Title I: Employment Topics

Interviewing: Tips, Techniques and Guidelines

Before Conducting an Interview

Interview Preparation Checklist: Have a written job description that identifies the essential functions of the position. Learn where to find and recruit people with disabilities. Make sure the place where you plan to conduct the interview is accessible. Understand that access includes not only environmental access but also making forms accessible to people with visual or cognitive disabilities. Provide reasonable accommodations that the qualified applicant will need to compete for the job. Relax and make the job applicant feel comfortable.

During the Interview

Conduct the interview in a manner that emphasizes abilities, achievements and individual qualities. Focus on questions about the individual's ability to perform the essential function of the position. Example: "The job requires lifting and carrying 15-pound boxes. Can you do that? If not, how can you move the boxes from point A to point B?" If it appears that a person's ability inhibits performance of a job, ask: "How would you perform this task?" Examples: Inappropriate: "I notice that you are in a wheelchair, and I wonder how you get around. Tell me about your disability." Appropriate: "This position requires digging and using a wheelbarrow, as you can see from the job description. Do you foresee any difficulty in performing the required tasks? If so, do you have any suggestions how these tasks can be performed?" Do not ask if a person has a disability during an interview. Do not assume that certain jobs are more suited to persons with disabilities. Do treat an individual with a disability the same way you would treat any applicatn - with dignity and respect.

Appropriate Questions to Ask

Identify the essential functions of the position and ask, "Can you perform the essential functions of this position with or without reasonable accomodations?" Note: If the need for accommodation is not obvious, the employer may ask for documentation of the applicant's disability. If the applicant has an obvious disability or voluntarily discloses a hidden disability, the following questions can be asked: Whether s/he needs a reasonable accommodation. What type of accommodation would be needed to perform the essential functions of the job. Example: If the applicant says he needs software to increase the size of the text on the computer screen as a reasonable accommodation, the employer may ask questions such as: Who makes the software? Do you need a particular brand? If the software compatible with our computers? Describe how you would perform [insert specific job functions]. This question may be asked as long as all applicants are asked the same question. Do you have [specify] certificate or [specity] license required for the job duties? State the attendance requirement and ask the applicant whether he or she can meet this requirement. How many days of work did you miss at your prior job? How many Mondays and Fridays did you miss at your prior job? This job involves working varied shifts; can you work varied shifts? This work is seasonal and requires that employees work fifteen hours of overtime a month during the fall; can you do that?

Inappropriate Questions to Ask

Whether an applicant has a particular disability. If the applicant has an obvious disability, or has voluntarily disclosed a disability, you may not ask the nature of the disability; the severity of the disability; the condition causing the disability; the prognosis; whether the applicant will need treatment or special leave because of the disability. What impairments do you have? Have you ever had or been treated for any of the following conditions or diseases? List any conditions or diseases for which you have been treated in the past three years. Have you ever been hospitalized? If so, for what condition? Have you ever been treated by a psychiatrist or psychologist? If so, for what condition? Have you ever been treated for any mental condition? If there any health-related reason you may not be able to perform the job for which you are applying? Have you had major illness in the last five years? How many sick days did you take at your previous job? How many days were you absent from work because of illness last year? Have you ever filed a worker's compensation claim? Have you had any prior job-related injuries? What medications are you currently taking? Have you ever been treated for drug addiction or drug abuse? How often did you use illegal drugs in the past? How much alcohol an applicant drinks or whether s/he has participated in an alcohol rehabilitation program. Whether an applicant will need reasonable accommodation to perform the job. Example: You may not request on an application: Can you do these functions with ___ without ___ reasonable accommodations?

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