Best practices for Interviewing Deaf or Hard of Hearing Candidates

Introduction

Accommodation needs vary depending on the interviewee. Deaf individuals may use sign language, speak and lip-read, use captions, or communicate in writing. Hard of hearing interviewees may hear but still rely on additional cues (e.g., lip-reading, captions). In-person and virtual interviews each present unique opportunities and challenges. Please review all relevant sections in advance so you have time to ask the interviewee about necessary accommodations and set everything up to ensure a smooth experience for both parties.

Never Assume; Always Ask!

When it comes to interviewing a deaf or hard of hearing candidate, the most important thing is never to assume and always to ask the candidate about their needs and preferences. Always ask the deaf candidate directly (or via the HR or accessibility team) what accommodations and communication methods work best for them. Job interviews are stressful enough, and placing a candidate in an uncomfortable situation may jeopardize their chances of a fair process. Deaf and hard of hearing individuals already face many barriers. Please do your best to make the process smooth at every stage of the interview to ensure their full participation and optimal performance.

Legal Considerations

Most countries have laws mandating reasonable accommodations or adjustments for people with disabilities. Here are a few examples of country-specific legislation. A quick Google search will help you find your country’s legislation.

• USA: Americans with Disabilities Act (ADA)
  
• EU: European Accessibility Act (Directive EU 2019/882)
  
• México: Ley General para la Inclusión de las Personas con Discapacidad (Art. 7 and 11) and Ley Federal del Trabajo (Art. 3) (Spanish)
  
• Japan: Act for Eliminating Discrimination against Persons with Disabilities (Japanese / English)
  

Guides Based on Candidate Needs

1. Best Practices for Interviewing a Deaf Candidate Relying on Interpreters
   

2. Best Practices for Interviewing a Deaf Candidate Relying on Captions (COMING SOON)
   

3. Best Practices for Interviewing a Hard of Hearing Candidate Relying on Captions (COMING SOON)