Australian Employers Network on Disability

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The main purpose of any recruitment process is to find out whether an applicant has the skills to do the “inherent requirements” of the job or job essentials.  The information in this section has been developed to help employers to prepare for interviews with people with disability.

In many cases you may not need to modify your current interviewing practices.

For some people with disability an interview may not be the best way to demonstrate their skills.  Some may be nervous about interviews, particularly if they have been unemployed for some time.  A person with disability may have the skills to perform the job but not interview well.

If this is the case there are alternatives to consider including offering work for a contractual period.
Interview preparation

If a candidate discloses their disability prior to interview ask them what adjustments they may need for the interview.  For example a person with a vision impairment may need detailed instructions and extra time to find the building.

Types of Questions

Ask the same questions that you would of a person without disability.  Ensure the questions are around the inherent requirements or job essentials, for example:

Behavioural interview questions that are framed around the job essentials are an effective recruitment tool that allow applicants to demonstrate where they gained their skills and abilities, regardless of the context. 

For example, asking “tell me about a time where you’ve solved a problem for a difficult customer” instead of “describe your call centre experience” will allow an applicant to demonstrate they have the skills required for a customer service role.

What questions can I ask a person about their disability?

The only questions an employer can ask about a disability or injury relate to:
· any adjustments required to ensure a fair and equitable interview/selection process
· if or how the disability may impact on some aspects of the inherent requirements of a job
· any adjustments that may be required to complete the inherent requirements of the job.

Any other questions about an individual’s disability are inappropriate, including questions about:
· how the individual acquired their disability
· specific details of the individual’s disability.

General Interview Etiquette

· Don’t patronise people with disability.  Treat adults as adults.
· 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 aide 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.

Interviewing people with physical disability

· Offer to shake hands even if they have limited hand use or wear an artificial limb.  A left-hand shake is acceptable.
· Never lean on a person's wheelchair as the chair is their space.
Interviewing people with vision impairment
· Allow a person with a vision impairment to take your arm near the elbow to guide them rather than propel them.
· Always identify yourself and others who may be with you.

Interviewing people with hearing impairment

· To gain attention, tap the person on the shoulder or wave your hand.
· Look directly at the person.
· For those that can read lips, face the light and keep your mouth clear when speaking.
· Be aware of the impact of background noise for those with partial hearing.

Interviewing people with intellectual disability

· Speak in a straightforward manner and check understanding.
· Be patient and wait for the person to finish what they are saying.

Disclosure

There is no legal obligation for an employee to disclose a disability unless it is likely to affect their performance in a role.