The most common job hunting mistake...and ways to correct it!

I have been mulling what the "most common mistake on the job search," is, and I keep coming back to the idea that people (spectrum and non) often treat looking for a job as a bunch of individual efforts rather than a synthesized, related process that really benefits from even a little bit of pre-planning and organization in advance. Of course, this can be a challenge to people of all ages, skills, and experience, not to mention those on the Spectrum who often are really challenged by a process that is both possibly new to them and also very involved and detailed even in the best of circumstances. Fortunately, there are ways for all people to set themselves up for success and make their efforts count, building on previous experiences in order to keep refining their process and thus be working both smart and hard! It is doable!

Basically, in my work, I have found that breaking down the job search into granular parts is the best approach, with the first break-down level being the parts of 1. where to apply, 2. outreach needs, and 3. follow up. Of course, all these parts have processes that work together to an extent, but they can also be separated and looked at as unique work, and maybe for some or all of these parts getting some outside help/feedback on the more challenging elements is worthwhile. 

Executive Function skills will be developed and/or bolstered with this approach, and when the time comes to do the job search again it won't be a novel situation, and doing it right will also teach work skills as far as "managing it like a project." 

I apologize in advance that this reply is long, but I hope it contains advice that is useful...I love this kind of work and could go on in deeper detail about anything I mention below, please just ask! Helping others helps me sharpen my skills! 

WHERE TO APPLY: Keep it simple...unless you are ready and willing to move or commute a goodly distance, what are some places where you'd like to work that are close to where you live? "Close" is pretty subjective, but getting to and from work with ease will make the other parts of a life a bit easier to navigate and lessen stress and anxiety, giving a person the best chance to perform the new job with greater confidence and not miss work due to commute hassles. Perhaps as you apply at more places your distance increases, but keep it as simple and close as possible, to start. 

Networking with people you know about your job hunt is also very valuable...if you mention you are looking for a job (be it entry level or all the way to executive level) and in what general type of work, even if someone has no ideas when you mention it, they will become a kind of ambassador for you and have your search in mind as they go about their day and see notices in windows, read online posts, or hear things from their contacts that might benefit you! It's a compliment to appropriately network with someone, not a hassle for them...check online for examples on how to do this or ask someone more experienced for advice, it's a "soft skill" that is scary if you have not done it before but it gets much easier with some practice!

Check the education and/or experiences of people who have the kind of job you are shooting for to see how you realistically compare to them, and adjust depending on what you find. It's KEY to make a list or spread sheet of places you think you could apply...please do not tap your forehead and say "It's all up here!" PROCESS and ORGANIZATION start here!

OUTREACH NEEDS: Here is where a person can REALLY be efficient and help themselves! Outreach email messages or cover letters, resumes, writing samples, references, Power Points that show your work, and various sorts of other materials may all come into play. Rather than "reinventing the wheel" each and every time (not time efficient, very discouraging, and not where you want to devote your focus), have a resume that you carefully tweak to promote strengths and experiences and abilities that relate to the job you are applying for, and cover letters/email messages that have some spots for personalization and again thoughtfully highlighting what you've done that prepares you for the gig. 

Keep copies of these letters/messages and resume drafts so that when the job calls you about your application, you can pull up what you sent them and be ready for the informal/formal interview...print them out before a phone call or before heading into an office, and have them with you for easy reference when you sit down with people. 

Remember that list or spread sheet of places to apply? Now add columns that list what you sent them and when, along with any comments on personalization that you did or info on the company...this step especially helpful for developing executive function skills for uniquely-abled folks, and for general organization understanding for anyone.

Keep the work on where to apply and outreach work going until the right job is accepted...NEVER say something like "Okay, I've applied at five places, I'll just wait and see what they say." New places and new outreach all the time, even if you have interviews scheduled and things look promising...until they offer the job and you accept, you don't have a job and you have to keep this process going. It's something of a volume game...better things tend to happen with more chances for them TO happen. "Keep the pipeline full!"

FOLLOW UP: Sometimes overlooked, this last part really closes the loop and develops the executive function piece: each job opportunity is not just discovered and applied for and then...nothing?! If you get no response on your application, after about two weeks, a brief email or pre-scripted call reminding the place of your candidacy and refreshing your interest and hoping to continue the contact is warranted. Same thing after about another two weeks if the silence continues. After that, this opportunity may "go on the back burner," but you'll have other things going all the time to occupy you until the right job is accepted...that "full pipeline" also pays benefits in staying optimistic and knowing you have other options out there, and were not just counting on a few applications to come through. 

Keep track of this with your list, so you don't have to guess if you did, in fact, check with Acme Corp about your application. If a place turns you down, you might consider a polite follow up to find out what you were lacking in their evaluation of your candidacy. This info might be hard to hear, but it'll help you SO MUCH in future work or in deciding what jobs to later realistically go after. You are not arguing with them, you are asking for feedback on your application and to benefit from the HR person's point of view. Maybe in five years of working elsewhere you'll have what they said they were interested in hiring, and perhaps come back for another opening (they likely won't remember or care about the previous application, and if they do, spin it as "I told you I wanted to work there, and I never have forgotten your company!").

If you get a phone or in-person interview, NEVER ignore a hand-written (or typed out and glued into a card) thank-you note, thanking them for their time and consideration, mentioning something about the interview that you liked or that really mattered to you (not just a generic "thanks"), and reiterating why you are right for the job and enthusiastic about the opportunity. Send this promptly (same day ideal!) after the interview, with the name of the person who was the primary interviewer CORRECTLY SPELLED and right mailing address..find this off the web or get a business card, please don't ask them during the interview. An email to them is okay, I guess, and a bit better than nothing, but a mailed note really cuts through the chatter...always has, always will. Don't send flowers or edible arrangements or anything like that to thank them :-) 

Whew! That's a lot, but I hope it helps and, as always, I am eager to expand on any of the above or any related topics. Thank you for reading!

