When interviewing for a new role, it is paramount that you make reasonable adjustments based on the individual needs of each candidate. In this article, we share ideas to help you accommodate people with ADHD during the interview process. Please note that these are general suggestions, but each individual is different and may share their own personal needs with you ahead of time.
Be transparent about the interview process
When making adjustments for interviewees with ADHD it’s important to be transparent about the interview process, so that they can make better-informed decisions about what support they need.
Type up interview questions
Adding interview questions to the chat box during virtual interviews can significantly enhance the experience for candidates with ADHD and other neurodivergent traits. This is because people with ADHD might find it hard to remember what the question was halfway through answering it, so having it to refer back to can be really helpful. Alternatively, be prepared to repeat questions if the interview is taking place in real life.
Additional time
ADHD UK recommends giving candidates with ADHD around 50% extra time in the interview to create a low-pressure environment where the person has space to ask questions and not rush their answers.
Quiet interview space
If the interview is face-to-face, make sure to interview in a quiet room away from any distractions. For example, a room away from external noise or people walking past/looking in.
For candidates:
Advocate for yourself
Next time you’re offered an interview, don't hesitate to ask the interviewer for reasonable adjustments should that make the process easier for you. Most companies will ask this during the initial application process now to ensure they are not discriminating against those with additional needs.
Gain insight
How an interviewer responds to your request for added support can provide valuable insight into their willingness to accommodate diverse needs. Their response can help you gauge whether the organisation prioritises inclusivity and whether it's a place where you'll feel supported and valued. If not, it should definitely be a case of ‘thank you, next!’.
We hope you found this blog helpful - let's continue to advocate for inclusivity in recrutiment and ensure everyone gets the same opportunities to succeed.
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