Employers may concerned about applicants with disabilities having a positive interview experience. Only half of people participating in a Society for Human Resource Management survey report training staff on effective interviews practices for those with disabilities. The data reflects this as some interviewers react negatively to people’s disabilites within an interview context, including then concentrating on physical disabilities in question and paying less attention to the interview itself.

University of Notre Dame

Employers have a difficult time with applicants with disabilities who “complicate” the selection process as they feel like they cannot inquire about one’s disability or run the risk of saying the wrong thing about it.
Employers acknowledge the lack of necessary training and overall are unaware of selection best practices. 

Selection Concern #2: The Selection Process for Applicants with Disabilities

Bonaccio, S., Connelly, C. E., Gellatly, I. R., Jetha, A., &amp; Martin Ginis, K. A. (2019). The participation of people with disabilities in the workplace across the employment cycle: Employer concerns and research evidence. Journal of Business and Psychology, 35(2), 135–158. https://doi.org/10.1007/s10869-018-9602-5 

The Participation of People with Disabilities in the Workplace Across the Employment Cycle: Employer Concerns and Research Evidence

Apparent Need for Improved Interview Practices (Selection Concern #2)

The selection process will not necessarily be different to applicants with disabilities. Employers are not obligated to ask applicants’ disabilities nor are they allowed to ask about other protected personal information if not necessary. Employers should be transparent about the abilities necessary to carry out the job at the beginning of the application process. They should also be transparent about the parameters concerning required employment tests and work towards accommodations when possible. Structured interviews are important as they can prevent biased decisions. The selection process should not be a deterrent to employment so accommodations should be provided when necessary.

Implications of Selection Concern #2)

Studies should be done on how applicant reactions are shaped by those with disabilities, or how their experiences shape their ideas about their employers and their company at large.

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