For your abilities, "NAME IT, CLAIM IT, AIM IT!"

NAME IT, CLAIM IT, AIM IT!

I heard this approach to one's personal skills and abilities described as the title reads, and was immediately impressed by this approach.  To give credit where credit is due, I heard it from Dr. Jennifer Selke www.jennselke.com , who adapted it from a webinar by David Rock that can be found at www.youtube.com/watch?v=XeJSXfXep4M .

It all starts with a talent, and finishes with a strength!  

In general, this approach encourages people to do three things in order to know themselves and their talents and to be able to use these talents most effectively.  First, you have to recognize your talent or approach yourself, and this recognition could come from strength trainings, observations of others, your own realizations, student/colleague feedback, etc.  Giving your talents a specific identity and name will help you with the next step, and also lets you start thinking in a concrete way about yourself by separating this talent from the many things that make you up that are all stirred together in our minds and sometimes a bit murky because we have not strained out these talents separately and acknowledged them on their own.

Next, "claiming it," and seeing where this talent is used/applied and helpful to you is worthwhile, and always keep it positive.  For example, does this talent really show up when stressed, or when you plan on using it, or when you set up the needed conditions for it to emerge?  When are condition optimum for the talent to emerge and be best applied?  Once you know this, you can try and set up things for the talent to be deployed in a measured and logical way, and perhaps move yourself towards using it even at times when you might not have in the past.  If it is a strength, why not try and have it deployed as often as possible, even in new or unfamiliar circumstances?

Finally, "aiming" it, which I gave examples of at the end of the previous paragraph, which I define as dealing with getting the talent targeted and fully assimilated as part of your arsenal of talents to use at the right time.  This could be recognizing a time when using the talent makes the most sense, and maybe even trying to stretch the talent to meet a new use, which is where things really start to be multiply-useful and have sustained yield (recall the "MUSY" theory from a few blog entries back on here?). 

Your talents can become strengths, which are personally useful and highly marketable, and potential employers will LOVE that you know yourself well and can discuss the things you do well and when you do them...that'll make it easier for them to slot you in the right spot and in a position you can excel in! 

Know yourself, for fun and profit!

Volunteering for a political campaign for fun and advancement! WORK SKILLS GALORE

As I try and sort through the volunteering options aimed at me, it occurs to me that picking a candidate or issue that matters to you and getting involved with the effort to help is a dynamite idea, one that you need very little (if any) previous experience to get going with. 

No, they won't send you to the Sunday morning talk shows to represent the cause your first week, but they will welcome envelope-stuffers, phone callers, media outreach folks, helpers with food and drink, facilities assistance, list-makers, and many other things that relate to "getting the word out."  You can make neat contacts for the future, develop skills that can help you, be exposed to new things that might really grab your attention, and hang around with people that have similar views and interests as you, which is fun all by itself! 

It also strikes me that these sort of situations are spots where being VERY into the candidate or cause is more than just okay...it's helpful and encouraged!  The more you care and can talk about why you care, the more options you'll have as far as possible duties, and this will lead to more knowledge and greater options, the very definition of engaged work.  This is a spot where your granular understanding of the issue or person or opposition can come out appropriately and will be appreciated by those around you.

By getting going with this, you'll have new and pretty intriguing things to put on your resume, and you don't have to worry that places won't be interested in you because they might disagree with what you support...in reality, even if an individual might make a different selection personally, the fact that you got involved and cared enough to get active will impress them more than be dissuasive.  It might lead to some lively conversation when being interviewed for a position, but as long as you know how to allow other people to have their own opinions, it's all a positive that will certainly work in your favor! 

Writing, outreach, phone skills, teamwork, persuading people of your cause, "getting in there and getting your hands dirty," organizational skills...all things campaigns need and things that you can do for them, and are also skills that many jobs want.  What better way to get/enhance/exhibit these skills by working for something that you care about? 

'TIS THE SEASON...SEIZE THE MOMENT AND THE OPPORTUNITY!

Improved communication through ending statements with questions to others

Sometimes in conversation with clients, I notice that the bridges to great communication are not being built by them because they often end statements by just ending them, as if they have run out of information to convey.  If the conversation was a quick one that doesn't need to go further, that's one thing...but what if it's not?  What if there is more to say, or if the other person has not been allowed to speak their mind? At that point, it's up to me to figure a way to continue the conversation.  What would be helpful is for clients to develop the sense of ending their statement with a related question to me, such as "What do you think about (conversation topic)?" or "Has something similar ever happened to you, and how did you handle it?" or something along those lines.  Placing all the responsibility for continuing the conversation on the other person is tough for them, it's got to something that's shared in order for everyone to feel like they are "equally vested" in the communication.

Developing the ability to come up with these sentence bridges is key, and in a related way, knowing how to end a conversation with the implied mutual understanding that "if there is more, we can talk again" is also worthwhile.  After everyone has been able to give their viewpoint, being able to say "Okay for now, let's continue this later" is a nice way to sort of cap that part of the conversation, but allow for the chance of deeper talk later.  Just ending by finishing what YOU have to say and standing there quietly might be misinterpreted by the conversation partner, and in any case puts a new responsibility on them to bridge the gap or else just be done with the talk, perhaps before they are really ready to do so.

Asking for other people's input is normally welcome, and having some "soft" ways of ending the conversation on your part that allows other input right then or in the future gives the people also in the dynamic the chance to have some appropriate closure to the communication.  Envision it as not slamming a door, but rather putting your hand on the doorknob, which non-verbally clues someone else that perhaps the conversation is winding down...but the gentle had allows a few more moments of conversation and will enable them to come back later via speaking or email or text to revisit the conversation and continue things.  Listen to how others do it, or ask people for their ideas on how to perform this skill, and you'll have better conversations and more satisfied co-workers and friends as you develop a tough skill that really elevates you verbally and inter-personally!

