- For a person with a disability to get a job offer, they traditionally have needed how many interviews compared to an equally qualified person who does not have a disability?
A. Fewer interviews ____
B. About the same number of interviews ____
C. Twice as many interviews ____
D. 5 times as many interviews _X_
While it is impossible to identify all the reasons why so many more interviews appear to be necessary, the number of interviews per job offer goes down when the interviewer has gone through etiquette and sensitivity training. The number of interviews also goes down when the disability is brought up early in the interview by the applicant, and the need for reasonable accommodation is openly discussed.
- Matching a person with a disability with a job where the disability would have no impact on the ability to do the job is a key to successful hiring. True____ False_X_
This may seem true at first glance, but this approach is based on matching a person’s impairments to the job, rather than matching their abilities to the job.
The key to successful hiring is to place persons in jobs where they can be the most productive while working up to their greatest potential. This should be done with or without a reasonable accommodation.
- When interviewing a person who uses a wheelchair, the only necessary accommodation an employer must make is to make sure the interview area is accessible. True____ False_X_
Accessibility to the interview area is of course of primary importance. However, many interviews call for a tour of the work area as well. Also, do not assume that because one disability is known, the applicant will have no other disabilities or needs. Employers should take measures to ensure that maximum accessibility is provided to all applicants, throughout the interview process.
- If an employer has a question about how someone in a wheelchair is going to be able to do an essential function of a job, the employer must wait to discuss it until either the applicant introduces the subject or an offer of employment has been made. True____ False_X_
Employers have a choice of whether or not to introduce the subject of a disability in an interview. Under law, it is allowable in cases where the disability is obvious and the employer has a rational concern about how the person with the disability will perform an essential job function. For guidelines on how to discuss an applicant’s disabilities in a legal and professional manner, see the Employer’s Disability Etiquette Handbook.
- If an applicant requests an accommodation during the interview process because he/she has a disability, the employer must provide the specific accommodation requested, and not inquire about the nature of the request until a job offer has been made. True____ False_X_
The employer is not required to provide the specific accommodation requested, if to do so would present an "undue hardship" or if acceptable alternatives are available. Also, an employer may ask questions of limited scope to clarify the need for the accommodation, but may not ask questions about the underlying disability. For example, if an applicant requests real-time translation of verbal communication, the employer may offer alternatives, such as using a computer for the interviewer and applicant to type questions and responses, but cannot ask questions about the nature of the disability, until a job offer has been made. It should be noted that applicants may benefit from an accommodation during the interview process, but would not necessarily need that same accommodation on a day-to-day basis.
- "Can you lift 20 pounds?" is a good example of a question designed to determine if an applicant can perform an essential job function. True____ False_X_
Lifting 20 pounds is not a description of an essential function. It is a description of how a function is traditionally accomplished (by lifting). The function might be better described as "moving the box (which weighs 20 pounds) from the floor to the table".
It might be possible for someone who cannot lift 20 pounds to move the box in some other way. Also, an employer may decide that lifting the 20-pound box is not an essential job function, as it is performed infrequently, and can assign that task to another employee.
- If an applicant has speech that is difficult to understand, the interviewer should ask if the person could bring someone to interpret. True____ False_X_
This may be the solution you finally come to. However, the first step should always be to ask the person for his/her guidance and opinion. Other solutions may be writing or typing, taking a little more time, or moving to a quieter place with fewer distractions to conduct the interview. Whatever the decision, consider the applicant’s feelings.
Many interviewers are afraid to admit that they do not understand a person with a speech impediment or accent, as they don’t want to embarrass or offend the applicant. Consequently, such applicants often find themselves speaking to an interviewer that is only pretending to understand them. The only way to determine if a candidate is best qualified for a job is to take steps to ensure accurate communication between the applicant and interviewer.
- If an applicant requests or brings an interpreter on interview, it is a good indication that he or she will need an interpreter on the job. True____ False_X_
An interview requires a high degree of precise communication. It is often formal in nature and occasionally involves speaking to more than one interviewer in a group setting. It is possible than an applicant would need an interpreter for this process, but not need one for day-to-day work.
It would be wrong to assume anything. The employer should ask the applicant if he or she would need an interpreter on a day-to-day basis.
- If you identified a job in your firm that would be "perfect for someone who used a wheelchair", the best thing to do would be to:
A.____Contact organizations that refer persons who use wheelchairs and inform them of the opening.
B.____Freeze that position for someone who uses a wheelchair.
C.____Put an ad in the newspaper emphasizing "wheelchair accessible" under the job description.
D._X__None of the above.
E.____All of the above.
There are no jobs that are "best suited" for someone in a wheelchair. There are jobs that are located in accessible areas, and/or jobs that can be performed by a person in a seated position. However, the idea that a job could be best suited to a disability supports the erroneous notion that people should be matched to jobs on the basis of their impairment rather than their abilities.
- Employees with disabilities typically take more time off from work than the average worker who has no disability. True____ False_X_
A common misconception is that employees with disabilities will take off more time from work for health reasons than employees who don’t have disabilities. In fact, statistics show that employees with disabilities have fewer absences than do employees with no disabilities.
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