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      in Talent Acquisition

      Interview to Get Hired: What Top Employers Want in 2023 (VIDEO)

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      What are top employers looking for from jobseekers? Watch this on-demand webinar to hear experts from Top Employers Winning Tech Talent discuss key findings and data from Hired’s What Top Tech Employers Do Differently: New Hiring Data to Win in 2023 report. They share top tips for impressing employers and guide you in the job search. 

      You’ll hear from:

      Career Expert, TopResume, Amanda Augustine

      VP of Product, Hired, Hector Angulo

      Talent Acquisition Manager, Funding Circle, Dominic Heeraman

      SVP of Data, Analytics, and Machine Learning, Bark, Olly Downs

      Career Lead, Pathrise, Kass Moore

      Read an excerpt of the conversation here and scroll down to access the full webinar. 

      How can tech jobseekers build a more responsive resume? 

      Dominic

      I particularly like targeted and specific applications. Make it specific to the role, job title of the role, the company. Make sure if you read the job spec you’re trying to add some of those things into your CV or resume. It should be well-written and well-formatted. I’m really big on presentation so really clear and concise is good. 

      I also like details so for example, if you spent a length of time in a role I want to see what you’ve done and your achievements. If you work in an environment where you can add facts and figures, that’s a good thing too. Quantify any of your successes. Having those details in makes it a lot easier to understand. 

      Two to three pages in length is fine. I’ve had some people write half a page CV and others give me a 64 page CV. Nobody has time for that. I want to see 2 to 3 pages. That’s the sweet spot.

      I’ve always hired software engineers for the permanent side of things so I want to see a good length of time at a particular company – not a jumpy CV where it’s six months here or one year here. I want to see progress in people’s careers. Maybe they start as a junior engineer, then get to mid or senior engineering manager, or a senior IC. 

      I don’t mind if it’s sentences or bullet points as long as it’s clear and I can understand what you’ve done in your role. 

      I also like to see what you’ve done as an individual, not what your team has done. It’s great that you’ve achieved this in the project but what did you do? What is your contribution?

      Then, obviously the tech stack. I want to make sure you use the relevant technologies in each of your roles. 

      Related: Interested in a Tech Role? Here’s Your Resume Guide 

      What are best practices around creating a Hired profile? 

      Hector

      First, craft a headline that doesn’t just repeat your job title, but highlights something unique about a skill that you have or a passion. You want that to be the first impression and the lens they review the rest of your resume or experience.

      Instead of saying something like “Technical Lead at X,” you can say, “Technical Lead designing scalable software for tens of millions of users” or “Expert in recommendation and personalization systems.” 

      If you are early in your career and don’t have an area in which you are a deep expert, show another part of your personality or abilities. Even something like you’re a “Three-time Hackathon champion” elicits thoughts of competitiveness and creativity. That adds a touch of context to the rest of your resume or profile. 

      This next one is really unique to Hired. It is about making sure you stand out to the right fit companies by making clear what the wrong fits are. We focus the Hired profile a lot around being upfront about your preferences: deal breakers, nice-to-haves, and must-haves. 

      This is to ensure you stand out to companies that are a ‘good fit,’ while avoiding ‘bad fit’ companies from reaching out in the first place and wasting anyone’s time. 

      We have a ton of categories but these are the three most used: remote/hybrid preferences, company size, and company industry.

      Related: 6 Common FAQs from Jobseekers: Answers to Help You Prepare for & Dive Into the Job Search 

      Watch the full collaborative panel discussion to learn:  More

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      Need Help with Job Interviewing Skills? | Coaching Session (VIDEO)

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      What do companies look for when interviewing potential employees? Hear what they prioritize first-hand in this on-demand panel discussion featuring:

      Senior Manager, Recruiting, Brightspot, Avery Davila

      Technical Sourcer, Hired, Gabe Morabe

      Candidate Experience Manager, Hired, Alice Tan* 

      Candidate Experience Manager, Hired, Maria Coffey*

      What are recruiters really listening for?

