Start with the right question
An automated assessment can be difficult to understand from the applicant's side. A useful record focuses on observable steps and communications rather than guessing how a hidden model scored you. Do not attempt to access an employer's systems or other applicants' information.
Work through the checks
Preserve the process details
Save the job posting, assessment invitation, instructions, and relevant screenshots. Record dates and the tool name if disclosed. Note whether the system involved video, voice, timed tasks, or another interaction.
Describe the barrier
Explain the specific task you could not access or complete and what occurred. Distinguish a technical failure from a disability-related concern or a disagreement with the result. Avoid adding medical details unrelated to the question.
Keep communications
Record requests for assistance or accommodation and the responses. Preserve who was contacted and when. Do not rely on an AI-generated legal deadline or assume a request was received without confirmation.
Separate inference from evidence
List what is known about the decision and what is only suspected. A rejection after an assessment does not by itself reveal the cause. Identify the clarification or professional advice needed.
A record you can use
- Job and assessment reference
- Date and task
- Observed barrier
- Request and response
- Decision and unresolved question
Keep this record locally. Use document references rather than publishing account numbers or other people's personal details. An empty field means the information is still missing; it should not be filled with an AI guess.
Worked example
A fictional applicant cannot complete a timed visual task with an assistive setup. The applicant records the instructions and asks the employer through its stated channel about an accessible process. The file describes the barrier and response without claiming access to the algorithm or another applicant's score.
This example is fictional and illustrates the method, not a real case result.
Limits and next steps
Employment rights and filing periods depend on the circumstances. The Justice Department's AI guidance addresses disability issues in hiring; it does not decide an individual claim. Obtain timely qualified help if you suspect discrimination.
Bring the process record and communications to an appropriate adviser or official agency. Keep private health information separate and share only what the recipient legitimately needs.