Are you "OVER-COMMUNICATING?" Pick the right time and mode of communication

It's terrific if you like your job!  It's even better if you like your job and have ideas about how to work more efficiently, where to find new customers, how to market things, free places to get the word out on the company, possible partners, etc., but when sharing that information, you should consider how you are coming across to co-workers and supervisors.  Basically, picking the "right time and right way" to communicate ideas is crucial, and you want to sort of test out how best to do this as you go along rather than spend many hours putting together an idea email and then sending it to the wrong person or wording it in a less-than-thoughtful way.

First of all, don't think you have to share every idea you have the moment you have it.  If you are new somewhere, give yourself some weeks/months to get to learn the job before you start offering observations on how it could be done differently/better.  That said, there is nothing wrong with keeping a sort of personal journal of things you notice or ideas that come to you, even starting with your first day there...capture those thoughts, write them down, know that you have written them down so you can move on, and have them ready to polish and discuss/send WHEN THE TIME IS RIGHT. It can be tempting, but a meeting called to discuss a certain topic is not the right time to flood the folks around you with your unrefined thoughts on unrelated things, and people won't take kindly to you doing this.

Refining and polishing your ideas and trying to condense them to the essence of what matters is key.  An over-long email will lose the reader, perhaps even before she starts to read it.  Asking someone that you have some rapport with if you can send them some ideas you had is a reasonable request, and they'll probably reply "Yes, sure!"  When that happens, make sure these early emails are about topics that the person can understand (don't fire ideas about marketing to a person that is in human resources, or if you do, make sure you are actually asking them "Who should I send this to in marketing, in your view?"), and that they are not too long and involved and tangential...like I mentioned, refine and polish your thoughts.  Use bullet points, not long paragraphs, to make it easier to read and give a sense of organization when they open the email.

I'm mentioning email because it's a mode of communication that the person can open when the time is right, can come back to if they are interrupted, and they don't have to add the oddity of you watching their reaction to your ideas as they are formulating responses.  Give them the courtesy of letting your ideas percolate a bit before any response is given, they might have deeper reactions after thinking about it for a few days.  If you fire ideas at someone, they might have a hard time processing the various topics, get confused that things are separate ideas are merged when you really have not combined them, and generally lose the thread and specifics of what you are trying to say.  Let them get to know you via the written word, which is easier for the message to ring clearly in.

Perhaps after reading your message, they'll have ideas who else to send the email to: if so, that's excellent!  Or maybe they'll advise you to clean the email up even more or narrow it to one idea or another edit: take their advice to show you are really listening and are an appreciative person.  The ideas that are not being concentrated on are not gone, you can just save them for future use sometime.  Maybe they'll agree to forward it to someone else with their comment like "Hey Jim, take a look at the idea Mark had about advertising...possible way to save money?" and then you'll have to see what the next person has to say.  Whether or not the idea gets used, showing your co-workers that you have an active mind and know how to present your ideas will only pay dividends for you, and you'll lay a foundation for broader success as you go! 

Be open-minded about jobs that are related to "the perfect one" SEE THE UNIVERSE, NOT ONE PLANET

Is there just one job out there for you that is of interest?  If so, you are setting yourself up for disappointment and frustration by just going after that one position with no "bigger mind" realization that there are plenty of jobs out there related to the one you have in mind, ones that might allow you to gain experience to be a better candidate for the "perfect job" that you have narrowed it down to.  There is nothing wrong with having aspirations for a certain position, but you have to allow some room for learning and growth that will prepare you to be a stronger candidate for the position that you believe is just right for you.

Focusing on working in the general industry that you want to concentrate on is a very worthwhile goal, and one that you should pursue!  Doing this will expose you to other positions that you may not have ever heard of, ones that meet your needs and ask things of you that you are glad to provide, and offer career growth and security.  Having the mindset that "there is just ONE perfect job for me, and if I can't have that I won't even THINK about something related" is a hurdle you have constructed for yourself rather than a ladder that leads to the start of success.  This rigidity is hard for some people "on the Spectrum" to realize and overcome, but allowing yourself some alternatives that are still closely-related to the career you are set on is a wise choice and one that leads to more chances for success and progress.

For instance, many people are interested in gaming, and maybe being a game designer is your "perfect job."  Okay, but did you realize that there are relatively few game design positions for beginners?  Working on game design on your own and getting prototypes out there is one way to gain experience, but do you know how to do this?  If not, consider all the related jobs to game design!  For starters, how about marketing, advertising, voice work, game reviews for blogs and magazines and websites, publishing a site that deals with gaming, comparing and contrasting games and series, "how to play" advice?  Doing these tasks will expose you to the gaming world and let you establish "on the job" experience that you can later apply to trying to design games, with your past work guiding your new work.  Isn't it a decent idea to learn and earn and build skills rather than try to start at the top? (HINT yes, it's a decent idea! :-)

Be broad-minded about the work and industry you are shooting for, and use job and career guides that will list related jobs to ones you already know about for inspiration.  See what these jobs need, and how to gain the experience in a way that will broaden you and make you a stronger candidate with a variety of skills employers will value.  YOU CAN DO IT, bit by bit!

What should potential employers know about your diagnosis, and when should they know this?

Often, clients have a fear how to appropriately express their conditions/diagnosis/uniqueness to possible employers, worried that once they know this, an employer won't value them as highly or make them do work that isn't exactly the kind of work the client wants to do.  This is a highly personal thing, but as the years have gone by and the general awareness and understanding of the Autism Spectrum has grown, I do sense a better climate for uniquely-abled workers to be forthright about what they are good at and not so good at, and to be clear about the kind of accommodations that they would benefit from at work.  Also, if you want to get technical and legal about it, the Americans with Disabilities Act and the amendments passed in 2009 mandate that employers make these accommodations for workers.  This combination of the legal requirements and the general awareness and acceptance of diagnosed conditions certainly have made the climate more conducive to people on the Spectrum being more open about their needs when looking for work than in decades past.