      Avery Davila

      I think it’s really important in the interview process to be engaged. It comes across as you’re genuinely interested in the company, you’re genuinely interested in the role, and you’re excited to be there. Look engaged, have good posture, pay attention, and maintain good eye contact. This is a little difficult with the virtual world nowadays but you get the gist!

      Gabe Morabe

      Ask genuine questions and follow up. Perhaps I say something in the introduction of the interview and you mention it during the middle of the interview. Say it’s how interesting this product is or you have experience doing this in the past. It shows me that you’re 1) actively listening and 2) relating it back to your previous experiences.

      Avery Davila

      I suggest also having a notepad handy and jotting down a few notes, perhaps key things that stick out from the conversation. For example, if there’s any discussion around role expectations and you have notes to reflect back on. I think it also shows you’re interested and comprehending the information. I did that during my interview with Brightspot actually and I even used it to reflect back on before my first day so there’s a double positive. 

      Gabe Morabe

      You can take those notes and apply it to all your other interviews as well. It’s not just for one company. All these companies are probably going to be looking for the same thing especially if you’re applying for a specific role.

      In regard to concise stories of previous work experiences, I’m definitely looking for how you take your preview experiences, look at the job description, and apply it to how your experience fits in with this role specifically. This can be alignment with certain projects, an initiative you’ve led, a certain amount of sales within a certain market.

      Avery Davila

      I recommend, as you’re preparing for interviews and trying to be concise, outlining your experience and making sure that you hit all the key points. If there are metrics, challenges, successes, or specific projects you want to highlight, make a quick outline. Jot down about two sentences to help you concisely articulate so you’re not going back and forth in a story or you leave the interview realizing you wanted to mention this. That’s a good tip for preparation to help you be concise and clear when you’re explaining your background.

      Definitely ask questions too. It shows you’re genuinely interested in the company. Have questions prepared even if they’re simple ones and even if they’ve been answered earlier in the interview process. You can ask the same questions to different interviewers because you can get that different perspective based on the role and the unique experiences they’ve had, how long their tenure has been, etc.

      Watch now to discover: 

      How to appear confident (with examples of how candidates excel without knowing what to expect)

      What recruiters see as red flags and how to avoid them 

      Resources for interview tips and more!

      *Since this event, Alice and Maria have taken their CX insights to new roles as Pre-Sales Enablement Specialist and Customer Success Manager with Hired respectively.

      Curious how Hired helps jobseekers find great roles in tech and sales? Learn how our platform helps you create meaningful connections with top employers.

      Haven’t joined yet? Complete your free profile with Hired and let employers come to you. 

      Watch the original presentation below.

      [embedded content] More

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      When Asked Salary Expectations, What Should You Say to Recruiters?

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      Here’s a common scenario for jobseekers: You’re in an interview and the recruiter asks, “What are your salary expectations for this role?” You might respond, “Well that depends. What’s the range you have for this role?” At this point, it becomes a sort of standoff. 

      So, how do experts recommend you approach this situation?

      These panelists joined the 2022 State of Tech Salaries Webinar, How to Build Leverage in a Volatile Job Market, to share insights into salary trends, salary negotiation, and more:

      Founder & CEO of Ladies Get Paid, Claire WassermanCareer Expert, CPCC, & CPRW at TopResume, Amanda AugustineDirector of Global Talent Acquisition at Glassdoor, Amy Farrar 

      Keep reading for their advice on responding to recruiters about salary expectations and scroll down to access the full webinar. 

      Claire Wasserman

      It depends on where you are in the process. If you have not been given the offer, your goal is to just get to the next interview and then the next and then to get the offer. So you don’t want to do anything that disqualifies you. 

      I would cite the research. You can say, “Listen, this is the range I found. I talked to real people.” If you only say one source, they might say, “Well, that’s not relevant.” Hold them accountable by saying you have discussed this with recruiters. 

