Show:
Common Myths
Qualifications
Bureaucracy
Management
Hodge Podge
100
I run a small, but tight operation here. I must have employees who are consistently reliable and prompt. Taking too much time off is a real problem.
_______ has a terrific attendance record. S(he) is extremely dependable and dedicated. This candidate's dedication and strong work ethic enhances the likelihood of your satisfaction with hiring him/her. I don't know many people that are more motivated and eager to work than _________! Studies by firms such as DuPont show that employees with disabilities are not absent any more than employees without disabilities.
100
This work setting is too high stress and fast paced.
All individuals perceive stress differently and their responses vary. Some individuals perform effectively in jobs that require specific timelines and structure. Stress is not a problem for ______. He strives in a busy environment (provide example). S(he) can be flexible with hours, perhaps can work during off-peak hours. I have considered this issue, and have come up with some solutions...
100
I'm sorry. Upper management has said "NO!!"
Can you tell me why? I feel very strongly that _______ would be an excellent employee in this setting. I would really like to set up a meeting to speak with management. Could I have this persons name and number?
100
S(he) seems a bit short-tempered. I can't have major disruption in my workplace.
When s(he) is focused on work, behaviors subside. _______ knows his/her limits, and has effective self-management strategies. Working in a quiet environment allows him/her to be more productive. That is what the former employer expected, but later identified what an asset s(he) was to the overall dynamic of the team.
100
I would really like to work with you, but we don't have anything right now.
How about we set up some job shadowing opportunities or mock interviews in the meantime? When do you anticipate an opening, when will business pick up? Perhaps we can plan ahead and start with some job training prior to an official start date? Begin on part-time basis?
200
I just don't see how "they" will be able to do this job!
I pride myself in making good job matches, and I think _______ would do well here. (Highlight comparable or transferable skills & experience; or give an overview of successful jobs you have secured). Perhaps we can arrange a job try-out so that you can see what _______ can do! People with disabilities were average or above average in performance, attendance and safety, the report says. “A DuPont study that involved 2,745 employees with disabilities found that 92 percent of employees with disabilities rated average or better in job performance compared to 90 percent of employees without disabilities.”
200
We have an extremely high productivity expectation here. I'm not sure s(he) will be able to keep up, meet our standards.
There is no reason why _____ cannot perform at the rate of his coworkers. S(he) can hold her own for sure. I will assist _______ with learning how to do the job in order to increase productivity to a level that meets your needs. I know you will be pleased with _______'s performance. S(he) is a conscientious worker who does not spend excessive time chatting or taking extended breaks. According to a study conducted for the Equal Employment Opportunity Commission, the productivity of workers who have disabilities is equal to or better than their non-disabled peers. The study showed that 90 percent of employees who have disabilities are rated above average in job performance.
200
There are just too many gaps in the resume, not enough work experience or history.
It is true that __________ has had a lack of employment opportunities. But I sincerely think s(he) has just the skill set you are looking for. Would you allow him/her to demonstrate what s(he) has to offer? Qualified candidates often do have gaps, particularly in today's economy.
200
Hiring people with disabilities will scare my customers away.
_________ is a great match for this position. S(he) is a very pleasant, and socially engaging person. (Provide concrete examples of past experience to counteract this concern). Marketing studies have shown that 54 percent of households patronize businesses that feature people with disabilities in their ads. A national survey of 803 consumers randomly selected from across the United States found that 92 percent felt more favorable toward companies that hire people with disabilities, and 87 percent said they would prefer to give their business to such companies
200
The Union said we can't hire him/her.
I don't understand. _______ is qualified for the job. I can promptly contact the Union rep to identify exactly what the issues are so we can address them. Please provide me with contact info.
300
I'm feeling really nervous. What if I say or do the wrong thing? What if it doesn't work out. I don't want to get sued.
These are questions I have heard from other employers. I can understand your concerns. All of these are normal feelings when you first meet someone with a disability. However, the more contact you have with people with disabilities and the more interviews you conduct, the more comfortable you will become in dealing with people with disabilities. I can provide you with certain etiquette and interviewing tips that will be helpful. We are all humans and make mistakes. The applicant with a disability will understand. Very few businesses experience disability-related claims, the report says. A review of EEOC data shows that people with disabilities filed fewer claims than people of color or any gender or age groups It is never easy to terminate someone from a job, however if the employee is not able to do the work, and after efforts have been made to correct the performance but without results, you are within your rights to terminate the employee with a disability just as you would any other employee. I feel confident that _______ is a strong candidate fit for your company, and I will be available to support this situation moving forward to the best of my ability.
300
People with disabilities won't be able to handle tough challenges or issues that arise in the workplace.
