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.

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.

Research Directions of Selection Concern #2

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. 

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Once potential candidates have been identified, the hiring process moves to employee selections. The employee selection stage involves three major categories of employer concerns: the qualification of applicants with disabilities, the selection process for applicants with disabilities, and the cost of accomodations.

Employee Selection of 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

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

Employers make hiring decisions by assessing whether candidates fit the qualities demanded by the job. However, many employers believe that people with disabilities are incapable of doing even basic aspects of their responsibilities or believe that there is an overall lack of ability. There are two main categories of capability concerns: specific and broad.

Selection Concern #1: The Qualification of Applicants With Disabilities 

Policies all over the world indicate the requirement for employees to provide accommodations given reasonable need. However, many employers still hold hesitations about the value of accommodations given the consideration of productivity benefits versus cost to business. These reservations are often overstated, as shown by conducted research depicting relatively low accommodation costs, if any, when needed. 

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