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!

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! 

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!

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!