Hire Skilled Workers, Not Skilled Interviewees
Stop rating candidates based on criteria unrelated to their prospective roles
Every company’s interview process will be different, depending on their organization, and the type of work they do. However, if you look up sample interview forms, almost all of them have one thing in common: they rate interpersonal and communication skills based on some surface-level, neurotypical-centric behaviours.
Here’s a simplified example of what this particular section might look like on an interview rating form:
Unless this person is directly dealing with customers as their primary responsibility, many of these characteristics are irrelevant.
Whether someone can demonstrate enthusiasm, engagement, and confidence for a one-hour interview will give very little insight into their ability to do so with their clients, co-workers, or managers — or how this will translate into their actual performance on the job.
What I’ve learned
I’ve been a successful business owner for more than 12 years. I have interviewed, hired, and trained a number of employees during that time. Despite hiring part-time workers for entry-level positions, most of my employees have stayed on long-term. That is a feat in itself.
How did I do it? Nothing in my interview process had anything to do with eye-contact or confidence. In fact, a nervous interviewee might be showing me they really care about getting the job, depending on other factors in the interview. On its own, all it really told me was that interviews probably make them anxious, which is pretty common.
Prior to becoming an entrepreneur, I excelled at interviews. If I landed an interview, I’d almost always be offered the job. Why? Perhaps because I had to become so skilled at masking that I learned, right down to very fine details, exactly what interviewers are looking for.
I could smile, be engaged and engaging, make eye-contact, and appear confident. I might have even felt enthusiastic and excited about the position, but that didn’t matter. What mattered was showing it on the outside, which is very different from feeling it.
Many neurodivergent people’s outward appearance, mannerisms, behaviours, or nonverbal communication don’t actually match their internal experiences, thoughts, or feelings. That doesn’t mean we won’t be amazing employees.
I’d rock the training and probationary periods. Often co-workers or supervisors would comment on how quickly I picked things up. I enjoy learning new things and these kinds of challenges motivate me. To be honest, I’m both a perfectionist and insecure, so I have to prove myself by being exceptional.
Many neurodivergent people’s outward appearance, behaviours, or nonverbal communication don’t actually match their internal experiences, thoughts, or feelings.
When the honeymoon’s over
Oftentimes when someone is excelling in a new situation, such as a new job, they call this the honeymoon period. Most of us can keep up that kind of facade for a while, but eventually our shortcomings will start to show.
For most people that’s not a big deal. They’ve already proven they’re good at the job, and most co-workers and managers are fairly forgiving of minor errors, because we are all human and imperfect.
If you’re neurodivergent, like me, this is often a much bigger deal.
Once the novelty wears off and my imperfections begin to show, I lose momentum, and my enthusiasm wanes. If the job isn’t what I thought it would be, or the work environment isn’t neurodivergent-friendly and accommodating, my performance will likely decline.
Even more significant, I won’t be able to keep up the persona I tried to present during the interview and training processes. I can put on my customer service face for a while, but no one can keep that up forever, and it’s a lot harder for neurodivergent folks.
Neurotypical norms are bad for business
The characteristics and behaviours sought and rated in the interview process are very much the neurotypical-centric (meaning prioritizing what is common for neurotypical people) idea of how a “good worker” should look and behave.
Things like a warm smile, engaged body language, and eye contact are fairly easy for most people to maintain when needed. For neurodivergent folks, putting on this act can become incredibly exhausting and can quickly lead to burnout.
Employers, listen up, because you’ll want to know this.
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