Monday, August 8, 2011

Challenges of Seeking and Securing Employment

By Charissa Manglona

With our state's unemployment rate still hovering at 9%, the challenge remains for many job seekers to get their foot in the door for an interview to land a job.  Employers posting position openings receive a multitude of resumes and applications from people who are unemployed, or employed but desiring a change, challenge, or higher pay.  Some of those applicants may be over-qualified for the position because they were laid-off a year ago from a job that required specialized education and/or training.  It can be a very difficult process for an employer to sort through all of the applicants and narrow it down to a select number of candidates.

In the mix of the hundreds of applicants for a job are people with disabilities.  The unemployment rate for people with disabilities is nearly 12 times the national average.  The challenge of tailoring their resume or application to catch the hiring manager's eye and receive an appointment time for an in-person interview weighs heavily on their minds, as well as anyone who supports that individual.  For some people with disabilities, they have the support of an employment specialist or case manager who assists them in locating positions in their field of interest and applying for those jobs.

Once the individual is selected for the in-person interview, their goal is to prove they are the best candidate for the job.  They are presented the challenge of overcoming the potential employer's fears of having an individual with a disability on staff.  The employer may question if the working environment would be accessible or what types of accommodations they would need to make for the individual.  The focus should shift from the person's disability and rather on their "ability".  Do they meet the minimum qualifications for the position?  Can they do the essential functions of the job?  If the answer to both of those questions is yes, then the employer should consider that individual as one of the top candidates and conduct the reference check process to learn more about their character.  By doing so, this would be a step in the right direction of breaking down the attitudinal barriers for people with disabilities in obtaining employment.

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