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What are the best practices for interviewing candidates with disabilities?

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Interviewing candidates with disabilities can be a challenging and rewarding experience for recruiters. You have the opportunity to learn from diverse perspectives, skills, and talents, while ensuring a fair and inclusive hiring process. However, you also need to be aware of the legal, ethical, and practical aspects of accommodating and communicating with candidates who have different needs and preferences. In this article, we will share some of the best practices for interviewing candidates with disabilities, based on the principles of accessibility, respect, and flexibility.

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Nadine Sch?nwald

?? Vorstand Unternehmensforum I Speakerin I Expertin Diversity, Equity & Inclusion I Head of Sales Support @The Adecco…

1 Understand the legal framework

The first step to interviewing candidates with disabilities is to familiarize yourself with the relevant laws and regulations that protect their rights and prohibit discrimination. In the US, the Americans with Disabilities Act (ADA) and the Rehabilitation Act are the main sources of guidance and enforcement for employers. These laws require you to provide reasonable accommodations for candidates with disabilities, unless doing so would cause undue hardship to your business. Reasonable accommodations are adjustments or modifications that enable candidates to perform the essential functions of the job, such as providing assistive technology, interpreters, or flexible schedules. You also need to avoid asking questions that reveal or imply a candidate's disability status, unless they are directly related to the job requirements or the accommodation request.

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Kitty Sanders

HR Manager at at Quorum Federal Credit Union
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In the US, your job site and/or postings should include language stating that you will make reasonable accommodations for applicants with disabilities. Some common accommodations for interviews include ASL interpreters, providing questions in advance, or allowing extra time.

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Saleem Bou Smail

Senior International Human Resource at DAMAC Properties Co.
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Similarly, treat people with disabilities with the same level of respect as any other applicant. Only ask questions that are relevant to the function of the position you’re hiring for. Focus on the applicant’s technical and professional expertise, skills, competencies, experience and interests.

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Dagmar We?ler-Po?berg

Als Leitung Gesellschaftspolitik Prognos AG interessiert es mich, "Aus[zu]probieren, wie es w?re, wenn es nicht so w?re, wie es ist." (frei n. Peter Bichsel)
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Der rechtliche Rahmen ist wichtig und muss unbedingt beachtet werden. Dabei k?nnen Gremien helfen. Hat ein Unternehmen mind. 5 Besch?ftigte mit einem Behinderungsgrad ab 50%, muss eine Schwerbehindertenvertretung gew?hlt werden, und mit dem (wenn vorhanden) Betriebsrat bei entsprechenden Bewerbungen eingeschaltet werden. Diese Gremien sollten viel mehr genutzt werden, denn sie entwickeln eine hohe rechtliche und fachliche Expertise für Vorstellungsgespr?che von Menschen mit Behinderung. Und dies lohnt sich auch schon, wenn weniger als 5 Kolleginnen oder Kollegen mit Behinderung im Unternehmen sind. Denn der Grad der Behinderung ist ein Ma? für Rechtsansprüche, aber nicht für Leistungsf?higkeit und Engagement.

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Nadine Sch?nwald

?? Vorstand Unternehmensforum I Speakerin I Expertin Diversity, Equity & Inclusion I Head of Sales Support @The Adecco Group Germany |
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Create an inclusive environment, start with open-ended questions, and provide barrier-free access. Clarify support needs in advance, offer accessible documents, and be flexible in the interview process. Team awareness training promotes an inclusive workplace for applicants with disabilities.

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2 Prepare the interview environment

The second step to interviewing candidates with disabilities is to prepare the interview environment to make it accessible and comfortable for them. This means checking the physical accessibility of the venue, such as ramps, elevators, doors, and restrooms. It also means ensuring the availability of the necessary equipment, such as headphones, microphones, or screen readers. You should also consider the lighting, noise, and temperature levels, and avoid any distractions or interruptions. If you are conducting a remote interview, you should test the software and platform beforehand, and ask the candidate about their preferred mode of communication, such as phone, video, or chat.

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Nadine Sch?nwald

?? Vorstand Unternehmensforum I Speakerin I Expertin Diversity, Equity & Inclusion I Head of Sales Support @The Adecco Group Germany |
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The second step in conducting interviews with applicants with disabilities is to prepare the interview environment to ensure it is accessible and comfortable for them. This involves checking the physical accessibility of the venue, such as ramps, elevators, doors, and restrooms. It also means ensuring the availability of necessary equipment like headphones, microphones, or screen readers. Consider factors like lighting, noise, and temperature, and strive to minimize distractions or interruptions. For remote interviews, test the software and platform beforehand and inquire about the candidate's preferred communication method, whether it's via phone, video, or chat.

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Nadine Sch?nwald

?? Vorstand Unternehmensforum I Speakerin I Expertin Diversity, Equity & Inclusion I Head of Sales Support @The Adecco Group Germany |
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Additionally, it's crucial to make the interview environment barrier-free and inclusive. Ensure that the furniture arrangement allows for freedom of movement and that visual and auditory signals are clear. Provide flexible seating to accommodate different needs. If necessary, clarify in advance whether accompanying persons are welcome and if additional support is required, such as sign language interpreters or other assistive technologies.

