Understanding interviews and the selection process

The selection element of the jobsearch process can feel critical. Often it is the first time you will meet your prospective employer and it is almost certainly the most nerve-wracking phase. However, if you have got to this point, it is a sign that the employer is interested in you. They are giving up some of their precious time to get to know you. This should give you confidence.

The interview is the most common form of candidate selection – you can ask about an alternative as a Reasonable Adjustment

Some experts say that employers only interview candidates who they know can do the job and that the interview process is to help them decide which of the candidates to appoint.

Interviews are the most common way of selecting people for longer work placements, internships and jobs. Some employers use other methods to select candidates, such as assessments or work trials. You may be able to request an alternative as a reasonable adjustment.

The main challenge that I faced was communicating with people that I don’t really know, so it made me really shy. Therefore for me it made the interview process very hard.

Luke – Civil Service intern

An interview is a competitive process where the company or employer meets with you, either over the phone, by video call or in person to decide whether to offer you a job. Interviews tend to involve someone from Human Resources and/or your prospective manager asking you a series of questions to find the best person for the job. Interviews try to find out if:

  • You have relevant experience
  • You have the skills to do the job
  • You will be a good employee
  • They like you enough to make you a part of the team

I generally research a job well before I go to an interview so that I am able to work out what the questions are likely to be. That way, I can prepare answers.

Kevin – Autistic employee

An interview is also an opportunity for you to learn more about the company and the people who work there, so that you can decide whether you want to take the job if it is offered to you.

Not all jobs are filled through interviews. Occasionally, a person is offered a job, opportunity or internship having been approached directly without a selection process. This is normally because somebody knows them or is impressed by their work or values their special skills or experience.

Many autistic people find it hard to show their strengths effectively in interviews. Dean Beadle talks in this film about why interviews are not the best way of judging an autistic person’s ability to do the job.

Interviewers will probably be expecting you to describe your abilities and skills which is something that many autistic people struggle with, as they often prefer to focus on the delivery of the work.

If you can understand why the interviewer is asking about a particular subject, it can be easier to answer the question to their satisfaction. There is more detailed advice in our download on thinking about answers to common interview questions.

There are other ways to demonstrate how good you would be at the job without having an interview first which we discuss in the sections below.

Some employers are beginning to realise that interviews are not the best way to test a candidate’s ability to do the job. You may be offered, or can ask for, an alternative.

There are ways to show your knowledge, experience and skills other than with an interview

Selection for a job does not have to involve an interview, but organisations will vary in how open they are to alternatives. Depending on the type of role, the selection process may be very specific – for example, if you are applying for a performance role, you may be asked to attend an audition.

Some alternatives to an interview are mentioned in the list below. You may be able to ask for them, either in addition to the standard process, or instead of the standard process. Dean Beadle talks about alternatives in his interview with us.

Other ways of demonstrating your suitability:

  • Submit a video – where you describe or demonstrate evidence to show you can do what they are asking. If an organisation asks for a Curriculum Vitae (CV), it may be possible to submit a video CV which will enable you to show examples of your work or to demonstrate how you work.
  • Compile a portfolio – show the work you have already done in photos, samples, or references and case studies.
  • Work Trial / Trial Shift – where you do the job on a trial basis. The more complicated the job, the longer the trial will be. Work trials are very common in hospitality, retail and creative work. As an autistic person, you may need longer to get familiar with the job and the working environment as a reasonable adjustment. You can ask whether there will be a payment or expenses in advance, but most work trials are unpaid and the law in this area is unclear. You should ask:
    • How long will the trial shift last?
    • When will it start and finish?
    • What are you expected you to do during the shift?
    • For the trial agreement to be put in an email
  • Work Experience – unpaid, work experience can give you long enough in a job for your employer to see the real benefits of employing an autistic person. There is more information on types of work in our Preparing for Work section.
  • Internships – paid or unpaid, an internship usually lasts longer than work experience and lets you work out if the job is what you want to do. It also gives the employer the chance to see how good you would be at the job

Work experience is a way for autistic people to prove their capabilities

Manager – Investment bank

Employers often use tests and assessments instead of, or as well as an interview. These can take many different forms.

