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The toolkit offers a variety of informative tools. Learn about the skills people with disabilities bring to the workplace and use our ‘how-to’ resources, that provide practical tips and strategies on successful recruitment, hiring, inclusion and retention of people with disabilities.

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What Is a Working Interview?
A working interview provides an opportunity for a potential employee to perform job tasks in order to prove his or her job skills to a potential employer. This demonstration of the candidate's capabilities allows the employer to assess the candidate's skills based on his or her ability to complete tasks in accordance with the employer's requirements. The working interview is part of a carefully planned process.

The working interview is part of a carefully planned process, and can last anywhere from one to four hours, depending on the number of tasks that are being assessed.
Conditions for a Successful Work Interview:
  • Complete details of the working interview are fully explained to the candidate.
  • The candidate is provided with a site orientation prior to the interview.
  • An informal Meet and Greet is arranged during which the candidate receives instructions on how to begin and complete the essential task(s).
  • The service provider accompanies the candidate in order to offer support, to validate the process and to provide documentation.

Why Use a Working Interview?
The working interview is a valuable innovative tool, especially when assessing candidates with disabilities whose resumes may not completely reflect their skills and abilities.

The working interview is valuable in assessing the skill levels of all potential employees.

Setting up a Successful Working Interview:
  • The service provider and employer conduct a site analysis to review the work requirements.
  • The service provider matches task analysis with potential employees with disabilities.
  • The service provider ensures that the needed work adjustments are available before the working interview takes place.
  • The company staff is informed and is on hand to help candidate through the working interview, as would regular employees help one another.
  • The employer plans for a feedback meeting to take place after the working interview.
  • The service provider brings the unpaid work experience agreement that provides proper insurance coverage during the working interview.


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 individuals.

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My business understands how to write a job posting to effectively recruit a person with a disability?



By completing this short questionnaire, you can identify the best tools to hire and retain employees with disabilities, as well as increase your company’s performance.

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Employers often find that workers who identify as having disabilities have unique abilities; they also tend to work harder to prove themselves.
According to employers, people with disabilities perform as well or better than other workers. These employers concluded that hiring people with disabilities did not negatively impact their businesses.
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In a national survey of consumer attitudes towards various companies, 92% of the respondents gave favourable ratings to businesses that hire people with disabilities.
98% were satisfied or very satisfied with the service they received when dealing with an employee with a disability.