Interviews and neurodiversity in recruitment: How to overcome unfair bias

Interviews and neurodiversity in recruitment: How to overcome unfair bias

Interviews are a tricky hurdle for neurodivergent individuals to navigate, as the very concepts of the traditional employment interview were created with neurotypical candidates in mind. The standard process of sitting very still, making eye contact, and presenting yourself in an unnaturally professional manner can be challenging for neurodivergent individuals, putting them at an instant disadvantage. This matters because most roles do not require people to do these things; they are purely artifacts of interviews themselves.

In this article, I will outline how to overcome bias against neurodivergent applicants in employment interviews, and steps organizations can take to make the process fairer.

Preparing in Advance of the Interview

The most common question that hiring managers and HR practitioners typically ask is, “Should I ask candidates to disclose whether they are neurodivergent before the interview?” Understandably, organizations are concerned about making candidates feel uncomfortable or, indeed, the impact of unconscious bias after being made aware. However, research suggests that interviewers are far more accommodating and understanding if they are made aware that the candidate is neurodivergent. This is especially important when it comes to candidates with autism, as research suggests a sizable negative performance penalty for applicants when interviewers aren’t informed beforehand.

Although it should go without saying, this approach requires you to ask all of your applicants whether they are neurodivergent, not just those whom you suspect may be neurodivergent. This standardizes the process and ensures that everyone has the opportunity to disclose. Organizations should also give serious thought to how they collect this information, and at what point in the recruitment process. Many candidates are concerned that disclosing neurodivergence early in the process would limit their chances of being shortlisted and could be less likely to disclose. Instead, we recommend asking for this information upon confirming the interview, easing candidates' worries about discrimination.

Lastly, employers should ask if the applicant requires any adjustments or accommodations during their interview. For example, candidates with ADHD could ask that there be no active screens in the meeting room, as it would distract them from the interview itself. Organizations are required to make adjustments if they are deemed reasonable and are actively discriminating against candidates if they fail to do so. However, not all requests for adjustment or accommodation are “reasonable.” For example, if the candidate requests to forgo interviews altogether and just receive an offer of employment without being vetted, that would not constitute a “reasonable” adjustment to the selection process, and organizations would not be obligated to comply.

Interview Format and Structure

When designing an interview that can accommodate neurodiverse candidates, it is imperative that you employ a structured interview format, as opposed to an unstructured or conversational interview. Structured interviews use a fixed set of questions, which are standardized for all applicants. Research shows that structured interviews are stronger predictors of performance in the workplace, as they are far more reliable and standardized compared to unstructured interviews. However, structured interviews also have a number of benefits for neurodivergent applicants in particular.

Autistic candidates, in particular, are likely to prefer a structured format, finding a conversational interview to be less comfortable. A straightforward question-and-answer format ensures that candidates aren’t judged based on conversation flow but are instead assessed against more formal aspects of the role and its skills. Similarly, autistic candidates may simply default to a regular conversation, doing their best to seem personable rather than champion their interests and highlight their skills.

Candidates with ADHD may also struggle with the conversational interview format. Oftentimes, candidates with ADHD may get carried away during a conversational interview, following tangents and losing focus. This causes them to stop selling themselves during the interview, and it instead becomes more akin to a regular, non-goal-directed conversation. A more structured and formal set of questions will help focus their attention, allowing them to highlight their own skills and competence during the interview.

Lastly, with unstructured interviews, hiring managers could unintentionally ask questions that do not resonate well with neurodivergent applicants. Autistic candidates, in particular, may struggle with hypothetical or abstract situations, finding it hard to contextualize them. Having a fixed set of questions means you can review those questions before the interview, minimizing the probability of asking questions that could be unfairly biased or unduly difficult to answer for neurodivergent applicants. Hiring managers could even share questions with a diversity and inclusion specialist before the interview, helping to ensure that the interview process itself is free from bias.

Conclusions and Recommendations

Interviews are an essential part of the recruitment process and should be used with every applicant that is seriously considered for a role. However, adjustments and accommodations are simply part of the process when tackling neurodiversity and shouldn’t be seen as a hindrance. Similarly, that which gets measured gets managed, and if you simply aren’t aware if candidates are neurodivergent or not, you can’t expect to adequately cater to their needs during the interview. Instead, organizations should be open, encourage honesty, and be as welcoming as they can be, maximizing the probability of removing unfair barriers to success.