Hiring youth with disabilities is an opportunity to build a more inclusive, diverse, and talented workforce. Evaluate applications and conduct interviews in a fair and unbiased way.

Screening and interviewing candidates

Hiring youth with disabilities at COCO Cafe.

Why this matters

“

People just straight up don’t want to hire you due to your disability. They just won’t consider you as a candidate.”

Employment Strategy for Youth with Disabilities Youth Survey respondent

By fostering an accessible and fair hiring process, employers can ensure that candidates don’t feel overlooked. Inclusive hiring practices don’t just benefit job seekers—they help create diverse workplaces and ensure you find the right person for the job.

Screening and reviewing applications

A fair and unbiased screening process ensures that all applicants are assessed based on the necessary skills, experience, and qualifications. Use these practices to foster a hiring approach that prioritizes talent and minimizes assumptions.

Respect and confidentiality

Treat all applicants with respect and maintain confidentiality regarding their disability status.

Focus on qualifications

Evaluate applicants based on their skills, experience, and qualifications.

Do not let their disability influence your assessment of their ability to perform the job.

Interactive process

If an applicant discloses a disability and requests accommodations, engage in an interactive process to determine reasonable accommodations.

Use open and clear communication to understand the applicant’s needs and how you can meet them.

Consistent standards

Ensure that the hiring process is fair and unbiased.

Apply the same standards and criteria to all applicants, regardless of whether they have a disability.

Training for staff

Train your hiring staff on disability awareness and the importance of inclusivity to create a more welcoming environment for all applicants.
Lead Culture Change course from Accessible Employers
Create an Accessible Workplace course from Accessible Employers

Feedback and improvement

Seek feedback from applicants about their experience with your application process.
Create a short survey with the suggested questions below.
Use the feedback to make continuous improvements.

⚒️ Template

How to ask for feedback

Email: Send a follow-up email with a link to the survey.
Phone call: Offer to conduct the survey over the phone for those who prefer or need verbal communication.
Text message: Send a text message with a link to the survey for easy access.
In-person: If applicable, ask the questions in person during an interview or meeting.

Feedback questions

How easy was it to submit your application?

Were the job descriptions clear and detailed?

How would you rate the communication during the application process?

Did you receive timely responses to your inquiries?

How satisfied are you with the overall application process?

Do you have any suggestions for improvement?

Woman smiling and writing in a notebook at a desk with a laptop and colorful pens.

Interviewing

A well-structured interview process allows all candidates to showcase their skills and experience effectively. Use these practices to help provide clear information and ensure accessibility, creating an equitable experience that sets candidates up for success.

During the interview

Interviews should focus on a candidate’s skills and abilities and provide an environment where they feel comfortable. Use these practices to conduct effective interviews that bring out the best in every candidate.

Focus on abilities

Emphasize the candidate’s skills, experience, and qualifications rather than limitations.

Ask job-related questions

Concentrate on questions that relate to the job’s functions and how the candidate can fulfill them.

Communicate clearly

Ask short questions using plain language.
If a candidate does not understand the question, rephrase it so they have a fair chance to answer.
Consider providing questions in both verbal and written formats.

Avoid assumptions

Do not make assumptions about the candidate’s abilities or limitations based on their disability.

Respect and comfort

Create a welcoming and respectful environment for the candidate.
Allow plenty of time to respond to questions and reassure them that they can take a moment to think before answering if needed.

⚒️ Template

Interview checklist

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Welcome the candidate and introduce the panel.

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Ask the candidate if they have everything they need.

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Remind them that this is a conversation to get to know them better and that they will have the opportunity to ask questions at the end.

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Provide a printed version of the questions or post the questions in the chat if conducting the interview online.

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Encourage the candidate to take their time to read the questions and reflect before answering.

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Remind candidates that they can take notes if they wish.

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Ask candidates if they have any questions.

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Thank the candidate for their time and state the next steps and expected timeline.

More resources

Creating accessible application and interview practices is a great place to start, but building an inclusive hiring process goes even further. These resources provide additional learning and support to navigate the employment journey.

Further learning

For more information on inclusive hiring, explore the CanWork BC youth tool Employment Essentials workbook (PDF 3.6 MB). This resource can serve as a reference for further learning or be shared with youth to help them confidently navigate the hiring process.

Employment support for youth

Want to support youth with disabilities in their employment journey? Share our CanWork BC youth tool, an interactive platform designed to help youth with disabilities navigate employment with confidence. This resource empowers youth with disabilities by providing self-guided information, activities, and support.

Before the interview

Preparation is key to an accessible interview process. Use these steps to help ensure candidates feel supported and can fully engage in the interview.

Ensure accessibility

Make sure your application forms, employment offices, and interview locations are accessible to individuals with various disabilities.
Offer a virtual interview when possible.

Provide accommodations

Be willing to make reasonable accommodations, such as providing an interpreter for someone who is deaf or assistance with forms for someone who is blind.

Check out our section on understanding workplace accommodations.

Give information ahead of time

Let applicants know if they will need to take a test or perform specific tasks during the interview so they can request necessary accommodations.

Share interview questions

Consider the responsibilities of the job you’re hiring for. Does the role require on-the-spot decision-making? If not, provide the interview questions beforehand to allow candidates to prepare thoughtful responses and showcase their skills more effectively.
While opinions vary on providing interview questions in advance, research suggests that doing so leads to a more successful and positive interview experience for both employers and candidates.

⚒️ Template

Pre-interview checklist

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Offer a virtual interview if possible.

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For in-person interviews, provide a map and clear instructions for how to find the location.

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Email the candidate with a list of all the people on the interview panel.

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Ask the candidate if they require any accommodations.

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Respond to the candidate confirming accommodations will be in place.

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If applicable, send the candidate the task with clear instructions to complete, how to submit and a reasonable deadline.

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Send the candidate the questions. If you are only sending a sub-section of the questions, clearly state that there will be additional questions in the interview.

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Ask the candidate to confirm that they have received all the information and whether they have any questions.

Disclaimer

The content above is not a substitute for professional legal advice. Please refer to the included links or consult official legislation and resources for current and accurate information.

This resource is intended to help employers understand their rights and responsibilities when hiring youth with disabilities. It provides information on key concepts and directs users to relevant resources.

Tips to remember

Creating an inclusive interview experience involves being considerate and adaptable. Use these general tips to offer a welcoming environment and help ensure a positive interview overall experience.

Ask different types of questions

Competency-based questions allow candidates to draw on past experience, with specific examples.

Scenario-based questions can help candidates who don’t have as much work experience.

💡 Examples

“Tell me about a time when you had to...”
“Imagine [job-related scenario]...Describe what steps you would take to complete the task.”

Many accommodations cost nothing, and those that do typically cost less than $500.

Avoid negative language

Avoid using negative language or assuming that disabilities create burdens.

💡 Example

Use Person-First Language

Focusing on the person, not the disability shows respect (e.g., "person with a disability" instead of "disabled person").

Many accommodations cost nothing, and those that do typically cost less than $500.

Ask before assisting

Always ask before offering assistance to ensure it is needed and welcomed.

💡 Examples

Offer help politely: Ask, "Would you like any assistance?" instead of assuming help is needed.

Respect autonomy: If assistance is declined, respect the person's decision.

Be specific: If offering help, be clear about what kind of assistance you can provide.

Listen and respond: Pay attention to the person's response and follow their instructions if they accept your help.

Many accommodations cost nothing, and those that do typically cost less than $500.