An employer should interview a person with a disability the same way they interview other candidates. Procedures should not change when a disability is apparent or disclosed. Further, a hiring manager should avoid assumptions about the existence of a disability and its impact on job performance. He or she should feel free to ask questions about how each candidate will perform specific job tasks, taking care to ask the same questions of all applicants, not just those with disabilities.
For further guidance consult Avoid Disability Discrimination When Hiring New Employees  and Finding Gold: Hiring the Best and the Brightest .
-  Avoid Disability Discrimination When Hiring New Employees
-  Finding Gold: Hiring the Best and the Brightest