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)
Hi Aspergerix,
Asking for the list of interview questions is not a reasonable adjustment and would probably not be given.
In my opinion this is a reasonable adjustment.
This document from ONS (an org that probably has its share of people with autism) gives this as an example (see case study 1).
It does not create a great burden on the interviewer because the interviewer should be working with a fixed list of questions for each candidate to ensure that each candidate faces the same challenges. If the role does not require great conversational or communication skills then the ability to repond spontaneously in the interview need not be tested.
You make a number of points that ultimately says this person has no chance. Yes, the odds are against this person, yes, it will be difficult, yes he may not be able to outshine other candidates in some skills but an interview is about finding someone who can do a job. Many interviews end up identifying reasons why a candidate does not match preconceived ideas about what people should look like - these interviews do not select the candidates who can do the job but who have flaws that are not relevant to the role.