Job interviews play a critical role in the hiring process, allowing employers the opportunity to identify the individual who possesses the best mix of knowledge, skills and abilities for the position available.
When interviewing a candidate with a disability, some employers find themselves nervous about how to act or uncertain about how to act and what they can ask. Below is guidance on navigating the interview process with candidates with disabilities.
Preparing for the Interview
Before ever conducting an interview, it is important to ensure that your organization’s processes provide for equal job opportunities for applicants with disabilities:
~~> Ensure that your company’s application and interviewing procedures comply with the Americans with Disabilities Act (ADA) which prohibits asking disability-related questions before a job offer is made.
~~> Check that application forms, employment offices and interviewing locations are accessible to persons with a variety of disabilities.
~~> Inform applicants ahead of time if they will be required to take a test to demonstrate their ability to perform actual or simulated tasks. This allows applicants the time and opportunity to request a reasonable accommodation, such as a different format for a written test, if necessary. (Such tests are permitted under the ADA as long as they are uniformly given to all applicants.)
~~> Provide the opportunity for all applicants to request reasonable accommodations to enable them to participate in the interview and be prepared to respond to these requests. This should involve explaining the interview process ahead of time to allow applicants the opportunity to identify their needs. For example:
- Applicants with visual impairments may request assistance in completing paper forms
- Applicants that are deaf may request a sign language interpreter to facilitate communication
- Applicants with cognitive impairments may request specific instructions on portions of the interview process in advance
Conducting the Interview
Conducting an interview with a candidate with a disability is essentially the same as it is with any candidate. Below are some tips for interviewing candidates with disabilities:
~~> Relax and make the applicant feel relaxed. If the applicant has a visible disability or reveals a disability during the interview, concentrate on the job qualifications and not the disability.
~~> Treat the individual with the same respect you would afford any other candidate.
~~> Hold individuals with disabilities to the same standards as all applicants.
~~> Ask only job-related questions that are relevant to the functions of the job for which the applicant is applying.
~~> Concentrate on the applicant’s technical and professional knowledge, skills, abilities, experiences and interests.
~~> Do not try to imagine how you would perform a specific job if you had the applicant’s disability. He or she has mastered alternate ways of living and working. If the applicant has a known disability, either because it is obvious or was revealed, you may ask him or her to describe how he or she would perform the job.
~~> Do not conduct an employment test unless all employees in the same job category need to take one.
~~> DO NOT request a medical examination prior to making a job offer (these are prohibited under the ADA.) If, however, all employees entering similar jobs are also required to have a medical examination as a condition of hire, it is allowable to require individuals with disabilities to have an exam. If, after the medical examination, the employer decides not to hire an individual because of a disability, the employer must simply demonstrate that this decision is related to the job functions and is consistent with business necessity.
When interviewing, employers should adhere to the same disability etiquette as in other interactions with people with disabilities.