Face-to-face 1:1 interviews
The face-to-face 1:1 interview format is a traditional and highly personal method of assessment where the interviewer meets individually with a candidate in a private setting, typically an office or conference room. This format is designed to assess the candidates’ attributes and gauge the candidate’s suitability for the role without the distractions of a panel or group setting.
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Benefits and considerations of 1:1 interviews
Benefits
- Focused assessment: Allows the interviewer to fully engage with the candidate and assess their suitability for the role without external interruptions.
- Reduced resource usage: Requires only one interviewer, which minimises the impact on organisational resources compared to panel interviews.
- Less intimidating environment: Can be less daunting for candidates as they need to interact with only one person, potentially leading to a more genuine and relaxed assessment.
Considerations and solutions
- Limited perspectives: A single interviewer might not capture all facets of a candidate’s capabilities and potential suitability for the role.
- Solution: Follow-up interviews or discussions with other team members can provide a more rounded view.
- Potential bias: One-on-one settings might increase the risk of personal biases affecting the assessment.
- Solution: Use structured interview techniques and training in unconscious bias to help interviewers remain objective.
What face-to-face 1:1 interviews are suited for
- Attributes showcased: Supports the evaluation of a candidate’s technical skills and knowledge through focused discussions and problem-solving tasks. It also assesses interpersonal and communication skills by observing how effectively candidates articulate their experiences and expertise in a one-on-one setting.
- Roles and industries: Works well for roles such as software developers, accountants, and team leaders, and is applicable across industries like technology, finance, and healthcare, where individualised assessment of expertise is critical.
Example: In the healthcare industry, a hospital recruiting a new nurse manager may conduct one-on-one interviews to assess the candidate’s clinical knowledge, leadership skills, and ability to handle stressful situations. The interviewer may ask questions tailored to the candidate’s background, focusing on their approach to team management and patient care. This format allows the interviewer to gauge the candidate’s ability to handle high-pressure situations while maintaining a supportive team environment.
Conducting neuro-inclusive face-to-face 1:1 interviews
Face-to-face 1:1 interviews can provide a less intimidating, more personalised opportunity to evaluate a candidate’s skills and suitability for the role. By implementing neuro-inclusive practices when conducting this style of interview, employers can create a fairer and more accessible recruitment experience.
Pre-interview preparation
Neurodivergent individuals may not engage in traditional social interactions, such as maintaining eye contact, shaking hands, or participating in small talk, in ways that align with conventional expectations. Additionally, they may be unaware of expectations around dress codes or interview processes, which can add to their anxiety. For some autistic individuals, disruptions to routines can cause significant distress. By explicitly providing clear and detailed information about what, where, when, and how the interview will occur, employers can create an interview environment that enables candidates to perform at their best, supporting the showcasing of their true potential.
Neuro-inclusive strategies
- Neurodivergent awareness training: Ensure all interviewers understand common neurodivergent characteristics and how these may present in the interview context. A neurodivergent employee shared,
“I find the process overwhelming. Having to maintain eye contact in an interview is a big one for me, it distracts my thoughts having to concentrate on doing that.”
- Detailed interview information: Provide comprehensive details about the interview process well in advance.
This should include:- The interview schedule, including start and end times
- Access details (location, parking, public transport, signing-in procedures)
- Venue details, including sensory information and breakout spaces
- Names, roles, and photographs of interviewer (as relevant)
- Dress code recommendations
- Necessary documents to bring
- Contact details of a dedicated support person from the organising to answer any questions or queries.Visual aids, such as maps and photos, can further support access and inclusion for neurodivergent candidates.
- Accommodations and adjustments: Encourage candidates to request specific accommodations, such as what time of day the interview will take place, avoiding peak-hour transportation or adjustable lighting during interviews.
- Allow a support person and items: Clearly communicate that candidates may bring a support person, job coach and support items to assist with understanding questions, managing stress, and providing feedback.
- Interview questions in advance: Provide questions in advance, especially for behavioural interviews, unless quick thinking is being specifically evaluated. An autistic adult explained,
“I would really appreciate if I got the interview questions prior to the interview. Sometimes I feel caught out by questions and then I just stumble.”
Preparing the interview environment
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.
For neurodivergent candidates, the physical and sensory aspects of an interview environment can be significant barriers. Sensory distractions, unfamiliar settings, or lack of preparation time can create anxiety or sensory overload, making it difficult for candidates to focus. Creating a sensory-friendly and supportive environment can help mitigate these challenges.
Neuro-inclusive strategies
- Workplace visit: Offer candidates an opportunity to tour the workplace prior to the interview. This visit can help candidates familiarise themselves with the setting, reducing anxiety and allowing them to identify accommodations they may need. A neurodivergent employee shared, “Workplace tours helped me sell myself during the interview because I could look at the equipment I’d be using and get a better idea of what they wanted.”
