Enriching Education - Inclusive Job Interviews

Traditional job interviews reward a very specific set of behaviors: quick answers, eye contact, confident self-promotion, and the ability to build rapport with a stranger in a short period of time. The problem is that those skills don't necessarily measure how well someone will actually perform the job.

Maximilian Kolbe College works with neurodivergent students on education, independence, and workplace readiness. Through that work, the school sees how hiring systems can create barriers before a candidate ever has the opportunity to demonstrate the abilities that would matter most once they're actually in the workplace.

I had a chance to interview Dr. Nicole McZeal Walters, President, Maximilian Kolbe Career School to learn more about skills-based job interviews.


Interview Performance vs. On-the-Job Success

Strong interview skills and workplace success do not always go hand in hand because interviews often measure how well someone presents themselves, rather than how well they perform the job. Some candidates may excel at communicating under pressure, while others demonstrate their greatest strengths through hands-on work, problem-solving, creativity, and collaboration. Employers must look beyond the interview to recognize a candidate’s full potential.

Misleading Hiring Signals

Eye contact, quick responses, polished speech, and confidence are often mistaken for competence. However, these behaviors do not necessarily reflect a person’s knowledge, work ethic, or ability to perform. This is particularly important when interviewing neurodivergent candidates, who may communicate or process information differently. Employers should focus on demonstrated skills, relevant experience, and the ability to learn—not simply how comfortably someone navigates an interview.

Skills-Based Interviewing

Skills-based interviewing allows candidates to demonstrate their abilities through practical tasks, work samples, simulations, or real-world problem-solving activities. Employers can incorporate this approach by asking candidates to complete tasks related to the position, explain their thinking, or respond to realistic workplace scenarios. This provides a more accurate picture of what candidates can do and creates opportunities for both neurodivergent and neurotypical individuals to showcase their strengths.

Inclusive Hiring

Inclusion begins during hiring because the process determines who gets an opportunity to contribute their talents. When employers rely on narrow expectations about communication, behavior, or presentation, they risk overlooking exceptional candidates. Inclusive hiring uses accessible interview formats, clear expectations, reasonable accommodations, and multiple ways to demonstrate competence. When we recognize and value different ways of thinking, learning, and working, we build stronger teams and create workplaces where everyone has an opportunity to succeed.