Interviewing A Candidate Who Has A Disability
According to the Job Accommodations Network, 70 percent of people who have disabilities require no special accommodations to perform interviews or to do their work, making the interview process no different than that of any candidate.

People who have disabilities are just as eager to present their qualifications and to be judged on their abilities the same as any other applicant.

Many disabilities are hidden and it is not necessary for a candidate to disclose a disability during an interview. When a disability is evident, seasoned human resource professionals offer the following best practices for conducting effective interviews.

  • Use open-ended questions and concentrating on the needs/requirement of the position.
  • Be willing to make appropriate and reasonable accommodations to enable a job applicant who has a disability to present him or herself in the best possible light.
  • Make sure your interview location is accessible to applicants with mobility, visual, hearing or cognitive disabilities.
  • If a rehabilitation counselor, social worker or other third party accompanies a candidate to the interview, direct questions toward the applicant.
  • Relax and make the applicant feel relaxed.
  • Focus on the applicant's technical and professional knowledge, skills, abilities, and experiences, not on the disability.
  • If testing is part of the interview process, provide a reasonable accommodation, if requested, to enable the candidate to complete the test without barriers.

For more in-depth information on interviewing a person who has a disability, visit the Job Accommodations Network (JAN) at and search 'interview.'

Find out more about interviewing and read the business case story, Successful Interview.

For consultation and support, contact your regional Disability Employment Specialist (800-328-9095).