April Marshall

Interviewing someone for a job can be a challenging task, especially when the candidate has neurodivergent traits. Neurodivergent individuals may have unique strengths and abilities that make them an asset to any organization, but they may also face challenges during the interview process. As an interviewer, it is important to approach the interview with an open mind and an understanding of the candidate’s needs.

Here are some tips on how to effectively interview someone who is neurodivergent:

1. Provide accommodations: Accommodations can make a significant difference for neurodivergent candidates during the interview process. Before the interview, ask the candidate if they need any accommodations, such as extra time, a quiet space, or a specific format for interview questions. Providing accommodations not only helps the candidate feel more comfortable, but it can also give them a fair chance to showcase their skills.
2. Ask clear and direct questions: Neurodivergent individuals may have difficulty with abstract or open-ended questions. It is important to ask clear and direct questions that are relevant to the position. Avoid using metaphors or idioms, and be prepared to rephrase questions if the candidate seems confused.
3. Be patient: Neurodivergent candidates may take longer to process information or formulate their answers. Give the candidate time to think before answering and avoid interrupting them. Be patient and respectful of their pace, and provide encouragement if they seem stuck.
4. Focus on strengths: Neurodivergent individuals may have unique strengths and abilities that are not common in neurotypical candidates. It is important to focus on these strengths during the interview and to understand how they could be an asset to the organization. For example, a candidate with autism may have exceptional attention to detail, while a candidate with ADHD may excel in multitasking.
5. Be aware of biases: Neurodivergent individuals often face bias and discrimination in the workplace. It is important to be aware of your own biases and to avoid making assumptions about the candidate based on their diagnosis. Treat the candidate with respect and focus on their skills and qualifications.

In conclusion, interviewing a neurodivergent candidate requires a different approach than interviewing a neurotypical candidate. Providing accommodations, asking clear and direct questions, being patient, focusing on strengths, and avoiding biases are all key to a successful interview. By understanding and valuing neurodivergent candidates, organizations can benefit from a diverse and talented workforce.