ADHD Job Interviewing Tips - For Employers

So, you’re a business practicing inclusivity.

You have it on every webpage, at the end of every article, and typed between vertical bars on your LinkedIn profile. However, you may still be overlooking challenges that impact individuals’ everyday lives in significant ways—all because they are otherwise invisible or stigmatized.

One of these challenges is ADHD.

Here are 11 ways you can help individuals with ADHD navigate an interviewing process.

What is ADHD?

ADHD is a neurodevelopmental disability recognized by the Americans with Disabilities Act that affects adults and children in areas such as attention, impulsivity, and hyperactivity. For some, their primary challenge is in maintaining focus. For others, they might struggle with impulsiveness and excessive activity. Regardless, people with ADHD often exhibit strengths such as above-average intelligence, creativity, problem-solving abilities, and high energy levels. Recognizing these attributes and adjusting the interview process can help employers discover valuable talent.

• Clear Communication: Provide clear, concise information about the interview process, including the format, duration, and expectations; this helps candidates with ADHD mentally prepare. ADHD often co-occurs with Rejection-Sensitive Dysphoria, which can include fear of criticism or placing an unhealthy amount of focus on perfection. Therefore, clear communication can help someone with ADHD plan ahead, reducing unexpected anxieties and allowing for more precise interview responses.

• Flexible Scheduling: Offer flexible scheduling options, including the choice of interview times that suit the candidate’s peak productivity periods. Morning interviews may be challenging for some individuals with ADHD; sleep disorders are common with ADHD for various reasons—delayed sleep phases, insomnia (whether organic or medication-based), and sleep disturbances. Accommodating their preferred times can make a significant difference in ensuring you have the best version of your interview candidate.

• Structured Environment: Conduct interviews in a quiet, distraction-free environment.

• Straightforward, Direct Questions: Ask straightforward, direct questions and avoid overly complex or multi-part inquiries. This allows candidates to process and respond more effectively. Providing written questions in advance can also be beneficial.

• Allow Breaks: Offer short breaks during longer interviews. Breaks can help candidates maintain their focus and manage any anxiety or restlessness they may experience.

• Active Listening and Patience: Practice active listening and be patient! Candidates with ADHD often take a bit longer to organize their thoughts. Allow them time to articulate their responses fully. If you find them slipping off on a tangent, steer them back on topic by inserting a pause or asking a clarifying question.

• Allow Note-Taking: Candidates with ADHD often have trouble with linear thinking. They may begin their response in a very structured way only to quickly lose sight of its purpose. To help them remain on topic, allow note-taking and jotting down bullet points/talking points a few moments after asking a question.

• Feedback Opportunity: Provide an opportunity for candidates to give feedback about the interview process. This can help you understand what accommodations were adequate and identify areas for improvement.

• Evaluation of Skills: Focus on evaluating the candidate’s skills and qualifications rather than their interview style. Consider alternative assessment methods, such as work samples or practical tasks, that might better showcase their abilities.

• Awareness Training: Conduct training sessions for hiring managers and interviewers on ADHD and other neurodiverse conditions. This helps build awareness and understanding, leading to a more inclusive interview process.

• Continuous Improvement: Regularly review and update your interview processes and accommodation policies. Stay informed about best practices and legal requirements related to accommodating individuals with disabilities, including ADHD.
  
  

In short, consider what you want your business to look like, your team. Be honest—not every environment is structured for people with ADHD to excel. Then, if you are a business or organization that would truly like to foster disability inclusivity for those with ADHD, accommodating candidates during job interviews is about more than compliance. It’s about tapping into a diverse talent pool and fostering a welcoming workplace. By implementing a few of these thoughtful strategies, employers can ensure that every candidate has the opportunity to showcase their true potential, leading to more equitable hiring outcomes and a richer organizational culture.

For the individual with ADHD, it’s up to you whether you disclose your status to a prospective employer. If you choose not to, find ways to provide your own accommodations. If you decide to, and the employer willingly works with you, that may be a great sign if you wind up on their team in the future.