Whether you're trying to land your first career position, get a part-time job as a student, change jobs or careers, enter a training program or compete for a promotion, good job interviewing skills are essential. For a job applicant who has a neuromuscular disease, interviews present some special concerns. With confidence and awareness, you can turn these potential obstacles into terrific selling points.

Thinking about your answers to the following questions can start you on developing a winning job interview style. You'll find the answers aren't always clear-cut, because the best way to handle a situation is based on what's most comfortable for you.

Answer: B. (and C. and sometimes A.)

Networking and following up all ideas is the first rule, after you've laid the groundwork with a good education in a field that interests you.

There are private and public agencies that focus on placing people with disabilities in jobs. These organizations can prescreen accommodations, identify employers who have affirmative action programs, alert the employer to your disability and tell you about the employer's attitude.

This may be exactly what you want - or exactly what you don't want. Most career-minded people who have neuromuscular diseases want to be evaluated on their professional qualifications and nothing else. Being hired because you're disabled can smack of tokenism or make you doubt your abilities.

In considering the types of jobs to interview for, George Donahue of Watertown, Mass., who works in computer services for Stride-Rite Corp., encourages being realistic. "If a job requires standing for six or eight hours a day and you have difficulty standing, do you want to pursue that career? If you know that your type of disability gets progressively worse, you need to think ahead."

Donahue is a volunteer with Partners for Youth with Disabilities, a nonprofit organization that works with young people age 11 to 19 on issues such as careers, job skills, health and fitness.

Answer: B. first (then A. and C.)

You must follow all the usual guidelines for job hunting: prepare a professional resume and cover letter; do your homework about the company; dress appropriately; arrive on time; project competence, congeniality and professionalism; show that you're up to date on industry methods, equipment and language; emphasize your assets and achievements. There are many books and other sources of advice on job interview preparation. Study them and prepare to answer the sample questions they contain.

Being prepared for all contingencies that might be presented by your disability makes a strong positive impression on an employer. Mark Hathaway, information systems manager for Mettler Toledo in Toledo, Ohio, says, "You want to go in and out and they almost don't realize that you're in a wheelchair. You know what you're talking about, you're there on time, you're not disorganized or thrown for any curves."

Ken Jasch of Chicago, a member of MDA's National Task Force on Public Awareness and a data security analyst, cautions, "If you're getting there by any paratransit system, always allow twice as much time as you think you'll need to get there. If you get there late, or you say 'I have to go because my bus is leaving,' that's not a good sign."

To be sure you know where the company's wheelchair entrance is located and whether the site is accessible, call in advance, drive by the location, or even go into the building and take a look.

A couple of other tips from Jasch: Bring a mouthstick if you might need one to operate an elevator, and bring extra copies of your resume.

Above all, self-confidence is vital. If yours needs boosting, try a public speaking course or work on being assertive in other areas.

Answer: C.

Every asset you have can help influence someone to hire you, but attitude is all-important. A positive, confident, eager, willing attitude, backed up by knowledge and experience, will put you well ahead of an able-bodied candidate who can't articulate his or her thoughts, has little or no experience, or just doesn't seem interested.

Mark Hathaway, an MDA National Task Force member who supervises 18 people at his job and has conducted many interviews, knows whether he's going to hire someone in the first five minutes of an interview "by the way they carry themselves, the way they respond to the questions, their personality, their self- confidence. And in those people who are bitter or just not totally involved with the program, it is so obvious that you instantly turn off to that."

Most interview questions are designed to find out something beyond the literal answer: how you think, how you get along with people, how you solve problems. Whenever possible, answer questions by giving concrete examples that show how you put your problem-solving and other skills to work.

If you're a first-time job seeker with no experience, you can acquire some by taking part-time jobs or volunteering in the fields that interest you. Leadership of campus and community organizations, even noting how you've solved problems related to your disability, can be presented as evidence of your competence.

Answer: A.

Hiring is always an economic decision, and even in the nonprofit sector, managers are constantly aware of costs. Every aspect of the hiring decision ultimately relates to the bottom line. If you convince the interviewer the company will get its money's worth from you, other considerations won't matter.

Answer: B.

