Hiring managers of mumsnet give it to me straight

[trekking1]

I have an interview coming up. If I ask for an accommodation due to having autism will that lower my chances of getting the job? The accommodation is I would like the interview questions sent to me in advance.

I know a lot of companies these days like to say they are accommodating and non-discriminatory, but I just can't help but believe it will actually lower my chances of getting the job.

I have ADHD and work in a technical role as well. I have similar issues. Unfortunately, advance questions won't work.
For 3 reasons:

1. How would the interviewer know whether you just Googled the answers?
2. The solution to 1) usually involves going off-tangent and asking an 'unexpected' question to see how the candidate reasons. They might also link this to your CV. They can give you a list of 'basic' questions but if anything other than that flusters you, you're going to fail anyway.
3. At my more senior level I encounter these sort of questions on the job, from senior stakeholders, with no time to prepare.

I've just had to train myself out of it, done many many mocks, relaxation exercises, hypnotherapy, some friends say beta blockers from the GP helps.

Don't get me wrong - I'll absolutely send the questions - if I have them! To everyone. And I wouldn't think any less of you for asking. It's just that the questions will be a 'base' rather than an exhaustive list and may only cover a quarter of what I'll actually ask.

Very much depends on the role - I have roles that are very customer-facing, critical situation management that the interview will be a lot about how you deal with unexpected questions & challenges. Other roles, more internal & predictable would have an interview that could, for example, be shared in advance.

I think if I went to an interview and we regimentally went through a list of questions I would assume I wasn't getting the job. I've found interviews to be much more dynamic than that, obviously there are certain points both parties want confirmed like hours, salary, remit etc but around that the discussion is more fluid.

It's tough as I do understand why you want to make that request, but if there is any part of the role you are interviewing for that requires you to have face to face, telephone, or online meetings it might be an issue.

I could give you the core competency questions in advance but I would also give them to all the other candidates too.

The problem is I will have further questions depending on your answers and may not even know them in advance.

The jobs I recruit for would also require responding to daily questions from customers and their questions couldn't be provided in advance so that may be a challenge in the role.

That said, I can think of multiple other roles within the organisation where it wouldn't be an issue.

In sort, I think the type of role will influence the response you get.

We already share questions with all candidates so wouldn't have any issues with this.

However some people live in the dark ages - but would you want to work somewhere like that anyway?

I also think that the candidate's specific issue is relevant to whether even providing the questions will help.
Is it thinking under pressure - getting that first keyword, or a framework to structure the answer? Slow processing? Understanding the sometimes vague wording of competency questions?
If it was me, I would disclose that and ask for reasonable accommodations.

I get that, but what I'm doing now isn't working anyway. I'm failing anyway because society is so wedded to interviews as being the best way to recruit.

So asking for the questions would help me, personally. At the moment, i work in an industry where the questions could address anything across a range of about 20 different areas. If they confirmed the questions i would be asked would be across 2-3 of those areas, id be able to prepare for that.

I am not sure why interviews need to feel so much like exams. It feels like as someone with adhd, I'm already set up to fail before i even enter the interview because i need to know ALL the possible technical stuff, be able to answer the questions confidently, and also do all the social side/mask/smile/but not too much etc etc etc so anything that can redress the balance is good.

I'm always intrigued by this as I don't understand how it works. Every interview I have ever done (whether as the candidate or interviewer) involves an open question to which I reply and then, depending on my answer, follow up questions.
Does this mean that the interviewer just asks a series of questions in an agreed order? What sort of questions are they? And for what sort of roles? What happens if the person only half answers the question?

In my industry a typical question might be "what can you tell me about the difference between part 57 and part 82 of the DCR regulations 2006, and give me 3 key points about how this would affect a financial decision you make in this job role."

Details changed, obvs. I know the answer. But unless that was the last thing i read before i went into the interview, if i was more prepared for questions about part 1-15, i might not recall that off the top of my head. I know it, but adhd means i can't always access it. At work i have systems I've put in place to allow me to get that information within seconds when i need it. But I'm an interview, I'm screwed.

I would perhaps share a list of half a dozen questions, but you would have to be prepared for me to ask unscripted follow ups to probe more into your answers

Honestly? I would tell you it was fine but the reality is i would be worried you wouldnt be able to be reactive enough to work for me

Does this mean that the interviewer just asks a series of questions in an agreed order? What sort of questions are they? And for what sort of roles? What happens if the person only half answers the question?

