Interviewing Skills

Preparing for the "Audition"

A well-managed job search campaign will eventually result in getting invitations to job interviews. Landing an interview is just the first major hurdle – it means the job seeker has "made the cut" into a small group of people being considered for the position. The next hurdle to clear is the interview itself – the opportunity to prove s/he is the best person for the job.

The interview is extremely important, because each person granted an interview is probably also qualified for the job. The decision about who gets hired now comes down to who the interviewer(s) believe will be the "best fit" for the organization:

who is most prepared and knowledgeable about the company and the job
who seems the most capable
who has the kind of personality that will mesh with co-workers
who is most likeable

From the employer’s perspective, the interview process isn’t always the most reliable way to pick the best job candidates. In fact, many employers complain that it’s impossible to know whether or not a person can do a job just based on an interview; consequently many hiring decisions are based the interviewer’s "gut instinct".

When preparing for an interview, it’s useful to think of it as an "audition". The interviewer wants to know if the applicant can:

"Hit all the notes" – does the applicant have the skills needed to do the job?
"Play in unison with the band" – can the person get along with co-workers?
"Show up for every performance on time" -- Is the person dependable?
"Learn new tunes" – Can the applicant learn the job within a reasonable timeframe?

"Audition" Tips

The person being interviewed has the challenge of proving to the interviewer that they can do all of these things. Some interviewers are more skilled than others at asking the right questions, but even if an employer isn’t an effective interviewer, an applicant can still find a way to "play a few notes" to prove they’re qualified for the job.

Suggested "audition" tips:

Bring examples of work -- reports you’ve written, spreadsheets you’ve created, or any other applicable examples of work. Be prepared to:
- explain the assignment/problem
- what you did to solve the problem
- what results were achieved. Be specific!
Offer to "role play" – let the employer play the role of a customer or boss, and then demonstrate how you would respond to their needs in a "real life" situation.
Ask the interviewer to pose a problem and offer examples of how you would solve that problem. Try to address an actual problem that the employer is currently facing.

If you will require a job accommodation--

Give examples of how past job modifications or other accommodations worked to the employer’s advantage as well as yours.
Bring a laptop and demonstrate how you would perform tasks using assistive technology software/hardware.
Bring assistive devices you have used on other jobs or in daily life.
Offer to work on a temporary assignment (situational assessment) to prove your value/capabilities

Preparing for the Interview

People with disabilities may use One-Stop resources for interview preparation (workshops, mock interviews, etc.) available to all customers as a starting point. In addition, there are disability-specific issues that should be addressed:

ADA rights - The Americans with Disabilities Act prohibits an employer from asking about a disability prior to an offer of employment. One-Stop staff should make job seekers aware of their legal rights under the ADA concerning employer hiring practices.
Note: In California, the Fair Employment & Housing Act (FEHA) includes regulations protecting persons with disabilities that go beyond ADA rules, and therefore take precedent. For a comparison of ADA and FEHA regulations, see "Employment Law Comparisons").
Disclosure - A key issue is determining whether or not to disclose any information about the job seeker’s disability, and if so, how to go about it in a way that will positively impact the hiring process (further information on this issue is contained below).
Making a positive impression on employers - Like any job seeker, people with disabilities should be prepared to "sell" themselves in a job interview and demonstrate that they are fully qualified for the position. In situations where disclosure will occur, the applicant must be even more prepared to explain how they will be able to perform the various tasks of a position, how the impact (if any) of the person’s disability will be mitigated, and why they will be an asset to the organization.
Other scenarios - Practice how to handle various scenarios, including inappropriate inquiries about the person’s disability, in a way that has the least possible negative impact on the interview.

Disclosure

Disclosure of a disability is very much a personal decision by the job seeker. However, two basic guidelines are extremely useful:

1) Disclose disability-related information only as necessary.

2) Disclose to as few people as necessary.

Additionally, One-Stop system staff should abide by the following:

Always get permission from the person before disclosing any information about a job seeker’s disability to an employer
Always abide by the customer’s decision about disclosure
Do not share personal information about the customer with supervisors and co-workers at the person’s job site
Within the One-Stop Center, do not discuss personal and sensitive customer information and issues in public areas or with people who do not "need to know"

Disclosure: Before or During the Interview

In most cases, if an individual can complete the hiring process without having to disclose, it is probably best to wait until at least after the job offer has been made (if disclosure is going to occur at all). However, there are situations in which earlier disclosure may make sense.

Obvious disabilities - In cases where the disability is readily apparent (such as an individual who uses a wheelchair, or who is blind), disclosure will occur the first time the potential employer meets the individual. There is always the issue of whether to disclose the disability at the time the interview is scheduled or wait until the interview takes place to let it occur naturally. If the job applicant would rather provide some information about his/her disability to the employer prior to the interview, one strategy is to provide basic information and request accommodations (if necessary) after the applicant has a confirmed appointment for a job interview.
Less obvious or apparent disabilities - An individual may display behavior or have physical characteristics that could be perceived as "unusual" and misinterpreted. In that case, the question is whether it is better to leave unanswered questions in the employer’s mind, or to try and clear up the misconceptions and/or unfounded fears that the employer may have that relate to the disability. Again, there is no right or wrong answer; it depends on the individual situation.

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This information was developed in partnership with the EmployABILITY program of the City of Los Angeles Community Development Department, created in collaboration with the Los Angeles City Workforce Investment Board, to create career empowerment for persons with disabilities.

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