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Not sure what country/region you’re in but I’d advise reading up on legislation for interview processes and adjustments that can/should be made.
Eg in UK we would allow extra time for recorded video interviews or timed assessments if people had an impairment etc.
I’m not sure about the extent of the impediment but when people are able to demonstrate how they overcome challenges or adapt and overcome it can be quite impressive.
For example if he preferred to stick to shorter / direct answers during interview but outline he’ll follow up with some further detail afterwards. Or ask if he’s able to utilise the chat functionality during the call to type out responses if stuck.
Again I think the emphasis should be on employers to make reasonable adjustments for all candidates to do their best. But sometimes they a need a nudge as not used to acecharon. So if there are things your fiancé feels will help him showcase his skills they are worth exploring/suggesting
This is actually a phenomenal suggestion. I will definitely share this with him because the idea of typing in the chat would be very helpful and something I know he’s not thought of. We’re in the US, moving from Florida to NY so we will definitely look into local legislation and definitions of a reasonable accommodation.
What kind of role is he looking for?
No worries, I appreciate the support anyway. Have a great weekend!
I mean the comment from Tesla smacks of disability discrimination. Should I work on my eye sight if I’m partially blind? Bonkers! However, that does not help your partner and that is our priority here.
For anyone struggling for success in their job search…you start by identifying the issue. I’m curious if the speech impediment and interview are the real issue? I completely understand that it is an issue or concern…but is it the big one? Start with the basics…is the resume correct? Is it generating enough interviews for the number of applications? Then let’s get down to the answers given in an interview….your partner may know their stuff, but are they hitting the right notes?
Maybe another way of putting this is…what can you control in the recruitment process and what can you not control? Go work on what you can control…and obviously those organisations who can’t see beyond a stutter should sleep with a horse’s head in their bed!