Job Interview Preparation and Techniques for Young People with Disabilities

Job interviews can be nerve-racking for anyone, but as a young person with a disability you might face extra challenges. It’s normal to worry about how an interviewer will perceive your abilities, or to feel an added layer of anxiety on top of the usual pre-interview. The good news is that with thorough preparation and the right techniques, you can build confidence and showcase your strengths. At Next Gen Youth Employment, we understand these challenges and we’re here to help. This guide provides practical interview tips for disabled youth – from practising common questions and managing anxiety, to knowing when to discuss your disability or accommodations, and communicating confidently. With preparation and support (including coaching from Next Gen’s team), you can approach your job interviews with less fear and more confidence.

Overcoming Interview Anxiety and Building Confidence

It’s completely natural to feel nervous before an interview, especially if it’s your first time. Many young people with disabilities worry about whether employers will focus on their disability rather than their talents. Remember that you have plenty to offer, and the goal of the interview is to let your skills and personality shine. One of the best remedies for anxiety is preparation. The more you prepare, the more your confidence will grow, and the less nervous you’ll feel on the day. Even a bit of practice each day – say, 15–20 minutes – can make a big difference in calming your nerves and improving your interview performance.

If you’re experiencing pre-interview anxiety, try some relaxation techniques as part of your preparation. This could include deep breathing exercises, positive visualization (imagine the interview going well), or doing a quick mindfulness exercise before you go in. Being early to the interview can also help reduce stress – rushing at the last minute will only add to your anxiety, so plan to arrive with time to spare. Keep in mind that interviewers are humans too; most understand that candidates may be nervous. It’s okay to pause and collect your thoughts during the interview, or to ask for a question to be repeated if you didn’t catch it. Showing that you’re thoughtful can be better than rushing out an answer.

Next Gen tip: Don’t underestimate the value of a mock interview. Practising a simulated interview with a trusted person or a Next Gen Youth Employment coach can significantly boost your confidence. Through role-play, you can get used to common interview scenarios and receive feedback in a low-stakes setting. Next Gen’s coaches specialise in helping young people with disabilities prepare for interviews, so consider reaching out for one-on-one support if you need extra help building confidence.

Research the Company and Role

Doing your homework on the employer is a crucial first step in interview preparation. Before the interview, spend time researching the company or organisation you’re applying to. Visit their website to learn about their mission, values, and the services or products they provide. Also review the job description and think about how your own skills and experiences match the role. This background knowledge will help you feel more confident and prepared, because you’ll understand what the employer is looking for and how you can contribute.

Being well-informed has several benefits. First, it shows the interviewer that you’re genuinely interested in the job and proactive enough to do research. You can weave what you’ve learned into your answers – for instance, mentioning that you’re impressed by the company’s commitment to inclusion or a recent project they undertook. Second, knowing the company’s values or work culture allows you to tailor your responses to align with those values. Finally, if you’re asked “What do you know about our organisation?” or “Why do you want to work here?”, you’ll be ready with a strong answer instead of drawing a blank.

Take notes on key facts about the company, such as their main services, the team structure, or any news articles about them. Next Gen Youth Employment can assist you in researching employers – our team often provides insights into which companies have inclusive practices or previous experience hiring people with disabilities, which can be reassuring information to bring into an interview.

Practise Common Interview Questions (Mock Interviews)

One of the most effective techniques to improve your interview confidence is to practise answering common interview questions ahead of time. While you can’t predict every question, many interviews include some standard queries that you can prepare for. For example, you’ll almost always get a question like “Tell me about yourself” or “Why do you want this job?” early in the interview. It’s worth writing down and rehearsing how you’ll answer these. Think about how to briefly describe yourself, your background, and what you bring to the table. When practicing, focus on highlighting your skills and achievements – the things that show you’re capable and a good fit for the role.

