[Jobs] How to Land Your First Job

[Edwin Rodriguez]

Isn't white a color also?
----- Original Message ----- 
From: "Peter Altschul" <paltschul at centurytel.net>
To: <employment at acb.org>; "'Jobs for the Blind'" <jobs at nfbnet.org>
Cc: "'Carter, Stephen'" <Stephen.Carter at dss.mo.gov>; "'Smart,Lana'" 
<lsmart at abilitiesonline.org>
Sent: Monday, October 01, 2007 7:46 AM
Subject: [Jobs] How to Land Your First Job


> How to Land Your First Job
>
>
>
> By Daryl Hannah
>
>
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>
>
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>
> 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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