You may be asked to undertake a test as part of a selection process. There are 3 main types of assessments that employers might use to complement their interviewing activity. These are:

Work Simulations: A practical test, based on the type of work you’re likely to encounter in the role. This might be used to assess a range of different skills, for example you might have to assemble something in order to demonstrate manual dexterity, or you might need to proof-read a document in order to illustrate attention to detail.

Personality tests: Sometimes referred to as psychometrics. These are typically online tests, and tend to involve multiple questions, where you have to express whether you agree or disagree with statements about who you are and what you like. The firms who make these tests then analyse your scores to help predict how you might perform at work. These tests can be difficult to answer, as they’re often multiple choice and force you to express preferences for things that might not seem comparable. You should be aware that there are no right answers for these tests, you should pick the answer that feels the best to you. They tend to be used for managerial roles, and employers should only use them in conjunction with other interview and assessment methods.

Cognitive Ability tests: Sometimes referred to as reasoning tests, the most common are verbal and numeric reasoning, which test your ability to understand and comprehend written text or your mathematical ability respectively.

As a reasonable adjustment, you can think about asking to take the test in a quiet environment, at home or you could ask for extra time

If the selection process involves an interview, it is important to prepare yourself in advance in order to perform at your best.

It is helpful to know what the interview process is going to be to do well and reduce the potential for anxiety.

Preparation is key!

Devoting time to preparing for the interview helps you by:

  • Reducing your anxiety: It is impossible to eliminate anxiety, but having an idea of what you think an interviewer might ask you about and/or what you’d like to tell them can help. For other tips on reducing anxiety relating to the interview itself, see the section below on ‘Attending the Interview’.
  • Improving your chance of getting the job: devoting some time to identify some great examples of experience or skills you have that make you the right employee for them, will help you to talk about them more confidently during the interview
  • Making it easier to transition into the role if you’re successful: Being fully prepared means that you’ll also be ready to ask key questions to help you increase your understanding of the work.

Everyone gets nervous in interviews whether they are autistic or not. To reduce your anxiety, try to prepare as much as possible in advance. The following lists contain suggestions for how to prepare.

I generally research a job well before I go to an interview so that I am able to work out what the questions are likely to be – that way, I can prepare answers

Kevin – Autistic employee

Thinking about the interview:

  • Consider asking for reasonable adjustments – to help you through the process. Adjustments could include visiting the interview location in advance, reducing the number of people in the room at the interview or receiving the questions beforehand. A longer list of possible adjustments is shown in our section below on ‘Reasonable adjustments for interviews’.

You can only ask for reasonable adjustments if you have disclosed that you are autistic or have a disability
(see our section above ‘I am applying for work’ on disclosing that you are autistic)

  • Re read the advert, job description and/or person specification – to remind you what they are looking for
  • Based on the information you have about the job, organisation and selection process write down questions you know or think you may be asked – now work out how you will answer those questions, so you’re prepared when they are asked in the interview. If you haven’t been able to obtain questions in advance and can’t imagine the types of questions you may be asked, you can use our download on to help think about common interview questions and how to answer them
  • Practice being interviewed – get a friend or job coach to practice the interview with you in advance – use the questions you’ve identified. Afterwards, ask them to be honest with you regarding what you did well and should keep doing, and whether there’s anything you should change. You don’t have to act on their advice, but if 2 or 3 people give you similar feedback – either positive or negative – it’s probably worth paying attention.
  • Practice the handshake – You should take a hand that is offered, palm to palm, shake it firmly and make eye contact as you do so (but only if it isn’t painful to you). If you aren’t comfortable shaking hands, you should let the interviewer know beforehand while arranging the interview
  • Think of some questions for the interviewer – about the role or the company, so that you can ask them when invited to ask any questions you may have during the interview. This helps to show them that you are interested in the role
  • Ask who will be interviewing you – look them up on Linkedin as they may have a photo which will help you recognise them on the day. You may also be able to learn a little more about what they do from their Linkedin profile.

