Interview Accommodations
Typical interview accommodations - Some of these are obvious. If a person uses a wheelchair, the interview location, including the rest room, must be accessible. If the job seeker has difficulty communicating due to a hearing or speech disorder, some alternative method of communication must be used, such as an interpreter. Having materials in accessible formats for someone who is blind or visually impaired is also typical.
Other interview accommodations - What if the person simply interviews poorly, possibly due to cognitive limitations? What if testing is a standard part of the interview process for the job, and the person tests poorly? Will typical hiring procedures allow the employer to fully evaluate whether the applicant can perform the essential functions of the position? If not, then possible accommodations could be:
- Having an advocate (such as One-Stop staff) accompany the individual to the interview
- Using an alternative testing format (if tests are involved)
- Using a situational assessment (i.e. allowing the applicant to try out a job for a day or two before a final hiring decision is made)
- Being hired on a trial basis.
The One-Stop staff or job seeker will have to advocate for this type of accommodation with the employer, requesting it as a reasonable accommodation under the ADA. Such strategies should be used judiciously, and only in cases where the standard interviewing and hiring procedures put the individual at a disadvantage for equal consideration.
Explaining Interview Accommodations to the Employer
There are always pluses and minuses to using any type of accommodation for interviews. The decision of whether to request an interview accommodation should depend on how the accommodation will positively impact the chances of the individual getting the job versus the potential negative impact of using such an accommodation. If an interview accommodation is necessary, the job seeker should explain the accommodation to the employer. For example, if an interpreter is to be used, interpreter etiquette (such as directing questions at the individual and not the interpreter) should be discussed ahead of time. Remember that an employer may have never used such an accommodation before. It is important to emphasize how an accommodation will assist the employer in making an educated hiring decision, and to ensure that the employer is completely comfortable with the accommodation so that it does not become a distraction to the hiring process.
Non-Apparent Disabilities & Disclosure
When dealing with a non-apparent or "hidden" disability (i.e., a disability that is not readily apparent to most people), the issues are less clear. Is it a good idea to disclose? Not disclose? Such a complicated decision requires consideration of the following:
- Personal ethics of the job seeker. How does the person view the issue of non-disclosure? Do they view it as possible deception of the employer, or as "none of the employer’s business!" For some individuals, disclosure is a part of honest interactions, and they are too uncomfortable to carry the burden of non-disclosure around.
- Ability to hide the facts. Is the disability going to become obvious to the employer during the process of checking references and employment verification? For example, if an individual tries to hide a past felony conviction when applying for a position within a company where security checks are standard procedure, the cover-up may be judged harshly when the truth comes out.
- Is the truth better? Will the individual give off signals that cause the employer to wonder "what’s going on?" perhaps causing the employer not to hire the individual?
- Is the truth relevant? If the disability has no impact on the individual at work there is no reason to share the information. The Americans with Disabilities Act (ADA) makes the assumption that the presence of a disability is irrelevant unless it clearly affects the person’s ability to do the essential parts of the job.
- Consequences. What are the ramifications of disclosing vs. not disclosing? While some employers are fearful of hiring people with previously non-apparent disabilities, some are not. Some non-apparent disabilities are more discriminated against than others (e.g., mental illness is often feared and misperceived).
- Remember, it is not the One-Stop employee's staff’s job to decide for people what to do about disclosure, but rather help job seekers weigh the above factors and arrive at their own decisions. Once the customer decides, respect that decision, and work with the individual on how to implement it. Should the choice be made to disclose, the individual may need advice as to how, when, and to whom to disclose.
Dealing Openly with Disability
If disclosure is decided upon, it is crucial that the job seeker project an image of capability. An employer will be concerned with the individual’s ability to perform the necessary job functions. The job seeker must explain a disability so that
- the employer can understand it
- it is not perceived as negatively impacting the workplace.
The manner in which a disability is explained and/or accommodations are requested, including the words used, can have an enormous impact on the employer’s perception of the person’s capabilities. Instead of using a "disability label", describe it in functional terms that explain the impact of the disability. Simply stating, "I have an anxiety disorder" could create significant questions. A better alternative would be to say, "I have a condition that causes me to become anxious at times. When it happens I may temporarily lose focus, but in past jobs, I’ve managed it fine by just having a quiet workspace. If you hire me, I’d work together with you to set up my workspace so it would work out for both of us".
Remember: Answer honestly, but keep your response short and to the point-- don’t invite a long discussion about the subject, giving it more attention than it merits. Keep the conversation steered toward your abilities, not your disabilities.
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.
