The Cornell Just-in-Time Toolkit for Managers

Tips, checklists, and resources to help managers lead a disability inclusive workforce.

Topic #4
About Hiring:
The Many Faces of Talent
1. Individuals who use wheelchairs can’t do jobs that require travel.
2. Applicants who can’t participate in the hiring process because of their disability are clearly not qualified to do the job.
3. Individuals who have visual disabilities can’t do jobs that involve using computers.
4. Managers can always hire the most qualified applicant.
5. During an interview, it’s OK to ask if the applicant has any disability which would prevent them from doing the job.
6. If an applicant does not talk about his disability during hiring, he does not have a right to an accommodation later, if hired.
7. During an interview, it’s OK to ask if an applicant has ever used illegal drugs.
8. At Cornell, we do not hire veterans with disabilities until they have completely recovered from their medical conditions.
9. Managers should record all disability information in the applicant’s hiring personnel record.
10. The question, “Can you perform the essential functions of this job with or without a disability accommodation?” is a permissible question during a hiring process.