We are fully committed to supporting candidates with disabilities who apply for jobs with organizations using our assessments. Most of our assessments can be adjusted to better suit individuals with disabilities such as visual impairments, hearing loss, mobility impairments, learning difficulties, mental health issues and disfigurements. We help recruiters by providing guidance and best practice on reasonable adjustments that may be made to assessments to make your experience as smooth and fair as possible.
Examples of possible assessment adjustments include the following:
- Support for screen readers on online tests for candidates with visual impairments
- Adding additional time to timed tests for candidates with dyslexia or motor impairments
- Adjustment to test presentation for candidates with dyslexia or visual impairments
- Large print format tests on screen or on paper for candidates with visual impairments
- Braille printed tests on paper for candidates with visual impairments
- Supporting candidates with hearing loss by providing text scripts of voice sections on video or avatar-based tests
If you have a disability that you think may affect the assessment you have been asked to complete, it is in your interest to make the recruiting organization aware of this as early as possible in the application process.
For example, if you have been invited to an assessment center and you have a disability that may affect your performance in any of the exercises mentioned, discuss the matter with the organization before you attend. If you have special requirements it is also advisable to declare this beforehand. The organization may then be able to make suitable, reasonable adjustments, to help you show them how good you really are. If you don’t let them know until the day of the assessment center it’s likely that the adjustments and accommodations they can make will be more limited.
The law and guidelines regarding what employers and recruiting organizations should do and need to do to accommodate your requests differ by country, so it is important for you to know the local regulations. For example, in the US this is regulated through the Americans with Disabilities Act of 1990, which prohibits private employers, state and local governments, employment agencies and labor unions from discriminating against qualified individuals with disabilities in job application procedures, hiring, firing, advancement, compensation, job training, and other terms, conditions, and privileges of employment. You may find more information about your rights as an applicant under the Americans with Disabilities Act on the ADA Web site. The site includes A Guide for People with Disabilities Seeking Employment, a document offering guidance for people with disabilities and a general explanation of the employment provisions of the ADA .
If you’re not sure what support to ask for, you can use the free ClearTalents.com site, powered by the Clear Company, to guide you through defining your own support needs. A simple online questionnaire, which is fully accessible, asks if you can be supported using the telephone, for example, or using a computer, pen and paper or travelling to and from assessment processes. Perhaps there are things which could help you perform better in face to face meetings such as a reader to explain assessment procedures or an interpreter to help you understand instructions. Whatever your circumstances are, ClearTalents.com will help you identify the support you should ask for in an assessment process.
Our Talent with Disabilities Research Team is committed to ensuring our assessments and processes are fair and inclusive. If you have any suggestions or comments, please email firstname.lastname@example.org.