This article explains:
How our assessments are designed with accessibility in mind
The types of accommodations that may be available
How to request an accommodation if you need one
Our Commitment to Inclusive, Fair Assessment
HiPeople is built to support inclusive hiring. Our goal is that candidates with disabilities, neurodivergent candidates, and candidates with other specific needs can demonstrate their skills on an equal footing with everyone else.
In practice, this means:
You can request reasonable accommodations if you need them to complete an assessment.
You should be assessed fairly and equitably alongside all other applicants.
We work with our customers (the organizations using HiPeople) to ensure that assessments are accessible and that appropriate adjustments can be made where needed.
How HiPeople Supports Accessibility
HiPeople’s assessments and interfaces are designed to be accessible, inclusive, and fair. The platform aligns with recognized accessibility standards (such as WCAG 2.1) and is continually improved based on research and candidate feedback.
Key accessibility characteristics include:
Screen‑reader compatibility
The vast majority of tests are compatible with modern screen readers. This allows candidates who are blind or have low vision to access the content of the assessment.Support for low‑vision users
Where images are used, they can typically be enlarged. We avoid relying on color alone to convey important information and instead use icons, text, or shapes to make content understandable.Keyboard navigation
Test‑taking is designed to be navigable via keyboard controls wherever possible, which supports candidates who cannot use a mouse or trackpad comfortably.Inclusive content design
Assessments are constructed and validated to be as fair and unbiased as possible across different groups, helping to ensure that candidates are evaluated on their job‑relevant potential rather than on irrelevant factors.
While no system is perfect, we continuously monitor and refine our platform to improve accessibility and fairness.
Types of Accommodations That May Be Available
Because every person’s situation is different, the exact accommodations available may vary by employer and role. However, the following types of support are commonly possible within HiPeople and in partnership with the hiring organization:
1. Flexible timing and breaks
Where appropriate, candidates may be able to:
Have extended time on certain assessments, and/or
Pause between tests or sections to manage fatigue, medical needs, or concentration.
This can be especially helpful for candidates with chronic health conditions, certain neurodivergent profiles, or other circumstances that affect stamina and focus.
2. Alternate formats or adjusted tests
In cases where a standard test format is not suitable for a candidate’s disability or needs, it may be possible to:
Use an alternative version of an assessment that measures the same underlying skills or constructs in a more accessible way, or
Provide a modified format of a requested test that is better aligned with the candidate’s requirements.
These alternatives are designed by HiPeople’s science team working together with the hiring organization.
3. Compatibility with assistive technologies
HiPeople assessments are generally compatible with common assistive technologies, such as:
Screen readers
Screen magnifiers
Keyboard‑only navigation
If you rely on assistive technology, you should usually be able to use it during your assessment, subject to any security or integrity requirements set by the hiring organization.
Note: Available accommodations may depend on the policies and legal obligations of the organization that is hiring, as well as the nature of the role. They will ultimately decide which accommodations they can offer in their specific process.
How to Request an Accommodation
Because HiPeople works with employers rather than directly hiring candidates, accommodation requests are usually handled by the organization that invited you to take the assessment (for example, a company’s Talent Acquisition or HR team).
Here is the typical process.
1. When to request an accommodation
Ideally, please request any accommodation:
Before you start the assessment, as part of your application or interview process, or
As soon as you realize you may need one.
We understand that sometimes needs only become clear once you see the format of the assessment. If that happens, you can still reach out during the process.
2. Who to contact
Unless you have been given different instructions, please contact the recruiter or HR contact person for your application. Their contact details are usually found in:
The job posting
Your interview or assessment invitation email
The careers site or candidate portal of the organization you applied to
If in doubt, you can reply directly to the email you received inviting you to the assessment and explain that you are requesting an accommodation.
3. What information to include
You do not need to share detailed medical information. However, it is helpful if you can provide:
The position you applied for
The email address you used for your application
The name of the assessment you were invited to complete (if visible)
A brief description of the type of support or adjustment you are requesting
Examples include:
Extra time or more flexible timing
The option to take breaks between test sections
Confirmation that you can use a specific assistive technology (for example, a screen reader)
An alternative format for a particular type of question
Being as specific as you comfortably can about the adjustment you need will help the employer and HiPeople identify a suitable solution more quickly.
4. What happens next
In most cases, the hiring organization will:
Review your request, considering their legal obligations and internal policies.
If needed, consult with HiPeople to understand what is technically possible within the platform or to identify alternative test formats.
Confirm back to you:
Which accommodation(s) they can provide, and
Any changes to your assessment schedule or instructions.
If a requested accommodation cannot be provided exactly as described, the hiring organization should discuss alternative options with you where possible.
If You Experience an Issue During the Assessment
Even with careful preparation, unexpected issues can arise. For example:
Your screen reader does not behave as expected on a specific question
You are unable to progress using keyboard controls
A health or concentration issue appears while you are testing
If this happens:
Pause or stop the assessment if you can do so safely and calmly.
Contact the same recruitment or HR contact who invited you to the assessment. Provide:
A brief description of what happened
Where in the assessment it occurred (if you know)
Any steps you already tried (e.g., refreshing your browser)
The hiring organization may then:
Restart or reschedule your assessment
Provide additional time or breaks
Offer an alternative version of the assessment, where appropriate
Coordinate with HiPeople to investigate and address any technical or accessibility issues in the platform
Final Notes
The specific accommodations available may differ by employer and by role, based on local laws and company policies.
HiPeople provides the technology and expertise to support accessible, fair assessments; the hiring organization is responsible for deciding and approving the accommodations they offer in their recruitment process.