Employers generally use interviews to gather more information about a job applicant in addition to the information provided in the job application. Interviews and inquiries should focus on the applicant's ability to perform the key duties of the job.
Questions that may result in an applicant providing information related to a protected ground or questions about issues such as disability or accommodation of an applicant should generally not be explored during interviews. It is more appropriate to discuss accommodation issues after a conditional job offer is made. Employers are required to accommodate both job applicants and employees to the point of "undue hardship." Undue hardship is a legal concept related to the steps that an employer must take to accommodate an employee. You can read more about the duty to accommodate and undue hardship.
This section includes information for employers on:
Reviewed: December 16, 2009