5 Things HR Professionals Should Know Before Interviewing Deaf and Hard-of-Hearing Candidates
Ever feel nervous before a job interview? You’re not alone. Apparently, 93% of people feel anxiety related to job interview processes.
For more information about Ava’s accessibility solutions, click here.
For Deaf and hard-of-hearing job seekers, who are already up against a sizable employment gap (see our related article “Are Educators Doing Enough to Help Deaf and Hard-of-Hearing Students?“), feelings of anxiety are often compounded in advance of interviews, says Kellynette Gomez, Vocational Rehabilitation Counselor for the State of Massachusetts. “There’s fear there, and Human Resources should really ask and should take that on and say, ‘Are there any accommodations that you need?’” Gomez, who is Deaf, says. “But they often just blow right past that and forget that people have unique needs.”
That’s exactly why we chatted with Gomez and other leading voices in the world of Diversity, Equity and Inclusion to find out how HR professionals can avoid past mistakes and work toward more inclusive interview practices.
Here are the top five things HR professionals should know before interviewing Deaf and hard-of-hearing candidates.
1. Advance Notice Is a Good Thing
Getting blindsided by a question you didn’t see coming and feeling stumped is just part of the process, right? But does it have to be? Kellynette Gomez doesn’t think so.
“I’ve noticed that what’s helpful for Deaf and hard-of-hearing individuals is to have the questions for the interview in advance,” says Gomez, who supports Deaf and hard-of-hearing candidates in finding long-term employment. “You go to the interview feeling like you don’t have to worry about the interpreter making a mistake — not worrying about misunderstandings.”
In her work, Gomez often encourages companies to supply a hard copy with the complete list of questions ahead of time for her clients prior to their interviews. “I know some people like the element of surprise during interviews, but that is not always a successful approach,” she says.
2. If You’re Not Sure, Just Ask!
This can be tricky, but according to several DEI specialists we spoke to, it’s virtually as simple as it sounds. No two Deaf or hard-of-hearing candidates are exactly alike. When determining how to conduct an interview with a worthy candidate, you can plan and research providing accommodations for hours and still be left with questions. So, just ask!
“If you have questions or are not sure [about how to provide accommodations], please directly ask the Deaf or hard-of-hearing candidate,” says Norma Morán, a Deaf, Washington D.C.-based DEI consultant. “They will be pleased with the opportunity to advocate for themselves in the manner they want.”
3. Stick to the Basics of an Inclusive Interview
When conducting a job interview with a Deaf or hard-of-hearing candidate, there’s a basic checklist to pay attention to, says Catarina Rivera, founder of Blindish Latina, a platform that smashes disability stigmas through storytelling, advocacy, and education.
“Speak clearly and loudly enough for the candidate to hear you,” Rivera says. “Also, before sharing important information, ask the candidate if they can hear you and understand you. And when repeating something that a candidate has not understood, try saying it another way or using different words.”
Of course, every Deaf or hard-of-hearing candidate is different. But, Rivera says, there’s a throughline when it comes to running a successful, inclusive interview. “Deaf and hard-of-hearing candidates are qualified,” she says. “Don’t disqualify them based on bias or assumptions. That’s discrimination.
Stick to the job description and ask the candidate to describe their experience and demonstrate that they can perform the functions of the role.”
4. Create a Sense of ‘Shared Ownership’
So much is made of how Deaf and hard-of-hearing candidates need to advocate for themselves in seeking interview accommodations. But that shouldn’t let interviewers off the hook.
“I’m a big believer that when it comes to creating an accessible candidate experience, shared ownership throughout the organization is critical,” says Corey Axelrod, founder of Chicago-based strategic consulting and training firm 2axend. “The burden is on candidates to ask for specific accommodations during the interview process, all while wondering whether they will be judged for doing so.”
To eliminate that potential fear of Deaf and hard-of-hearing candidates worrying about being judged for seeking accommodations, get out in front of the issue. Foster a sense of shared ownership over the interview process and own the process of providing basic accommodations. Do this by asking what candidates need well in advance.
5. Analyze Your Biases and Make Adjustments
Biases exist. It’s a fact of life and having them is often out of our control. But how we internalize them and respond is completely within our control; and it’s also a key part of conducting successful job interviews, says Morán.
“Analyze your own biases when it comes to interacting with people who are Deaf and hard-of-hearing,” she says. “Do not hesitate to seek guidance from speciality organizations and remember that Deaf and hard-of-hearing candidates come from all walks of life, and stereotypes are not always accurate. Challenge the status quo by examining your expectations, adjusting the interview questions, and inviting clarifications.”
That tip about consulting specialty organizations, such as vocational rehabilitation agencies — like the one Gomez works for — can help inform helpful Deaf-friendly modifications to your company’s interview process.
By Oren Peleg
For more information about Ava’s accessibility solutions, click here.
