You don't have to discuss any disability. I leave that to the interviewer's imagination. The point is to let them know they are already on thin ice. They would have to show how they administer their tests fairly, how those tests have some scientific basis and predictive value, are necessary for the job, and don't discriminate against protected groups. Of course they can't show those things so they have always just dropped the issue. I've had recruiters try to haul out their personality tests too, just say no.

Companies fear one thing even more than making a bad hire, and that's getting sued for their shoddy interviewing/HR practices. A complaint can trigger investigations and lawsuits from the state, not from the candidate. The ADA is sufficiently vague and comprehensive at the same time that it's a bogey-man for HR people.

To put it another way, a US employer has to comply with the ADA whether I have a disability or not. And they can't ask me what disabilities I might have unless directly relevant to the job, i.e. a person in a wheelchair probably can't operate a fork lift.

Some US states already prohibit pre-employment background checks and credit checks. States should prohibit employers from casting nativities and reading entrails during the interview process as well.

When asked my Myers-Briggs "Type Indicator" I always say "Scorpio." Weird how so many rational and educated people fall for that bullshit. And yes, that's exactly how a Scorpio would behave.

Not OP, but just want to make it clear to other readers that you can claim disability at any point, or never, it’s up to the individual.