I don't see this a a problem for ________. S(he) is pretty assertive. I can work with him/her around a plan to address any gaps in this area. In actuality, people with disabilities are experienced in dealing with significant challenges. Consequently, they've developed more acute problem-solving skills and are creative at finding ways to perform tasks that other employees take for granted.
300
I don't make those decisions.
I see. But you seem well positioned here. Do you have any tips about how we can move to the next level? Could you please give me the name of the hiring manager? I'd really appreciate it if you could speak to the person hiring manager about ______'s experiences and qualifications -- put in a good word for him.
300
Coworkers will be uncomfortable. Your person just won't fit in here.
_________ has a nice way of inviting people to feel relaxed about the disability. Employers often underestimate the flexibility of their employees. I've found that in most cases, my candidates gain credibility as they perform their job well. An important part of my job is to help your staff feel comfortable about interacting with this new employee. I will be paying a lot of attention to this!
300
I've had a person with a disability working here, and it didn't work out.
Can we talk about your experience and what the problem(s) were? It is so important to have a good match. I think ______ has the skills you are looking for! There is never a guarantee, is there? I am committed to working with you to assist with job training, retention, and to facilitate success.
400
Hiring your candidate will be too costly. Accommodations will be expensive.
Using our organization as an employee pool can save advertising and/or training dollars. Most accommodations are of minimal or no cost. Research shows that accommodations (81 percent) cost less than $100, and 73 percent of employers found that their employees who had disabilities did not require special accommodations. Additionally, these accommodations, made for employees with disabilities, have been found to benefit organizations’ aging work forces as well as non-english speaking workers. _______ has funding for accommodations (VR, etc.) Tax incentives are available to defray expenses. You can't afford NOT to hire this qualified candidate!
400
Your candidate did not present well during the interview. S(he) didn't express him/herself well, and speech was very hard to understand. How will s(he) be able to relate and communicate with others here, on the job?
I agree. _______ is very shy and withdrawn at first. But once she gets to know you -- and you her, s(he) warms up and becomes more communicative. The job can be structured so that (s)he has a set routine, and knows what she needs to do. I have developed effective strategies in communicating with _______, and can share those with you and others here at your workplace.
400
Your candidate is no longer in the running for the position. He did not pass our Personality Test, which disqualifies him from our hiring process.
Yes, ________ found the test challenging. Anyone would, these tests can be tricky. But s(he) would do great at this job. Is it possible to waive that requirement, or for him/her to take it again? (You could pose this as an accommodation, but would have to disclose at some level)
400
I don't have the time to provide the necessary extra supervision or attention to him or her.
_______ wouldn't need that much extra time or attention. Our organization can provide temporary assistance with training and initial adjustments to the job. I will be available anytime you have questions. We can set up regular check-ins with you to make sure all is going smoothly. Actually, friendly reminders from coworkers will often suffice.
400
We don't hire for part-time positions here.
Why is that? Is there room for negotiation? I'd like to suggest that you consider sharing this full-time position amongst two qualified candidates.
500
Liability is too big an issue. I can't afford to take the risk.
Research shows that people with disabilities don't have any more accidents on the job than other employees. Insurance rates are based solely on the relative hazards of the operation and the organization's accident experience, not on whether an employer has hired workers with disabilities. We strive to make good job matches. We would not place someone in an unsafe environment.
500
S(he) needs to be adept at multi-tasking. We need someone who can do all aspects of the job.
I've already considered this when targeting your business as a potential job match for ________. Let me (or have __________) explain further. I would be happy to do a job analysis, to examine tasks and help identify certain duties that could be more efficiently performed by my candidate (job carve, job share) I recently read that multi-tasking can actually be detrimental to business. Recent studies of workers performing numerous tasks found that all performance suffers when trying to do too many things, not to mention increasing everyone’s stress level.
500
I'm sorry, but we are seeking someone more qualified.
________ is such a strong match for you. You will not find anyone with more dedication and a stronger work ethic. Sometimes hiring someone overqualified leads to decreased employee satisfaction and high turnover. If other opportunities arise, please call.
500
Coworkers will feel uncomfortable. S(he) just won't fit in here.
As you have seen, ________ has a nice way of helping people feel relaxed about the disability. Employers often underestimate the flexibility of their employees. I've found that in most cases, my candidates gain credibility as they perform their job well. It has been reported by a number of employers that having persons with disabilities in the work environment increases morale, and causes other employees to work harder and be more productive. I would be happy to talk with staff to address fears and/or concerns.
500
We can't have a job coach here.
Help the employer feel at ease…. What is the real issue here? Our job coaches are respectful about being a guest in your business. They are skilled at blending into the environment, and being non-instrusive. There are many creative ways to stay out of the way and coach from a distance. How hard should you push? You can refer to the ADA and job coaching as a reasonable accommodation, but you will need some level of disclosure.