challenges.Many people with disabilities are accustomed to finding alternative ways of doingthings. This innovative thinking can carry over into the workplace.Many people with disabilities tend to remain with the same employer for many years. Unfortunately, this low turnover rate occurs because of the difficulty finding other employment, adequate housing and specialised medical care.Many disabled people in Singapore are enthusiastically awaiting opportunities toreceive training and meet the human power shortage in the nations workforce.IN HIRING PEOPLE WITH DISABILITIES, EMPLOYERS HAVE FOUND THATMOST HAVE NOT ONLY MET BUT EXCEEDED EXPECTATIONS - IN FACT,THEY HAVE GONE ON TO BECOME VERY PRODUCTIVE AND LOYALEMPLOYEES. ONCE GIVEN AN OPPORTUNITY, PERSONS WITHDISABILITIES HAVE PROVEN THAT ANYTHING IS POSSIBLE! WOMEN WITH DISABILITIES - BEGINNINGS A JOB SEARCHAside from thequestion of how to discuss having a disability with a prospective employer, thereare some of the questions a women asks herself when beginning a jobsearch.Where do I Start looking?Am I ready?What are my goals?What kind of jobdo I want?Where can I find information about getting the kind of job that I want?Do I have the skills, education, training and experience that an employer wants?What do I need to be successful?How can I get a start?whataccommodations will I need to be successful at work?SUITABLE CANDIDATES INTERVIEWINGIt may be necessary to have aninterpreter to assist the employer when interviewing a candidate with a hearingimpairment.If your scheduled location for interviews is not accessible, arrange to have allinterviews at an accessible location. If the qualified candidate requires specificaccommodations, these can be made at the time of hire. As can be seen in MYTHS there are many misconceptions about the abilities of people with disabilities. These misconceptions are often the result of a lack of awareness about disabilities. People often see the disability before the person.They often make unfounded assumptions about how the disability affects theperson.INTERVIEWING PEOPLE WITH DISABILITIESConduct interviews withdisabled peoples as you would with anyone.Emphasise abilities, achievementsand individual qualities but avoid putting people with disabilities on a pedestal.Remember that questions concerning an interviewee’s disability should berestricted to those relevant to work. Before asking a question about a person’s lifeoutside work, ask yourself if you would put this question to any other interviewee.Do not make any assumptions about an individual’s ability to perform certaintasks. Disabled people often offer innovative solutions to everyday challenges, with or without the technical aid or personal support.Do not rely on intermediaries for information or opinions about a disabledperson’s capacity to succeed at work. Form your own judgments from discussion with the person themselves, as you would with any interviewee.If a hand-written application is required, ask if it is necessary. Some people may need someone else to fill it in, or may need to use a computer or tape.