Interviewing Neurodiverse Candidates: Practical Tips to Get it Right

Hiring the right person isn’t just about ticking boxes - it’s about understanding people and giving everyone a fair go. When it comes to interviewing candidates who might have ADHD or be neurodiverse, a few simple tweaks to your usual approach can make a huge difference. It’s not about lowering standards, but about creating an environment where people can truly show what they’re capable of.

If you’re keen to run interviews that are inclusive, supportive, and effective, here are some practical tips, with real examples, to help you get the best out of neurodiverse candidates. Whether you’re a seasoned hiring manager or just starting out, these pointers will help you make your interview process a bit more welcoming and a lot more insightful.

How to Prepare

• Instead of sending no information before the interview,
  Try sending the interview questions or an agenda a few days ahead.
  Example: “Hi [Candidate], here are some of the questions we’ll cover in the interview. Feel free to prepare any examples you’d like to share.”

• Instead of using complex or vague language,
  Try using clear and straightforward wording.
  Example: Replace “Can you elaborate on your problem-solving skills?” with “Can you tell me about a time you solved a work problem? What steps did you take?”

• Instead of relying only on verbal questions,
  Consider practical tasks or work samples.
  Example: “We’d like you to complete a short task related to the role. This will give you a chance to show your skills in action.”

Adjusting Your Approach

• Instead of holding a panel interview with multiple people,
  Try conducting a one-on-one interview to reduce social pressure.
  Example: “I’ll be your only interviewer today, so feel free to take your time and ask questions.”

• Instead of asking broad, open-ended questions,
  Try asking specific, job-related questions.
  Example: Replace “Tell me about yourself” with “Can you describe your experience using [specific software/tool]?”

• Instead of rushing through questions,
  Try allowing pauses and giving the candidate time to think.
  Example: After asking a question, wait silently for 10-15 seconds before prompting or moving on.

• Instead of sticking rigidly to your format,
  Try being flexible with accommodations.
  Example: “If you’d prefer to write down your answers or need a quieter space, please let me know.”

Recognising When a Reset Is Needed

• Instead of pushing ahead when the candidate seems overwhelmed,
  Try offering a break or check in gently.
  Example: “I notice this question might be tricky. Would you like to take a short break or come back to it later?”

• Instead of ignoring signs of distraction or stress,
  Try acknowledging and responding supportively.
  Example: “It’s okay if you need a moment. Take your time.”

How to Reset

• Instead of continuing without pause,
  Try offering a brief break or water.
  Example: “Would you like to take a quick break or have some water before we continue?”

• Instead of repeating the question exactly as before,
  Try rephrasing it in simpler terms or switch topics temporarily.
  Example: “Let me ask that in a different way: can you tell me about a time you worked in a team?”

• Instead of expecting immediate answers,
  Try reassuring the candidate that it’s fine to ask for clarification.
  Example: “If anything isn’t clear, please ask me to explain.”

Common Neurodiverse Traits in Interviews (“Tells”)

• Instead of expecting constant eye contact,
  Remember that looking away or fidgeting may be a way to focus.
  Example: If a candidate avoids eye contact but answers thoughtfully, focus on their content rather than body language.

• Instead of expecting long, detailed answers,
  Accept brief or literal responses and ask follow-up questions if needed.
  Example: If a candidate gives a short answer, try “Can you tell me a bit more about that?”

• Instead of asking abstract questions,
  Focus on practical examples.
  Example: Replace “How do you handle ambiguity?” with “Can you describe a time when you had to make a decision with limited information?”

Creating an interview process that’s flexible and understanding doesn’t just benefit neurodiverse candidates; it helps everyone perform at their best.

By making a few thoughtful adjustments, you’re not only building a more inclusive workplace but also tapping into a wider pool of talent and fresh perspectives.

So next time you’re interviewing, keep these tips in mind and see how a little extra care can go a long way. After all, great hires come from great conversations.