Reasonable accommodations provided by the business do not always mean dollar signs though! Your mindset is key to your performance. When Interviewing People Using a Wheelchair or Crutches. Interviewing people with disabilities should not be any different than interviewing non-disabled people. It may or may not be your disability that cost you this particular position. Persons with disabilities can accomplish any task for which they have the knowledge and ability.
You cannot directly ask this question, however, you can tell the applicant what your attendance requirements are and then ask whether it would be possible to meet those requirements. For every job opening, there are many applicants and only one gets the job. Conduct your interview as you would with anyone. Promise yourself one as a reward afterwards. Again, while it would be great to know about preexisting medical conditions as an employer, this question is out of bounds. What questions can I ask a person about their disability? If, after the medical examination, the employer decides not to hire an individual because of a disability, the employer must demonstrate that the reason for the rejection is job-related and consistent with business necessity.
You cannot ask personal questions about the lifestyle of a person with disability. Discuss what to do and make alternate plans. Curfs, Homosexuality among people with a mild intellectual disability: an explorative study on the lived experiences of homosexual people in the Netherlands with a mild intellectual disability , Journal of Intellectual Disability Research , 57 , 3 , 257-267 , 2012. For some people with disability, an interview may not be the best way to demonstrate their skills. Stanish, Including Youth with Intellectual Disabilities in Health Promotion Research: Development and Reliability of a Structured Interview to Assess the Correlates of Physical Activity among Youth , Journal of Applied Research in Intellectual Disabilities , 29 , 4 , 378-386 , 2015.
Employers can ask about these issues only once they make a job offer. Some may be nervous about interviews, particularly if they have been unemployed for some time. During the interview, ask how the candidate will use his or her abilities to be successful in the role. To avoid catching potential employers off guard, Nebraska Workforce Development recommends contacting them beforehand about special accommodations or assistance, such as a guide dog. You can expect at least one behavioral question in which the interviewer asks for an example or story that reveals something about your personality. For example, if an applicant who is blind states that he or she will need help completing forms, provide that assistance. But you have an opportunity to give information and change ideas about your disability.
Practice Your Responses Develop a list of potential questions, and practice answering them. Interview People with Disabilities When interviewing a person with a disability, relax! However, this does not mean that an applicant or employee must always inform you of a disability. Often, they do not require customized work arrangements. Write down answers to these possible questions. Again, ask if they need assistance before acting. Check for: - Reserved parking for people with disabilities - A ramp or step-free entrance - Accessible restrooms - An elevator if the interview is not on the first floor - Water fountains and telephones low enough for wheelchair use Be sure to notify the interviewee if there are problems with the location. This could include a work trial, or offering the applicant the opportunity to have a support person attend with them.
The questions will be very direct and straight to the point. Try rephrasing your questions, if necessary. For example: An employee who is Bipolar works as a cook at a large restaurant. This allows applicants to demonstrate where they gained their skills and abilities, regardless of the context. Also, in your listening, you may pick up cues about the kind of answer the interviewer wants. Based on objective medical or other factual evidence.
Most blind people can read Braille. Any age, race, sex, sexual preference or gender accepted! If the employee cannot ask for an accommodation due to a cognitive or other disability An employer's obligation to provide reasonable accommodation applies only to known physical or mental limitations. If the applicant has a visible disability or reveals a disability during the interview, concentrate on the individual, not the disability. Some people may associate having a disability with weakness or with inability. When to disclose a disability is an individual choice.
When Interviewing People with Vision Disabilities. Imagine that this interview is a drama and that you are the star performer. For example, a person with vision impairment may need detailed instructions and extra time to find the building. Be sure to contact the interviewee to make arrangements in advance. If you are working with a provider of Disability Employment Services, the provider will advise what special arrangements need to be made. Here are several strategies to help you develop a winner's mindset for your interview. The sample interview questions below appear in bold, followed by effective ways to respond to these questions: Y ou say you can do the job.
Do Your Homework Preparation is crucial to succeeding in a job interview. Ensure the questions address the inherent requirements or job essentials. When Interviewing People with Speech Disabilities. Think about what the job entails and how you will handle it based on your situation. You can ask about how work hours or rosters could be changed to help the applicant be more productive.