In my most recent post I discussed how to implement structure into an interview process to support neurodiverse candidates.

Here I wanted to cover a full range of accommodations that you can implement to support a neurodiverse candidate through the process.

Before the interview

1. Provide the job description, and any further company/job material. This is useful for prep, and candidates can look back on this throughout the process.
2. Provide a document which includes how to get there (face to face), the interview structure (including duration and format), interview questions and the attendees.
3. Provide interview questions in advance. This allows candidates to prepare and reduce anxiety. If this is unavailable, maybe offer an Interview Agenda ahead of their interview so they still prepare in focused areas, and it offers structure.
4. Offer flexible interview formats: Allow candidates to choose between phone, video, or in-person interviews based on their comfort level.

During:

1. Environment- Choose a quiet location with minimal distractions. Ideally, well lit with natural light. Offering fidget toys or stress balls would be very welcome to help candidates relax and feel more comfortable.
2. Ask direct questions, and break down complex questions into smaller parts. Have this written down if possible. Even better to provide before the interview if possible. Closed questions that focus on the candidate's actual experiences, skills and processes needed for the job will be more successful than open-ended, vague and even hypothetical that could cause confusion.
3. Allow extra time for candidates to respond, this gives the candidates additional time to process questions and formulate answers without rushing. Some candidates will struggle with auditory processing so the extra time helps.
4. Accept literal answers, and probe for more information
5. In the Interview Agenda, you can offer it with written questions or summaries or any visual aids that will support the interview
6. Offer Breaks
7. Most importantly focus on skills. Some candidates will be uncomfortable will eye-contact and shaking hands. Don’t let their social mishaps interfere with your final hiring decision
8. Explain next steps of the process.

After:

1. Offering clear concise feedback.
2. Offer, keep candidate up to date with clear guidelines/call to actions

By implementing accommodations, employers can create a more inclusive and supportive interview process that allows neurodivergent candidates to showcase their true potential and unique strengths.