CESP Exam Dumps : Certified Employment Support Professional (CESP)

 The least effective question to ask is “How do you feel about employing people with disabilities?” This is because this question is not relevant to the purpose of an informational interview, which is to gather information about the business, the industry, the job requirements, and the employer’s needs1. Asking this question may also create a negative impression of the job developer and the job seeker, as it may imply that the job seeker is not qualified or capable of performing the job, or that the employer has a bias or prejudice against people with disabilities2. Furthermore, this question may violate the Americans with Disabilities Act (ADA), which prohibits employers from asking disability-related questions before making a job offer3.

References:

• 1: Informational Interviewing: A Guide for Employment Support Professionals1
• 2: Job Development Dos and Don’ts2
• 3: Pre-Employment Inquiries and the ADA3

The best initial response is to acknowledge the employer’s concern and explain how the job matching process ensures that the candidate has the skills and abilities to perform the job. This response demonstrates respect for the employer and confidence in the candidate, as well as the professionalism of the employment support professional. It also opens the door for further discussion about the candidate’s strengths and potential contributions to the employer’s business. The other responses are either too defensive, too dismissive, or too passive, and do not address the employer’s question effectively. References:

• APSE CESP Practice Exam, Question 1
• APSE CESP Certification Handbook, page 14, Domain 3, Task 3.1
• APSE CESP Study Guide, page 23, Section 3.1.1

it aligns with the core values and principles of employment support professionals, such as respecting the right to work, promoting self-determination and empowerment, and providing community-based services. Orienting the job seeker to employment support services would help him understand the process and expectations, as well as build rapport and trust with the employment support professional.

Answer B is not correct, because it implies that the job seeker needs to meet certain criteria or have his symptoms under control before he can pursue employment, which goes against the principle of zero exclusion. Asking him to have his therapist verify his symptoms could also undermine his confidence and motivation.

Answer C is not correct, because it does not address the job seeker’s immediate needs and goals, and it could delay the engagement in the employment process. Accessing his file could be useful later on, but it should not be the first step.

Answer D is not correct, because it suggests that the employment support professional does not believe in the job seeker’s abilities and potential, and that he needs external validation from others. This could also violate the job seeker’s privacy and dignity, anddiscourage him from pursuing his employment goals. References: