The approach is part of the Trust’s new Workforce Inclusion Strategy, aimed at creating a safe and inclusive workplace and fostering an environment where everyone can be their best at work.
Sharing questions ahead of an interview has been recognised as a way of trying to level the playing field for candidates, including those for whom English isn’t their first language and those who are neurodivergent.
Director of Inclusion at NUH, Clive Clarke, said: “Sharing interview questions with candidates is an exciting step in making our recruitment process fairer and more inclusive. This process can alleviate stress for candidates, help them to bring their best selves to the interview and help us to find the best staff as a result.
“We employ a diverse workforce of 19,000 at NUH and we live in a diverse city, it’s really important that our processes and procedures reflect that. We already make various adjustments for applicants when requested and this is another positive change to support incoming staff. I truly think that this is a step in the right direction, and I hope that people considering a career at NUH feel reassured by that.”
The process will be implemented by April 2025, with recruiting managers having the option to choose not to share interview questions where appropriate, but only be by exception.
