Every candidate deserves the chance to show their strengths in an interview. But for neurodiverse people, standard interview formats can sometimes create barriers. A few simple changes can help make the process fairer, clearer, and more comfortable without lowering expectations.

This guide shares 10 practical tips for interviewing neurodiverse candidates. These tips can help you create a more inclusive hiring process and improve your chances of finding the right person for the job.

What Is Neurodiversity in the Workplace?

Neurodiversity refers to the natural differences in how people think, learn, and process information. It includes conditions like autism, ADHD, dyslexia, dyspraxia, and others.

In the workplace, neurodiverse individuals often bring strong skills in areas like problem-solving, attention to detail, memory, and creativity. But they may also face challenges with traditional interview settings that don’t reflect how they work best.

Understanding these differences is the first step toward a more inclusive and effective hiring process.

Why Interview Adjustments Matter

Traditional interviews often rely on social cues, quick thinking, and open-ended questions. These settings can disadvantage neurodiverse candidates, even if they’re fully capable of doing the job well.

Interview adjustments for neurodiversity help reduce unnecessary stress and give candidates a fair chance to show their skills. Clear communication, structure, and flexibility can make a big difference.

Making small changes isn’t about giving someone an unfair advantage; it’s about removing barriers that shouldn’t be there in the first place.

10 Tips for Interviewing Neurodiverse Candidates

1. Offer the questions in advance

Sharing the interview questions before the meeting helps reduce anxiety and gives candidates time to prepare clear, thoughtful responses.

2. Allow written responses if preferred

Some candidates may feel more confident expressing ideas in writing. Offer this option where possible, especially for complex questions or assessments.

3. Provide a clear interview structure

Let candidates know what to expect. Outline the format, how long it will take, and who will be in the room.

4. Be specific in your questions

Avoid vague or open-ended questions. Clear, direct questions make it easier for candidates to understand what you’re asking.

5. Allow extra time for responses

Give candidates a few extra seconds to think before answering. Silence can feel uncomfortable, but it’s often helpful.

6. Choose a quiet, comfortable space

Minimise noise, bright lights, or visual distractions. A calm setting supports better focus and reduces sensory overload.

7. Don’t rely on eye contact or body language

Some neurodiverse people may communicate differently. Focus on the content of their responses, not non-verbal cues.

8. Avoid making quick judgments

Unusual speech patterns, pauses, or mannerisms don’t reflect someone’s ability to do the job. Be open-minded and patient.

9. Ask about preferred adjustments

Before the interview, give candidates the chance to request any neurodiversity interview adjustments that will help them perform at their best.

10. Be flexible where you can

If a candidate needs a break, a change in timing, or an alternative format, be open to reasonable changes that support inclusion.

Legal and Ethical Considerations

Employers have a legal responsibility under the Disability Discrimination Act 1992 to provide reasonable adjustments for candidates with disability, including neurodiverse applicants.

Asking all candidates if they require any interview adjustments helps ensure fairness and shows your commitment to inclusive hiring. It’s not about special treatment, it’s about giving everyone an equal chance.

Being proactive with adjustments isn’t just the right thing to do. It also helps you access a wider talent pool and build a more diverse, capable workforce.

How TURSA Can Help

Inclusive hiring starts with the right support. At TURSA, we work closely with employers to match them with the right candidates, including neurodiverse job seekers with valuable skills and potential.

Our team can help you prepare for interviews, make simple adjustments, and build a fair process that works for everyone. We’re here to support you every step of the way.

If you’re ready to improve your hiring outcomes and create a more inclusive workplace, get in touch with TURSA today.

FAQs

It’s best practice to offer all candidates the chance to request adjustments. This creates a safer space for disclosure and shows your commitment to inclusion.

Keep it simple and respectful. For example: “Let us know if there’s anything we can do to support you during the interview process.” Include this in your interview invitation.

No. Adjustments remove unnecessary barriers—they don’t change the job requirements. They help candidates show their true ability under fairer conditions.

Neurodiverse people often bring unique strengths to the workplace. By making small changes to your process, you can access a wider talent pool and improve hiring outcomes.