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How To Expedite Your Job Search

Finding a new job can be hard, especially when your self-esteem is still suffering from the loss of your old one. Some people can spend may months struggling to gain a way back into the workforce. If this is something that you’re currently dealing with, there are several things that you can do to expedite your search.

Try being more flexible in terms of what you’re willing to accept. This could be important if you’ve nearly depleted your savings and have already developed a considerable gap in your resume. Many people make the mistake of looking for positions that are exactly like the one’s they’ve just lost. You may find yourself happy in a brand new work environment and with brand new responsibilities.

Consider positions that lie outside of your normal field. Don’t limit yourself to only one industry. Consider the ways in which your skills my be flexible enough for other fields. Think about the different types of companies that you would like to work for and establish a plan for marketing yourself outside of your normal territory.

Look for a way to generate money online. Not only will this pad your savings and give you more time to secure a stable job, but it will also help you fill any gaps in your resume. Think about starting and monetizing a blog or create your own monetized channel on a video hosting site. This will show employers that you were committed to doing something productive during your down time. There are even affiliate products that you can start selling as well.

Post your CV online and let employers start coming to you. Rather than reaching out random companies, wait to be contacted by those who have already ready your skills and are interested in getting to know more about you. Post your CV on as many job hunting platforms as you can find. You can even consider the possibility of working with a recruitment agency. While companies must pay fees to work with these agencies, job seekers usually have access to their services for free.

Reduce your salary requirements. Be willing to accept a smaller amount of money if it will help you get your foot in the door. Once you show a new employer what you can do, you may be able to earn incentives, win a promotion or get a raise. Lowering your salary expectation is a large part of being flexible.

Consider work outside of your normal area. There may no longer be a local market for what you want to do. Start looking for opportunities that will require you to relocated. It could be time for an entirely fresh start. This is definitely true if you are determined to continue working in your former niche.

Revamp your personal development plan. Enroll in excel courses, web development courses, financial training and communications seminars. Do anything that you think will make you a more valuable asset in the workplace. This is also another great way to justify any gaps in employment on your CV.

Source by VS Singh

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Pre Employment Evaluation

Prior Employment Evaluation

Candidates are often taken aback when asked to take up the assessment tests for the job. This indicates that candidates are not prepared for Prior Employment tests. They should be.

Prior Employment testing is on the rise and seen in most of the companies. In the past three years, nearly 60% of the companies are practicing this.

Candidates should take the Prior Employment tests seriously, even if they are not necessary.

Some of the delineated points, the job aspiring candidates should know:

1.Senior Executives are not exempt:

If you aspire to climb the ladder of success, the more you are evaluated in the aspects of personality, skill, competency, etc. The companies administrator these personality assessment to see whether the prospective individuals fit into the company's culture. Some companies critically scrutinize the assessment of the candidates, as they opine, "We have the most to loose if they are a bad hire".

2.Curb your Antagonism:

Most of the senior candidates scoff at having to take a test & also express their unwillingness. They feel it unnecessary and dispute verbally with the interviewer. They may derail their candidacy, if they show their displeasure. Complaining says a lot to an employer about your attitude, tolerance level, flexibility, amicability and how open you will be to future opportunities.

3.Your Candidacy can benefit:

The bottom line of your candidacy may match their specific requirements, which may promote you to the next round. Your general hits may match the overall requisites of the position, if failed specifically. 4.Clear your schedule:

Inquire the assessment duration from the recruiters, helping yourself to schedule your activities. You may need to devote anywhere from a few minutes of several hours of time. Some assessment are oral and administrated on site by an industrial psychologist, while others may be completed online from any location. If it is a telephonic test, ensure there will be no interruptions / distractions.

Normally, candidates who have successfully completed the first round interviews are administrated a brief personality assessment by phone.

5.Exercise your brain:

Familiarize yourself with the different types of tests available in the free tests portals. Take up mock plays, tests, chats, discussions, etc under supervision of a personality trainer in your city. This helps you to remove the fear out of taking a test and makes you confident. Playing – Chess helps you to sharpen your mind.

6.Weak results may not matter:

Results does not determine the selection or recruitment of the candidates completely. After evaluating the candidate on other parameters candidate, the interviewer may be confident that the candidate can take up the assignment or job, albeit he had produced negative results. Many interviewers are keen on the overall performance, rather than the tests results. Candidates should not be discouraged and deterred by the result but threaten improve the score of the overall performance evaluation.

