Disable your limitations

MUCH has been written on how to successfully face job interviews. Much more has been said about how to conduct these interviews, how interviewers need to present themselves and gauge a candidate's capabilities.

But rarely do you find any information that tells the interviewer on how to cope when the applicant happens to have a physical disability. A suave interviewer can often save the interviewee the embarrassment of awkward explanations and increase the chances of a fair representation.

How does one best handle a situation like this? It requires a certain amount of skilful interviewing on the part of the interviewer to set the interview on an even keel and rate the individual on his skills without being prejudiced by his disability.

Freeing mindsets - Interviewers often find it difficult to have a direct conversation with applicants with any sort of disability. Even the most sensitive interviewers are often beset with doubts about hurting the sensibilities of such applicants.

They are either discomfited talking about the person's disability and how it will affect their work or simply ignore handicaps.

While these are predictable reactions, what the interviewer can really do to set the interview on the right track is to act quickly and think on his feet. Always observe what kind of a disability the person has and behave in a manner that is comfortable for both.

For instance, if the person makes use of a wheel chair, it eases the situation when you pay attention to minor issues such bending forward to extend your hand for a handshake.

Jobbing the interview - The employer should be aware of what the job entails, the stressors, and the possibilities of tailoring the job and workplace accommodation to the needs of the applicant.

He must also be open to the idea of letting the applicant use alternative means of accomplishing the job.

Image issues - the interviewer must present himself well to the interviewee. He must make a concerted effort to come across as being impartial and unprejudiced.

All questions put to the interviewee must essentially be what the interviewer would ask other applicants. This implies that any specific references to the person's disability must be avoided.

The interviewer should concentrate on judging how best the individual can perform the job on than how his disability may hinder him.

During the interview process -

If the interviewee discloses any personal information about his disability, the interviewer must ensure complete confidentiality.

The interviewer must at all times treat the applicant on par with other applicants.

He must maintain eye contact.

Language used should not be discriminatory. If need be, all phraseology in documents should refer to the applicant as a `person with a disability' rather than as a `disabled person.'

If the screening process requires all applicants to prove their abilities, no exception must be made in case of the individual with a disability. If necessary, provision for alternative methods of testing his/her ability must be made.

As with other applicants, the interviewer, must ask the interviewee all questions relevant to the job such as educational qualifications, previous job experience, salary expectations, etc.

If it's the company policy for all selected candidates go through a health check, then it should be so for applicants with disabilities as well.

Hiring decisions are always a matter of economic concern for most organisations. Since the company incurs expenditure on every employee hired, it is the employee who has to assure the employer of his capabilities of fulfilling the requirements of the job. At the end of a long day that's all that matters!

SAMYUKTA KODA

samyukta.hyd@cnkonline.com