Applicants with cognitive impairments may request specific instructions on portions of the interview process in advance<\/li>\n<\/ul>\n<\/blockquote>\nConducting the Interview<\/h2>\n Conducting an interview with a candidate with a disability is essentially the same as it is with any candidate. Below are some tips for interviewing candidates with disabilities:<\/p>\n
~~> Relax and make the applicant feel relaxed. If the applicant has a visible disability or reveals a disability during the interview, concentrate on the job qualifications and not the disability.<\/p>\n
~~> Treat the individual with the same respect you would afford any other candidate.<\/p>\n
~~> Hold individuals with disabilities to the same standards as all applicants.<\/p>\n
~~> Ask only job-related questions that are relevant to the functions of the job for which the applicant is applying.<\/p>\n
~~> Concentrate on the applicant’s technical and professional knowledge, skills, abilities, experiences and interests.<\/p>\n
~~> Do not try to imagine how you would perform a specific job if you had the applicant’s disability. He or she has mastered alternate ways of living and working. If the applicant has a known disability, either because it is obvious or was revealed, you may ask him or her to describe how he or she would perform the job.<\/p>\n
~~> Do not conduct an employment test unless all employees in the same job category need to take one.<\/p>\n
~~> DO NOT request a medical examination prior to making a job offer (these are prohibited under the ADA.) If, however, all employees entering similar jobs are also required to have a medical examination as a condition of hire, it is allowable to require individuals with disabilities to have an exam. If, after the medical examination, the employer decides not to hire an individual because of a disability, the employer must simply demonstrate that this decision is related to the job functions and is consistent with business necessity.<\/p>\n
When interviewing, employers should adhere to the same disability etiquette as in other interactions with people with disabilities.<\/p>\n
Republished from AskEarn.org<\/a><\/p>\n \n<\/span><\/span><\/div>\n","protected":false},"excerpt":{"rendered":"Job interviews play a critical role in the hiring process, allowing employers the opportunity to identify the individual who possesses the best mix of knowledge, skills and abilities for the position available. When interviewing a candidate with a disability, some employers find themselves nervous about how to act or uncertain about how to act and […]<\/p>\n","protected":false},"author":5,"featured_media":6374,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_et_pb_use_builder":"","_et_pb_old_content":"","_et_gb_content_width":"","om_disable_all_campaigns":false,"_monsterinsights_skip_tracking":false,"_monsterinsights_sitenote_active":false,"_monsterinsights_sitenote_note":"","_monsterinsights_sitenote_category":0,"footnotes":"","_links_to":"","_links_to_target":""},"categories":[69,47],"tags":[152,135,87,102,167,124],"acf":[],"yoast_head":"\n
Interviewing Candidates with Disabilities | Changing Paces<\/title>\n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n\t \n\t \n\t \n