Supporting Neurodiverse Candidates: How to Hire Inclusively

Neurodiversity is a topic that has gained traction in the last couple of years. Now, as recruiters are focusing on improving Equality, Diversity and Inclusion, teams are looking into how their current hiring practices are impacting this specific demographic. Let's dive into some of the most common questions.

What is neurodiversity, and why does it matter?

Neurodiversity encompasses a range of neurological differences, including autism, ADHD, dyslexia, and more. These differences are now recognized as unique ways of experiencing the world rather than deficits.

Embracing neurodiversity means acknowledging that these diverse cognitive abilities can bring valuable skills and perspectives to the workplace, such as enhanced creativity, exceptional attention to detail, and innovative problem-solving. It recognizes that individuals with neurological differences bring unique strengths, such as visual thinking, pattern recognition, and creative problem-solving, to the table. This inclusive approach challenges the outdated notion of neurodivergence as a disorder, highlighting instead the strengths and advantages that these individuals can offer in professional settings.

What are the challenges neurodiverse candidates face?

It’s possible that your current hiring process does not account for the specific needs of neurodiverse candidates, even if you offer reasonable adjustments. Here’s what 1100 neurodiverse candidates we surveyed for our annual Candidate Expectations Report had to say about their key struggles:

More communication barriers:

While neurotypical candidates often find standard interview processes straightforward, neurodiverse applicants may struggle with traditional interview formats and ambiguous questions. Our data shows that neurodiverse candidates named clarity as the most important thing to them in recruiting (at 37%).

Preference to schedule their own interviews:

While both neurotypical and neurodiverse candidates generally appreciate scheduling autonomy, the latter group finds it especially helpful for reducing anxiety. According to our report, 58% of neurodiverse candidates prefer self-scheduling, compared to 53% globally. 56% of neurodiverse candidates also report higher stress levels due to drawn-out processes and have left the process due to slow scheduling times.

Valuing inclusivity:

While neurotypical applicants might not be as affected by inclusivity practices, neurodiverse candidates place a higher importance on clarity and inclusivity. Since they are more impacted by a lack of inclusivity, 10% rated this factor as a top consideration in the hiring process, which is 3% higher than the global average.

What can recruiters do to support the neurodiverse demographic?

Review your interview formats

Traditional interviews can be challenging for neurodiverse candidates. Over 30% reported frustration with unclear interview questions. Using clear and structured questions and considering alternatives such as skills-based assessments or work samples can help reduce this frustration.

Implement self-scheduling tools

Since 58% of neurodiverse candidates prefer to self-schedule, consider integrating a self-booking scheduling tool in your hiring process. Search for a tool that is easy to use, allowing them to choose their own interview slots. This will reduce anxiety and give applicants control over their time.

Communicate your interview process clearly

Being clear in your communication helps all candidates, but especially the neurodiverse group, to prepare effectively. This helps reduce uncertainty and anxiety. 34% of the neurodiverse group cited lack of responsiveness as a major frustration. You can alleviate this frustration by clearly outlining the interview process, explicitly stating expected timelines, and providing preparation guidelines in advance.

Train your interviewers to be aware of good interview practice

When interviewers are aware of and can accommodate neurodiverse candidates’ needs, it helps boost candidate experience. To ensure this is the case, offer training sessions on neurodiversity and inclusive interview practices. Understanding the unique strengths and challenges of these candidates fosters a more supportive interview environment.

Foster an inclusive culture

Ensuring your company’s culture promotes inclusivity not only enhances its reputation but also attracts diverse talent. Highlight your commitment to inclusivity in job postings and during interviews, and be ready to provide examples. In addition to attracting a broader range of talent, this approach also enhances employee satisfaction and retention.

We asked Licensed Psychologist and candidate psychology expert Malin F. Moezzi how organizations can better support neurodiverse candidates. Here's what she had to say:

Embracing neurodiversity in the recruiting process is not only a matter of inclusivity, but also a strategic advantage. By creating a hiring process that is inclusive by accommodating neurological differences, companies can attract talent that drives innovation, productivity, and creativity.

For more insights, read the full Candidate Expectations Report or take some time to speak with our team of experts to see how our scheduling tools can help create a more inclusive hiring process.