When evaluating a candidate with a suspected disability, what approach is advised?

When evaluating a candidate with a suspected disability, what approach is advised?

• A. Immediately disqualify due to disability.
• B. Do not assume limitations; ask to demonstrate physical abilities; accommodate if capable of performing essential duties.
• C. Ignore involvement of disability entirely.
• D. Require extensive medical testing before interviews.

Answer: (B)

When evaluating a candidate with a suspected disability, focus on whether the person can perform the job’s essential duties with or without reasonable accommodations, and engage in an interactive process to determine suitable supports. The best approach is to avoid assuming limitations and instead ask the candidate to demonstrate the relevant abilities needed for the role, while offering accommodations if they enable performance of essential functions. This respects equal opportunity and aligns with legal obligations to prevent discrimination while ensuring the job can be done safely and effectively. Why the other approaches don’t fit: disqualifying someone outright because of a disability is discriminatory and ignores the actual capacity to perform essential tasks; ignoring the disability entirely misses obligations to assess and accommodate; requiring extensive medical testing before interviews is invasive and not typically necessary or appropriate for a pre-employment evaluation.

When evaluating a candidate with a suspected disability, focus on whether the person can perform the job’s essential duties with or without reasonable accommodations, and engage in an interactive process to determine suitable supports. The best approach is to avoid assuming limitations and instead ask the candidate to demonstrate the relevant abilities needed for the role, while offering accommodations if they enable performance of essential functions. This respects equal opportunity and aligns with legal obligations to prevent discrimination while ensuring the job can be done safely and effectively.

Why the other approaches don’t fit: disqualifying someone outright because of a disability is discriminatory and ignores the actual capacity to perform essential tasks; ignoring the disability entirely misses obligations to assess and accommodate; requiring extensive medical testing before interviews is invasive and not typically necessary or appropriate for a pre-employment evaluation.