One of the common themes we work on with LSA coaching clients is balancing neurodivergence in the workplace–especially how and when to discuss your unique learning needs with an employer, and how to talk about your neurodivergence in a job interview. This article will provide specific interview tips for neurodivergent individuals.
Do I share that I’m autistic in a job interview?
Am I hiding something if I don’t want to talk about it?
How do I talk about my strengths and weaknesses in a way that doesn’t focus on ADHD?
These are all common questions we’ve heard from clients who are trying to develop an approach to a job interview that feels authentic and gives them confidence in navigating the hiring process. Neurodivergence includes a range of conditions such as ADHD, autism, and dyslexia, which affect how individuals experience job interviews.
In this post, we’ll explore five considerations in the job interview process that can help you confidently discuss your neurodivergence with potential employers. These approaches are designed not only to present your traits as strengths but also to ensure that you find a workplace that values and supports your unique abilities.
By the end of this guide, you’ll have the tools to communicate effectively about your neurodivergence (if you choose to do so!), ensuring that you can advocate for yourself and find a job that aligns well with your talents and needs.
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Introduction to Neurodivergence and Job Interviews
Neurodivergence refers to the natural variations in how people think, learn, and interact with the world around them. This includes individuals with autism, ADHD, dyslexia, and other neurological differences.
For neurodivergent job seekers, the job interview process can present unique challenges. Traditional interview settings often emphasize social interaction, quick thinking, and answering open-ended questions, which can feel overwhelming.
Job interviews are multilayered sensory experiences that can be daunting for neurodivergent candidates. However, with the right preparation and strategies, neurodivergent individuals can showcase their strengths and navigate the hiring process successfully.
Understanding the interview process and preparing for typical interview questions can make a significant difference in the job search. This preparation helps neurodivergent candidates feel more confident and capable.
Defining Neurodivergence in the Workplace
Before we dive into job interviews, let’s first pause to acknowledge that neurodivergence in the workplace may be more common than you think.
According to the U.S. Census Bureau data reported in Forbes Magazine, around 65.5 million members of the workforce have some sort of attention or learning issues. Roughly 20% of the population of employees in the United States identify as having some form of neurodivergence.
As the neurodiversity movement continues to gain recognition, more and more companies are recognizing neurodivergence as a valuable aspect of the workplace diversity spectrum, with many companies now actively seeking to include neurodivergent individuals as a competitive advantage. Many employers are now adapting their interview processes to be more accessible for neurodivergent candidates.
Neurodivergent individuals often bring unique skills to the table, such as heightened creativity, attention to detail, and a strong ability to focus on specific interests. These traits can translate into exceptional performance in roles that match their skill set and interests. It is also important to create inclusive job descriptions that attract qualified candidates, including neurodivergent applicants.
Real-Life Challenges in Getting Hired
All of that sounds great, but we know that the real-life experience of being neurodivergent in a professional setting can vary widely. Despite record-low unemployment nationally, neurodivergent individuals face significantly higher rates of unemployment, with some reports of up to 30-40% unemployment.
In part, this may be due to neurodivergent individuals facing unique challenges in job interview settings. How one clearly communicates one’s needs and strengths, as well as the workplace’s readiness to accommodate and leverage these differences can make a big difference in getting hired. Traditional interviewing methods can be overwhelming for autistic people, and advocating for more accessible language in job listings is crucial. Traditional interviews often test social nuances, small talk, and nonverbal cues which can be overwhelming for neurodivergent candidates.
While there are strides being made in how employers address the needs of neurodivergent people at work, it’s also important that you understand these real-life hiring conditions and prepare to meet them head-on as you head into the job interview process. Vague questions can be particularly challenging for neurodivergent candidates, so having strategies to prepare for such questions is essential.
Having a strategy during your job interview to talk about your neurodivergence can help potential employers envision how your unique skills and talents make you an ideal candidate for their team.
All neurodivergent people are different in what they find to be their strengths and weaknesses, so you shouldn’t view the interview tips below as a blanket, one-size-fits-all approach, just like a neurotypical person wouldn’t find that all interview tips apply to them, either.
