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Interviewing
Many employers and human resources recruiters have never interviewed job candidates who are blind or visually impaired. The first time you do anything it is bound to feel awkward. So, if you are nervous or uncomfortable, that’s normal! If it’s any comfort, the person you are interviewing is much more nervous than you are.
When you “meet and greet”…
…Use verbal information and cues.
You won’t know what job candidates can and can’t see. If you extend your hand to shake and they don’t extend theirs, just say, “I’d like to shake you hand.” People who are blind or visually impaired rely on verbal information and cues.
…Describe the surroundings.
As you move from place to place, such as the reception area to your office, ask applicants who are blind or visually impaired if they would like to take your arm or if they would prefer to follow you. They will know which method works best for them. For example, cane-users may choose to follow you by using the sound of your voice and their canes to stay on track. Dog-guide users may tell their dogs to “follow”. This means that the dog is to follow you.
While you are leading them, identify where the two of you are going. This will help to orient them to their surroundings. For instance, you might say, “We have quite a walk over to the billing department. We are going to walk down these steps and then down another hallway.” Brief descriptions of this kind are appreciated, and they also give you something to talk about!
…Remember that dog guides are working dogs.
The most basic rule of dog guide etiquette is to respect that the dogs are working. Since distractions can jeopardize the safety of their owners, you should refrain from petting or addressing dog guides.
When you interview…
…Describe the surroundings.
When the job applicant enters the interview room, describe the surroundings. You might say something like, “This is my office, and there is a chair immediately to your left which faces my desk.” If the person appears unsure, you might say, “If it’s alright, I’ll put your hand on the back of the chair.” Or, you could provide more information, such as, “You are just a few inches away from the chair. It is right behind you.”
…Convert printed form into verbal form.
If you intend on providing job applicants with printed information, such as company policies, be prepared to have the materials read to those applicants who are blind or visually impaired. You could read the materials aloud to them, appoint someone else to do it, or you could have the information available on an audio cassette tape.
…Make appropriate introductions.
Many interviews take place with an interview panel. In these cases, it helps if panel members introduce themselves at the beginning of the interview. As the interview proceeds, the members should restate their own names when asking questions. For example, a member could say, “This is Carl Webster, again. Could you please tell us more about your experience in developing quality control systems?”
…Be aware of appropriate interviewing practices.
If you are not sure what kinds of interview questions you legally can and cannot ask, contact:
President’s Committee on Employment of People with Disabilities
1331 F Street NW, Washington, D.C. 20004-1107
Phone: (202) 376-6205; Fax: (202) 376-6859
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