The Hidden Challenges of Video Interviews for Disabled Candidates: Why Inclusivity Matters

Video interviews have become the norm in modern hiring processes, offering convenience and efficiency for both employers and candidates. However, while they may streamline hiring, they can also create significant barriers—especially for candidates with disabilities. A poorly designed video interview process can inadvertently exclude talented individuals simply because the format does not accommodate their needs.

A particularly troubling practice is when only the candidate is required to be on video while the interviewer remains off-camera. This creates an imbalance of power, increases stress, and makes communication difficult, disproportionately impacting disabled candidates.

In this article, we will explore the challenges of video interviews for disabled individuals, examine the specific issues that arise when interviewers do not turn on their cameras, and provide actionable steps to make video interviews more inclusive.

How Video Interviews Hurt Disabled Candidates

Many organizations have embraced video interviews as a convenient way to assess job applicants. However, these interviews can be exclusionary for disabled candidates due to the following challenges:

1. Sensory Impairments and Accessibility Barriers

• Visual Impairments: Candidates who are blind or have low vision may struggle to navigate video conferencing platforms that are not optimized for screen readers or keyboard accessibility. If instructions are given visually without clear descriptions, they may miss essential information.
• Hearing Impairments: Candidates who are deaf or hard of hearing often rely on lip-reading or sign language interpreters. When an interviewer keeps their camera off, lip-reading becomes impossible, severely limiting communication. Additionally, many video platforms do not offer accurate real-time captions, making it difficult for these candidates to follow the conversation.

2. Cognitive and Learning Disabilities

• Processing Delays: Individuals with cognitive disabilities may require extra time to process questions and responses. Video interviews—especially those with time constraints—can add unnecessary pressure, leading to performance anxiety rather than an accurate assessment of skills.
• Overwhelming Visual Distractions: Some candidates with autism, ADHD, or sensory processing disorders may find it difficult to focus on their responses when a video platform introduces self-view, pop-up notifications, or lagging video/audio delays. This can make an already stressful experience even more challenging.

3. Anxiety and Mental Health Considerations

• Increased Stress with One-Way Video Interviews: Pre-recorded, one-way video interviews—where candidates record their answers without real-time interaction—heighten anxiety and reduce engagement. Without facial cues or conversational flow, candidates are left guessing whether they are answering appropriately.
• Power Imbalance When the Interviewer Stays Off-Camera: When a candidate is visible on video, but the interviewer is not, it creates an intimidating, one-sided dynamic. Candidates may feel like they are being judged in an impersonal way rather than having a professional conversation. This setup can be particularly difficult for candidates with social anxiety or PTSD, who rely on visual engagement to feel comfortable in conversations.

Scientific Reasons Why Video-Only Calls Harm Disabled Candidates

Studies in psychology and neuroscience provide insight into why video-only calls—where only one party is visible—negatively impact disabled candidates:

1. Lack of Non-Verbal Cues Disrupts Communication

• Non-verbal cues like facial expressions, nodding, and hand gestures play a critical role in human communication.
• Research from the American Psychological Association (APA) shows that removing these cues can create uncertainty and confusion, particularly for individuals with autism, anxiety disorders, or hearing impairments.

2. Increased Cognitive Load

• A study published in the Journal of Applied Psychology found that when candidates must focus on their own video feed while speaking, their cognitive load increases, leading to poorer performance.
• This effect is exacerbated in candidates with learning disabilities or ADHD, who may already struggle with multitasking.

3. Heightened Anxiety Due to One-Sided Visibility

• A Harvard Business Review report found that people experience higher levels of stress when they feel like they are being observed without being able to observe others in return.
• Candidates with PTSD or social anxiety are particularly affected, as the inability to read their interviewers’ facial expressions can make them feel alienated.

Best Practices for Inclusive Video Interviews

Organizations committed to equity and diversity must take steps to ensure video interviews accommodate all candidates. Here’s how:

1. Interviewers Should Always Turn Their Cameras On

• Keeping the interviewer’s camera on creates a two-way, interactive experience.
• It reduces stress for the candidate, making the conversation feel more natural.
• It aids individuals who rely on lip-reading or facial expressions for effective communication.

2. Offer Real-Time Captioning and Sign Language Interpretation

• Ensure that video conferencing platforms provide live captions.
• Allow candidates to request sign language interpreters or alternative accommodations.

3. Allow Alternative Interview Formats

• Provide phone interviews, chat-based interviews, or in-person options for candidates who may struggle with video calls.
• Let candidates choose the format that best suits their needs.

4. Disable Self-View for Candidates Who Request It

• Many platforms allow users to turn off their own video preview. This can help reduce distractions and performance anxiety, particularly for neurodiverse candidates.

5. Provide Clear Instructions and Extra Time

• Give candidates detailed guidance on the interview format ahead of time.
• Offer extra time for responses to accommodate processing differences.

Conclusion: Building an Inclusive Hiring Process

Video interviews should be a tool for equal opportunity, not a barrier. Employers must recognize that poorly designed interview practices can exclude talented candidates with disabilities.

By ensuring both parties are on video, incorporating accessibility tools, and offering flexible formats, organizations can create a hiring process that is truly inclusive. After all, the goal of an interview is to assess a candidate’s skills—not their ability to navigate a stressful, one-sided video call.