      “This is what I’ve seen. I consider myself a top performer. I would love to discuss top dollar but tell me more. Also, I’m open to negotiation. I love saying a high number. I’ll also caveat that this is a discussion and I’m aware of that.”

      Cite the research and don’t hold yourself to one number because it might take you out of the running. That being said, when you get the offer, you are absolutely saying the top dollar again based on research. 

      Amanda Augustine

      I agree that you want to start by saying, “Based on my research and what I know about the role today, here’s the range I’m seeing online based on X, Y, and Z resources. However, I’d love to learn more about the role and how I could provide value before negotiating any specific numbers.” I think it’s opening the door and ensuring that conversation. 

      There’s always the advice to try and push it off too. You can say, “I’ve done some research but I’d love to learn more about the role before we talk numbers and let’s make sure I’m the right fit for this role and this is the right opportunity for me” and you can try and push it off.

      I find that recruiters and employers often say, “No, I need a number now. I don’t want to waste your time or mine. If your number is way out of our range, give us a number.” You’re kind of pushed to give something. It’s always best to have an educated number based on real research. 

      Amy Farrar

      If transparency and compensation are not part of a company’s philosophy, it’s really difficult to get past the initial stage. The recruiter wants to know if you are in the correct range but it’s almost as if they’re not prepared to give you that. Then, it’s on them to make sure you’re the right person to move forward. 

      If they come back to you saying it depends, ask a question: “What’s a comparable, rough idea of what people are currently making in this organization who are doing the same role?”

      You can get an idea of what people are being paid in the organization before you take your precious time going through an interview process. It might result in realizing the compensation was way off. I would not shy away from the conversation early on. 

      We’re seeing transparency become a key part of compensation across other organizations. Certain states are specifying companies advertise compensation in job descriptions, which I think is fantastic. The pressure is on employers to give an answer and to make sure it’s right for you to move forward — not the other way around. 

      Answer with confidence 

      Simply put, do your research and don’t be afraid to present a number first when asked about salary expectations. If you know what you’re worth and that number works for you, you can confidently say it out loud! 

      To see how companies value your tech experience, use Hired’s salary calculator featuring real-time data. 

      Sharing salary preferences puts the power in your hands 

      Jobseekers using the Hired platform have the benefit of seeing the salary offer from companies upfront. In other words, no confusion and no awkward conversations. Companies apply to you, prepared to offer the salary you desire.    More

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      7 Interview Questions You Never Have to Answer (& How You Should Respond)

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      When you’re interviewing for a job — and particularly one you really want — it can be tempting to tell your interviewer everything they want to hear. But some seemingly innocent questions can actually be inappropriate (and often illegal). 

      First things first: An interview is about your qualifications for the job

      Understanding whether a candidate fits a certain position and the company culture is a primary task of employers throughout an interview. Along with aptitude assessments, screening, and testing, questions are a key evaluation tool for HR teams and hiring managers. Yet, there are some fine legal lines between what’s acceptable and what’s not when it comes to job interviews. The general rule of thumb is anything you’re asked should relate to your qualifications for the job in question.

      At a high level, regulations around interview questions and employment decisions are designed to protect potential employees from discrimination unrelated to their ability to do the job. Some jobs have mandatory qualifications, referred to as Bona Fide Occupational Qualifications (BFOQs). These may initially seem out of line but are valid in the context of a certain employer or role. 

      Asking someone’s age, for example, is generally off-limits. However, it may be permissible to ask airline pilots as broader safety regulations exist around this. BFOQs are related to hiring based on age, sex, race, national origin, or religion. Most tech roles, however, shouldn’t come with any BFOQs so a feeling of discomfort is more than likely signals an inappropriate ask.

      What’s actually off-limits?

      Companies are not allowed to make hiring decisions based on any of the following (excluding in the case of BFOQs): 

      AgeMarital and family statusDisabilitiesRace or colorGenderReligionBirthplace, nationality, or ancestrySalary history (in some places—check your state and city regulations)

      While many seemingly innocent questions appear to be the interviewer’s attempt to get to know you (and may well be!), answering questions about your family status, religion, etc. may unfairly bias your interviewer and distract them from the real topic at hand: whether you’re the best candidate for this role.

