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. They 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 the Employers' Practical Guide to Reasonable Accommodation Under the ADA and other resources at the Job Accommodation Network. You may also be interested in the video Recruiting and Retaining Employees with Disabilities.