Interviewing Volunteers
In many cases you may not need to modify your current interviewing practices, as the person may not be impacted greatly by their disability. Below are some points that you may need to consider depending on the person’s circumstances.
- Arranging an interview: To make sure the applicant is comfortable contacting your organisation, train staff to use appropriate terminology when interacting with people with disabilities. You may find the Terminology Tip Sheet beneficial for training staff. If an applicant discloses their disability prior to interview ask them what adjustments they may need. For example, a person who is Deaf or hard of hearing may need an interpreter for the interview.
- Peer Support: Allowing the applicant to bring a third person to the interview may make them feel more comfortable. Always remember to address the applicant directly throughout the interview process, as opposed to speaking to the third party.
- Alternatives: For some people with a disability, an interview may not be the best way to demonstrate their skills. Some may be nervous about interviews, particularly if they have been not volunteered before or have been unemployed for some time. A person with a disability may have the skills to perform the job but may not interview well. If this is the case there are alternatives to consider, including offering the person a trial period to see how suitable they are for the position.
During the interview
Ask the same questions that you would of a person without disability. Ensure the questions are around the inherent requirements or job essentials, for example:
"This position involves preparing sandwiches at lunch. Tell me about a time when you have done this in the past?"
instead of
"Describe your previous catering experience"
The first question helps the applicant to show where or how they have gained their skills and abilities and provide a more direct answer.
What questions can I ask a person about their disablility?
You can ask questions about a disability or injury which relate to:
- If or how their disability may impact on the inherent requirements of a job
- Any adjustments that may be required to complete the inherent requirements of the job
Any other questions about an individual’s disability, including questions how they acquired their disability are inappropriate.
General interview etiquette
- When they come in the office, speak to the applicant in a clear voice. You do not need to speak loudly or exaggerate your words.
- Always put the person, not the disability, first. For example, you would use the term “person with an intellectual disability,” not “intellectually disabled person”.
- Make the applicant feel welcome by making small-talk. If the person is non-verbal, don’t be put off by the silence. Watch for non-verbal cues from the person and other methods of communication.
- You will not offend a person by asking them what they will require to do their job. In fact, it is more offensive to pretend the disability isn’t present and force them to work around it.
- Never pretend to understand if you don’t. Instead, paraphrase what you have understood and allow the person to respond.
The Disability Discrimination Act 1992 does not require you to recruit volunteers who are unable to perform the inherent requirements of a position. If you interview or trial any potential volunteer and they are unable to demonstrate how they can fulfill these essential duties, you have a right to advise the person that this position may not be suitable for them. All volunteers need to feel the organisation is interested in what they can offer as individuals rather then feeling like they are ‘token’ volunteers because they have a disability. Try to suggest another position that may suit their skills, or refer them to their closest Volunteer Resource Centre to provide alternative options for the applicant.