Showcasing Skills During an Interview when Visually Impaired 

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Preparing for a job interview is crucial for all candidates, but there are unique considerations for those who are blind or have low vision. This guide provides practical advice to help blind and low-vision job seekers prepare for interviews. It covers essential strategies such as role-playing, mock interviews, making a strong impression, and demonstrating the ability to perform essential job functions. Applying these tips can boost your confidence, effectively communicate your skills, and give potential employers a clear understanding of your strengths and adaptability. 

Be Prepared 

To thoroughly prepare for a job interview, start by carefully reviewing the job posting. Familiarize yourself with the duties and requirements. You will better understand the specific experience and skills you must demonstrate.  

Practicing through a role-play or mock interview can help refine your responses and boost your confidence. For a more formal approach, try a mock interview where you dress as if it’s the real interview and bring printed copies of your resume along with any assistive technology you may need.  

Going through the full mock interview process with a trusted individual can provide valuable feedback on everything from your attire to the clarity of your answers, preparing you to make a strong impression on the actual hiring manager when you get to the real interview. 

Arrange a Role-Play or Mock Interview 

Provide your role-play or mock interviewer with as much information as possible about the job you’re interested in, and answer any questions they may have before beginning. 

Once the interview is over, ask for specific feedback on areas needing improvement. Here are some helpful questions to consider: 

• Was my eye contact appropriate? Eye contact can sometimes be challenging for people who are blind or have low vision, so ask for feedback to help improve in this area. 

• Was my explanation of my assistive technology clear? In an actual interview, the interviewer may have limited knowledge about assistive technology, so be sure your description is easy to understand. 

• Did I give clear descriptions of my skills? It can be hard to credit oneself fully when describing strengths; ensure you are not under-promoting your abilities. 

Was I visible on camera? If you were not fully visible, ask why. Did you need more or less lighting? Who helped you confirm that you were in the frame, and how? Did you use your screen reader’s AI, or did a friend assist you? Consider an alternate method for verifying your setup for best results if necessary. 

The Importance of Feedback 

Whether you choose a role-play or mock interview, request feedback on your performance and stay open to suggestions, as they may prove helpful during the interview. 

Consider asking specific questions, such as: 

• Did my voice sound calm, or did I seem nervous? 

• Was my speech clear and concise? 

• Did I have trouble recalling my words? 

• Did my body language and tone of voice convey confidence? These factors can greatly enhance how you come across to a hiring manager. 

Writing out these feedback questions can help you gather detailed input on different aspects of your practice interview. 

After rehearsing through role-plays, mock interviews, and real interview experiences, consider what else you can do to prepare—before, during, and after the interview—to present yourself as the capable, dedicated professional you are. 

Technology Use During the Interview 

When interviewing as a blind or low-vision individual, you may need to take notes or refer to prepared questions. This could mean bringing along assistive technology, such as a screen reader, braille display, or tablet for magnifying text. Mentioning how these devices support your work can be a great way to demonstrate your capabilities, especially if the interviewer has limited familiarity with assistive technology. 

If you plan to discuss a problem you solved using technology, consider whether you’ll need to explain any specific adaptations. Think through how to phrase this best, as most hiring managers may not know how blind or low-vision individuals perform their jobs or navigate daily life. Some may even picture blindness or low vision in terms of an adult with recent vision loss who is new to adapting, so sharing your experience can broaden their perspective. 

Acknowledging Blindness or Vision Loss During an Interview 

Whether you are interviewing virtually or in person, you may find it helpful to disclose your visual impairment. 

In a virtual interview, for example, your computer’s speech output might be audible in the background, your eyes may appear closed, or you might sit closer to your monitor to read on-screen text more easily. If you’re using a braille display, the interviewer may notice subtle movements of your hands as you read, which could prompt questions. 

To address this, briefly demonstrate how you use these tools, keeping your explanation short and focused. Avoid going into too much detail about the technology’s full functionality—give a quick example and then move on with the interview. 

