Helping Neurodivergent Candidates to Thrive

Hiring the right people is critical to any business’s success, but for many employers, the conversation around inclusive hiring still overlooks one important group: neurodivergent candidates.

A&S Recruitment’s Becky Crevald explains how the company has seen firsthand the benefits businesses gain when they embrace neurodiversity in their hiring practices. She says: “With the right support, neurodivergent employees often bring fresh perspectives, creative problem-solving, and laser-sharp focus to the workplace. However, tapping into this talent pool requires more than just good intentions; it necessitates understanding, flexibility, and a willingness to adapt.

“The first step is clarity. Just like with any role, defining responsibilities, expectations, and success metrics is key, but it becomes even more important when hiring neurodivergent candidates. Vague or overly broad job descriptions can discourage great applicants from applying. We always advise clients to be specific and transparent in their job ads, avoiding jargon and clearly outlining essential skills versus “nice-to-haves.” This not only widens the talent pool but also gives neurodivergent applicants the context they need to self-assess whether the role is right for them.

Interviews are another area that often requires adjustment. Becky explains: “What we’re finding now is that candidates are happy to disclose their neurodiversity, either when they register or on their CVs. This gives us the opportunity to have a conversation early on about their preferred communication style.

“By proactively asking neurodivergent candidates how they’d like to engage—whether that’s written communication, video calls, or structured interview questions—we ensure that the process sets them up for success. Structured interviews are already a best practice, but tailoring them to individual needs makes them truly inclusive.”

A&S Recruitment’s support doesn’t stop at the interview. “We recognise that neurodivergent candidates often need additional guidance to navigate application processes and understand workplace expectations. This openness enables us to better match them with the right role and client. It’s not just about ticking a diversity box – it’s about creating a real fit that benefits both the candidate and the business.”

The A&S team also work closely with employers to prepare them too, sharing insights on how small accommodations—like flexible start times, clear written instructions, or quiet workspaces—can make a significant difference.