Facing problems in the workplace is one thing. Getting a job in the first place is another. And, most of the time, an interview is an integral part of the process. Some neurodivergent people find that, far from performing badly during interviews, they excel. If you’re someone who masks most of the time, you might find you’re very good at playing a part in an interview. And if you like researching and being prepared, or feel a need to do so socially, it could be that you turn up to the interview knowing far more than most of the other candidates. 

But interviews are a complete nightmare for other people, who are at a distinct disadvantage. Some of the common issues they face are around communication differences. 

Communicating your understanding of the job role and how you meet the employer’s needs is at the core of doing well in an interview and many neurodivergent people are at a distinct disadvantage. 

Misunderstanding what is meant by a more complex or multi-layered question can be difficult and it’s not uncommon for neurodivergent people to provide very lengthy, detailed answers to questions, which might involve going off on tangents. Autistic people might need concrete examples during an interview or to draw on their own experience, and people with ADHD might find themselves struggling to structure an answer and interrupting or forgetting important information. You might have learned from somewhere that you need to shake hands, make eye contact, smile, and communicate confidently…holding all that in your head whilst trying to say something that makes sense can feel impossible!

Another reason that interviews can be extremely challenging is because of anxiety and emotional regulation. Interviews are stressful events for most people, but if you have anxiety and emotional regulation issues, as many of us do, the experience might cause extreme anxiety which feels off the scale. If you experience social differences, being confronted by a panel of interviewers can cause extreme anxiety, and make any problems around communication feel far worse. On top of the interview itself, you’ve had to deal with practicalities around travel, timings, wondering what the interview room will be like, how many people will be there, what questions will be asked. Many of us struggle with this level of uncertainty to a far greater degree than most people, and an interview can feel like the most uncertain situation you can imagine. 

Sensory processing differences can contribute to interview difficulties and it might be that you’re affected by the bright lights, smells and other sensory triggers in the interview setting, which can make it hard to focus and could cause you to feel ill or unable to even remain in the room. 

It’s very unfair that you could clearly be the best candidate and don’t get past the interview stage, for all of the reasons, and others, listed above. 

What you can do about this situation depends largely on whether you want to share that you are neurodivergent, or would prefer not to. There is no legal obligation to disclose and the choice has to feel right for you. Disclosing your neurodivergence means that you can ask for accommodations during an interview, and you are likely to be protected by disability laws, which will differ between countries. However, some people prefer to keep their status private.

We’ll start off looking at how you can help yourself during the interview process if you would rather not share that you are a neurodivergent person. 

If that’s the case, it’s helpful to do as much research and preparation in advance of the interview as possible. This might come easier to some than others, and if you find yourself becoming stressed at the thought of preparing, see if you can enlist the help of a friend or family member. Whilst burying your head in the sand and thinking you can do all the prep you need half an hour before the interview is the best option, it’s really not. Whatever you experience in your day-to-day life – such as becoming anxious about practicalities of timing and travelling or struggling to stay on track during conversations – is going to be with you in the interview room. Preparing can be extremely helpful. For instance, if you tend to worry about where you’re going and what the arrangements are for parking, or where the bus stops, or you have a history of being late, learn as much about the interview venue as you can. Go there in advance, if possible. Do a practice run.  Knowing what to expect will help reduce your anxiety on the day.

Write down the questions you think you might get asked. Practice your answers. Think of examples. If you have someone who you can role play with, ask them to ask you questions so that you can get used to answering. If you have issues around processing information, this can help you feel less on the spot during the interview. Another helpful tip is to check in with the interviewer whether you’re answering in the way they’d prefer. If you have a tendency to go off on tangents, or provide very short answers, just check in at some point “did that answer your question fully, or is there anything else you need from me?”. Have a list of questions to ask the interviewer. 

Knowing what you’re going to say can help reduce anxiety because it helps you gain control of the situation. This includes answering the types of questions that ask you to highlight problems you’ve faced in past posts, or problems you feel you might face in your new job. This is an opportunity to show your problem-solving skills and when a solution has helped you deal with a potential problem, which you’ve now learned from. It’s not a good idea to bare all and be brutally honest about past issues you’ve faced. The “where do you think you might face challenges?” type of question is common in interviews. Don’t be overly honest with answers such as “I’m always late for work” or “I’ve ended up falling out with my boss in my last two jobs”. Think about an answer that is true, but which focuses on something that there is a solution to. For instance, you might say that you had tight deadlines to work to, which were challenging at first, but ensuring you regularly checked in with your line manager and asked for support with new tasks ensured you stayed on track. As neurodivergent people, we sometimes overshare, give a lot of detail and focus on the truth, but we have to be aware that interviews are a specific type of situation where we want someone to see the side of ourselves 

Whilst it can be hard to address sensory issues during the interview, if it’s not something you’ve raised as an issue before hand, you can take care to manage your own emotional and physical wellbeing in the run up to the interview, which can help minimise sensory overwhelm. 

We’ll have a look, now, at how you can manage interview situations if you do wish to share your neurodivergence, in which case you are entitled to ask for accommodations that will put you on the same playing field as the other interviewees. And remember, don’t feel bad or embarrassed about asking for accommodations. You’re simply giving yourself the opportunity to talk about why you’re suited to the role, and giving the interviewer the chance to select the best candidate.  

Be specific about the accommodations you need. Instead of saying that you have sensory issues, be explicit about what you need to minimise those sensory issues. For instance, ask for the lights to be dimmed. 

You’ll find a sheet with accommodations around communication that can be helpful during interviews, and it’s worthwhile taking some time to see which you identify with and putting these in writing prior to the interview. Asking for questions to be asked in a more direct manner can be helpful. For instance, instead of being faced with a two-part question such as, “Tell me about a time when you’ve worked well with others? How do you get on with your colleagues?”. This can cause confusion and overwhelm, so breaking it down into two questions can be helpful. Asking vague questions can be problematic, such as “How are you at multitasking?”. If this question was asked in a way that asked for an example of multi-tasking, such as “Tell me a time when you feel you were able to respond to an unexpected situation”, it’s a lot easier to understand.

Asking for questions in advance can help you prepare, and it might be that taking notes in with you makes it easier to communicate. Simply knowing as much as you can about the interview itself – including how many people will be on the panel, which room the interview will be held in, where you’ll be waiting until the interview, all the practicalities, can massively alleviate anxiety.

When you answer the reflective questions below, take some time to go through the list of potential accommodations – if you’re choosing to share your neurodivergent status – and this can become a blueprint for having your needs recognised during future interviews. 

I've attached a few files which might be helpful. One of them is an email that you can adapt as you wish and send ahead of an interview to inform the employer that you are neurodivergent and ask for accommodations, if you choose to do so. I've also attached a guide for employers and a step-by-step guide to asking for accommodations. If you prefer not to share with the interviewer that you are neurodivergent, I have attached a document that can help you identify measures you can take to ensure you are as prepared as possible for the interview which can you accommodate for any sensory, emotional and communication needs you might have.