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When considering an interview situation, it may  be reasonable to accept a lower "pass rate" for a person whose disability inhibits performance in such a selection test. The extent to which this is required would depend on how closely the test is related to the job in question and what adjustments the employer might have to make if the applicant were given the job.

 

Do not ask questions such as:-

 What is your disability?

• Do you think you are really capable of doing this job?
• How would you manage if you were required to leave this building in an emergency? (This type of information, i.e. concerned with work location and essential health and safety at work issues, should be discussed prior to interview).

These are some questions that candidates with disabilities have been asked in job interviews. Negative questions like these put candidates with disabilities at a disadvantage and do not allow them to present a positive and accurate picture of their capabilities.

Managers are responsible for ensuring that comprehensive information is available to all candidates regarding the working environment and accessibility, as well as the job itself. If this information is readily available, candidates with disabilities will be able to identify potential areas of difficulty for themselves.

 

« Disability Etiquette

This information is provided by the Personnel Department