Choose the answer that sounds most like what you would naturally do. There are no right or wrong answers. At the end, count your A's, B's, C's, and D's to discover your Employment Specialist archetype.
Click the button below to start the quiz!
Question 1 of 15
1. You meet a new person with a disability who you’ll be supporting with employment. What do you naturally focus on first?
Getting to know them as a person and building a relationship where they feel comfortable being open with me
Learning about their goals, experience, skills, interests, and barriers so we can develop a clear employment plan
Helping them recognize their strengths and what they have to offer an employer
Starting to think creatively about what kinds of work environments or opportunities could fit their strengths
Question 2 of 15
2. You’re meeting with a business that doesn’t currently have any open positions. What are you most likely to do?
Ask questions, learn about the business, and focus on building a relationship for future opportunities
Learn more about the business and research potential roles or hiring needs before deciding how to follow up
Think about which of the people you support might be a strong fit if an opportunity becomes available
Ask about staffing challenges, tasks that aren't getting done, or areas where the business could use additional support
Question 3 of 15
3. A person you support says, “I don’t think I have anything to offer an employer.” What is your first instinct?
Spend time with them, listen, and build their confidence through the relationship we’ve developed
Break down their experience, skills, interests, and accomplishments to identify concrete things they can bring to a workplace
Help them see their strengths and challenge the idea that their disability or past experiences define their value
Explore different types of work and environments where their abilities might become obvious through the work itself
Question 4 of 15
4. You’re trying to develop new employer relationships. Where do you naturally start?
With people and organizations I already know - community contacts, colleagues, friends, partners, and existing employer relationships
By identifying industries and businesses that align with the people I’m currently serving and developing a targeted outreach list
By thinking about the strengths and interests of the people I support and identifying employers where those qualities could be valuable
By looking for businesses that are growing, struggling to staff certain functions, or likely to have unmet needs
Question 5 of 15
5. You’re helping someone figure out what kind of job they want. What approach sounds most like you?
Talk with them about their interests, experiences, people they enjoy being around, and what matters to them
Work through their skills, goals, transportation, schedule, experience, and other factors to narrow down realistic options
Focus on what they’re good at and what gives them confidence so their job goals are built around their strengths
Think beyond traditional job titles and explore whether there are less obvious roles or work environments that could be a great fit
Question 6 of 15
6. An employer tells you, “We tried hiring someone with a disability before, and it didn’t work out.” How would you naturally respond?
Keep the conversation open and focus on maintaining a positive relationship rather than trying to change their mind immediately
Ask questions to understand what happened and determine what might need to be different this time
Help the employer understand that every person is different and focus on the strengths and support needs of the person you represent
Explore whether there is a different role, task, structure, or approach that might better address the employer’s concerns
Question 7 of 15
7. You have a person who has applied to several jobs but isn't getting interviews. What do you do?
Talk with them about how the process is going and make sure they don't feel like they're navigating it alone
Review their job search strategy, resume, applications, target jobs, and approach to identify what needs to change
Look at how their strengths and experience are being communicated and help them better present their value
Step back and consider whether you're targeting the wrong opportunities and whether a different type of job-development approach might work better
Question 8 of 15
8. You have a strong relationship with an employer, but they haven't hired anyone you referred. What do you do?
Continue nurturing the relationship because a strong employer connection can create opportunities over time
Evaluate the situation and determine whether you're targeting the right roles, candidates, and approach
Talk with the employer about what they're looking for and how the candidates you've referred could better demonstrate their strengths
Look beyond the positions they've posted and ask what other challenges or needs they might have
Question 9 of 15
9. You’re preparing someone for their first meeting with a potential employer. What do you focus on most?
Helping them feel comfortable, confident, and prepared to have a genuine conversation
Preparing them for the specific employer, position, questions, expectations, and next steps
Helping them communicate their strengths, abilities, and what they can contribute
Helping them think about how their skills could meet a need or solve a problem for the business
Question 10 of 15
10. You’re following up with an employer after an initial meeting. What does your follow-up naturally look like?
A genuine check-in that keeps the relationship going, even when there isn’t an immediate job opportunity
A planned follow-up based on specific next steps, timelines, and information discussed during the meeting
An update that connects the employer back to the strengths or potential of the people I support
A conversation that continues exploring whether there are other ways I could help solve a business need
Question 11 of 15
11. A person you support has been rejected after an interview. What is your first thought?
How can I help them process the experience, stay encouraged, and keep moving forward?
What can we learn from this, and what should we change before the next interview?
How can I help them recognize what they did well and continue seeing their own value?
Is there another type of opportunity or employer where we could approach things differently?
Question 12 of 15
12. You walk into a new business for the first time. What are you most likely to notice?
The people - the manager, employees, customers, and opportunities to start a conversation
How the business operates, what positions exist, and how its hiring needs might align with the people I support
The types of people who might thrive there and which strengths could be valuable in that environment
The workflow, staffing patterns, bottlenecks, and things that appear to be difficult for the business to keep up with
Question 13 of 15
13. A person you support has a disability that may require workplace accommodations. What is your natural approach?
Think through the job requirements, potential accommodations, resources, and timing so the process is handled thoughtfully
Make sure the person feels comfortable discussing what they need and knows they have someone in their corner
Help the person advocate for themselves and communicate what they need without letting the accommodation define them
Look creatively at the work environment and consider whether there are different ways the job could be structured or performed
Question 14 of 15
14. You have a person who is ready to work, but traditional job searching isn't producing results. What's your next move?
Expand my network and start having more conversations with people and businesses who might open a door
Reassess the employment plan and identify what part of the current strategy needs to change
Revisit the person's strengths, goals, and how they're being presented to employers
Stop looking only at posted jobs and start looking for creative opportunities based on what the person and the employer both need
Question 15 of 15
15. You help someone land a job that is a great fit. What part of that success makes you most proud?
Knowing I built relationships and connections that helped open the door
Knowing that the right strategy, planning, and follow-through helped bring everything together
Seeing the person recognize their own abilities and succeed because their strengths were recognized
Knowing I found a creative way to connect the person's strengths with an opportunity that may not have existed otherwise