In the realm of employment for people with disabilities
(and in the realms of most job-seekers – particularly those
with employment barriers) the word “employer” is used
sweepingly to describe those folks who seemingly influence
the hiring of people into the workforce. While it is handy
to just use one word…it isn’t particularly helpful. If
Eskimos/Inuit really have a dozen different terms for
various types of snow, we should have at least that many
terms for different types of employers.
Among those we include in our “employer” term are
corporate CEOs, small business owners, human resources
managers, diversity consultants, recruiters, and hiring
managers.
These different types of employers have vastly different
characteristics – from daily business realities to
capacities for decision-making and influence. In this
article, I am offering a perspective on owner-operated small
businesses that I hope will be helpful to some of the job
seekers and job developers that receive our newsletter.
Ten Characteristics of Owner-operated Small Businesses
1. The Owner Is In Sight
The owner is likely to be working on the premises – at
least part-time. Unlike a large company, the key
decision-maker (the owner) is relatively easy to identify
and contact. Whatever their hiring process is, do what you
can to first make a good impression on the owner. You might
consider first going in as a customer and engaging the owner
in a conversation – and then coming back a week later to
submit your resume. Even if the owner doesn’t directly make
the hiring decisions… if they want you hired, you will get
hired.
When the owner makes a decision, they answer to
themselves. No one is looking over their shoulders. They are
usually willing to take reasonable risks – and to live with
the consequences of their decisions. Even if they are a
little unsure of your ability to do the job, they may be
willing to give you a chance to prove yourself.
2. Employee Relationships Are Up Close and Personal
Personality is important. Whoever is interviewing you is
likely part of the team and going to be working directly
with you – maybe every day – possibly for years. Their
decision is likely to be as personal as it is professional.
Their radar is going to be scanning for things like
personality traits, outside interests, etc. Sure, they want
to know that you can do the job, but they also want to know
if you are going to be someone they will enjoy working with
and if you will “fit in” with the other employees.
You might want to let them know that good working
relationships are important to you too. If there are sports
trophies, family pictures recognition plaques from community
organizations on display, show an interest in them. If there
is a subtle way to do so, consider making comments about
your hobbies and personal interests.
3. Need for Multi-Tasking Rather Than Specialization.
Generally, the larger the organization, the more
highly-specialized individual jobs become. Small business
owners are often the cashier, accountant, janitor and
salesperson all wrapped into one. Similarly, their employees
are usually expected to take on a variety of roles and
tasks. If this kind of multi-tasking isn’t something that
you are able to do well (or want to do), you might want to
focus your job search on larger companies.
4. Less Formality
Smaller companies tend to operate without the formality
and rigidity of larger ones. Written job descriptions
probably don’t exist or aren’t adhered to. Within a general
set of expectations, employees are expected to do a “good
job” and do what it takes to make the customers happy and
the business successful.
In recruiting, there is less focus on resumes, less
emphasis on credentials, degrees and “formal experience” in
the small business arena. In short, there are far less job
search hoops to jump through – or bureaucratic red tape to
gum up the works. Decisions can be made more quickly… job
interviews can take place on the spot. Sometimes the only
reference you may need is having been a regular customer or
residing in the neighborhood. While this is not always true,
the lack of formality in the small business sector can make
the job search easier for the person who does not have a
traditional or particularly linear work history.
5. More Flexibility
Small businesses are often used to finding ways to do
things differently and responding to changing circumstance.
They are used to doing whatever it takes to get the job
done. In this context, the idea of job accommodations isn’t
a foreign concept to them.
If your disability precludes full-time employment or
requires flexible hours, these are often easier to negotiate
with smaller employers. They don’t have to deal with
established personnel policies and protocols. Many smaller
companies rely on part-time employees to supplement regular
staff during busy times of the day, week, month or year.
They are also likely to hire part-time for specialized roles
like accounting or sales.
6. Time Is Precious.
This is a particularly important thing for job developers
to know. Small business owners and their employees can’t
usually afford to take a lot of time off work. These folks
may come to an event outside of their working hours, but
they aren’t likely to attend a full-day conference on
“Accommodating People with Disabilities in the Workplace”.
Their time is precious and needs to be treated that way.
Often, “time is money” is very present reality for them. If
you want to engage them, it is best to approach them at a
time of day when business is slow. (For many retailers,
first thing in the morning often works well.)
As an employee, YOUR time is also a precious commodity to
your employer. Be aware that your employer is constantly
aware that he/she is paying for your time. To a small
business owner, watching an employee stand around doing
nothing is as anxiety-provoking as being a passenger in a
taxi watching the meter climb as they sit stuck in traffic.
