- Use the same criteria to assess every applicant whether they have a disability or not.
- Ask only questions related to the role you’re filling.
- Do not discriminate against an applicant on the basis of a disability.
- Allow for the candidate to be accompanied by, for example, a job coach or sign language interpreter.
- Be considerate – for example, do not expect a person with impaired sight to maintain eye contact, or a person with concentration challenges related to Autistic Spectrum Disorder (ASD) to sit through a lengthy interview.
- If you know the applicant has a disability, because it is obvious or they have declared it, you can ask how they will perform a task and what reasonable accommodations they need. Ask this as you would ask a question of any candidate. For example: “The job requires X to be completed, how would you achieve that?”