Last reviewed: 22 June 2022
- Make sure the interview venue or platform is accessible – tell candidates how to log in if the interview is virtual or let them know how best to get to the venue and what the journey inside the building will involve.
- Ask candidates if they need any adjustments or changes at interview – for example, if they need a sign language interpreter or documents in alternative formats.
- Don’t ask disabled candidates about their disability – focus on their ability to carry out the core functions of the role.
- Think about the sort of questions you are asking – focus on what you need to find out.
Before the interview
Outline what the interview will involve and how long it will be. Invite applicants to ask for adjustments or changes to the way in which the interview process will be conducted.
If the interview is in-person, let candidates know where the interview will be. Provide them with instructions about how to arrive at the building and find where they need to go inside. Let them know how long beforehand to arrive. Include contact information so candidates can let you know if they are having difficulties arriving.
If the interview is remote, let applicants know what platform you will be using (for example, Zoom, Skype). Include advice about accessibility features such as closed captioning and screen-reader accessibility. Ask if a different platform would be better for them.
Accessible premises
Make sure that the premises where you have the interview are accessible. For example, don’t require applicants to use staircases – make sure accessible lifts are working or have the interview on the ground floor if possible. Ensure passageways are clear and well-lit, and wayfinding is straightforward.
For more advice, see our ‘Premises accessibility checklist’.
Remote interviews and accessibility
Make sure colleagues participating in the interview are aware of accessibility features of the platform they will be using. See our resource ‘A user’s guide to video conferencing apps’ for more information.
If the candidate needs a sign language interpreter, arrange this beforehand and ensure the interpreter has joined before the interview begins. Make sure they know what will be involved in the interview. Some video conferencing apps allow you to pin speakers, and if necessary do this with the interpreter so they remain on screen while other people are talking.
Before the interview, have colleagues on the panel join early to ensure their cameras and microphones are working. Ensure all panellists have a list of the questions that are going to be asked, in case one panellist’s internet connection drops.
Think about body language on a video call – for example, make regular eye contact if you can and ensure panellists’ faces are clear. Avoid leaning back and looking away from the screen for too long.
Adjustments at interview
Make sure that you have asked candidates if they need any adjustments before the interview. Allow yourselves enough time before the interview to make any necessary adjustments. Outline what the interview will involve so that candidates can know if there are any barriers that could be removed with adjustments.
Some common adjustments at interview are:
- Providing sign language interpreters
- Allowing a support worker to accompany the candidate
- Providing any materials in an alternative format
- Preparing any necessary technology, such as hearing loops for candidates that use hearing aids
- Allowing extra time for the candidate to answer questions, for example if they have a learning difficulty or a condition that affects their speech.
See our resource ‘Adjustments at interview’ in this Toolkit for more information.
At the interview
The purpose of the interview is to give people every opportunity to demonstrate how their skills and experience can add value to your organisation. It should not be used to attempt to catch people out or reduce the number of people available for selection.
Particularly for people with a ‘non-standard’ work history it is a chance to translate life experiences into work-related competencies. Don’t make assumptions about gaps in work history or work experience or the skills of candidates which have come to you through a non-standard route, such as through an employment agency for disabled people. Look for transferable skills.
Don’t get distracted by issues which are not relevant to the person, such as an experience of employing a disabled person in the past which did not work out.
Interview questions
If you know that a candidate has a disability do not request medical details or ask personal questions as to how their disability was acquired – this is unlawful.
Don’t ask:
- ‘How did you get your disability?’ or
- ‘What happened to you?’
Questions should focus on the key competencies needed for the position, not on the person’s disability. It is usually unlawful to ask candidates questions about health and disability before making a job offer – see our resource ‘Can I ask candidates questions about disability?’ in this Toolkit.
Equally, try to avoid too many open questions. Something like “Tell us about yourself” may not make it clear to some candidates what sort of information you are looking for, for example if they have autism. Ask questions like:
- “Tell us about your interests”
- “How would you complete this task?”
Make it clear that life experience and voluntary work will be considered when asking a candidate to demonstrate their ability to fulfil criteria for the role.
Don’t assume you know how a disability affects the individual.
Do not ask:
- ‘What can’t you do because of your disability?’
This is unlawful. What the disabled person can’t do is not relevant. It’s what they can do (with reasonable adjustments, if needed) that is important. Ensure questions focus on ‘output’, the desired end result.
If the job demands certain physical and/or mental tasks, be as specific as possible. For example, if lifting is involved, refer to the exact weight and how often it will be necessary.
Ensure that all interviewers have received disability awareness training. An interviewer who is disability aware is less likely to be concerned about lack of eye contact from a hard of hearing candidate who lip reads. See our resource ‘Training recruiters and hiring managers’ for more information.
Read next
- Adjustments at interview
- Can I ask candidates questions about disability?
- Training recruiters and hiring managers
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