I’ve been involved in interview processes where there are set questions, asked in exactly the same way to everyone (scripted), and if the candidate only answers half it’s too bad, no follow up questions are allowed. The scores are then marked against a pre-agreed criteria. It’s done that way in a mistaken attempt to ensure fairness but usually means the candidate can’t show themselves in the best light.

What would you think if they requested an accommodation not to be asked technical questions in the interview, but instead be given a technical test?

The role is very ironically, interview coach lol

We now send the questions to candidates in advance as a matter of routine. Not way in advance, but a bit before the interview so that they have enough time to gather their thoughts. It also caters for candidates who are neurodivergent etc without giving them any unfair advantage.

As for whether asking for adjustments would count against you...it really depends on the employer. Some are open-minded and inclusive, whereas others are inflexible and sometimes downright discriminatory. I guess the question is, if you need adjustments to be made, do you want to work for the kind of company that would count a request for a reasonable adjustment against you?

It looks like the type of question, rather than the 'interview' itself is a problem. Why can't you request to use the same systems you use at work, instead of asking for questions in advance?

Questions shouldn't be a test of memory (unless absolutely needed for the job). They should be a test of knowing what to look for, when, and then getting that information.

Some industries are just backwards. Or, not interested in giving people a chance, just cutting down the number of candidates. I'm a software developer, nobody writes code unassisted in real life but many firms used to require it for interviews. Similarly, nobody remembers niche features of specific pieces of software like the default timeout, they'd just know that it exists and go look it up.

And of course interviews feel like exams ... they're the same thing! Stuff that you need to prepare for, decides your future and that you get awarded points for. Personally I'd rather an exam than an interview but hey ho.

FWIW I think someone with experience of asking for accommodations etc would make a very good interview coach for people in similar situations. but it seems that you yourself are unsure?

I think it is because I come from a country where no one believes that being ND is a thing (unless you are severe), there is literally no help, no support, no accommodation ANYWHERE. Not just at work, but in general. And if you revealed autism before your interview, they'd probably just cancel your interview to be honest. So I guess I am paranoid that it's like that everywhere and companies making accomodations etc. is just smoke and mirrors. But the responses in this thread made me feel better!

Oh my god, you are preaching to the choir. I have a lot of programming knowledge, but always bomb interviews because I get technical questions and I simply don't have the answers in my head because when you're coding you just google everything, you don't have to remember it! So I have given up on applying to tech jobs. It's actually their loss because I'm great at it.

I think you should ask. Their response will let you know if it's the right company for you. An interview is a two way process.

I have been a hiring manager for accountants/ accounts assistants.

I would be OK with this, but you should expect follow up questions, and occasionally going off script. An interview is a conversation, I might go down different paths depending on your answers.

If that is too hard, I'd have to think hard about if we could support you enough to be able to usefully have you in the role.

If the questions were technical in nature I'd consider having them in advance to be a significant advantage, and expect your responses to be spot on.

I can't see how it would be an issue for the job you are interviewing for.

There are a lot of accommodations I'm able to make for my employees, but I only employee 4 people, 2 of which have accommodations.

If I were to take on a 5th person, I would ask myself firstly if they could do the job with the accommodations requested, unfortunately being put on the spot is non negotiable due to the nature of our work. Secondly will the accommodations requested negatively impact the other 4 people.

I wouldn't have the workload unbalanced, I also wouldn't make adaptations that would mean 1 or 2 people were shouldering the more negative aspects of the job.

I've bought in specialist equipment and set up for the people I have so far, to be honest I had everything already prepared for a wheelchair user for my clients anyway so there wasn't much more I needed. The additional set up for someone who is registered blind was easier than I expected it to be.

As long as someone is able to do the job required, adjustments aren't an issue.

large organisation
we send a catalog of questions bundled by competencies and will ask a few questions from each question.
however, depending on the role, we require a skills test beforehand. if you don't pass this there's no interview.

@trekking1 -my DH is a coach! Apprenticeships so a bit different but he's done coaching and interviewing before. Honestly, be a trailblazer if necessary, find out your rights via HR with your issues and run with it! You could be a specialist ND interview coach which could be amazing for people with ND issues wanting to work but finding difficulties

Omg can you ask him what they asked him in the interview?😆