Written by Lance Craving
Freelance Content Producer and Researcher
Interviewing for a job can be stressful for any educator, but neurodivergent candidates tend to face additional challenges that can make the process particularly tough. For example, people on the autism spectrum might face sensory issues if the interview environment is overwhelming. Those with dyslexia may struggle if asked to complete reading and writing-based tasks during an interview.
Providing that you prepare for an interview carefully, there’s no reason why you can’t put your best self forward and have a successful experience as a neurodivergent candidate. Here are three tips to help you prepare for your next interview.
https://unsplash.com/photos/eF7HN40WbAQ
1. Consider disclosing your neurodivergent status in advance
It isn’t essential to disclose your neurodivergent status to a potential employer, but it can be incredibly helpful to do so if you require accommodations for the interview. It might also help you to feel more relaxed and confident in the interview if you don’t feel compelled to hide the fact that you’re neurodivergent. Many people worry that disclosing before an interview could lead to discrimination, but the Equality Act protects you against this. Employers are obliged to consider making reasonable adjustments for interviews when candidates request them, and they cannot discriminate against jobseekers with disabilities.
https://unsplash.com/photos/3iiR4ScIPjs
2. Use the STAR technique to give concise, meaningful answers
If you worry that you may talk too much or too little during an interview, or that you’ll lose track of the questions and fall off topic, the STAR technique could be useful. It helps you to structure answers to behavioural or competency-based questions to give concise examples of your experience and the results you’ve achieved. STAR stands for situation, task, action, results. You describe the context of your example, the task or challenge you had to resolve, the action you took to achieve the goal, and the outcome of your action. The STAR technique is a great way to answer questions like:
- Describe a time you resolved a conflict at work.
- Have you ever had to deal with a student safeguarding issue?
- What would you do if you noticed a colleague made an error?
https://unsplash.com/photos/9cd8qOgeNIY
3. Prepare questions of your own
Interviews go both ways. Employers want to find out if a candidate is the right fit for the job, and candidates want to find out if the job and workplace suits them. Most interviewers give candidates an opportunity to ask questions about the role and the working environment. This is a great opportunity for you to learn more about the job and determine whether the workplace seems supportive of neurodivergent employees. If you have a few questions prepared, this can help you to come across as confident and show that you’re already imagining how you would fit into the role.
Confidence is key to interview success
Unemployment amongst neurodivergent people is as high as 30 to 40%. If we’re to reduce these rates, it’s vital that neurodivergent people approach interviews and jobs with confidence. Doing so will help you to assert your additional accommodations to ensure your interview is as accessible and comfortable as possible. It will also help you to highlight the great strengths your neurodiversity brings that make you such a valuable educator and the right candidate for the job.