Depending on your use of partner agencies and the way that they operate, some or all of the pre-screening process may occur within the agency. Generally speaking, screening should focus consideration of the requirements of the job, physical ability of the candidates to perform specific functions, and social and communication requirements for the position and working with others.

Read more about Screening and Hiring in our PDF Guide

“Our employees with disabilities are incredible workers—willing and eager to learn, and focused on productivity and meeting team goals. It didn’t take me long to realize that I wasn’t hiring people with disabilities—I was hiring the best people for the job.”

Julio Padilla
Manager, PepsiCo Las Vegas Certified Center

Screening and Interviewing Candidates

We suggest you review your application and interview process to understand where people with disabilities might be getting lost in the system, and consider whether any adjustments are warranted.

  • Is your online application process accessible, and can individuals with disabilities easily access it?
  • How are you integrating any partner agencies into your application and interview process? What are their comments about your application and interview process?
  • Have the employees who manage this process at your site had access to disability awareness and etiquette training, and do they understand the goals for this program?
  • Do applicants have the opportunity to self-identify as an individual with a disability at every step of the application and interview process?

Onboarding New Hires and Training Best Practices


  • Stress the importance of performance, safety and quality
  • Provide pointers about informal rules such as breaks, dress code, and keep food and drink out of the work area
  • Teach specific work terminology
  • Check to make sure the person understands; ask them to repeat instructions
  • Invite the person to join you and others for breaks and lunch


  • Provide gradual introduction into the work situation, with support
  • Create written, diagrammatic or pictorial instructions
  • Employ a structured work pattern which enables the team member to complete one task before starting another
  • Ensure clear line of management and an informed supervisor or mentor who can be available to give advice
  • Create checklists and timetables for work to be done

On-the-Job Accommodations and Support

Once an employee with a disability comes to work for your company, there may be “accommodations” or “job supports” that need to be in place for the employee to fulfill job requirements. The Americans with Disabilities Act codified into law the legal requirement for providing these accommodations, but the real incentive is the increased value employees with disabilities provide when properly accommodated.

Examples of Accommodations

  • Schematics or visual tools, rather than text-based instruction
  • Voice input or speech recognition aids
  • Computer screen magnifiers

Examples of Natural Supports

  • Help employees learn informal rules that will support their success in the workplace
  • Give clear directions and feedback
  • Ensure that employees know how to ask for help
  • Model (demonstrate how to do tasks)

Best Practices In Accommodation Process

  • Provide contact information for the individual(s) responsible for implementation of accommodations
  • Make sure the process for requesting accommodations is clear
  • Identify the timeline for processing accommodation requests
  • Identify the process for securing any funding or other support needed to accommodate a request
  • Communicate often with the employee as the accommodation is being implemented
  • Have an appeal process

Read more about Screening and Hiring in our PDF Guide

Toolkit Resources

Access all Toolkit Resources in our PDF Guide