When Is the Best Time to Reveal Your Neurodiversity During the Recruitment Process?

Navigating the recruitment process as a neurodivergent individual often brings unique challenges and questions. One of the most common dilemmas is deciding when to disclose your neurodiversity. The answer isn’t one-size-fits-all—it ultimately depends on your comfort level and how you choose to approach the conversation. 

Here’s a guide to help you decide what’s right for you and how to communicate effectively.

1. Before You Apply: The Job Description/Job Advert Stage

Some job descriptions might raise questions about accessibility or workplace accommodations for neurodivergent individuals. If you spot potential barriers such as tasks that seem rigidly structured or interview formats that might be challenging this could be a good time to contact the hiring team. Asking for clarification or noting your needs upfront can demonstrate self-awareness and a proactive mindset. 

2. In the Application Itself

Some companies have dedicated sections on their applications to disclose if you need accommodations for neurodiversity. If this feels like a safe space and you feel comfortable, it can be an opportunity to mention your neurodiversity. 

For example, you might write:

“I thrive when tasks are clearly structured and expectations are outlined in advance. If selected for an interview, I would appreciate receiving the format and questions in advance to better prepare.”

This approach frames your neurodiversity in a way that highlights your strengths and specific needs.

3. After Being Invited to an Interview

If the interview process involves accommodations such as scheduling flexibility, providing questions in advance, or ensuring a quiet environment, this might be the best time to disclose. 

You can make the conversation simple and direct:

“Thank you for the interview invitation. I am neurodivergent and would perform at my best with a few adjustments, such as [specific request]. Could this be arranged?”

This timing ensures that your disclosure is directly tied to your immediate needs. 

4. During the Interview

Revealing your neurodiversity during the interview itself can be an empowering choice if you’re comfortable and feel it’s relevant. For example, if you’re asked about your strengths, you might say:

“As a neurodivergent individual, I excel in [specific skill or trait, e.g., analytical thinking, creativity, or problem-solving]. This perspective allows me to approach challenges in unique ways.”

This can help normalize neurodiversity and position it as an asset. Keywords: “discussing neurodiversity in interviews,” “highlighting neurodivergent strengths during interviews,” “neurodivergent job interview strategies.”

5. After Receiving an Offer

If you’re not comfortable disclosing during the application or interview stages, you may choose to wait until you’ve received a job offer. At this point, you have greater clarity about the role and the workplace culture, which can make disclosure feel safer. 

This is a good time to discuss any accommodations you’ll need to succeed in your new role. 

Tips for Talking About Neurodiversity

• Focus on Strengths: Frame your neurodiversity as a unique perspective that enhances your abilities. 

• Be Specific: Clearly outline any accommodations you need and why they help you perform your best. 

• Practice Your Delivery: Rehearse how you’ll disclose to ensure you feel confident and clear. 

• Know Your Rights: Familiarise yourself with workplace disability rights in your country, such as the Equality Act 2010 in the UK or the Americans with Disabilities Act (ADA) in the US. 

Deciding What’s Right for You

The timing and method of disclosure depend on your comfort level and the role’s demands. Trust your instincts there’s no wrong choice, only what feels right for you. 

Remember, sharing your neurodiversity can be an empowering step toward fostering a more inclusive workplace.