For recruiters working with students and graduates, reasonable adjustments shouldn't be viewed as a compliance exercise. Instead, they should be seen as a talent attraction and inclusion strategy. Some students and graduates with disabilities, neurodivergent conditions, long-term health conditions, or mental health challenges will opt out of recruitment processes that feel inaccessible. We want to help employers access the whole talent pool!

Under the Equality Act 2010, employers have a duty to make reasonable adjustments for disabled applicants where they would otherwise be disadvantaged in the recruitment process. This includes adjustments to application forms, assessments, interviews, and other selection activities.

Here's what good practice looks like....

1. Normalise adjustment requests from the start

Rather than waiting for candidates to ask, proactively include wording such as:

'We are committed to providing an inclusive recruitment process. If you require any adjustments at any stage of the application or selection process, please let us know, and we will be happy to discuss your needs.'

This signals psychological safety and encourages disclosure. Government guidance on reasonable adjustments specifically notes that employers can ask candidates whether adjustments are needed in the recruitment process and should make reasonable adjustments where appropriate.

2. Ask candidates what they need, not what condition they have

Focus conversations on barriers and solutions. Instead of: 'What disability do you have?' Ask: 'Is there anything we can do to ensure you can fully demonstrate your skills during the recruitment process?'

This removes unnecessary focus on medical details and centres on the candidate experience.

3. Make application processes accessible by design

Many students encounter barriers before they even reach an interview. This is because application systems can create disadvantages if they are not designed inclusively.

To help candidates, consider:

• mobile-friendly application forms
• accessible online systems
• compatibility with screen readers
• alternative submission formats where appropriate
• use of plain English
• accessible (or alternatives to) PDFs and supporting materials

4. Review graduate assessment

Graduate recruitment often relies heavily on online tests, assessment centres, video interviews and timed exercises. These can unintentionally disadvantage some candidates.

Potential adjustments may include:

• additional time
• rest breaks
• alternative formats
• captioning
• BSL interpretation
• accessible technology
• providing questions in advance where appropriate
• alternative assessment methods or interview formats

These examples are suggestions and may not be reasonable for all roles or workplaces.

5. Train recruiters and hiring managers

Many adjustment requests are handled inconsistently because managers lack confidence.

Training should cover:

• Equality Act obligations
• hidden disabilities
• neurodiversity
• mental health conditions
• how to discuss adjustments appropriately
• assessing competence rather than style

6. Make interviews flexible

To ensure candidates can demonstrate their abilities fairly, simple changes can have a significant impact.

Consider sharing advance information about interview details and formats, and providing clear instructions for virtual interviews.

You could also:

• offer accessible locations
• allow additional processing time if required
• minimise unexpected changes

Think specifically about neurodivergent graduates

An increasing number of neurodivergent students are entering the labour market. Recruiters should consider whether assessments genuinely measure the role requirements.

Ask:

• does a candidate really need to answer within 60 seconds?
• is a group exercise essential?
• does eye contact matter for performance in this role?
• are we assessing communication skills or confidence under pressure?

Often, recruitment processes inadvertently assess behaviours rather than capability.

8. Partner with university disability and careers services

University careers teams frequently support disabled students, advise on adjustments, run specialist employability programmes and help employers improve practice. Working closely with careers teams can improve both candidate experience and attraction outcomes. Get in touch to find out more.

9. Create transparency around adjustments

Candidates are often unsure about whether adjustments are available, who to contact, or when to disclose. They also worry about whether a disclosure will affect hiring decisions.

Transparency can help to reduce candidate anxiety. A dedicated section within recruitment communications can explain:

• available support
• how requests are managed confidentially
• who to contact
• typical adjustment examples

10. Measure what happens

Tracking data can help improve recruitment processes. To do this, track the number and type of adjustment requests you receive and the conversion rates through recruitment stages. Also consider tracking candidates' satisfaction and the success rates of candidates using adjustments.

Examples of adjustments frequently requested by students and graduates

A best-practice mindset

The most effective recruiters are asking, 'How do we ensure every candidate has an equitable opportunity to demonstrate their potential?' rather than 'How do we accommodate this candidate?'

For student and graduate recruitment, reasonable adjustments help you assess talent, capability and future performance, rather than a candidate's ability to navigate unnecessary barriers.

Further reading

• Recruitment and disabled people: reasonable adjustments, gov.uk
• Reasonable adjustments for workers with disabilities or health conditions, gov.uk
• Postgraduate research student career development in the UK, UKRI
• Requesting reasonable adjustments during a recruitment process
• Adjusting your recruitment process for a candidate with a disability: What is reasonable?, RPC