A hiring process is often a Deaf candidate’s first real interaction with your company culture. How well you handle interpreting throughout that process says a lot — and getting it right isn’t complicated, but it does take planning.
Start Before the Interview Is Scheduled
If a candidate requests an interpreter as part of the application or scheduling process, treat it as a standard part of interview logistics, not a special exception requiring extra approval steps. Under the ADA, providing an interpreter for the interview process is generally considered a required reasonable accommodation, not optional.
Booking the Right Interpreter
For most interviews, a general business interpreter is a good fit. For highly technical roles — engineering, healthcare, legal — consider an interpreter with relevant subject-matter familiarity, similar to how you’d think about interpreter specialization in other settings. Our post on choosing the right interpreting agency covers what to look for.
On-Site vs. Video for Interviews
For an initial phone-style screening, video remote interpreting works well and can be arranged quickly. For in-person final-round interviews, panel interviews, or working interviews/skills assessments, on-site interpreting generally provides a smoother, more natural experience for both the candidate and the interview panel.
Preparing Your Interview Panel
A few small habits make a big difference:
- Brief the panel beforehand that an interpreter will be present and how the flow will work
- Remind panelists to speak directly to the candidate, not the interpreter
- Avoid multiple people talking over each other — harder to interpret and harder for the candidate to follow
- Allow slightly more time than a typical interview slot, since interpretation adds a small amount of natural pacing
Evaluating the Candidate Fairly
It’s worth a reminder within your interview team: evaluate the candidate’s answers and qualifications, not their speech or communication style relative to hearing candidates. An interpreter’s presence shouldn’t factor into how a candidate is assessed — the content of their answers is what matters.
Beyond the Interview: Onboarding and Beyond
If the candidate is hired, interpreting needs don’t end at the offer letter. Onboarding sessions, initial trainings, and team introductions all benefit from the same interpreter support — this is also a good moment to ask the new employee directly about their ongoing communication preferences, echoing the approach we discussed in our post on Deaf awareness in the workplace.
A Strong First Impression
A smooth, well-planned interpreting experience during hiring signals to Deaf candidates — and to your broader talent pool — that your company takes accessibility seriously from day one.
Hiring in Los Angeles, San Diego, Sacramento, or another city we serve? Contact our team to set up interpreter support for your next round of interviews.