      Be prepared to answer questions related to education, work experience, motivation, personal qualities, and future career plans. Be wary of questions violating personal boundaries. Employers are actually not entitled to ask such questions, and you do not need to answer them. As a jobseeker, this right is protected by the law.

      Whether you’re being asked maliciously or not, here’s your guide to handling inappropriate questions if they come up in an interview.

      1. Are you married?

      It’s unlikely you will come across such a direct question. In fact, all questions related to a candidate’s marital status are technically illegal. However, some employers might overstep boundaries and ask about plans for marriage or work after the birth of children. This could be in an attempt to tease out answers about a candidate’s commitment to the company in the future. 

      According to research, only 12% of respondents said they were asked in an interview about their future plans for marriage. As many as 28% reported the interviewer asked about their marital status. 

      How to respond

      In order to shift the conversation back to a work-related topic, you can respond with:

      “I’m not quite ready yet for this discussion, but I’m very interested in career development in your company. Could you tell me more about this?” 

      This will demonstrate your motivation and commitment to career growth, while simultaneously setting boundaries.

      2. Do you have children? If not, do you plan on it? 

      Often, employers ask probing questions about family in a misled attempt to understand the candidate as a potential employee. Women, for example, receive questions about having children amid a common stereotype about employees with small children taking more time off and sick leave. 

      Studies show 25% of interviewers asked women if they had children. Since, in the modern world, a man can also go on maternity leave, such questions are invalid, inappropriate, and even meaningless. 

      To some candidates, this question is unacceptable and discourages them from working with a team where personal boundaries are violated.

      How to respond

      One of the possible answers:

      “Yes, I do. However, I’d prefer to keep this conversation focused on my professional skills”, or “I know it can be challenging to find the right work-life balance. However, I can assure you I do not allow my personal life to interfere with my professional duties.”

      3. What was your salary in your last job?

      A potential employer can discuss with the candidate financial issues relating exclusively to salary expectations for the position the company is interviewing. 

      The employer does not have the right to share information about wages at the previous place of work. Currently, it’s illegal for some or all employers to ask you about your payment history in several cities and states. It’s called a salary ban.

      What is a salary ban?

      Salary history bans are policies preventing employers from asking about a candidate’s previous salary. The bans aim to reduce pay discrimination in hiring decisions and are a step toward promoting equal pay. 

      Jobseekers may rephrase the question regarding salary expectations into a current salary negotiation. Candidates can also share a figure of their expectations if they think it will work in their favor. 

      How to respond

      For instance: 

      “I’m not comfortable discussing my salary history, but I do know my target salary for this position is X amount” or “My previous employer was very strict about privacy and security. Thus, I’m not entitled to disclose information about the salaries they offer.”

      4. How would you handle managing a team of all men/women?

      Unfortunately, gender discrimination is still far too common in the labor market. It’s especially visible through wage inequality. While there are myths and stereotypes related to “male” and “female” professions, and the ability to perform certain jobs, interview questions related to these matters remain taboo. 

      During interviews, employers may ask candidates to prove their ability to perform tasks they believe are appropriate for members of the opposite sex. In this case, candidates should focus all attention on their achievements and results.

      How to respond

      In this case, we advise dropping the gender aspect and focusing on your managerial skills in an answer. For example: 

      “I’m very comfortable in a management role. In fact, in my last position, I managed these responsibilities well for over a year.”

      5. What country are you originally from?

      Many employers may have trouble hiring employees who are legally prohibited from working in the country. This has led companies to take tougher measures in finding out more about the origin of future employees. 

      But the only legal way to find out is to ask directly: “Are you legally allowed to work in this country?” Phrasing the question as “Where were you born?” or “Where are you from?” and making citizenship inquiries are illegal. 

