“Influence tactics such as emphasizing your skills and abilities are a good idea but don’t necessarily work the same way for everyone,” said Terri Kurtzberg, co-author and professor at Rutgers Business School.
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Knowing how to navigate the conversation with potential employers is critical for leveling the playing field.”Ī new study from Rutgers University suggests disabled employees are more likely to create a positive first impression on a prospective employer if they promote their technical skills over their soft skills. “People with disabilities encounter an implicit bias that they will not be as productive as their non-disabled peers. “Job interviews are challenging for everyone, but particularly so for people with disabilities who have always had difficulties presenting themselves favorably to gain employment,” Rutgers Business School professor Mason Ameri said in a statement. In some instances, it’s been found that being able to mingle and schmooze with the right people may even land you a promotion or a raise, regardless of your actual skill or the quality of your output.īut that rule doesn’t apply to all: A new study from Rutgers University suggests disabled employees are more likely to create a positive first impression on a prospective employer if they promote their technical skills over their soft skills. Past research has shown that soft skills - i.e., skills that relate to how you communicate and interact with others - can lead to big successes in the workplace. This choice accelerated positive impressions of employability."
"Instead, people with disabilities should focus on job-related hard skills and competencies instead of softer skills and warmth. "Influence tactics such as emphasizing your skills and abilities are a good idea but don't necessarily work the same way for everyone," said Terri Kurtzberg, co-author and professor at Rutgers Business School. "Job interviews are challenging for everyone, but particularly so for people with disabilities who have always had difficulties presenting themselves favorably to gain employment," said Rutgers Business School professor Mason Ameri. The findings, published in the International Journal of Conflict Management, contrast this with the results for candidates without disabilities who were positively evaluated when they highlighted either hard or soft skills during initial job interviews.
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