Recognising the value in the difference you bring: supporting neurodiverse individuals claim their place in the jobs market

Preparing for an interview is daunting. Now add the worry about how your neurodivergence may show up and whether the person sitting opposite you will understand both your needs and the value you could bring, and you’ll understand my suggestion of rethinking recruitment. 

When the employability manager at Caerphilly Council asked us if we could conduct some mock interviews with a group of neurodiverse participants attending a new programme to build employability skills, we jumped at the opportunity. This was part of our social value offering and was at no cost to the CCBC. 

At Perago, we frequently speak about our commitment to providing good quality, well-paid jobs here in Wales – and a big part of that is about how we can support those going into the jobs market locally to do so confidently and with purpose.  

The programme, set-up by CCBC and the Department for Work and Pensions, is a trial run in building confidence, developing self-awareness and helping individuals to present themselves authentically. We were tasked with being the unknown face, running in-person mock interviews with each participant, and then providing honest feedback and advice in the group setting.  

Having interviewed many people for various roles previously, I understand the importance of ensuring that venues are physically accessible, but I haven’t consciously considered the possible needs of someone who is neurodivergent, in an interview situation.  

Chatting around the table before the interviews began, we discussed the tools that some people have to manage the way in which their neurodiversity presents when under pressure – that could be a well-rehearsed routine to navigate their way to the interview venue; a fidget item in their pocket or beside them to provide comfort; or an early arrival to retreat to a quiet corner to decompress from the busyness of the journey. 

 We spoke about the vulnerability that someone may feel in divulging their neurodiversity ahead of an interview, and the level of trust required to do so confidently when asking for suitable adjustments to be made – ensuring equity in the process. Some people talk about neurodivergence as a super-power but this does little to acknowledge the challenge that some individuals face to even put themselves before an interview panel and to be able to talk confidently about the benefits that hyper-focus, attention to detail, or heightened emotional intelligence can bring.  

The journey home from the session got me thinking – as a service designer we spend so much time looking at the purpose of an interaction, the pain points in the journey, and looking at better routes to achieve the desired outcome for a user – so why do so many organisations persist with interview structures that are (my opinion only) anxiety inducing and only get the best from very few. 

How about we take this approach instead: 

• Be flexible – Some people may struggle with eye contact, body language, or small talk—focus on the answers rather than traditional social norms. 

• Be patient – allow time for processing – Some neurodivergent people may need extra time to process and respond to questions. Avoid rushing them and don’t interrupt.  

• Rephrase or clarify questions – If a candidate seems unsure, rephrase rather than repeat the question.  

• Use structured questions – Clear, direct, and specific questions work best. Avoid overly abstract or hypothetical questions.  

• Welcome notes or aids – Some candidates may benefit from using notes, fidget items, or written prompts to aid communication – let them know beforehand that this is ok if needed. 

• Think about the interview environment – Choose a space that is quiet, free of bright lights (natural light or otherwise), and think about the aroma – those plug-in air fresheners are a big no-no. 

And why not… 

• Consider alternative assessments – If traditional interviews aren’t the best way to assess the candidate, consider work trials or skills-based assessments. 

I also learned about the Disability Confident scheme during my participation in this process, and am looking into how we could become involved in this to encourage further diversity in our recruitment processes at Perago – watch this space.