      According to a CareerBuilder and Harris Poll survey of more than 2,100 hiring and Human Resources managers, about 20% unwittingly asked candidates illegal questions in an interview. 

      How to respond

      Candidates can gracefully evade this by saying: “I have lived in different places, but by law, I have the right to work in this country.”

      6. What religion do you practice?

      The employer does not have the right to demand an answer about which church you go to or whether you go at all. 

      If you do decide to answer this question, pay attention to how important it is to the interviewer. Ardent adherence to a certain idea may indicate an unhealthy atmosphere in the company.

      How to respond

      You can note you have your religion, but also respect that of others. To eliminate the abusive effect of this question, you can say: “I’m certain I’ll be able to work the schedule you need for this position, so no worries.”

      7. Do you have any physical impairments or disabilities?

      Some companies require future employees to submit medical certificates about their health status. It can be a measure of concern for potential employees. 

      But employers cannot be interested in your well-being and chronic health problems in the interview out of idle interest — to estimate how often you will take sick leave, for example. This information is confidential and only applies to you and your doctor.

      Candidates can disclose their disabilities in advance if they feel comfortable doing so. If you are curious about disclosing a disability in the job search, read this guide. 

      How to respond

      For instance: 

      “I believe I have all the necessary skills and abilities to fulfill the responsibilities related to the role.”

      Moving Forward

      At the end of the day, innocent-enough intentions are behind most interview questions. However, illegal or inappropriate questions may be a red flag in regard to the company’s HR professionalism and culture as a whole. Directly answering them can violate your personal boundaries and/or lead to discrimination. Don’t feel obligated to answer questions that detract from what matters: your qualifications, interest in, and ability to do the job.  More

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      Meet Hired’s Candidate Experience Team: Supporting Jobseekers Every Step of the Way

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      A top resource for jobseekers looking for Tech & Sales roles  

      A positive candidate experience is an essential part of a successful hiring process, so we have a team dedicated to supporting jobseekers on the Hired platform. 

      Get to know the Candidate Experience Team

      The Candidate Experience (CX) Team currently consists of six members whose responsibilities include: 

      Profile polishing at the onboarding stageCareer coaching and providing resources for navigating the job searchInterview check-ins and interview requests (IVRs) helpGeneral support using the Hired platform

      While the CX team is available to Hired jobseekers at any stage, we typically assign a dedicated CX team member after a jobseeker accepts their first IVR to ensure smooth sailing during the interview process. 

      CX helps bridge the gap between candidates and employers to create a streamlined process. For instance, if a candidate has not heard back from a company, CX can work with the organization’s account manager to get them back in touch with the candidate. The team advocates for transparency on both ends and encourages jobseekers to maintain clear communication with potential employers too.

      If candidates receive an offer, CX checks in again to congratulate them of course, and see if they can provide further support. This could be advice for an offer negotiation or to act as a sounding board to weigh opportunities. From coaching to even some much-needed encouragement (the job search is tough!), CX is here for candidates. 

      Here to help every candidate have a great experience

      First, the Candidate Experience Team is a resource for you. They’re here to help and they work hard behind the scenes too, constantly collaborating with every team across Hired to find ways to improve the candidate experience and help you land your dream job. 

      Second, are you subscribed to The Hired Download email newsletter? They’re the folks sending it! Third, have you attended a How Hired Helps: Ask Me Anything Webinar to get your job search questions answered? They help make those events happen too! 

      Speaking of Hired resources for candidates, we asked team members to share their favorite items to support jobseekers. Here’s what they recommend: 

      “My experience with Hired was great! I landed a job interview offer almost immediately and at the end of the day managed to land a new job via Hired! I also had some great assistance in both the form of website popups as well as regular emails from the team. I would be happy to use Hired again if I need to change my job.”

