• When setting up the interview, ask the candidate how they will prefer to communicate during the interview.
• Inform the receptionist that you are expecting a deaf or hard-of-hearing candidate.
• Find a location with good lighting.
• Have a written itinerary and company literature available.
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• Make sure your internet connection is working properly and you are able to join the career fair link
• Find a quiet spot with no distractions to sit during the event and make sure you have a plain background behind you.
• Test your camera to make sure it is working properly and that there is good lighting.
• Use good posture when sitting or standing during the event.
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​​Provide a written copy of the interview questions.

• Speak clearly and slowly.
• Use gestures and facial expressions.
• Maintain eye contact by looking directly at the person.
• Encourage the deaf or hard-of-hearing individual to let you know if your communication is unclear.
• Rephrase things if necessary.
• Ask open-ended questions.
• Use paper and pencil if necessary.
• Ask the candidate to demonstrate his or her skills during the interview by operating a piece of equipment or software application, etc.
• Resist putting your hands on or near your mouth as you speak.
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​​Position the interpreter next to the interviewer so the candidate can easily see both individuals.

• Clarify whether the candidate will speak for themselves, or whether the interpreter will voice what the candidate signs.
• Make eye contact with the candidate.
• Address your questions directly to the candidate, not the interpreter.
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Deaf and hard-of-hearing people can use the phone through a variety of technologies. These technologies are available to you at no cost and are easy to use. All you need is your phone, mobile device, or teleconference capability.

We recommend that you first email the candidate to schedule a time for the phone interview. You may want to consider letting the applicant call you for the actual interview so they can select the telecommunications technology that works best for them. In this way your interview experience will go as smoothly as possible.

For questions, contact us.

Consider these strategies to help create mutually beneficial work relationships between deaf and hearing employees.

Pre-Employment

• Ensure upper-level management support.
• Clarify job requirements and job descriptions.
• Provide organizational literature for review before the interview.
• Provide a written itinerary if more than one person is interviewing.
• Inform your receptionist or secretary that you are expecting a deaf applicant.
• Prepare co-workers by reviewing communication strategies.
• Discuss with managers and supervisors the best ways to facilitate integration.
• Ask deaf employees about their communication preferences (sign or voicing).
• Retain an interpreter, if necessary.

New Employee Orientation

• Provide name tags, including job titles, for everyone.
• Hire an interpreter for the first day, if necessary.
• Provide an organizational chart.
• Give deaf or hard-of-hearing employees information to read before the benefits meeting.
• Use captioned films or videotapes, if available, that explain benefits, or refer new hires to your company's appropriate web page.

On the Job

• Ask the person how to get his or her attention (tapping shoulder, waving).
• Use visual signaling equipment for incoming calls.
• Use hands-on demonstrations to assist in training.
• Allow extra time for communication when training.
• Provide an outline of the training session.
• Assign a mentor to work directly with deaf or hard-of-hearing employees during the training period.
• Share informal information.
• Be sure to include deaf or hard-of-hearing employees in conversations, work break activities and social events.
• Use a buddy system to alert deaf or hard-of-hearing employees to emergency situations.
• Install flashing lights to work in conjunction with auditory alarms.
• Review safety procedures, including exits and alarms.
• Use texting, e-mail or pager to contact deaf or hard-of-hearing employees in the event of an emergency.
• Notify security if deaf or hard-of-hearing employees are alone in work areas.
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• Ask deaf or hard-of-hearing employees how they prefer to communicate (e-mail, instant messaging, speechreading, writing, demonstration, etc.).
• Maintain eye contact.
• Clearly explain the topic of the conversation and do so again when the topic changes.
• Encourage deaf or hard-of-hearing employees to ask questions if communication is unclear.
• Make sure that you ask questions if communication is unclear.
• Be prepared to repeat and rephrase information.
• Have pencil and paper available and use them if necessary.
• Ask deaf or hard-of-hearing employees to review key points of the conversation to ensure understanding.
• Reduce environmental distractions, such as background noise and movement.
• Position yourself in appropriate lighting so that your speaking and/or signs can be seen.
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Before You Start:

• Consider the layout of the room (i.e. circular seating) in order to provide good communication.
• Install assistive listening systems.
• Hold meetings in a quiet, well-lit room.

During The Meeting

• Ask deaf or hard-of-hearing employees if they prefer an interpreter.
• Let deaf employees determine the best seating arrangement to see the speaker and interpreter.
• Assign a person to inform deaf or hard-of-hearing employees of important announcements.
• Point to the person who is speaking.
• Watch for signals that deaf or hard-of-hearing employees wish to contribute.
• Ensure that one person speaks at a time.
• Do not pace while giving a presentation.
• Speak clearly and slowly.
• Do not talk with your back to the audience while writing on a blackboard.

After The Meeting

• Have minutes or notes taken for future reference.
• Review critical issues introduced in a meeting to ensure understanding.

Equipment

• Incorporate visual aids, demonstrations, flip charts, written agendas, and handouts in presentations. To learn about accommodations, click here.
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Use https://www.rit.edu/ntid/nccc/employers#working-with-a-deaf-employee as an example

Communicating with deaf or hard-of-hearing employees is easier than you might think.  When meeting deaf or hard-of-hearing individuals for the first time, it is acceptable to ask them how they prefer to communicate with you.  In this era of electronic devices, you could communicate via computer, iPad, iPhone, or other device where information can be entered and shared. For more information about communicating with an employee or interviewee who is deaf or hard of hearing, see Communication Strategies, and Group Situations and Meetings.

(use https://www.rit.edu/ntid/nccc/employers#communications-accommodations for examples on equipments and interpreters that you use in your area)