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 Interviewing a Person with a Visual Impairment
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  • When greeting someone with a visual impairment, identify yourself and anyone else present.
  • If you offer assistance, wait until your offer is acknowledged. Then wait or ask for instructions.
  • If the person with a visual impairment needs to be escorted somewhere, invite him or her to take your arm at the elbow. Guide rather than propel the person, giving verbal directions along the way (e.g., “We are now going to walk through a doorway.”)
  • Provide verbal directions about the location of the applicant’s chair.
  • Let the person know if you move around or if you need to end the conversation.
  • Let the person know if someone else leaves or enters the room.
  • If a service animal is present, refrain from interacting with the animal.

Interviewing a Person with a Hearing Impairment
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  • If a sign language interpreter is present, they will usually sit beside the interviewer and across from the person with the disability.
  • If the candidate with a hearing impairment lip reads:
    • Look directly at him or her, and speak clearly at a normal pace.
    • Do not exaggerate your lip movements.
    • Do not shout.
    • Speak expressively because the person will also rely on facial expressions, gestures and eye contact
  • If the candidate does not lip read, use brief notes or a sign language interpreter. (A sign language interpreter will usually sit beside the interviewer and across the person with the disability.)


Interviewing a Person with a Mobility Issue
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  • Treat a wheelchair as part of the person’s personal space.
  • Be aware that some wheelchair users may prefer to transfer themselves into an office chair for the interview.
  • Enable people who use crutches, canes or wheelchairs to keep them within their reach.
  • To facilitate conversation when interviewing a person who uses a wheelchair, sit in a chair that allows you to be at the person’s eye level.



Disclaimer:

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.

This document is provided for information purposes only. The content provided is not legal advice and should not be used or relied upon as such. Applicable law may differ from jurisdiction to jurisdiction; if you are seeking legal advice, you are advised to consult a lawyer in your province or territory.




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FACTS & STATS

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.