It is good practice to mention to candidates at each stage of the process that they can request an adjustment or assistance with assessment activities.
If a candidate shares information about their disability prior to an assessment, it is your responsibility to talk to the candidate to understand what adjustments or assistance they need so that you can make arrangements in advance of the assessments. Be aware that this information is confidential and should only be used to organise an adjustment.
Be flexible about making adjustments because:
- candidates may not tell you until the day of the assessment that they need an adjustment
- candidates may not request an adjustment at all, yet it is apparent when the candidate attends for the assessment or completes a task that an adjustment is needed.
If an adjustment can be made and is reasonable, you should make it. Doing so reduces the risk of indirect discrimination and makes your recruitment process more inclusive. If an adequate adjustment cannot be made at the time, consider rescheduling the assessment after consulting with the candidate or seek advice from your HR team.