Interviewing candidates in a way that is inclusive, effective, and efficient takes some preparation. Following the process described below allows for an equitable experience for all candidates.

1. Establish a list of criteria.
2. Review resumes and application forms from all candidates.
3. Create a short list of the most promising candidates.
4. Conduct interviews with at least two interviewers.
5. Assess each applicant’s performance using an interview scoring grid.
6. Select the most appropriate candidate for the job.
7. Make the job offer.

Assessing Candidates for Ability 

Do you wonder what questions you can ask candidates with disabilities or how to assess their ability in a way that is inclusive and doesn’t infringe their human rights? Here are some questions you can ask:

• Ask all interview candidates the same job-related questions and score their responses using an interview scoring grid.
• Ask questions that focus on “how” candidates will apply their skills to perform job tasks (as opposed to asking whether they “can” do the job).
• Ask questions that focus on “how” candidates would handle a particular situation.

Adjustments or Accommodations

If you are interviewing a candidate with a disability, it’s important to ask if they require any support during or adjustments to the interview process. Examples might include closed captioning on any technology used for virtual interviews or a wheelchair-accessible location.

Inclusive Onboarding

Keeping inclusion at the forefront of your onboarding process will ensure that your new hire is set up for success and feels a sense of belonging from the start. Here are some best practices to successfully onboard new employees:

Before your new employee begins work:

• If needed, reach out to a local service provider for free consultation and/or assistance. 
• Talk to your staff about the new employee’s first day on the job.
• Provide co-workers with awareness training if there is a need to highlight specialized disability support (e.g. if the new employee has a guide dog or mobility issues). 
• Make sure the information for each new employee is in a format appropriate to their disability. 
• Ensure that any previously discussed accommodations are in place and that all required equipment for the new employee is ready for use. 
• Consider identifying a support person, mentor, or go-to person for the new employee. 

First day on the job:

• Provide any information regarding orientation in a suitable format for a person with a disability. This may mean written, audio, large text or Braille, or using simple language.
• Explain and show where the lunchroom, breakroom, restrooms, and supply rooms are located.
• Introduce the new employee to their direct supervisor, who will serve as the first point of contact for any work-related questions.
• Introduce the new employee to colleagues, suppliers, and customers.