Searching for a job can be an intimidating process for most people. Individuals with disabilities often face even greater difficulties because while the law states employers cannot discriminate, some will choose not to abide by these criteria and instead will simply bypass the candidate. A report released by disABLEDperson, Inc., explains how candidates can plan for a successful interview, what they should mention, and what they can withhold.
Whether a disabled individual looking for a job should mention their disability during the interview process continues to be a relevant concern. The team at disABLEDperson, Inc., an online platform dedicated to connecting disabled individuals with employers interested in hiring qualified applicants regardless of background, has released a report that explains the barriers individuals with disabilities can face during the interview process and offers ways to tackle discussions for successful outcomes.
The Americans with Disabilities Act (ADA) dictates that an employer cannot discriminate based on an applicant’s disability, and that they’re required to provide accommodations for those with disabilities.
In their report, the staff at disABLEDperson, Inc. say that at some point between the interview process and being hired, an individual will need to disclose their disability, especially if the employer will be required to make certain accommodations. Whether the applicant chooses to address their disability upfront or wait until they’ve been hired, is up to the applicant.
With this in mind, the report says that disclosing a disability upfront shows confidence and extra regard for the interviewer. By researching whether the company is disability-friendly or not, candidates can give themselves a valuable head start in planning.
Founded in 2002, disABLEDperson, Inc. is a best-in-class disability job board with over 300,000 jobs available.
A spokesperson for the platform says, “Our mission is to reduce the high rate of unemployment among individuals with disabilities. We have a long and successful track record, and that’s why so many of our employers keep coming back.”
With the release of their recent report, non-profit organization disABLEDperson, Inc. is helping qualified job applicants with disabilities manage their interview process so they can further their careers and achieve their professional goals.
Release ID: 89063726