Inclusive Recruitment: Making the Hiring Process Work for Everyone

Recruiting the right person for a role is a high-stakes process. You want the best talent, but what if your process unintentionally filters out brilliant candidates simply because it isn’t designed with neurodivergent individuals in mind?

Many recruitment practices favour neurotypical ways of thinking—structured, linear, and heavily reliant on memory recall. But what about candidates with ADHD, autism, dyslexia, dyspraxia, or other neurodivergent traits? By making simple adjustments, recruiters and hiring managers can create a fairer, more inclusive process that ensures they don’t miss out on top talent.

Common Recruitment Pitfalls & How to Fix Them

1. The “Tell Me a Time When…” Trap

A classic interview question, but one that can trip up candidates with ADHD or other neurodivergent traits. Why? Because it relies on memory recall under pressure, which can be a challenge.

Instead, try:

👉 "What advice would you give someone facing [a relevant challenge]?"

This approach focuses on problem-solving and practical insights rather than forcing someone to sift through their mental filing cabinet for a past example.

Win-Win: You gain real-time insight into how they think and approach challenges rather than just how well they remember past events.

2. Overloading Job Descriptions with “Essential” Criteria

Long lists of “must-haves” can deter neurodivergent candidates from applying. People with autism or ADHD, for example, may take these lists literally and assume they’re not qualified if they don’t meet every single point.

Instead, try:

👉 Clearly distinguish between essential and nice-to-have skills.

👉 Focus on what success looks like in the role rather than a rigid list of requirements.

Win-Win: More candidates feel confident applying, and you get a bigger, more diverse talent pool.

3. Avoid Phrases like "Dynamic" and "Fast-Paced"

Job adverts that use phrases like "dynamic" or "fast-paced" may unintentionally signal chaos or stress, acting as a red flag for neurodivergent candidates. While many neurodivergent individuals thrive in stimulating and rapidly changing environments due to the variety, sense of urgency, and ongoing engagement, these terms alone can sound overwhelming.

Instead, communicate the positive aspects of your workplace in a neuro-inclusive way:

👉 Be explicit about your work environment:

Is it supportive and structured?

Do you foster collaboration and teamwork?

Is there flexibility to accommodate diverse working styles?

👉 Replace vague terms with inclusive alternatives:

Use phrases such as "an exciting workplace that values adaptability and creativity."

Win-Win: The right candidates apply for the right roles, reducing turnover and mismatched expectations.

4. Unstructured, Free-Flowing Interviews

Open-ended, unscripted interviews can be challenging for autistic candidates who thrive with structure and clarity. They may struggle with vague questions or unexpected conversational shifts.

Instead, try:

👉 Share the structure of the interview in advance.

👉 Provide questions (or at least topics) ahead of time.

👉 Allow candidates to bring notes or write down thoughts before answering.

Win-Win: You get clearer, more thought-out responses while making the process less stressful for the candidate.

5. “Do You Need Any Adjustments?” – A Well-Meaning but Flawed Question

It’s a positive step to ask candidates if they require reasonable adjustments. However, even this well-intentioned question can inadvertently create barriers.

Why? Because many neurodivergent candidates:

👉May be hesitant to disclose their neurodivergence before an interview, fearing it will be held against them (consciously or unconsciously).

👉May not know what adjustments they need, particularly if they’ve never had formal support before.

While it’s important to offer adjustments, the best option is to design an inclusive process from the outset—one that doesn’t rely on candidates having to ask for changes in the first place.

How to make this work in practice:

👉 Structure your recruitment process so that it works for everyone without requiring disclosure.

👉 Automatically offer flexible interview formats, question previews, or alternative assessments as standard.

👉 Make it clear that support is available, but don’t put the burden on the candidate to figure out what they need.

Win-Win: Neurodivergent candidates don’t have to risk stigma or navigate an unknown system just to access a fair process—it’s already fair by design.

By making inclusivity the default, rather than an exception granted on request, you create a recruitment process where everyone has an equal chance to shine.

6. Written Assessments & Timed Tests

Many neurodivergent candidates struggle with traditional written assessments, particularly if they have dyslexia, dyspraxia, or ADHD. Timed tests can add unnecessary pressure and disadvantage candidates who process information differently.

Instead, try:

👉 Offer alternatives, such as verbal responses or practical demonstrations.

👉 Allow extra time where needed.

Win-Win: You assess ability, not just test-taking skills under pressure.

7. Ghosting After Interviews

This isn’t just bad practice—it can be especially difficult for neurodivergent candidates who may struggle with uncertainty or who rely on clear communication.

Instead, try:

👉 Set expectations on timelines and stick to them.

👉 Provide clear, constructive feedback, even if it’s a rejection.

Win-Win: You leave a positive impression, and candidates can learn and improve for future opportunities.

Small Adjustments, Big Impact

Inclusive recruitment isn’t about lowering the bar—it’s about making sure talented candidates aren’t excluded because of rigid or outdated hiring processes. By making simple adjustments, recruiters and hiring managers can ensure they’re hiring based on ability, not just how well someone fits into a neurotypical mould.

After all, why risk missing out on an incredible candidate just because your interview questions are working against them?

A Smarter Way to Hire

Hiring inclusively isn’t just the right thing to do—it’s also smart business. When you build a recruitment process that works for everyone, you unlock access to a wider, more diverse talent pool filled with innovative thinkers, problem-solvers, and game-changers.

If you’re a recruiter or employer and want to improve your hiring process to attract and support neurodivergent talent, I’d love to help. Let’s work together to create a recruitment experience where everyone has the opportunity to succeed.