면접형태에 대한 높은 관심에도 불구하고 장애인 채용관리 및 면접형태 연구의 전반적 수준은 일반노동시장과 비교할 때 매우 미흡한 실정이다. 이에 본 연구는 장애인 채용형태 및 면접경험에 대한 새로운 동향을 살펴보았으며 기업의 채용 형태 및 면접전형 과정, 장애인 구직자들의 면접 경험에 주안점을 두고 연구를 수행하였다. 채용방법, 채용절차, 선발도구 및 면접형태를 분석하여 장애인력 채용형태를 규명하고, 면접경험 분석을 통해 면접 준비행동 및 면접형태를 규명하는데 그 목적이 있다. 본 연구에서는 공단의 정책고객시스템(PCRM : Policy Customer Relationship Management)에등록된 장애인을 채용하였거나 채용의사가 있는 기업체 인사담당자들과 구직을 희망하는 장애인을 대상으로 이메일을 통해 설문조사를 실시하였다. 본 연구에서 제시된 연구문제에 대한 분석을 위하여 SPSS WIN 12.0을 이용하였으며 채용형태 및 면접관련 문항에 대한 빈도분석과 교차분석을 실시하였다. 본 연구를 통해 알아본 나타난 결과는 다음과 같다. 첫째, 기업의 채용·면접 형태 분석 결과 면접시험의 중요성이 크게 강조되고 있었다. 장애인 신규채용시장에서도 전통적인 선발기법에서 벗어나 면접의 비중이 점차 커지고 있으며 이에 대한 대비가 필요하다. 둘째, 장애인 채용 면접 시 주된 평가는 능력적인 요소보다 인성적인 요소가 강조되고 있다. 성실성과 장애정도, 긍정적인 가치관과 적극성을 장애인 채용면접 시 주된 평가 요소로 제시하고 있다. 셋째, 채용 면접 시 시각적 요소가 언어적 요소와 음성적 요소에 비해 더 중요한 요소로 확인되었다. 넷째, 채용 면접 시 장애인이 가장 부족한 부분은 장애로 인한 능력의 부족이 아니라 자기효능감과 연결된 자신감부족과 면접경험과 면접교육의 부재로 인한 면접스킬 부족이었다. 다섯째, 면접의 중요성이 다른 선발기법에 비해 선호도와 중요성이 점차 중시되고 있는 실정이나 이에 대한 실증적인 연구가 매우 미흡한 현실이다. 본 연구는 국내에서 유일하게 장애인을 대상으로 면접 경험에 대한 조사를 실시하고 장애인을 채용하고 있거나 채용하고자 하는 기업의 인사담당자들을 대상으로 면접형태에 대한 연구를 실시했다는 점에서 그 의의가 있다.

Despite the growing importance of job interviews, study on the types of interviewing and recruiting process for people with disabilities is lacking compared to those for the nondisabled. This study reflects the new tendency of the recruitment process and interviewing process of people with disabilities. The various recruiting processes of companies, job interviewing process, and interview experiences of job-seekers with disabilities was the main point of focus. The purpose of this study is to identify the various recruiting types for people with disabilities by analyzing recruiting methods, recruiting processes, recruitment tools and types of interviewing. Furthermore, this study examines job interview preparations and types of job interviews by analyzing interview experiences of people with disabilities. An e-mail questionnaire was distributed to job-seekers with disabilities and corporate human resource personnels who have recruited people with disabilities or who plan to recruit people with disabilities that are registered in the Policy Customer Relationship Management(PCRM) database of the Korea Employment Promotion Agency for the Disabled. SPSS WIN12.0 was used to analyze the results and crossstabulation analysis and frequency study was carried out on questions regarding recruiting type and job interview. The results are as follows: First, job interview plays a decisive role in a corporate’s recruitment process. Therefore, people with disabilities need to prepare for job interviews, which their importance is growing compared to traditional recruiting methods. Second, the interviewee’s character is more important than their ability. Sincerity, severity of disability, positive attitude, and active personality are the main factors that influence the decision of the interviewer. Third, appearance is more important than the interviewee’s speech and voice during the job interview process. Fourth, the main problem of job seekers with disabilities during the job interview was not their lack of ability but their lack of self confidence and interview skills. Finally, few studies are conducted on job interviews even though they have become more important in the recruiting process.

Despite the growing importance of job interviews, study on the types of interviewing and recruiting process for people with disabilities is lacking compared to those for the nondisabled. This study reflects the new tendency of the recruitment process and interviewing process of people with disabilities. The various recruiting processes of companies, job interviewing process, and interview experiences of job-seekers with disabilities was the main point of focus. The purpose of this study is to identify the various recruiting types for people with disabilities by analyzing recruiting methods, recruiting processes, recruitment tools and types of interviewing. Furthermore, this study examines job interview preparations and types of job interviews by analyzing interview experiences of people with disabilities. An e-mail questionnaire was distributed to job-seekers with disabilities and corporate human resource personnels who have recruited people with disabilities or who plan to recruit people with disabilities that are registered in the Policy Customer Relationship Management(PCRM) database of the Korea Employment Promotion Agency for the Disabled. SPSS WIN12.0 was used to analyze the results and crossstabulation analysis and frequency study was carried out on questions regarding recruiting type and job interview. The results are as follows: First, job interview plays a decisive role in a corporate’s recruitment process. Therefore, people with disabilities need to prepare for job interviews, which their importance is growing compared to traditional recruiting methods. Second, the interviewee’s character is more important than their ability. Sincerity, severity of disability, positive attitude, and active personality are the main factors that influence the decision of the interviewer. Third, appearance is more important than the interviewee’s speech and voice during the job interview process. Fourth, the main problem of job seekers with disabilities during the job interview was not their lack of ability but their lack of self confidence and interview skills. Finally, few studies are conducted on job interviews even though they have become more important in the recruiting process.

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interview, type of recruitment, type of interview, preparation for interview