Interviews often include “behavioral” (behavioural) questions as well, which ask you to describe how you handled situations in the past (these usually start with “Tell me about a time when…”). A great way to structure your answers to such questions is to use the STAR method (Situation, Task, Action, Result). In practice, that means: briefly explain the situation and task, then detail what actions you took, and conclude with the positive result or outcome. Using the STAR framework helps keep your answers clear and focused, and ensures you cover all parts of the question. For instance, if asked about a problem you solved, you might describe the context, what your responsibility was, what steps you took to solve it, and what happened in the end (e.g. “we met the deadline” or “customer satisfaction improved”).

Below are a few common interview questions you can practise with a friend, family member or support worker:

“Tell me a bit about yourself and your skills.”
“Why are you interested in working at this organisation?”
“Describe a challenge you’ve overcome or a problem you solved. What did you do?”
“What are your strengths and weaknesses?”
“How do you handle stress or pressure at work or school?”

By practicing questions like these, you’ll become more comfortable talking about yourself. Don’t just practise in your head – say your answers out loud, as if you’re in the interview. Role-playing an interview scenario can help you get used to the format (even including little things like shaking hands or introducing yourself) so that those steps feel more routine. You might ask a friend, family member or a mentor to act as the interviewer and give you some questions. If you work with a disability employment service like Next Gen Youth Employment, your employment coach can also conduct a mock interview for you and provide feedback on your answers and body language.

When you practise, try to simulate real conditions as much as possible. For example, dress up a bit for the practice to put yourself in the right mindset, and practise sitting across a table from your mock interviewer. Record yourself with a camera or voice recorder if you can – this lets you play it back and notice your body language and tone. Are you speaking clearly? Are you smiling or do you look too serious? Do you say “um” or fidget a lot? These are things you can work on once you’re aware of them. Remember, the goal isn’t to memorise scripted answers (you want to sound natural, not like a robot), but to get comfortable talking about your experience so that in the actual interview, you won’t be caught off guard. With enough practice, you’ll be able to handle even unexpected questions calmly because you’ve built up confidence in discussing your background.

Plan for Accessibility and Accommodations

Practical preparation isn’t only about what you’ll say – it’s also about making sure the interview environment works for you. If you have any disability-related needs, plan ahead so that you can participate in the interview comfortably and confidently. Start by confirming the interview details and logistics. If it’s an in-person interview, check the location in advance. Will you be able to access the building easily? For example, if you use a wheelchair, ensure there are ramps or lifts available at the venue. You can contact the employer or hiring manager to ask about accessibility: it’s completely okay to do so, and most employers will appreciate you checking beforehand rather than encountering an issue on the day.

Think through how you will get to the interview. Plan your route and transportation, whether it’s public transport or driving, and aim to arrive early. Giving yourself a buffer (arriving perhaps 15–20 minutes before the scheduled time) is wise – it accounts for any unexpected delays and also gives you a few minutes to compose yourself, use the restroom, or review your notes. If the interview is in an unfamiliar location, consider looking up the exact address and even viewing it on Google Street View beforehand so you know what the building looks like. Taking these steps can greatly reduce day-of stress.

If the interview will be online or virtual, preparation is just as important. Before the interview date, test out the video platform (Zoom, Microsoft Teams, etc.) on your device. Make sure you have the necessary software installed and that your webcam and microphone are working properly. Check that you have a quiet, well-lit space to take the call, and eliminate potential distractions if possible. It’s a good idea to log in 5–10 minutes early to double-check your tech setup – that way you’re not flustered by technical difficulties right when the interview starts.

