10 checks to reveal where candidate adjustment requests could be getting lost, delayed or handled inconsistently.
A quick way for Talent Acquisition teams to review whether their current adjustment process is clear for candidates, easy for recruiters to manage and consistent through to interview delivery.
No login required. No email needed.
See where adjustment requests may rely too heavily on email, memory or individual recruiters.
Identify where candidates may be getting a different experience depending on recruiter, team or interview stage.
Understand whether your organisation can actually see what was requested, agreed and delivered.
This is a process health check, not legal advice or a compliance certification.
Many organisations already offer reasonable adjustments during recruitment. The challenge is making sure the process works consistently in practice.
A candidate may make a request by email. A recruiter may record it in notes. An interviewer may receive a separate message. By interview day, it can become difficult to see exactly what was agreed, who owns the next action and whether the adjustment was actually delivered.
The 10 checks below are designed to help TA teams spot where that process may be breaking down.
Review each one against your current process.
Candidates should not have to guess whether they need to contact the recruiter, hiring manager, HR team or someone else.
Multiple entry points can create inconsistent experiences and make requests easier to miss.
A candidate may know what they find difficult without knowing the formal name of the adjustment that could help.
If the process expects candidates to already know the solution, some people may never ask for support.
Someone should own the request from the moment it is received until the adjustment is ready.
Without ownership, requests can sit between recruitment, HR, hiring managers, IT or accessibility teams.
Recruiters should be able to understand the practical action required without searching through emails or long notes.
The easier the instruction is to understand, the easier it is to arrange consistently.
Recruiters may need internal discussion, but interviewers usually only need to know what to do differently.
Separating operational instructions from unnecessary personal information supports a more privacy-conscious process.
The real question
If the answer depends on which recruiter handled the case, your process may be working — but not consistently.
The interviewer should know exactly what needs to change before the interview begins.
An adjustment only works if the person running the interview understands how to deliver it.
Candidates progressing through several interview or assessment stages should not have to start the conversation again each time.
Repeated requests create extra work for the candidate and increase the chance of information being lost.
Recruiters should be able to see outstanding actions before the candidate arrives or joins the call.
Finding out on the day that captions, extra time, an accessible room or another adjustment has not been arranged is too late.
Agreeing an adjustment is only part of the process.
Without recording delivery, organisations may know what was requested but not whether the candidate actually received it.
TA leaders should be able to understand request volumes, delivery and process performance without turning sensitive candidate details into reporting data.
Good reporting should improve the process without creating unnecessary privacy risk.
No score. Just an honest sense of where you stand.
Most of these checks already have a clear and consistent answer across your recruitment team.
The process works, but some steps depend on individual recruiters, emails or manual handoffs.
It would be difficult today to clearly evidence how adjustment requests move from candidate request to interview delivery.
Start here for the biggest difference.
Make it obvious how a candidate asks for support.
Make sure somebody is responsible for moving the request forward.
Record whether the adjustment that was agreed actually happened.
Those three changes alone can make the process easier to manage and easier to understand.
Get a branded PDF version of all 10 checks. No login, no email, no registration.
Share this with your recruitment team
Kindly Adjust gives candidates a simple way to explain what would help, gives recruiters one clear workflow for managing requests and gives interviewers practical guidance on what they need to do differently.
Candidate
Tells you what would help
Recruiter
Reviews and manages the request
Interviewer
Receives practical instructions
Organisation
Tracks whether the adjustment was delivered
Focus on what would help rather than requiring a diagnosis.
Recruiters can see what needs attention and what happens next.
Interviewers see what they need to do differently.
Organisations can understand whether agreed adjustments were actually delivered.
We can show you the full candidate-to-interviewer workflow in a short demo.
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