The Americans with Disabilities Act (enacted in 1990) protects you from discrimination solely based on your disability, just as other civil rights legislation protects people from discrimination because of gender, race, age and other factors. It's not an affirmative action or quota law and doesn't give you any advantage over an applicant without a disability. Your best approach is to give the interviewer every reason to focus on your abilities, not to remember you as the candidate who kept mentioning the ADA during the interview.

Answer: C., literally, but it's not that simple.

"A" works only if you're applying for a job in which having a disability would be an asset - with a disability agency or company that sells wheelchairs, for example. Resumes should not mention gender, age, race, marital status, weight, disability or other personal characteristics that aren't relevant to the job. Listing disability on your resume invites prospective employers to pass you by or give you special treatment because of it.

Dale DiLeo of the Training Resource Network in St. Augustine, Fla., a consultant on employment of people with disabilities, explains, "The reason ADA came about is because a lot of people have mistaken notions about disability, and when they simply read something in an application or resume they jump to stereotypes. If, as a job candidate, you want to disclose your disability, we think the best place to do it is during a face-to-face interview."

Some people find "B" a comfortable choice. After you've set a time for an interview, ask about wheelchair accessibility to the office. That alerts the employer to be prepared for your wheelchair but doesn't allow you to be ruled out before the interview.

On the other hand, many job-search experts believe strongly that an interviewer has no more need to know about your disability in advance than to know your sexual orientation, race or religion. The ADA says you don't have to disclose a disability before a conditional job offer is made, and a prospective employer is not allowed to ask if you have a disability or what your disability is.

But, if your disability is visible (say, you're using a wheelchair), the employer can ask you during an interview to explain or demonstrate how you would perform the essential functions of the job. Performing the "essential functions," by the way, means accomplishing the end purposes of the function in a timely and acceptable manner, not doing it exactly the same way another candidate would do it.

Jasch calls anonymously or has a friend call the day before an interview to determine his best route into the building and the interviewer's office. He doesn't inform the company ahead of time that he uses a wheelchair. Arriving in a wheelchair "tends to force them to reality as quickly as possible and make them focus on what your responsibilities are."

Hathaway advises, "At some point during the close of the first interview, you should address your disability (if it's visible). If you totally ignore the issue, it tends to leave people uncomfortable on both sides of the desk. You can say something like, 'As you've probably noticed, I'm using a wheelchair. My particular situation is I have muscular dystrophy, but I don't take any medication, and I haven't missed any work in seven years. The building is wonderfully accessible, so as far as I can see, that's really a non-issue.'"

Avoid simply saying, "I have muscular dystrophy." The interviewer may have "a completely stereotypical view of what they think the disease is, they may have their own ideas as to what the prognosis is," Jasch says. At the same time, explaining the disease will put too much emphasis on it and give more information than the interviewer really needs. It's better to keep the focus on job functions, not on a clinical explanation.

You can use your visible disability to your advantage in a job interview. Without stressing difficulties, you may wish to mention how you've coped with challenges, managed personal assistants, developed planning and scheduling skills, etc. This can be a chance to illustrate your creativity, resiliency and determination.

Answer: C.

This is the time for common sense. An interviewer who's never dealt with an applicant who has motor disabilities will like you better - i.e., be more inclined to hire you - if you put him or her at ease. It's human nature to be curious or a little unsure in a new situation. Although you don't have to discuss your disability in an interview, you can use the opportunity to show your self-assurance and your empathy for the interviewer's situation, as well as to educate him about people with disabilities.

You can break a lot of tension with a casual remark such as, "I'm glad to see your facility is very accessible to my wheelchair." Some applicants make a point of saying, at the end of the interview, something like, "If you're concerned about my wheelchair, let me assure you I have tremendous energy and I'll put in a full day's work. I have no problems with the bathroom or transportation. If you have specific questions about how my disability affects my job, I'll be glad to answer them." This can only help you make a good impression and be chosen for a job.

Don't use the wording in "B." You're not obligated to answer just any question about your disability or medical condition, only those that apply to performing the essential functions of the job.

Answer: C. or B.

Job-interviewing advice stresses the importance of body language that shows compatibility, alertness and enthusiasm: a friendly smile, good eye contact, a strong handshake, alert posture, a confident tone of voice. For job candidates with neuromuscular diseases, the introductory handshake can be a make-it-or-break-it moment.

