It’s beneficial for all companies to cultivate inclusive hiring practices that will attract and retain people with diverse ways of thinking, working, processing information, and interacting.
In Part I of this article, we explored ways to create inclusive job posts and CV review processes for neurodiverse professionals.
Here, we provide tips on how to adjust interviewing and onboarding practices in ways that are beneficial not only for neurodiverse professionals, but for all job candidates and new hires. These practices provide equitable opportunity for diverse candidates, and increase your company’s chances of finding the best people for your team.
Interviews
Typical interview practices can create unnecessary barriers for neurodiverse people, and these difficulties can also be enhanced by the anxiety that often accompanies the interview process.
Here are some adjustments that can help neurodiverse candidates show their true skill sets so that you make sure you’re hiring the best person for the position:
- Make interviews 1:1.
While part of general inclusive hiring practices is to have multiple people interview candidates to reduce the chance of personal bias in the selection process, it is ideal, when possible, to have candidates meet 1:1 with each interviewer instead of in a group. Especially for neurodiverse individuals, having multiple people asking questions at the same time can feel overwhelming.
- Ask very specific questions.
It’s best to avoid general questions like: Can you tell me about yourself? Some neurodiverse people can overlook context and take words literally, so they might interpret this question as an inquiry about physical traits or other things unrelated to the position. Instead, ask targeted questions that reveal how candidates would perform specific tasks or demonstrate qualities relevant to the role.
- Provide a contextual foundation in advance.
For both neurodiverse and neurotypical people, knowing the thematic and practical context for an interview ahead of time can help reduce overwhelm. Consider providing interview questions or themes in advance, as well as directions to the interview location that include photos. It’s also beneficial to have someone warmly welcome candidates at the building’s entrance, show them where the restrooms are, and let them know how long it will be before the interview begins.
- Ensure a distraction-free environment.
Since neurodiverse individuals often have heightened senses, they might be distracted by things in their environment that others are able to ignore. It’s important to make sure that an interview room is free of all distractions and external stimuli, such as bright lights, loud air conditioners, or even subtle sounds from adjacent rooms. This sets the stage for candidates to be as present as possible.
- Avoid the “confidence bias”.
Hiring teams often show preference for candidates who are self-confident, as this tends to be associated with professional ability. However, confidence doesn’t always equate to competence. Neurodiverse individuals might not present as highly confident, yet could still be the most highly skilled candidates. Unless the position you’re hiring for specifically requires confidence for success, avoid making decisions based primarily on this trait.
- Offer interview alternatives.
Interviews have become such a mainstream practice that they are often considered the only way to properly select new hires. However, there are alternative options that can even better demonstrate a person’s abilities, either as a supplement to or a replacement for interviews. Some examples are to have candidates:
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- Perform demonstrative role-based tasks
- Provide relevant past portfolios of work
- Participate in brief work trials or apprenticeships
- Perform role plays that demonstrate required knowledge
- Engage in a 2-way conversation, rather than a typical interview format that directs questions solely towards the candidate
Onboarding
After hiring the right person for the role, it’s equally important to provide a positive, inclusive onboarding experience that takes into consideration diversities of all kinds, including neurodiversity. These tips will benefit all new employees:
- Build strong relationships.
Developing a solid foundation for interpersonal relationships during the first several weeks of work is important for all new hires, but it can be especially critical for neurodiverse team members to truly thrive. It should be made clear that supportive connections are available both from company leadership and from colleagues. Consider pairing new hires with a team mentor to answer any lingering questions that might arise, and to help integrate new hires more fully onto the team.
- Reinforce foundational information.
When new hires join the team, make a deliberate effort to remind them of who their departmental team is, as well as the structure of the organization. Be explicit about what their specific role expectations are, even if this information was already provided during the interview and job offer processes. Also, make sure that new employees are fully aware of all options for different methods and avenues of communication in case they need professional or practical assistance.
- Offer ongoing check-ins and support.
Cultivating strong foundations during the initial phases of onboarding is important, but it’s ideal to make consistent check-ins part of your routine to ensure that new hires are integrating well in their new roles, even throughout the first year of employment. And beyond check-ins, make sure employees know that company or team leadership is always available to provide support, answer questions, and to help address requests for accommodations that help team members do their best work.
Diversifying your team is a smart move, since research shows that diverse teams outperform others; but implementing DEI-informed practices that actively create inclusive environments is critical to harnessing the positive impact of diversity. To further explore what neurodiversity is and how to create inclusive environments for neurodiverse professionals, learn more about our Neurodiversity in the Workplace course.
*The tips in this article were inspired by Jane Hatton’s 2022 webinar, Harnessing the Power of Neurodiversity in a Business Context.
