Interviewing Scheduling Etiquette
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Some interviewees with visual or mobility impairments will phone in prior to the appointment date, specifically for travel information. The scheduler should be very familiar with the travel path in order to provide interviewees with detailed information.
 Make sure the place where you plan to conduct the interview is accessible by checking the following:
- Are there handicap parking spaces available and nearby?
- Is there a ramp or step-free entrance?
- Are there accessible restrooms?
- If the interview is not on the first floor, does the building have an elevator?
- Are there any water fountains and telephones at the proper height for a person in a wheelchair to use?
- If an interview site is inaccessible (e.g., steps without a ramp or a building without an elevator), inform the person about the barrier prior to the interview and offer to make arrangements for an alternative interview site.
When scheduling interviews for persons with disabilities, consider their needs ahead of time:
- When giving directions to a person in a wheelchair, consider distance, weather conditions and physical obstacles such as stairs, curbs and steep hills.
- Use specifics such as left a hundred feet or right two yards when directing a person with a visual impairment.
- Be considerate of the additional travel time that may be required by a person with a disability.
Familiarize the interviewee in advance with the names of all persons he or she will be meeting during the visit. This courtesy allows persons with disabilities to be aware of the names and faces that will be met.
People with disabilities use a variety of transportation services when traveling to and from work. When scheduling an interview, be aware that the person may be required to make a reservation 24 hours in advance, plus travel time. Provide the interviewee with an estimated time to schedule the return trip when arranging the interview appointment.
Expect the same measure of punctuality and performance from people with disabilities that is required of every potential or actual employee.
People with disabilities expect equal treatment, not special treatment.
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