5.6 Interview Accommodations
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4 min
If you’ve read our previous tools on Workplace Accommodation Essentials and Recruitment, then you’ve likely attracted a wide range of candidates through your accessible recruitment process. Now, how do you make sure your interview is inclusive whether in-person or virtually? There are some key steps you can take even before the day of the interview that will make a big difference for you and your potential new employee.
The “Golden Opportunity”
When planning the interview process, most employers will think about the questions they’re considering asking candidates, but completely gloss over their very first interaction with them – the “what to expect” email. This email is a “golden opportunity” because it gives you the chance to not only outline what is to be expected from the candidate, but also, to ease any uncertainty on the candidate’s end when it comes to things like dress code, travel/parking information, and other accessibility considerations. Let’s cover a few items that you should consider including in this email:- The Introduction: Like any good introduction, this sets the tone for the rest of the email. Treat it as an opportunity to congratulate the candidate for being selected to move further down the recruitment process and give them a sense of the type of “personality” both you and your workplace has. Example: Congratulations! After reviewing your application, we would love to interview you to get to know you better and your interest in working with us. We are currently offering both in-person and virtual interview options, so let us know which you would prefer, and we’ll book a time to chat. (Offer several options for interview times) Dress Code: At Company X, we value your individuality. That said, we’re not expecting you to dress super formal for the interview; wear something comfortable, but business casual (a button up shirt and some jeans are fine). If the interview is virtual, just keep in mind what we can see on camera.
When ending your “what to expect” email, you may want to also consider adding in a statement around any other accessibility accommodations that could be addressed during the interview process:
If you require any other supports during the interview process, including disability accommodation, or have any additional questions around what to expect, please don’t hesitate to let us know. Either reply to this email or call (123) 456-7890. We really look forward to getting to know you better. - Travel and Parking Options: Following the introduction, you may want to consider offering some suggestions for ideal transit routes, where the closest accessible transit stop is to your workplace, and how long of a walk (if any) is expected. This information is not only great for individuals using a wheelchair or other assistive devices but is also ideal for those who may have anxiety or prefer to plan their journey well in advance. If the individual is driving, do you have accessible parking available on-site? If not, where is the closest area for parking and how much will it cost? Once arrived, what are the steps for checking in for the interview?
- Interview Environment: If the interview is going to be held in a physical environment or workplace, let the candidate know the type of environment they can expect and ideally, ensure that it is a space that is quiet and clear from distractions (a ticking clock, extremely bright fluorescent lights, the busy chatter of other employees), as these elements can make it incredibly difficult for some to concentrate and can impede the success of the interview.
- Interview Questions: If you already know the questions you are going to ask, offer to provide those in advance of the interview, as some candidates may find it easier to prepare their responses as opposed to being put on the spot. Don’t think of this as “unfair” or “cheating”, as it is neither of those things. This is simply an opportunity to get the most from the candidate’s answers and allow for their best self to show up for the interview. If this is not feasible given your workplace setting or the type of work they will be conducting, it is recommended that you give an example of the types of questions that is to be expected and whether it is a one-on-one interview, a panel or other format.
- Other Accessibility Considerations: Lastly, you’ll want to make sure that you specify any key details that you might have missed. If using Zoom or MS Teams, are you able to turn on closed captioning and live transcription? Are there accessible bathrooms available for on-site interviews? A final accessibility scan can help ensure a successful interview.
Sources
1 Zoom. (2021, October 25). Managing Zoom closed captioning and live transcription services. Retrieved from https://support.zoom.us/hc/en-us/articles/207279736-Closed-Captioning
Disclaimer:
Hire for Talent has made every effort to use the most respectful words possible while writing these materials. We realize, however, that the most appropriate terminology may change over time. We developed these materials with the intent to respect the dignity and inherent rights of all individual.
Hire for Talent has made every effort to use the most respectful words possible while writing these materials. We realize, however, that the most appropriate terminology may change over time. We developed these materials with the intent to respect the dignity and inherent rights of all individual.
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