Never pretend to understand if you are having difficulty doing so. Persons with disabilities can accomplish any task for which they have the knowledge and ability. Wear appropriate clothing, but make sure that aids like canes or wheelchairs are clean and in good repair. If the applicant has a known disability, either because it is obvious or was revealed by the applicant, you may ask him or her to describe how he or she would perform the job. However, interviewers need to be sensitive to disability limitations.
Pre-employment medicals must be job-related and should only test the fitness or health of the applicant against the fundamental requirements of the job. This will assure them that your organisation actively encourages applicants from diverse backgrounds, and that it has an inclusive culture. Speak in relaxed, everyday tones. Below is guidance on navigating the interview process with candidates with disabilities. Do not exaggerate lip movements or shout. Check for: - Reserved parking for people with disabilities - A ramp or step-free entrance - Accessible restrooms - An elevator if the interview is not on the first floor - Water fountains and telephones low enough for wheelchair use Be sure to notify the interviewee if there are problems with the location. This should involve explaining the interview process ahead of time to allow applicants the opportunity to identify their needs.
The employer asks the employee about mixing up the two names and asks if it would be helpful to spell the first name of each person. Income according to the U. This question is perfectly okay to ask, but you might want to start asking everyone you interview the same question so you are consistent. Myths and Facts About Disabilities Many myths exist that keep people with disabilities from entering the workforce. Ask the applicant the same questions that you would anyone else. RaffertyWeiss Media produced a series of training videos for the Office of Disability Employment at the Department of Labor. This question is safe, because, as an employer, you need to know if this candidate is qualified or will need reasonable accommodations.
He handles his job and has no complications from his condition. People with disabilities have adjusted to their disability in most cases. If, after the medical examination, the employer decides not to hire an individual because of a disability, the employer must demonstrate that this decision is related to the job functions and is consistent with business necessity. Throughout the creative process we never lose sight of the most important element of a production: meeting the needs of our clients. Conduct your interview as you would with anyone.
Your building and interview room need to be accessible, as do your processes. For example, a person with vision impairment may need detailed instructions and extra time to find the building. If a business has an Affirmative Action statement on their application, there are a bunch of regulations on how that confidential information must be kept. If the employee cannot ask for an accommodation due to a cognitive or other disability An employer's obligation to provide reasonable accommodation applies only to known physical or mental limitations. Be prepared for your offer to be refused.
Please allow me this opportunity to let you tell your story. The Americans with Disabilities Act of 1990 bars employers from asking questions that might reveal a disability or mental health issue, according to a Volunteer State Health Plan Inc. A deaf person cannot hear you and if the interviewee is using an assistive listening device, you may actually hurt his or her ears. Practice Your Responses Develop a list of potential questions, and practice answering them. I am a research compliance officer in the healthcare industry, I have spina bifida, and I use a wheelchair every day.
But I represent the opposite view: having a disability fosters resilience, problem solving and critical thinking. Your responses must always direct the conversation to skills and experience that you wish to highlight. When Interviewing People with Speech Disabilities. Reading official biographies also offers a good feel for a company's culture and a potential glimmer of insight about your potential interviewer. To find out more, contact a JobAccess Adviser on 1800 464 800 and ask about the Employment Assistance Fund. Write down answers to these possible questions. When interviewing a candidate with a disability, however, some employers find themselves nervous or uncertain about how to act and what they can ask.
Interview preparation If a candidate shares their disability upon application, ask them what adjustments they may need for the interview. Do not exaggerate lip movements or shout. For some people with disability, an interview may not be the best way to demonstrate their skills. 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. Below is information that may assist employers in ensuring maximum benefit from an interview when the person being interviewed happens to have a disability. For example: An employee who is Bipolar works as a cook at a large restaurant.
The sample interview questions below appear in bold, followed by effective ways to respond to these questions: Y ou say you can do the job. Hastings, Andrew Jahoda and Petri J. Also, keep in mind that just because someone uses a sign language interpreter during the interview does not mean that he or she will require an interpreter at all times to do their work. This question makes perfect sense to ask and it might even be listed on a resume, so that you can make note of before the interview! Bandini, Aviva Must, Sarah Phillips, Melissa C. Imagine that this interview is a drama and that you are the star performer. Be upfront about deadlines, the focus of your story, and when and where it will appear.