Next, consider any reasonable adjustments (accommodations) you might need during the interview itself to give you the best chance to shine. In Australia, employers are required by law to make reasonable adjustments for candidates with disabilities during the recruitment process (unless doing so would cause unjustifiable hardship). This means you have a right to ask for certain supports. Examples of interview accommodations include:

Accessible venue: If the interview is face-to-face, you can request a wheelchair-accessible location or other physical modifications (like a quieter room if you have sensory sensitivities). Confirm in advance that the interview room will meet your needs (e.g. step-free access, accessible toilets, appropriate lighting).
Assistive technology: For a virtual interview, you might request live captioning if you are deaf or hard of hearing. In person, this could mean being allowed to use a device or software that helps you communicate or take notes.
Sign language interpreter: If you are Deaf and use sign language, you can ask the employer to arrange an Auslan (Australian Sign Language) interpreter for the interview.
Support person: Some candidates choose to bring a support person along. This could be a job coach, mentor, or friend who attends the interview with you (or waits nearby) for moral support. It’s always best to let the interviewer know beforehand if you will be bringing someone. A support person can even sit in the interview room with you if appropriate (for example, acting as an Auslan interpreter or note-taker).
Extra time: If you need a bit more time to process questions or formulate answers due to a cognitive or learning disability, it’s reasonable to request that the interview allow for a slower pace or brief pauses. For example, you might let them know you sometimes take a moment to gather your thoughts – this can prevent the interviewers from rushing you or misinterpreting a thoughtful silence.

Don’t hesitate to communicate any of these needs when scheduling the interview. It’s often best to mention your requests when you’re offered the interview or shortly afterward, so that the employer has time to put the accommodation in place. You can write an email to the recruiter or hiring manager outlining what would help you. For instance: “I am looking forward to the interview. Just to ensure I can participate fully, would it be possible to have the meeting in an accessible room? I use a wheelchair, so I need step-free access. Also, I use a hearing aid – if we could meet in a quiet area, that would be helpful.” Most employers will appreciate that you’re proactive in asking for what you need.

Remember: you are not asking for special treatment; you are asking for an equal opportunity to demonstrate your abilities. Providing accommodations is part of an employer’s responsibility to be inclusive. Next Gen Youth Employment can guide you on how to request adjustments, and even speak to employers on your behalf about any specific requirements. Our goal is to ensure nothing preventable stands in the way of you giving your best at the interview.

Present Yourself Professionally (Attire, Etiquette, and Body Language)

First impressions matter. When it comes to interviews, “dressing for success” is a cliché for a reason. You don’t need to wear fancy or expensive clothes, but you should aim for an outfit that is clean, neat, and appropriate for the workplace. In Australia, business-casual attire is suitable for many entry-level roles – for example, a collared shirt or blouse and neat trousers or a skirt, or a modest dress. If you’re unsure what to wear, talk to someone at Next Gen or look for cues in the job ad or company website (sometimes they mention dress code, or you can see photos of staff). Make sure your clothes are laundered and in good condition, and that you’re comfortable in them. A tidy appearance shows respect for the interviewer and that you’re taking the opportunity seriously.

Additionally, prepare a professional-looking bag or folder to bring to the interview with some essential items. Having these ready will make you appear organised and prevent any last-minute scrambles. Consider bringing:

Copies of your résumé/CV – printed on paper – in case the interviewer doesn’t have it handy, or if you meet additional people.
A list of your referees or reference letters (if requested or relevant).
A notepad and pen – you can jot down important information or questions during the meeting. It also signals that you’re prepared.
A bottle of water – useful if your mouth gets dry from nerves. (Take small sips if needed, but avoid clutching it nervously the whole time.)
Breath mints – use one shortly before you go in, so you feel fresh.
Any assistive devices you require – for example, your hearing aid batteries, a communication device, or a pair of noise-cancelling earbuds if you have sensory sensitivities (you can use these before the interview to stay calm).

By packing these items the night before, you won’t forget anything important when you head out. Place them in a briefcase, backpack, or folder that looks neat and professional.

