When Interviewing:

  • Use the same criteria to assess every applicant whether they have a disability or not.
  • Ask only questions related to the role you’re filling.
  • Do not discriminate against an applicant on the basis of a disability.
  • Allow for the candidate to be accompanied by, for example, a job coach or sign language interpreter.
  • 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?”