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Disability Nondiscrimination and Best Practices in:

Recruitment, Pre-Employment Screening, Testing, and Orientation


Overall Considerations

  1. The organization knows how to make information in the recruitment, application, interview, pre-employment testing, and orientation processes accessible for a person who is <u>deaf</u> or <u>hard of hearing</u> (e.g. sign language interpreter, text telephone, captioning on videos, etc.)
  2. The organization knows how to make information in the recruitment, application, interview, pre-employment testing, and orientation processes accessible for a person with a <u>visual</u> or <u>learning disability</u> (e.g. a reader, Braille, large print, or audio-cassette version of application, etc.)

Recruitment

  1. The organization's job advertisements include a non-discrimination statement for people with disabilities
  2. The organization knows where in the community to recruit applicants who are people with disabilities
  3. The organization recruits from sources that are intended to reach all individuals, including those with disabilities
  4. The organization reviews all recruiting locations, including restrooms, to make certain they are accessible to people with disabilities
  5. Applicants are given advance notice that reasonable accommodations are provided for anyone who requests them
  6. The organization's web-based recruitment efforts (on-line job postings), have been designed with accessibility to persons with disabilities in mind (accessible to persons with visual, hearing, mobility, and cognitive impairments)

Pre-Employment Screening

  1. The organization has reviewed its employment policies to make sure that applicants with disabilities are not being screened out
  2. The organization has reviewed its job requirements to be sure that all criteria are job related and consistent with business necessity
  3. The organization reviews wording of job applications to eliminate disability and health-based questions
  4. Interviewers are trained in ways to provide reasonable accommodations for job applicants, are knowledgeable about the ADA's requirements, and know that they may not ask questions about a person's disabilities, other than to ask whether the person can perform the essential functions of the job
  5. The organization reviews all interview locations, including restrooms, to be sure they are accessible to people with disabilities
  6. The organization has reviewed its employment practices to make sure that they do not limit, segregate, or classify job applicants in ways that adversely affect their job opportunities on the basis of abilities
  7. The organization's web-based applicant screening efforts (online applicant screening), have been designed with accessibility to persons with disabilities in mind

Testing

  1. Employment tests are selected and administered so as to make sure that test results accurately reflect the skills and aptitudes necessary to perform the essential functions of the job
  2. Any medical tests required are given post offer and to all candidates in the same job category
  3. Any pre-employment testing which uses information technology is designed and implemented in a manner accessible to people with disabilities

Orientation

  1. The organization ensures that new employee orientation, including both facilities and presentations, is accessible to people with disabilities
  2. Online employee orientation information is designed and implemented in a manner accessible to people with disabilities

© 2002 S. Bruyère, Cornell University, Program on Employment and Disability, School of Industrial and Labor Relations - Extension Division, USDE-NIDRR Grant #H133A70005

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