@@FOCUSinspired The part about narrowing down my scope to a specific role and company, as well as methods to help me prepare for interviews. It'll certainly help me reflect a lot more on how I should present myself. Thanks again!
@@RaisinBug Sound good. Many folks interpret that as restricting themselves. And the point is to help you be a great fit for at least one role, and if you do that, similar roles will be close enough. Good luck on the job search!
Wow, this is so toxic for so many neurodivergent people. Or in other words: you're saying, the job market is exclusively for neunormatives. Wow. Also: what do you do when there is only generic roles in your field, because companies just look for people to collect, but don't exactly know what they need the people for? :-)
Interesting @christianibendorf9086 Which part would you say is toxic for neurodivergent people? I feel the suggestions could be leveraged for neurodivergent and neuronormative people alike. Also, it would be great to understand in what context "when there are only generic roles in your field" would be as well. Do you mean that there are only generic roles listed on a job board? Or something else? And yes, unfortunately in this market, some companies are "collecting people". I've seen some companies that have "future opportunity" job postings, which on one hand, I can see the value. But on the other hand, should have a bit more transparency when it comes to timing.
"If you're not smiling: MINUS ONE!. If you're not giving 50-80% eye contact: MINUS ONE! If I can't see your hands or there's no enthusiasm in your delivery: MINUS ONE! …" For example, some people won't improve their interview performance by forcing themselves to stare at the other person. Others are basically incapable of a "normal" smile. Some have a hard time focusing and prioritizing when speaking. Too bad those are just 5-out-of-ten-10 "garbage" no matter how experienced, educated, productive, innovative… they may be in other fields. They lose because they have a weird smile and are bad at talking … 😐
@@christianibendorf9086 gotcha! Lots of valid points. It does point to the mine and the unconscious biases for many interviewers. Thanks for the lesson and bringing these to my attention! 🙏 All of your points could be incorporated into training as accommodations for neurodivergent candidates (maybe a future video?). Out of curiosity, would any of the -1 points be valid from your perspective for a neurodivergent candidate? Perhaps for the 5 marks for content: did you answer the question, relevant to role, example, story, human elements? What other suggestions would you have for interviewers to look out for to accommodate neurodivergent candidates?
These are some great tips, thank you!
Glad they are helpful! Which one was most helpful for you?
@@FOCUSinspired The part about narrowing down my scope to a specific role and company, as well as methods to help me prepare for interviews. It'll certainly help me reflect a lot more on how I should present myself. Thanks again!
@@RaisinBug Sound good. Many folks interpret that as restricting themselves. And the point is to help you be a great fit for at least one role, and if you do that, similar roles will be close enough.
Good luck on the job search!
Wise worda
Thanks @fk-on7pw - hopefully helpful words as well!
What was most useful for you?
Wow, this is so toxic for so many neurodivergent people. Or in other words: you're saying, the job market is exclusively for neunormatives. Wow. Also: what do you do when there is only generic roles in your field, because companies just look for people to collect, but don't exactly know what they need the people for? :-)
Interesting @christianibendorf9086
Which part would you say is toxic for neurodivergent people?
I feel the suggestions could be leveraged for neurodivergent and neuronormative people alike.
Also, it would be great to understand in what context "when there are only generic roles in your field" would be as well.
Do you mean that there are only generic roles listed on a job board?
Or something else?
And yes, unfortunately in this market, some companies are "collecting people".
I've seen some companies that have "future opportunity" job postings, which on one hand, I can see the value.
But on the other hand, should have a bit more transparency when it comes to timing.
"If you're not smiling: MINUS ONE!. If you're not giving 50-80% eye contact: MINUS ONE! If I can't see your hands or there's no enthusiasm in your delivery: MINUS ONE! …" For example, some people won't improve their interview performance by forcing themselves to stare at the other person. Others are basically incapable of a "normal" smile. Some have a hard time focusing and prioritizing when speaking. Too bad those are just 5-out-of-ten-10 "garbage" no matter how experienced, educated, productive, innovative… they may be in other fields. They lose because they have a weird smile and are bad at talking … 😐
@@christianibendorf9086 gotcha!
Lots of valid points.
It does point to the mine and the unconscious biases for many interviewers.
Thanks for the lesson and bringing these to my attention! 🙏
All of your points could be incorporated into training as accommodations for neurodivergent candidates (maybe a future video?).
Out of curiosity, would any of the -1 points be valid from your perspective for a neurodivergent candidate?
Perhaps for the 5 marks for content: did you answer the question, relevant to role, example, story, human elements?
What other suggestions would you have for interviewers to look out for to accommodate neurodivergent candidates?