Interviews

What are job interviews?

A job interview is a meeting where an applicant is asked questions to determine their suitability for a specific role.

Job interviews provide an opportunity for both the employer and the candidate to gather important information. Globally, interviews are the most commonly used method by employers to assess a candidate’s skills for a position.

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What do interviews assess?

Recruitment assessment methods are used to provide a deeper insight into each candidate’s capabilities and how they relate to the skills required for the job. Assessment methods should support recruiters to make well-informed and strategic hiring decisions that align with the organisation’s specific needs and goals. Ultimately, this aims to improve the recruitment process, ensuring the best candidates are selected for the available roles.

Interviews can support recruitment by providing employers with a platform to evaluate a candidate’s

• qualifications,
• experience, and
• suitability for a role.

The scope of what interviews are used to evaluate extends beyond technical competencies to include several other key areas:

1. Technical skills and knowledge

• Employers can use interviews to assess whether candidates possess the technical abilities required for the role. This could involve discussing past projects, testing knowledge in specific areas, or evaluating problem-solving skills through technical scenarios or tasks.
• Example: A software developer might be asked to explain their experience with certain programming languages or solve a coding challenge during the interview.

2. Interpersonal and communication skills

• Most interview types heavily focus on assessing interpersonal and communication skills. They specifically focus on observing how candidates articulate their thoughts, interact with others, and demonstrate active listening skills.
• These skills may be valued in roles that require teamwork, client interaction, or leadership.
• Example: Customer service roles often focus on a candidate’s ability to handle difficult situations with empathy and clarity during the interview.

3. Values alignment

• Through open-ended questions and casual discussions, interviews can help employers determine if a candidate’s values, work ethic, and personality align with the organisation’s culture.
• Example: Start-ups might focus on flexibility and innovation, seeking candidates who thrive in fast-paced and dynamic environments.

4. Problem-solving and critical thinking

• Employers often design interviews to evaluate a candidate’s ability to analyse complex situations and make sound decisions.
• Example: Stress interviews or case-study questions in consultancy roles test candidates’ ability to think on their feet and manage ambiguity.

5. Adaptability and resilience

• Especially in high-pressure roles, interviews can support assessing how candidates respond to challenges and adapt to changing circumstances.
• Example: Emergency response roles might use scenario-based questions to evaluate resilience and quick decision-making.

6. Teamwork and collaboration

• For roles requiring frequent interaction with colleagues or stakeholders, interviews can gauge candidates’ ability to collaborate effectively and contribute to team goals.
• Example: Group interviews or role-playing exercises can reveal how candidates interact in a team setting.

7. Emotional intelligence

• Employers may assess candidates’ self-awareness, empathy, and ability to manage emotions, as these are critical for roles involving leadership or client interaction.
• Example: A hiring manager might ask candidates to describe a time they resolved a conflict or managed a stressful situation.

8. Leadership potential

• For managerial or senior roles, interviews are a platform to evaluate candidates’ leadership style, ability to inspire others, and strategic thinking.
• Example: Panel interviews for executive positions often focus on a candidate’s vision for the role and their approach to managing teams.

9. Commitment and long-term potential

• By discussing career goals and past job transitions, interviews can help assess a candidate’s potential longevity and growth within the company.
• Example: Questions like “Where do you see yourself in five years?” aim to understand a candidate’s career trajectory.

10. Adaptation to technology and modern tools

• Especially for virtual and digitally recorded interviews, employers may evaluate candidates’ comfort with technology and digital tools.
• Example: Remote positions might include tasks that demonstrate proficiency in collaborative platforms like Zoom, Slack, or Microsoft Teams.

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Considerations when planning interviews

When considering interviews as a method for job selection, it’s important for employers to critically assess whether this approach is truly the most effective way to evaluate the skills required for the role they are trying to fill.

Interviews often place a heavy emphasis on interpersonal and communication skills, such as eye contact, atypical social engagement and verbal responses.

However, these criteria may not only present significant challenges for neurodivergent individuals but also may not be the most relevant indicators of a candidate’s ability to perform the job effectively.

Research suggests that conventional interviews may not fully accommodate neurodivergent needs, potentially impairing their performance due to factors like anxiety and sensory sensitivities.

This raises the question: Are traditional interviews the best method to assess the skills and competencies truly needed for the role?

Vicki Little, National Manager, Quality and Practice from Specialisterne shared in an interview with the Project Team,

“Interviews are a poor assessment of a lot of individuals, in particular autistic and neurodivergent as it assesses your ability to communicate in a stressful environment and relies heavily on body language.”