During the interview, how you communicate non-verbally – your body language – will complement what you say. Aim to appear confident and engaged. This can be as simple as:

Greeting the interviewer with a smile and a handshake (if you are comfortable with handshakes). A firm but gentle handshake and a “Nice to meet you” can start things off on a positive note. (If a physical handshake isn’t possible or comfortable for you, it’s okay to politely explain or to simply smile and greet the interviewer without a handshake.)
Eye contact: Try to maintain appropriate eye contact with the interviewer, as this shows you are listening and confident. If making direct eye contact is difficult (for example, some autistic people find it uncomfortable), you can look at a point near the person’s eyes or occasionally nod to show you’re engaged. Do what feels best for you – the key is to avoid looking down at the floor the whole time. Unfortunately, some interviewers might wrongly interpret a lack of eye contact as a lack of interest, so doing your best to appear attentive will help you make a good impression.
Posture: Sit upright and try not to slouch in your chair. Good posture makes you look more confident and also helps you speak clearly (since you can breathe better when sitting straight). If you tend to have a stoop or other posture differences due to your condition, don’t stress – just aim to be as composed and alert as you can.
Facial expression: A friendly expression goes a long way. Even if you’re anxious, try to smile when appropriate and maintain a pleasant expression. Employers are not just looking for skills – they also notice attitude, and showing positivity and enthusiasm helps demonstrate that you’d be a great team member.
Voice and tone: Speak at a clear, moderate pace. It’s okay to take a moment to gather your thoughts before answering – avoiding a rushed, rambling answer is better. If you’re worried you might speak too quietly, you can mention at the start, “Please let me know if I need to speak up; I tend to be soft-spoken.” This gives the interviewer permission to tell you if they can’t hear you well, rather than risking any misunderstanding.
Avoiding distractions: Try not to fidget excessively, as it can distract from your words. That said, it’s understandable to be a bit nervous – interviewers will usually forgive a little jitters. If you know that you have certain ticks or stimming behaviors due to your disability or anxiety, don’t feel embarrassed. If it’s something you’re comfortable addressing, you could briefly mention, “I may tap my hands occasionally – it helps me concentrate, but please know I’m very interested in this role.” Otherwise, focus on answering questions and don’t worry about every small movement. The goal is simply to show that you are attentive and engaged in the conversation.

Remember, confidence is not about being perfect. It’s about showing you are comfortable with yourself and eager to do the job. If you stumble on a word or lose your train of thought, it’s fine to pause and say, “Let me rephrase that,” or ask to come back to that question later. Interviewers prefer honesty and composure over bluster. By practicing beforehand and using any calming techniques that work for you, you’ll find it easier to maintain positive body language when it counts.

Deciding When (and If) to Disclose Your Disability

A major question many young people have is whether they should talk about their disability during the interview. This is a personal decision and can depend on your comfort level and the relevance of your disability to the job. Importantly, you are under no legal obligation to disclose a disability to a potential employer in an interview if you don’t want to. In Australia, it is actually against the law for employers to discriminate against you because of your disability – they cannot refuse to hire you, or dismiss you later, just because of your condition. So, you should never feel forced to reveal private medical or personal information.

That said, many people do choose to disclose at some point in the hiring process, especially if it’s directly relevant to any support they might need. Here are some guidelines on when and how you might discuss it:

