Case study – reasonable adjustments in recruitment 2025
The recruitment advisor or HR administrator contacts candidates by phone who have declared a disability. This gives them the opportunity to discuss any reasonable adjustments they may need. A phone call provides a more personal approach, and because adjustments should always be tailored to each individual, it is deemed important to have the direct conversation. If a candidate cannot be reached by phone, an email is sent to ensure contact is made.
Some candidates do not require reasonable adjustments but appreciate talking through the process, so they know what to expect. This was especially true for candidates attending more in depth assessment events for service centre, scheduler and apprentice roles. Candidates with neurodiversity often felt anxious and wanted clarity about what the event would involve. These conversations made a real difference; feedback showed that some candidates would not have attended without this communication. The phone calls and emails were well received by everyone, and many candidates were pleasantly surprised to be contacted about reasonable adjustments, as they had never experienced this before. We continue to receive this same positive feedback every year.
The table below shows information taken from our recruitment system. It includes the number of candidates who declared a disability on their application form, whether contact was made, the reasonable adjustments provided, and cases where no adjustments were needed.
| Disabilities declared | 49 |
| Contact made with candidates via telephone | 24 |
| Contact made with candidates via email | 25 |
| Reasonable adjustments made | 19 |
| No reasonable adjustments needed | 30 |
We offer a wide range of reasonable adjustments, and during our discussions with candidates we make sure the adjustments are tailored to the individual to ensure they feel supported throughout the process.
- Click here to view some of the reasonable adjustments we have offered candidates this year:
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- Statements were read only to the hiring managers at apprentice assessment days, not in front of the entire group
- Information about the group activity was provided in advance to ensure participants were aware of the event details
- An additional 15 minutes was allocated for the Math and English tests
- Interview questions were given 15 minutes before the interviews to allow candidates time to process them
- A quiet and safe space was made available if needed
- We ensured that the lifts in the venues were operational
- Candidates were met at reception, provided with a quiet space, a hot drink, and time to review interview questions beforehand
- Extended time was allowed for skills tests before interviews
- Interview rooms were provided with appropriate lighting and temperature, reducing bright lighting for those with sensory sensitivities
- Reserved parking was provided close to the reception entrance
- Interview rooms were located on lower floors
- Coloured overlays and tinted paper to make text clearer and more comfortable for tests
- Additional time was allowed for answering questions
- Provided a laptop from IT for a candidate to type out the activity response and take notes, as they found it difficult to hold a pen
- Written copies of questions were provided to support comprehension
- The environment was kept quiet and free from distractions
- A room was made available for candidates to take medication during the assessment event
- Arranged for a scribe to take notes for the candidate, as they were unable to write.
Feedback
To illustrate the impact of our approach, below are examples of feedback shared by candidates about their experiences, either through email, face to face or feedback forms:
“A lady called me to ask if I needed any reasonable adjustments for my interview, something I have never been asked before. Honestly, I was more worried about what the assessment event would be like, because with my disability I find new situations difficult. She took the time to talk everything though with me, so I knew exactly what to expect. I think if she hadn’t made that call, I wouldn’t have gone at all. Thank you for being kind to me, it made all the difference.”
“I have dyslexia and often find reading difficult, so I knew I would struggle with some of the tasks in the assessment. However, the team were very kind and provided me with coloured overlays, which may the text clearer and easier to read.”
“The reason I applied to work for Beyond Housing initially is that I went to an Apprenticeship Open Day held at their Scarborough office. When I went there the staff seemed warm and welcoming which made me enthusiastic to apply to work there. They seemed like a good company, so I read a bit more about them. I admired their ethos, and they are recognised by organisations like disability confident. This was shown when they went out of their way to listen and accommodate my reasonable adjustments. This is the first time I felt heard by a company, which made me happy. This made me really want to work for them as they have shown an understanding and acceptance of diversity and difference. Which is also reflected in the company’s ethos in being supportive of helping the community succeed and thrive.”
