If we're being honest, the traditional recruitment process is not built with neurodivergent candidates in mind. And while “diversity and inclusion” are proudly plastered across every careers page, the reality is we’ve still got a long way to go.

If your hiring process is essentially a high-pressure series of interviews where the candidate’s social fluency and ability to “read the room” are valued more than their actual skills — then you could be missing out on a lot of talent.

So, let’s talk about it.

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What Is Neurodiversity?

Neurodiversity refers to the natural variation in how people think, process, and interact with the world. It includes (but isn’t limited to) conditions like autism, ADHD, dyslexia, dyspraxia, Tourette’s, OCD, and more.

Neurodivergent individuals often have incredible strengths — think pattern recognition, hyper-focus, creative problem solving, or unconventional thinking. The kind of traits that can revolutionise a team if they’re given the chance to thrive.

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The Problem With “One Size Fits All” Hiring

Let’s say your process looks something like this:

• Application form (with a million unnecessary boxes)

• Phone screen (where you’re judged on tone and "vibe")

• Panel interview (hello, anxiety!)

• “Cultural fit” chat (aka: will you banter in the kitchen?)

For neurodivergent candidates, this can feel like a nightmare. What if eye contact is difficult? What if thinking on the spot isn’t their strong suit, but they’d absolutely ace the job with proper prep? What if they struggle with unspoken social norms, but have brilliant technical or analytical skills?

THEY don’t need to be “fixed”. The PROCESS does.

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Small Adjustments, Big Impact

You don’t need to burn your hiring process to the ground — you just need to build in a bit of flexibility and empathy. Here’s where to start:

• Ditch the vague job ads. Be specific about what skills are actually needed. Clear, jargon-free language helps everyone.

• Offer interview alternatives. Video call not working? Let them respond in writing, or give the questions in advance.

• Focus on the work. Skills-based tasks, portfolio reviews, or work simulations often show more than a chat ever could.

• Be upfront. Let people know you’re open to adjustments—and actually mean it. Add a line in your job ads and follow through.

• Train your team. Hiring managers need to know how to recognise and support neurodivergent candidates. Assumptions and unconscious bias can kill opportunities.

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Hypothetical (But Totally Realistic) Example

Imagine you’re hiring a data analyst. You meet two candidates:

• One is confident, chatty, and nails the interview, but their practical skills are a bit shaky.

• The other is quiet, gives short answers, struggles with small talk—but their take-home task? Flawless. Next-level.

Who gets the job?

If your hiring process values presentation over performance, you’re going to choose the first candidate. And you might miss out on someone exceptional.

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Great minds don’t all think alike. And nor should they.

Hiring the same type of person over and over again isn’t innovation — it’s stagnation. If you want to build teams that truly reflect the world around you and perform at their best, it’s time to redesign recruitment for everyone.

The good news? You don’t have to do it alone. Whether you're looking to make small changes or completely overhaul your hiring approach, VANRATH can help you get it right — for all candidates.