Prepare an Adjustment Request for an Accessible Interview

An interview should give you a fair opportunity to demonstrate the skills the role requires. If an interview venue, platform or assessment format creates a disability-related barrier, preparing a specific adjustment request can make the discussion with a recruiter clearer. Start with the task you will be asked to complete, identify the barrier and explain what would help you participate.
For graduates and early-career scholars, this preparation can sit alongside researching the employer and practising interview answers. You do not need to design the employer’s entire accessibility process. The aim is to communicate your needs, agree practical arrangements and know whom to contact if those arrangements are missing.

Understand what an adjustment is for

The ILO describes reasonable adjustments, also called reasonable accommodation, as changes that support equal opportunity and allow people to use their skills and talents. Its guidance addresses accommodation across the employment cycle. Accessibility and individual adjustments are related: an accessible process removes broad barriers, while an adjustment responds to a particular person’s needs.

The planning suggestions below apply across different career paths, but they are not a statement of identical legal rights in every African country. Requirements, procedures and terminology differ. If you need advice about an employer’s obligations or a disputed decision, seek current guidance from a relevant local authority, disability organisation or qualified adviser.

Find out how the interview will work

When you receive an invitation, check whether the interview is online or in person, how long it will last and whether it includes a written test, presentation, group activity or timed task. Ask about the venue and assessment software where that information is missing. You can start with a simple question: “Could you share the interview format and any assessment requirements so I can prepare?”
For an in-person interview, consider the route into the building, the interview room and facilities you may need. For an online interview, consider whether you can use the platform with your assistive technology and access any documents provided. Where possible, request a short technical check before the assessment. An invitation that says “online” does not tell you whether every part will be accessible.

Describe the barrier and a workable option

Link your request to participation in the assessment. For example, an inaccessible upstairs room could require a step-free venue. A document format that does not work with your screen reader could require an accessible version. These are illustrative examples; people with the same disability may need different arrangements.

Other requests might concern communication support, breaks or the way instructions are provided. Explain what will help you demonstrate the relevant skill, and ask the recruiter to discuss alternatives if your preferred option is difficult to arrange. If timing is part of an assessment, clarify what the task is intended to measure and how an adjustment can preserve that purpose.

Decide what information you are comfortable sharing

Disclosure is personal and can involve legitimate concerns about privacy and how information will be used. Consider what the recruiter needs to understand the barrier and organise the adjustment. A functional explanation may be a useful starting point, although some processes may request further supporting information.

If documentation is requested, ask what is required, why it is needed, who will receive it and how to submit it securely. Avoid automatically copying sensitive information to every member of the interview panel. A trusted disability support service or adviser may help you consider your options if you are unsure what to share.

Send a clear request to the right contact

Contact the recruiter or the person named in the invitation as soon as you can once you understand the format. Early notice gives time to discuss arrangements, but an unexpected barrier can still arise later. Ask who coordinates adjustments if no contact is identified.

Adapt this sample request to your situation: “Thank you for inviting me to interview for [role] on [date]. I understand that the assessment includes [task or format]. The barrier I anticipate is [brief description]. An adjustment that would help me demonstrate my skills is [specific arrangement]. Could you confirm whether this can be arranged, or suggest a time to discuss a suitable alternative? Please also let me know whom to contact on the day.”

This template is a planning aid, not a requirement to disclose a diagnosis. Keep the message focused on the arrangement you need. Save the correspondence somewhere you can easily access before the interview.

Confirm the practical details

A general acknowledgement may leave important questions unanswered. Confirm the agreed arrangement, who will provide it and when it will be ready. Check whether the interview panel has the relevant practical instructions, without assuming it needs your full personal information. If equipment or software is involved, ask whether you can test it beforehand.
Before the interview, review the joining instructions or venue details, the named contact, accessible materials and any agreed breaks or support. Prepare your own equipment if you normally use it. Keep your usual interview preparation in view: examples of your work, questions about the role and a clear explanation of your interests.

Have a plan if the arrangement is missing

If the agreed adjustment is unavailable, explain the problem promptly and refer to the confirmation. Ask for a practical solution, such as moving rooms, providing the correct file or rescheduling when the necessary support is available. You can say: “We agreed [arrangement], and it appears unavailable. Without it, I cannot access [part of the assessment]. Could we resolve this before continuing?”

Afterwards, record what happened and any response you received. If the barrier remains unresolved, consider the employer’s recruitment complaints process and relevant local support. Whether you continue, pause or seek further advice will depend on your circumstances. Preparing a request cannot guarantee an accessible process, but it can help you communicate clearly and keep a record of the arrangements.

Try the three part exercise

Write three sentences: “The assessment involves…”; “The barrier I anticipate is…”; and “An adjustment that would help me demonstrate my skills is…”. Then add your preferred contact and the details you need confirmed. Review the plan with someone you trust if that would help. Your abilities belong at the centre of the interview; practical arrangements should help the employer assess them fairly.