Prepare for the interview day and the journey:

  • Follow as much of your normal routine as possible, ideally including some exercise you normally do (provided you can fit it in before the interview without being late).
  • Take your sensory kit in your bag including things that you find soothing. The contents should be whatever helps you. You might include:
    • Headphones and music on your phone or iPod,
    • Book
    • A snack
    • A drink (preferably with a straw)
    • Fidget toy
    • A small piece of material with a texture you like
    • A picture of your favourite thing
    • Don’t include anything that is likely to burst or spill.
  • Check the date, time and place of the interview. If the interview instructions are vague or you have any questions, contact the person who sent the instructions straight away and ask them to clarify anything that is unclear.
  • Find where the interview will be held
    • Look it up on google maps
    • Go to street view to see what the building looks like, so you recognise it
    • Use directions to plan your route to get there and how to get home again afterwards
    • Plan to arrive early to allow for problems with travel
    • If possible, rehearse the journey in advance – especially if that is also where you will be working
  • Take the interview invitation letter or email with you to show when you arrive and to remind you of the details
  • Take any notes you have made about the organisation, role or interview in case you want to review these once you are on the way
  • Follow any instructions you have been given for the interview, for example, make sure you bring anything that you have been asked for, this may be examples of your work, identification or certificates.

Read any information they have sent you about the interview in full, it may give useful information on the format or structure of the interview

Interviewers love to hear that you have found out about what the company does and how you can help them to succeed.  It shows you are serious about wanting to work there.

If you have done some research when you completed the application, this stage will use the information that you have already collected. If you did not find out information about the organisation before, read about research in our section on applying for work.

For the interview itself take your notes with you to refresh your mind before you go into the interview. They should include:

  • Your job analysis and interview preparation. If you did not complete one for the application, do it now to improve your interview preparation.
  • Think about your answer to the question, ‘why do you want the job’ and other possible interview questions. Use our download on potential interview questions to help.
  • Do you have any evidence of work or a portfolio of work that you have done which is directly relevant to the job? If so, take it with you.
  • Find out the company dress code by asking in advance or checking out pictures of employees on social media to give you a starting point. What do people wear and how formal is it?

It is good practice for a company to ask if you need any adjustments for an interview or other assessment process, but even if they don’t, you can still ask for them.

Reasonable adjustments are available to those with autism and other conditions to help overcome any challenges that the recruitment process might cause you.

If you are concerned that your autism in some way makes it difficult for you to perform at your best in any part of the recruitment process, you should ask for a reasonable adjustment

Good employment practice is for employers to ask you if you need any reasonable adjustments for any part of the application process, but this does not always happen. This is often because employers don’t know they should offer to make adjustments, rather than any attempt to avoid making them. If it helps, you can refer the company to employer information about reasonable adjustments in our section for employers.

You can ask for reasonable adjustments even if they are not offered to you, but you may have to declare that you have a disability. There is more about telling an employer that you are autistic in our section on applying for work. Your objective is to make the process accessible for you and your personal needs.

The adjustment should be tailored around you, so you need to be ready to talk about what you need

Things you could ask for include:

  • Extended deadlines for receipt of the application form
  • Proposed dates for interviews or assessments
  • Directions to the venue
  • Names and photos of the interviewers or assessors, with details of their role in the company and what role each will play in the interview
  • Reducing the number of interviewers
  • Using other communication methods
  • A photo of the room in which the interview or assessment is to be held
  • A visit to the site of the interview or assessment
  • Specific time (avoiding rush hour travel)
  • An agenda detailing any exercises that are included in the interview process
  • Asking not to shake hands and explaining if eye contact is painful for you, that you may not be able to do that in interview
  • Using direct questions, prompts and follow up questions to help you demonstrate what you know
  • Questions based on your actual experience, not hypothetical situations, sometimes referred to as competency-based questions
  • Letting you know if you have said enough in an answer so you can move onto the next question
  • Asking for a supporter to join you in the interview as someone to support communication between you and the employer
  • Allowing time for you to write questions down
  • Allowing you to bring notes into the interview with you
  • Consideration given to the room layout – e.g. not with back to a door, or with a desk or table in front of or beside you to allow you to make or refer to notes
  • The date by which all candidates will be notified of the outcome of the interview or assessment
  • Written confirmation by email of any arrangements made over the phone or not in writing
  • A copy of the interview questions in advance (if you are worried this may be perceived to offer you an unfair advantage, you can suggest that these can be given to all candidates)
  • Sending in written responses to questions
  • If the process includes multiple interviews or assessments on the same day, for these to be scheduled closer together to minimise waiting time and avoid unnecessary stress
  • Ask for a video or phone interview rather than face to face – this avoids travel, and only shows head and shoulders so you could still stim with your hands out of shot if it helps.
  • Asking for an alternative to the interview, such as a job trial or work experience

Only select the accommodations which will make the process easier for you

For many autistic people an alternative to an interview may demonstrate your suitability for the role much more effectively and you may be able to discuss alternatives with your employer. See our section above on alternatives to interviews.

How you look at an interview or assessment is very important. People will make instant decisions about you based on what you are wearing and how you look.

Find out what clothing is appropriate to your industry and make sure that it is clean and comfortable

If you unsure of what to wear, you could ask in advance, look for pictures of the company’s employees on their company website and on social media, checking that they are in similar roles to yours. What is appropriate will vary with the role and organisation.

Make sure you look:

  • Clean, well-groomed and tidy – This applies to you – your hair, hands and personal hygiene, as well as your clothes which should be clean and well-maintained. No holes or frayed edges.
  • Body odour is bad – If you get sweaty when you are nervous, make sure you have time to cool down before the interview and wear clothing that doesn’t make it obvious.
  • Dress according to the role and company culture – different industries have different dress-codes:
    • If in doubt, dress slightly more, rather than less, formally for the interview than you think you’ll have to for the job itself.
    • If you are applying for a creative roles or within a creative company it may be appropriate to express your individuality in colour, cut and pattern.

The type of interview or assessment will vary depending on the company and role.

For all interviews and assessments, arrive in good time, appropriately dressed, knowing who you need to ask for upon arrival and with your interview plan (if applicable) handy.

Since diagnosis, I have always been open and honest at interviews about my autism. This has generally not been a problem for me.

Kevin – autistic employee

Types of interview

Interviews happen in many different ways, and it is impossible to predict every combination here. You should ask beforehand for information regarding interviewers, agenda, location and duration. Sometimes there might be additional tests or assessments to undertake as part of the selection process. You may be asked to do these at home (normally online) or you may be asked to do them at the interview location before or after the interview itself. For more information on tests and assessments see our section above.

When you first meet the people interviewing you, you will need to introduce yourself. They may extend a hand expecting you to shake it. If they do, you should shake the hand firmly and make eye contact as you do so, provided it is not painful for you.

If you are uncomfortable with either eye contact or shaking hands, you should try to let them know beforehand

Some interviews may feel informal: more like a chat, than a structured conversation They might be just between you and your prospective manager. It may just be held at the work location e.g. in the shop or the manager’s office, or you might go out for a coffee to talk about the job. You may get a brief tour of the workplace and shown where you might be working.

Other interviews can feel much more formal. There may be more than one interviewer – usually the person who is going to be your Manager will be present, but sometimes their boss may be there, and often someone from HR is there too. In a formal interview you’re more likely to be in an office environment, and the interviewers may work with notes and score your answers.

Always ask for help. In interviews, don’t be afraid to ask for a question to be repeated if you don’t understand it.

Kevin – autistic employee

It is often OK to both take and refer to notes yourself during the interview. As a courtesy, you may want to ask the interviewer(s) whether they mind you doing so.

The end of the interview

At the end of the interview, the interviewer(s) will thank you for coming. You should thank them for their time and shake hands if they are offered, if you are comfortable with this. You are now free to leave unless they have indicated that you should remain. There may be several reasons to you to stay – it may be another interview, a test, or perhaps you will be told the outcome of the interview. It is important to follow the instructions you are given.

