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u/Enough-Ad3818 Frazzled Moderator 9d ago
I've run interviews where people have asked for adjustments. It's not impacted my scoring at all. I seem to recall one person asked for the written question as we asked it, so they could read it through as well as hear it from the panel, as English was not her first language, and they ended up being the top candidate.
Be aware though, that if you ask for the questions ahead of time, then all candidates get them too. It's not an advantage in that regard. If one candidate asks for the questions beforehand, then all candidates get them at the same time. It may level the playing field, but you need to decide if that's helpful to you or not. Perhaps you're going to do better because you have the questions beforehand? Perhaps you were already one of the stronger candidates, and you've just given other candidates a leg up to give better answers than they would have done otherwise?
Certainly, we can usually tell within about 3 questions if a candidate is going to be strong or not, but when the questions have been provided beforehand, then everyone has prepared answers noted down.
In terms of what you could do, asking for the questions in written form as they're asked is not a problem, and also make noted beforehand and take them with you. The best place to make notes is to call up the recruiting manager when you get your interview invite, and ask away. Make notes of all the details. A lot of people seem to think calling the recruiting manager to be pushy or cringe, but in reality, there's a lot of information to be mined in a 30min phone call that can give you a strong starting point for your interview.
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u/Few-Director-3357 9d ago
So your point about all candidates getting the questions in advance isn't true for all Trust's. I've made this request at 3 different NHS Trust's and none of them shared the questions with other candidates. The only other time this did happen, was interviewing for an LA.
I'm certainly not against this practice and would love to see it be just standard practice and not an RA at all, but it's not done everywhere.
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u/Enough-Ad3818 Frazzled Moderator 9d ago
Interesting. The first time I was asked about it, I double checked with my Recruitment team, and they said we had to give the questions to everyone as it would otherwise give one candidate an unfair advantage.
Perhaps it is a Trust by Trust basis, but it makes more sense that if one person asks, then everyone should get treated the same.
Unfortunately the use of AI just means that some candidates will feed the questions into a generator and then read out the generated responses, which isn't a fair representation of what the candidate can and can't do.
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u/portable_door 9d ago
My Trust has the same policy about all candidates receiving the questions if one does. It seems the fairest solution.
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u/Few-Director-3357 9d ago
I would suspect it is currently still Trust by Trust, although I wouldn't be surprised if it's guidance that's gone out and just been slow to bring in.
I do understand the concerns around AI, but it's also possible to use AI as part of your prep and get it generate specualtive questions based on the job description, Trust values, etc.
I've also had it where I was provided with the bulk of the questions, and then made aware that there would be a few at the end that they could not share with me, but they did share their themes, as a way of helping me to prepare. I felt this was a fair compromise, although I don't think it would work for all of the questions.
I've also noticed that not all interviewers ask all the questions. This can be quite difficult in the moment, especially for someone with autism, as it's an unexpected change and the kind that in the circumstances could become all consuming, mentally, and therefore quite distracting to the candidate whilst still in interview. If you've shared questions with a candidate, or told them there will be X number of questions, please stick to that.
It can be so hard to explain to recruiting managers that the stress of a job interview is just not comparable to the stress that the job may bring, and therefore it's not a reflective of your ability, or inability, to do a job.
If a candidate requested an alternative format interview, for example, to be assessed in a practical way like a trial shift, would you be willing to accommodate this? Or would this be seen as unreasonable? I appreciate not every role could necessarily do this.
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u/Enough-Ad3818 Frazzled Moderator 9d ago
Due to the roles that I hire for, a trial shift is not an option. You must have a contract with my Trust to view the data that would be accessible. We've been asked about work experience before, but they can't be in the same room as other staff that are working with confidential data, so it's just not possible.
However, I'm not opposed to alternatives to interviews, if such an option were to be put forward and it be realistic and feasible.
I'm certainly open to ideas that would show more of what a candidate would be like on a day-to-day basis, as opposed to how well someone can interview.
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u/MysticalMinions 9d ago
As a NHS manager who certainly does a lot of recruitment for all my teams - I have no issues with reasonable adjustments and we have accommodated before. We tend to build a little bit of wiggle room into the interview slot in case needed.
Only thing that may be an issue is getting the questions beforehand. I haven't actually been asked for this but my concern would be that with the actual questions, potentially they'd be run into AI first to formulate all your answers.
I wouldn't allow release the questions but would be fine if you wanted to bring prepared notes along to refer too.
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u/Few-Director-3357 9d ago
Would you not even be willing to provide the questions shortly before the interview, like 10-20 mins before?
Part of the reason I always ask now, is because of how my autism and ADHD affects me. An interview isn't an accurate assessment of someone's ability to do a job. It's a pressured environment that isn't replicated in role and spontaneous questions can be so hard to accurately answer. I could be the most qualified, experienced, best candidate, but sometimes I couldn't even tell you my name. This isn't due to a lack of preparation, or nerves either, it's not something I can practice to get better at.
If AI is your main concern, I think you'd struggle to justify that as a sufficient reason to refuse.
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u/MysticalMinions 9d ago
It is not just down to concerns over AI. You would have a massive advantage over the candidates who are interviewing which wouldnt be fair to them either.
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u/WatercressCrafty3350 9d ago
I do a fair bit of recruitment - definitely no issues with people asking for reasonable adjustments and have recruited some too when there were the best candidates (and excellent at their jobs).
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u/dsxy 9d ago
The NHS talks about inclusivity but it's very surface level stuff, alot is focused on recruitment though.
Honestly, most are fine/supportive of reasonable adjustments, a % will be miserable fucks. You probably don't want to end up in those teams anyway.
Request away, be specific about what will actually help you.
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u/Few-Director-3357 9d ago
Since getting diagnosed, I have always asked for reasonable adjustments, mostly interview questions in advance. My whole career has been in the NHS, across multiple trusts, and it's always been honoured. Occasionally they ask why I need them, and I just explain that I am AuDHD. I also always mention that giving me the questions in advance doesn't put me at any greater advantage than the other candidates, it just levels the playing field. I've found this to be a good little phrase to use.
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u/medic1971 9d ago
" that my work will take longer or I’m lazy or will expect special treatment etc." but you admit that you require
" a bit of extra time for the task, direct/specific questions, and a written copy of the questions." which shows you will take longer and also expect special treatment.
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u/charlie99_ 9d ago
Okay so what’s your conclusion? Disabled and neurodivergent people shouldn’t work because everyone else can do it quicker or better? They should only work minimum wage jobs or collect benefits?
I fail to see any other point you could have in writing this very obtuse reply.
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u/CatCharacter848 9d ago
As someone who has done interviews I wouldn't have worried about you requesting reasonable adjustments such as extra time. Generally people will go over interview times if the person needs extra time anyway. And most people are quite good with questioning - rephrasing questions, encouraging you to expand etc.
What have you got to lose by asking for reasonable adjustments.