If your disability is visible or obvious: You might mention it briefly upfront to put both yourself and the interviewer at ease. For example, if you arrive using a wheelchair or cane, you could say during introductions, “I get around using a wheelchair. It doesn’t affect my ability to do the office work we’ll discuss – I just roll in instead of walk in.” Saying something like this in a confident, matter-of-fact tone can address the situation without making it the focus. It lets the interviewer know you’re comfortable with it and then you can both move on to talking about your skills.
If your disability is not visible and does not affect your job performance: You may decide not to bring it up at all in the interview. This is perfectly okay. You might prefer to be evaluated solely on your skills and experience. Many young candidates do this because they want to establish their competence first; later (for instance, once you’ve been offered the job or when discussing workplace adjustments) you can disclose if you feel it’s necessary. You are not being “deceptive” by not mentioning it if it doesn’t impact your work – it’s your personal information to share if and when you choose.
If you will need accommodations on the job: You might choose to disclose either during the interview or after receiving an offer, to ensure your needs are met. For example, if you have low vision and will require a screen-reader software or other assistive tech to perform the job, you could bring that up when discussing how you’d carry out your duties. You could say, “I do have a vision impairment, but I use a screen-reading software that I’m very proficient with – I’ve used it throughout my studies/work and it allows me to perform all the essential tasks.” This way, you’re focusing on how you will do the job successfully, which is what the employer cares about.
If an interviewer asks about something related to your disability: (Strictly speaking, interviewers shouldn’t ask specific questions about your disability – that’s private. They can ask if you can perform the job’s essential functions, with or without adjustments.) However, they might inadvertently touch on it. For instance, if there’s a gap in your résumé due to medical reasons, or if they ask a question and you haven’t had that experience because of your disability, you can decide to address it briefly. Be honest but steer the conversation back to your strengths. Example: “I haven’t had a chance to do X in the past because I was managing a health condition during that time. But I’ve learned a lot from that experience – it actually made me very organised and taught me to adapt quickly. So I’m confident I could handle X now by [explain how].” This way, you acknowledge the reality but immediately pivot to what you can do and the qualities you bring.

Whenever you choose to talk about your disability, keep the focus on your abilities, skills, and solutions. One strategy is to discuss how your lived experience has given you unique insights or resilience that can benefit the employer. You’re basically reframing it: rather than a drawback, it’s one of the many things that make you a strong candidate. For example, you might mention that dealing with a lifelong condition has made you an excellent problem-solver or a great planner. This approach shifts the conversation to what value you bring to the organisation, which is exactly where you want the interviewer’s attention to be.

It’s also completely fine to not dive into details. You can keep disclosures very brief and matter-of-fact. You don’t need to share medical specifics. Often a simple statement and then moving on is enough. And if you’re not comfortable discussing it at all in an interview, that is your right. You can focus on demonstrating your qualifications, and if you get the job and need an adjustment, you can address it then.

Ultimately, the timing and extent of disclosure is up to you. Some candidates prefer to get it out in the open to ensure there are no surprises; others prefer to wait. Do what makes you feel most at ease and gives you the most confidence in the interview. If you’re unsure, Next Gen’s career coaches can help you weigh up your options and even practice how to talk about your disability with confidence. The key is to be positive and self-assured if you do discuss it – frame it as just another aspect of who you are, one that you handle professionally and that doesn’t diminish your enthusiasm or ability to do the job.

Asking Questions and Sharing Your Enthusiasm

An interview isn’t just a one-way street – it’s also your opportunity to ask questions and learn more about the role and the employer. In fact, interviewers usually expect you to ask a couple of questions towards the end. Coming prepared with a few questions is a great way to show that you’re interested and engaged. It can also help you determine if the workplace is a good fit for you.

Think of a few genuine questions that matter to you. For example, you might ask about the team you’ll be working with or what a typical day in the job looks like. You could inquire about training and development opportunities or what success looks like in that role. Here are some ideas:

“What does a typical day or week in this role look like?”
“What kind of training or support is provided to new employees?”
“Who would I be working with most closely? Can you tell me a bit about the team or my potential manager?”
“What are the biggest challenges someone in this position might face?”
“How would you describe the workplace culture here?”
“Does the company have experience hiring or supporting employees with disabilities?” – If you’re comfortable asking this, it can open up a conversation about their inclusion policies. It’s a subtle way to gauge their level of support. Many employers will take the cue and mention any accommodations or support systems they have in place.
“When can I expect to hear back about the outcome of this interview?” – It’s perfectly fine to ask about next steps or the hiring timeline.

Feel free to write your questions down and bring the list with you to the interview. There’s no rule that you have to remember every question off the top of your head. Having a notepad with your questions is actually a sign of good preparation, and you can tick them off as they get answered. Just avoid reading them in a robotic way – glance at your notes as needed.

