5 Steps to Request an Accommodation for a Video Interview

To request an accommodation for a video interview or hiring assessment in the U.S., contact the employer’s recruiter, hiring team, or designated accommodation contact as soon as you know what barrier you face. Explain which assessment step creates a problem, what adjustment you’re requesting, and when the deadline is. You can make a request orally or in writing, according to the EEOC’s applicant guidance.

This guide summarizes U.S. federal guidance and is general information, not legal advice. The right process and outcome depend on the employer, assessment, and circumstances.

How do you request an accommodation for a hiring assessment?

Use these five steps to make a clear request and keep the process moving.

1. Check the assessment instructions and deadline

Look for accommodation instructions in the job posting, application, assessment invitation, or employer’s candidate-support page. Note the assessment type, deadline, and any directions about where or how to submit a request.

Ask as soon as you know you need an adjustment. The EEOC recommends giving notice promptly because some arrangements take time to organize. Do not assume every assessment has the same deadline or process. EEOC applicant guidance

2. Describe the barrier and the adjustment you need

Be specific about the step that is difficult and the change that could let you participate. You do not need to open with legal terminology: the EEOC says a request need not use the words ADA, disability, or reasonable accommodation. EEOC accommodation tips

Depending on the barrier, possibilities to discuss might include extra time for an online assessment, interview questions in advance, or a version of an interview program that works with your screen reader. These are examples to request and discuss, not adjustments guaranteed in every situation. The Job Accommodation Network’s hiring guide gives examples involving extra time, advance questions, and screen-reader access; ADA.gov addresses an online interview program that does not work with a blind applicant’s screen reader.

3. Contact the employer’s accommodation contact

Follow the instructions for that specific hiring process. If no accommodation contact is listed, start with the recruiter or hiring team and ask who handles requests. For example, HireVue directs candidates to contact the recruiter or hiring team at the company—not to assume the platform makes the accommodation decision. HireVue candidate FAQ

Use a platform’s technical-support channel for technical problems if the instructions provide one. For an accommodation request, contact the employer or the designated program contact; technical support is not necessarily the decision-maker.

4. Send a concise request

A written message can help you keep a record, although the EEOC says applicants may also make a request orally. Adapt this template to your situation:

Subject: Accommodation request for [assessment or interview] — deadline [date]

Hello [name],

I’m scheduled to complete [name or type of assessment] by [deadline]. The [specific feature or step] creates a barrier because [briefly describe how it affects your ability to take part]. I’m requesting [adjustment] so I can complete the assessment.

If that option is not workable, I’m open to discussing another effective adjustment. Please confirm you received this request, let me know the next steps, and tell me whether I should wait before starting the assessment. If you need supporting information, please let me know what is appropriate.

Thank you,
[Name]

You can describe the barrier and requested adjustment without using legal terms. If your need is not obvious, the EEOC says the employer may ask for reasonable documentation about the disability and accommodation need. If an option offered does not address your barrier, explain why and ask to discuss another effective alternative. EEOC applicant guidance and EEOC accommodation tips

5. Follow up if the deadline is close

Keep a copy of your request and any response. If the deadline is approaching and you have not heard back, contact the recruiter or designated accommodation contact again. State the deadline and ask what to do next, including whether you should begin the assessment or wait for instructions. A request does not guarantee a particular adjustment or a deadline change.

Some programs specify their own rules. For example, OPM says USA Hire applicants must request an accommodation before starting those assessments. That is a program-specific process, not a universal deadline for every hiring assessment. OPM’s USA Hire instructions

Is practice software the same as an accommodation?

No. Practice can help you become more familiar with an assessment format, but it does not change the employer’s assessment or provide an employer-approved accommodation.

For candidates who want to rehearse timed one-way video interviews or game-based assessments, Candidate Falcon’s published description lists practice for both formats, along with score tracking, transcripts, and AI feedback. Candidate Falcon

Disclosure: This publication has a commercial editorial relationship with Candidate Falcon. Coverage of Candidate Falcon is promotional and is evaluated against the cited evidence.

The cited product information does not establish compatibility with particular assistive technologies or suitability for every disability. Check whether a practice tool works for you, and contact the employer about an access barrier. Practice cannot replace an accommodation request or an alternative format approved by the employer.

Frequently asked questions

Do I have to make my request in writing?

No. The EEOC says applicants may request an accommodation orally or in writing. A written message may be useful for keeping a record, but follow any specific instructions for the hiring process. EEOC applicant guidance

Do I have to use the words ADA or reasonable accommodation?

No. The EEOC says a request does not need to use those terms or the word disability. Explain the assessment barrier and the adjustment you are seeking. EEOC accommodation tips

Can I ask for extra time or a different interview format?

You can raise the adjustment that would address your barrier and discuss effective alternatives with the employer. Extra time and screen-reader access are examples in hiring-process guidance, but no particular outcome is guaranteed. JAN hiring guide and ADA.gov hiring technology guidance

Should I start the assessment while my request is pending?

Check the employer’s or assessment program’s instructions and ask the designated contact what to do. Do not assume the rule is the same everywhere: OPM’s USA Hire instructions, for example, require requests before starting those assessments. OPM USA Hire instructions

Does the assessment platform decide whether I receive an accommodation?

Do not assume that it does. Contact the employer’s recruiter, hiring team, or designated accommodation contact, following the instructions for that assessment. HireVue, for example, directs candidates to the company’s recruiter or hiring team. HireVue candidate FAQ

Takeaway: Make the request promptly, identify the barrier and adjustment in plain language, and confirm next steps before the deadline. Last reviewed: 2026-10-15