The world of recruitment is changing. AI is becoming more commonplace, skills-based hiring is gaining momentum, and organisations are increasingly recognising the value that neurodivergent talent can bring to the workplace.
As organisations look to improve neurodiversity in recruitment and attract neurodivergent talent, many are questioning whether traditional hiring methods still provide the best way to assess potential.
Yet despite these positive shifts, I find myself coming back to one question:
Are we truly assessing people’s ability to do the job, or are we still assessing how well they perform in an interview?
As someone with a background in HR and a later-life ADHD diagnosis, I’ve experienced recruitment from multiple perspectives. I’ve sat on both sides of the interview table. I’ve recruited people, coached individuals through recruitment processes, and reflected on my own experiences of navigating workplaces that weren’t always designed with neurodiversity in mind.
One thing I’ve learned is that traditional recruitment processes don’t always give people the best opportunity to demonstrate what they’re capable of.
And that’s not just a neurodiversity issue. It’s a talent issue.
Why Traditional Interviews Can Miss Great Talent
For many organisations, interviews remain the primary way of assessing candidates.
But let’s think about what an interview actually requires.
Candidates are often expected to process questions quickly, recall examples under pressure, communicate clearly in a high-stakes environment and build rapport with people they’ve only just met.
Personally, my ADHD means interviews have often played to my strengths. I can think on my feet, make connections quickly and communicate with enthusiasm.
But that’s not true for every neurodivergent person.
I’ve worked with people who need more time to process information. Others who struggle to retrieve examples on demand despite being highly capable in their role. Some find the social demands of interviews exhausting. Others simply perform better when they’re given time to think before responding.
None of this tells us whether someone can do the job.
It simply tells us how they perform in an interview.
In fact, guidance from the CIPD highlights that conventional recruitment processes can unintentionally exclude neurodivergent talent through factors such as inaccessible job descriptions, rushed assessments and interview practices that place unnecessary emphasis on eye contact or conventional communication styles.
The Role of AI in Neuroinclusive Recruitment
AI is becoming increasingly common in recruitment, from screening CVs and matching candidates to supporting application processes.
Used well, it can help reduce administrative burden and make recruitment more efficient. However, AI is only as objective as the data and assumptions it learns from. Recent legal action against recruitment software provider Workday has raised questions about whether AI-powered hiring systems may unintentionally disadvantage applicants based on factors including disability, age and race.
There are also practical considerations. Keyword-driven screening tools may miss talented candidates whose experience doesn’t fit conventional expectations, while lengthy online application systems and multiple automated stages can create additional barriers for some neurodivergent applicants.
The Institute for Human Rights and Business has highlighted concerns about hidden disability bias in AI-powered recruitment, particularly where systems are designed around assumptions about how people communicate, process information or demonstrate competence.
The challenge isn’t whether AI is good or bad. It’s whether we’re using technology to uncover talent or simply automating the barriers that already exist.
What Does Neuroinclusive Recruitment Really Mean?
When people hear the phrase neuroinclusive recruitment, they sometimes assume it means lowering standards or creating special treatment.
It doesn’t.
Neuroinclusive recruitment is about creating fair opportunities for people to demonstrate their skills, strengths and potential.
It’s about recognising that talent doesn’t always present itself in the same way.
And it’s about questioning whether our recruitment processes are genuinely measuring what matters.
Because if we’re recruiting for a role that requires analytical thinking, creativity, relationship building, attention to detail or problem-solving, shouldn’t our assessment methods reflect those skills?
Creating an inclusive recruitment process is also an important part of building a wider neuroinclusive workplace. The CIPD recommends considering neurodiversity throughout the recruitment journey, from job design and assessment methods to candidate communication and interviewer awareness.
Alternative Ways to Assess Skills and Potential
One of the biggest opportunities for organisations is to think more creatively about how candidates demonstrate capability.
Rather than relying solely on interviews, organisations can introduce assessment methods that more closely reflect the reality of the role.
Work Sample Tasks
One of the most effective ways to assess someone’s ability is to give them an opportunity to do a version of the work itself.
A marketing candidate might review a campaign. A project manager could create a simple project plan. A trainer could design a short learning activity. A customer service candidate could respond to a realistic customer scenario.
Rather than asking someone to describe what they would do, you’re giving them the opportunity to show you.
Job Simulations
Job simulations can provide valuable insight into how candidates approach challenges they may encounter in the role.
They help employers assess practical skills while reducing reliance on interview performance alone.
Portfolios and Evidence of Previous Work
Sometimes the strongest evidence of capability already exists.
Reports, presentations, projects, case studies or examples of previous achievements can often provide a richer picture than a polished interview answer.
Providing Interview Questions in Advance
This is one adjustment that often sparks debate.
Some worry that providing interview questions beforehand gives candidates an unfair advantage.
I see it differently.
In most roles, we don’t expect employees to answer complex questions without preparation. We give them time to gather information, reflect and formulate thoughtful responses.
Providing questions in advance doesn’t remove the need for skill or experience. It simply allows candidates to demonstrate their knowledge without the additional challenge of processing questions in real time.
In the UK, ACAS explicitly includes giving candidates extra time for written tests and adapting recruitment processes as examples of reasonable adjustments that may help disabled applicants demonstrate their abilities fairly.
Better Recruitment for Neurodivergent Candidates – and Everyone Else
When organisations create more inclusive recruitment processes, neurodivergent candidates often benefit.
But they’re not the only ones.
Clearer processes, realistic assessments and multiple ways to demonstrate capability help a much wider range of candidates. They can reduce unconscious bias, improve candidate experience and help organisations identify talent that might otherwise be overlooked.
As recruitment continues to evolve, I hope we’ll see organisations move beyond asking who interviews well and start asking who can genuinely excel in the role.
Because confidence isn’t competence.
Quick responses aren’t always the best responses.
And the people who could make the greatest contribution to our organisations may not always be the people who perform best in a traditional interview.
Neuroinclusive recruitment isn’t about lowering standards.
It’s about making sure we’re assessing the right things in the first place.
When we create opportunities for people to show us what they can do, everybody wins.
Frequently Asked Questions About Neuroinclusive Recruitment
What is neuroinclusive recruitment?
Neuroinclusive recruitment is the practice of designing hiring processes that enable neurodivergent candidates to demonstrate their skills, strengths and potential fairly.
What adjustments can employers make for neurodivergent candidates?
Examples include sharing interview questions in advance, offering alternative assessment methods, providing clear instructions, simplifying application processes and allowing flexibility in how candidates demonstrate their skills.
Why are traditional interviews challenging for some neurodivergent candidates?
Traditional interviews often rely on quick responses, social communication and recall under pressure. These factors may not accurately reflect a candidate’s ability to perform the role itself.
Is neuroinclusive recruitment only beneficial for neurodivergent candidates?
No. Many neuroinclusive recruitment practices improve fairness, candidate experience and assessment accuracy for all candidates, helping organisations attract and retain a wider pool of talent.
Call to Action
Creating a neuroinclusive recruitment process is just one step towards building a workplace where neurodivergent employees can thrive.
If you’re reviewing your recruitment process, looking to attract more neurodivergent talent, or want to build a more inclusive workplace culture, I’d love to help.
Explore my Neurodiversity Training and Coaching services, or get in touch to discuss how we can create recruitment processes that help people demonstrate their strengths and potential.
