Interviews often go best when you’re able to show up as your self – confidently and calmly. But unexpected challenges can arise on the day, especially for neurodiverse applicants. Which is why Vodafone is making a change.
Job candidates at Vodafone UK will now be able to look at questions before their interview, in a move made to ensure the recruitment process remains fair and inclusive for all.
The decision makes Vodafone the first telecoms provider to take this step, which aims to help all prospective candidates prepare equally by being able to showcase their skills and experience with confidence.
In doing so, Vodafone is ensuring that neurodiverse applicants are supported throughout, marking the latest step in its commitment to drive inclusion as a Disability Confident Employer.
Why it helps
Those who are neurodivergent can find being asked unsighted questions on the spot challenging, despite being knowledgeable and able, according to research from The Chartered Institute of Personnel Development.
“I’m proud to work for Vodafone because people across our organisation champion neurodivergence”
Michele Mead, Portfolio and Programme Management Lead at Vodafone, explains the importance of championing neurodivergence and how Vodafone is helping to create a more inclusive workplace.
The change adds to a variety of existing initiatives in place across the company that help to raise awareness and remove the stigma associated with neurodiversity.
For instance, Vodafone’s VodABILITY Network has trained more than 2,400 employees in neurodiversity, with support groups, mentoring opportunities and awareness campaigns held each year.
How it works
Example questions are separated by bands and ask candidates to reflect on a range of areas, such as customer loyalty, ‘creating the future’, and collaboration in the workplace.
Role-specific questions will be shared during the interview, though neurodivergent candidates are able to request any adjustments they might need as part of the process.
This can include extra time to complete online assessments for those with dyslexia, for example, or the provision of a sign language interpreter for a deaf candidate.
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