Hiring neurodivergent candidates brings numerous benefits to any New Zealand workplace. They often bring unique perspectives, creative problem-solving skills, and innovative approaches to tasks. Their attention to detail, deep focus, and ability to think outside the box can be valuable assets in roles that require critical thinking and precision.

 

Neurodivergent individuals may also excel in technical roles, data analysis, and research, where pattern recognition and logic are key strengths.

 

However, neurodivergent candidates can face challenges during traditional interviews, which tend to emphasize social and communication issues that may not align with their strengths. Anxiety, difficulty with eye contact, or challenges with self-promotion can create barriers, even if they are highly qualified. Additionally, traditional NZ interview formats may fail to highlight their abilities, as they often require a level of social comfort and spontaneous thinking that doesn’t fully reflect their strengths. Adjusting interview processes can help reveal the true potential of these candidates, fostering a more inclusive and innovative workplace.

When preparing for an interview with a neurodivergent candidate, creating a supportive and inclusive environment is key to ensuring they can perform at their best. One of the most important considerations is the physical environment. For many neurodivergent individuals, sensory overload can be a significant challenge. Bright lights, loud noises, or crowded spaces can cause discomfort and hinder their ability to focus. Therefore, it’s essential to ensure the interview space is quiet, well-lit with soft lighting, and free from distracting stimuli. This helps to reduce anxiety and allows the candidate to concentrate fully on the conversation.

 

Additionally, large groups can be overwhelming for neurodivergent candidates. Interviews are often one-on-one or in small groups, and it’s a good idea to keep the panel small and intimate. This allows the candidate to engage without the pressure of managing multiple interactions or being overstimulated by a crowd.

 

Communication is also crucial. Providing details about the interview format in advance—such as the types of questions, the structure of the interview, and the timeline—can help the candidate prepare mentally. Knowing what to expect reduces anxiety and helps them focus on showcasing their skills. Creating this kind of supportive, predictable environment not only benefits the candidate but also enables you to assess their true potential in a fair and thoughtful way.

When interviewing a neurodivergent candidate, it's important to strike a balance between creating a relaxed atmosphere and maintaining a structured environment. A relaxed atmosphere helps reduce anxiety and allows the candidate to feel more comfortable, which is crucial for them to perform at their best. However, a clear structure provides predictability, which can make the interview process less overwhelming. Knowing what to expect at each stage allows the candidate to prepare mentally and focus on showcasing their strengths rather than navigating an unpredictable situation.

 

Avoiding jokes and sarcasm is key, as humour can be difficult to interpret or can come across as confusing or even disorienting for some neurodivergent individuals. This can lead to unnecessary stress and may detract from the candidate’s ability to engage with the interview in a meaningful way. Being straightforward with questions and statements allows for clarity and trust.

 

It’s also essential to communicate clearly about the interview’s structure and what is expected. Explain the format, the types of questions, and the timeframes, ensuring the candidate knows how to prepare. This transparency allows them to focus on their responses and reduce the cognitive load of trying to guess what will happen next. Setting clear expectations helps create a fairer and more inclusive interview process for all candidates.

When interviewing a neurodivergent candidate, it’s essential to ask direct and specific questions rather than open-ended or hypothetical ones. Neurodivergent individuals may find it challenging to interpret vague or abstract questions, which can lead to confusion or anxiety. Direct questions provide clear guidance, allowing the candidate to focus on responding in a structured and straightforward way. This ensures that they understand exactly what is being asked and can provide a relevant and focused answer, showcasing their skills and experience effectively.

 

Additionally, it’s important to prompt for more information if needed, but with sensitivity. Some neurodivergent candidates may offer shorter or more concise responses, which might not fully convey the depth of their knowledge or experience. By politely prompting for more detail or clarification, you help the candidate elaborate on their answers in a comfortable manner, without making them feel pressured. It also ensures that you have all the information you need to assess their qualifications accurately.

 

Equally, if a candidate has provided a comprehensive answer, it’s respectful to acknowledge this and gently let them know they’ve said enough. This helps manage the flow of the interview, avoiding unnecessary repetition while showing that you value the candidate’s time and input. By creating a clear, respectful dialogue, you make the interview process more inclusive and equitable.

Finally, when interviewing a neurodivergent candidate, it’s crucial to look beyond common stereotypes and focus on their qualifications and skills rather than how they might express themselves in traditional interview settings.

 

Many neurodivergent individuals, such as those with autism or ADHD, may not engage in eye contact or small talk, and their body language may differ from what’s typically expected in interviews. These behaviours are not indicative of a lack of competence, professionalism, or interest. In fact, some neurodivergent individuals may excel in areas such as problem-solving, creativity, and attention to detail, which can be overlooked if their communication style is misunderstood.

 

By shifting your perspective and focusing on their abilities, you can ensure a fairer evaluation of their potential, while fostering a more inclusive and supportive workplace. Emphasizing skills over stereotypes creates an environment where all candidates, regardless of neurodiversity, can thrive.

 

Neourodiversity can bring so much to a workplace and yet is so often overlooked or erroneously judged due to lack of understanding. Hays is a big supporter of the neurodivergent community and is happy to discuss further if you need to seek advice.