We are fully committed to supporting candidates with disabilities who apply for jobs with organisations 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 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 organisation aware of this as early as possible in the application process.

For example, if you have been invited to an assessment centre and you have a disability that may affect your performance in any of the exercises mentioned, discuss the matter with the organisation before you attend. If you have special requirements, it is also advisable to declare this beforehand. The organisation 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, it’s likely that the adjustments and accommodations they can make will be more limited.

The law and guidelines regarding what employers and recruiting organisations 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 United Kingdom, this is regulated by the Equality Act 2010, which places a duty on employers and recruiters to make reasonable adjustments for candidates with disabilities at every stage of the recruitment process. You may find more information on the Equality Act 2010 at: www.equalityhumanrights.com/legal-and-policy/equality-act.

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 disabled.talent.research@executiveboard.com.