Why You Should Rethink the Interview Process for Neurodiverse Candidates, and How to Do It
In the current highly competitive job market, organizations continually seek inventive methods to attract and retain premier talent. Nonetheless, one frequently disregarded pool of exceptional candidates comprises neurodivergent individuals.
Neurodiversity describes the way that people think, learn, perceive the world, interact, and process information differently. Neurodiversity encompasses a wide spectrum of neurological differences, such as autism spectrum disorder (ASD), attention deficit hyperactivity disorder (ADHD), dyslexia, and more.
The term "neurodivergent", despite growing acceptance among younger generations, remains widely misunderstood, as indicated by a recent survey conducted by the non-profit organization Understood. The survey revealed that only 52% of Americans are aware that neurodivergent individuals encompass more than just those with autism, with 43% holding the misconception that learning and thinking differences can be outgrown, and less than half (47%) view neurodiversity as normal brain differences, rather than as deficits.
Neurodivergent individuals possess unique skills and viewpoints that can greatly enrich your organization. To tap into this wellspring of talent, you must reassess and adapt your interview process to be more inclusive. In this article, we’ll explore the importance of rethinking your approach to interviewing neurodivergent candidates and provide actionable tips for doing so.
Understanding Neurodiversity
Before we jump into the interview process, it's vital to understand what neurodiversity means.
Research suggests that 15-20% of the U.S. population is neurodivergent, that’s roughly 70 million Americans. It’s likely you know, work with, and socialize with a significant number of people who are neurodivergent. They’re your friends, colleagues, and family members.
According to the National Institutes of Health (NIH), “Neurodiversity describes the variation in the human experience of the world, in school, at work and through social relationships. Driven by both genetic and environmental factors … neurodivergent conditions, including attention deficit hyperactivity disorder (ADHD) and autism spectrum disorder (ASD) are overrepresented in STEM fields.”
Crafting an inclusive interview process for neurodivergent candidates isn't about fulfilling diversity quotas; it's about tapping into an incredibly talented and underutilized workforce. Neurodivergent individuals have neurological differences that may affect their social interactions, communication, and behavior. However, these differences often come with an array of strengths, which can include:
Innovation and creative thinking
Technical, design, and creative prowess
Novel problem-solving approaches
Exceptional concentration levels
Precision and ability to detect errors
Impressive memory and extensive factual knowledge
Tenacity
Can excel in tasks that are routine or repetitive
By embracing neurodiversity you can gain a competitive advantage, bringing a diverse range of skills and talents to your workforce.
The Challenges of Conventional Interviews
While neurodiverse candidates can bring a wealth of benefits to your team, they may not interview like typical candidates. Traditional interviews frequently hinge on verbal communication, swift responses, and social interactions, which can pose substantial challenges for neurodivergent candidates.
These individuals might struggle with eye contact, facial expressions, and small talk – all of which are usually emphasized in interviews. It's essential to understand that a lack of eye contact is not a sign of disrespect.
Revamping the Interview Process
Here are some tips for making interviews more neurodivergent-friendly:
Provide Clear Instructions: Begin by providing candidates with clear and detailed instructions for the interview process in advance. This allows them to prepare and reduces anxiety.
Structured Interviews: Consider structured interviews with a consistent set of questions for all candidates. This provides a level playing field and allows for a more accurate assessment of skills and qualifications.
Offer Alternative Communication Channels: Recognize that neurodivergent individuals may communicate more effectively through written or visual means. Offer options for candidates to respond in writing or through practical demonstrations if it aligns with the job requirements.
Allow Extra Time: Give candidates additional time to process questions and formulate responses. Rushing through interviews will cause undue stress and hinder their ability to showcase their true potential.
Assessment Tasks: Use practical assessments or job-related tasks to evaluate skills. This provides a tangible way for candidates to demonstrate their abilities without relying solely on verbal communication.
Sensory Considerations: Be mindful of sensory sensitivities. Ensure interview spaces are quiet and free from distractions, as sensory overload can be particularly challenging for some neurodivergent individuals.
Training for Interviewers: Train your interviewers on neurodiversity awareness and best practices for interviewing neurodivergent candidates. Sensitize your team to the unique needs and talents of these individuals.
Feedback and Flexibility: Be open to providing constructive feedback and making accommodations based on individual needs. Tailoring the process to each candidate's strengths can result in a more successful outcome.
Organizations can support neurodivergent employees by offering a variety of accommodations that are already covered by the Americans with Disabilities Act. The National Institutes of Health (NIH) suggests the following:
Flexible hours
Remote work
Modified workspaces
Noise-cancelling headphones
Alternative lighting, full-spectrum or natural lighting products
Written forms
Prompts
Recorded directives, and
Messages and materials.
As no two people are alike, it’s not possible to anticipate the needs of each candidate, so the best solution is to simply ask the candidate or new hire what they need to be productive and at ease.
A variety of organizations, agencies, and programs are available to help you find and hire neurodivergent workers. Here are some suggestions:
Connect with state and local agencies, nonprofits, and community organizations for neurodivergent workforce support.
Consider hosting neurodiversity hiring events.
Explore inclusive apprenticeships through the Partnership on Inclusive Apprenticeship (PIA).
Use the Workforce Recruitment Program (WRP) to find candidates with disabilities, including neurodivergent individuals.
Establish an Employee Resource Group (ERG) to boost disability diversity and connect with neurodivergent talent.