Abled Workers Unite
"Post Interview Tip "
Don’t ruin a great interview with a bad follow-up. In the last stages of the interview process, make sure you send a thank you email to all involved, and don’t:
Ramble in your follow-up. A polite, concise follow-up is great. Don't ramble on about why you deserve the job. That is a big mistake. Keep your follow-ups professional and to the point. #AWU #disability #jobs #interviewtips
Multitasking! The Negative Aspects.
Reduced Focus and Attention: This is a big one. Our brains aren't really wired for true multitasking. Instead, we rapidly switch our attention between tasks, which can lead to shallower processing and a lack of deep focus on any single item.
Increased Errors and Lower Quality: When your attention is divided, you're more likely to make mistakes, overlook details, and produce work that isn't up to your usual standards.
Decreased Productivity (in reality): Despite the perception of efficiency, studies often show that multitasking actually reduces overall productivity due to the time it takes to switch between tasks and re-engage with each one. This "switching cost" can add up significantly.
Higher Stress Levels: Constantly juggling multiple demands can be mentally taxing and lead to increased stress, frustration, and even burnout.
Impaired Creativity and Problem-Solving: Deep thinking and creative solutions often require sustained focus. Multitasking can hinder this process by preventing you from fully immersing yourself in a problem.
Poorer Retention of Information: When your attention is divided, you're less likely to fully process and remember the information related to each task.
Superficial Engagement: You might end up only scratching the surface of each task without fully understanding the nuances or potential complexities.
Negative Impact on Long-Term Goals: Constantly switching between urgent but perhaps less important tasks can distract you from focusing on strategic, long-term goals.
Ultimately, the effectiveness of multitasking often depends on the nature of the tasks, the individual's cognitive abilities, and the frequency of switching. While it might seem appealing in a busy work environment, focusing on one task at a time, or "single-tasking," often leads to higher quality work and greater overall productivity. #AWU #disability #jobs
"Resume Tip"
You must make your Resume Impactful!
An effective resume shows – not tells – how you add value. Yes, you need to list your responsibilities, but you also need to show what happened because you were there. In other words, call out your impact. For example, if you are responsible for recruiting and hiring and you would say it is one of your key strengths, include how many people you hired, how quickly you made those hires, and how many of your hires have outlasted the average tenure of your firm or your industry. #AWU #disability #jobs #resumetips
"Resume Tip"
Commitment
Use your resume as an opportunity to show your commitment and professional passion to your career, industry, profession and your skill development.
Employees who are invested in these areas often perform at the highest levels because their efforts are not just for a paycheck but also to contribute to their larger community or reputation. Your resume should show memberships in a professional association, participation in an industry conference, noted thought leadership on related topics, classes you have taken and more.
Your Resume is your calling card. Think carefully about what you write on it. What makes it stand out? #AWU #disability #jobs #resumetips
"Interview Tip"
Don't go off topic!
Listen carefully to the interviewer's questions and try to stay on topic by keeping your answers concise and relevant.
You'll miss out on making your point if you ramble on about things that are irrelevant to what you've actually been asked. If you notice yourself going off on a tangent, take a breath and get back to the question.
Going off topic may show that you cannot stay focused at the task at hand. Prepare! Prepare! #AWU #disability #jobs #interviewtips
How much of your time and energy should be dedicated to a single job application process!
Here's a breakdown of what's generally considered reasonable, excessive, and when you might become suspicious:
Reasonable Number of Interviews:
For most non-executive roles, 2 to 4 interviews are generally considered reasonable. This often breaks down as follows:
Initial Screening (often by phone or video): This is a preliminary conversation to assess basic qualifications and mutual interest.
Interview with the Hiring Manager: A more in-depth discussion about your experience, skills, and how they align with the role.
Interview(s) with Team Members: Meeting potential colleagues provides insight into team dynamics and allows them to assess your fit.
Potential Final Interview (sometimes with a more senior leader): This can be a final check on your overall suitability.
Some sources suggest that for entry-level positions, even 1 or 2 interviews might suffice. For more senior or highly specialized roles, the process might extend to 4 or possibly 5 interviews.
Excessive Number of Interviews:
Most candidates and hiring professionals agree that going beyond 4 or 5 interviews for a non-executive role can be excessive.
For executive-level positions, a slightly higher number might be more common due to the complexity and impact of the role, but even then, exceeding 5 or 6 interviews can be a red flag.
Should You Be Wary of an Excessive Number of Interviews? Yes, it's reasonable to be a bit wary if the number of interviews seems excessive.
When is a higher number of interviews potentially justifiable?
Very Senior or Specialized Roles: These positions have a significant impact, so more thorough vetting might be necessary.
Roles with Many Stakeholders: If the role requires interaction with numerous teams or departments, meeting with representatives from each might be understandable (though these could potentially be combined). #AWU #disability #jobs #interviewtips
Preconditions for Disability Inclusion in International Development
• The Global Disability Summit set a target of 15% of international development programs focusing on disability inclusion by 2028.
• This '15% for 15%' target recognizes that mainstreaming alone is insufficient; targeted initiatives addressing specific needs and barriers faced by people with disabilities are crucial.
• The 'Preconditions for Inclusion' framework, emphasizing accessibility, assistive technology, support services, and non-discrimination, guides the design of effective disability-inclusive programs.
• These preconditions address structural barriers like inaccessible infrastructure, discriminatory attitudes, and lack of legal protections, creating an enabling environment for participation.
• While all programs should incorporate disability-inclusion practices, the '15%' allocation should prioritize precondition-related efforts for long-term systemic change, ensuring meaningful progress towards disability equity. #AWU #disability #jobs
Defining Ableism
Ableism is discrimination and social prejudice against people with disabilities based on the belief that typical abilities are superior. It's a system of beliefs, practices, and processes that devalue and marginalize individuals with physical, intellectual, or psychiatric disabilities. Ableism often assumes that people with disabilities need to be "fixed" and defines them primarily by their limitations rather than their abilities and experiences.
At its core, ableism operates on the assumption that non-disabled ways of being are the norm and are inherently more desirable or valuable. This can manifest in overt discrimination, subtle biases, and systemic barriers.
How Ableism Affects Disabled Employment Ableism significantly hinders the employment of disabled individuals.
Ableism often involves making assumptions about what a disabled person can or cannot do without asking or understanding their individual abilities and needs. These assumptions can lead to exclusion from tasks, projects, or social interactions within the workplace.
In essence, ableism creates a system where disabled individuals are often excluded from or disadvantaged in the employment sector, not due to a lack of skills or qualifications, but due to societal biases and structural barriers that prioritize non-disabled norms.
Addressing ableism requires a shift in mindset, proactive efforts to create inclusive workplaces, and a commitment to providing equal opportunities for all. #AWU ##disability #jobs #ableism
“Interview Tip”
If a company is interviewing you and you're constantly going back to your experience from 10-plus ago to answer their questions, that is going to probably hurt you. Employers are more interested in what have you been up to lately. Are your skills up to date? If not, you may need to take some courses to upskill. #AWU #disaiblity #inteviewtip
"Resume Tip"
Text-Heavy Templates Recruiters and Hiring Managers spend minimal time scanning resumes, which is why the visual layout of the resume is crucial. Do Not use "Heavy Text Blocks". They may not be read. You should instead format your resume with an "E-pattern," where job titles and lengths are on one line and achievements are bulleted. It helps create a more easily scannable and visually appealing layout. Your chances of catching the readers eye are better. #AWU #disability #jobs #resumetips