Job Interviews and Hiring for Deaf and Hard-of-Hearing Applicants

Are you responsible for hiring for your organization? Or are you a Deaf or hard-of-hearing individual applying to a predominantly hearing organization?

Be prepared for your interview knowing what is permissible and impermissible in your hiring process. We’ve put together some helpful tips and framework above that is free to download based on ADA regulation and information published by the U.S. Equal Employment Opportunity Commission.

“You can ask applicants about their abilities, but not their disabilities.” (DBTAC– Great Lakes ADA Center)

It is important to always consult with your legal team when creating ADA related procedures for interviewing and hiring. We hope these tips encourage you as you work to create an accessible, inclusive workplace.

Need an interpreter for your upcoming interview? We’re here to help! Visit our easy request form linked below.

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Q&A

1. What rights do Deaf applicants have under the ADA during the hiring process?
   Applicants with hearing disabilities have the right to reasonable accommodations in the application and interview process, such as sign language interpreters or captioning, unless providing them would cause undue hardship for the employer.
2. Can an employer ask about an applicant’s disability before hiring?
   No, employers cannot ask about hearing conditions or disabilities before making a job offer. They may only ask about the applicant’s ability to perform essential job functions, with or without accommodations.
3. How should an interview be conducted if the applicant is Deaf or hard of hearing?
   Interviewers should offer accommodations like interpreters, use clear lighting, face the candidate directly, speak at a moderate pace, avoid covering their mouth, and allow extra time for communication and processing.
4. Do applicants need to disclose their hearing disability to request accommodations?
   No, disclosure isn’t required unless accommodations are needed to participate in the interview process. When disclosed, employers should collaborate with the applicant to determine what adjustments are most effective.
5. What are examples of accommodations that may be provided for Deaf or hard-of-hearing applicants during job interviews?
   Accommodations can include sign language interpreters, real-time captioning, assistive listening devices, written questions, or modified interview formats to ensure clear communication and equal access.