Why one-size-fits-all interviews don’t work
The traditional interview format – candidate sits across from panel, answers questions for 45 minutes, shakes hands and leaves – assumes everyone operates the same way.
They don’t.
Some people think better when they can prepare responses in advance. Others need extra time to process questions.
Neurodiverse candidates might perform better in a quieter environment or with written rather than verbal questions.
Candidates with disabilities may need specific accommodations to show their true capabilities.
This inclusive interview formats tip recognises that rigid interview structures can inadvertently screen out talented people before you ever see what they can do.
The solution isn’t to lower standards – it’s to offer multiple pathways to demonstrate the same high standards across all of your inclusive interviews.
Register for our online Inclusive Recruitment course.
Or contact us for tailored support.
What flexible really means
Flexible doesn’t mean chaotic or unstructured. It means having clear alternatives that candidates can choose from, depending on their needs.
For some roles, you might offer video interviews for candidates who can’t travel easily.
For others, you could provide questions in advance for people who need processing time.
Written assessments might work better than verbal presentations for certain candidates.
The key is keeping the core evaluation criteria the same while adjusting the format.
You’re measuring the same competencies – just through different channels.
Common accommodations that make a difference
Simple adjustments can transform someone’s interview experience without compromising your assessment.
Extra time is one of the most requested accommodations, particularly for neurodiverse candidates or those with processing differences.
A quiet room with minimal distractions can help people with ADHD or autism show their best work.
Written questions instead of purely verbal ones benefit candidates with hearing difficulties or those who think better on paper.
For candidates with mobility issues, ground-floor meeting rooms or video alternatives remove unnecessary barriers.
Even offering a glass of water and a moment to settle before starting can make anxious candidates more comfortable.
These aren’t special favours – they’re basic adjustments that level the playing field.
Building accommodation into your standard process
The best approach is to make accommodations part of your normal routine, not something candidates have to specially request.
Include a simple statement in your interview confirmation: “If you need any adjustments to help you perform your best, please let us know.” Then actually follow through when people respond.
Train your interview panels to recognise when someone might benefit from an adjustment, even if they haven’t asked.
Watch for signs that the format isn’t working – someone struggling to hear, looking overwhelmed by the pace, or clearly more comfortable with written communication.
Technology as an inclusion tool
Technology can be your ally in creating flexible interview experiences, but only if it’s accessible itself.
Video interviews can work well for candidates who can’t travel, but make sure your platform works with screen readers and other assistive technologies.
Online assessments can provide consistent experiences, but they need to be designed with different abilities in mind.
Test your technology with real users who have different needs.
What seems straightforward to an able-bodied user might be impossible for someone with a visual impairment or motor difficulties.
When flexibility goes wrong
Offering flexibility can backfire if it’s not done thoughtfully.
Don’t assume what people need. Ask.
Some candidates with visible disabilities might not need any adjustments, while others with invisible conditions might need significant support.
Making assumptions either way can be awkward at best, discriminatory at worst.
Also avoid treating accommodations as inconveniences or exceptions.
If your team acts like it’s a burden every time someone needs an adjustment, word will get around.
Candidates will stop asking, and you’ll miss out on talent.
Measuring the impact of flexible formats
Track how often candidates request accommodations and what types they need. Look at the diversity of your hire rates before and after implementing flexible options.
Survey candidates about their interview experience – did they feel able to show their best work?
You might find that accommodations you put in place for one group benefit others too.
Providing questions in advance might help neurodiverse candidates, but it also reduces anxiety for everyone.
Offering video options for accessibility reasons might appeal to working parents who struggle with childcare for in-person interviews.
The business case for accommodation
Beyond the moral and legal arguments, accommodating different interview needs makes commercial sense.
You’re expanding your talent pool to include people who might have been excluded by rigid processes.
You’re building a reputation as an inclusive employer, which matters to candidates from all backgrounds.
And you’re future-proofing your recruitment as expectations around accessibility and inclusion continue to evolve.
The cost of most accommodations is minimal compared to the cost of losing good candidates or hiring the wrong people.
Making it sustainable
Start small and build up. You don’t need to offer every possible accommodation immediately.
Focus on the most common requests first – extra time, quiet environments, questions in advance.
Get feedback from candidates and hiring teams about what works and what doesn’t.
Refine your approach based on real experience, not assumptions about what might be helpful.
Document what you learn so the next hiring manager doesn’t have to reinvent the wheel.
Build a simple accommodation toolkit that teams can use without needing to become accessibility experts overnight.
Final thought
Flexible interview formats aren’t about making things easier – they’re about making things fairer.
When you remove unnecessary barriers, you get a clearer picture of what candidates can actually do. That leads to better hiring decisions and a more diverse team.
It also signals to everyone – candidates, employees, and the broader market – that your organisation values inclusion over convention.
In a competitive talent market, that difference matters.
Register for our online Inclusive Recruitment course.
Or contact us for tailored support.
