Creating a More ADHD Inclusive Interview Process

Why Interview Adjustments Matter

Job interviews are designed to assess skills, experience, and suitability for a role. However, traditional interview formats can unintentionally create barriers for candidates with Attention Deficit Hyperactivity Disorder (ADHD).

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ADHD can affect attention regulation, working memory, processing speed, and executive functioning. In high pressure environments like interviews, these differences can become more noticeable. This is not because the candidate lacks ability, but because the structure of the process increases stress and cognitive load.

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Small, thoughtful adjustments can make a meaningful difference. They do not lower standards or give an unfair advantage. Instead, they help ensure the process accurately reflects a candidate’s strengths.

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It is also important to remember that ADHD presents differently in every individual. What supports one person may not support another. Open communication is always encouraged so adjustments can be tailored appropriately.

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Transparency and Structure

Uncertainty increases cognitive strain, particularly for people who already struggle with working memory and processing under pressure. Clear, proactive communication helps create a fairer experience.

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Consider providing:

• A clear outline of the interview stages such as screening calls, tasks, or panel interviews
• The interview format such as competency based or scenario based questions
• The number of interviewers and their roles
• The approximate duration of each stage
• Core topics or example themes that will be covered

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While follow up questions will naturally arise during discussion, sharing the main structure in advance reduces anxiety and allows candidates to organise their thoughts more effectively.

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When candidates understand expectations, they can prepare in a way that reflects their competence rather than their ability to think quickly under pressure.

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Adjusting Question Delivery

The way questions are asked can significantly affect how clearly a candidate with ADHD can respond.

Helpful adjustments include:

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Allowing written notes
Permitting candidates to bring bullet points or key reminders can help compensate for working memory challenges. Referring to notes often improves clarity and organisation.

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Using direct and specific questions
Clear and concise wording reduces cognitive load. For example:

• Instead of asking "Tell us about yourself"
• Consider asking "Can you describe a recent project where you led a team and what the outcome was?"

Specificity helps candidates structure their answers more effectively.

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Allowing additional time
Providing extra time, often around 25 to 50 percent longer, can reduce performance pressure and allow candidates to organise their thoughts before responding.

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This adjustment benefits many candidates by encouraging thoughtful, structured answers rather than rapid responses.

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Pausing between questions
Allowing brief processing time after a question is asked can improve the quality of answers and reduce stress.

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Managing the Physical Environment for In Person Interviews

Environmental distractions can significantly affect concentration for individuals with ADHD.

Ideally, interviews should take place in:

• A quiet, private room with a door that closes
• A space free from background conversations or office noise
• A room without visual distractions such as overlooking busy corridors
• A setting where the candidate faces the least distracting direction, for example a wall rather than a window

Public environments such as coffee shops or open shared spaces can be overwhelming and should be avoided.

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The aim is to minimise competing sensory input so the candidate can focus fully on the discussion.

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Supporting Focus in Virtual Interviews

Remote interviews come with their own challenges, particularly around digital and sensory distractions.

To create a more supportive virtual setting:

• Use a plain or blurred background
• Avoid visible movement behind the interviewer
• Ensure you are in a quiet space
• Turn off notification sounds on devices
• Avoid multitasking during the interview

Virtual environments can increase distractions, so minimising noise and movement is important.

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Encouraging Open Communication

While general inclusive practices are helpful, the most effective adjustment is simply asking:

"Is there anything we can do to make this interview process more accessible for you?"

This signals psychological safety and demonstrates a commitment to inclusion.

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Not every individual with ADHD will request adjustments, and not all will need the same support. The aim is flexibility rather than rigid protocol.

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Final Thoughts

Interviews are designed to identify capability and potential. When processes unintentionally disadvantage certain cognitive styles, organisations risk overlooking talented individuals.

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Small, reasonable adjustments such as clear structure, direct questioning, distraction free environments, and flexible timing can significantly improve fairness without compromising standards.

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Designing interviews that account for cognitive diversity allows employers to widen their talent pool and create workplaces that value different ways of thinking and processing information

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