Practicing being clear and concise about what you have been diagnosed with is absolutely necessary; for one big thing, having "the speech" down and ready for use rather than fumbling with a million thoughts will show the person you are speaking with a small example of you dealing with your condition in a positive, businesslike way.  That said, I'm not sure I'd start the conversation with this topic, let it come up as the interview progresses, perhaps after they ask you (as an interviewer always does!) if you have any questions for them.  "Yes, I do" you might say, "Have you had much experience with people with Asperger's Syndrome (or whatever your condition is) in the past?"  See how they answer, and be ready for a quick follow up such as, "Well, I have Asperger's, and as such, sometimes I have trouble recognizing social cues, body language, and other non-verbal communication."  Let them respond, but also have the positive ready, like "However, with Asperger's, I also have tremendous attention to detail and deep focus, and will really dig in deeply to the tasks I am assigned and get you the kind of results that help the company!"  Again, practicing your conversational and informational bits will really stand you in good stead and help you be comfortable going in.

As for when to disclose, I think "the earlier the better," but would also include "the more comfortable the better," meaning be comfortable with the moment first, and that's hopefully sooner than later.  Some want to wait until there is a job offer on the table, and while that would give you great leverage, I think the person who has been evaluating you might feel a bit taken advantage of if you did it in that way.  Plus, I think you'd want to let them know about yourself and see how they react and see if they have had other workers that they have made accommodations for in the past, etc.  Look, they are hiring all of you, so let them know what "all of you" really means, and then when you do get the gig, you'll know that they are welcoming the entire package! 

Developing executive function skills...start a task and see it ALL THE WAY to end!

To really develop the sometimes elusive executive function skills (sidenote: I've always thought it should be intentionally mis-pronounced "EXECUTE-ive function," as in, executing and getting things all the way done...make sense?), working with clients to start and task, break it down to manageable chunks, have a formalized schedule written down (or saved digitally with recurring reminders, or whatever the best application of schedule is), get these chunks accomplished on schedule, AND THEN HAVE A DEFINED "FINISH" TO THE TASK is key.  Even if the task is recurring, having someone see the start to finish routine and grasping that it's not accomplished when "oh, most of the work is done," or "Yeah, it's going fine" is the answer to queries about the completion. 

I have seen too many crumpled homework assignments pulled from the depths of backpacks or incorrectly-saved/misfiled/mislabeled work products suddenly unearthed when using a computer or checking a memory stick for something else, along with the requisite "Oh, there that is!"  Yeah, there it is, 99% of the way done, with time and effort having been devoted to it weeks ago, only to have it languish somewhere and the TASK NOT BE DONE.  Bosses and teachers have blank spaces for the work, or perhaps the person had to half-bake a replacement and turn it in late with the usual sturm und drang and frenzy that has come to often characterize their work or academic life. 

Getting rid of that unneeded frenzy and smoothing things out is a beneficial side-effect to perfecting the entire cycle of EXECUTE-ive function, and a calmness that once it becomes noticed is something that clients like and can work towards.  Having examples of getting tasks all the way done and the positive effects it has on life, work results, grades, interpersonal relationships, extra time reserves, etc., is a feeling that is pretty positive and one that I can mention in retrospect as "let's head for the way you did the work and got it turned in on time like the FULLY DONE WORK NAME HERE from last month, okay?"

That concrete example of something that THEY DID is crucial, and to get it you may have to really dig in on an assignment and be involved and re-emphasize chunk deadlines and assembly and other bits and pieces.  However, once it's been accomplished, it can be use again and again for an example of a time when the person completed the cycle and reaped the benefits of the effort, and as a building block for getting better at the completion skills that are sometimes elusive but so needed!

"Effective speed" The more you do it, the better you get at it = the more you'll say "YES" to doing it!

There is a remarkable guy in the Bay Area, Hans Florine,( http://hansflorine.com/indexredirect.html ) and a theme that he speaks about has really resonated with me over the years after just reading it once in a magazine.  In my way of saying it, the more we wholeheartedly do something, the better we get at it, and thus, the more we'll say "YES!" to doing it.  This approach is useful for any person, but especially helpful for folks who are sometimes set in their ways and not enthused about trying something new, avoiding the new for any number of reasons.  That sucks, it won't work, I don't do it that way, I don't have time, I do things this way only, I've never done it...the list goes on.

However, explaining to a client that something that is new can soon be something that is tried and true can sometimes weaken that resolve, and occasionally going "all in" and picking a need as "a hill to die on" to get them to try it is worthwhile.  When doing that, make sure the skill and the client are indeed well-suited to each other, and provide support that perhaps goes above and beyond in order to make this experience work.  Getting real buy in is key, the wholeheartedly thing, because half-baked work and then "See, it didn't work" will stunt the message and growth and the willingness to try other new things.  As always, pointing out even small advances and improved abilities is crucial, giving the client "props" for doing something new and getting better at it, and generally boosting self-confidence and self-awareness with things they have done and have control over is a important tool.

Reading about what colleges to apply to can be boring and intimidating, working on improving job skills while away from work can require extra effort and concentration, searching out possible jobs and crafting cover letters and targeted resumes can be a drag, and asking people to write letters of recommendation or serve as references can take time and effort and be a bit embarrassing, but these are tasks that probably MUST be undertaken sooner than later if people want to keep positive inertia in their lives.  That said, the mental acceptance approach that Hans writes and speaks about and frankly embodies (the guy is a world-class mountain speed climber, among other things) is worth keeping aware of, and perhaps mentioning to clients or people that are struggling with new ways of doing things.  It's pretty simple, but very true, as the best teaching moments often are!

Easy to uncover TREASURE TROVES of helpful information are right there for you!

For cover letters, inquiry emails, informational interviews, or preparing for interviews (in person or over the phone), few things can provide as much pertinent information as reading a company's "news," "press releases," or "information"website sections, or doing an internet search with the company's name or name of some of the company leaders.  This kind of "intel" can really open up great lines of communication and conversation, and show that you are putting in the kind of effort and thought that would be worthwhile having as part of the company.

