This study assessed the differences between perceptions held by disabled and nondisabled individuals toward different selection techniques. We compared the opinions of disabled (Ṉ = 79) and nondisabled (Ṉ = 93) persons about the fairness and job relatedness of seven selection methods: personality inventory, cognitive ability test, leaderless group discussion, work sample, biographical inventory, structured interview, and unstructured interview. The results indicated that disabled respondents viewed the structured interview as significantly less fair than the nondisabled respondents. The organizational implications of these results in terms of the 1990 Americans with Disabilities Act are discussed.
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