Prior Employment tests are necessary, but not the only significant factor in selection / recruitment.

Source by Felix Caleb

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When It Comes to Work-Life Balance, the Empress Isn’t Wearing Any Clothes

What’s wrong with the expression “creating work/life balance”?

What’s wrong with the plethora of articles out there that focus on “balance” as the nirvana all business women should be aspiring to?

Ack! Where do I start?

Despite being used by some well-meaning and intelligent coaches, the term “work/life balance” actually does women more harm than good because balance brings forth the image of a scale, and implies that true balance is achieved when both sides of the scale have even amounts of weight on them.

It implies a 50-50 split, with “career” on one side and “life” on the other, and most of us know that achieving exact balance between the two rarely if ever happens.

The fact is no two business women have the same priorities. So why are there so many cookie-cutter “work/life balance” tips out there that fall flat? The only thing they succeed in doing is making working women with family obligations feel stressed out and guilty.

One of the reasons these “tips” don’t work is that “balance” doesn’t reflect reality. A 50-50 split or “having it all” isn’t possible. Now before anyone decides they want to tar and feather me – I’ve been a feminist since the early 1970s, so give me a break, okay?

The truth is, depending on the transitions a woman experiences at given times in her life, more time and energy will be focused on her career and other times, her personal life. That’s just the way life roles.

Regardless of a rather common misperception, not all women will choose to handle career and life integration in the same way. Personal values, support systems, experiences, role specifics and a number of other elements influence what makes the best choice for any given woman leader.

It’s all about the integration, darling.

What if a woman could become a master of how she integrates her career and personal life in a way that didn’t create resentment, guilt, stress, obligation or unreal expectations?

What if creating work+life fit is all about giving a woman permission to be okay with the choices she makes?

What if that means creating a personalized, customized vision of how she wants to integrate the various elements of her life and the roles she plays, including work?

True integration requires solid reflection on her life and aspirations according to her own personal life vision. It means creating a unique “fit” based upon her unique professional and personal circumstances and choices.

And just exactly how does a woman achieve that?

First, she must define what it is she wants. She must consider the realities of her job, her family obligations, her support systems, and then redefine success for herself so she feels positive about the choices she makes.

Secondly, she needs to stop being her own worst enemy. For example, some women executives with young children or elderly parents they’re taking care of put more pressure on themselves to be in the office, to have more face time than perhaps the company requires. The pressure in this instance is internal, and the unreal expectations are coming from the woman herself rather than her boss or the company hierarchy.

Lastly, she needs to stop trying to achieve the unrealistic balance of “having it all.” Living her choices means defining who she is, what she wants, and then making it happen in a way that works for her.

What else contributes to a healthy work+life fit?

Love what you do.

Don’t let life happen to you – make your own choices whenever possible.

Don’t feel guilty about making time for your family.

Don’t neglect yourself in the process.

Recalibrate daily – be open and flexible and willing to realign your priorities depending on the circumstances.

Keep open to learning, and don’t forget your sense of humor. It’s a powerful ally!

Source by Evelyn Kalinosky

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Build Your Career With Faith

“Career,” the big word that all of us are afraid of.

In reality, what really frightens us is the fear of working on ourselves. We come up with the random excuses to explain the situation, that we believe is stopping us from having a successful career. But somehow forget that all those barriers are only stopping us because we limit our own selves. Just because we fail to believe in our own self and not recall that we can do anything we wish to only if we are ready to put in efforts; only if we are determined enough to.

Barriers built by the social, peer or even the parental pressure can only restrict our working till we let them. The day we make up our minds and stand up for ourselves nothing will ever stop us or come in our way to a successful and prosperous future.

If you believe in what you do or want to do, pick up your spirits and start working on it. The more you work the more you will feel like achieving your goal. Ups and downs are all a part of life and are what makes us stronger. Never lose the hope or your will to look for something better than the present condition you are in.

If ever you feel disheartened, no need to panic or stress out or motivate yourself right at that moment. It happens with everyone and is allowed as well considering that you are a human. But do not let those negative thoughts affect you. Get a day off do whatever you want to, or simply waste a day as you like it. Although make sure that as soon as the day passes you are back on track and ready to work even with more energy and positive vibes.

