Preparing For A Job Interview As A Neurodivergent Jobseeker

Navigating the job application process is never a walk in the park. But for neurodivergent individuals, it can feel like an Olympic-level challenge. Neurodivergence—whether it’s autism, ADHD, dyslexia, or beyond—shapes how you interact with potential employers and approach opportunities. The good news? With preparation, self-awareness, and the right strategies, you can turn those challenges into triumphs. Let’s take a closer look at these useful steps you can take to shine in your next job interview:

Step 1: Preparation is Your Power Move

Let’s face it: many people wing it during interviews. But you? You’ve got the edge because preparation is where neurodivergent candidates shine. Start by deep-diving into the company and the role you’re applying for. What do they stand for? What skills are they looking for? What are their values? Check out their website and social media channels. Which piece of news have they recently been proud of? How can you use this knowledge to your advantage? How would you fit into their company?

Now, take it a step further—research your interviewers. Yes, snooping (the professional kind 😉) is encouraged. LinkedIn is your go-to here. Not only does it help you understand who they are, but it also gives you conversation starters. Knowing about the interviewer’s background can break the ice and show your genuine interest in the role. The may see you’ve checked out their profile depending on your privacy settings, but that’s totally fine. They’ll know you’re prepping, which is a good thing because it shows your level of commitment!

Step 2: Own Your Strengths, Loud and Proud

Neurodivergent individuals bring unique superpowers to the table—whether it’s laser-sharp focus, innovative problem-solving, or a knack for spotting patterns others miss. These aren’t just “nice-to-haves”. They’re game-changers for employers.

When you’re asked about your skills, don’t hold back. Share specific examples of how your unique strengths have led to success. For example:

• “My hyperfocus allowed me to complete a three-month project in half the time.” 
• “My creative approach to problem-solving resulted in a 20% improvement in team efficiency.”

If you’re not comfortable disclosing your neurodivergence, that’s okay. You can still frame your strengths in ways that highlight their value without going into personal details.

Step 3: Consider Disclosure (But It’s Totally Your Call)

Deciding whether to disclose your neurodivergence is deeply personal, and there’s no right or wrong answer. However, being open can lead to accommodations that make the process easier for you. For example:

• Requesting interview questions in advance.
• Asking for a quieter interview environment.

Many organisations, like Omnicom Media Group (OMG), actively support neurodivergent candidates, and disclosure can help them help you. That said, if you’re not ready to disclose, you can still advocate for yourself by asking for what you need without explaining why. 💡

Step 4: Tame Those Open-Ended Questions

“So… tell us about yourself.” The dreaded question for many of us. (Read more here on how to master it!)

But don’t worry—bullet points are your best friend here!

1. Start with your current role or education. Where do you come from? What brings you here?
2. Highlight a key achievement or two. What’s the evidence to support this?
3. Wrap up with why you’re excited about this opportunity. What can you bring to the company?
4. On a personal note, sprinkle in something memorable about yourself. What’s the ONE thing you enjoy outside of work? What should they associate with you, bearing in mind that they probably interview many candidates for the same role?

Practice makes perfect, so rehearse with someone you trust or even record yourself. This helps you feel more confident and ensures your thoughts stay clear and concise.

Step 5: Be Upfront About Your Work Preferences

You know how you work best—whether it’s a quiet environment, clear instructions, or flexible hours. Don’t be afraid to discuss these preferences early, especially if they’re non-negotiable for your success. Employers who value neurodivergent talent will appreciate your openness and work with you to create a supportive environment.

If you’re working with a recruiter, let them help and advocate for you. They can handle these conversations with HR, so you don’t have to.

Image: Priscilla du Preez

Step 6: Advocate for Yourself and Embrace Your Journey

Self-advocacy can feel daunting, but it’s also empowering. By owning your strengths and communicating your needs, you create the foundation for a supportive work relationship. Zahra, a neurodivergent recruitment professional at OMG, shared how disclosing her dyspraxia transformed her experience. “It was more of a relaxed conversation (…) which surprised me. My manager has been incredibly supportive over the years and understands how my neurodivergence may affect me (…) so we openly communicate and always find a solution that works for everyone.”

Whether or not you choose to disclose, remember this: your skills and perspectives are assets. Companies like OMG, NASA, and Monzo are actively searching for talent like yours because they know neurodivergent individuals drive innovation and growth.

In A Nutshell: You’ve Got This (And We’re Here For You!)

Interviews are about way more than just landing a job. For many of us, they’re an opportunity to showcase what makes you unique. By preparing thoroughly, embracing your strengths, and advocating for your needs, you can turn the interview process into a stepping stone towards a fulfilling career.

Your journey matters. And the right organisation will see your potential, value your contributions, and create a space where you can thrive. So, step into that interview room with confidence—you’re not just another candidate; you’re an opportunity waiting to be discovered.

Ready to take the next step? Explore our Jobs Board for neurodivergent-friendly roles or connect with a our recruitment specialist, Lois, for personalised support. You can contact Lois on lois@enna.org. Alternatively, you can leave us a message below. We will get back to you within 48 hours.