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3 Communicate clearly and respectfully

The third step to interviewing candidates with disabilities is to communicate clearly and respectfully with them. This means using plain and simple language, avoiding jargon, slang, or acronyms. It also means speaking directly to the candidate, not to their companion or interpreter, and using a normal tone and volume, unless they ask you to adjust. You should also avoid making assumptions or stereotypes about their abilities, needs, or preferences, and instead ask them how they would like to be addressed, assisted, or supported. You should also respect their privacy and confidentiality, and not disclose or discuss their disability with others without their consent.

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Nadine Sch?nwald

?? Vorstand Unternehmensforum I Speakerin I Expertin Diversity, Equity & Inclusion I Head of Sales Support @The Adecco Group Germany |
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Demonstrate openness and respect for individual needs, positioning yourself as a point of contact for any necessary adjustments. This creates a positive and supportive atmosphere for applicants with disabilities and encourages open communication about their abilities and potentials.

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Dagmar We?ler-Po?berg

Als Leitung Gesellschaftspolitik Prognos AG interessiert es mich, "Aus[zu]probieren, wie es w?re, wenn es nicht so w?re, wie es ist." (frei n. Peter Bichsel)
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Respektvolle Kommunikation auch mit Bewerbern und Bewerberinnen mit Behinderung bedeutet, ihr Interesse an dem Unternehmen und der Arbeit in den Fokus zu stellen und nicht ihre "vermeintlichen" Einschr?nkungen. So wie ich dann danach fragen kann, ob Besch?ftigte mit Kindern eine Betreuungsunterstützung brauchen, damit sie bei uns arbeiten k?nnen, kann ich auch fragen, ob jemand andere Hilfsmittel ben?tigt. Respektvolle Kommunikation bedeutet für mich, nicht zu unterstellen, dass alle Menschen mit Behinderung nur "einfache Sprache" Sprache verstehen. Ich habe gute Erfahrungen damit gemacht, jeden Bewerber am Anfang des Gespr?ches aktiv anzuregen, mir mitzuteilen, wenn ich nicht verstanden werde, genauso mache ich das umgekehrt.

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4 Focus on the skills and qualifications

The fourth step to interviewing candidates with disabilities is to focus on their skills and qualifications, not on their limitations or challenges. This means asking them behavioral and situational questions that relate to the essential functions and competencies of the job, and giving them equal opportunities to demonstrate their knowledge, experience, and potential. It also means evaluating them based on objective and consistent criteria, and not letting biases or stereotypes influence your judgment. You should also provide them with constructive feedback and recognition, and not patronize or pity them.

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Dagmar We?ler-Po?berg

Als Leitung Gesellschaftspolitik Prognos AG interessiert es mich, "Aus[zu]probieren, wie es w?re, wenn es nicht so w?re, wie es ist." (frei n. Peter Bichsel)
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Den Hinweis, sich auf F?higkeiten und Qualifikationen zu konzentrieren, finde ich besonders wichtig. In Gespr?chen mit verschiedensten Menschen zum Thema "Diversit?t", wurde h?ufig darüber gesprochen, "sich als Aush?ngeschild zu fühlen" - quasi als Werbegesicht für Diversity. Wenn aber dies das Kriterium der Auswahl ist, dann dreht sich die gute Idee von Inklusion und Vielfalt in eine diskriminierende Umsetzung um. Daher finde ich wichtig, dass Unternehmen klare Stellen- und Leistungsprofile haben, die für alle Bewerberinnen und Bewerber unabh?ngig von einer Behinderung gelten. Und, dass dafür mit den betroffenen Personen der Bedarf und die M?glichkeiten der Unterstützung ausgehandelt werden.

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5 Be flexible and adaptable

The fifth step to interviewing candidates with disabilities is to be flexible and adaptable to their needs and situations. This means being open and willing to accommodate their requests, such as rescheduling, extending, or shortening the interview, or changing the format or method of the interview. It also means being prepared and able to handle any unexpected issues or challenges, such as technical glitches, interruptions, or emergencies. You should also be responsive and follow up with them after the interview, and inform them of the next steps and timeline of the hiring process.

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6 Learn and improve

The sixth and final step to interviewing candidates with disabilities is to learn and improve from your experience. This means soliciting and listening to their feedback, and identifying what went well and what could be improved. It also means reviewing and updating your policies and procedures, and seeking training and resources to enhance your knowledge and skills. You should also celebrate and share your successes, and foster a culture of diversity and inclusion in your organization.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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What are the best practices for interviewing candidates with disabilities?

1

2

3

4

5

6

7

1 Understand the legal framework

2 Prepare the interview environment

3 Communicate clearly and respectfully

4 Focus on the skills and qualifications

5 Be flexible and adaptable

6 Learn and improve

7 Here’s what else to consider

Recruiting

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What are the best practices for interviewing candidates with disabilities?

1

2

3

4

5

6

7

1 Understand the legal framework

2 Prepare the interview environment

3 Communicate clearly and respectfully

4 Focus on the skills and qualifications

5 Be flexible and adaptable

6 Learn and improve

7 Here’s what else to consider

Recruiting

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