From theory to practice – reviewing and designing interview questions through the lens of inclusion
Brandon High (he/him)
Senior Library Assistant
Kings College London
Clare Camp (she/her)
Collections Liaison Librarian
Kings College London
Lydia Harris (she/her)
Collections Manager
King’s College London
Talia Samuels (she/her)
Library Assistant
King’s College London
Agenda
1. Guidance for hiring managers checklist
2. Anonymised interview question review
3. Interview question example bank
Reflection activity - optional
What’s the worst question you’ve ever been asked at a job interview?
Research background
Disability Working Group
Inclusive Interview Question Task & Finish Group
1. Guidance for hiring managers checklist
2. Anonymised interview question review and feedback
3. Interview question example bank
Headline findings
• Clarity: reduce ambiguity; make the ask obvious�
• Plain English: avoid jargon / insider terminology�
• One thing at a time: avoid multi-part questions�
• Criteria alignment: make it explicit what is being assessed�
• Consistency: prompts used consistently; reduce hypotheticals
Inclusive interview question checklist
Preparation → Design → Inclusion check
• Assess only criteria listed as ‘Assessed at Interview’
• Plan a realistic number of questions and leave time for candidate questions
• Follow adjustments guidance (e.g., sharing questions in advance; offering printed copies)
• Agree which essential criterion each question assesses
• Agree marking expectations across the panel
• Agree how prompts will be used
• Avoid multi-part questions; avoid jargon; use plain English
• Avoid hypotheticals; add context/scene-setting if needed
• Avoid bias-prone subjective questions and career-break questions
• Make the assessed criterion explicit in the phrasing
Anonymised interview question review
How we reviewed questions (anonymised audit)
• Reviewed anonymised historic interview questions and assessment scenarios
• Applied the checklist lens; captured rationale and suggested revisions
• Used Red / Amber / Green (RAG) ratings to support consistent reflection
• Key learning: small wording choices can have big inclusion impacts
Question example (before → after)
"One of our Principles in Action is inclusion. How do you ensure excellent customer service to a broad range of customers?"
• Issues: insider terminology; long/abstract; higher cognitive load
“How do you tailor your approach to meet the needs of different customers?"
• Improvement: plain English; single focus; makes assessed criterion clearer
Interview question example bank
• Practical example bank of interview questions reviewed through the lens of inclusion�
• Includes RAG rating, feedback and improved alternatives�
• Also includes ‘green’ examples that demonstrate best practice�
• Supports consistent, criteria-aligned drafting across recruitment rounds
Talia’s experience
Brandon’s experience
“My involvement in this work is from my experience as a disabled and autistic adult of non-inclusive interviews and unconscious ableism in the workplace. I have experienced interviews in which my modes of communication as an autistic adult were not accommodated and my needs as a disabled and neurodivergent person were not addressed. These were not only very difficult experiences: they were formidable obstacles to embarking on a career.
Many autistic adults are excluded from permanent employment and experience other forms of exclusion and ableism. For any employer whose objective is to be inclusive neuroinclusion is not a desirable add on, it is essential. There is so much waste of potential and so many opportunities to employ neurodivergent people which are being missed. Appropriate interventions can support, including inclusive recruitment guidance. Devising policies and procedures to do this is necessary but not sufficient. Their effectiveness needs to be monitored, and everybody needs to be aware that they are intrinsic to the organisation's success.”
Opportunities
• Cross-grade, non-hierarchical collaboration and shared ownership
• Integration of lived experience alongside recruitment expertise
• Values-led work translated into practical tools for hiring managers
Challenges
• Institutional constraints: capacity, workload and governance layers
• Emotional labour involved in advocating for change
• Managing expectations: embedding inclusive practice is iterative
• Institutional constraints: capacity, workload and governance layers�
• Emotional labour involved in advocating for change�
• Managing expectations: embedding inclusive practice is iterative
What’s next?
Reflection activity - return
What’s the worst question you’ve ever been asked at a job interview?