Abled Workers Unite
"Job Search Tip"
Dealing with Rejection
Rejection during a job search can hit hard—but it doesn’t define your worth.
Each “no” brings you closer to the right “yes.” Every unanswered application, every interview that didn’t go your way—it’s all part of the process.
Remember:
You are more than a resume.
Rejection is redirection.
The right opportunity will align with the right time.
Keep showing up. Keep learning. Keep going. Your next chapter might be one application away.
"Jobsearch Tip"
Don’t Underestimate the Power of Networking!
Did you know that up to 85% of jobs are filled through networking? Whether it's a casual coffee chat or a professional LinkedIn message, who you know can be just as important as what you know.
Here’s how to network effectively:
Start with your existing contacts: Let friends, family, and former colleagues know you’re job hunting.
Use LinkedIn strategically: Connect with industry professionals, join groups, and engage with relevant content.
Attend events: Career fairs, industry meetups, and webinars are great for meeting people in your field.
Follow up: A quick thank-you message can go a long way in building lasting connections.
Pro tip: Networking isn’t just about asking for a job—it’s about building relationships. Be curious, offer value, and stay genuine.
Your next opportunity might be one conversation away. Start connecting today!
"Interview Question”
What Professional Achievement Are You Most Proud Of? While you may actually consider saving someone's life as a lifeguard in high school to be your proudest moment on the job, don't take this question literally unless you are actually interviewing to be a lifeguard.
How to Answer "What Professional Achievement Are You Most Proud Of?" The correct approach to describing your greatest professional achievement is to hone in on the position that you're applying for and find a relevant experience in your past career arsenal to showcase something that the hiring manager would hope to find in an employee. An equally smart strategy is to focus on a general accomplishment that would impress any employer, such as creating a tactic to increase your department's productivity. #AWU #disability #Interviewquestions
"Interview Question”
Why Do You Want to Work Here?
Hiring managers use this question to try to gauge a candidate's motives for seeking the opportunity. While your primary reason for applying may be financially motivated, this would not be the emphasis to share during the interview.
How to Answer "Why Do You Want to Work Here?" Think of other reasons you chose to throw your hat in the ring at the specific organization. Maybe you like the company's culture that you read about online, or maybe you've heard from current employees that they love their jobs. If so, spend some time figuring out the best words to use to explain that. Another good answer could tie back to your career interests. For example, if you're a marketer applying for an entry-level marketing position, you might focus on sharing what it is about the company that makes you feel this would be the right place to develop your career skills in your field. #AWU #disability #Interviewquestions
"Interview Question"
What Are Your Salary Expectations?
If this is your initial interview, err on the side of caution with this question by avoiding specifics. A smart tactic is to switch the question around and ask if a salary band has been identified for the job based on your experience level and location.
Some hiring teams save the most anxiety-producing topic for last: Money.
Some managers may be hoping that you’ll share numbers based on your prior salary, even though you aren’t obligated to do this – and it’s best to avoid doing so too early in the interview process.
You’ll have more leverage as a candidate if you can get the employer to share the job’s salary band first. Otherwise, any number you put out there might end up either too low, pigeonholing you at a lower range than might have been offered, or too high, which might convince the hiring team that they can’t afford you. #AWU #disability #jobs #salary
"Vibe Hiring " a new trend!
“Vibe hiring” is a growing trend in recruitment where hiring decisions are made based largely on a candidate’s personality, energy, or cultural fit—essentially, the “vibe” they give off—rather than strictly on skills, qualifications, or experience.
Key Characteristics of Vibe Hiring:
Subjective Judgments: Hiring managers rely on gut feelings or how well someone meshes with the team dynamic.
Cultural Fit Over Competence: Candidates who “feel right” for the company culture are favored, sometimes at the expense of more qualified individuals.
Bias Risks: It can unintentionally reinforce homogeneity, as people tend to hire others who resemble themselves in background or demeanor.
Brand Association: Candidates with experience at prestigious or trendy companies may get a pass based on reputation, not performance.
Why It’s Gaining Traction:
Teams want cohesion and reduced conflict.
Startups and creative industries often prioritize flexible, collaborative dynamics.
It can seem more efficient in fast-paced hiring environments.
Downsides:
It can exclude talented individuals who don’t conform to an unspoken “type.”
It’s harder to scale equitably.
It risks creating echo chambers in company culture.
In essence, while “vibe hiring” aims to build cohesive teams, it can compromise diversity, merit, and long-term performance if not balanced with objective evaluation. AIG #AWU #disability #jobs
"Interview Tip"
Question! Are You More of a Team Player or an Independent Individual?
To answer this well, think of the expectations tied to the position. If you’re applying to a position of leadership but say you’re “better off working on your own,” it may be a red flag. Still, don’t pretend to be someone you are not.
You might say!
I like working in sync with others — I think the best ideas are born out of collaboration! However, I can be a self-starter, too. I’m able to work independently and develop a game plan for myself, executing it effectively and taking responsibility for its outcome. #AWU #disability #jobs
States Drop Section 504 Constitutionality Challenge, But Continue Legal Fight
• Seventeen states have withdrawn their attempt to declare Section 504 of the Rehabilitation Act unconstitutional, following significant pushback from disability advocates.
• This 1973 law prohibits disability discrimination in federally funded entities and its potential invalidation worried advocates due to its impact on other disability rights laws.
• However, the states continue their lawsuit, Texas v. Kennedy, challenging recent updates to Section 504 regulations concerning community services, medical equipment accessibility, and anti-discrimination measures.
• These regulations, the first update in 50 years, aim to improve access to healthcare and services for people with disabilities, and their potential overturn is considered a major setback by advocates.
https://www.disabilityscoop.com/2025/05/19/states-drop-effort-to-overturn-section-504-but-continue-to-challenge-disability-protections/31460/ #AWU #disability #jobs
"Interview Tip"
Three Lies to Avoid in Job Interviews
• According to veteran tech recruiter, job seekers should avoid lying about their background check information, including education and employment history, as these are easily verifiable.
• Falsely claiming other job offers or counteroffers is also risky, as professionals often network and employers may discover the deception.
• Fabricating references and using fake email addresses is easily detectable by companies that track IP addresses.
• While some embellishment is common in job searches, these three areas carry a high risk of getting caught and harming job prospects.
• This recruiter emphasizes that while navigating the job market requires strategy, honesty in these specific areas is crucial to avoid negative consequences.
https://www.yourtango.com/self/things-never-lie-about-job-interview-according-hr-expert #AWU ##disability #jobs #interviewtips
SWOT Analysis! What is it?
A SWOT analysis is a strategic planning tool used to identify and evaluate the Strengths, Weaknesses, Opportunities, and Threats related to a business, project, or individual. Here's a breakdown:
S – Strengths (Internal, Positive)
What advantages does the organization/project have?
What do you do better than others?
What unique resources or capabilities do you have?
Examples: Strong brand, skilled workforce, proprietary technology, loyal customers.
W – Weaknesses (Internal, Negative)
What areas need improvement?
Where do competitors have the edge?
What internal processes could be more efficient?
Examples: Limited budget, outdated systems, lack of expertise, high staff turnover.
O – Opportunities (External, Positive)
What market trends can you take advantage of?
Are there upcoming events or changes that benefit you?
Can partnerships or innovation create growth?
Examples: New markets, emerging technologies, loosening regulations.
T – Threats (External, Negative)
What external challenges could harm the organization?
Are competitors gaining strength?
Are there changing customer preferences or economic downturns?
Examples: New competitors, changing laws, supply chain disruptions. #AWU #disability #jobs