NSW Government recruitment can be structured, formal and a bit intimidating even when you do not need adjustments.
If you do need an adjustment, it can be hard to know whether to ask, when to ask, and how much to say.
The good news is that NSW public sector guidance is fairly practical on this point. Candidates with disability can request adjustments during recruitment. The purpose is to give people a fair opportunity to participate and show their capability.
What you can ask for
NSW sources give examples including:
- interview questions before the interview
- written responses to interview questions
- different assessment methods
- extra time for assessments or interviews
- accessible written documents and tasks
- use of your own laptop or assistive technology
- reduced noise, good lighting or adjusted seating
- Auslan interpreting or captioning
- phone, video or alternative interview formats.
DCJ also gives useful examples such as changing assessment type, adapting interview format, preferred communication method and providing information in accessible formats.
When to ask
You can ask at application stage, once you are invited to assessment, or when the recruiter explains the process.
Earlier is usually easier because the recruiter has more time to organise it.
But if you only realise the barrier after you receive the interview details, ask then. Do not assume it is too late just because you did not mention it in the original application.
How much should you disclose?
You do not need to write your life story.
Keep the focus on the adjustment and the barrier:
> I am requesting a recruitment adjustment for the interview. I process verbal questions more effectively when I can read them, so I would like the questions provided in writing at the start of the interview, with a short amount of reading time.
That is clear. It is practical. It tells the recruiter what you need.
What this does not do
An adjustment does not mean you skip the role requirements.
The panel still needs to assess whether you meet the capabilities and requirements of the role. The adjustment changes how you participate in the process, not the standard you are being assessed against.
That is why asking for an adjustment is not asking for special treatment.
It is asking for the process to test the right thing.
Useful next steps
If this topic is relevant to your application, these related Team 3Thirty guides are the best places to go next:
- reasonable adjustments for government recruitment
- reasonable adjustment examples
- disability disclosure in government applications
Useful resources
These official resources are worth checking if you need the source guidance behind the adjustment examples: