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Interview Guidelines

The federal disability law which has the most direct bearing on employers is the Americans with Disabilities Act (ADA) of 1990. The primary purpose of this law is to ensure equal access and equal opportunity for individuals with disabilities.

In order to ensure that all candidates can compete on an equal basis in the application and interview process, reasonable accommodations may need to be provided for those candidates with diverse and sometimes non-apparent disabilities. Reasonable accommodations are adjustments or modifications which range from making the physical environment accessible, to providing assistive equipment or providing certain types of personal assistants (e.g., a reader for a person who is blind, an interpreter for a person who is deaf).

Appropriate Language

Use appropriate disability language. The Committee on Disability Issues in Psychology has provided a foundational guide for what is and is not appropriate disability language.

Pre-interview Suggestions:

Interviewing Candidates with Mobility Impairments

Mobility impairments can range from stiffness of joints due to arthritis to complete paralysis below the neck. Some candidates with mobility impairments will phone in prior to the interview date, specifically for travel information. You should be very familiar with the travel path in order to provide interviewees with detailed information. Make sure the place where you plan to conduct the interview is accessible by checking the following:

Interviewing Candidates with Cognitive or Intellectual Impairments

Interviewing Candidates with Visual Impairments

Visual impairments range from difficulty in reading small print to total blindness.

Interviewing Candidates with Speech Impairments

Allow time for the person to speak, and resist the temptation to speak for the person or complete his/her sentences.

Interviewing Candidates with Hearing Impairments

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