Helpful hints

  • Listen to the whole question: Make sure you have heard the full questions before responding to ensure you don’t assume they’re asking about something else. If you haven’t understood the question you can ask them to word it differently.
  • Don’t feel you need to rush to respond to questions: If you want a little more time, there are a few tactics you can use. You can repeat the question back to the interviewer before responding. You can ask the interviewer if they mind you taking a few moments to consider your response. You can ask the interviewer if they mind you writing down the question. Don’t delay the conversation unnecessarily, but equally, take a pause if you need one.
  • Breathe! Regular deep breaths will help keep you relaxed and provide enough oxygen for the brain to function effectively.
  • Try not to talk too fast: If you can talk in a calm measured way it will be easier to understand your answers. It will also help convince the interviewer that you stay calm under pressure – which is something that many employers value.
  • In group interviews: It’s OK to address your responses to just one of the interviewers. Normally, if you choose to focus on one interviewer for your response, you would respond to the person who asked the question, or alternatively (if they’re in the interview) the person who is likely to be your supervisor.
  • If you’re worried about being interrupted: Keep your answers brief… aim for 20-30 seconds.
  • Be true to yourself: Don’t feel that you need to lie or pretend to be someone you’re not. If an interviewer or employer expects you to act or behave in a way that is uncomfortable in order to get a job, then it’s the wrong job and/or the wrong employer!
  • If you are not sure if you’ve given enough information: Ask the interviewer if you’ve told them what they wanted to know.

There are numerous types of interview questions. Questions should relate to your suitability for the role and your fit to the organisation.

Answering Interview Questions

Often autistic people prefer closed questions (which required only you to answer ‘yes’ or ‘no’), but your interviewers are unlikely to know this, and are much more likely to invite candidates to express themselves. Most interview questions tend to be open, for example ‘tell me about your strengths’ so you will need to describe your own strengths and why they would be good for this job.

In an ideal world, during the interview your answers will demonstrate some / all of the following:

  • That you have some understanding of the type of work they’re recruiting for
  • That you have suitable skills that will allow you to perform the work, if not immediately, then with a little training
  • That you have some experiences from life, education or previous roles that will help you do and/or learn to do the job
  • That you are keen to do the job
  • That you are keen to work for this company

You can think in advance about your answers in advance by using our download on common interview questions.

As well as being prepared to answer open questions, sometimes you will be asked specific the following types of interview question:

  • Competency Based Interview Questions – These questions will be about specific skills needed to do the job. The interviewer will ask you to describe a time when you had to use these skills in either a previous role, at school or in your wider life experience. Examples might include:
    • Tell me about a time you had to work successfully as part of a team, or
    • Can you describe a problem that you had to think creatively to solve?
  • Situational Questions – These questions are designed to assess your strengths, by asking you to describe what you would do in a hypothetical situation. For example, how might you sell a particular service, or how you might tackle a problem where you don’t have all the information you’d like to have.

There is more information about answering competency based and situational questions in this download.

How long should you talk for?

There is no fixed answer to this. It should only take a few seconds to answer a simple factual question. For an open question such as ‘why do you want to work here?’, an answer could be as long as 1 to 3 minutes. If you are unsure how long to talk for or don’t know whether you have given enough information, you could ask “is that what you wanted to know?” or “would you like me to tell you more?”.

Asking Questions

Normally, at some point during the interview, you will be asked if you have any questions for them.

It is important to ask at least one question, as it shows you’re interested in the role

Make sure that you ask the questions you that are most important to you first as it is unusual for candidates to ask more than 4 or 5 questions. You should therefore avoid the temptation to ask everything you might wish to know at this stage. There will be more opportunities to gather more information before you accept an offer or start employment.

It’s a good idea to think about questions you’d like them to answer in advance and take them into the interview with you. Don’t ask a question you already have the answer to. Questions might be about:

  • The company or the job (from your research)
  • What would I be doing on a typical day?
  • What do they like best about working for the company?
  • What sort of training is involved?
  • What are the most challenging aspects of the job?
  • When will you hear about the outcome of the interview?

