Job hunting is hard work for anyone. For neurodivergent candidates, interviews often add an extra layer, because most recruitment processes were designed around one style of thinking and communicating. Whether you are autistic, have ADHD, are dyslexic or neurodivergent in another way, preparation and a clear sense of your strengths go a long way. Here are six steps to help you do yourself justice in your next job interview.
Step 1: Prepare properly
Plenty of candidates wing it. Preparation is where many neurodivergent people have an edge, so use it. Research the company and the role. What do they stand for? Which skills are they asking for? What news have they shared recently that they are proud of? Their website, LinkedIn page and social channels will tell you a lot, and help you explain how you would fit in.
Then look up your interviewers on LinkedIn. Knowing a bit about their background gives you natural conversation starters and shows real interest in the role. They may see that you viewed their profile, depending on your privacy settings, and that is fine. It shows you have prepared.
Step 2: Know your strengths and say them out loud
Many neurodivergent people bring strengths employers value, such as deep focus, creative problem solving or spotting patterns that others miss. Employers need these skills, so make them part of your pitch.
When you are asked about your skills, give specific examples of what your strengths have achieved. For example:
- “When I’m focused on a project I can work through it very quickly. I finished a three-month project in half the time.”
- “I found a different way to approach a recurring problem, and it made the team noticeably more efficient.”
You do not need to mention neurodivergence to talk about your strengths. Frame them in terms of results and leave out personal details if you prefer.
Step 3: Decide whether to disclose
Whether you tell an employer you are neurodivergent is your decision, and there is no right or wrong answer. Being open can make it easier to get adjustments, such as:
- receiving interview questions in advance
- a quieter room or a video interview
- extra time for tests or written tasks
You can also ask for adjustments without explaining why. Acas guidance confirms that job applicants can ask for reasonable adjustments at any stage of recruitment. If you would like help with wording, our disclosure templates give you ready-made phrasing.
Step 4: Plan for open questions
“So, tell us about yourself.” It is the question many of us dread, because it is so open. (We have a whole guide on answering “tell me about yourself”.) A simple structure helps:
- Start with your current role or studies, and what brings you to this application.
- Pick one or two achievements and the evidence behind them.
- Explain why this role appeals to you and what you would bring.
- Add one memorable personal detail, such as something you love doing outside work, so you stand out from the other candidates.
Rehearse with someone you trust, or record yourself and play it back. It gets easier each time.
Step 5: Be clear about how you work best
You know your best working conditions, whether that is a quiet space, clear written instructions or flexible hours. If something is essential for you, raise it early. Employers who genuinely value neurodivergent talent will welcome the conversation and work with you on it. A working styles guide is a straightforward way to explain this once you start.
Step 6: Advocate for yourself
Speaking up can feel daunting, but it pays off. Owning your strengths and being clear about what you need lays the foundation for a good working relationship. Zahra, a neurodivergent recruitment professional at Omnicom Media Group, told us how disclosing her dyspraxia changed 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 disclose, your skills and perspective are assets. The right employer will recognise that.
In a nutshell
An interview is a two-way conversation. You are finding out whether the employer is right for you as much as they are assessing you. Prepare well, lead with your strengths and ask for what you need, and you give yourself the best chance of finding a role that fits.
How Enna can help
The Enna jobs board lists roles with employers who have committed to neuroinclusion, so you can apply knowing adjustments are part of the conversation. Register for job alerts to hear about new roles as soon as they go live.
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