If a recruitment process is inaccessible, that is not a reflection of your ability to do the job.
It is a process problem.
For candidates with physical disability or mobility needs, the barrier may show up before the interview even starts: parking, lifts, room layout, seating, distance between assessment rooms, or being asked to attend in person when an online format would test the same thing.
Adjustments that may help
Useful adjustments may include:
- accessible interview venue
- accessible parking information
- lift and bathroom access information
- adjusted seating
- extra time to move between activities
- online or video interview
- phone interview where appropriate
- avoiding unnecessary physical tasks
- clear directions to the room
- a staff member meeting you at reception.
Why access details matter
Small details can decide whether the process is workable.
If the building is hard to navigate or the room is not accessible, your energy goes into getting through the environment rather than participating in the interview.
That is exactly what an adjustment should prevent.
What to ask for
> I am requesting a recruitment adjustment for the interview. I require an accessible venue with lift access and suitable seating. Please also provide clear information about parking, entry and the location of the interview room. If this cannot be arranged, I would like to discuss attending by video.
This is practical and specific.
That makes it easier for the recruiter to act.
Useful next steps
If this topic is relevant to your application, these related Team 3Thirty guides are the best places to go next:
- reasonable adjustment examples
- NSW Government recruitment adjustments
- workplace adjustment passports
Useful resources
These official resources are worth checking if you need the source guidance behind the adjustment examples: