Interviewing Neurodiverse Individuals: A Guide for Employers to Unlock Unique Talent

As organizations increasingly recognize the value of a diverse workforce, the importance of hiring neurodivergent individuals becomes clear. These individuals bring unique perspectives, creativity, and problem-solving skills that can drive innovation and success.

Neurodivergent is a nonmedical term that describes people whose brains develop or are “wired” differently relative to the majority of the population. This means neurodivergent people have different strengths and struggles from people whose brains work in a more neurotypical manner. Some people who are neurodivergent have medical conditions such as autism spectrum disorder, ADHD, dyslexia, and Tourette’s syndrome, while others do not carry any formal diagnosis.

An estimated 15-20% of the world’s population exhibits some form of neurodivergence, and many are excluded from the workforce. For example, of an estimated 5.6 million autistic adults in the United States, a staggering 50-75% are unemployed or underemployed, despite having the expertise and skill set to excel. And according to the University of Connecticut’s Center for Neurodiversity and Employment Innovation, the rate of unemployment for neurodivergent adults in general is as high as 30-40%.

Part of this discrepancy may be due to the fact that traditional interview processes are not necessarily suitable for capturing the strengths of neurodivergent candidates. To ensure a fair and effective hiring process, employers can make alterations to their interviewing and talent strategy such as the ones below:

1. Understand Neurodiversity

Before conducting interviews, it’s crucial to understand what neurodiversity entails. Neurodiversity refers to the natural variations in human brain function, including conditions such as autism, ADHD, dyslexia, and more. Each neurodivergent individual is unique, with their own strengths and challenges. Educating interviewers about neurodiversity can help create a more inclusive and understanding environment.

2. Create a Comfortable Environment

The interview setting can significantly impact a candidate’s performance. For neurodivergent individuals, a traditional interview environment may be overwhelming. Consider offering options for virtual interviews, allowing candidates to choose a setting where they feel most comfortable. Additionally, minimize sensory distractions, such as bright lights or loud noises, to help candidates focus.

3. Provide Clear Instructions

Neurodivergent individuals may benefit from clear, concise instructions and expectations. Before the interview, provide detailed information about the process, including the format, duration, and topics to be covered. This transparency can help reduce anxiety and allow candidates to prepare effectively.

4. Focus on Skills and Strengths

Traditional interviews often emphasize social skills and quick thinking, which may not showcase the true potential of neurodivergent candidates. Instead, focus on assessing the specific skills and strengths relevant to the role. Consider using practical assessments or work samples to evaluate a candidate’s abilities in a more tangible way.

5. Be Flexible with Communication Styles

Neurodivergent individuals may communicate differently than neurotypical candidates. Be open to various communication styles, whether verbal, written, or visual. Allow candidates to express themselves in the way that best suits them, and be patient if they need extra time to formulate responses.

6. Avoid Ambiguous Questions

Ambiguous or open-ended questions can be challenging for neurodivergent individuals. Instead, ask clear, specific questions that allow candidates to demonstrate their knowledge and skills. For example, rather than asking, “Tell me about yourself,” consider asking, “Can you describe a project you worked on that you’re proud of?”

7. Offer Accommodations

Be proactive in offering accommodations that can help neurodivergent candidates succeed. This might include providing interview questions in advance, allowing breaks during the interview, or offering alternative formats for assessments. Encourage candidates to communicate any specific needs they may have.

8. Train Interviewers

Ensure that interviewers are trained in inclusive interviewing techniques and understand the importance of neurodiversity. This training can help reduce unconscious bias and create a more equitable hiring process.

Legal Considerations Around Neurodiversity

Is neurodiversity a disability protected by the Americans with Disabilities Act (ADA)? It depends. The ADA does not provide a list of what medical conditions are also a disability. Instead, the ADA defines a person with a disability as someone who (1) has a physical or mental impairment that substantially limits one or more "major life activities," (2) has a record of such an impairment, or (3) is regarded as having such an impairment. Some examples of major life activities are the ability to concentrate, working, reading, learning, and communicating. If a neurodiverse individual's health condition affects similar activities, then yes, they may be protected under the ADA.

The ADA applies to both applicants and employees. It is important for employers to note that asking an applicant outright whether they have a disability or conducting a medical examination at the pre-employment offer stage is prohibited. Instead, the Department of Labor provides the following guidance on interviewing applicants who may have a disability:

• Relax and make the applicant feel relaxed. If the applicant has a visible disability or reveals a disability during the interview, concentrate on the individual, not the disability.
• Treat the individual with the same respect you would treat any candidate whose skills you are seeking. Likewise, hold individuals with disabilities to the same standards as all applicants.
• Ask only job-related questions that speak to the functions of the job for which the applicant is applying.
• Concentrate on the applicant's technical and professional knowledge, skills, abilities, experiences and interests.

If an applicant or employee does disclose they are neurodiverse, the Job Accommodation Network (JAN), which is a service of the U.S. Department of Labor’s Office of Disability Employment Policy/ODEP, provides information on how to accommodate neurodiverse workers. The Department of Labor also has more detailed guidance on Job Applicants and the ADA.

Interviewing neurodiverse individuals requires a thoughtful and flexible approach that recognizes and values their unique strengths. By adapting interview processes to be more inclusive, companies can unlock the potential of neurodivergent talent and build a more diverse and innovative workforce. Embracing neurodiversity not only benefits the organization but also contributes to a more equitable and inclusive society.

For more information on this and other important topics for employers, check out the 2025 Workforce Insights Guide.