One small change to make job interviews less stressful
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One small change to make job interviews less stressful

No matter who you are, job interviews tend to get your heart rate up.

Would it diffuse some of that stress if you were given the questions ahead of time? Accidental entrepreneur Donna Blackwood — who created the business Manage My Marketing — posed that exact question on LinkedIn.

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Surely if applicants could see the questions ahead of time, they could present more thought-out responses and feel a little closer to relaxed during the interview.

Instead of hiring the person who is best at speaking under pressure, they could hire the person who fits the role at hand.

For Blackwood, job interviews have never felt like an easy process, and recently, she found out why.

“I was diagnosed two years ago with ADHD and autism,” she tells LinkedIn.

“I had been on a rollercoaster of regrets for my life, asking myself why I haven’t been successful. I realised I don’t interview well. I feel it’s an awful environment physically as well as mentally. I know my stuff but I can’t put my best ideas forward during a job interview.”

Blackwood says neurodivergent job seekers would especially benefit from seeing interview questions ahead of time “but it is something anyone would appreciate, neurotypical or neurodivergent”.

What do you think? Should job seekers receive a list of interview questions ahead of the meeting? Share your thoughts in the comments below.

Blackwood is a board member of Umbrella Alliance — a worldwide thinktank championing action and change for the neurodivergent community. She said employment was one of four main pillars of the not-for-profit alliance, looking into areas like why job seeking can be an issue for neurodivergent people.

??Follow Donna Blackwood for insights on neurodivergent entrepreneurship and more.

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Beck Bogdan

Industrial Relations Nerd and Human Resources Professional/IRSWA Committee Member

1 年

Behavioural questions are the worst. Especially when you are sitting in a 45 minute interview and it is one after the other with no conversation or personality. While I have a few options on this as someone with ADHD, I did find learning to ask for the question to be repeated as well as a notebook with Star, Task, Action and Result written on it has helped. Just be kind to those who have no so good working memory. Employers could be missing out on amazing talent who can do the job.

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PAULA COX

Front Desk Receptionist at Ian Paynes Automotive Engineering

1 年

getting the interview questions first before the interview would be great. i have been blowing my interviews for jobs on a daily basis due to nerves and going blank on questions. If only.

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Kathryn McGuinness

Work Health and Safety Consultant at Department of Health, Tasmania

1 年

Most interview panels I have sat on gave the interviewee the questions in advance, and I am generally in favour of this. But I have also sat on panels for very base level positions where the answers to the questions can be Googled... Perhaps it is better to consider two lists of questions, one that is provided and one that is not... obviously you don't have to have both. It depends on the position for which you are interviewing.

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Graham Lade

Managing Director | Mining Recruitment

1 年

The more information you give candidates about your company, including the interview process and structure, the better. While it may seem like you're giving away too much, it actually helps both parties understand if this is a relationship worth pursuing. If the candidate knows more about the business and it's not a fit, this saves the company time, effort and money. If you give the candidates this information and they don't use it effectively, or bring tangible examples of how their past experience would add value to the company, then it makes the selection process easier.

Donna Blackwood

Search Marketing Solutions | Web Development | Content Writing | Marketing Coaching

1 年

It would seem that most can find many reasons not to but not look at this from the perspective of a Neurodivergent applicant who could very well be the best candidate for the job but not be at their best due to the interview environment. It's simple to say no because you personally don't have the same challenges.

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