It is really never too late for you to start working on yourself or as we say it your career. Figure out something that you want to try it out and just start doing it. No matter how small it is, all that is required is for you to believe in yourself as well as the cause that you are working on. Take your time to learn new things nevertheless be upbeat about accomplishing it with perfection.

Remember that all you need to do is fight your own fears, find your “thing” and start working for building your career and establishing a better future for yourself.

Source by Anushka Arora

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LinkedIn Has A New Job Search App

I hope you have a presence on LinkedIn, because it’s one of the biggest sources of professional networking available right now. They’ve just added to their worth by introducing the new LinkedIn job search app for iPhone. According to LinkedIn’s research, forty percent of their members are looking for jobs on the site using a mobile device. If you are not one of those people, I’m here to encourage and guide you to do so sooner than later!

Why Make An App For That?

The faster you apply to an opening, the more apt you are to be considered for the job. This makes immediate action very important but a bit tricky if you are trying to keep your job search private. This app addresses that issue by acting independently of your network – everything you do with the app is discreet.

You can customize and streamline your search using advanced search filters like location, industry, company, job title, or seniority level. The app will also make suggestions based on your LinkedIn profile, saved searches, and jobs you have looked at. These characteristics are both unique and priceless when job searching, which could really help you narrow your search to relevant job prospects.

You can whip out your phone and check the latest results while your coffee cools and research a possibility right there, looking at the company’s profile and seeing if you know anyone who works there. You can apply and on your next break see if a recruiter viewed your application. The app even reminds you about job openings due to expire, too. So, now your down time can be spent more productively and you can stop procrastinating on other social media sites!

The Thing You Need To Do First

This app is pretty nice for expanding the usefulness of being on LinkedIn, but you have to be part of the network first. If you aren’t, or haven’t done much to your profile because you don’t have time, it isn’t going to be very helpful. I highly encourage you to make time and focus your effort on refining your LinkedIn profile.

Our LinkedIn Profile Development service can get you up and active in the most-used social network for professionals. Then you’ll see why so many of your professional peers are relying on this site for connections. Once you have a profile on the site, you can explore the potential and see why it is so popular.

Source by Erin Kennedy

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How to Preserve At-Will Employment

California has at-will employment, meaning that either the employer or the employee can terminate the employment relationship at any time, with or without cause, reasons, or notice.

But the at-will presumption can be negated by express or implied agreements to the contrary. In addition, an employer may not dismiss an employee for discriminatory or retaliatory reasons. As a result of these exceptions, employers often find themselves subject to claims by terminated employees.

An employer can adopt various strategies to maintain at-will treatment and protect itself against wrongful termination lawsuits. Following are some key do's and don'ts:

DO Include Repeat At-Will Statements

Job applications, offer letters, employee manuals, performance evaluations, and other employment-related materials all should clearly and prominently state the at-will policy. The policy should be restrained next to any provisions that may be interpreted as conflicting with an at-will arrangement. For example, any list of reasons in an employee manual as to why an employee may be discharged should be accompanied by a disclaimer that the list is not exclusive and that the employment always remains at-will. It is hard to repeat the at-will policy too many times.

DO NOT Give Assurances of Job Security

An employer should train its managers to not unwittingly make verbal statements to employees that might be interpreted as contradictory at-will employment, such as:

"If you continue to do fine work like this, you can look forward to a long and successful association with the Company," or

"As long as you do a good job, you will always have a home here."

DO NOT Have Probationary Periods or Permanent Employees

Use of a "probationary" period for new employees arguably creates an inference that an employee can only be terminated for good cause once he or she has satisfactorily completed the period. An initial phase of employment instead should be referred to as an "introductory," "orientation," or "training" period. In addition, employees who complete the introductory period should be referred to as "regular" rather than "permanent" employees. "

DO NOT Have a Progressive Discipline Program

A progressive discipline policy arguably creates an agreed contract between the employer and the employee, requiring the employer to follow all the steps in the policy before discharging an employee. The practical result is that the employee can no longer be summarily terminated, as would otherwise be permitted with at-will employment.

DO Be Mindful of Anti-Discrimination Laws

An employer should take special care before discharging someone who is a member of a protected class (eg, based on race, age, ethnicity, or disability), or whose termination might be viewed as in retaliation for a protected act (eg, whistle- blowing). In such cases, an employer must be prepared to establish good cause for the termination, notwithstanding the general presumption of at-will status.


