FYI - interesting article below.
Dawn M. Suvino
Director of Information Services & Technology Training
VISIONS/Services for the Blind and Visually Impaired
(646) 486-4444, ext. 14
dsuvino@xxxxxxxxxxxxxx
----- Original Message -----
From: "Audrey Schading" <SchadingA@xxxxxxx>
To: "Dawn Suvino" <dsuvino@xxxxxxxxxxxxxx>
Sent: Wednesday, October 03, 2007 4:16 PM
Subject: FW: [Acbny-l] FW: [employment] How to Land Your First Job
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From: acbny-l-bounces@xxxxxxxxxxxxx
[mailto:acbny-l-bounces@xxxxxxxxxxxxx] On Behalf Of Mike Godino
Sent: Monday, October 01, 2007 8:24 PM
To: Acbny-L
Subject: [Acbny-l] FW: [employment] How to Land Your First Job
FYI
Subject: [employment] How to Land Your First Job
How to Land Your First Job
By Daryl Hannah
C DiversityInc 2007 R All rights reserved.
Date Posted: September 28, 2007
Let's face it-landing your first job is never easy. The process involves
countless hours of scouring job boards, completing dead-end automated
applications, and if you're lucky, scoring a 15-minute job interview for
which you've spent five days rehearsing your elevator pitch, ironed your
suit and borrowed a friend's briefcase.
Members of Generation Y have been accused of not wanting to "pay their
dues," but you can't start as the CEO. You have to swallow your pride
and
get that first job and then prove how smart and great you are. If you
are a
person of color, a person with a disability, or an LGBT person, this
process
is more complicated. You have to prove yourself time and time again to
mainstream bosses, constantly questioning how much of yourself to reveal
and
how badly you want to work for a company that may not get "you" at all.
(For
more on generational issues in the workplace, read the May 2007 issue of
DiversityInc magazine.)
You really don't want to be the barrier breaker, especially for an
entry-level job. Try someplace where you have mentors, an employer that
is
going to be comfortable with you as you grow.
The proven national diversity leaders are The DiversityInc Top 50
Companies
for DiversityR, who average 42 percent new hires who are people of
color,
compared with a national work force that is 26 percent people of color
(according to the Bureau of Labor Statistics). If you are looking at
larger
companies, aim for companies on the Top 50. Otherwise, you may find
yourself
feeling like you are "not the right fit."
Here are 5 tips from experts on managing who you are while landing and
keeping your first job:
No. 1: Know Thyself Understanding who you are personally, including
knowing
your strengths and weaknesses, will undoubtedly help you professionally.
"A
lot of students don't really understand what their disabilities are and
how
it can affect how they perform on a job," says Alan Muir, executive
director
of Career Opportunities for Students with Disabilities (COSD). "Have a
full
understanding of your abilities and disabilities." Being clear on who
you
are-and what you can and cannot do-not only makes your job search more
effective and makes the interview go more smoothly, it also makes
penetrating the office culture easier.
Understand who you are professionally as well. Know what makes you
comfortable and uncomfortable in the workplace. Testing different
environments is key to successfully determining what works for you.
"Internships are very important. It gives you a 'real-world view' and
prepares you for different workplace situations," says Yolanda Johnson,
director of the Office of Careers at Bennett College for Women.
No. 2: Be Upfront About Who You Are ... But In Your Own Time There are
many
factors at play, including job type and your personal comfort level,
that
determine the best time to disclose your orientation or disability.
Unfortunately, there is no "right time" to disclose, and legally, you
are
not required to say anything. Asking questions about the workplace
environment and the company's employee-protection laws will help you
evaluate what is important to disclose and when is the appropriate time.
For
applicants with disabilities, putting your disability in your cover
letter
is an option-but, as Muir warns, you must be aware of potential
ramifications.
"This option can be positive but most likely will be negative. If you
have
leadership and work experience, this option may not work against you,
but it
certainly will not absolve you from the burden of discussing it," says
Muir.
No. 3: Do Your Homework Before the interview, understand the company's
mission statement and antidiscrimination policy, and equally important,
find
out what matters to the employer. Understanding these factors is key in
helping you measure your potential happiness and comfort level and,
ultimately, your future success with the company.
"Know a lot about the workplace before coming in for the interview,"
says
Eliza Byard, deputy executive director of the Gay, Lesbian and Straight
Education Network (GLSEN). Consider the interview the time to impress
your
interviewer with what you know about the company. During the interview,
ask
pertinent questions that will give you further insight to your potential
employer.
"I tell my students to use their interview time to really get a feel for
the
environment. If it's not offered, ask for a tour to get an idea for the
potential work area," says Johnson.
No. 4 Study the Corporate Culture There is a lot you can learn about a
company before stepping foot in the front door. Use external resources
that
make evaluating company diversity their business, such as the Top 50
list.
Here is where the interview process helps you as the potential employee.
Use
the interview as a time to ask pertinent questions that speak to the
office
culture, such as: Are there affinity groups for LGBT employees? How
accommodating is your office to people with disabilities? Are there
outlets
for a person of color to utilize if a situation arises that seems to be
racially motivated?
No. 5 Build a Network of Advisers Forging relationships with seasoned
professionals in and out of your profession who have endured being a
person
of color, a person with a disability, or an LGBT person in different
environments will prove to be an excellent resource as you launch your
career. However, balance here is pivotal. Include people not like you in
your network for panoramic perspectives.
"There are different issues that women face versus women of other ethnic
groups. However, we try to match students with non-black mentors to
offer a
well-rounded view, which is important," says Johnson.
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