I’ve written plenty about the complexities of the interactive process and accommodating disabled workers (such as here and here and here and here). Not all your employees need to understand those complexities. But everyone in an organization who receives employment applications or inquiries needs to understand that the obligation to accommodate extends to applicants for employment. So if, for example, an applicant with one arm applies to be a barista, your employees need to know not to reject the applicant based on stereotypes or assumptions. Instead, they should provide him an application and ask if he needs help filling it out. Then someone who better understands the complexities of these laws can guide the process from there.

This doesn’t mean that you have to hire the person. It means that you need to comply with the other legal requirements (such as engaging in the interactive process) before making that decision.