The Federal Government is required by law to provide reasonable accommodations to applicants with disabilities. Reasonable accommodations ensure that candidates with disabilities are able to exhibit their skills and talents and be on a fair footing with candidates without disabilities, and thus help hiring managers select the most qualified candidate. Any time you are setting up an interview, you should:
- Include a statement welcoming requests for reasonable accommodations for the interview. Oftentimes, accommodations are not needed. However, if the applicant does request an accommodation, the SPPC or Reasonable Accommodation Manager or other appropriate staff at your agency can guide you in responding to the request.
- Ensure the location is fully accessible to applicants with mobility, visual, or hearing disabilities, including accessible parking spaces (where onsite parking is an option), ramps, and elevators, prior to interviewing applicants with disabilities for your vacant position.
- Be aware that an applicant with a disability may need to arrange for transportation to and from the interview (where onsite parking is an option). While the employer generally is not responsible for such transportation, you can facilitate the applicant's ability to make appropriate arrangements by providing an estimate of interview duration and expected end time.
Select Next to continue.