May I ask in advance about the scope of support required from applicants who need interview accommodations?

Hello, I am in charge of recruitment.
I am planning to include a statement in the recruitment notice asking applicants with disabilities or those requiring accommodations during the interview to request them in advance.
When a request actually comes in, I am a bit cautious about how far I can go in asking about the details necessary for the company.
For example, you need to check in advance whether a wheelchair-accessible space is required, sign language interpretation is needed, or the interview time needs to be adjusted in order to prepare.
I don't think it's appropriate to ask about the type of disability or diagnosis details during that process.
The applicant just Conveniences need to be provided. If the request was only made to that extent, would it be okay for HR to first ask specifically what kind of support is needed?
I am also curious if there is a standard requiring requests to be made a few days in advance of the interview for services that require booking external vendors, such as sign language interpretation or separate equipment.
For those of you who have received such requests during the hiring process, how do you manage the notices or verification procedures?