If they haven’t invited you to ask questions don’t be afraid to do so before you leave

If you feel there is key information that the interview didn’t give you a chance to highlight, you may want to take the opportunity to do so at the end. However, be aware that some things you think are very important, maybe less important to the interviewer. The key is to ask them whether they’d be interested in hearing more about the subject. If they indicate they’ve already heard enough, then there’s no need to elaborate. If they are interested in hearing more, then tell them a little bit more, and see if they ask you any further questions. This is typically an indication that you’ve caught their interest and you can talk about the subject some more.

Asking for Clarification

During interviews there is just as much chance of you not understanding the interviewer as them not understanding you.

It is absolutely OK to ask them to clarify a question if you don’t understand it

It doesn’t reflect badly on you in any way, and recruiters would prefer you to ask them to clarify the question if it leads to you being better able to answer the question. If you ask them to repeat the question, and you still don’t understand, try asking them to ask the same question again but using different words.

As well as clarifying questions before responding, it is also OK to seek clarification as part of your answer. For example, if you’re unsure whether you have given sufficient information, and you’re able to expand on the answer you’ve given, you can ask the interviewer whether your answer has given them enough detail or whether they’d like you to tell them more. You may also begin an answer with words like: “I think what you want to know is…” If you’re unsure you actually understood why they were asking you the question, this is a way to test whether you’re on the right track.

There are numerous types of interview questions. Questions should relate to your suitability for the role and your fit to the organisation.

Answering Interview Questions

Often autistic people prefer closed questions (which required only you to answer ‘yes’ or ‘no’), but your interviewers are unlikely to know this, and are much more likely to invite candidates to express themselves. Most interview questions tend to be open, for example ‘tell me about your strengths’ so you will need to describe your own strengths and why they would be good for this job.

In an ideal world, during the interview your answers will demonstrate some / all of the following:

  • That you have some understanding of the type of work they’re recruiting for
  • That you have suitable skills that will allow you to perform the work, if not immediately, then with a little training
  • That you have some experiences from life, education or previous roles that will help you do and/or learn to do the job
  • That you are keen to do the job
  • That you are keen to work for this company

You can think in advance about your answers in advance by using our download on common interview questions.

As well as being prepared to answer open questions, sometimes you will be asked specific the following types of interview question:

  • Competency Based Interview Questions – These questions will be about specific skills needed to do the job. The interviewer will ask you to describe a time when you had to use these skills in either a previous role, at school or in your wider life experience. Examples might include:
    • Tell me about a time you had to work successfully as part of a team, or
    • Can you describe a problem that you had to think creatively to solve?
  • Situational Questions – These questions are designed to assess your strengths, by asking you to describe what you would do in a hypothetical situation. For example, how might you sell a particular service, or how you might tackle a problem where you don’t have all the information you’d like to have.

There is more information about answering competency based and situational questions in this download.

How long should you talk for?

There is no fixed answer to this. It should only take a few seconds to answer a simple factual question. For an open question such as ‘why do you want to work here?’, an answer could be as long as 1 to 3 minutes. If you are unsure how long to talk for or don’t know whether you have given enough information, you could ask “is that what you wanted to know?” or “would you like me to tell you more?”.

Asking Questions

Normally, at some point during the interview, you will be asked if you have any questions for them.

It is important to ask at least one question, as it shows you’re interested in the role

Make sure that you ask the questions you that are most important to you first as it is unusual for candidates to ask more than 4 or 5 questions. You should therefore avoid the temptation to ask everything you might wish to know at this stage. There will be more opportunities to gather more information before you accept an offer or start employment.

It’s a good idea to think about questions you’d like them to answer in advance and take them into the interview with you. Don’t ask a question you already have the answer to. Questions might be about:

  • The company or the job (from your research)
  • What would I be doing on a typical day?
  • What do they like best about working for the company?
  • What sort of training is involved?
  • What are the most challenging aspects of the job?
  • When will you hear about the outcome of the interview?

If they haven’t invited you to ask questions don’t be afraid to do so before you leave

If you feel there is key information that the interview didn’t give you a chance to highlight, you may want to take the opportunity to do so at the end. However, be aware that some things you think are very important, maybe less important to the interviewer. The key is to ask them whether they’d be interested in hearing more about the subject. If they indicate they’ve already heard enough, then there’s no need to elaborate. If they are interested in hearing more, then tell them a little bit more, and see if they ask you any further questions. This is typically an indication that you’ve caught their interest and you can talk about the subject some more.

