Comment: Dos and don'ts of interviewing someone with a stammer
It 's no secret, but he doesn 't like to dwell on it - President Biden has a stammer (or stutter as Americans call it). As he has just come through what is probably one of the toughest job applications in the world - a US election - Sara Abbott from Sutton Coldfield-based The HR Dept North Birmingham reflects on how employers on this side of the Atlantic should conduct a job interview with someone who stammers.
About 1.5 million adults in the UK have a stammer, so there 's a good chance that any employer will interview people with the condition over the course of their working life. While not fully understood, it 's been established that stammers from childhood are neurological. It is important to stress, however, that they are not associated with any other impairment. And it is a common misconception that people who stammer are shy or anxious.
With the knowledge that the stammer is not related to broader capability, the next thing to understand is that your interviewee has probably been living with their stammer for years. Advice on how to conduct themselves in the interview, such as to 'relax or “take your time ” ' is unlikely to be helpful or welcomed. They 'll know how to manage their speech. If they inform you of a stammer, thank them, let them get on with it and demonstrate by your manner that you are listening to them. Keep good eye contact and just wait until they have finished.
You may ask any interviewee how capable they feel they will be at the job, and it is fair to ask that question of someone who stammers. Keep in mind that there are often triggers to stammering, such as when introducing oneself; saying certain words; and specific situations like job interviews, appraisals and telephone conversations, for instance. It may be that the stammer is at its most pronounced during the job interview. An open conversation about triggers and, if necessary, how they can be accommodated will be helpful to understanding how your candidate could carry out the role. Although you may be tempted to finish words for them, try not to.
It is possible to develop a stammer in later life. Causes include the aftermath of a trauma like a head injury or stroke; a side-effect from prescribed medication; stress; a recurrence of a childhood stammer; and even idiopathic stammering where no cause can be identified. It 's good to be aware of this should an existing employee develop a stammer.
Recognise that neurodiversity is a good thing for an organisation. As well as helping to guard against group-think, it can introduce a broader range of skillsets into a business. For example, it 's been identified that other neurological conditions like dyslexia and dyspraxia are often associated with strengths in areas like strategic and creative thinking. People with a stammer may have developed enhanced communication skills, be good listeners, have a strong attention to detail and be resilient.
It goes without saying that all interviewees should be treated with dignity and respect. While it may vary on a case-by-case basis, a stammer could well fall within the scope of the Equality Act 2010. So, as with all application processes, be sure to document your rationale for deciding who you pick.
For enquiries on this topic, please contact Sara Abbott from The HR Dept, at [email protected].