I need an accessible interview: what should I ask the recruiter to arrange?

Focus on access to the assessment

The Australian Human Rights Commission’s interview guidance addresses accessibility, reasonable adjustments, and planning interview logistics. It encourages you to check the location or online format and to discuss relevant needs. Whether an adjustment must be provided depends on the circumstances and the applicable legal framework; this is not a promise that every requested format must be accepted. The aim is to identify the barrier to participating and to find a workable change that allows you to be assessed fairly.

Make a specific request

When you contact the recruiter, state the scheduled interview, describe the access difficulty you face, and propose the change that would help—for example, an accessible room, a suitable communication format, or an agreed support person. Ask whom you should contact about arrangements. Share information relevant to the request through the designated process; avoid sending a full medical history to everyone copied on a recruitment email.

Confirm before the appointment

Check the address, entry arrangements, timing, and the agreed adjustment in writing. For a virtual assessment, test the platform and any accessibility tools in advance. If the proposed alternative still leaves a barrier, explain what remains and ask for another workable option. Keep a record of the request and the response rather than assuming that a verbal reassurance means the logistics are resolved.

If access is refused

Record the request you made, the reason given for refusal, and the effect on your participation. If needed, seek advice about the relevant discrimination pathway and any applicable deadlines. Do not infer the entire hiring decision from an unanswered logistics email alone. This guide cannot decide whether an adjustment would impose unjustifiable hardship, certify medical needs, or establish liability without the actual recruitment facts.

Hypothetical illustration: requesting an accessible interview

Suppose you are deaf and have an interview next week for an administrative role. You email the recruiter, state the interview date, explain that you need a sign-language interpreter to participate fully, and ask who handles accessibility arrangements. The recruiter replies that they will check. You follow up two days later to confirm. If the recruiter says they cannot provide an interpreter, you ask what alternative would allow you to demonstrate your skills, such as a written interview or a video call with captions. You keep the emails. If no workable option is offered, you consider whether the refusal relates to a disability and seek advice on discrimination law. In this situation, what specific records would you bring to a legal adviser?

Next steps if unresolved

If the recruiter does not respond or the proposed adjustment is not workable, you may need to escalate within the organisation or seek external advice. Bring your written request, any responses, and a description of the barrier and its impact on your participation. A discrimination complaint may have time limits, so check promptly. This guide does not replace individual legal advice.

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