That said, just tossing out facts and figures with no context is a pretty unsubtle move.  What you want to do is connect your talents, experience, and interests with things that are current and happening with the company.  Working this into a cover letter or conversation by communicating something like "I noticed that your company is starting to expand into new markets via an online club membership effort, and I have three years of experience setting up and maintaining loyalty club outreach work, as you may have seen on my resume."  Or, "I read that (the company) is trying to expand the territory that salespeople will cover, and that reminds of the work that I did introducing (your old company) to new potential clients via cold-calling and targeted outreach to individuals and companies that I researched and put into a detailed data base."  Linking what's coming up or important to the company that you would like to be hired by with your own experience and demonstrated talents slowing edges you away from "unknown commodity" status toward the "worth hiring" category.  Enough of these nudges and you'll be talking to HR and filling out new hire paperwork...isn't that a nice moment to imagine?

Read the press releases the company puts out, search what newspapers or bloggers might have to say, know industry trends that might affect the company and bring these details out when the moment presents itself.  If nothing else, in an interview, using this info during the "So, do you have any questions for me?" time is worthwhile.  Better still is doing that linking of you and their needs when they start with the reliable "Tell me a little bit about yourself" interview gambit, and doing it then will give you momentum and confidence as the interview picks up speed. 

Knowing the history of the company, some information about the person you might be speaking to in an interview, and the most up to date news on the company is information that you can process and think about and deploy when the time is right...and the right time is always sooner than later!

Interview specifics...GET THE JOB BY BEING READY FOR THE INTERVIEW!

Interviews by telephone and those in person are both chances for you to shine, and with a bit of preparation and anticipation they can be things that add a sense of urgency to the mind of a potential employer about the need to hire you/keep the interview process going.  Many parts of the interview are things you can successfully anticipate and practice for, and devoting some time to the predictable ingredients is well worth the time and effort!  This post imagines a scenario when it is a one on one interview, but I'll post a blog about panel interview dynamics in the near future.

For telephone interviews, I ALWAYS encourage clients to have a page with as many possible comfortable answers to the predictable questions on it, answers that address the exact question and play up your candidacy with action words and experience examples that will help.  Why NOT do this?  You should practice delivering these answers so they don't wind on too long, or just give clipped, non-interesting responses when more is called for.  Ideally, have someone who has had some interview experience listen to your answers and give you some feedback on both content and length.  Of course, it shouldn't sound as if you are reading from a sheet, so that's something to practice, as well.  What clients have often found is that by practicing and having the sheet with them, they didn't refer to it much, but having it there gave them a sense of comfort and if they got flustered or nervous, there it was for easy reference. Info about the company that you have located through your own research is also a super idea to have on this sheet, you are ready with gentle "arrows in the quiver" to expand the conversation with related information YOU bring up. 

First off, getting the greeting and introductory phase of the interview set is the way to set a launch pad for the rest of it being successful.  Make sure you are clear on the person's name and use the name every so often, but not every sentence! The interviewer will ask how you are, and having a planned, pleasant and easy response to this basic query is important, to give you a chance to settle in to the interview and to mentally clue the interviewer in that you understand what's expected of you.  Asking them in a similar fashion how they are (and waiting for them to answer and then responding briefly) is also a type of social convention that the more you engage in, the interviewer continues to think "Yes on hiring this person." 

Moving into the heart of the interview, there will probably be early questions about why you think you should work for the company.  Being prepared to show you know your own strengths is critical, and weaving some information about the company needs that shows you have looked at their website and their upcoming events and press releases or news stories about them and can give this information back in a concise fashion will continue to burnish your image with the person you are speaking to.  Here is where you are not boastful but confident and secure in your abilities and past work, and can speak about it without embarrassment or reluctance.  If you can't give them reasons to hire you, who can?

Working in bits and pieces of the research you did about the company is also a key move.  Don't just talk about what they bring up about the company, show that you went out on your own to find out more and that you can bring up items that relate to what's being talked about at the pertinent times.  I'm not saying you should ignore their questions and control the conversation, I'm saying that having command of a wide range of topics that relate to the company and their past, present, and future is a characteristic that will separate you from other people who are not as resourceful and forward-thinking.  These things fit well on the prep page I mentioned earlier, by the way.

You will be asked "Do you have any questions for me?"  HAVE SOME!  If the interview has gone on a long time, maybe one or two are enough.  If it's been short-ish, here is where you control the extension of time and your exposure.  Questions about the extra information you found out through research before the interview can be used here, and also a variation on "Well, in your experience at COMPANY, what are some personal qualities (or work style characteristics, or personal values, or habits, etc) that successful people at COMPANY have had?"  Then, when they answer, follow up by connecting your qualities/characteristics/values/habits with the ones they mentioned, with examples of you exhibiting them if possible.  By doing this, you get some personal insights from the person, and then align yourself with things that mattered to them...more "Yes on hiring this person."

When they signal that the interview is winding down, be clear on what the next steps might be, whether they need anything else from you, and if you have mentioned something about your past and sending some sort of report copy or work product to them be sure to get the right email or mailing address so you can do this promptly.  Be clear on when you can expect to hear from them, or if they are waiting for something from you. Thank them for the time and attention, and sign off.  IT'S NOT OVER, HOWEVER!  Sending a thank you note (ideally handwritten, but emailed is better than nothing) right away is crucial!  Don't start with "Thank you for ...," start with something like "I was happy to speak with you earlier today about the POSITION NAME..." and then go on, with a thank you somewhere later.  Mention something that was helpful about the conversation, or something that impressed you about the talk, or a factoid that came up, so that it is clear that the note was written after the interview and that you were paying attention.  Get it sent, then wait for the next communication that the interview indicated, and give it "some time to breathe."

Congratulate yourself on a job well done, and then get to work applying for another gig and setting up another interview with another company rather than resting on your achievement...you are HOT and in a groove...stay that way with continued effort until a job offer than you accept comes to you!  DON'T LET UP! 