There are many traps for the unwary in trying to maintain an at-will employment policy. Accordingly, an employer should have a competent professional periodically review its employment documents and practices. And because of the risk of wrongful termination claims, an employee should consult with legal counsel before discharging employees.

Source by David Burgess

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Work-Life Balance – The Unreachable Bar

Before it even had a name, I was an instinctive practitioner of work/life balance. At a very early age, I decided that it was more important to have a life into which I might fit any number of activities, including a job, than to have a “career,” which appeared (to me, anyway) to preclude much of life and its abundant choices. I’m very pleased to tell you I have a wonder-full life without really ever having had a career!

Let’s face it, women have held jobs throughout the ages, brought home paychecks and supported families as single-income earners. My grandmother Ellen McNamara was a Rosie the Riveter, and my mother worked from the time she could get working papers until several years before she passed.

Round about the time I graduated college, women were entering the work force in increasingly large numbers. For the purposes of discussion, “workforce” at the time meant those hallowed halls and lavishly appointed boardrooms heretofore the province of professional males, not the workforce of my maternal ancestors. Come to think of it, “workforce” still means that in large measure.

I’m not sure when I made the connection between the appearance of the “work-life balance” issue and the swelling ranks of women in the workforce. I just recall that it wasn’t part of most HR Departments consciousness until at least the late 80’s, as more and more fast track MBA hires wore navy-blue skirts. When it did appear on HR radar screens, HR was pretty deliberate in naming it work/life, emphasis on the work part first.

As navy-blue bland cedes (finally) to color and individual style, work/life balance as a nice-to-do phrase has begun to yield to life/work balance as a deliberate choice. I hear of and from more and more women questioning the merits of the 24/7 career path, even as they seek their own roads less traveled.

Whatever the merlot-fueled musings, the siren songs of down time, any way you look at it – work/life or life/work – it’s the “balance” part of the equation that remains elusive, even as we continue to chase it in the hope of finding it and achieving it. It’s not often you hear men speak of finding work-life balance. This issue seems largely to be one for X chromosomes.

In spite of all the heartfelt entreaties to Our Lady of Perpetual Balance, how do you know if or when you’ve achieved that balance? Well, you don’t, really, in part because life and events are never static, and partly because balance itself isn’t static.

Have you ever tried tree pose in yoga? The idea is to balance on one foot while the other foot is aligned with your inner knee. To stay upright requires constant movement of the foot on the floor, and one never feels quite balanced. And so it is with work/life balance; one never quite feels it amidst the constant movement of life, so it must not be balance!

Then we foolishly tell ourselves, that if only we work at it more, we’ll find that work/life balance. So we add another task on top of all the other tasks that destabilize balance – the task of finding balance! Even if we do manage to achieve balance, it’s fleeting. Then the chase begins anew.

How about this: forget about balance and learn to juggle!! I’m happy to report I’m in lifework balance recovery and have taken up life juggling… Cancel the high wire walk, put down the balancing pole and pick up a few juggling balls. Why juggling? Well, juggling is far more forgiving, far more fun, and way more real.

Juggling is also a much more apropos metaphor for our lives. Like us, juggling is imperfect. We’ve got so many things going on at once, and we’re keeping most of our lifeballs in the air even as we refine and deepen our juggling skills. Sure, we’re going to drop some balls, but that’s part of juggling. We accept it and we keep going, ready to juggle again.

The notion of balance doesn’t allow for falls or drops. Balance implies a frozen, graceful perfection few, if any, of us achieve. When we don’t get there (wherever there is), we mistakenly believe it’s either because we are or aren’t doing something right. The quest for balance promotes imbalance.

So, stop trying to balance and start juggling. Juggling is the new balance.

Source by Ellen O’brien

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Machine Learning: The Upcoming Tool for Career Changer

Machine Learning is the buzzword created and is the next future of the world. It is defined as an artificial intelligence tool which works as an artificial mind to learn automatically without the presence of the human mind.

It refers to the development of tools and methodologies required for accessing the data and using it further for learning.

The best part of using this tool is that it does not involve human intervention or assistance. The continuous learning will further assist in taking appropriate and effective decisions in the future based on what is already stored in its memory. Remember, it assists you in taking the decisions, but it is not sure that the decisions taken by an artificial human being will be right and appropriate every time.


