Job interviews can be an intimidating experience for anyone.
But as an essential part of the hiring process, every candidate has the right to be able to access the process at an equal level.
For some individuals, including Deaf people, this might mean requesting some reasonable adjustments to the process.
Asking for these adjustments isn’t asking for a favour. It’s a right under the Equality Act 2010.
Here, we take a look at what those reasonable adjustments might entail, so you can feel confident asking for these from a potential employer or offering them to a potential employee.
Equal access at all stages of recruitment
All employers are legally obliged to make reasonable adjustments for their employees and provide equal access to all candidates throughout the recruitment process, including the interview stages.
These should be put in place with the intention of removing barriers to a candidate who may be disadvantaged or excluded from any part of the process. Candidates should be held to an equal standard, no matter their requirements.
For Deaf candidates, the most common forms of interview support are likely to be:
- BSL interpreters
- Speech-to-text reporters or note takers
- Hearing loop systems
- Conducting the interview away from background noise
Requests for adjustments
Asking for adjustments should not affect the employer’s judgement of a candidate’s suitability for the role. As an employer, it’s important that you communicate with the candidate prior to the interview to find out what they need. The nature of the adjustments will differ depending on the needs of the individual.
As a candidate, you may wish to take some time to consider which communication methods work best for you and would make you feel most at ease throughout the process.
It’s best to hold the discussion as soon as the interview is offered, so there’s plenty of time to make arrangements, especially if you’re likely to require the services of interpreters who will need to be booked in advance.
The most effective requests will be clear and specific, stating the candidate’s needs and how they can be addressed through reasonable adjustment.
Requests are best sent to the contact who offered the interview, often a hiring manager or member of the HR team, and it’s usually best practice to submit this in a writing, so there’s a documented record of the request.
Access to Work support
Sometimes the adjustments may require some financial investment, for example, the use of a BSL interpreter. In this case, employers and employees can apply for Access to Work grants to provide funding for this provision. It may also be possible to cover travel to the interview if this is a problem for a Deaf candidate.
Applications can be made online or by phone. We recommend that you make the application as soon as the interview is confirmed, to maximise the time available for it to be processed.
Employers are legally required to agree to requests for reasonable adjustments and can’t refuse them based on cost or inconvenience. If, as an employer, you feel unable to offer a particular adjustment, you should contact the candidate to discuss this and work towards an appropriate solution.
Conducting the interview
If you’ve booked a BSL interpreter for the interview, it’s essential to remember that they are there only to provide interpretation, not to participate in the interview. You should address all questions to the candidate, and the candidate should address the interviewer, not the interpreter.
It may be necessary to allow additional time for an interview where interpretation is required, and it’s beneficial to conduct the interview in a space which is free of background noise.
If something isn’t right for either party, it’s important to say so.
While, as a candidate, it can feel like you’re being demanding in asking things, ultimately it shows that you can communicate effectively and professionally when you do so.
Common misconceptions
As we mentioned earlier in this article, employers are legally obliged to consider and action all requests for reasonable adjustments for job interviews. Here are some common misconceptions you may hear, and how to overcome them:
Asking for adjustments will hurt my chances
To make a judgement based on this would be an act of discrimination. Deaf candidates should be considered, by law, by the same standards as any other candidate, so the decision to hire should never be impacted by the need for adjustments to the process.
Employers can’t afford interpreters
The Access to Work scheme should cover the associated costs and finance should never be a reason not to hire someone.
It’s too complicated to get what I need
The process of applying for Access to Work funding is relatively straightforward, and many employers may already be equipped to do so. It’s a legal responsibility of the employer to accommodate Deaf candidates at interview. Receiving these accommodations is a right, not an inconvenience.
I’ll look less capable if I ask for support
Requesting adjustments isn’t a sign of weakness. It’s about ensuring a fair and equal process. The purpose of an interview is to assess your skills, experience and suitability for the role, not how well you can navigate unnecessary communication barriers. Asking for support demonstrates self-awareness and professionalism.
Employers don’t have to provide adjustments at interview stage
The Equality Act 2010 makes it clear that reasonable adjustments apply throughout the recruitment process, not just after someone is hired. All employers have a legal duty to ensure Deaf candidates can access and participate fully in interviews. This responsibility begins the moment a candidate applies, not once they’re in the job.
How can Sign Solutions help?
If you’re an employer looking for more information about accommodating the needs of Deaf candidates throughout the recruitment process, Sign Solutions can help assess your needs and guide you through the process. We can also help you find a BSL interpreter for the interview.
And for Deaf candidates, we can make the process of requesting adjustments and applying for Access to Work support even easier by explaining your options, helping you complete the forms and advising on the right communication support for the interview and the role you’ve applied for.
You can contact us at any time, via phone, email, WhatsApp, or BSL video.
