While navigating the current job market can be daunting for anyone, it can feel particularly intimidating for neurodiverse individuals.
As a client recently shared with me, traditional job interviews often favor neurotypical communication styles and social cues, which can make it difficult for neurodiverse individuals to showcase their unique strengths. At the same time, mastering obscure concepts like small talk, executive presence, and storytelling can feel nearly impossible.
Approximately 15–20% of people identify as neurodiverse according to recent research, and this number is even higher among the long-term unemployed.
As a trauma-informed coach who identifies as neurodivergent, I regularly partner with job seekers on learning interview and storytelling best practices and finding ways to remain authentic and true to themselves.
(I live with generalized anxiety disorder, obsessive-compulsive disorder, post-traumatic stress disorder, and panic disorder and regularly share my mental health story as part of my recovery journey.)
How To Prepare For Interviews As A Job Seeker Who Is Neurodivergent
Continue reading for 7 practical strategies to help you prepare for your next interview.
A quick yet important note before we dive in: No two individuals are the same. The following interview strategies stem from my lived experience, advanced training in coaching and mental health, and success in partnering one-on-one with 1,000+ clients. You’ll want to be sure to customize these tips to fit your unique job search.
1. Focus on your strengths.
For starters, you want to focus on your strengths throughout the interview. While this tip applies to all job seekers, it’s particularly important for those who identify as neurodiverse, as low confidence and poor self-esteem can be barriers to landing a new role.
“Neurodivergent job candidates often undersell or underestimate their own skills,” explains Jessica Michaels, coach and consultant at The Neurodiverse Workplace, LLC. “It’s easy to feel like you are ‘bragging’ when you are talking about successes. This is the opposite of what many neurotypicals do. Be confident in yourself and your work.”
Lynn Miner-Rosen, career development and job search coach at LMR Coaching, LLC, agrees and says that neurodiverse candidates need to know their strengths, skills, and knowledge, in addition to taking the time to learn about themselves, their abilities, and their rights at work.
If you’re struggling to identify what sets you apart from other applicants, the following are a few examples from my clients who identify as neurodiverse to serve as inspiration:
- Increased empathy and ability to connect with colleagues and customers.
- Excelling at thinking outside the box and creating innovative solutions.
- Ability to make connections that few other people can.
- Learning new technology and coding languages extremely fast.
- Exceptional accuracy and attention to detail.
- Relentless commitment to diversity, equity, inclusion, belonging, and social justice.
Notably, you don’t want to simply state your strength in the interview and then move on to your next point. Instead, you must explain how the strength is relevant and applicable to the position you are targeting, and how it sets you apart from other applicants. In other words, you must clearly communicate your fabulousness.
2. Advocate for your needs.
As you prepare for your interview, you’ll also want to consider the role accommodations might play in your conversation.
While many companies proactively ask all candidates whether they need accommodations, this isn’t always the case. Unfortunately, workplaces still have a long way to go in becoming fully welcoming and inclusive for neurodiverse people.
Whether the company initiates the conversation or you choose to bring it up, you’ll want to think carefully about what accommodations you need and how to articulate your request effectively.
If you do choose to request an accommodation, you want to focus on your specific needs from the employer, rather than your diagnosis.
3. Don’t feel pressured to self-disclose.
While you may request accommodations during the interview process, please know that you are never obligated to self-disclose your neurodiversity until you feel completely comfortable doing so.
Let me be crystal clear here: You do not have to share that you identify as neurodiverse until you are 100% ready for that conversation.
According to Miner-Rosen, some people who live with ADHD want to disclose it “so they can feel like themselves.” However, she explains that there is still a lot of judgment and misunderstanding about different challenges they may encounter and the impacts they might have on the employer, so she highly recommends against disclosure.
Instead, if you have tics, slur your words, or cough randomly, she advises that you proactively bring it up at the start of the interview. “You can tell the interviewer that your tic or cough does not affect your ability to do the job you are interviewing for,” she says.
“Many people won’t even notice, but it is important to share right from the start,” she adds. “They will be happy that you were honest with them.”
Before making any disclosure, take the time to carefully weigh the pros and cons. You want to consider how disclosing might impact your job search and whether doing so aligns with your personal comfort level and professional goals.
It can also be helpful to research the company and culture, since those companies that are doing the work to actively support neurodiverse individuals are more likely to embrace your full self throughout the interview process.
If you do ultimately choose to disclose, you might consider first practicing the conversation with a friend, family member, mentor, or someone else you trust. This can make you feel more comfortable and confident going into the conversation and ready to answer any questions that may arise.
4. Invest in professional help.
Part of advocating for your needs during the job search may involve investing in professional support, such as an interview coach. Remember, asking for help does not mean that something is wrong with you.
In fact, professional athletes, pop stars, and top executives invest in coaches not because they are broken, but because they want to take their skills to the next level.
An interview coach can support you as you develop and refine your key interview talking points, calm your interview nerves, and find ways to show up more confidently when your big day comes.
