Do's and Don't s of interviewing people with Disabilities

1. SOME DO’S AND DON’TS
WHEN INTERVIEWING
PEOPLE WITH
DISABILITIES

2. DOs and DON’Ts
• Don't be embarrassed if you use common expressions such as "see you later" to a person with vision impairment.
• If you offer assistance, wait until the offer is accepted. Be prepared for your offer to be refused.
• Use a normal tone of voice when extending a welcome. Do not raise your voice unless asked.
• Speak directly to the person with disability, rather than through a companion, interpreter or aid if they are present.
• Allow sufficient time for an applicant to respond to questions.
• Never pretend to understand if you don’t. Instead, repeat what you have understood and allow the person to
respond. The response will guide your communication.
• Conduct interview in a manner that emphasizes abilities, achievements and individual qualities.
• Conduct your interview as you would with anyone. Be considerate without being patronizing.
• If it appears that a person’s disability inhibits performance of a job, focus on HOW the person can perform the job.
• Do not underestimate or overestimate, communicate to get a sense of who they are and what skills they have to offer.
Don’t make assumptions.

3. DOs and DON’Ts contd.
• Always identify yourself and others who may be with you. Describe the interview setting.
• The interviewee is unable to “read body language”. Let the person know when you need to move locations or end the
conversation.
• Offer assistance in filling out forms. Most persons with visual impairments can fill out forms and sign their names if
the appropriate spaces are indicated to them.
• Speak in a straightforward manner and check understanding.
• Be patient and wait for the person to finish what they are saying.
• Give your total attention to the person. Don’t be afraid to ask for clarification if necessary.
• Never pretend to understand if you are having difficulty doing so. Repeat what you understand and the person’s
reactions will clue you in and guide you to understanding.
• Speak with a normal tone of voice.
• Speak directly to the person being interviewed. If he or she reads lips, speak at a normal rate while facing the person
and be sure to keep your hands away from your mouth. Do not exaggerate your lip movements, but speak
expressively because the person will rely on your facial expressions, gestures and eye contact.
• Evaluating and adjusting your interview processes is also a critical step in ensuring you are not unintentionally
weeding out candidates with disabilities.

4. DOs and DON’Ts contd.
• The average time to let someone answer a question is 1.5 seconds. If someone is taking longer to answer a question,
give him or her an extra second to answer. They need a little extra time to process the question.
• Don’t ask about the disability/diagnosis. Can you perform all the required job functions, tasks, and/or duties listed
here, with or without accommodation? How would you perform the task(s) and with what accommodation(s)?
• Operate under the presumption that the visually impaired person can do the job until they prove otherwise.
• Create a welcoming environment for disclosure. State your company’s commitment to hiring people of all
backgrounds and abilities during the interview process.
• Some people might behave weird, so we have to be prepared for that.
• Use the same interviewing techniques and manner that you usually do. Speak in relaxed, everyday tones.
• Focus on the person you are interviewing, not the disability.
• If you offer assistance, wait until the offer is accepted. Then listen or ask for instructions on how to proceed.