Human Resources

Human Resources

Interview Accommodations FAQ

What is an interview accommodation?

An accommodation in the interview process can be provided for candidates with disabilities and/or medical conditions. An accommodation is meant to ensure that our recruitment process is barrier free and equitable for all individuals. In addition, proper accommodations allow Human Resource Services the opportunity to fairly and accurately assess the qualification of job candidates.

What should I expect from the interview process?

The job interview may be conducted virtually or in person. The interview confirmation email you receive from HR will provide details as to where the interview will be conducted, at what time, as well as the panel members you will be meeting. For certain positions, you may be required to do a written assessment, test, demonstration or presentation as part of your interview. Additional information regarding these requirements will be in your interview confirmation email and you will be given advanced notice to prepare.

What are samples of interview accommodations?

  • Requesting an interview location that is accessible via elevator or main floor access For example: A candidate with knee issues may need an interview location that does not require the use of stairs.
  • Requesting that the interview room be located close to an accessible parking area and/or washroom. For example: A candidate who walks with the aid of a cane may need a parking spot that is close to the interview room so they do not have to walk more than 50 metres.
  • Requesting copies of printed documents in larger text, specialized font or alternate formats. For example: A candidate with impaired vision may require documents to be printed in a 20 font instead of a 12 font so they are easier to read.
  • Requesting an advanced copy of the interview questions (applicable for in person interviews. A copy is provided to candidates 30 minutes prior to the interview). For example: A neurodiverse candidate may request to have the questions in advance of the interview to make sure they understand the questions and be better prepared.
  • Requesting alternate wording for interview questions by advising the interview panel of varying communication styles and needs. For example: A candidate with autism may request to have the interview questions in an alternate wording format, which avoids ambiguity or provides examples so they can answer the question more fully.
  • Advising the interview panel to speak louder. For example: A candidate with an auditory processing disorder may need the interview panel to speak loudly and clearly so that they can understand the questions.
  • Requesting adjusted seating. For example: A candidate with impaired hearing may ask the interview panel to sit facing the candidate, with their eyes forward so the candidate can read the panel’s lips and understand the questions that are being asked.
  • Requesting an ASL interpreter and/or an alternate mode of communication. For example: A candidate with impaired hearing may use American sign language (ASL) to communicate and can ask for an ASL interpreter during the interview to interpret the panel’s interview questions and to relay the candidates responses.
  • Requesting a desktop versus a laptop for written assessments. For example: A candidate with impaired vision may request to use a desktop instead of a laptop, or a laptop with a larger screen because it allows them to view a larger pane of material at a time.
  • Requesting additional time to complete a written assessment. For example: A candidate with dyslexia may request additional time to complete an assessment/test.
  • Requesting a quiet location or noise cancelling headphones for testing/written assessments. For example: A candidate with ADHD (Attention Deficit Hyperactivity Disorder) may request to use a quiet location or noise cancelling headphones so they can better focus on a test/written assignment.
  • Requesting a clock within the interview room and testing rooms. For example: A candidate may request a clock in the interview or test rooms to keep track of how much time they have remaining.
  • Request to have a support person or service animal to accompany the candidate to the interview. For example: A candidate who deals with social anxiety issues may request to have their registered service animal attend the interview with them for emotional support.

Note: This is not an exhaustive list of accommodations. Each individual understands best what accommodation may be required depending on their circumstances.

How can I request an interview accommodation?

If you want more information or require an accommodation, please contact or phone us at 204-632-2319.

Note: We are able to best support you and create a conducive and successful environment for your interview if we are notified of your needs as soon as possible ahead of your interview date. If we do not receive advanced noticed, we may not be able to accommodate your needs last minute and may have to reschedule your interview.

Disclosure of disability and your rights

RRC Polytech will not request medical documentation from interview candidates. In addition, we will not ask questions about a candidate’s disability unless it pertains to the abilities to meet the job requirements.

All information you provide to RRC Polytech will be treated confidentially. RRC Polytech complies with The Manitoba Freedom of Information and Protection of Privacy Act (FIPPA) in respect of its collection, use, disclosure and administration of personal information.