How To Cater To Neurodiverse Candidates In Your Interviewing

An interesting new trend in interviewing I’ve taken notice of recently: companies such as Microsoft and Hewlett-Packard creating hiring processes that cater to neurodiverse candidates — for example, people with autism, dyslexia, and ADD/ADHD.

Neurodiverse candidates have a lot to offer companies in certain roles, but the traditional job interview format doesn’t always work well for them. 

Instead, as Glassdoor recommends, there are some protocols you can put in place to set the neurodiverse candidate up for success so they shine in the interview:

🌞  Interview in a quiet environment without distractions and clutter

🌞  Conduct interviews one on one or in small groups

🌞  Ask direct questions that focus on the candidate’s actual experiences, not abstract questions that can be confusing

🌞  Try not to interrupt

An interview designed for a neurodiverse candidate can yield successful results. Remember, you’re not hiring a candidate who is good at social skills under pressure (unless you are, of course). You’re hiring a candidate who will be good at the job.