Information concerning effective interviewing can be found in EARN, an interview toolkit provided by Hire for Talent, and even Australia's AND.

University of Notre Dame

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)

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 

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