However, there are a few key areas in which neurodivergent candidates tend to struggle a bit more, and so you may want to take a look at this list to see which, if any, resonate with you, and how you can present them as strengths (or address them otherwise) on the day of the interview:
- Trouble making direct eye contact
- Difficulty understanding social cues
- Mental health challenges
- Sensory issues
- Trouble with communication
- Feeling easily overwhelmed
- Hyperfocus or hyperfixation
- Inability to answer open-ended questions
If you aren’t sure how these might impact your success at an interview (and on the actual job), a good tip is to read the job description in detail. This will give you an idea of what will be expected of you, both at the interview and at work, so you can tailor your preparation accordingly.
Pre-Interview Preparation
Preparation is key to a successful job interview, especially for neurodivergent candidates. Start by thoroughly researching the company and the job description to identify the required skills and qualifications. This will help you tailor your responses to align with what the employer is looking for.
Practicing answers to common interview questions, such as “Tell me about yourself” or “Why do you want to work for this company?” can build your confidence and fluency.
Rehearsing with a trusted friend or mentor can provide valuable feedback and help refine your responses.
Additionally, preparing a list of questions to ask the interviewer, such as “What are the company’s values and mission?” or “Can you describe the work environment?” can demonstrate your interest and engagement.
Rehearsing interview questions helps build fluency and confidence, aiding in managing anxiety during actual interviews. This level of preparation can help you feel more in control and ready to present your best self during the interview.
Understanding the Interview Process
The interview process can be nuanced and ambiguous, often leaving job seekers wondering if they’ve said something wrong.
However, understanding the company culture and values can provide valuable insights into the interviewer’s expectations. Researching the company’s website, social media, and employee reviews can help you identify the company’s mission and values.
Knowing the company’s culture can also help neurodivergent job seekers prepare for common interview questions and demonstrate their skills and experience.
Furthermore, understanding the interview process can help you feel more comfortable and confident. This allows you to showcase your strengths and abilities effectively.
This preparation can make a significant difference in how you present yourself and how the interviewer perceives you.
7 Neurodivergent Interview Tips
Navigating the conversation about your neurodivergence during job interviews can be challenging but rewarding when done correctly. Here are seven strategies that can help neurodiverse candidates for any job approach this discussion effectively:
1. Practice Timing and Context
Choosing the right moment to discuss your neurodivergence is crucial. If you choose to disclose, it’s best to introduce the topic at a moment when it feels natural and directly relevant to the discussion.
Spend some time with a career coach or trusted friend thinking and practicing the different opportunities in a job interview when you might be able to open the door to discussing your neurodivergence.
One strategic approach for all job candidates to follow is to wait until you are asked about your strengths, challenges, or required accommodations. This timing ensures that the conversation about your neurodivergence is tied to your potential contributions or needs related to the job, rather than standing out as a separate or unrelated disclosure.
Another strategy is to discuss your neurodivergence within the context of the company’s values or mission. If the company emphasizes creativity, diversity, or innovation, highlight how you can contribute to these areas. This not only helps potential employers see the value in your neurodivergence but also integrates it into the larger narrative of what you bring to the team.
It’s important to recognize that the goal is not just to disclose your neurodivergence but to integrate it into a broader discussion about your qualifications and fit for the position.
This approach helps shift the focus from what might be seen as a potential challenge to instead be viewed as a distinctive strength, aligning your traits with the company’s goals and needs.
2. Framing Your Strengths
While the neurodivergent movement has made significant strides in educating the general population about different forms of neurodivergence like autism and ADHD, unfortunately, many hiring managers still may have stereotypes or perceptions of what this might mean for an employee.
Instead of just stating “I have ADHD,” or “I’m autistic,” focus on presenting yourself as a great candidate by explaining how features of your neurodivergence are unique to you, and how they are beneficial for the role you’re applying for. Articulate your unique value and skills by preparing to frame your strengths with concrete examples from past experiences that demonstrate how these traits have been advantageous in academic or other work settings.