It is just another way of analyzing the data and extracting useful perceptions out of it that automatically builds the data analytical models.

It assists the organizations in getting a more effective and efficient analysis of massive sets of data in the absence of skilled professionals. An artificial mind works at a rapid pace as compared to a human mind; hence, it results in faster and accurate decisions.

The accurate and rapid decisions lead to grabbing the new market revenue opportunities and improving the customer satisfaction. It helps in fostering the process of identifying the threats present in the market.

The process of identifying the opportunities as well as threats gets simplified via machine learning. But all this can be achieved only when it is properly trained with the help of additional resources and time.


There are various methods available for machine learning such as supervised algorithms, semi-supervised algorithms, and unsupervised algorithms.

a) Supervised Algorithms apply what was learned along with the data and use well illustrated and labeled diagrams to analyze and predict the future.

b) Semi-Supervised Algorithms require labeled as well as unlabeled training which involves the use of the small amount of labeled data but a large amount of unlabeled data.

It is chosen when the acquired labeled data require the additional resources, but the unlabeled data does not require the additional resources or skills.

c) Unsupervised Algorithms are generally applied when the data acquired is unlabeled or unclassified. This system is used to uncover the hidden solutions from the unlabeled or unclassified data sets.

The machine learning has the ability to devour the massive sets of data timely and that too effectively. The recent customers’ activities and the interactions are utilized by the machine learning in reviewing and adjusting your messages.

It has the ability to pinpoint pertinent variables by building the data analysis models from numerous sources.

The machine learning assists in more effective and appropriate analysis and interpretation of data. It is the best tool to be utilized if your company falls short of the professionals who are equipped with the desired skills and knowledge base to deal with the datasets.

Source by Shalini Madhav

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12 Honest Job Search Facts About Your Job Search, From a Recruiter Who Does not Beat Around the Bush

"I'm a recruiter."

Try dropping these three words at a cocktail party and you're guaranteed at least one response-if not several-of, "I hate recruiters." Needless to say, I knew I had hit a career high point to merit that kind of reaction. (Hey, at least I did not have to explain what I did for a living!)

It's true, headhunting may not win any popularity contest, but I learned so much about how the process actually works. In fact, I decided to embrace the harsh truths I uncoated and share them with job seekers. So, take a page from the other team's playbook: Here's what everyone needs to know when it comes to applying for jobs.

1. Your Resume's Pretty Boring

Let's be honest: Resumes are quite possibly the driest reading material in the world. Now, imagine opening your inbox every day to hundreds of these documents. No amount of glitz or glamour is going to turn a resume into The Girl on the Train.


When dealing with recruiters do not spend hours discussing the perfect color or font. Instead, make sure you're standing out for the right reasons, by making it relevant and easy to skim.

2. Your Resume Will not Be Read in Full

I'll be the first to admit that I never read a candidate's resume word for word. It's impossible in a profession where time is of the essence.


Only serve up your most relevant information and ax anything you're throwing in just to even out the bullet display. Oh, for anyone still considering a two-page resume-this is exactly why it's not worth it.

3. Recruiters Do not Want to Read Your Cover Letter

You know that hiring managers generally want you to demonstrate your talents, qualifications, and writing skills in a cover letter. But recruiters are all about that resume. (Confession: I rarely read cover letters in full.)


Grab the person's attention fast with an eye-catching opening line. Just like how resumes bore us, cover letters do too. So make us smile-it'll go a long way.

4. However, They'll Notice a Bad One

Yes, I just said we do not want to read cover letters (and therefore mostly skim). But we'll notice if you send a generic one addressed to "To Whom it May Concern."


Take the time to tailor your cover letter. Even if it's not being read, the person skimming it wants to see that you put effort into it.

5. Like You, We're Busy

Unfortunately, it's impossible for us to get back to every single person who asks for help. Especially if you're asking a question that's not in our wheelhouse or involves a lot of research on our end, such as "What open positions in your company should I apply to?"


Make sure you're not only reaching out to the right person, but also that you're asking concise questions that are easy for us to answer fast.

6. You Should Be Able to (Succinctly) Sum Up Your Qualifications

So many candidates confuse "Tell me about yourself" with an opportunity to run through their resume bullet point by bullet point. We're only human and we'll ever lose interest and miss out on your most impressive points.