As the interview winds up, make sure to thank the interviewer(s) for their time. A bit of courtesy and warmth at the end can leave a lasting positive impression. You might also briefly reiterate your interest: for example, “Thank you for the opportunity to discuss this role. I’m very excited about the possibility of working with your team at [Company].” This reinforces that you’re keen on the job.

Remember, enthusiasm is your friend. Employers often hire the candidate who not only has the skills but also really wants the job and shows it. By asking thoughtful questions and expressing your excitement about the role, you demonstrate that you’re motivated and would likely be an engaged, committed employee.

After the Interview: Follow Up

Once the interview is over, give yourself credit for all the hard work you put into preparing and doing your best. There are just a couple more things to take care of post-interview:

Send a thank-you note: It’s a polite and professional touch to send a short thank-you email to your interviewer(s) within 24 hours after the interview. Keep it brief and genuine. For example: “Dear [Interviewer Name], Thank you for taking the time to interview me for the [Job Title] position today. I enjoyed learning more about your team and the projects you’re working on. I’m very enthusiastic about the opportunity to contribute to [Company Name], and I appreciate the chance to discuss how my skills can benefit your team. Please let me know if you need any additional information from me. Thanks again for your time and consideration.” Sending a note like this shows good manners and keeps you fresh in their mind.

Reflect on the interview: Take a moment to think about what went well and if there were any parts you found tricky. This isn’t to criticize yourself, but to identify any areas for improvement. You might jot down a couple of questions that surprised you or moments where you felt particularly confident. This self-reflection will help you in future interviews. For instance, if you realize you rambled on one answer, you can practice being more concise next time. If you felt stumped by a question about your weaknesses, you can prepare a better answer for that for the future. Treat each interview as a learning experience.

Ask for feedback (if you don’t get the job): If you find out that you weren’t selected, it can be very helpful to politely request feedback from the interviewer or recruiter. Not all employers will provide detailed feedback, but some will give you pointers. Perhaps they were looking for someone with more specific experience, or maybe you could improve how you answer certain questions. Any feedback is valuable as you continue your job search. Don’t be discouraged by a rejection – use it as a chance to grow. Employers often respect candidates who seek to improve. It also shows resilience and a professional attitude when you respond to disappointment by striving to do better next time.

Stay positive and keep moving forward: Job searching can be tough, and it’s normal to feel down if an interview doesn’t lead to an offer. However, every interview is practice and brings you closer to the right opportunity. Keep applying and keep honing your skills. Sometimes it’s just a matter of finding the employer who will appreciate your unique strengths. Celebrate the small wins – maybe this time you felt less nervous, or you answered a question more smoothly than you did in a previous interview. Those are signs of progress.

Finally, remember that Next Gen Youth Employment is here for ongoing support. If you didn’t land this job, we can debrief with you and help pinpoint any areas to work on. If you did get the job – congratulations! We can continue to support you as you transition into the workforce. Either way, you’re not alone in this journey.

We’re Here to Help: Contact Next Gen Youth Employment

Navigating job interviews as a young person with a disability can be challenging, but you’re not alone. Next Gen Youth Employment (Next Gen YE) specialises in supporting young job seekers with disabilities to build confidence, develop skills, and connect with inclusive employers. We can provide personalised one-on-one coaching, mock interview practice, résumé assistance, and guidance on when and how to discuss your disability or request accommodations. Our team has helped many disabled youth enter the workforce with confidence.

Whether you need help with interview techniques, managing anxiety, or just want someone in your corner cheering you on, Next Gen is here to help. We pride ourselves on creating a supportive, empowering environment where you can learn and grow. Interviewing might be stressful, but with the right preparation and support, it’s also an opportunity to shine.

Contact us today for more information and assistance. Next Gen Youth Employment can be reached via our website or phone – we encourage you to reach out with any questions or to learn more about our programs. Let us help you put your best foot forward in your next interview. With preparation, practice, and support from Next Gen, you can approach job interviews with confidence and take a big step toward your employment goals. Good luck – you’ve got this!