on for not hiring. If there is absolutely no reason why this individual can not carry out the role, then he/she is a candidate.
I would be straight forward with the Hiring Manager about the individual's disability.
Out of curiosity though....did the candidate indicate that he had Tourette's?…
ever.......there is reality. I don't think I would persent the candidate to the client if it were me.
Rayanne said: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?
s in the rehabilitation field who have strong religious ties, a giving spirit, and desire to see individuals with disabilities achieve their goals. I think that depending upon the industry in which you work, you may be more skeptical when reviewing someone's resume like "The Kid's." His would be one that we would take a look at, particularly based on his interests with individuals with disabilities (and particularly since I work with an agency that is devoted to blind and vision impaired). Stereotyping used in evaluating different generations should be treated for what they are - generalized guidelines of commonalities - not a recipe book of all of x = the same attribute. I find older generations who "act" in many ways like younger generations and vice versa. Most of us are some cross mix of qualities from each generation - since we are influenced by each generation that we are in contact with.…
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r distracting disability has to be taken into consideration as to the environment. And sometimes that environment is not condusive to the disability. And if you want to call that discrimination, then so be it. I've had great success with ADA hires in the past (deaf, blind, etc.), but we did take into consideration the adjustments and accommodations that were necessary in order for it to be a win-win situation.
Rayanne said: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?