Employers are as perplexed by the social aspects of interviewing someone with a disability as they are by the legal concerns. Here are some basic guidelines for keeping a job interview focused on the applicants qualifications.

When Interviewing an Applicant with Any Disability

Dont ask: What happened to you? or How will you get to work?
Dont ask questions in terms of disability, such 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?
Dont ask, How often will you require leave for treatment of your condition? However, you may state the organizations attendance requirements and ask if the applicant can meet them.
Dont start the interview by trying to elicit the applicants needs for accommodation. The interview should focus on whether the candidate is qualified for the job in question. Focus on the applicants abilities. If there is a need for a discussion concerning accommodations, this should come later.
It is the applicants responsibility to request accommodations. Dont ask the job applicant, Will you need accommodations? or What kind of accommodations will you need?. However, if you have concerns over an applicants ability to perform an essential function of a job, given the applicants obvious or disclosed disability, you can ask the applicant how they would go about performing that task.
Always offer to shake hands. Do not avoid eye contact, but dont stare either.
Treat the applicant as you would any other adult – dont be patronizing. If you dont usually address applicants by the first name, dont make an exception for applicants with disabilities.
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 dont assume it will necessarily be accepted. Dont automatically give assistance, without asking first.

When Interviewing an Applicant Who Uses a Wheelchair

Dont lean on the wheelchair.
Get on the same eye level with the applicant if the conversation lasts more than a minute or so.
Dont push the wheelchair unless you are asked to do so.
Keep accessibility in mind. Is that chair in the middle of your office a barrier to a wheelchair user? If so, move it aside.
Dont be embarrassed to use such phrases as Lets walk over to the plant.

When Interviewing an Applicant Who is Mentally Retarded

Use simple, concrete language, but dont use baby talk.
When giving instructions or directions, proceed slowly.
Be patient, and repeat directions if necessary.
Ask the applicant to summarize the information you have given to make sure it was understood.
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.
Dont be embarrassed to use such phrases as Do you see what I mean?
Dont shout.
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.
Do not touch an applicants 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

You may need to use a physical signal to get the applicants 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.
The best method to communicate 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.
Dont shout.
If you dont understand what the applicant is telling you, dont pretend you did. Ask the candidate to repeat the sentence(s).
If necessary, use a sign language interpreter. But keep in mind that the interpreters job is to translate, not to get involved in any other way. Therefore, always face and speak directly to the applicant, not the interpreter. Dont say to the interpreter, Tell her…

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Employer Tips on Interviewing Applicants with Disabilities

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