An automated interview is inaccessible: how can I ask for another format?

Accessibility and job capability differ

Littler’s 2022 analysis discusses tools that can disadvantage a disabled applicant, including inaccessible tests and assessments of speech or facial patterns. It distinguishes reasonable accommodation from group-level bias testing. EEOC’s applicant guidance explains the ADA process, subject to coverage and undue hardship. A different test format is not a guarantee of selection.

Describe the practical obstacle

Write which task is inaccessible, what happens when you try it, and what alternative could assess the same skill. For example, distinguish difficulty using a timed input device from an inability to perform the role’s work. Ask for the appropriate confidential contact before sending medical material.

A clear description helps the employer understand the needed adjustment. For instance, if a video interview uses speech recognition, and you have a speech impediment, explain that the tool misinterprets your responses. Suggest a written or human-conducted interview as an alternative. Do not share unrelated medical history.

Keep a request and response record

Save the invitation, instructions, request, any agreed change and subsequent response. Note the assessment date so the recruiter can address timing. State the adjustment you need without sharing unrelated medical history. An employer may seek appropriate information about a non-obvious disability or accommodation need through its process.

For example, if you request an extended time limit, record the date of your request and the employer’s reply. If the employer asks for documentation, provide only what is relevant to the accommodation. Keep the record confidential and do not post medical records publicly.

If the request is not addressed

Ask whether an alternative or review is available and retain the reply. If you suspect unlawful treatment, obtain advice about the specific employer, role and timing. Do not post medical records publicly to establish your concern; a confidential factual chronology is more useful for an adviser.

If the employer does not respond or denies the request, you may need to escalate. Contact the employer’s designated accommodation coordinator or human resources. If the issue remains unresolved, consult an employment attorney or a disability rights organization. Bring your records and a written timeline of events.

What to bring to an adviser

If you seek legal advice, bring the job description, the test invitation, your accommodation request, the employer’s response, and any notes about the interview. Explain how the barrier affected your performance. Ask whether the employer’s actions violated the ADA, considering coverage and undue hardship.

A lawyer can assess whether the employer is covered by the ADA and whether the requested accommodation was reasonable. They can also advise on deadlines for filing a charge with the EEOC. Do not delay, as time limits may apply.

Hypothetical illustration: typing barrier and extra time

Suppose an employer uses an automated test that requires typing answers within a strict time limit. You have a condition that makes typing slow and painful. You request an oral interview instead. The employer asks for documentation of your condition. You provide a doctor’s note explaining the limitation. The employer then offers a written test with extra time. Is that a reasonable accommodation? Ask whether the extra time addresses the actual typing barrier and allows the relevant abilities to be assessed. The appropriate accommodation depends on the facts; the example does not establish compliance. Ask the employer to explain how the alternative measures the same abilities.

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