Handout F

Persons with Disabilities

Interview Ettiquette for

Perhaps you have a friend or relative who has a significant disability. If so, you probably see this person as an individual rather than as a person with a disability, and you have some understanding of what he or she can or cannot do. For many who do not have close contact with a person with a disability, the first experience might be met with anxiety: "Am I going to say and do the right things?"

The following is a list of common courtesies and considerations that every interviewer may want to apply:

  1. Offer your hand for a handshake, even if the person has quadriplegia. If the person does not have a right hand or the right hand hangs limp, do not hesitate to offer your left hand.

  2. When addressing the applicant, look at him/her directly. Deliberately averting your gaze is impolite and can be uncomfortable. Tension is only increased when the interviewer avoids eye contact.

  3. Ask the person with a speech-involved disability what is the best way to communicate with him/her. The person with a disability will understand that this is a new experience for you and may be quite comfortable letting you know what behaviors are needed.

  4. Even if the person with a disability is accompanied by a helper or sign language interpreter, speak directly to the person with a disability.

  5. Do not automatically assume that a person with a disability needs assistance. However, if you think that the person needs help, be sure to ask first: "May I be of assistance?" Be prepared to take NO for an answer. If the person answers YES, then ask, "In what way may I assist you?"

  6. Do not tell the applicant that you admire his or her courage or that they are an inspiration. Do not express sympathy for him or her.

  7. Do not avoid certain questions because you assume that the applicant is sensitive or fragile.

  8. A good rule of thumb is to make sure that all questions are job related. Focus the interview on the individual's ability to successfully perform the essential functions of the job.

  9. Ask all questions in a straight forward matter-of-fact manner. (e.g., If an essential function of the job requires lifting 50 lbs., the employer can ask, "Can you lift 50 lbs.?" The employer can also ask, "Can you describe or demonstrate how you would accomplish this task?")

NOTE: An employer may not ask about workers' compensation history at the pre-offer stage, but may obtain such information after making a conditional job offer. Pre-employment questions about illness may not be asked, however you may provide the applicant with attendance requirements and ask if he or she will be able to meet these requirements.

Interview