Asking for Clarification

During interviews there is just as much chance of you not understanding the interviewer as them not understanding you.

It is absolutely OK to ask them to clarify a question if you don’t understand it

It doesn’t reflect badly on you in any way, and recruiters would prefer you to ask them to clarify the question if it leads to you being better able to answer the question. If you ask them to repeat the question, and you still don’t understand, try asking them to ask the same question again but using different words.

As well as clarifying questions before responding, it is also OK to seek clarification as part of your answer. For example, if you’re unsure whether you have given sufficient information, and you’re able to expand on the answer you’ve given, you can ask the interviewer whether your answer has given them enough detail or whether they’d like you to tell them more. You may also begin an answer with words like: “I think what you want to know is…” If you’re unsure you actually understood why they were asking you the question, this is a way to test whether you’re on the right track.

What are the possible outcomes from the interview or assessment and what might happen next.

There are 3 possible outcomes from an interview or assessment:

  1. You are offered the job, congratulations!
  2. You are successful and are moved through to the next stage of the recruitment process. Well done, your chances of securing that job just improved. Take a deep breath and prepare for the next phase.
  3. You are not offered the job. This is very disappointing, but it may well not be anything to do with you or even your interview. The employer’s situation may have changed so they now want something different, or they may have met an amazing candidate whose skills and experience exactly matched their requirements. Be kind to yourself.

Until you are offered a job, you should carry on searching and applying for other opportunities

When will you know the outcome of the interview?

The best way to find when they will let you know is to ask at the end of your interview. The more people they are seeing, the longer it takes a company to decide who to offer the job to. Some offers are received between 1 to 3 days after the interview. Glassdoor reports an average of 27.5 days in the UK and unfortunately, some companies don’t let candidates know unless you have been successful. It is common to be told by phone or email that you have been successful, and then to have to wait for a written offer.

Offers are often subject to satisfactory pre-employment checks – this is a Conditional Offer. This means that references or other background checks (see below) need to be undertaken and come back without any concerns before the offer of employment is finalised.

Why the wait for background checks?

Before making a formal offer, all companies will carry out some type of background checks. Some will make a Conditional Offer before the checks, others will undertake them before making an offer. The checks they undertake will depend on the job you have applied for. They might include:

  • Right to work – It is a legal requirement to check an individual’s right to work in the UK. The employer is required to follow specific rules and check documents to ensure they are employing someone legally.
  • References – It is normal for a potential employer to contact at least one person for a reference. The employer may ask for the name of a previous employer, or if you haven’t worked before, you can give the name of someone who can tell them about your “character”. They will call, email or write to them and ask them to confirm your employment history if you worked there, or alternatively ask them to confirm you’re the kind of person they’d recommend for employment if they’re a “character referee”.
    You will be asked to provide details of referees, and how to contact them, at some stage during the recruitment process.

Referees should preferably be someone in a position of authority for example a previous manager or a teacher

If you don’t know someone who can vouch for you in this type of professional way, then consider asking a friend who can talk about your suitability for employment. Don’t use friends who couldn’t describe how you might perform in a work context and don’t use relatives as referees. Make sure your referees are happy to reply promptly and positively for you. A negative reference could lose you the job offer, so only include people you know will be positive.

  • Fact-Checking – to make sure you are being accurate and truthful
  • Criminal records checks – If you will be working with children or vulnerable adults, or in healthcare, the employer will need to complete a criminal records check. The process depends on where you live:
  • Security Clearance – Some roles in government or industry require more detailed background checks, but where this is the case you will typically have had to fill out forms during the recruitment process at which point they will have explained to you how long these checks might take and what they involve.
  • Credit checks – If the role involves working with cash or in the financial sector there may also be a check into your personal financial history.