“If possible, do a mock interview with a neurodiversity career coach,” recommends Michaels. “That will help you figure out how the interviewer is likely to view and understand your answers.”
Importantly, you want to find an interview coach who has proven success partnering with job seekers who identify as neurodiverse, as the experience of navigating interviews can be unique and nuanced for neurodiverse individuals.
“The biggest challenge right now for the neurodiverse community is getting the advice and support they need before they apply for a job,” explains Miner-Rosen. “There are very few knowledgeable career professionals and lawyers who understand ADHD, ASD, Asperger’s, Tourette’s, disability laws, how human resources works, and what to say and not say on a resume and in an interview.”
5. Prepare leading up to your big day.
Speaking of which, you must set aside enough time to practice your talking points and potential questions before your big day.
Michaels suggests reviewing a list of common interview questions and rehearsing your responses aloud. “Before the interview, think of some examples of your previous work or school that you are proud of,” she explains. “It’s best to have these in mind beforehand so that you can easily recall them when you answer questions about your skills.”
She also suggests that you “Jot a few notes down for yourself in a notebook or in a document. It’s ok to have things with you to reference while you are interviewing.”
Part of your preparation will include developing questions for the interviewer. If you have specific questions about compensation, time off, or specific workplace policies, Michaels recommends waiting until the final stages of the interview process to ask them. According to her, some neurodiverse candidates will inquire about topics that are considered “inappropriate” earlier than necessary in the hiring process.
6. Adequately research the company and culture.
Conducting thorough research on the company and its culture will not only help you prepare for your big day but can also help you decipher whether it’s a place where you’ll truly feel welcome, included, and set up for long-term success.
Miner-Rosen suggests that, if possible, you should learn as much as you can about the company before you apply. This proactive approach can help you avoid potential job scams, uncover red flags, and show prospective employers that you’ve really done your research.
As you research the organization, ask yourself:
- Does the company have a thoughtful diversity and inclusion page on their website?
- Do they discuss neurodiversity?
- What signs indicate that you will feel included and welcome?
In addition to online research, you’ll want to speak with at least one person who currently or formerly worked at the company, according to Miner-Rosen. Use this conversation to learn about the work expectations and see if the culture aligns with your preferences.
7. Check in with the interviewer throughout the conversation.
During the interview itself, your goal is to perform at your best. However, picking up on social cues can sometimes be challenging, particularly for neurodiverse individuals.
One way to minimize misunderstandings is to check with the interviewer for feedback throughout the conversation. This practice not only helps clarify your responses but also allows you to gauge the interviewer’s reactions, which can be difficult to interpret in the moment.
This practice can be as simple as asking questions like:
- “Is it okay if I share a story?”
- “Would you like me to elaborate on any part of my answer?”
- “Did that fully answer your question?”
Be mindful of how often you ask for feedback, as you don’t want your inquiries to dominate the conversation or disrupt its flow. That said, checking in with the interviewer allows you to maximize clarity and alignment rather than assuming that you’re providing them with the types of responses they’re looking for.
On a final note, “If you are able, smile and make eye contact as much as you are comfortable,” reminds Michaels.
Is It Normal To Feel Awkward During An Interview?
Please know that you’re not alone if you feel awkward interviewing. Many job seekers feel discomfort or anxiety during job interviews, which can lead them to freeze or ramble during the conversation.
Spending ample time practicing your responses ahead of time can significantly reduce interview nerves. You can also request reasonable accommodations that can help you perform at your best on your big day.
Should I Disclose That I Am Neurodivergent During My Interview?
Deciding whether to disclose that you are neurodivergent during the job search is a personal decision. Keep in mind that there is still a lot of stigma when it comes to neurodiversity and mental health, and not all interviewers will be fully accepting.
That said, you should definitely consider asking the interviewer thoughtful questions about the company’s culture and practices, as this will help you better assess the company culture, your prospective boss, and whether you will feel welcome and included.
What Accommodations Can I Ask For In An Interview?
The accommodations you can request during an interview depend on your specific needs. Notably, employers are required by law to provide reasonable accommodations during the hiring process. Some examples of accommodations you may request include:
- Ensuring the interview room is a quiet space free of overwhelming sensory stimuli.
- Adjusting the interview format to something like Zoom or the phone.
- Receiving the interview questions ahead of time.
- Allocating additional time to complete a case study or technical interview.
- Using assistive technology.
Remember to communicate your accommodation request clearly and in advance of the interview, focusing on your specific needs rather than your disability.
Succeeding In The Interview As A Neurodivergent Job Seeker
You can thrive in an interview as a neurodivergent job seeker. Importantly, you want to focus on your strengths, advocate for yourself and your needs while not feeling pressured to self-disclose before you’re 100% ready, and invest in professional help when necessary. With the right mindset and enough preparation, you can convert your interview into a job you love.
If you’d like support from a trauma-informed interview coach as you navigate the job search process, please feel free to reach out or schedule a consultation. I’m here for you! You’ve got this!