      Mykola Y., Hired User

      5 of the CX Team’s top tips to find new tech & sales roles on Hired

      Respond to interview requests quickly! Even if you aren’t available to interview for several weeks, you can always accept the interview request and schedule the interview in advance. Being responsive shows you’re interested and proactive. Employers respond well to quick communication.Be courteous when interviewing. Likewise, send thank you notes after interviews and follow up if you haven’t heard back from a company. Displaying a genuine interest in the opportunity and putting your best foot forward in the interview process is as important as any other skill you bring to the table!Be transparent and keep your profile and resume up-to-date. Include all relevant experience and make sure the information on your resume aligns with your profile and LinkedIn – employers check for consistency.Make sure to polish your profile so employers have all the information they need – any extra information is always a bonus! Use the “Must-Have,” “Nice To Have,” & “Do not Want” sections of your profile. Employers also love it when they’re able to get a glimpse of your personality through your profile. It helps them understand if you like working in specific environments, like pair programming. It also helps them personalize their IVRs to you if something in your profile (even interests and hobbies!) aligns with their team. Another reason is if they feel certain benefits or projects would resonate with you.Focus on hard skills when completing the “Primary Area of Expertise” section. Using skills as keywords helps us match you for available roles. Plus, most recruiters search this way using keywords as filters.

      Related: Get more guidance in this blog featuring a video presentation: Want More Interviews and Better Matches? 5 Key Tips! 

      Why the Candidate Experience Team loves what they do

      We’ve shared lots of reasons for you to love the CX Team so let’s wrap up with what the team loves about working with jobseekers: 

      “The CX role is a rewarding one. Navigating a candidate to a destination ‘dream job’ is what we do best!”“It’s an extremely rewarding experience helping people get jobs they’re excited about! A lot goes into the interview process and it can be tiring, so seeing candidates overcome that tall task to get a role they love makes it all worth it!”“It’s brilliant speaking to candidates daily to ensure they’re doing well on the platform and helping them where they need it. I think it really helps to have someone on the platform solely to support them and to assist where needed! It’s a great moment (and truly rewarding) when they secure a role and are thrilled about their new venture. That’s what Hired is all about: connecting great candidates to great employers!”

      A note from the team: We welcome feedback about our candidates’ experiences using Hired. That includes what works and what doesn’t. We encourage you to share your experience with us! We appreciate it and use it to continuously improve the platform.

      Get personalized job search support

      To conclude, the CX Team is ready to partner with you, so use them to navigate the job search process. In addition, Hired partners with organizations to support jobseekers with resume enhancement, technical interview prep, upskilling, and more. Discover organizations to fit your career advancement needs. Plus, many offer discounts on their services to Hired platform candidates!

      The Hired Summit

      Lastly, mark your calendar for April 26th, 2023, for Hired’s Summit. It’s a free one-day virtual event to share job search tips and tricks and connect top talent to companies. The Summit offers tech and sales talent a variety of workshops, panel discussions, networking rooms, and so much more. 

      Discover upcoming events to get job search guidance and connect with top employers. More

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      Should You Disclose a Disability During Your Job Search? The Complete Guide

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      Searching for a new job can be a stressful, anxiety-inducing process for anyone. If you’re one of the 61 million U.S. adults (26% of the population) who lives with a disability, a job search can be even more complex and worrisome.

      Are you legally required to share information about your disability in the first place? Can employers opt to pass over your candidacy due to a disability? When is the best time to disclose your disability during the application and interview process? How specific do you have to get?

      These are just some of the many questions that might be passing through your mind as you think about applying for your next job. 

      Luckily, being prepared is half the battle. By researching what to expect during the process, you can take some of the pressure out of applying for a job with a disability.

      What types of disability forms will I come across during my job search?

      The most common disability form you’ll encounter during your job search is the Voluntary Self-Identification of Disability form issued by the Office of Management and Budget. 

      A disability form is a government-required step in the application process for a company in order to provide equal employment opportunities for those with disabilities. In the United States, the U.S. Equal Employment Opportunity Commission enforces Federal laws prohibiting employment discrimination. An equal opportunity employer is one that pledges to not discriminate against employees based on race, color, religion, sex, national origin, age, disability or genetic information. Therefore, companies ask — but do not require — applicants to fill out this form.

