Looking for a job and finding the right job that works for you isn’t easy. Sometimes we might settle for the first job that comes our way only to soon discover it doesn’t fit. You may have underestimated the amount of stress that comes with the job. Or you soon discover there has been a lot of turnover in the position due to poor management or a bad boss. Perhaps your seemingly endless job search always ends in disappointment at the interview stage.

These are the common experiences I hear from clients who tried securing employment on their own before deciding to hire a job coach through Engaged Employment.

The quest for career or employment success can be very frustrating for someone on the autism spectrum or having ADHD or other cognitive condition. So often the candidates with charm, quick wit or the sexy smile get the job (whether or not they actually possess the skills to do the job) because they have what’s needed to impress the hiring manager.

You can’t just turn on a light switch going into an interview and miraculously become that impressive personality that wins the job offer. It would be different if you were applying for a technical job or in a specialized career field. Those employers have different criteria when they interview. But the more common jobs, the ones you’re interviewing for, are in more standard businesses requiring more people skills than technical skills.

So how can an Engaged Employment job coach—one who understands your challenges—help you navigate the job search, interview stage, and day-to-day work situation?

GETTING TO KNOW YOU

It begins with a comprehensive assessment. Your job coach meets with you in your home for a thorough assessment of your skills, interests, experience, education, and work preferences. Parents, case managers or other key people can attend to help with their insights. Your job coach might want to observe or test your abilities in the home. Samples of work or your hobbies also can be helpful.

HANDS-ON OBSERVATION

Many individuals coming to Engaged Employment have little or no work experience. In order to understand their strengths and abilities, the job coach may decide to observe them in a work experience at a local business, church or nonprofit organization. Working together in a volunteer setting performing various tasks, the job coach can better assess a person’s strengths and weaknesses.

FINDING THE RIGHT JOB

A tremendous benefit to working with Engaged Employment is we know how to job search, prepare you for the interview and help you through the initial on-boarding process. We have connections in the community with businesses sensitive to individuals challenged in certain aspects of working. These businesses care and want to help you be successful. Their staff members are also sensitive and caring towards people with special needs.

Having a job coach as your advocate in getting a job and working with the employer can make all the difference with your success in a job. In the same way, employers have a “go-to” person to bridge the gap in working with a new employee. They can have an honest and open discussion with the job coach whose job is to help his or her client succeed.

THE ALL-IMPORTANT FOLLOW UP

So, you’ve applied for a job, now what happens? Even in a market that has double, triple or more job openings than applicants, you still need to follow up with a call or visit to the employer to express your interest in the job and coming in for an interview. One can’t just get the email verification that the application was received, and sit back and wait for a call.

This is another way a job coach can help. Most of the people I’ve worked with are uncomfortable, feel awkward or struggle with making a phone call to the employer. As long as you are open to having a job coach be the point of contact for the employer, he or she can make the follow up call or visit.

This often involves the applicant disclosing a disability. You might feel that this will automatically take you out of consideration, but I’ve found that more employers are accepting of workers with disabilities. As long as the disability doesn’t directly hinder you from performing essential tasks of the job, it should not be an issue. Employers also are required under the Americans with Disabilities Act to provide reasonable accommodations for employees.

Are these some of the experiences you’ve been having? Or do you know of someone on the autism spectrum or with other cognitive or intellectual issues? Then I encourage you to retain an Engaged Employment job coach in this all important process of getting a job.