As a start
In the process of selecting applicants for further interview, the relevant staff should have had at least one phone conversation with the applicant. One, for self-introduction, explanation of the project and invitation for a face-to-face interview. A second one for confirming the date, time and location of the interview and eventually discussing ways for transportation or navigation. In any way, the abilities and knowledge of the applicant should not be questioned on the phone. Applicants have the right to decline to be interviewed and the HR team must respect their decision.
The meeting point
A room or a space must be arranged for the conduction of the interview that ensures privacy, allows them to talk freely and it is arranged in a way that is accessible for the person with visual disabilities. For example, doorsteps to be avoided, the room is to be kept as simple as possible – mainly necessary furniture for the interview with available water, coffee, tea and snacks.
If alone, it would be beneficial to accompany the applicant from the front entrance of the building until they enter the room, while continuously and calmly providing verbal orientation about the surroundings. The way one should accompany the applicant should be asked about and therefore determined by the applicant himself. In some cases, applicants might be accompanied by someone and even might ask to have the accompanying to be present with them during the interview. This wish should be facilitated.
The interview
Every effort must be made to overcome any barriers in communication between the interviewer and the interviewee. If the interviewer and the interviewee speak different languages, appropriate language interpreters or translators should also be present.
At the beginning of the interview, the interviewers should introduce themselves, explain the purpose of the interview and answer any questions that the applicant might have at this point of the meeting. It is important to keep reciprocity and therefore carefully ask questions to the interviewee as well. Empathic and considered introduction builds the necessary rapport between the parties and eases any accumulated tension. If the applicant is visibly in a state of great discomfort or manifests impassable anxiety, the interviewer should put a pause on the meeting and provide a mediator until the applicant is able to continue (e.g. drinks, change of discussions).
At the end, both parties must leave the interview knowing and understanding every information that was exchanged and must further be aware of timelines for a response and the channels through which the feedback from recruitment will be provided.
Tips
- Interviewers should conduct the interviews in a manner respectful and courteous: to avoid facial expressions which they would normally not show in front of a person who can see, to allow interruptions and remain flexible in the natural flow of the conversation, to answer questions in clarity and to maintain a human contact as freely and as professionally as possible.
- Allowing silence as an opportunity to think without interruption: silence may be needed for longer than feels usual or comfortable.
- Avoiding excessive note-taking: hearing leaves a longer mark than ink.
- Usage of open questions: gives the chance to the interviewee to express personal point of view in their own way. Closed questions suggest a predetermined answer and suggest lack of interest in the opinion of the other.
- Volume, speed, tone: be aware of the way you talk and always allow the interviewee to set the pace of the interview.