Entry level or part time work? KEEP IT SIMPLE AND LOCAL

When someone is looking for an entry level or part-time job, "keeping it simple" may be something that eludes them.  What I mean by "simple" is trying to find a job that is close to where you live, or really easy to reach if you have to commute a bit.  These jobs are not going to be the only job you have in your lifetime; you'll be taking them to get experience, learn "how to work," and start filling out a resume and having some work time that you can talk about when it comes time to apply somewhere else.  So, rather than make it challenging to be on time and add hassles to your new job, why not try and find a position that is close by and relatively easy to reach?

I'm not suggesting you take a terrible job just because it's close.  I am suggesting that you start the search by walking to businesses that are near where you live and seeing if they have "Help Wanted" signs in the windows, stopping in and asking a manager if they are hiring (rehearse this before you try it and keep it brief) and getting an application or advice how to apply if it's via an online source, or making a list of spots that are close and then going home and doing some internet research to see if the company website has information on open jobs and how to apply.

When you have covered the walkable places, what's the next level of "easy to get to?"  Is it a brief bike ride or car trip?  Can you get to other businesses via reliable public transit? Finding spots that you can get to easily goes back to that idea of "keeping it simple."  When you speak to someone about a possible position, MAKE SURE you let them know that you live close by, or can get to the job easily...no doubt they have hired folks in the past who had problems getting there and may not have lasted, so you separating yourself from this bunch by mentioning your proximity is already starting to get the employer saying "YES" to your possible employability.  

Bringing up things like the fact that you live close by, have come to the store/business before and liked it, and/or have had an interest in working there for a prolonged period of time are all examples of things that are worth mentioning when you speak to someone about a job.  By saying these things, it keeps edging you towards the moment when the employer will decide that taking the chance of hiring you is worth it, so SAY THESE THINGS rather than just figuring "Oh, she will see my address on the resume" or "he has probably seen me in here buying stuff."  Don't leave helpful things unsaid! 

"It takes all kinds" never truer than now!

"Diversity" is a catchword that in quite en vogue these days, and in addition to other kinds of diversity, "neuro diversity" is a goal of many places of employment.  People coming at work from different mental places and with different abilities is a highly valuable scenario that is beneficial for the work and the company, but one something possible applicants with unique abilities and personal characteristics may miss considering and undervalue. 

Hiring people with their own approaches is a low risk move that companies have become more comfortable with as the years have gone by.  As long as you "fit in" enough to be someone that they evaluate as being able to do the work and be someone that does not unduly upset their established corporate culture, they will probably be open to letting you take the position and prove yourself.  Additionally, depending on the position, the options of working at home or at a remote location are possibly available and ones that open even more doors for people with unique abilities or evolving personalities.

The takeaway from this post is to not be afraid or intimidated by having unconventional habits, unique social skills, or personal "quirks" that define you.  Surveying the job landscape and company options and finding ones that "allow you to be you" while getting the work done in a variety of ways might be easier than you think, and don't let the unknown rule your job search with fear and doubts.  You have the right to apply, pursue the job, and be involved in a mutual evaluation of whether the position is right for you and vice versa.

What a boring place any spot is where everyone is expected to act a certain way...your uniqueness may add to your charm and endear you to the people making hiring decisions and your potential co-workers, as long as you apply yourself to the tasks at hand and always try to help others when you can!  Your specific "neuro diversity" may be just what they need! 

Being accountable to others in job hunt...KEY IDEA

It's helpful to consider allowing other people to aid you in your job hunt by letting someone else know what you are trying to do with regard to the search, and when this step should be done.  For instance, if you are compiling a rough list of places locally that you want to apply, let the person aiding you know how many places you want to target (maybe 10 to start?), and when this lest should be done (next Monday).  Then, when next Tuesday comes around, they should ask you how the list is looking.  This simple act of making yourself accountable to someone else can really be a positive step in establishing some inertia to get the needed tasks accomplished, and to realize that it just won't be yourself that you might be letting down if you don't meet your goal timelines. 

If the goals are not being met in a timely way, maybe the expectation of how much time the task might take is off, or you are in need of some guidance.  Ideally, the person checking in with you might be able to offer some guidance and help, or at least sit with you and watch how you are trying to get the task done and then give some suggestions to improve the completion possibility.

It's not a nag or someone else to hassle you that you are setting up, it's a support and a person that has your best interests at heart and will take pride in your success and small steps towards a larger, satisfying whole.  Consider it a modified "buddy system," but rather than holding your hand, they are helping propel you forward, towards a more effective and happy life and one where your goals are met, little bit by little bit!

Not all Spectrum folks want jobs related to computer technology!

There seems to be a school of thought these days that folks with Asperger's/ADHD/NLD can just go be "computer workers" and that's it, no problems, end of struggle with employment, see you in 40 years at retirement, etc.  While it may be true that some (many?) computer engineers have a bit of spectrum behavior to them, I'm not sure that it can be said that just because working with computers means less interaction with other humans that it absolutely follows that this is the career path for folks on the spectrum.

In fact, while being thought to be able to do well with a good job is not a negative thing, when people get shoehorned into positions that they are not interested in and unsuited for, it becomes a sort of prejudice that can do more harm than good.  Working on social needs and interpersonal skills is a task that never ends, and one that people on the spectrum MUST keep working on and practicing, with feedback from helpful folks in the moment ("in vivo", as it is happening so the connection between what just happened and how witnessing people might evaluate their behavior is clearly made) rather than much later.

When trying to find a job or choose a career path, going naturally with what the person likes, has pleasurable experience with, or already understands is a reasonable place to start.  "Interest-based assessments" can help narrow the field.  How can one monetize or make a career out of things they already have a affinity for?  That's both an art and a science, but brainstorming jobs that are connected to affinities with some sort of career coach or knowledgeable person is a worthwhile first start, and it might open up connections that the person had not considered...after all, doing a job search for the first time has a lot of unknowns involved and the help of people who have been through this process is invaluable. 

