Coordinate interview access needs with candidate consent
Handle an accommodation request by connecting the right people and limiting details.
Interview logistics can exclude a strong candidate when accessibility needs appear too late. A recruiter can make the process easier by asking a simple planning question and obtaining consent before sharing any request. The recruiter should avoid probing for medical details.
Ask every candidate whether there is anything the interview team should arrange for the conversation. If they name a need, ask what practical arrangement would help and what they are comfortable sharing. Route the request to the client's authorized contact or appropriate specialist. Keep the candidate informed about the response and avoid promising an arrangement until it is confirmed.
Candidate Rosa told Eli, “The video platform's live captions would help me follow a panel interview.” Eli said, “Thank you for telling me. May I ask the client's interview coordinator to enable captions and confirm the platform? I can share only that arrangement request.” Rosa agreed. Eli later told the coordinator, “The candidate requests live captions for Tuesday's video interview. Can you confirm availability?” When the coordinator replied, Eli sent Rosa the confirmed link and format.
The recruiter connected the request to a practical action without collecting unnecessary personal information.
Before your next scheduling call, write one neutral access question you can ask every candidate. Roleplay a response where the candidate hesitates to explain more. Practice thanking them, describing the limited information you would share, and asking permission. Afterward, check your handoff process: identify the authorized client contact, the response deadline, and the message you will send if confirmation is still pending.
Practice these next
Give candidates a clear update when duties or schedule change after outreach.
A recruiter can build trust by separating verified compensation and employer details from information that still needs client confirmation.
A recruiter can protect an executive candidate’s privacy by confirming who will receive information and when the employer is named.
A recruiter can give a bilingual service candidate the verified role facts needed to decide whether an interview is worthwhile.
Keep the candidate informed and give the client a timely factual update when timing shifts.
Help a candidate show relevant experience without asking them to share protected materials.