Managers know they can’t discriminate against disabled candidates — but they also know they need to find people who can actually do the job.
How can they find the right balance? What interview topics are off-limits?
Here are answers to three questions hiring managers have about interviewing disabled applicants:
1. Can we use a test to see if an interviewee can handle a necessary physical function — for example, heavy lifting?
Yes, those tests are OK. But only if you test every applicant, and not just those who appear disabled.
2. After describing the job’s requirements, can we ask applicants if they know of anything that would prevent them from performing those duties?
Yes, but again: You need to ask every applicant that question.
3. Can we ask if a disability is likely to get worse and interfere with performance in the future?
No — this type of question is akin to asking for a diagnosis or other medical information, which is prohibited under the Americans with Disabilities Act.
