Interviewing Inclusively: How to Ensure Deaf Candidates Feel Valued

Hiring today is more competitive than ever, and employers are under pressure to stand out – not just to customers, but to candidates too.

One powerful way to do that is by ensuring every applicant feels respected and supported throughout the hiring process. That’s especially true for Deaf and hard-of-hearing (D/HH) candidates, who bring valuable skills but often face unnecessary barriers during interviews.

However, by taking simple, proactive steps to make interviews accessible, employers not only open the door to a wider pool of talent but also improve the overall experience for all candidates.

Why this Matters for Your Hiring Goals

• The D/HH talent pool is large and often overlooked – roughly 15% of U.S. adults (37.5 million) report some trouble hearing, and 6.2% of U.S. adults are deaf or have serious difficulty hearing. If your interview process isn’t inclusive, you will be leaving qualified candidates on the table.
• Employment gaps are real, so inclusive employers win – overall, people with disabilities have a much lower employment-population ratio (22.7% in 2024) than those without disabilities (65.5%). Organizations that remove barriers can tap into under-recruited talent faster than competitors.
• Accommodations are affordable – US Department of Labor data shows nearly half of workplace accommodations cost $0, and when there is a one-time cost, the median is about $300 – a tiny investment compared to the value of a great hire.

Every barrier an employer removes for a D/HH candidate usually improves the experience for all candidates. This translates to clearer agendas, structured questions, and better technology, which is process hygiene you will feel across every hire, not just those who are hard of hearing. So, what accommodations should employers be making in their interview processes?

A Simple, Inclusive Interview Playbook

1) Signal inclusion early

• Add a plain-English accommodations line to job postings and scheduling emails:
  “If you need an accommodation (e.g., ASL interpreter, CART captioning, or extra time), tell us, we are happy to help.”
• Include an accommodations request link or recruiter email to reduce friction.
  This both complies with ADA expectations and increases candidate trust.

2) Offer options, don’t wait to be asked

When you send interview invites, proactively list choices: ASL interpreter, CART/live captions, text-based chat during virtual interviews, or written copies of any timed exercises. Making options visible reduces the burden on candidates to disclose.

3) For virtual interviews, turn on captions by default

Major platforms support live captions/transcripts. Train coordinators to enable them as a standard step; it’s a universal design win and helps all candidates follow complex questions.

4) For onsite interviews, plan the logistics

• Book a quiet, well-lit room with minimal background noise and clear sightlines.
• If using ASL interpretation, schedule a certified interpreter and build in a quick pre-brief with interviewers (e.g., speak in first person, pause for interpretation, don’t say “tell them…”).
• Provide written agendas and names/titles of interviewers in advance.
  These are standard reasonable accommodations for interviews.

5) Use structured, skill-based questions

Structured interviews reduce bias and improve signal. Pair questions with clear criteria and allow additional response time if interpretation or captioning is used.

6) Mind the “can we ask…?” boundary

Pre-offer, don’t ask about disability or medical details. Do ask if the candidate needs any change to the process or job to perform essential functions; you can also ask candidates to describe or demonstrate how they would perform a task.

7) Close the loop inclusively

Share written next steps and timelines. If there’s an assessment, provide instructions in writing and ensure captioning or interpretation is available for any live component. These small moves improve fairness and candidate experience for everyone.

And whilst this is a great tool for inclusion, revamping the interview process to be more inclusive also reaps many business benefits too, such as stronger talent pipelines (as hearing disabilities are the most likely disability group to be employed) and reduced risk of miscommunication because of use of captioning and crystal-clear agendas.

Inclusive interviewing isn’t a detour, it’s the fastest route to better hiring. With a few accessible defaults and a clear playbook, employers can create a candidate experience that makes deaf and hard-of-hearing professionals feel genuinely valued. If you would like to discuss how we can help ensure your interview process is accommodating for D/HH individuals, please get in touch with us today!