Traditional hiring practices often unintentionally exclude talented candidates, especially those who are neurodivergent. Interviews that prioritize social ease over real-world job skills can leave great talent on the table. But with a few thoughtful changes, organizations can create a more inclusive, equitable process that allows all candidates to demonstrate their true potential. Whether you’re a hiring manager, recruiter, or HR professional, the tips below will help you rethink your interview approach and build a hiring process that works better for everyone.
- Rethink the Purpose of the Interview
The traditional interview is often a test of social skills under pressure, rather than a true assessment of job-related capabilities. Neurodivergent candidates may struggle with eye contact, small talk, or interpreting vague or abstract questions—but still possess exceptional skills, focus, creativity, or analytical thinking.
Ask yourself: What do I really need to learn from this conversation? Design your process around assessing those essential competencies.
- Clear up Common Concerns
Communicate clearly with candidates to clear up any common questions, and offer flexibility:
- Give candidates detailed instructions for where to go and how to check in.
- Provide insight into the interview method: Behavioral, Group, Working, etc.
- Offer the option of an in-person interview over remote, depending on the candidate’s comfortability
Offering flexibility doesn’t mean lowering your standards—it means giving everyone a fair opportunity to shine.
- Share the Interview Structure in Advance
Provide details ahead of time, such as:
- The format (video, phone, in-person)
- How long the interview will last
- Who they’ll be speaking with
- An outline of topics or sample questions
This can help candidates feel more prepared and reduce anxiety that may impact performance.
- Ask Clear, Direct Questions
Avoid vague or open-ended questions like “Tell me about yourself” or “How do you handle pressure?” These may be difficult for neurodivergent individuals to interpret. Instead:
- Use concrete, behavior-based questions (e.g., “Can you describe a time you used Excel to solve a problem?”)
- Give context and clarify what you’re looking for
- Be patient and allow extra time for processing or response
- Prompt for examples or elaboration when needed
- Be Mindful of Sensory Environments
For in-person interviews, consider sensory sensitivities:
- Choose quiet, low-stimulus rooms
- Avoid strong lighting, background noise, or visual distractions
- Offer breaks if the interview is long
- Reduce strong smells, such as turning off plugins or reducing use of other air fresheners
For remote interviews, let candidates know they can use headphones or turn off cameras if it helps reduce sensory overload.
- Normalize Accommodations
Proactively let all candidates know they can request accommodations—without needing a formal diagnosis (for the interview process). Use inclusive language such as:
“If there’s anything we can do to make this interview more comfortable or accessible, feel free to let us know.”
This signals psychological safety and removes the burden of disclosure.
- Reconsider “Culture Fit” Language
Hiring for “culture fit” often translates into hiring people who think, speak, and behave similarly to your current team. Instead, look for “culture add.” Ask:
- What strengths does this person bring that we don’t already have?
- How can our team learn and grow from different perspectives?
- Train Your Hiring Team
Educate managers and interviewers about neurodiversity and unconscious bias. Consider providing guidance on:
- Active listening and avoiding assumptions
- Making space for different communication styles
- Evaluating responses based on content—not delivery
Even well-meaning interviewers may unknowingly penalize candidates for being “too quiet” or “too literal.”
- Use Skills-Based Assessments When Possible
For roles that require specific tasks, consider replacing or supplementing the interview questions with:
- Work samples
- Paid working trials
- Job simulations
This levels the playing field by allowing candidates to show, not just tell, what they can do.
- Seek Feedback and Improve
Ask neurodivergent employees or candidates for feedback on your hiring process. Use their insights to make ongoing improvements and signal your commitment to equity and accessibility.
Final Thoughts
Creating an accessible interview process doesn’t require a complete overhaul—just intention, empathy, and a willingness to challenge outdated norms. By embracing neurodiversity in your hiring practices, you’re not just opening doors for talented individuals who’ve been overlooked. You’re building a stronger, more innovative, and inclusive workplace for everyone.
Looking to take the next step toward inclusive hiring? Consider partnering with a disability inclusion consultant or vocational rehabilitation specialist to audit your process and train your team. Connect with us here to learn more about creating an inclusive hiring process.
