4 ms·

As I’ve posted my story below, I also wanted to point out that I was uniquely Deaf, but nonetheless a rockstar programmer then. Interviewing is hard. Notably

As I’ve posted my story below, I also wanted to point out that I was uniquely Deaf, but nonetheless a rockstar programmer then. Interviewing is hard. Notably Google’s digital interviewing where they insist that they call you for an interview. I aced all their backend questions so they kept trying to call me until I insisted that I call them. Then it went silent. Their loss. This approach doesn’t leave us Deafies a whole lotta time to arrange for an American Sign Language interpreter to come and sit with us before the phone rings.

_nalply 4y ago
It's not possible to have a Signed Language interpreter around you all the time. Or did you? If not, how did you communicate with your coworkers? When I was working in companies I just lipread and talked German, and it worked mostly fine except meetings. But a few years ago I realized that lipreading is too hard for me, so I now avoid that. Recently I got interrogated by the police but they put up an additional computer monitor for me to follow the notes. I declined the offer of a Signed Language interpreter because I was not sure whether the interpreter really knows the correct legal terms. The monitor was very helpful. I caught many little misunderstandings this way like I said, he wanted to void the ticket himself, but the minute taker wrote, he wanted to buy the ticket himself. Anyway, I am lucky that I don't need to work in companies anymore being semi-retired.
s1artibartfast 4y ago
Can you play audio explaining the situation asking for a call back number or email? I imagine this situation comes up frequently and not only with hiring.
- egberts1 4y ago
  My lawyer advised me not to reveal my handicap during any interview process. it really is about the skillset. It becomes a bonus for the company if HR finds out, but not necessarily for the line management. Problem is Google does not segregate such sensitive info (race, sex, handicap) between the hiring team and its HR. Google, however, elected not to use email and I am unwilling to reveal the real reason for me calling them directly … much less by email.
  - s1artibartfast 4y ago
    I see, it seems like choosing to not reveal your handicap during the interview process is a major challenge to getting the accommodations you want during the hiring process. Also not sure how google HR could firewall obvious disability from the hiring team if they are at all involved in the interview.
    - egberts1 4y ago
      if and when the design team of Google hiring are not made up of HR personnel, it could be construed as a violation of Federal labor law. It becomes a violation if the hiring (non-HR) team are privy to sensitive info of applicants. and if HR design team and hiring (non-HR) team are one and the same playing fast and loose with privilege info, many lawyers will be all over this. Of course, I am unwilling to find out because my priorities lies elsewhere but if and when I learn of the next Deaf applicant that got turned away because of lack of direct call support, then my priority of my legal team will change. Federal law says accommodation must be made … after the hire. No need to tip your hand earlier.
      - s1artibartfast 4y ago
        I think you are grossly misinformed. >when the design team of Google hiring are not made up of HR personnel, it could be construed as a violation of Federal labor law. There is nothing illegal about the design team participating in or even running the hiring process. >HR design team and hiring (non-HR) team are one and the same playing fast and loose with privilege info, many lawyers will be all over this. There is nothing illegal about this either. You have to show discrimination took place. Many companies separate some roles simply for additional legal protection. >Of course, I am unwilling to find out because my priorities lies elsewhere but if and when I learn of the next Deaf applicant that got turned away because of lack of direct call support, then my priority of my legal team will change. You weren't turned away. You refused to tell them you needed direct call accommodation, and then act like a victim when they didn't know. Do you expect them to read minds? Do you expect them to accommodate every possible request from applicants without need for explanation? If you go to court, google will show it's HR policies and process for accommodating applicants that notify HR of their needs. They will point to applicants that asked for accommodation, and all the times HR provided it. They will then point out the fact that you or the next similar applicant did not inform them, and explain to the court that they are not mind readers.

_nalply 4y ago

It's not possible to have a Signed Language interpreter around you all the time. Or did you? If not, how did you communicate with your coworkers? When I was working in companies I just lipread and talked German, and it worked mostly fine except meetings. But a few years ago I realized that lipreading is too hard for me, so I now avoid that. Recently I got interrogated by the police but they put up an additional computer monitor for me to follow the notes. I declined the offer of a Signed Language interpreter because I was not sure whether the interpreter really knows the correct legal terms. The monitor was very helpful. I caught many little misunderstandings this way like I said, he wanted to void the ticket himself, but the minute taker wrote, he wanted to buy the ticket himself. Anyway, I am lucky that I don't need to work in companies anymore being semi-retired.

s1artibartfast 4y ago

Can you play audio explaining the situation asking for a call back number or email? I imagine this situation comes up frequently and not only with hiring.

egberts1 4y ago
My lawyer advised me not to reveal my handicap during any interview process. it really is about the skillset. It becomes a bonus for the company if HR finds out, but not necessarily for the line management. Problem is Google does not segregate such sensitive info (race, sex, handicap) between the hiring team and its HR. Google, however, elected not to use email and I am unwilling to reveal the real reason for me calling them directly … much less by email.
- s1artibartfast 4y ago
  I see, it seems like choosing to not reveal your handicap during the interview process is a major challenge to getting the accommodations you want during the hiring process. Also not sure how google HR could firewall obvious disability from the hiring team if they are at all involved in the interview.
  - egberts1 4y ago
    if and when the design team of Google hiring are not made up of HR personnel, it could be construed as a violation of Federal labor law. It becomes a violation if the hiring (non-HR) team are privy to sensitive info of applicants. and if HR design team and hiring (non-HR) team are one and the same playing fast and loose with privilege info, many lawyers will be all over this. Of course, I am unwilling to find out because my priorities lies elsewhere but if and when I learn of the next Deaf applicant that got turned away because of lack of direct call support, then my priority of my legal team will change. Federal law says accommodation must be made … after the hire. No need to tip your hand earlier.
    - s1artibartfast 4y ago
      I think you are grossly misinformed. >when the design team of Google hiring are not made up of HR personnel, it could be construed as a violation of Federal labor law. There is nothing illegal about the design team participating in or even running the hiring process. >HR design team and hiring (non-HR) team are one and the same playing fast and loose with privilege info, many lawyers will be all over this. There is nothing illegal about this either. You have to show discrimination took place. Many companies separate some roles simply for additional legal protection. >Of course, I am unwilling to find out because my priorities lies elsewhere but if and when I learn of the next Deaf applicant that got turned away because of lack of direct call support, then my priority of my legal team will change. You weren't turned away. You refused to tell them you needed direct call accommodation, and then act like a victim when they didn't know. Do you expect them to read minds? Do you expect them to accommodate every possible request from applicants without need for explanation? If you go to court, google will show it's HR policies and process for accommodating applicants that notify HR of their needs. They will point to applicants that asked for accommodation, and all the times HR provided it. They will then point out the fact that you or the next similar applicant did not inform them, and explain to the court that they are not mind readers.