Instead, spend time working on your elevator pitch. Make sure to point out the highlights, transitions, number of direct reports, ROI, organizational contributions, and responsibilities that are relevant to the position you want.

7. Recruiters Know Your Real Age

Heck, we can piece together a lot more than that with a resume and some basic research.


Do not leave dates off your resume or try to make it sound like you have way more experience than you do.

8. We Get to the Bottom of Everything

Fleshing out the good, the bad, and the ugly is a recruiter's job-and the seasoned recruiter can smell something funny a mile away.


You're best bet is to be honest when it comes to salary history, employment gaps, and any hidden details that may come out later. We're on your side and wants to see you succeed-so being honest will only help us help you.

9. A Call Does not (Necessarily) Mean It's an Official Interview

Sometimes a phone conversation is necessary to make sense of someone on paper before we bring him or her in to speak to the team.


This is where your short, sweet, and concise elevator pitch comes in gently again. Know your value, know your worth, and be prepared to win someone over in a short amount of time. Oh, and if you're not super-comfortable on the phone, brush up on your skills.

10. We Laugh at Inappropriate Interviewed Photos

When you spend every day scanning LinkedIn profiles you can bet you come across some interesting pictures. It's not that recruiters are malicious-but we are human!


Avoid being too serious (this is not a mugshot), ditch the multi-person photo, and go with something professional. If you need help, here are some tips for taking a professional headshot for free.

11. We Do not Want You to Call Us

You're eager to hear if the recruiter is interested-and that's OK, we've all been there. But remember, if we want to interview you, we'll get in touch.


You will not change our mind by picking up the phone. So do not call anyway and risk annoying someone on the brink of bringing you in. If you absolutely must follow up on any part of the process, use email.

12. We're Not Heartless

All of these insider secrets may make you want to swear off recruiters alike-after all, if I read this, I'd feel pretty disheartened, too. But before you do that, keep this final lesson in mind.


Right or wrong, responsive or not, recruiters play an important role in helping find the right candidates for the companies they serve. While you do not have to take what I'm saying as a gospel, take it into consideration as you're looking for a new job-especially if you are having trouble landing interviews.

And remember, these are just tips. You're a hard worker and (I'll assume) awesome at your job. So know that that alone will get you far in your job search and in your career.

Source by Noelle Gross

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Autistic People and Employment

People with autism spectrum disorder need jobs to live independently. But sadly, the respect of finding gainful employment is quite bleak for them. There’s a lack of research on employment rates for autistic adults across the globe. But conservative estimates suggest that more than 80% of autistic people don’t work. In Britain, only 12% of high-functioning autistic adults find full-time employment. Those with a more challenging form of autism, only 2% are able to land jobs.

Psychotherapy, life skills and job training can go a long way. A recent study in the US found that at least 87% of autistic youths who were assisted to land a job, could get one. On the other hand, only 6% of those who didn’t get a support were successful.

Assistance, in most countries, is terminated when an autistic individual ends full-time education. Esteban Maxis, a 25-year old NGO worker having Asperger’s syndrome, describes leaving school as “jumping off the cliff.” He’s no longer entitled to the social coaching that he used to get along with English and Mathematics classes. It’s difficult to judge the number of autistic adults who are actually capable to work. Nearly half of those affected with the disorder usually have above average intelligence. They often use “What’s the Expression” and “Make Sentences” apps to help in their communication. But the level of intelligence is no indicator to an autistic person’s employability. He/she may score high in IQ tests but suffer from anxiety and can’t go far from home.

Contrary to popular belief, most people with autism spectrum disorder are willing to work. But high-functioning autistic adults have a much better chance to land a job than those who are severely affected.

The job interview is the first major hurdle. Most autistic persons struggle with social conventions like maintaining eye contact while speaking. While the “What’s the Expression” and “Make Sentences” apps may help to a great extent, it’s the application of the mind at that point of time which matters most. Serena Gomez, who works with an animal rescue organization, recalls that in her first few interviews she didn’t know when to shake hands with the interviewer. She often prepares a script before meeting new people in an official environment.

Also, most autistic individuals speak bluntly. Team meetings don’t work for them. Autistic people usually have a single-minded pursuit. They want to focus the job at hand rather than discussing about the next weekend outing. This makes things difficult for people with autism who can’t indulge in friendly banter.

Source by Kevin Carter