TBN #42
Creating an Accessible Interview Experience
Hi friend,
Last week I shared more accessible language for job descriptions. This week, I’m focusing on creating an accessible interview experience for all of your candidates in honor of National Disability Employment Awareness Month (NDEAM).
I often find that colleagues get frustrated with creating accessible experiences because it is unfamiliar and there’s often not a process in place to appropriately accommodate.
In my experience, I found that if I focus on creating an accessible experience for applicants and candidates, I can preserve time and energy for more extensive accommodations when needed. Here are some tips on creating an accessible experience each time for each candidate:
When inviting candidates to the interview, ask each candidate to let me know if you need anything to full participate or engage in the interview process. I prefer this language over the standard “let me know if you need any special accommodations.”
Send the interview questions in advance. Individuals have different speeds of processing information. By receiving the questions in advance, it allows candidates who need more time to process information a chance to prepare and to be able to respond more quickly during the interview.
Use the Zoom features. If you struggle to find the mute button or use the raise your hand function, then now is the time to learn. Before the interview starts, turn on the captions, put the interview questions in the chat so your candidate can read along, and offer to repeat questions as needed.
Give clear directions. For in-person interviews, provide the candidates with information to the interview location that includes multiple ways to access the building (e.g., accessible entrance/entrance with a ramp, stairs and elevator access). Also, let your candidate know in advance if you planned walking activities.
Orient your candidates. Add some buffer time to the beginning of the interview to orient your candidate to the interview experience. Here are some things you can let them know: you will place questions in the Zoom chat (if on Zoom), you provided them a handout of the questions (if in-person), they can request to repeat a question, and/or they can request to skip a question and return to it later.
Create an accessible setup. If you are asking candidates to present to a group, make sure there are microphones and the seating arrangement is wheelchair accessible.
Why should you do this? Once these steps become a part of your interviewing process, it allows the experience to move from accommodating and towards accessibility. This also allows your organization to establish a culture of inclusion early on in the candidate’s experience.
Anything you would like to add, friend? Let me know.
Let’s get into this week’s update…
WEEKLY UPDATE
CLIFF NOTES: IN CASE YOU MISSED IT…
“California will require VC firms to report founder diversity statistics”
We've got the business case all wrong
Latest updates on Israel-Hamas news
October is Filipino-American Heritage Month, Islamic Heritage Month, LGBTQIA2S+ History Month, and National Disability Employment Awareness Month.
HOMEWORK: harvest time
What I’m Watching 📺 : Totally Killer on Amazon Prime. It’s a comedy-horror movie that’s more heavy on the comedy than the horror. I watched it for the 80s nostalgia.
What I’m Snacking On 🥨: I gave out these treats in the office. I like that they are fall-themed so it is more inclusive of colleagues who may not celebrate Halloween.
What I’m Reading This Month 📚: Diversity, Equity, and Inclusion for Trainers: Fostering DEI in the Workplace.
DANCE BREAK: WATERFALL
Spotify recommended this song for me and I thoroughly enjoy it. The visuals are relaxing, too.
I’d love to hear from you!
What do you need to be better in work and in life? Send me a message or connect with me on social.
