Menu

Employers are often confused by the social aspects of interviewing a disabled person as well as by legal concerns. Here are some basic guidelines for keeping a job interview focused on the applicant’s qualifications.

When Interviewing any Disabled Applicant

• Don’t ask: ‘What happened to you?’ or ‘How will you get to work?’
• Don’t ask questions in terms of disability, such as, ‘Do you have a mental condition that would preclude you from qualifying for this position?’
• Do ask job-related questions: ‘How would you perform this particular task?’
• Don’t ask, ‘How often will you require leave for treatment of your condition?’ However, you may state the organisations attendance requirements and ask if the applicant can meet them.
• Don’t start the interview by trying to elicit the applicant’s needs for accommodation. The interview should focus on whether the candidate is qualified for the job in question. Focus on the applicant's abilities. If there is a need for a discussion concerning accommodations, this should come later.
• It is the applicant’s responsibility to request accommodations. Don’t ask the job applicant, ‘Will you need accommodations?’ or ‘What kind of accommodations will you need?’ However, if you have concerns over an applicant’s ability to perform an essential function of a job, given the applicant’s obvious or disclosed disability, you can ask them how they would go about performing that task.
• Always offer to shake hands. Do not avoid eye contact, but don’t stare either.
• Treat the applicant as you would any other adult – don’t be patronising. If you don’t usually address applicants by the first name, don’t make an exception for disabled applicants.
• If you feel it appropriate, offer the applicant assistance (for example, if an individual with poor grasping ability is having trouble opening a door), but don’t assume it will necessarily be accepted. Don’t automatically give assistance, without asking first.

When Interviewing an Applicant Who is a Wheelchair User

• Don’t lean on the wheelchair.
• Get on the same eye level with the applicant if the conversation lasts more than a minute or so.
• Don’t push the wheelchair unless you are asked to do so.
• Keep accessibility in mind. Check that there are no obstructions in the office.
• Don’t be embarrassed to use such phrases as ‘Let’s walk over to the canteen’.

When Interviewing an Applicant Who is Blind

• Immediately identify yourself and others present; cue a handshake verbally or physically.
• Use verbal cues; be descriptive in giving directions, e.g. ‘The table is about five steps to your left’.
• Tell the person where their chair is situated or place their hand on the back of the chair, but do not try to force the person into the chair.
• Don’t be embarrassed to use such phrases as ‘Do you see what I mean?’
• Don’t shout.
• Keep doors either fully open or closed; a half-open door is a serious hazard.
• Offer assistance with mobility; let the applicant grasp your left arm, usually just above the elbow. Again, ask first, and do not be surprised if assistance is refused.
• Do not touch an applicant’s cane or other walking aid. Do not touch a guide dog when in a harness. In fact, resist the temptation to pet a guide dog.

When Interviewing an Applicant Who is Deaf /Hard of Hearing

• Arrange for a BSL interpreter to be present at the interview, if necessary. Keep in mind that the interpreter’s job is to translate, not to get involved in any other way. Therefore, always face and speak directly to the applicant, not the interpreter. Don’t say to the interpreter, “Tell her...”
• You may need to use a physical signal to get the applicant’s attention.
• If the applicant is lip reading, enunciate clearly, keep your mouth clear of obstructions, and place yourself where there is ample lighting. Keep in mind that an accomplished lip reader will be able to clearly understand only 30-35% of what you are saying.
• Don’t shout.
• If you don’t understand what the applicant is telling you, don’t pretend you did. Ask the candidate to repeat the sentence(s).

When Interviewing an Applicant Who has Learning Disabilities

• Use simple, concrete language, but don’t use baby talk.
• When giving instructions or directions, proceed slowly.
• Be patient, and repeat directions if necessary.
• Ask the applicant to summarise the information you have given to make sure it was understood.
• Give positive feedback whenever possible and appropriate.

Information drawn from: http://www.onestops.info/subcategory.php?subcat_id=21