technique to counterbalance the prejudice that people may feel —
whether or not they express it. Remember, technically, employers are
limited by law to asking if the candidate can accomplish the job (and
in some cases, ask the candidate for an illustration of how). What I
would argue, however, is that the real questions are the ones that a
coworker would be afraid to ask. I think that the best defense, if
you will, is an effective offense — putting people at ease.”
Hentz goes on to describe a deaf person she had as a client. “She was concerned that the company where she was interviewing would be afraid
she could not communicate with co-workers,” Hentz writes. “As an
excellent lip reader who also is verbally articulate, this client
brought this issue up at the interview in the following way: ‘I want
to let you know that I’m able to read lips, so understanding what is
being said should not be a problem as long as I can see everyone’s
face. If you need to get my attention, just wave or give me a tap on
the arm. Likewise, if you don’t understand something I say, please
ask me to repeat myself — no need to be embarrassed — communication
is the key.'”
Hentz also recommends asking your references to specifically address the communication issue when giving the reference. Hentz’s client
asked her former supervisors to bring up the communication issue with
the reference-checker. “This strategy also proved extremely
effective, as the former employer was able to verify the ease of
communication,” Hentz writes.
Now, obviously, these strategies will work only if you get interviews in the first place. If revealing your hearing impairment in the application process
is unavoidable, you may want to deploy Hentz’s suggested strategies during that
phase. Briefly explain in your cover letter, for example, that
communication with you is not a major issue. I typically don’t
recommend that job-seekers send letters of recommendation with their
application materials, but in your case, you might experiment with
including one or more letters from people who have worked with you
and can convey to prospective employers that your impairment does not
prevent you from doing great work.
You might also consider the possibility that your inability to land interviews has absolutely nothing to do with your impairment. I hear
from job-seekers all the time who get minimal responses after
submitting applications through job boards. Consider meeting with a
college career counselor to review your materials and see if
something else could be keeping you from getting interviews.
— Katharine Hansen, former speechwriter and college instructor who provides content for the Web site, Quintessential Careers, edits QuintZine, an electronic newsletter for jobseekers, and prepares job-search correspondence as chief writer for Quintessential Resumes and Cover Letters
Fourth Answer:
First, be aware of your rights as a job seeker. Many workers and employers are confused about what “disabled” really means and how to handle job hunting issues. TITLE I of the Americans With Disabilities Act (ADA) pertains to employment issues. It was designed to create a more equal playing field for people with disabilities in the job market. You are covered under Title 1 of the Americans With Disabilities Act if you have a mental or “substantial impairment” that significantly limits or restricts a major life activity such as hearing, seeing, speaking, breathing, performing manual tasks, walking, caring for oneself, learning or working. The Act makes it unlawful to discriminate against an applicant or employee, whether disabled or not, because of the individual’s family, business, social or other relationship.
If you are classified as disabled under the ADA, you must still be qualified for the position and meet the requirements stated in the job description (e.g. education, expertise, experience special skills or licenses). Additionally, you must be able to meet the standards required for the job such as being able to complete the required tasks within the required time frame with reasonable accommodation. Reasonable accommodation according to ADA guidelines can be anything from specialized equipment or modifying existing equipment or devices, providing readers and interpreters, making the workplace readily accessible to and usable by people with disabilities, to allowing anti-bacterial lotion that keeps workers with obsessive compulsive disorders out of the washroom and at their desks, or better lighting, special desk placement, or even simple “to do” lists. Therefore, a word processor who uses voice recognition software to complete a document within the same time frame as someone typing with two hands, would be considered able to meet the standards of that job.
You needn’t disclose your “disability” to an employer, but if you don’t disclose your disability and face something that impacts your health, well-being, and performance, you must then be able to keep your silence and maintain the same standards as everyone else. Many people find it very stressful to keep a major disability from their employers and colleagues for a very long time.
Keep up your training and certification. More than anything, you need to muster up your courage and keep trying. Show a positive “can do” attitude. Most employers would rather hire someone who is disabled and really wants the job, over someone who doesn’t care!
— Alison Blackman Dunham, life & career expert, columnist, personal public relations consultant, half of THE ADVICE SISTERS®, and the author of the ASK ALISON career advice column
Fifth Answer:
THE GOOD NEWS: Internet applications are blind to any physical differences. The potential employer only knows things about you that you say on paper/electronic media submissions. This puts you on an equal playing field with all other applicants. However, few get a job offer as a direct result of submitting a resume over the Internet. Use the job boards to identify companies that appeal to you and then contact them directly without mentioning any special needs or situation. It is important that you get a real name of a manager in the area of the company that interests you and then write or email directly to that person. You can figure out an email address from how things are listed on the web site or the contact info available on the job posting. You can call the main telephone number and ask who is the senior manager in a specific functional area–make sure you get the spelling correctly!!!
Let me add that without asking you for more detailed information, I can’t address your concerns that your disability is what is killing your application. I would suggest that you do everything expected of any candidate– in terms of dress, good business manners, a properly prepared resume, a big friendly smile and an attitude that’s positive and shows that you are highly motivated and a team player able to work independently with minimal direction when needed. A willingness and eagerness to make a contribution is key to making a good impression. I know hopw difficult it is to be upbeat under the circumstances, but it is essential that you appear to be a positive, enthusiastic, willing to please and a hard worker. Good luck on your job search and hope that these tips enable you to land a new opportunity very soon!!