The interviewer who has just met you doesn't know anything about your physical abilities or limitations. If he automatically offers his hand across the desk, Jasch suggests making a lighthearted remark like, "I'm not too quick on the draw but if you'll reach a little further, I'll be glad to shake your hand." If you don't want to shake hands, then use your voice, eye contact, distance from the interviewer and other clues (holding onto a briefcase or portfolio in your lap) and give a strong verbal greeting.

Remember, you've had a chance to prepare for this and the interviewer has not; use it to show how you handle awkward situations. Be ready with a simple comment, and move to the next stage of the interview.

Possible responses are: "I have limited mobility in my right hand," or "My hand's a little sore today, but it's nice to meet you," or pulling right up to the desk and saying, "It's very nice to meet you. I'm very happy that you invited me here. Where do we start?"

Hathaway notes, "As awkward as it is to decline shaking someone's hand, it's less awkward to do that than to have a real halfhearted, weird attempt. An awkward handshake would be where you would miss or your hand fell down on your lap. But if you can't squeeze tightly or your hand's a little bit cupped, that's fine. Don't be embarrassed for that."

Appropriate business clothing and grooming are very important in a job interview. Hathaway reminds applicants to clean their wheelchairs. If a suit jacket restricts your movement too much, men can try a crewneck sweater over a collared shirt or a neat cardigan sweater or vest with a business shirt and tie. Women should choose a type of blouse or dress that allows for mobility as well as a professional appearance.

Answer: A. (or C. and sometimes B.)

This topic should come up when it's most comfortable for you. Generally, that means waiting until the employer brings it up. An interviewer may ask what accommodations you need to do the job, if your disability is obvious or you've disclosed it, and you must answer honestly.

Assure the interviewer that accommodations are minimal and low in cost by giving examples, such as raising a desk or adding a piece of computer equipment. Make it clear that you know exactly what you need and can point the company to the best and most affordable sources of specific equipment.

Jasch explains, "I needed a door opener. I gave them the brochure, phone number of the company and told them the best alternative. Be vocal with your choice. You're not only making it better for yourself but for others."

An employer can't be expected to provide reasonable accommodations unless you've disclosed your disability. If you've accepted a job without indicating that you can't perform certain essential tasks, you can be dismissed.

Answer: All or none of the above.

Despite public awareness, civil rights and affirmative action, there are still a few employers who ask women if they plan to have children, ask minorities if they can work in an all-white workplace, or use terms such as "crippled." Most employers know better, but some may, from awkwardness or ignorance, ask something that's legally forbidden.

What should you do if an interviewer directly or indirectly asks: Are you sure you're strong enough to do this job? How would you get to work? What is your prognosis or diagnosis? Why are you confined to a wheelchair? Are you married? There are several schools of thought on this.

• If you want the job, why antagonize or challenge the interviewer? Ignore the faux pas and give a brief answer that refocuses attention on your qualifications.
  
  
• In as non-threatening a way as possible, give a brief but relevant answer while indicating that the question isn't legal.

DiLeo suggests this wording: "It's really interesting that you asked me that because my understanding of the law is that question is not allowed. I personally don't have an issue discussing some of this with you but other people may. I don't know if you realize you could find yourself in some difficulty." You can then offer to put the company in touch with an expert on the ADA.

• Politely say, "I don't understand how my transportation to and from work relates to the job itself" (if the job doesn't involve driving).
  
  
• Savvy employers may deliberately ask questions that are out of line to see how you handle them. They want to see if you'll lose your temper, if you're aware of your rights or if you're able to maintain a pleasant mood. Being able to handle stressful, critical or sensitive situations is a good asset for an employee, and here's your chance to demonstrate another skill. Even if the question was asked inadvertently, the interviewer will learn a great deal from your way of responding.
  
  
• Filing a complaint with the Equal Employment Opportunity Commission is an option if the situation is really offensive. But consider whether you want to put your energy into finding a job or into making a point by taking on a time-consuming legal action.

Answer: None of the above.

Most jobs are offered conditionally, pending your acceptance of the salary and benefits package, your availability in a reasonable time, verification that you can fill the requirements, and so forth.

An employer can legally ask you to take a physical examination as a condition of employment only if all employees starting similar jobs are required to take a physical. An employer may not rescind your job offer because of information revealed in the physical unless the reasons are strictly job-related. That is, if the job involves climbing ladders and your physical exam reveals that your muscle weakness wouldn't allow you to climb a ladder, or that it would present a safety hazard, the employer can legitimately withdraw the offer.

