Published on 12, July, 2020
Hello. I'm new here and I'm really hoping that someone can help.
Has anyone got any experience about asking for adjustments to the recruitment process, especially interviews?
I'm trying to help someone get a job and he is worried about not being able to answer questions in an interview situation even though he would be able to do the job itself well.
I've thought about asking for the interview questions in advance, but don't want to jeopardise his chances by putting off a potential employer. He worries that it will look like he's 'cheating'.
We've looked at work placements which would lead to a job, but haven't had any success in getting him one.
Does anyone have any thoughts or suggestions that might help us?
Many thanks.
Kate
(Development worker)
(I am Autistic and a manager who hires people (Yes we exist). I've also provided some Autistic work placements through some schemes and worked closely with people in your sort of role to facilitate this)
Honestly the problem of unconscious bias is very real and declaring a disability at interview stage is best avoided unless it's absolutely essential.
Have a read of: https://en.wikipedia.org/wiki/Pratfall_effect Some people don't interview too well. Most employers already make some allowances for this (interview nerves etc.). By declaring a disability like Aspergers and asking for adjustments at interview you rewrite this perception. It's no longer interview nerves it's the disorder. Little voices start thinking that this person is going to be like this all the time and questioning whether they can let this person be near customers, clients and other employees. When this usually isn't the case at all.
What sort of work is he trying to get into?