U.S. Office of Personnel Management - Ensuring the Federal Government has an effective civilian workforce

Interviewing Applicants with Disabilities

Interviewing people with disabilities is generally the same as interviewing people without disabilities. Understanding the job's essential functions and the competencies required to perform these functions is particularly important to prepare for interviews for all applicants, including applicants with disabilities. The focus of the interview should be on the applicant’s qualifications and competencies, experience and skills for doing the job.

Interviewers should be aware of the accessibility of the interview site (e.g., accessibility of the building, interview office, and bathroom; and arrangements for parking for persons with disabilities). Applicants should state any accommodation needed for the interview when the interview is scheduled.

The Equal Employment Opportunity Commission (EEOC) has issued comprehensive guidance concerning questions about an applicant’s disability that can be asked of applicants before and after a tentative job offer. This guidance also discusses the need for confidentiality of medical information. This EEOC guidance is entitled, Enforcement Guidance: Pre-employment Disability-Related Questions and Medical Examinations (10/10/95).

An agency must wait until after making a conditional offer of employment before conducting a medical examination of a job applicant. OPM regulations generally prohibit an agency from ordering a medical examination for either an applicant or an employee unless the individual is applying for or occupies a position that is subject to specific medical standards, physical requirements, or a medical evaluation program. For additional guidance, see 5 CFR Part 339.

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