After an offer is made, the company can ask if you have a disability or if you've ever received workmen's compensation for a work-related injury. If your disability isn't obvious and you don't need any accommodation you may choose to say, "I have no disability that will affect my ability to perform this job." Disability questions must relate to whether you can do the job today, and you have no obligation to discuss the progressive nature of your neuromuscular disease.

However, if you need accommodations, you must disclose your disability. An employer can claim your requests are unreasonable if the company can show that it would cause financial hardship for the company. The employer also has some leeway in purchasing the accommodation. If you need a voice-input computer system, he doesn't have to buy the particular one you want as long as he gets one you can use.

If you're turned down for a job, and no satisfactory explanation is given, you may suspect the company was concerned about its liability or the health-care coverage costs you might present. These are clear violations of the ADA if the company can't show financial hardship, and an EEOC inquiry might be appropriate.

JOB INTERVIEWING RESOURCES

Books

Dynamite Answers to Interview Questions, No More Sweaty Palms! by Caryl Rae Krannich and Ronald L. Krannich, 1994 rev. ed., and Interview for Success, by Caryl Rae Krannich and Ronald L. Krannich, 1993 rev. ed., Impact Publications, 9104-N Manassas Dr., Manassas Park, VA 22111, (703) 361-7300. These authors have written dozens of books on careers and job searching. Some are also available on CD-ROM, and many can be found in public libraries.

Job-Hunting Tips for the So-Called Handicapped or People Who Have Disabilities, by Richard Nelson Bolles, 1991, Ten-Speed Press, Box 7123, Berkeley, CA 84707, (510) 559-1600. Originally written as a supplement to Bolles' What Color Is Your Parachute?, this short book applies his job-search principles to situations that may arise for people with disabilities. Includes a helpful bibliography.

Job Strategies for People with Disabilities, by Melanie Witt, 1992, Peterson's Guides, P.O. Box 2123, Princeton, NJ 08543-2123, (800) 338-3282. Should be in the reference section of your public library. Knock 'Em Dead, the Ultimate Job Seeker's Handbook, by Martin Yates, 1994 rev. ed., Bob Adams Inc., 260 Center St., Holbrook, MA 02343, (800) 872-5627. Includes an appendix called "What Disabled Job Seekers Should Know" and some 200 questions that interviewers may ask.

Job Seeking Skills for People with Disabilities: A Guide to Success, by Terri Goldstein, Margaret Chun and Michael Winkler, 1994, Students with Disabilities Internship Project, The Career Center, California State University at Northridge, 18111 Nordhoff St. - USU, Northridge, CA 91330-8241.

Magazine

Careers and the Disabled, Equal Opportunity Publications Inc., 150 Motor Parkway, Suite 420, Hauppauge, NY 11788-5145, (516) 273-0066. Quarterly magazine, $12 per year.

Video

Instructional Materials Laboratory
University of Missouri
2316 Industrial Drive
Columbia, MO 65202
(800) 669-2465

A 33-minute video, "Disclosing Abilities," developed by Creating Employment Opportunities Project, shows job interviewing strategies.

Organizations

Adolescent Employment Readiness Center
Children's National Medical Center
111 Michigan Ave., NW
Washington, DC 20019-2970
(202) 884-3203

Publishes CareerFocus newsletter and other resources.

Training Resource Network Inc.
P.O. Box 439
St. Augustine, FL 32085-0439
(904) 823-9800

Publishes newsletter about job placement, Supported Employment InfoLines, for $89 per year; and related books including the Employer's Pocket Guide to Supporting Workers with Disabilities and Developing Natural Supports in the Workplace.

About the ADA

Equal Employment Opportunity Commission
(800) 669-3362

Job Accommodation Network
918 Chestnut Ridge Road, Suite 1
P.O. Box 6080
Morgantown, WV 26506-6080
(800) 232-9675; (800) 526-7234

Part of the President's Committee on Employment of People with Disabilities, this consulting service for employees and employers has an information and consulting hotline.

President's Committee on Employment of People with Disabilities
1331 F Street, NW
Washington, DC 20004
(202) 376-6200; (800) 232-9675

The committee issues several fact sheets, pamphlets and other publications about how the ADA relates to employment.

U.S. Department of Justice
Civil Rights Division
(202) 514-0301