The Interview Trap: How to Fix Recruitment for Neurodivergent Talent

Here is the hard truth: Most traditional recruitment processes are accidentally designed to filter out neurodivergent people.

We test for eye contact, firm handshakes, and the ability to answer abstract questions like “What kind of kitchen appliance would you be?” on the spot.

If you are hiring a salesperson, those might be relevant skills. If you are hiring a coder, a graphic designer, or an accountant? You are likely rejecting the best candidate just because they interviewed “differently.”

Improving recruitment isn’t about lowering the bar; it’s about widening the door. Here is how to find the hidden talent you’ve been missing.

1. The Job Description: Cut the Fluff

Neurodivergent candidates (especially Autistic ones) often take job descriptions literally. If you ask for “Excellent Communication Skills” for a data entry job where they will sit alone all day, they might not apply because they know they struggle with small talk.

  • The Fix: Be specific. Do you need “communication skills,” or do you need “the ability to write clear weekly reports”?
  • Avoid: Jargon like “Ninja,” “Rockstar,” or “Hit the ground running.”
  • Add: A statement explicitly welcoming neurodivergent applicants.

2. Send Questions in Advance

This is the single most effective change you can make.

Many neurodivergent brains have slower processing speeds or high anxiety. Being put on the spot triggers a “fight or flight” response, causing their mind to go blank.

  • The Fix: Email the interview questions 24–48 hours beforehand.
  • The Myth: “But isn’t that cheating?”
  • The Reality: No. You want to know if they can do the job, not if they can improvise a speech in 30 seconds. This allows them to show you their actual depth of knowledge.

3. Ditch the “Social Polish” Bias

Interviewers often reject candidates because “the vibe was off” or “they didn’t make eye contact.”

  • The Fix: Focus on the content of the answer, not the delivery.
    • If they fidget or look at the floor while thinking, let them. That’s often how we access our best thoughts.
    • If they speak bluntly, value the honesty.
    • Allow candidates to bring notes or a sensory aid (like a stress ball) without judgment.

4. Offer Alternatives to the “Chat”

Some people can talk a good game but can’t deliver. Others can’t sell themselves but are geniuses at the work.

  • The Fix: Use Work Trials or Skills Tests.Instead of asking “Tell me how you would code this,” give them a small, paid task to actually code it. This removes the social barrier and lets the work speak for itself.

5. The “Why”

When you make recruitment neuro-inclusive, you aren’t doing charity. You are gaining access to a pool of candidates who are often loyal, detail-oriented, creative, and highly specialized.

You are moving from hiring the person who is best at interviewing to hiring the person who is best at the job.