To enhance inclusivity, employers should consider whether an interview, as traditionally conducted, accurately measures the necessary job skills. If an interview is deemed the most effective assessment method, it should be neuro-inclusive and recognise non-verbal differences, such as a candidate’s preference for not providing eye contact or handshakes. It’s also essential to understand how conditions like dyslexia and autism might impact interview performance and to avoid misinterpreting these behaviours as a lack of capability.

If interviews are used, employers should ensure that interviews are thoughtfully planned, addressing potential barriers that might prevent candidates from performing their best.

This involves not only making accommodations but also training interviewers on neurodiversity. Such training can help ensure that the selection process focuses on the candidate’s actual skills and qualifications rather than their social.

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Interview question types and neuro-inclusion

When interviewing neurodivergent candidates, it’s essential to use question types that allow candidates to effectively demonstrate their abilities while reducing potential barriers. Some question types can play to a neurodivergent candidate’s strengths, while others may present challenges. Understanding these nuances helps create a more equitable interview process.

Behavioural questions

Purpose: To understand how a candidate handled situations in the past and predict future performance.

Example: “Tell me about a time you had to resolve a conflict in a team.”

What it assesses: Problem-solving, teamwork, adaptability, and decision-making.

Neuro-inclusion considerations: Research suggests that autistic individuals may find open-ended behavioural questions challenging due to difficulties with recalling past events under pressure (Lorenz & Heinitz, 2014). Providing these questions in advance helps candidates prepare structured answers. Additionally, offering prompts like, “What was the situation?” or “What actions did you take?”, based on the STAR Method, can reduce anxiety. Encouraging candidates to bring work samples or documentation of past experiences can also support more accurate and detailed responses.

Situational questions

Purpose: To gauge how a candidate might handle hypothetical situations relevant to the role.

Example: “What would you do if you were faced with an unexpected project deadline that seemed impossible to meet?”

What it assesses: Problem-solving skills, critical thinking, and ability to handle pressure.

Neuro-inclusion considerations: Ambiguity in situational questions can be particularly challenging for neurodivergent individuals. Providing clear, concrete scenarios and avoiding abstract hypotheticals helps reduce confusion. Allowing time to process the question and offering clarifying details can help candidates respond effectively. Studies show that logical and structured thinkers often perform better with well-defined scenarios.

Competency-based questions

Purpose: To evaluate specific skills or knowledge needed for the role.

Example: “What methods do you use to ensure accuracy in your work?”

What it assesses: Technical abilities, job-specific skills, and proficiency.

Neuro-inclusion considerations: Competency-based questions can be effective for neurodivergent candidates, particularly those with strong technical skills. However, overly broad questions can be confusing. Providing specific examples of the skills or tasks being evaluated ensures clarity. Breaking down questions into smaller parts can also support candidates who excel with detail-oriented responses.

Open-ended questions

Purpose: To encourage candidates to elaborate on their experiences and thought processes.

Example: “Can you describe your ideal work environment?”

What it assesses: Communication skills, motivations, and personality traits.

Neuro-inclusion considerations: Open-ended questions may overwhelm neurodivergent candidates due to their lack of structure. Providing guiding prompts or a suggested format (e.g., “Can you give me two or three key points?”) helps create structure. Allowing for written or bullet-point responses can accommodate candidates who prefer processing their thoughts visually or in writing.

Value alignment questions

Purpose: To see if the candidate aligns with the organisation’s values and work culture.

Example: “What type of team environment do you thrive in?”

What it assesses: Values, work style, and compatibility with the company culture.

Neuro-inclusion considerations: Abstract concepts like “culture” can be difficult for neurodivergent candidates to interpret (Remington & Pellicano, 2018). Instead, focus on practical preferences and specific work conditions. Reframe questions to ask about what helps the candidate work most effectively, rather than emphasising fitting into a cultural norm which prevents a truly thriving neurodiverse workplace.

Strengths and weaknesses questions

Purpose: To understand the candidate’s self-awareness and areas for growth.

Example: “What is one of your greatest strengths, and how has it helped you in your work?”

What it assesses: Self-awareness, honesty, and ability to improve.

Neuro-inclusion considerations: Neurodivergent candidates may provide detailed and honest answers about their strengths and challenges. However, discussing weaknesses can provoke anxiety or fear of judgment. Reframing these questions to focus on challenges and the strategies used to manage them can reduce stress. Emphasising problem-solving rather than deficits helps candidates feel more comfortable sharing.

Motivational questions

Purpose: To explore what drives the candidate and if their goals align with the role.