For example, if you are discussing a role that demands innovation and problem-solving, you might mention how your ADHD helps you think outside the box, citing specific instances where this ability has led to successful outcomes in past projects or situations.
Alternatively, when the topic of workplace environment or culture comes up, it can be an appropriate time to discuss accommodations you might need, such as a quiet space for work if you are easily overstimulated.
Do you need some additional support in identifying your strengths? Check out our free downloadable Executive Functioning Assessment which can help you identify strengths like planning, organization, and problem-solving that help you succeed in the workplace.
3. Prepare Responses and Use Notes if You Need
Preparing responses in advance can significantly ease your stress and give you a higher probability of success in the moment, especially when it comes to answering questions commonly asked in job interviews.
Hiring managers who see a candidate prepared with notes, shows that you’re taking the interview process seriously and have taken time to prepare. It is also crucial to prepare for specific questions that may be asked during the interview to ensure clarity and confidence in your responses.
Here’s a list of common job interview questions for which you could consider preparing responses, particularly if you want to talk about your neurodivergence:
- Can you tell us about a challenge you’ve faced at work and how you overcame it? Prepare to discuss a scenario where your neurodivergent traits presented a challenge but also offered you a unique solution or insight. This can highlight your problem-solving skills and creativity.
- How do you handle stress or high-pressure situations? Given that neurodivergent individuals might experience stress differently, explain your personal stress management techniques and how these methods lead to effective performance under pressure.
- What are your greatest strengths? It wouldn’t be a job interview without this question! It’s a softball question that can allow you to tailor an answer to include specific strengths associated with your neurodivergence, such as exceptional focus, detailed observational skills, or innovative thinking, and provide examples of these in action.
- How do you prefer to communicate and collaborate with team members? Discuss your communication style honestly, including any preferences or accommodations that help you interact more effectively. This can include your preference for written communication, the need for clear and structured tasks, or how you manage group settings.
- What kind of work environment do you find most productive? Share what environments play to your neurodivergent strengths. For instance, you might thrive in quiet spaces, or perhaps dynamic, fast-paced settings energize you and enhance your ability to produce excellent results.
- Do you require any specific accommodations to perform your job effectively? Be prepared to explain any accommodations you might need, such as a flexible schedule, the option to work from home on brain-drain days, or technical tools that help you manage your tasks more effectively. Emphasize how these accommodations contribute to your productivity and job satisfaction.
By preparing responses to these questions, you can ensure that your neurodivergence is understood as an integral part of your professional profile, not as a limitation. This preparation not only makes you appear more confident and self-aware but also helps potential employers recognize the value you can bring to their organization.
4. Know Your Rights
While it’s better to emphasize your time more on preparing successfully to answer the job interview questions, we do also recommend that you spend a few minutes researching your legal rights regarding disability disclosure and accommodations in the workplace.
In most regions, you are not required to disclose any medical or disability information unless you choose to request accommodations. Knowing these rights can help you navigate how much to share and protect you from discriminatory practices.
Understanding the process of requesting accommodations in relation to disclosing a disability is crucial. Being well-informed about your legal rights and the positive aspects of accommodations can help you make an informed decision about disclosure.
Start by visiting the websites of your government labor or employment departments, which often provide guidelines and resources about disability rights at work.
Search out organizations dedicated to disability rights or neurodivergence in your community, as they may also publish up-to-date information and practical guides that can clarify what accommodations might be considered reasonable and how to request them.
Additionally, consulting with a legal professional who specializes in employment law or disability rights can provide personalized advice tailored to your specific situation and needs.
By investing time to understand these protections and resources, you can approach job interviews and employment discussions more informed and prepared, ensuring you can advocate effectively for yourself in professional settings.
5. Seeking Work in Supportive Environments
Our final strategy takes place before the job interview is ever scheduled.
Identifying companies that genuinely support neurodivergent employees is key to finding a work environment where you can thrive. Look for employers that have explicit diversity and inclusion policies, and those recognized for their inclusive hiring practices or workplace accommodations. You can research a company’s Disability Equality Index report to assess their support for neurodivergent job seekers.