Small employers are looking for employees who, even in slow
periods, will find things to do things that will benefit the
company (e.g. wash the windows, clean up the files, make
courtesy calls to customers). In an interview, it might be
wise to ask if there will be lulls in the routine of the job
and, if so, what other tasks can be done during those
periods.
7. The Bottom Line Is Close To Home.
Typically, the owner’s personal income is whatever is
left over after all expenses are paid. Small businesses are
usually run pretty lean and will be particularly interested
in how hiring you will either increase revenues or decrease
expenses.
Any accommodation expenses incurred by the business will
come directly out of the owner’s pocket. A small business
owner can not likely afford expensive accommodations and
will be wary of any added operating costs. If you are
someone who will require your employer to pay for expensive
job accommodations, you need to know that, stated or not,
this will likely be a bigger issue for a small company than
a larger one.
If, because of your disability, your employer will be
eligible tax credits or other financial incentives, know
that smaller businesses are more likely to be more keenly
interested than big business. While large companies tend to
not want to be bothered with such programs, most small
businesses can’t afford not to be interested.
If, beyond the job description, you have other skills
that can be of added value to the company, don’t hesitate to
mention these up front. Are you computer savvy? A small
employer would probably welcome an employee who could do
basic trouble-shooting and maintenance on their equipment.
Are you artistically inclined? Maybe you could bring added
value by designing posters, flyers or menus. Do you have
basic accounting skills? Maybe you could save your employer
some time or money by taking on some of that role.
8. Open To Ideas
Almost by definition, small businesses yearn to grow.
Owner-operated businesses are constantly on the lookout for
creative new ways to make or save money. They are likely to
be more receptive to fresh ideas and new ways of doing
things than larger companies that are heavily invested in
their structure (business model, routines and procedures,
marketing plan, etc.). As a job seeker, the small business
sector may well give you more opportunity to co-create a job
in a way that more intentionally capitalizes on your unique
talents and interests.
9. More at Risk
Small business owners are people who have taken the risk
of investing in an idea, with the hope that it will flourish
and provide them with a good livelihood. Unlike large
companies, they don’t have vast resources to draw on. They
have likely fully leveraged their credit cards, savings and
home mortgage to finance their business. In pursuit of their
dream, they are often out on a limb. They are looking for
employees who respect that – not employees who are looking
for a handout, but for employees who share their
entrepreneurial spirit. While a large business might, a
small business certainly isn’t likely to hire someone with a
disability solely out of “social responsibility”. They need
all employees, with or without disabilities to at least do a
fair day’s work for a fair day’s pay.
10. Unsophisticated on Disability
Don’t expect small business owners to be politically
correct in disability terminology and etiquette. Don’t
expect them to savvy about the Americans with Disabilities
Act. Don’t expect them to be current on job accommodation
strategies. Disability is your world – likely not theirs.
While you can expect large businesses to have some
familiarity with the basics of disability concerns and
protocol, small businesses don’t have HR managers to attend
workshops and seminars on “workforce diversity”. They don’t
have in-house lawyers or risk-management departments to keep
them current on legal issues. Be prepared to educate them as
you go.
In discussing job opportunities with a small business
person, or in the course of a formal interview, do your best
to second-guess their concerns about your disability and how
it might affect your performance on the job. They are likely
to be awkward and unpolished about how to voice their
concerns. You need to take the lead and ensure them that you
will be able to do the job and that there are no surprises
awaiting them. It can be as easy as saying things like; “You
might be wondering about my dog. He is a highly-trained
service animal – a working dog. He will stay quietly by my
side and not disturb the workplace at all.” Or “You are
probably wondering how I can handle phone calls with my
hearing loss. Let me tell you how I do that,,,”
***
More than large employers, small businesses will be
impressed with your enthusiasm about “their job” versus “a
job”. If you are looking for more than just a paycheck from
them, if you are passionately interested in working in their
business sector and, better yet, their particular business,
freely communicate that. There are approximately 23 million
small businesses in the United States and they employ
roughly half of the private workforce. A full 98% of
business enterprises in Canada have less than 100 employees.
While the small business sector doesn’t have the glamour of
Fortune 500 and Wall Street, small business controls a huge
portion of North America’s jobs and has boundless employment
opportunities.
~ Rob McInnes
© Rob McInnes, Diversity World, April, 2006
(If not used for commercial purposes, this article may be
reproduced, all or in part, providing it is credited to "Rob
McInnes, Diversity World - www.diversityworld.com". If
included in a newsletter or other publication, we would
appreciate receiving a copy.)
