Consider the following best practices:
- Notify all job applicants when they are selected to participate in an assessment or selection process, what the assessment is, what it is measuring and those accommodations that are available upon request during the interviewing and assessment process.
- Ensure you test screening and assessment tools to ensure that they can be accommodated and are without bias.
- Train recruiters and hiring managers on best practices in screening and recruitment procedures for persons with disabilities.
- Include additional time for assessment tests and evaluations.
- Ensure on-line assessment tools can be delivered in alternative formats and orally if required.
- Ensure staff who interview have had training on non-biased interviewing techniques.
- Ensure staff have training on etiquette for interacting with persons with developmental disabilities and autism.
- Offer office accessibility for an interview for an individual who uses a mobility aide; for example a walker, wheelchair.
- Have alternative interview locations.
- Have alternative room set-ups that consider access for interview rooms. For example, an individual with a hearing impairment may require a brightly lit room to lip read; a person who is blind may require additional space for a working dog, or one that is quiet to minimize distractions, or a person with a developmental disability may need a larger space for a coach/support person.
- In the interview room provide water and hot liquids as well as a note pad for taking notes for the interviewee.
- Avoid several consecutive interviews and try to mirror the hours for the bona fide requirements for the role, i.e. 7-hour shift out of 24, part-time shifts, etc.
- Ensure that those who recruit and hire in your organization understand that persons living with cognitive disabilities, augmentative communication disabilities and/or developmental disabilities may have support workers or family members who assist them. Ensure they are comfortable encouraging this support during the interview to gain a more accurate understanding of the person’s abilities and to ensure that they have an understanding of questions being asked.
- Be prepared to provide the interview questions in hard copy at the interview for optimal understanding of the questions being asked.
- Supports job shadowing and short-term job trials for those who require additional supports so they can demonstrate ability to perform the job.
- During the interview process we look for the skills and abilities, and do not focus on the gaps in employment.