Once a list of potential jobs is written, working on targeted, personalized cover letters/messages and resumes that play up related experiences is another task that needs efficient time management, and something that a career coach or other helpful person can demonstrate and help with.  Hey, it may be that computers and technology are the perfect fit for a job hunter, and if so, more power to her/him.  But it's also possible that other interests and abilities might take precedence when brainstorming jobs, and if that's the case, I hope these items are also considered and followed up on. 

"Multiple Use, Sustained Yield" for job seekers and students and organizationally challenged

"Multiple Use-Sustained Yield" ("MUSY")  is a term used in a 1960 federal law that is meant to guide the U.S. Secretary of Agriculture on how to use the renewable resources in national forests.  Applied to organization and career-searching, it's also a very useful shorthand for thinking about how to perform certain tasks in a way that will be immediately useful to people in more than one way AS WELL as having ongoing, varied benefits that can be later reaped from this original effort. 

For instance, let us say you want to make a list of places to apply for a job.  You could write these possible places down on a piece of paper, crossing them off as you sent emails to a general address or the HR department, and that would certainly be better than not having a list at all.   Or, you could put together a document or a spread-sheet with company names, individuals at those companies that you have had interaction with, links to online articles about the company (in order to personalize emails or letters with obvious knowledge of the company), email and other contact information, space to record when outreach was made and what the result was, a date to reach out to them again if the first effort was not fully fruitful, and other useful information.  This latter option would serve you well right away and allow you to efficiently reach out with targeted letters to various people in the company (this would be an example of "multiple use"), and it would also be something that serves you well when you reapply to a place that really interests you if the time was not right for a fit when you applied the first time (here is the "sustained yield").

Sure, making the more involved document will require more minutes of work and devotion, and some longer-range thinking.  However, the increased and prolonged usefulness you'll get from that time will almost certainly be worth the time, effort, and thought, and it will also develop a personal habit of doing an excellent job on a task that while mundane, is also important.  This habit will almost certainly stand one well in future endeavors, personally and at work.  It'll take more time, so make sure you account for this up-front need in your time management and personal schedule!

Studying for a test or reading a report at work and taking good notes by engaging in "active reading," where you stop after ever page and summarize the page/paragraphs and record any lingering questions or observations you might have before reading on, is another example of "MUSY." Contrast doing this with just reading the text, flipping page to page, and having nothing written when done.  Sound like something you'll be able to recall with ease and get a longer-term benefit from? Applying "active reading" is the sort of effort will help with real understanding and recall, let you have notes you can refer to now and in the future, be something you can share with other workers or classmates, and generally exhibit a meta-application of the accurate, if aged, adage that "If a task is worth doing, it is worth doing right."

Take some extra time and imagine what would be most useful now and in the future with regard to a task, plan out how to accomplish this approach, and schedule yourself enough time to do it well, and you'll have saved time in the long run and given yourself many more options with the information than doing it in just the quickest way possible.  Try it and see!

Predicting how much time and effort a task will take...CRUCIAL SKILL

All too often, many students and adults have a distinct lack of understanding about how long a certain task will take them to complete, or even to do a "rough draft" of the task.  Why is this important?  It gets back to being able to master the variable elements of a schedule, having increased self-awareness and self-understanding, and lessening the stress and tension that naturally come along with something that we totally cannot grasp the time needs of.  Lacking this understanding, every night and weekend is without a possible predictable structure, every task might take 15 minutes or all night, and other tasks may or may not get the time and attention they might need..."and the planes back up on the runway," a term I use with clients in describing how other needed tasks don't get the attention they deserve.

One basic thing that helps with this skill get established is a person writing down how much time a task, be it English homework, searching Craigslist for a job, or writing an email to a mentor asking for a letter of recommendation, takes them.  This memorialization should list what the task involved was as well as the time used, and extra credit for listing the resources that helped the task (i.e. "Defined 20 vocabulary words from first two chapters of "The Great Gatsby," then used them in original sentences.  Took 45 minutes, used dictionary.com, Wikipedia, and PinkMonkey.com.") Then, at least there is a recorded, certain list of how much time a task took in the past, and in the future the new task can be compared to the old one and at least there is a guesstimate that is based in previous experience available.  Of course, English homework on one night might be vastly different from that of another night, and looking for a part-time job casually might be worlds away from carefully scrutinizing options for full-time employment when wanting to switch jobs.  That said, the more that tasks are defined and made granular (into smaller details), the better the application to future efforts and the more that can be gotten out of the effort, which is always a goal.

It is critical that outside distractions be kept to an absolute minimum during time of applied work.  Some people need silence in order to do their best work, others need music or a TV murmuring in the background, some benefit from being in a cafe setting, etc, but digital distractions like IM's, Facebook, chat rooms, and other social media HAVE to be controlled, or else the time that a task took will be grossly inaccurate...take the last ten minutes of an hour to engage in this activity as a reward for staying on task the other fifty minutes if being without it cannot be tolerated, or get to the social media when done with the needed work, but trying to divide attentions is only something that mostly results in doing multiple things poorly. 

Getting back to the value of being able to predict how long a task will take someone, as a longer list of precise tasks and the time they took develops, people quickly get better at comparing what the task they are dealing with is in comparison to older ones is like and how much time the new task will take.  Thus, they can decide what work to do in what order (Do the hardest, most time-consuming stuff first?  Or save it for when you are really warmed up?), how to chop up a larger effort into smaller parts and how to build towards a comprehensive finish, and how much time to allow this task.  It may seem like a small thing, being able to accurately predict how much time a certain bit of work will take, but in my experience it's a skill that students and adults alike MUST develop in order to take real control of their time management needs.  It's also a skill that involves many smaller things, all of which, when mastered, lead to a more resilient, responsive, and responsible individual.

Lose the guesswork!  Work towards a time diet that is predictable and fulfilling!