      In a nutshell, this form explains the reasoning behind requesting the information, tells you which conditions qualify as disabilities, and gives you three options for answers: 

      Yes, I have a disability or have a history/record of having a disabilityNo, I don’t have a disability or a history/record of having a disabilityI don’t wish to answer

      Do I need to disclose my disability to employers in the first place?

      This question is often top of mind for folks. When the Americans with Disabilities Act (ADA) was signed into law in 1990, it became illegal for employers to discriminate against hiring qualified individuals due to mental or physical disability. 

      On top of that, the ADA also requires employers to make “reasonable accommodations” to ensure that qualified individuals with disabilitiesf can perform effectively at work (e.g., putting in a wheelchair ramp to access an office building). 

      Unfortunately, despite the progress since 1990, discrimination is still common and not all cases get solved. In 2021 alone, 22,843 disability claims were filed nationally, making it the most commonly reported type of discrimination in the workforce. 

      Refocusing on the positives, know that you are in control of what to share. You are not legally required to disclose your disability status to a potential employer. 

      It’s also worth noting that you might not be required to get into the specifics of your condition — which might give candidates who don’t want to be associated with the stigma of their disability peace of mind. While the Equal Employment Opportunity Commission (EEOC) hasn’t issued formal guidance on whether employers can ask for the precise diagnosis, some states, including California and Connecticut, do not allow companies to ask for detailed information about your medical history. 

      Despite the legal protections that exist (more on this in a bit), it’s perfectly understandable why someone with a disability might hesitate to disclose that information. All other factors the same, might an employer opt to hire a candidate without a disability over one with a disability? It’s a very valid concern.

      Before we take a look at some of the scenarios where it makes sense to disclose your condition, let’s take a step back and examine your legal rights as a jobseeker with a disability.

      Legal protection for jobseekers with disabilities

      If you’re qualifed for the essential functions of the job you’re applying for and you have a disability, the ADA protects you from getting passed over due to discrimination. “Qualification” includes having the requisite education, experience, and skill set needed to excel in the position — and the ability to perform the job responsibilities, with or without accommodation.

      This means that employers cannot discriminate against you during the recruiting, hiring, and training processes, and they also can’t discriminate against you when it comes to promotions, benefits, pay, and job assignments. During the interview process, employers are also not allowed to ask you questions about your medical history or health, whether you’ve filed workers’ comp claims, or whether you have disabilities. They can, however, ask questions about whether you are able to perform job responsibilities with reasonable accommodation. 

      While this protection creates an ideal scenario, discirimination can be difficult to prove in many cases. In the event you feel as though you’re being discriminated against, you need to file a claim with the EEOC within 180 days of said event taking place. Read more on how to file a complaint. 

      When is the best time to disclose a disability while job hunting?

      When it comes to disclosing your disability to a prospective employer, there’s no such thing as the perfect time. Some people have found being up front about it from the get-go has worked well, while others say early disclosure isn’t the best move for everyone. 

      When it boils down to it, timing your disclosure is up to you. Generally speaking, if you’re going to disclose your disability, you’ll have three options:

      Before the interview – this could be ideal for candidates who have visible disabilities so the interview can focus entirely on qualifications and experience During the interview – mentioning your disability during an interview can demonstrate your confidence to prospective employers and reassure them that your condition does not impact your performance and ability to meet the responsibilities of the roleAfter the interview – if you’ve got a job offer and haven’t disclosed your disability, now could be the best time, particularly if you’ll need accommodations

      Keep in mind that, while the ADA prevents employers from asking questions about disabilities during the interview process, they are allowed to ask after they’ve extended a job offer — as long as they ask the same questions to other candidates offered similar positions. If you decide to disclose information about a disability after an offer, know the employer cannot revoke it unless you cannot perform the primary job tasks or present a risk to yourself or others.

