Neurodiversity in the workplace: how to support neurodiverse candidates through the recruitment process

As the conversation around diversity and inclusion continues to grow, more organisations are realising the importance of neuroinclusion. People with conditions such as autism, ADHD, dyslexia, and other neurological differences bring unique strengths to the workplace – whether it’s problem-solving abilities, creativity, or attention to detail. 

However, many traditional recruitment processes unintentionally create barriers for neurodiverse candidates, preventing them from showcasing their true potential.

Creating a supportive and inclusive recruitment process is key to ensuring that neurodiverse individuals feel valued. In this piece, we’ll explore practical ways employers can adjust their hiring practices to support neurodiverse candidates, helping you build a diverse team that thrives.

What does neurodiversity mean? 

Neurodiversity is a term that acknowledges the natural variations in how people’s brains work. It includes individuals with neurological differences such as:

• Autism spectrum conditions – including autism and Asperger syndrome.
• Attention deficit hyperactivity disorder (ADHD) – impacts a person’s behaviour, including their focus.
• Dyslexia – difficulty reading.
• Dyspraxia – difficulty with coordination.
• Dyscalculia – difficulty with maths.
• Dysgraphia – difficulty with writing.
• Misophonia – trigger from certain sounds such as people chewing or clicking.

Rather than viewing these conditions as deficits or disorders, the neurodiversity perspective emphasises that they are simply different ways of thinking, learning, and processing information.

The concept of neurodiversity highlights that everyone has a unique cognitive profile, and no one way of thinking is inherently better than another. Neurodiverse individuals often bring specialised skills and perspectives that are valuable in a wide range of roles.

Despite bringing much-needed skills, many neurodiverse candidates face challenges in navigating recruitment processes that are often designed with neurotypical (someone with brain functions, behaviours and processing considered standard) candidates in mind. These challenges can include difficulties with unstructured interviews, ambiguous job descriptions, or online tests that don't align with their skills.

By making small but impactful changes, employers can better accommodate neurodiverse candidates, unlocking their potential and creating a more inclusive workforce.

Neurodiversity in the workplace 

While certain elements of work may be difficult for some neurodivergent individuals, they often possess highly desirable skills and attributes, such as:

• Unique perspectives: different ways of thinking when it comes to problem-solving and decision-making.
• Reliability, conscientiousness and persistence.
• High levels of concentration and the ability to hyperfocus.
• Detailed and in-depth factual knowledge and an excellent memory.
• Attention to detail and the ability to identify errors.
• Strong technical abilities in their specialist areas.
• Creativity, especially in visual or spatial processing activities.
• The ability to look at the bigger picture and think laterally.

Supporting neurodiverse candidates through the recruitment process 

Supporting neurodiverse candidates requires a tailored approach that embraces inclusivity and flexibility. Employers and recruiters can make a significant impact by adjusting their recruitment processes to accommodate diverse cognitive and communication needs.

Create inclusive job descriptions 

Job descriptions are often the first hurdle for neurodiverse candidates. Language that is vague, or too rigid can discourage them from applying. It’s best to avoid using unnecessary broad requirements such as ‘strong interpersonal skills’ or ‘ability to multitask’ if they are not critical to the role. Instead, focus on specific skills and experiences that are truly essential to the position.

For example, replacing ‘excellent communication skills’ with ‘clear written communication’ or ‘ability to provide detailed reports’ can help clarify expectations and encourage neurodiverse candidates to apply. Where possible, be explicit about the accommodations or flexibility your company offers.

Rethink the interview process

For many neurodiverse candidates, traditional interviews can be a major source of stress and sometimes anxiety. Responding to open-ended questions, interpreting social cues and maintaining eye contact are all things some candidates can struggle with. 

To create a more inclusive experience, you could think about: 

• Providing interview questions in advance: this would allow candidates to prepare thoughtful responses, reducing stress and enabling them to present their best selves. 
• Offer alternative formats: consider offering practical tests, written tasks, or project-based assessments where candidates can demonstrate their abilities instead of relying on verbal interviews alone. 
• Structured interviews: use clear, consistent questions and avoid ambiguity. Open-ended or hypothetical questions like ‘Where do you see yourself in five years’, might come across as confusing and unnecessary. Instead, ask about experience to determine what the candidate could bring to the role you are recruiting for. 

Offer reasonable accommodations

A neuroinclusive recruitment process should recognise that different candidates have different needs. Offering accommodations can significantly enhance a neurodiverse candidate’s experience and help them perform better. 

Consider: 

• Flexible interview environments: for candidates sensitive to sensory input, provide a calm, quiet space for interviews. Some may prefer to attend virtually rather than in person.
• Extended time for assessments: many neurodiverse individuals may require extra time to process and respond to assessments or interview questions. Being flexible with timeframes shows a willingness to support all candidates.
• Accessible technology: ensure that your online applications and assessments are accessible to individuals with dyslexia, ADHD, or other neurodiverse conditions. This may involve using platforms with easy-to-navigate designs or screen reader compatibility.

Train hiring managers and teams on neuroinclusion 

Hiring managers and interviewers may not always be familiar with how neurodiverse candidates present during interviews. Providing training on neurodiversity can help interviewers recognise the strengths of neurodiverse candidates and avoid misinterpreting behaviour that might seem unusual to them, such as a lack of eye contact. 

Educating teams on neuroinclusion fosters a supportive interview environment (or workplace environment if the candidate is successful), ensuring that neurodiverse candidates feel understood and respected. It also helps interviewers assess candidates based on their skills and potential, rather than judging them on social behaviour or communication style.

What’s more, training teams will give people the confidence to open up a conversation around adjustments, giving people the ability to have a sensitive and understanding discussion about what the candidate may need throughout the process – and beyond. 

Offer transparent feedback 

Neurodiverse candidates can hugely benefit from transparent and constructive feedback, particularly if they were unsuccessful in an interview. Providing clear, actionable feedback not only helps them improve but also shows that your organisation values inclusivity and is invested in supporting diverse talent.

Explain why the candidate wasn’t chosen and, if possible, offer suggestions for future applications. This approach can encourage neurodiverse candidates to engage with your company again, keeping them in your talent pipeline for future roles.

Supporting neurodiverse employees in the workplace  

Once neurodiverse employees have been hired, providing ongoing support is essential for fostering an inclusive and productive workplace.

• Ask the employee what works best for them and take the time to understand. 
• Offer resources in different formats (for example, font, colour of paper, web accessibility and customisation).
• If possible, provide quieter spaces in an office to help with concentration. 
• Offer flexible working arrangements. 
• Personalised workspaces: an employee might want some noise-cancelling headphones, for example. 
• Schedule regular check-ins. 

For more information, take a look at our blog: How to support neurodiverse employees in the workplace.

Neurodiversity in the workplace is a powerful asset, yet many neurodiverse candidates continue to face barriers in traditional recruitment processes. By making small changes – revising job descriptions, adapting interview practices, offering reasonable accommodations, and educating hiring teams – employers can foster a more inclusive recruitment experience.

Supporting neurodiverse candidates not only strengthens diversity within the workforce but also unlocks fresh perspectives and talents that drive innovation. As more companies recognise the value of neurodiversity, the workplace will evolve into a richer, more inclusive environment for all.