Being invited to an interview should be good news.
But for some candidates, excitement is quickly followed by another question: do I need to tell the employer that I require an adjustment?
Perhaps the interview is in a building you need to know is accessible. Maybe you need extra time for a written assessment, a quieter room, a different format for information or adjustments to the way an online interview is conducted.
Asking can feel uncomfortable, particularly when you have not yet met the employer.
It should not.
Reasonable adjustments are there to remove barriers
Under the Equality Act 2010, employers have duties towards disabled job applicants as well as employees.
A reasonable adjustment is not about making an interview easier or lowering the standard expected of you.
It is about removing a disadvantage caused by the recruitment process so that you have a fair opportunity to demonstrate whether you can do the job.
For one person, that could mean step-free access to an interview room. For another, it might mean additional time for an assessment, information provided in an accessible format or an interview held somewhere quieter.
Different people need different things.
You do not need to apologise for asking
One of the biggest barriers can be the feeling that asking for something different makes you difficult.
It does not.
A well-run recruitment process should be designed to allow candidates to demonstrate their abilities.
If a straightforward change makes that possible, requesting it is a practical part of preparing for the interview.
There is no need to write a long explanation or apologise repeatedly.
You can simply explain what adjustment you need and, where useful, how it will help you take part fully.
For example, you might say that you require additional time for a written assessment or need confirmation that the interview location has step-free access.
Keep the emphasis on what you need rather than feeling that you have to justify yourself.
When should you ask?
As early as reasonably possible is usually helpful.
If an interview invitation asks whether you require reasonable adjustments, you can respond at that point.
Giving an employer some notice allows them time to arrange what is needed, particularly if the adjustment involves a change of location, technology or assessment format.
But needing an adjustment later does not mean you have missed your opportunity.
Sometimes candidates do not know exactly what an interview will involve until they receive more details.
If that happens, contact the recruiter when you realise there may be a barrier.
How much information do you need to give?
You do not necessarily need to provide your full medical history.
The useful information for the employer is usually what barrier you are likely to experience and what could remove it.
You may decide to tell them the name of a disability or condition because it makes the conversation easier. You may prefer to focus on the practical adjustment.
How much you choose to share can depend on your circumstances and on what is necessary for the employer to understand the request.
The important thing is that the adjustment works.
What if you are not sure what would help?
It is perfectly possible to know that something will be difficult without knowing exactly how the recruitment process could be adapted.
In that situation, talk to the recruiter.
An adjustment is often best worked out through a conversation rather than treating the candidate as though they are expected to design the entire solution themselves.
You may also have used an adjustment successfully in education, previous employment or another recruitment process. If so, explaining what has worked before can give the employer a useful starting point.
Pay attention to how the employer responds
The way an organisation handles an adjustment request can also tell you something about its culture.
An employer does not have to agree automatically to every adjustment exactly as requested. What is considered reasonable will depend on the circumstances.
But you should expect your request to be taken seriously and discussed respectfully.
An employer that listens, communicates clearly and tries to find a workable solution is showing you something important about how it may support employees more generally.
A dismissive or unnecessarily difficult response may also tell you something.
Recruitment works both ways.
You are being assessed by the employer, but you are also learning what it might be like to work there.
The interview should test your suitability for the job
An interview is supposed to help an employer decide whether you have the skills, experience and potential needed for a role.
It should not become an accidental test of whether you can overcome an unnecessary barrier created by the recruitment process.
If you need a reasonable adjustment, requesting one is not asking for special treatment.
It is asking for the opportunity to demonstrate what you can do.
And that is exactly what an interview should be about.