When Interviewing:

  • Use the same criteria to assess every applicant whether they have a disability or not
  • Ask questions related only to the role you’re filling
  • Allow for the candidate to be accompanied by, for example, a job coach or sign language interpreter, if required
  • Be considerate – for example, do not expect a person with impaired sight to maintain eye contact, or a person with concentration challenges related to Autistic Spectrum Disorder (ASD) to sit through a lengthy interview
  • If you know the applicant has a disability, because it is obvious or they have declared it, you can ask how they will perform a task and what reasonable accommodations they need.  Ask this as you would ask a question of any candidate.  For example:  “The job requires X to be completed, how would you achieve that?”