(1) During a recruitment process, an employer shall notify job applicants, when they are individually selected to participate in an assessment or selection process, that accommodations are available upon request in relation to the materials or processes to be used.
(2) If a selected applicant requests an accommodation, the employer shall consult with the applicant and provide or arrange for the provision of a suitable accommodation in a manner that takes into account the applicant’s accessibility needs due to disability.
Human Resources (HR) offices are typically responsible for contacting candidates who have been selected for an interview. All correspondence with the selected candidates should indicate that accommodations for interviews are available upon request. The individual who is organizing the interview should also provide the selected candidates with as much detail as possible about the nature of the interview and any assessment tools that might be used—for instance, the number of people on the interview panel, whether there will be a computer test or a written test, etc. Providing this information will help candidates assess their need for any accommodation.
An individual who is not part of the selection panel should organize the accommodation planning for interviews. This helps to ensure privacy for the candidates.
If the human resources office does not provide accommodations, hiring managers should seek further guidance and advice from offices that do offer accommodations support, such as an equity office or disability office.
The individual organizing the interview indicates by telephone or e-mail that the candidate should notify the office as soon as possible if he or she requires accommodation for the interview.A follow-up e-mail is generally sent to candidates with the following language and information:
“Good afternoon [CANDIDATE NAME],
As a confirmation of our conversation, you will be interviewing for role of [TITLE OF ROLE], within the Department of [XXX] on [DAY AND DATE] at [X:XX] a.m. As discussed, we ask that you arrive 15 minutes prior to your interview time to partake in a typing test. The interview panel will include [NAMES OF PANELISTS]. You can expect to be here for approximately 1 – 1.25 hours. An interactive map of York University can be found by following this link.
The interview will be held in the [XX] building—number [X] on the map. When you enter the [XX] building you will go to [XX] reception and ask for me. I will escort you to the interview room. Public transportation directions can be found by following this link. All buses stop on campus at Harry W. Arthurs Common located directly across from Vari Hall. From there you can walk over to the [XX] building.
If you are driving, please note the closest entrance is off Steeles Avenue at Founders Road. There is a parking lot located directly across from our building (number [XX] on your map), however it is small and sometimes full. Please note there is a charge for parking. Additional pay-per-use parking can be found off Ian MacDonald Blvd near Northwest Gate.
Should you require accommodation for your interview, please notify me as soon as possible. Please do not hesitate to contact me if you have any questions.
We look forward to meeting you. Please confirm acceptance and receipt of this e-mail.
Regards, [ORGANIZER NAME]”
In this written confirmation, the candidate is alerted to the type of assessment (typing test and panel interview), duration of the interview, detailed directions, location of interview, parking details and the fact that accommodations are available upon request. This allows the individual to more accurately assess his or her need for an accommodation.
The following is suggested language used by the institution for alerting individuals that accommodations are available upon request:
“If you have an accommodation need due to a disability, please let me know and I will do my best to make appropriate arrangements.”
This language could be used in booking interview appointments, as well as other appointments or meetings throughout the institution.
In Section 1 (2), the IASR states that, “the requirements in the standards set out in this Regulation are not a replacement or a substitution for the requirements established under the Human Rights Code nor do the standards limit any obligations owed to persons with disabilities under any other legislation.”