Most people feel nervous before a job interview. For many neurodivergent candidates the standard format adds a layer of extra pressure: an unfamiliar building, small talk, ambiguous questions, expectations about eye contact and the need to answer on the spot. None of that tests whether you can do the job, but it can get in the way of showing it.
These are practical ways to reduce interview anxiety, with the emphasis on what you can control and the changes you are entitled to ask for.
Prepare in a way that suits how you think
Find out the format
Uncertainty drives a lot of anxiety. Ask the employer who you will meet, how long it will last, whether there is a task or test, and what the room or video setup will be. Most employers will tell you if you ask.
Prepare examples, not scripts
Write down four or five examples from work, study or life that show your skills, and practise telling them. The STAR interview method gives each example a simple shape (situation, task, action, result), which helps if you tend to lose the thread mid-answer or say more than you need to.
Practise out loud
Mock interviews with a friend, mentor or careers adviser make the real thing feel more familiar. Ask for specific feedback, such as whether your answers were the right length.
Plan the day
Do a trial run of the journey if you can, lay out comfortable clothes the night before and pack anything that helps you regulate, such as headphones for the journey or something to fidget with. Our article on managing stress before an interview has more ideas, many of which work whatever your neurotype.
Ask for reasonable adjustments
Job applicants are covered by the Equality Act 2010’s duty to make reasonable adjustments, so you can ask an employer to change parts of the process that put you at a disadvantage. Common requests include:
- the questions in advance, or in writing during the interview
- extra time for tests or tasks
- a quiet room, or a video interview instead of meeting in person
- a short break partway through
- a practical task instead of, or alongside, a conversation
You do not have to name a diagnosis to ask, although some employers may ask for a little context. Our reasonable adjustment request template for interviews gives you wording you can adapt. The government’s Access to Work scheme can also fund communication support at interviews for some candidates.
Look after your body and senses on the day
Arrive a little early so you are not rushing, but not so early that you spend half an hour in a busy reception. Slow breathing, with the out-breath longer than the in-breath, helps some people settle. If the lighting or noise in the room is a problem, you can say so and ask whether anything can be changed.
Deciding whether to disclose
Whether to tell an employer you are neurodivergent is your choice, and there is no single right answer. Some people find that being open saves the effort of masking and makes it easier to explain what they need. Others prefer to wait until they have an offer or have started the job. Our list of questions to help you decide about disclosure can help you think it through.
Interview them too
An interview is also your chance to find out whether this employer is right for you. Asking about flexibility, how the team communicates and how adjustments work tells you a lot about what working there would be like. These questions to ask a potential employer are a good place to start.
Reflect, then let it go
Afterwards, jot down what went well and what you would do differently, then put it aside. Replaying every answer at 2am rarely helps. If you do not get the job, ask for feedback. Not every employer will give it, but when they do, it is worth having.
How Enna can help
The Enna jobs board lists roles with employers committed to neuroinclusion, which takes some of the guesswork out of where to apply. Register for job alerts to have new roles sent straight to you, and use our CV help to make sure your application gets you through to interview in the first place.
