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All short-listed candidates should be asked if they have any particular requirements in connection with their interview, e.g. Signer, help with access, etc. This should be done well in advance of the interview, so that there is time to make the necessary arrangements.

Conduct interviews with people with disabilities as you would with able-bodied candidates.

Concentrate on abilities, skills and achievements, rather than on a person's disability.

Any questions concerning a candidate's disability should be strictly relevant to the post. Do not ask intrusive questions which you would not dream of asking an able-bodied candidate.

Do not make assumptions about the candidate's ability to perform certain tasks; ask them directly, rather than speculate after the interview is over. Remember, people with disabilities often develop innovative solutions to tasks with or without technical aids or personal support.

Selection tests should be strictly relevant to the job and may need to be revised to take account of specific candidates with disabilities.

 

« Disability Etiquette

This information is provided by the Personnel Department