Frequently Asked Questions

If a Deaf candidate uses British Sign Language (BSL) as their preferred language, providing a qualified BSL interpreter may be considered a reasonable adjustment under the Equality Act 2010. Employers should discuss communication requirements with candidates in advance to ensure the interview is accessible and allows them to demonstrate their skills and experience fairly.

Yes. You can share them as an accessibility adjustment when it helps the candidate participate fully. It’s often the simplest way to make the interview fair and comfortable.

Reasonable adjustments are changes that help remove barriers for disabled candidates during the recruitment process. For Deaf candidates, these adjustments may include providing a BSL interpreter, sharing interview questions in advance, supplying written information before the interview, allowing additional processing time where appropriate, or adapting communication methods to meet individual needs.

Employers can make interviews more accessible by providing interview information in advance, using clear and direct language, arranging qualified communication professionals where required, sharing details about interview formats and assessments, and ensuring all candidates have an equal opportunity to demonstrate their abilities.

Yes. Access to Work offers Communication Support at Interview (CSI) funding to help Deaf and disabled people attend job interviews. This can include BSL interpreters, lipspeakers, note takers, speech-to-text support, and other communication professionals. The support must be arranged before the interview takes place, and the funding does not need to be repaid.

Sharing questions in advance helps you prepare and follow the conversation more easily. It removes unnecessary barriers, especially when you’re using BSL, lipreading, or another support.

No. It helps level the playing field. You’re making the interview accessible, not easier, so candidates can show their skills fairly.

Where possible, employers should provide interview questions or themes, details of the interview format, information about any tasks or assessments, the job description, and the names and roles of interviewers. This information helps candidates and communication professionals prepare effectively.

No. The role of a BSL interpreter is to facilitate communication accurately and impartially. Interpreters cannot change interview questions, add context that has not been provided, or alter the recruitment process. Accessibility should be built into the interview itself through appropriate preparation and reasonable adjustments.

Accessible recruitment helps employers attract a wider talent pool, demonstrate their commitment to equality and inclusion, improve candidate experience, and ensure recruitment decisions are based on skills and potential rather than avoidable communication barriers.