Breaking barriers: Navigating job interviews with Tourette’s Syndrome

As we celebrate National Disability Employment Awareness Month, it’s important to highlight the experiences of people whose needs are often overlooked in the standard hiring process. It’s from their stories that we can build fairer processes, which is critical when the unemployment rate for people with disabilities is more than double the rate for people without (7.8% versus 3.3%). 

As a part of that, meet Jatin Nayyar. Jatin is an amateur boxer, an advocate for people with Tourette’s Syndrome, and a recent graduate of George Washington University. Jatin recently joined the HireVue team as a business development representative and his feedback on the hiring process has been priceless. We sat down with Jatin to learn more about his experience and any larger lessons it could provide. 

Navigating interviews with Tourette’s Syndrome

For Jatin, Tourette’s Syndrome presents an additional layer of complexity in traditional, in-person interviews. Tourette’s is a neurological condition characterized by involuntary tics, which can be exacerbated by stress, excitement, or heightened emotional responses. Job interviews–naturally stressful experiences–often trigger a surge in tics for Jatin, making it difficult to focus and express himself fully. 

He explains, "Tourette’s is a stress-induced disability, so stress, excitement, and any stress response can cause my tics to worsen."

This increase in tics during in-person interviews has been challenging for Jatin because of the physical discomfort and concerns about how potential employers might perceive him. Managing his tics in high-pressure, face-to-face settings adds another layer of stress to an already daunting process.

The virtual interview experience: Less stress, more comfort

For Jatin, virtual interviews have offered a significant improvement in his job search experience. 

“The virtual interview provided me with less stress,” he shares. 

The digital format allowed him to control his environment, manage his stress levels more effectively, and ultimately reduce the severity of his tics during interviews.

One of the most valuable aspects of virtual interviews, according to Jatin, is the opportunity for candidates to explain their condition ahead of time. 

"Having a section where I can explain myself and who I am helped a lot. Disclosing Tourette’s can be hard, but that area gave me a way to comfortably disclose my tics." 

Disability disclosure is often a complicated personal decision, even when your needs are more visible, and any opportunity to make that process easier is helpful for people with disabilities.

Over time, Jatin has developed effective strategies to manage his tics during interviews, whether virtual or in-person. He uses a combination of Cognitive Behavioral Therapy (CBT) and Comprehensive Behavioral Intervention for Tics (CBIT) to help regulate his physical responses. Breathing techniques, in particular, help him keep his heart rate down and manage stress-induced tics.

When asked what advice he would give to other candidates with Tourette’s, Jatin encourages them to embrace their tics as part of their story. 

“Do not be afraid to show your tics during an interview. Flip the script and use your tics to show your resilience—how you have overcome obstacles and the skills you’ve gained from those experiences.” 

He emphasizes the importance of being open and vulnerable in interviews, as it can build trust and show potential employers how adaptable and resilient you are.

Recommendations for employers

Jatin also offers valuable insights for employers looking to create a more inclusive interview process for candidates with disabilities. His primary recommendation is to establish a process where candidates can disclose information about their disabilities before the interview, and Jatin’s gut instinct is in line with research that explicitly and genuinely encourages employees with disabilities to apply.  This proactive approach allows HR teams to be aware of any accommodations the candidate may need, and it creates a more supportive atmosphere.

“Creating a space where the candidate can disclose information before the interview acts like a comfort blanket,” Jatin explains. "Even if the interviewer doesn’t bring it up, knowing that HR is aware of my condition helps alleviate some of the anxiety."

Jatin’s experience is one of the many that underscores the importance of creating inclusive, stress-reducing environments for candidates with disabilities. As we celebrate National Disability Employment Awareness Month, it’s crucial for employers to recognize the value that diverse perspectives bring to the workplace and to continue improving accessibility and support during the hiring process. 

For Jatin, virtual interviews have made a world of difference, and his story serves as a powerful reminder that small adjustments in hiring practices can have a huge impact on the lives of millions of candidates.