Considerations When Having to Navigate in Unknown Areas 

Before your interview, consider how your visual impairment may impact your orientation and mobility in an unfamiliar setting. Also, you will likely be nervous on the day of the interview. Think through the following questions: 

• Can you follow someone without them speaking to you? 

• How do lighting changes affect you? Will dim or bright lighting impact your vision? 

• Will you need to ask for assistance in locating a chair? 

• Will you request to use a human guide to follow someone? 

• If the interviewer is seated in front of a bright window, will the light make it difficult for you to focus? 

• Are you comfortable navigating steps? If you use a cane, will you need a free hand to grasp a railing, and how will you carry your assistive tech? 

There are no right or wrong answers to these questions—just personal preferences. Here are a few examples of how you might advocate for what you need: 

• “May I take your elbow to follow you? I’d like to use human guide assistance so I can focus on our conversation in this unfamiliar setting.” 

• “Would it be okay if I walk ahead, and you let me know when to turn left or right? I’ll communicate this to my guide dog.” 

• “I’m using my video magnifier to help me read any near or distant items during the interview.” 

Thinking through these details in advance can help you feel more prepared and allow the interview to flow smoothly. 

Focusing on Strengths 

During your interview, it’s essential to highlight your strengths as an employee. Here are some examples: 

• “I’m a strong team player. I believe in helping others and am always willing to ask for assistance when needed.” 

• “I’m adaptable and accustomed to planning ahead. For instance, I often arrive early since the bus from my apartment complex runs every 15 minutes.” 

• “I’m skilled at problem-solving. For example, I’m proficient with two different screen readers, so I can switch between them to ensure I have the best tool for the task at hand.” 

Dress Appropriately and Be Well Groomed 

Dressing appropriately for an interview can be the difference between advancing as a candidate or being overlooked. Research the organization to learn about its dress code; if you’re unsure, it’s always best to lean toward a more formal, professional style. 

A well-groomed appearance shows the hiring manager that you care about presentation and professionalism. Wear clean, wrinkle-free, properly fitted clothing—avoid anything too tight or overly loose. 

Some might assume that a blind person wearing mismatched shoes simply couldn’t see the difference, while others might excuse it, as they would for a sighted person, or think it happened in a rush. Either way, being mindful of such details can make a positive impression. 

If you wear makeup, aim for a well-balanced look, as too much can be distracting. It’s helpful to get feedback from trusted individuals before your interview. 

For visible piercings or tattoos, consider removing or covering them, depending on the company’s culture, which you may want to research in advance. 

Lastly, if you use a guide dog, ensure they are well-groomed and can sit quietly during the interview. An interview is not the time to allow others to pet or feed your guide dog. 

Write a Thank-You Letter 

Sending thank-you notes after an interview shows your appreciation and attention to detail. Use the same paper for your thank-you notes as you did for your resume, and send notes to everyone you interacted with during the interview process. Aim to send your notes within 48 hours. 

This gesture demonstrates proper etiquette, writing skills, and follow-through, showing that you value the time and effort the hiring team invested in meeting with you. 

Consider also sending thank-you notes to those who assisted in your mock interviews or role-plays, and ask for feedback on your note to refine your approach. 

Follow-up After the Thank-You Note  

Following up with a potential employer shows your continued interest in the position. Be proactive in staying engaged, but be careful not to appear overly eager or desperate. 

Follow-Up Standards 

• Unless otherwise instructed during the interview, it’s standard to wait three days after the final interview before following up with the employer regarding the hiring decision. 

• In a larger organization, contact the human resources or personnel department. 

• In a smaller organization, contact the person who has been your primary point of contact. 

• Always be polite and gracious when speaking with anyone at the organization, as you never know how your interaction might be described once the conversation is over. 

This article is based on the APH ConnectCenter Job Seeker’s Toolkit, a free, self-paced, comprehensive, and accessible guide to the employment process. Enrolling in the Job Seeker’s Toolkit will provide further information on this topic. Course four of the Job Seeker’s Toolkit includes information about the interview process.