Interviewing tips

We speak to so many employers who are facing an uphill struggle when it comes to recruitment.  Recruiting new staff can certainly be costly in terms of time and money and so it’s important to appointment the right candidate, especially if the previous post holder has already left and there is a backlog of work piling up!  The most common remarks we hear are “It’s so expensive to recruit” or “They came across really well at the interview but…..” or “On reflection, I’m not sure we asked the right questions at the interview stage” or “They looked good on paper, but when it came to the interview process…..” and finally “We just can’t find anyone suitable to fill the vacancy!”

If these comments sound all too familiar, then read on for our top tips on getting the most out of the interview process. 

How can I help the candidate to prepare so that we get the most out of the interview?

We all know how nerve racking a job interview can be, even if we’re experienced.  But imagine if it’s your first job interview or you have the additional challenge of a disability or neurodiversity to overcome.  The situation is often far more traumatic, and a stressed-out candidate is unlikely to present well during a formal interview situation, regardless of whether they can do the job.

It can be helpful to give candidates a scenario ahead of the interview, a situation you would like to discuss to get an idea of their previous experience or how they would approach a similar scenario in your workplace.   Also, consider sending out interview questions 24-48 hours in advance.  This will give all candidates time to prepare, particularly if the scenario requires some thought.

Can I ask questions about health and disability during the interview?

In general, you shouldn’t be asking or discussing health or disability during an interview, but by law, you must ask anyone coming for an interview to tell you if they need any reasonable adjustments so they can attend and fully participate.   For example, make sure your office is wheelchair accessible, allow extra time to do a written test or provide a sign language interpreter for someone who is deaf.

Questions can be asked if an exception applies, for example to find out, if after you have made reasonable adjustments, the candidate could carry out the essential parts of the role. 

What should I consider when interviewing neurodivergent candidates?

How many talented people are we potentially losing because we are not considering how to make the interview process more inclusive?  

Common challenges for neurodivergent candidates are the ability to answer questions at pace, showing signs of anxiety and struggling to showcase their skills.   Anxiety can present itself in many ways, sweating, feeling overly self-conscious so avoiding eye contact, or fidgeting.  All of which can impact a candidate’s ability to focus on the question and provide a coherent answer.  Questions demanding instant recall of past experiences can be difficult for neurodivergent candidates who may need more processing time. 

How can I support a candidate, to ensure they feel comfortable during an interview and are able to showcase their skills?

In most cases, you are unlikely to be aware that a candidate is neurodivergent, unless they have told you in advance and asked for reasonable adjustments.  It is good practice in general whilst interviewing to give candidates the opportunity to ask for clarification if they are unsure about a question.  Allow candidates to take or use notes during the interview, to help them focus and avoid going off track, you may also want to consider allowing them to take breaks.   If possible, provide candidates with the option to choose how they would like to be interviewed, face to face or via an online meeting.   Consider using practical assessments or work simulations that reflect the actual job responsibilities, opposed to asking abstract questions.

If you would like assistance during your recruitment process, whether that be guidance on preparing a job description, or writing a job advertisement, assistance with interview questions or skills/competency tests, making reasonable adjustments or support to hold the interview then we can help.  We can also assist with offer letters, contracts of employment and onboarding your new recruit.  Contact Spectra HR