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 the job essentials. Interviewing is an important step in determining whether applicants have the skills to do the job essentials.
This guide will help you to prepare for interviews with people with disability, although in many cases, you may not need to modify your current interviewing practices.
Interview alternatives
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
- obtaining assistance and support from an Australian Government employment service provider.
For more information on Australian Government employment service providers, visit:
Other assessments
Ensure any other assessments are in an accessible format and relate to the inherent requirements of the job.
Pre-employment medicals must be job-related and should only test the fitness or health of the applicant against the inherent requirements of the job. People with disability or medical conditions must be judged on their current ability to do the inherent requirements of the job, not their assumed disability or medical condition.
Interview preparation
Some people with disability may require reasonable adjustments at the interview. If an applicant discloses their disability prior to the interview, ask them what adjustments they may need for the interview. For example:
- a person with vision impairment may need detailed instructions and extra time to find the building
- a person who is Deaf may require an Auslan interpreter to be present at the interview.
It is important to discuss the interview process with applicants to offer them an opportunity to explain any required adjustments.
When arranging the interview, consider the following:
- whether an applicant has any specific requirements for the assessment or interview
- how an applicant with disability will find or enter the venue
- brief the receptionist and any co-interviewers on the specific requirements of the person.
As an employer, you may be eligible for financial assistance to help with the cost of Auslan interpreting services for new or existing employees who are Deaf. You may also be eligible to have another staff member who works with a Deaf employee trained in Auslan or for your staff to undertake Deaf awareness training. For more information on the Employment Assistance Fund, visit:
Interview questions
The Disability Discrimination Act 1992 makes it illegal to ask questions directly about an applicant’s disability. Ask the same questions that you would of a person without disability and ensure that the questions are around the inherent requirements of the job, or job essentials.
The only questions you 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.
Behavioural interview questions that are framed around the job essentials allow applicants to demonstrate where they gained their skills and abilities, regardless of the context.
For example, asking ‘tell me about a time when you 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.
Any other questions about a person’s disability are inappropriate, including questions about:
- how the person acquired their disability
- specific details of the person’s disability that are not related to the specific requirements of the job.
For information on understanding the inherent requirements of the job, visit:
General interview tips
- Don’t patronise people with disability. Treat adults as adults.
- 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 aid if they are present.
- Allow sufficient time for an applicant to respond to questions.
- Never pretend to understand. Instead, repeat what you have understood and allow the person to respond. The response will guide your communication.
Tips for interviewing people with physical disability
- Offer to shake hands with the applicant, even if they have limited hand use or wear an artificial limb. A left-hand shake is acceptable.
- You should avoid leaning on a person's wheelchair as the chair is part of their personal space.
Tips for interviewing people with vision impairment
- Allow a person with vision impairment to take your arm near the elbow to guide them, rather than you propelling them.
- Always identify yourself to the applicant and introduce other people who may be with you, such as co-interviewers or note takers.
Tips for interviewing people who are deaf or hard of hearing
- To gain attention, tap the person on the shoulder or wave your hand.
- Look directly at the applicant when talking or listening, rather than a companion, interpreter or aide if they are present. This is also important if the applicant can read lips.
- If an applicant can read lips, position yourself so that you are facing the light and keep your mouth clear when speaking.
- Be aware of the impact of background noise for those with partial hearing.
Tips for interviewing people with intellectual disability
- Speak in a straightforward manner and check the applicant’s understanding of your questions.
- Be patient and wait for the person to finish what they are saying.
More information?
For more information on interviewing a person with disability, visit: