“Just let us know if you need any adjustments” is a common line in job adverts — and it puts all the labour of self-advocacy on the candidate, often at the exact moment they’re least able to do it well.
Offer adjustments by default
Rather than waiting to be asked, list what’s available up front: extra preparation time, written questions in advance, a choice of video or phone, breaks during longer processes, and a named contact for questions.
Structure reduces anxiety for everyone
A consistent interview structure — the same core questions, in the same order, scored against the same criteria — tends to improve outcomes for neurodivergent candidates without disadvantaging anyone else. It’s simply better practice.
Say what “good” looks like
Vague criteria like “culture fit” or “strong communicator” hide a lot of unconscious bias. Be specific about what you’re actually assessing, and how.
We cover this in more depth in our Guides & Toolkits. If you’d like to share how your organisation approaches this, we’d love to hear from you.