What you might expect to be included with your job offer:

  • Start date and time – Either instructions for arrival on your first day or contact details and a suggested time to agree that with the person you will be reporting to.
  • Wages or salary – Including how often it will be paid. Most jobs pay monthly in arrears which means you will not be paid until you have worked for the first month. If it is lower than you agreed in interview, or lower than you what was advertised you should ask why.
  • Bonus system – Some jobs have bonuses or incentives. Of those that do offer bonuses. most depend on your performance or the performance of the company. Jobs in Sales often have salaries which are made up of a base salary and then a commission payment you earn if you sell enough. It should be clear what you have to do to get the commission payment.
  • Probation period – Effectively a trial period. The employer can end your employment at any time during this period.
  • Job responsibilities – Make sure they haven’t changed materially from what was advertised and discussed at interview.
  • Benefits – Most benefits are included in an employee handbook, but your letter should include anything extra such as extra holiday time or a company car.
  • Confidentiality and Non–Disclosure Agreements – These are agreements you will need to sign in order to start the role, which say that you should keep all information you learn as a part of the job private. Most of the time it is fine to sign them, but before you do so, you should read them. If anything is unclear, you might want to clarify it with a friend or relative. If you still have concerns, you might want to discuss with the company prior to signing it.

If you aren’t happy with any aspect of your job offer or have any questions, you should contact them to explain your concerns. If you’re still not satisfied, you are not obliged to accept it

Once you have a start date your employer needs to:

  • Enrol you into a Workplace Pension Scheme – Your employer will automatically enrol you if you meet the age and minimum earnings limits. More information is available from the Pensions Regulator.
  • Notify the Inland Revenue – So that your tax account is set up. If you have had a previous job and have a P45, you should give the appropriate section to your new employer.
  • Take your bank details – so that they can pay you!

If you were not successful at the interview or assessment, feedback may help you to think about making changes for next time.

You can ask for feedback after the interview or assessment: Feedback helps you to learn what did or did not work well and to make adjustments for your next interview

Feedback will be most helpful if:

  • You genuinely wanted this particular job
  • You feel you gave a good interview
  • You got through to the later stages (if it was a multiple-stage process)

The organisation does not have to give you feedback and might not be willing to for a number of reasons:

  • Legal risk – they might say something that leads you to think that you are being discriminated against. Many companies will say as little as possible to avoid this risk.
  • There is no feedback to give – When there was nothing you could improve on. Another candidate was just a little bit better. This is good news, and although disappointing that you didn’t get the role, you can take more confidence into your next interview.
  • It’s uncomfortable for the interviewer – no-one likes giving bad news, having to explain it is even more awkward and they may worry that you will get upset or angry.
  • It takes time ­– when they may be under pressure. Helping you is not going to be their top priority.
  • They are only qualified to say why you did not get that job – they are not qualified to say what may work for a different organisation.

The feedback they give you may not always be helpful, as unfortunately they may not tell you the real reason you didn’t get the role

If you do ask for feedback you should:

  • Ask for feedback by email – So they can think carefully about what they want to say. A reply in writing is easier for you to process and act on if it is relevant to the next job interview.
  • Always be polite – They are doing you a favour
  • Thank them for taking the time – they will be busy
  • Avoid making it sound like a complaint – They will not give you useful feedback if they are feeling defensive
  • Bear in mind that not every first-choice candidate accepts the job – Dealing well with feedback increases your chances of being considered as a reserve candidate.

Try saying something like this:

Dear [INSERT THE NAME OF YOUR INTERVIEWER HERE],

Thank you for interviewing me for the post of [INSERT THE JOB TITLE HERE] on [INSERT THE DATE OF YOUR INTERVIEW HERE]. Whilst I’m disappointed that I wasn’t chosen, I would really appreciate some honest feedback if I were to apply for a similar job with you in the future. It would be really helpful to know specifically:

  • Whether there was a skill or qualification I lack which would have been helpful
  • How you felt I came over in the interview
  • If there is anything you think would help my chances next time?

Thank you for your time and kind consideration,

Yours sincerely,

[YOUR NAME HERE]

If you have been rejected a few times, particularly if it is for similar reasons, act on the feedback you are given and if you can, do a mock interview with a friend, family member or career coach, to help you adapt and improve your interview skills