Could your recruitment process be screening out great candidates without you even realising it?

October is ADHD Awareness Month, and it feels like a good time for businesses to pause and look at how they recruit.

Being good at interviews and being good at the job are not always the same thing. A vague job description, unexpected questions or an unstructured interview can create barriers that have very little to do with someone’s ability to succeed in the role.

Five small changes can make recruitment more inclusive:
Write clearer job descriptions
Use structured, direct interview questions
Share the interview format in advance
Offer different ways to demonstrate ability
Provide clear and supportive onboarding

This isn’t about lowering standards.It’s about removing barriers that have nothing to do with whether someone can do the job.

We are not an ADHD specialists, but after 28 years in recruitment, we do know that small changes to the hiring process can make a real difference not only for neurodivergent candidates, but for every candidate.

If you’re reviewing your recruitment process or preparing to make your next hire, we are always happy to have an honest conversation.

#ADHDAwarenessMonth#InclusiveRecruitment#Recruitment#SMEBusiness