Websites that offer reviews from current or past employees, such as Glassdoor can be useful resources for insights into a company’s culture.
It’s also possible to engage directly with potential employers through informational interviews or pre-interview queries to discuss their culture and support systems.
Asking targeted questions about team dynamics, how they handle accommodations or examples of how they’ve supported neurodivergent employees in the past can provide deeper insights into whether a workplace is likely to be supportive.
When preparing for interviews, it is crucial to make a strong impression, particularly when introducing yourself or showcasing your qualifications to the hiring manager.
This proactive approach not only helps you filter potential employers but also demonstrates your commitment to finding a mutually beneficial fit.
6. Effective Communication Style
Effective communication is crucial during a job interview, and neurodivergent individuals may need to adapt their communication style to succeed. Practicing active listening, maintaining eye contact, and using clear and concise language can help build rapport with the interviewer. Additionally, using the STAR method to answer questions—describing the Situation, Task, Action, and Result—can provide a structured and clear response. Neurodivergent job seekers can also prepare for common interview questions by researching the company and practicing their responses. This preparation allows you to feel more confident and prepared, helping you communicate your strengths and qualifications effectively.
7. Follow Up and Next Steps
After the interview, following up with a thank-you note or email can help keep you top of mind and demonstrate your appreciation for the interviewer’s time. Additionally, asking about the next steps in the process can help you prepare for the future and understand the hiring manager’s timeline. Neurodivergent job seekers can also use this opportunity to self-advocate and request accommodations, such as additional time to complete a task or a quiet workspace, to ensure they can perform at their best. By being proactive and prepared, you can increase your chances of success and find a job that aligns with your skills and abilities.
Additional Resources and Tools
LSA has many different resources to further assist you in your job search and interview preparation; here are just a few options and tools designed to support neurodivergent individuals in career planning:
- How to Find the Right Career Fit When You Have ADHD
- 14 Tips For Managing ADHD (And Neurodivergence) At Work
- Life Skills Advocate Career Coaching: Work with one of our professional coaches who are help neurodivergent job seekers in managing time, tasks, and interpersonal communications more effectively.
- Inclusive Job Boards: Websites like Mentra and Jobs for Humanity specifically cater to neurodivergent job seekers, offering job listings from employers known for their inclusive practices.
- “Employment Section” of LSA’s Neurodivergent-Friendly Tools & Resources page.
In Conclusion
Remember, every job interview is an opportunity to learn and refine your approach as a job applicant. Start by reflecting on these strategies and consider how you can apply them in your next job interview.
Practice discussing your neurodivergence with friends or mentors and seek feedback to refine your approach. Your neurodivergence is a strength—embrace it as you step into your career journey.
Whether it’s adjusting how you communicate your strengths or finding better ways to articulate your accommodation needs, focusing on improvement and treating each interview as an opportunity to grow will help you find the right job that appreciates and utilizes your unique talents.
TL;DR – (Too Long, Didn’t Read)
Successfully navigating a job interview as a neurodivergent individual involves not only understanding and articulating your unique strengths but also being aware of the right timing and context to discuss your needs and abilities.
By employing the strategies outlined in this post—from timing your disclosure to understanding your legal rights and seeking supportive environments—you’re better equipped to present yourself as a valuable candidate who brings unique perspectives and skills to the table.
Further Reading
- CNBC – JPMorgan Chase, Microsoft among growing number of companies turning to neurodiverse workers to help meet need for talent
- Deloitte – A Rising Tide Lifts All Boats: Creating a better work environment for all by embracing neurodiversity
- Chicago-Kent Journal of Intellectual Property – The Challenges of Neurodiversity in the Workplace: The Powerful but Overlooked
- Forbes Magazine – Neurodiversity In The Workplace: Why It’s An Asset, Not A Liability
- Glassdoor
- Harvard Business Review – Neurodiversity as Competitive Advantage
- Jobs for Humanity
- Life Skills Advocate Coaching
- Life Skills Advocate – How to Find the Right Career Fit When You Have ADHD
- Life Skills Advocate – 14 Tips For Managing ADHD (And Neurodivergence) At Work
- Mentra