Example: “Why are you interested in this position, and what do you hope to achieve?”

What it assesses: Motivation, passion, and alignment with company goals.

Neuro-inclusion considerations: Neurodivergent candidates may struggle with broad motivational questions due to difficulties with abstract thinking or self-reflection Lorenz and Heinitz (2014). Providing specific prompts or examples of what you’re looking for can help them articulate their goals clearly. Asking about specific tasks or projects they enjoy can yield more relevant insights.

Future-oriented questions

Purpose: To understand the candidate’s career aspirations and long-term plans.

Example: “Where do you see yourself in five years?”

What it assesses: Ambition and potential for growth.

Neuro-inclusion considerations: Future-oriented questions can be challenging for neurodivergent candidates who prefer focusing on the present. Clarifying that there is no “right” answer and focusing on skills they want to develop, or areas of interest can make these questions more accessible. Providing context helps reduce anxiety.

Problem-solving/case study questions

Purpose: To evaluate analytical and strategic thinking.

Example: “How would you approach solving [a specific business problem]?”

What it assesses: Critical thinking, creativity, and problem-solving.

Neuro-inclusion considerations: Many neurodivergent candidates excel at logical reasoning and attention to detail. However, unclear or ambiguous problem statements can cause confusion. Provide written versions of the scenario and allow time to process and formulate a response. Offering the option to explain answers in writing or diagrams can also be helpful.

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Using the STAR interviewing method

When interviewing neurodivergent candidates, it’s essential to use question types that allow candidates to effectively demonstrate their abilities while reducing potential barriers. Some question types can play to a neurodivergent candidate’s strengths, while others may present challenges. Understanding these nuances helps create a more equitable interview process.

Using the STAR Method to support neurodivergent applicants requires creating a more accessible and inclusive interview experience. Here’s a guide for interviewers on how to adapt the STAR Method to ensure neurodivergent candidates can effectively demonstrate their skills and experiences.

1. Design neuro-inclusive STAR-based questions

Craft clear, direct questions and provide the STAR structure in advance. This helps neurodivergent applicants prepare and understand what kind of information you’re seeking.

Example STAR questions with clear structure:

• Situation: “Think of a specific time you worked on a project or task. Can you tell me briefly about the context of that project?”
• Task: “What was your role, and what were you responsible for in that situation?”
• Action: “What steps did you take to complete the task or address any challenges?”
• Result: “What was the outcome of your efforts, and what did you learn from the experience?”

Tips for inclusive questioning:

• Use plain, unambiguous language to avoid misunderstandings.
• Avoid abstract or hypothetical questions that may be challenging for some neurodivergent applicants.
• Allow candidates to bring notes or examples with them to support their answers.

2. Provide interview preparation materials

• Share the STAR framework and questions with the candidate before the interview.
• Explain what each element of STAR means and what kind of information you’re looking for.
• Offer a visual guide or written summary of the interview process to reduce uncertainty.

3. Ask follow-up questions with clarity and patience

If the candidate’s answer lacks detail or focus, use direct follow-up questions to guide them through each part of the STAR method.

Example follow-up prompts:

• To clarify the situation: “Can you tell me more about the background of the situation?”
• To clarify the task: “What exactly were you asked to do or responsible for in that project?”
• To clarify the action: “What specific steps did you take to solve the problem or complete the task?”
• To clarify the result: “How did things turn out, and what impact did your actions have?”

Tips for follow-up:

• Give candidates time to process and answer questions.
• Offer reassurance if they need clarification or repeat a question.
• Avoid rushing or interrupting, allowing for pauses or slower responses.

4. Evaluate responses with flexibility

Neurodivergent candidates may communicate or structure their answers differently. Focus on the content of the answer rather than the delivery.

Inclusive evaluation criteria:

• Situation: Is the context clear, even if it’s communicated briefly or indirectly?
• Task: Did the candidate convey their role, even if it wasn’t stated formally?
• Action: Are the actions described logically, even if they’re not sequential?
• Result: Is there a takeaway or outcome, even if it’s personal or reflective rather than measurable?

Be open to alternative communication styles (e.g., concise, highly detailed, or literal responses).

5. Summarise and reflect objectively

After the interview, review responses based on the content and relevance rather than presentation style or social cues. Ensure you’re assessing their skills and experiences rather than interpersonal dynamics.

By adapting the STAR Method thoughtfully, you can help to create an environment where neurodivergent candidates can fully showcase their strengths, leading to a fairer and more inclusive hiring process.

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Interview types

Follow the links below for a guide on each interview type.