Due to safety guidelines, you are probably conducting all interviews over the phone or via video conferencing. Fair enough.
What do you do if you have a hearing-impaired candidate who says that neither of those options works for her?
This is the type of situation that comes up from time to time, and people aren’t prepared for it. Sometimes, a recruiter may just make the decision not to move forward without thinking of the legal consequences–and that’s a problem.
Yesterday, employment attorney Stuart Silverman shared the story of Dorit Richardson on LinkedIn. Richardson declined a phone interview with Guidewire Software, due to her hearing loss, and the company countered with a video interview with a sign language interpreter. That seems like a pretty good accommodation, except Richardson doesn’t know sign language and uses cochlear implants and, again, requested an in-person interview.
To keep reading, click here: How Spending $21 Could Save Your Business $200,000