From the course: Hiring and Supporting Neurodiversity in the Workplace

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Neurodivergence and hiring

Neurodivergence and hiring

From the course: Hiring and Supporting Neurodiversity in the Workplace

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Neurodivergence and hiring

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- A traditional interview approach is behavioral based. It asks how the candidate handled something in the past. This interview approach is often the nemesis of neurodivergent employment. Why? First, they require abstract thinking on your feet, quick auditory processing and working memory. More abstract questions require more energy to determine the real question. Second, gaps in employment or lack of past experience are common for this group, often eliminating their ability to share experiences. Then thirdly, there is impression management. Usually, the neurodivergent knows they should be putting on a positive front, but feeling like they have to present themselves in a socially acceptable and expected way adds another layer of anxiety to manage. You might be wondering what should an interview look like. If you must include a traditional interview, here's what your team can do to allow interviewees to represent themselves to their fullest potential. A first step is to provide…

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