The requirement to accommodate begins right from the moment an employer publishes the job posting seeking to fill a position.
Accommodation is not something that happens only after a probationary period, and it does not take effect months into a person’s employment like employee benefits might. The duty to accommodate actually starts from the moment the job is posted publicly. For example, a candidate with a disability should not be prohibited from applying for the job, or participating in the interview process, just because of their physical limitations.
Remember though, accommodation does not mean that you are required to hire this candidate. You can still judge the interview as you would any other, and ultimately make a decision based on who is the best candidate for the role. What you are doing by ensuring that your application process is accessible is allowing all qualified candidates to have an equal chance at employment.
