Interviewing

Typically an applicant with a disability should be treated the same way as any other applicant; that includes medical testing. Questions may be asked about transportation and if they directly relate to the job. If the person chooses to share information on the disability it may be worthwhile because if obvious, it is often going to be on the person's mind. If hidden the applicant should decide the consequences of not revealing. In the case of epilepsy, the employer who does not know this, will not be prepared and seizures can happen without much warning. If an interpreter is needed the applicant must request one. Applicants must be able to perform the essential job functions. Other more complex mandates include: 1) If a person can perform most of the duties but one the task may be swapped with another employee. 2) If the person takes medications, (s)he should be allowed to alter the break/lunch schedule to match. 3) If a person needs to work at home arrangements can be made. If a person has autism or attention deficit disorder but can prove successful performance, the interview may be greatly altered.