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Interviewing and Hiring

Workers at a conference table

Creating a more inclusive workplace

The process of interviewing and hiring a person with a disability is often the same as interviewing and hiring a person without a disability

One difference may be that some candidates with disabilities may request accommodations for the interview process.

Either way, creating a more inclusive workplace for people with disabilities is not only helpful when you receive a specific accommodation request; it also enhances the company culture and atmosphere for all employees.

Interviewing

When you interview a candidate with a disability, it’s important to appropriately assess his or her skills. Here are some strategies on effectively interviewing candidates with disabilities:

  • Ensure that all employees involved in the interviewing and hiring process have access to updated disability awareness resources.
  • When inviting applicants for an interview, review all aspects of the interview and hiring process. For example, inform candidates if they will be required to take a test to demonstrate their ability to perform actual or simulated tasks. This notification gives all applicants the opportunity to request an accommodation if necessary.
  • Focus on the applicant’s skills. During the interview, concentrate on his or her abilities and ask questions about the candidate’s background and experience. The Americans with Disabilities Act prohibits disability-related questions or medical exams prior to the final job offer.
  • Remember that a specific disability or medical condition may not prohibit a person from performing a particular function.
  • If you have a question about a candidate’s ability to perform a specific job function, you may ask, “How would you perform this particular task?”
  • Offer assistance to an applicant if you feel it is necessary. Remember to ask before helping and understand that assistance may not be accepted or needed.
  • Remember that not all applicants with disabilities will disclose their disability to you during the interview process, and may not even after being hired.
  • Be aware of your response and reaction when meeting a new applicant with a disability, especially if you were unaware the applicant had a disability before your initial meeting. Again, focus on ability and experience.
  • If an applicant is utilizing a service animal, remember that the animal is a working animal. It is important to not distract the animal from the job by petting or calling the animal.
  • Be sure that interviewers thoroughly understand the essential functions of the job so that interview questions are related to the job functions and not the disability.

Remember that a specific disability or medical condition may not prohibit a person from performing a particular function.

More resources

When Interviewing an Applicant Who Uses a Wheelchair *Many people who use wheelchairs see their chairs as an extension of themselves and therefore, leaning on the chair would be similar to leaning on the person. Remember not to lean on an applicant’s wheelchair.

  • Position yourself at the same eye level as the applicant if the conversation lasts more than a minute or more.
  • Unless you are asked to assist with pushing the wheelchair, do not attempt to push or steer an applicants chair without their request.
  • Keep accessibility in mind and try to remove any foreseeable physical barriers from your path. For example, is the chair in the middle of your office a barrier to a wheelchair user? Is the garbage barrel blocking complete access through the hallway? If so, move these items aside and try to maintain that level of awareness even outside of the interview process.
  • It is okay to use such phrases as “let’s walk over to the conference room” and other phrases referencing walking.

When Interviewing an Applicant Who Has Developmental Disabilities

  • Use simple, concrete language, but do not change the sound of your voice and use talk you would use for a child, such as baby talk.
  • Remember to proceed slowly when giving instructions or directions to an applicant
  • Be patient, and repeat directions if necessary.
  • Ask the applicant to summarize the information you have given to make sure they heard and understood all the details.
  • Give positive feedback whenever possible and appropriate.

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. (The table is about five steps to your left.)
  • Verbalize chair location, or place the persons hand on the back of the chair, but do not place the person in the chair.
  • It is okay to use such phrases as “Do you see what I mean?” and other phrases referencing sight
  • Remember not to shout, as the applicant may not also have a hearing impairment.
  • Keep doors either 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.
  • Remember not to touch an applicant’s cane. 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

  • If you are trying to get the attention of an applicant who is deaf when you are meeting in person, you may need to use a physical or visual signal to get the applicants attention.
  • If the applicant is lip reading, try to enunciate clearly, keep your mouth clear of obstructions (such as candy or gum), and place yourself where there is ample lighting. Keep in mind that an accomplished lip reader can clearly understand only 30-35% of what you are saying.
  • One of the best methods of communicating with a person that is deaf is to use a combination of gestures and facial expressions. You may also want to learn how to fingerspell, or, if you are more ambitious, take a course in American Sign Language.
  • Remember not to shout, as it is not helpful and can be obtrusive and draw unnecessary attention to the applicant.
  • If you do not understand what the applicant is telling you, be sure to ask the candidate to repeat the sentence(s). Pretending that you heard the comment(s) can lead to misunderstanding and gives the impression that you are not truly interested in the information the candidate is relaying.
  • If necessary, use a sign language interpreter. Keep in mind that an interpreter’s job is to translate only, not to get involved in any other way. Therefore, remember to face and speak directly to the applicant, not the interpreter and remember to avoid telling the interpreter to “tell” the applicant something. If it is your first time utilizing an interpreter, you may feel a bit awkward or get confused and it is ok to acknowledge your inexperience politely. For example, “Please bear with me as this is my first time using an interpreter and I want to make sure I am relaying the information clearly and appropriately”.

Next Steps

In addition to offering a position to a candidate with a disability, there are things you can do to promote and support employing people with disabilities, including:

  • Make disability resource information regarding company policies and procedures a part of your orientation or new employee packet.
  • Assess the design of your workplace and consider ways your company can utilize a Universal Design approach of making the space accessible for all employees.
  • Design a fact sheet detailing your company’s disclosure policy of disabilities and health-related issues. Distribute the sheet to all new and current employees and hang in work areas that are accessible to all employees.
  • Include your commitment to a diverse workforce — including people with disabilities — in your mission statement.
  • Reach out to other employers to learn more about their promising practices of hiring people with disabilities.
  • Review the language that your company uses to refer to people with disabilities in and out of the workplace. Check out our “What’s in a Word” reference guide and the attitudinal accessibility section of this website for more information.

Resources

ADA Disability and Business Technical Assistance Center Hotline
voice/tty: 800/949-4232
The ADA Hotline connects you to the nearest Disability and Business Technical Assistance Center to answer questions about the Americans with Disabilities Act.

Job Accommodation Network
1-800-526-7234 (V/TTY)
Get information on job accommodations for people with disabilities, the employment provisions of the ADA and other related legislation. A free, confidential service from the U.S. Department of Labor’s Office of Disability Employment Policy (ODEP).

Equal Employment Opportunity Commission
1-800-669-4000 (V); 1-800-669-6820 (TTY)
The EEOC enforces the ADA’s employment provisions. Click on “Disability Discrimination” to learn how to make your hiring process inclusive of people with disabilities.

Disability and Business Technical Assistance Centers
1-800-949-4232 (V/TTY)
Provides ADA information, training and technical assistance across the country. Sponsored by the U.S. Department of Education’s National Institute on Disability and Rehabilitation Research

Employer Assistance and Resource Network
1-866-EARN-NOW (1-866-327-6669) (V/TTY)
EARN is a free, confidential service offering technical assistance for hiring and employing people with disabilities.

One-Stop Career Centers
The Commonwealth’s One-Stop Career Centers
Designed to meet the needs of job seekers and businesses in Massachusetts, One-Stop Career Centers offer a wide variety of employment-related services for job seekers and businesses. Find a career center near you

Business Leadership Network
The BLN is the only national business-to-business organization that recognizes and promotes best practices in hiring, retaining and marketing to people with disabilities.

Employers with Labor Shortages Should Look to Vocational Rehabilitation
This editorial explains the ways that state Vocational Rehabilitation agencies can help employers connect to qualified candidates with disabilities.

Investing in America: Consumers at Work
Vocational Rehabilitation agencies help many working-age people with disabilities join the workforce successfully. Click here to view the brochure “Investing in America”.