"Executive function" is really "EXECUTE-ive function!"

Ahh yes, "executive function." I ask clients if they know what this is, and once got an answer along the lines of "I don't know, but I hear it all the time...my Mom is an executive and she wears pantsuits, gets calls at dinnertime, and is alway sending texts." Now fashion and digital involvement aside, I can understand why this student was a bit confused. When I explained that often I intentionally mis-pronounce the term in question as "EXECUTE-ive function," meaning to execute a task, to get something done, to carry out fully, we began to make progress!

Asking the right questions gets higher-quality answers!

Had to grin when working with a client recently on finding their first part-time job and the lesson about asking "Why?" was reinforced. This person was absolutely dead set on working at a Chick-fil-A, and would allow no other options for their part-time work search. No McDonald's, no Burger King, no Subway, no In and Out, no No NO!

Rather than react impatiently or with judgement on this feeling, I simply asked "Why Chick-fil-A?" The answer came back that this person loves playing tennis with their sibling on Sunday afternoons, they have done this for years almost every week, and they wanted this tradition to continue...and Chick-fil-A is closed on Sundays.

This ability REALLY mattered to this client, and who am I to judge what goes into a complete and fulfilling life? I gently suggested that perhaps they could specify that they were not able to work on Sunday afternoons at places they might apply, and that this would allow many more potential job applications and thus potentially more interviews and job options. The client brightened and agreed that this would work, and so our effort to find a part-time job continued, but with much broader parameters and hopefully a greater chance of success!

Ask "Why?" and listen to answers...you might be able to present options to job seekers that they had not knew existed, and increase their job-seeking velocity!

Networking 101 for people who have not done it before

“Networking” sometimes is a concept that is misunderstood by many young adults, including people with unique abilities or learning differences. By “networking,” I mean reaching out to people that you may be acquainted with or that may be friends, neighbors, relatives, or business contacts of other people you know in order to have them assist you with a project, a job possibility, information-gathering, or other task that is timely and important to you.

Perhaps because it involves so many variables (Will the person know who I am? Will she be in a good mood to talk if I call her? Will he be angry I am taking up their time? etc. ) that might be things they are dealing with for the first time in such a way, I have had many clients express severe dis-inclinations to even try networking, and instead employ a different, often more difficult and less efficient route to get a result that may well not be as desirable, such as sending a cover letter and resume to a third person without a boost or helpful nod from a person who might be able to help with an introduction.

The thing about networking that is sometimes not grasped by people with no experience doing it is that it’s a compliment to the person you are asking to help you, and, done tastefully, it helps their reputation and image of connectedness with others. It’s also something that usually takes very little time and effort, and is often just a task that someone is glad to do in order to help another person out, knowing full well that they themselves have probably networked in the past and that they may be doing it again in the future, perhaps with people involved in your networking inquiry or others than these people might have contact with. On the “burden vs benefit” scale, it’s a small, reasonable burden against massive and untold possible benefits, and it also normally makes people feel good to help others out, and they know they have a favor or two banked in the game of life, which can take odd and unexpected turns sometimes.

One thing that helps my clients with early networking efforts is figuring out how best to contact a person they are attempting to network through, and helping them with the email draft, phone call script, or live conversation that they will undertake. No matter what medium it will take place through, having a quick and cogent main idea (I’ve also explained it as a “thesis statement” when comparing it to an essay need, something they may be more immediately familiar with) to let the person they are contacting quickly be able to understand what they are hoping for is always a good idea. This also helps the client think through what it is precisely that they want…is it just an email address, or is it an introductory email that they can follow up with? In most cases, the more the better, but this can vary.

Also helpful is practicing the “small talk” that can go on in a personal conversation or email, possibly reminding the person you are reaching out to who you are and how they know you, or, if you have never met, establishing that you are a friend of a friend/relative that has mentioned them. Better yet, having the contact set up a group email or meeting. For an email, helping establish this in a written draft is normally pretty easy, and for calls, having this written up as a script or in a few different sentence bites that they can use is also good. Writing it down along with things like “wait for answer” and a flow chart of possible follow-up sentences also helps prevent talking too much or getting off on tangents that might hurt the outreach and confuse the matter.

Helping clients make a list of people they know, encouraging them to ask parents/family members/friends about possible contacts they have in various potentially helpful positions, or helping them with internet searches for people that might be able to assist them is often a way to help the client think more broadly about potential networking targets. Often, clients may not understand that even “a slim reed” can be used for networking; it does not have to be a tight and deep connection in order to ask someone to help you network. Adding some reasonable creativity and vigor to putting together a networking list is something that an outside mentor or coach can help with, and when the client realizes that the list of people they could reach out to is longer than they might expect, it can be a step in the right direction regarding belief in giving networking a try!

So, explaining networking as a benefit rather than a burden to people you ask for a favor, lessening the variables, choosing the most comfortable way of outreach, scripting it out, anticipating the small talk needs, practicing via role-playing, and emphasizing the need for a thank-you (handwritten note preferred) are all parts of helping people get used to networking, a skill that will pay dividends throughout life and one that gets easier as you do it.

The value of a schedule prepared yourself

When working with uniquely-abled folks, people on the autism spectrum, or people who are trying to get more organized, the place I always start is with creating a clear and fair schedule.

By clear, I mean a daily/weekly/monthly schedule that isn't neccessarily "to the minute," but rather one that is realistic and is written down somewhere, and viewable and usable by more than just the person themselves...it often helps to have a partner/parent/teacher/mentor/etc have access to the schedule and see what the time usage chunks are, and to be able to offer input on events that the person may have overlooked, like standing commitments, family events, or appointments they may have forgotten. As these events are absorbed into the ongoing schedule, it starts to become more of a "living and breathing" document, and also has the advantage of having folks work on predicting what is coming up in their lives and having control over what is coming, rather than being surprised by events they perhaps should have been aware of but were not, either because someone else handled making the event and was going to get them there or just because the person does not have experience being responsible for time-planning.