— Debra Feldman, founder of JobWhiz, creator of the JOBWHIZQUIZ, and specialist in cyber savvy strategic job search consultations
Sixth Answer:
It is illegal to discriminate against someone on the basis of their disability, IF they can perform the “essential” functions of the job. In
addition, employers have a responsibility to make “reasonable
accommodation” for your disability if that enables you to perform the
essential job functions. But the meaning of both “essential” and
“reasonable” are subject to debate. This leaves a lot of room for
guesswork, which makes it very difficult to prove discrimination,
especially in the early stages of the hiring process.
Despite the law (and to some degree because of it), many employers are uncomfortable with the various legal and practical hassles in employing
people with disabilities. This discomfort is easier to address the
farther you get in the hiring process. One approach is to simply avoid
mentioning the disability on your resume, and instead bring it up in the
interview when the employer’s concerns can be addressed interactively.
If you must disclose it on your resume or application, make it clear
(possibly in a separate statement) what you can and cannot do, and how
the employer can accommodate you.
No matter when you bring up the issue of your disability, be prepared to describe how you can perform the reasonable functions of the job given
certain accommodations. Your prospective employer is going to be walking
out on a limb, and the more proactive you can be in addressing any
concerns, the more likely they are to hire you.
— Liz Simpson, motivational speaker, workshop leader, author, journalist, and forum panelist
Seventh Answer:
Your difficulty may or may not be related to your disability, and while we can legislate against discrimination, we have a harder time enforcing it. So, do what you can to ensure that your job search efforts are flawless:
- Are you getting no response to your resume and cover letters? Mentioning your disability in either may be the problem, or it may be totally unrelated to your disability: an unfocused, activity-based resume instead of a targeted, accomplishment-based one; a generic cover letter instead of an employer focused, here’s why I want to work for you, here’s how my skills and experience meet your requirements; you could be targeting the wrong level job for someone with your level of experience; you could be providing salary requirements that exclude you from consideration as too expensive or underqualified (yes, you can be eliminated for earning too little money to be considered suitably prepared for a higher-level job).
- Are you getting first interviews, but aren’t called back? Are you getting second interviews and being told you’re a finalist, but not getting offers? You may not be interviewing well, for example, not providing examples of the application of the skills most needed in the job, not demonstrating your research into the company, not making eye contact, not being able to articulate your strengths and discuss your weaknesses and how you mitigate them. A hearing-impaired student walked into my office while I was writing this and advised not to tell the employer you are hearing-impaired until the end of the interview, if at all: sell interviewers on your ability to do the job first. If you focus on your ability to do the job, it’s more likely that an employer will be convinced; if you focus on your disability, you are not selling yourself as the best solution to their problem.
- Suggestions:
- Look for employers who are seeking students with disabilities: they do exist. Look at www.disability.gov, www.jobaccess.org/jobs.htm, www.abletowork.org, www.ican.com, www.online.onetcenter.org/job_accom.html, www.jan.wvu.edu/english/homeus.htm, and www.deafjobnet.com.
- Enlist your alma mater’s Career Services and Student Disabilities Services Offices in your search: they may have additional sources of help and experience placing students with your disability.
- Bone up on how to handle interview questions and overcome objections related to your disability by reading Job-Hunting for the So-Called Handicapped or People Who Have Disabilities by Richard Bolles and Dale Brown.
- Read about success stories and employers who are especially supportive of individuals with disabilities on some of the web sites cited above, to identify such employers and learn what tools successfully employed individuals found helpful.
- Demonstrate in every interaction with a prospective employer that you can do the job you are applying for. And hang in there! Six months is not a long search time in today’s job market for anyone.
— Carol Anderson, Career Development and Placement Office, Robert J. Milano Graduate School of Management and Urban Policy at New School University in New York City
Eighth Answer:
Your situation is tough for me to give a complete assessment–however, one question that came to mind does not relate to your disability. It’s your field. MS certification tells me that you are seeking an IT-related job. Part of your frustration may be more due to the fact that so many in your field are struggling to find work.
If this is not the case, then when in the “sales cycle” does the employer learn of your disability? It really shouldn’t be a relevant issue–if your service record clearly indicates your qualifications. If you are having trouble getting an interview, you may need some objective, professional guidance on what to do to begin generating activity (Note my word choice: “activity”–not a job offer. Take it one step at a time.)
A NOTE ABOUT THE LAW: I know that the law is technically on your side, but reality may not be. The fact is, disability or no disability, it is no one’s obligation to employ you, me, or anyone else. Companys do not exist to employ people. They exist to serve their customers, and earn a profit. They will employ as few people as they can to reach this objective.
When activity is generated, and an employer is interested in you, but not experienced in accommodating people who are hearing impaired, they in turn might see that as a problem. Be ready to provide guidance on the solution. Make the transiton easy for them, cost effective, and smooth. Focus on their concerns. They will recognize that, and will then be more open to focusing on yours.
— Keith F. Luscher, Creative Director with Goettler Associates, Inc., a fund-raising consulting firm serving non-profit organizations nationwide, and author of Don’t Wait Until You Graduate!
