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disclosing dyslexia to prospective employers
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My graduate son is job hunting. He is dyslexic but with support from his uni and a load of hard work he got a good degree in Economics. When he applies for graduate jobs should he play the dyslexic card? He is reluctant to thinking it will put off employers. This leaves him at a bit of a disadvantage during the timed online application tests (he has always used the extra time he was entitled to during exams). Would prospective employers be turned off by his condition or would he help them fill their "disadvantaged quotas"?
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Its not the stigma it used to be seen as, he should tell them but he has done well, got a good Degree and they should see this. Its been harder work for him than most and that should be appreciated.
Not all employers use timed tests thankfully and I believe most employers would be sympathetic tho his knowledge and personality at interview would possibly outweigh any difficulties?
Not all employers use timed tests thankfully and I believe most employers would be sympathetic tho his knowledge and personality at interview would possibly outweigh any difficulties?
i dont really understand what you mean by "play the dyslexic card"
my advice from being both a disabled person and a non-disabled person applying for jobs AND someone who has conducted interviews is just to be honest and be yourself. Emplyers want people for what they can bring to the job, and then if there are any extra things they have to consider, they usually do so AFTER they have appointed. It has always worked for me. In fact, in my last job i arrived to interview in a wheelchair (and asked in advance for a disabld-friendly room to be available) the interviewers didnt ask me anything about my disability (because its none of their business, as long as i can carry out the duties they want me to) The only thing they asked me was if i could drive and had access to a car - bt they asked EVERY candidate that. In my experience of interviewing, you have to ask the same questions to every candidate
my advice from being both a disabled person and a non-disabled person applying for jobs AND someone who has conducted interviews is just to be honest and be yourself. Emplyers want people for what they can bring to the job, and then if there are any extra things they have to consider, they usually do so AFTER they have appointed. It has always worked for me. In fact, in my last job i arrived to interview in a wheelchair (and asked in advance for a disabld-friendly room to be available) the interviewers didnt ask me anything about my disability (because its none of their business, as long as i can carry out the duties they want me to) The only thing they asked me was if i could drive and had access to a car - bt they asked EVERY candidate that. In my experience of interviewing, you have to ask the same questions to every candidate
Plus, dyslexia covers a spectrum of disability - the lad may be at a disadvantage if he is going fo work as a proof reader but if he got a degree he has displayed capability above and beyond the average Joe. He should not be embarassed or hesitant to acknowledge it, and although it may be disadvantageous in the short term it will be better to find an employer who is in tune with his skill rather than afraid of his disability
I'd say it very much depends on the job he is going for and how his dyslexia may affect him.
It wouldn't be in either party's interest for him to be doing a job which is unsuitable.
I have nothing against anyone doing what they want to do though an employer needs to consider if it is appropriate in their business setting, especially, say in an unsupervised role.
I had someone come and do work experience with me who had quite severe dyslexia and he was great with somethings but struggled with others so I would target his workload accordingly, supervise as appropriate etc...
In my profession (legal) there are things that he would suffer with. Things like correspondence can be dealt with with say secretarial help or a checking procedure but tasks such as legal drafting would pose a far more significant issue in a more senior and more normally unsupervised role.
So not ruling everything out but there would be limits or adjustments.
Having conducted interviews, I'd far rather someone be honest with me about their capabilities and any assistance they would need from the outset.
I would feel mislead and not be very impressed if someone had not disclosed something relevant which affected their position and it wouldn't create a great initial impression.
It wouldn't be in either party's interest for him to be doing a job which is unsuitable.
I have nothing against anyone doing what they want to do though an employer needs to consider if it is appropriate in their business setting, especially, say in an unsupervised role.
I had someone come and do work experience with me who had quite severe dyslexia and he was great with somethings but struggled with others so I would target his workload accordingly, supervise as appropriate etc...
In my profession (legal) there are things that he would suffer with. Things like correspondence can be dealt with with say secretarial help or a checking procedure but tasks such as legal drafting would pose a far more significant issue in a more senior and more normally unsupervised role.
So not ruling everything out but there would be limits or adjustments.
Having conducted interviews, I'd far rather someone be honest with me about their capabilities and any assistance they would need from the outset.
I would feel mislead and not be very impressed if someone had not disclosed something relevant which affected their position and it wouldn't create a great initial impression.
I agree with Lil O'Lady - your son should be very proud of himself to gain a degree, and I'm sure that any employer'd be impressed that he gained one, despite his disability.
If he doesn't disclose it, then it could become very apparent if he got the job, and perhaps his emplopyers'd then be annoyed that he hadn't told the truth in the first place.
Tell him to add the information to his CV, with a footnote that he'd be happy to discuss the matter further if necessary - and good luck to him. He's done well.
If he doesn't disclose it, then it could become very apparent if he got the job, and perhaps his emplopyers'd then be annoyed that he hadn't told the truth in the first place.
Tell him to add the information to his CV, with a footnote that he'd be happy to discuss the matter further if necessary - and good luck to him. He's done well.
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