No surprises is, of course, the right action here - Be upfront about the protected disability. My only cause for pause here is "really?" If the disability was that distracting during an interview, is it fair to assume that the HM, whose responsibility it is to fill the position with the best candidate/applicant - the best - that means the best fit, the best experience, the best knowledge base... And while that candidate may have the experience and also the knowledge necessary to perform the functions of the open position, is it really fair to place that burden on the HM whether or not the candidate is the "right fit," given that his disability may actually preclude him from being the right candidate?
I know this is a can of worms and I agree that the ADA is a necessary and valid protection, however, sometimes the disability is the reason and placing the HM or Recruiter in the position of saying no (risking a lawsuit) or saying yes (risking departmental upheaval) really is a no-win for anyone.
Yes, there are some jobs that those with certain disabilities simply cannot perform the given duties - ok. But what about the jobs where the disability just makes them not a good fit for a company or department?
Hmmm..., yes, did he indicate that? Or did the recruiter just assume and is now committing discrimination? What if the candidate just had allergies...
Come on. If the role requires the placement to work with other individuals, either on a daily basis or in planning sessions, and that disability gets in the way or causes upheaval - discomfort does that - the HM has to do what is best for the department, is that discrimination then not justified? If it affects the well-being and bottom line of the company/department? EVERY hiring process is discriminatory. We tell candidates no all the time, don't we?
MHO as recruiters when we get too deep into the Personal aspect - when we are relying too much on our emotional perspectives of the candidates that we have to present, instead of focusing on finding the best qualified person for the position based upon the Job description and what it takes to get the job done; The NEEDS and not the Wants; The Objective information.. Not only do we lose out on Great candidates, and great potential employees for our clients, but we also are instrumental in not providing the best service for all that we represent, including the candidates.