Hiring diverse talent isn’t just good ethics, it’s smart business. But many companies unknowingly lose out on exceptional neurodivergent candidates because their interview process isn’t designed with inclusion in mind.
Neurodivergents, including those with autism, ADHD, dyslexia, and other cognitive differences, often face barriers not due to their skills, but due to misunderstood social norms, poor communication, and outdated hiring practices.
In this article, we break down what not to say in interviews, and what to ask instead, to make your hiring process more neuroinclusive.
"We’re looking for someone with strong people skills, are you a team player?"
Why this doesn’t work
This question assumes a narrow view of communication and collaboration. Many neurodivergent professionals work exceptionally well in teams, but they might communicate differently or prefer more structured collaboration.
Ask this instead
“What kind of team environment helps you do your best work?”
“How do you prefer to collaborate with others?”
These questions invite honest, nuanced responses, without forcing candidates into a neurotypical mold.
"Tell me about a time you handled conflict in a high-pressure situation."
Why this doesn’t work
It’s vague, puts pressure on short-term memory recall, and often tests performance under stress rather than potential. For neurodivergent candidates, especially those with social anxiety or processing differences, this can lead to unfair judgment.
Ask this instead
"Here’s a scenario, how might you approach it?"
"Would you prefer time to reflect and get back to us?"
Structured questions reduce ambiguity and level the playing field.
"We’re a fast-paced environment, so we need someone who can think on their feet."
Why this doesn’t work
This often translates to "we prioritize speed over depth." But some of your best future hires might be deep thinkers who bring clarity, strategy, and innovation, not just fast talk.
Ask this instead
"What helps you stay focused during fast-moving projects?"
"What type of pace helps you do your best work?"
"You don’t seem autistic/ADHD/etc."
Why this doesn’t work
This is not a compliment, it’s a microaggression. It implies there’s a "right" way to look or act neurodivergent, and reinforces harmful stereotypes.
What to say instead
Nothing. Just don’t say this. Focus on their strengths, not your assumptions.
"We’re big on culture fit."
Why this doesn’t work
"Culture fit" often leads to hiring for sameness, which silences diverse perspectives. Neurodivergent candidates may not "fit" your traditional mold, and that’s a good thing. Innovation doesn’t come from uniformity.
Ask this instead
“How do you like to work and communicate?”
“What type of support helps you thrive at work?”
Build a hiring process where neurodivergent talent can thrive
Neuroinclusive hiring starts with rethinking interviews. Are you creating space for people to be their authentic selves? Or are you unintentionally testing their ability to mask and mirror?
By replacing vague or biased questions with clear, respectful alternatives, you show that your company values different ways of thinking, and that’s how you attract top talent.
Need help creating a more inclusive recruitment process?
We specialize in neurodiversity-friendly hiring, from job descriptions to interviews to onboarding. Let’s build a workplace where every mind can thrive.
Contact us now or learn more about our inclusive hiring services.
Sources:
- National Autistic Society. Employment and autism. https://www.autism.org.uk/what-we-do/employment
- Austin, R.D. & Pisano, G.P. (2017). Neurodiversity as a competitive advantage. Harvard Business Review. https://hbr.org/2017/05/neurodiversity-as-a-competitive-advantage
- ACAS. Neurodiversity at work: Guidance for employers. https://www.acas.org.uk/neurodiversity
- Deloitte UK. Neurodiversity at work. https://www2.deloitte.com/uk/en/pages/about-deloitte/articles/neurodiversity-at-work.html
- LinkedIn Talent Blog. How to interview neurodiverse candidates. https://www.linkedin.com/business/talent/blog/talent-acquisition/interviewing-neurodiverse-candidates
- CIPD. Neurodiversity at work – Factsheet. https://www.cipd.org/uk/knowledge/factsheets/neurodiversity-at-work/