Recruiting staff who are deaf or have hearing loss

Interviewing candidates

To make your interview process accessible, ask candidates their preferred method of communication, offer communication support, and take a flexible approach.

Under the Equality Act 2010, or the Disability Discrimination Act 1995 in Northern Ireland, employers are required to make ‘reasonable adjustments’ for people who are disabled because of hearing loss.

It’s best practice to ask all candidates if they have any accessibility needs or require reasonable adjustments in advance of the interview.

Tell candidates what to expect on the day, so they can let you know what adjustments they need. For example, let them know whether a group exercise, written test or presentation is required.

Arranging communication support for interviews

Before the interview, make sure that any required adjustments are in place. For example, candidates may request a:

• British Sign Language interpreter
• speech-to-text reporter
• hearing loop system

Demand for communications professionals is high, so make sure you book a communication support service as early as possible.

To ensure quality when booking communication support, you must book a professional who is registered with either:

• the National Registers of Communication Professionals working with Deaf and Deafblind people
• the Scottish Register of Language Professionals with the Deaf Community

If a candidate needs a communication professional, they may be able to get funding support through the Access to Work scheme.

Conducting an accessible interview

Give the candidate the interview questions in writing just before the interview starts, or in advance of the interview.

If the interview is taking place remotely, ask the candidate if they need captions or transcription, and make sure these are available to be turned on.

Consider the accessibility of the physical environment for both remote and in-person interviews. Check with the candidate that the seating arrangement works for them, and make sure that:

• the room is free from background noise and distractions
• the room has good lighting
• the interviewer is facing the candidate and not backlit, so the candidate can see their lips and facial expressions

When asking questions:

• face the candidate
• speak clearly without exaggerating your lip movement
• avoid covering your mouth
• if you’re using a sign language interpreter, remember to address questions to the candidate, not their interpreter

Allow extra time, especially when using communication support, as clarification may be required.