- Sensory-friendly settings
- Minimise loud, continuous noise (e.g., humming from coffee machines or projectors).
- Avoid sudden loud noises, like doors slamming.
- Ensure consistent, non-flickering lighting.
- Avoid strong smells from perfumes, kitchens, or nearby restrooms.
- Provide simple décor and communicate any potential sensory stimuli in advance.
- Provide a range of sensory items that the interview and candidate can use.
- Provide a range of alternative seating options for candidates and encourage them to move furniture around to where it makes them feel comfortable.
- Break spaces: Identify a quiet area where candidates can take breaks before or during the interview. Share details about this space beforehand and include it in the workplace tour.
During the interview
The interview itself can present barriers such as heightened stress, difficulties interpreting unstructured social interactions, or challenges responding to abstract or ambiguous questions. Ensuring flexibility, clarity, and a welcoming atmosphere can make the process more inclusive for everyone.
Neuro-inclusive strategies
- Welcome preparation: Meet candidates at the door to create a welcoming first impression and reduce initial anxiety.
- Work environment tour: Begin with a brief tour of the workplace, even if the candidate has previously visited. This serves as an icebreaker and helps candidates better understand the role. A neurodivergent employee shared, “I found work tours really helpful when they are part of the interview. It helped me sell myself during the interview as you can look at the types of equipment you will be using and get a better idea of what they want from you, and the employer gets to see how you react to the environment.”
- Room acclimatisation: Allow candidates time to get comfortable in the interview setting and address any potential distractions or causes of anxiety.
- Interview checklist: Equip interviewers with a checklist to focus on performance-relevant criteria and job qualifications rather than social or behavioural characteristics. Use a robust scoring system to evaluate responses objectively.
- Contingency planning: Be prepared to adjust the interview approach if unexpected needs or situations arise.
- Interview questions:
- Focus on specific objectives: Use structured interviews to align discussions with key role qualifications.
- Direct and clear questions: Avoid abstract or ambiguous queries, opting for straightforward questions. For example, instead of asking, “Tell me about your strengths,” ask, “What professional skills do you excel at in the workplace?” A neurodivergent employee shared,
“In interviews, I was always a very straight-up person. I told them I am not a sociable person; I just want to work. If I would get the job, sometimes the person would take me out the back and tell everyone that I just keep to myself.”
- Concrete vs. open-ended questions: Use situational questions like, “In your last job, how did you handle challenging customers?” rather than vague ones like, “Tell me about yourself.”
- Avoid ambiguity and hypotheticals: Focus on past experiences rather than speculative scenarios. For example, instead of asking, “Tell me about your strengths,” ask, “What professional skills do you excel at in the workplace?”
- Direct and clear communication:
- Be mindful of literal interpretations; avoid idiomatic language and jargon.
- Avoid double-barrelled questions (where multiple questions with different responses are asked at the same time) that may confuse candidates.
- Use specific prompts to guide detailed responses (e.g., “What steps did you take to mediate the situation?”).
- Additional support:
- Allow candidates to bring and refer to notes or work samples.
- Offer to rephrase unclear questions or provide examples.
- Provide immediate feedback to guide responses if necessary.
Allow extra time and breaks as needed to ensure candidates can perform at their best.
After the interview
The post-interview period can be challenging for anyone due to uncertainties about outcomes. For neurodivergent individuals, this phase can be particularly difficult, as expectations about what happens next may not be intuitively understood. Employers can support neurodivergent candidates by being explicit and direct about the next steps. Providing clear information about timelines, outcomes, and expectations can alleviate anxiety, while transparent communication and constructive feedback can foster growth and a positive candidate experience.
Neuro-inclusive strategies
- Clear timeframes: Provide explicit timelines for when or if outcomes will be communicated, along with any expectations from the candidate during this period.
- Transparent feedback: Provide constructive and specific feedback post-interview, outlining where the candidate performed well and where they could improve.
- A neurodivergent employee shared, “I have been told I interview well but there was just someone more suitable. This is useless feedback, as I do not know where I can improve.”
- Process evaluation: Regularly collect feedback from candidates on their experience to refine and improve the interview process.
Example of a neuro-inclusive 1:1 interview
Scenario: A candidate for a team leader role has disclosed they are neurodivergent and prefer minimal sensory stimulation.
Actions taken:
- The interview is scheduled at the time of day when they perform at their best.
- The room is quiet, with natural lighting and no strong smells.
- The candidate receives questions in advance and is allowed to bring notes.
- During the interview, they are given extra time to formulate responses and offered a short break halfway through.
Outcome: These practices enable the candidate to demonstrate their leadership and problem-solving skills effectively, without unnecessary stress or distractions.
By tailoring face-to-face one-on-one interviews to be more inclusive, employers can ensure every candidate has an equitable opportunity to showcase their abilities, fostering a diverse and supportive workplace.