      Before you decide your strategy, spend some time researching the company to determine whether they have any public stance on hiring individuals with disabilities. In the age of diversity, equity, and inclusion initiatives, many organizations are proactively searching for underrepresented individuals and putting effort and resources forward to foster a sense of belonging for all. In this light, revealing your disability could result in floodgates of support opening up. Not to mention, being your true, authentic self will really allow you to thrive in the workplace.

      If you’re still feeling unsure, we highly recommend clicking into the pages linked in this piece, as they go into extensive detail about various scenarios and may provide more specific information for your condition.

      Tips for discussing a disability during the job interview

      Catarina Rivera, disabled public speaker, offers guidance based on her experience with Usher syndrome. 

      Do not leave employers wondering whether you can perform the role. Explain to them how you will perform the tasks and functions essential to the position. Be confident and share your adaptations. This showcases your strengths and highlights exactly what you will bring to the table. 

      It is important, though, to avoid over explaining your diagnosis or disability. For example, if you have Usher syndrome. Instead of going into detail about what it is, you could say, “I wear hearing aids and have a limited field of vision due to a vision disability.” Don’t feel pressure to overshare or provide more information than necessary. You can keep it simple.  

      You have the right to request accommodations without stating your disability. For instance, as a person who is hard of hearing, you might say, “I benefit from closed captions. Can you please provide them during this virtual interview?” You can ask for what you need without elaborating or specifically having to say why. If the employer is truly inclusive, they will put in the effort. 

      If you’re feeling down on your luck, remember that you are not alone. There are numerous organizations that support people with disabilities in seeking meaningful work. Check out the resources below as you look for additional support and information.

      Diversability, an organization promoting disability pride

      Diversability is an award-winning ecosystem of over 70K (across all digital platforms) on a mission to elevate disability pride through disability community, visibility, and engaged allyship. Diversability works to break the cycle of social isolation and exclusion for disabled people, improving their overall wellbeing. Through the connections within the community and the work of the organization, Diversability aims to achieve representation and economic self-sufficiency for disabled people.

      Hired works with Diversability to provide community members a resource to find employment within the tech and sales space. This partnership aligns in the vision to create a world where all hiring is equitable, efficient, and transparent. Diversability encourages people with and without disabilities to check out their resources and community to connect with others, find support, or become an ally.

      Hired also partners with Diversability to educate the working world on disability representation and support in the workplace. If you’re an employer looking to make sure your organization creates a safe and accessible workplace for disabled employees, check out this article from Diversability: “Top 10 Disability Workplace Accommodations: How Does Your Company Measure Up?”

      Other resources for disclosing a disability during a job search

      Here’s to landing your dream job however you ultimately decide to navigate the process. Don’t forget to check out other listings on the Hired blog to assist with getting your job ready.

      Hired is the most efficient way to find a tech or a sales role you love today. With unbiased insights, DEI tools, skill assessments, and dedicated Candidate Experience Managers, Hired works with over 10,000 companies around the world to connect thousands of active and qualified candidates to employ their full potential. After registering, platform job seekers match with top employers thanks to better data, preference curation, and compensation transparency. Backed by The Adecco Group, Hired is rated by G2 as a leader in Recruiting Automation, Job Search Sites, and Diversity Recruiting. 

      Catarina Rivera, MSEd, MPH, CPACC, a disabled public speaker, DEI consultant, and content creator contributed to this article. More

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      in Talent Acquisition

      Recently Laid Off? A Jobseeker’s Guide to Bounce Back Better Than Ever

      by

      About this eBook

      If you’ve ever been laid off you know it’s often an emotional time full of uncertainty – but it doesn’t have to be that way! Learn what to do after a layoff and the steps to take to set yourself up for a successful job search. From getting financially organized to strengthening your network, preparation will build your confidence and put you in control of turning the page on this chapter. 

      What You’ll Learn

      How to process emotions and get your financial house in orderPractices around leveraging your network, informational interviews, and job search preparationWays to confidently approach interviewing and become a top candidate More