Going through the recruitment process as someone with ADHD has been a fascinating, and at times, challenging experience. I’ve spent eight years on the other side of the table as a recruiter, yet finding myself as the candidate came with some unexpected lessons. Being diagnosed with ADHD later in life has been eye-opening; it’s like having a mirror held up to everything I thought was just “me.” In my case, this meant realizing that my natural energy, enthusiasm, and slightly quirky nature—traits I’ve often embraced—were part of a broader picture.
Since my diagnosis, I’ve gained a whole new perspective on what makes interviews work for people with ADHD, and why the typical hiring process might not play to our strengths. Interviews can be high-stress environments, and for those of us with ADHD, this can bring out the best and the worst in our communication style. We might express our thoughts in a big rush, go off on a tangent, or seem to miss the question entirely. It doesn’t mean we don’t know the answer; sometimes, it’s just about the way we organize our thoughts. And often, a patient interviewer willing to ask clarifying questions can bring out the best in us.
This journey has taught me that recruiters and hiring managers who approach interviews with kindness and patience make all the difference. At one of my recent interviews with Sharples Davies, I was fortunate to find a team who truly understood this. They were supportive and interested in getting to know me as a person, which put me at ease. And when we’re relaxed, our minds can better sift through those fast-flying thoughts, allowing us to focus and answer questions clearly. It’s a small shift, but an important one—and it made a world of difference.
If you’re interviewing with ADHD, my advice is to ask for the interview questions beforehand, so you can think through your answers in advance. This can help you feel more grounded, so you’re less likely to feel overwhelmed by the rapid-fire thoughts that ADHD can bring. Give yourself permission to take a moment, breathe, and let your natural abilities shine through.
Did you know that around 50% of people with ADHD are considered “twice exceptional,” meaning they are gifted alongside having ADHD? Often, people with ADHD are highly creative, innovative, and able to approach problems in unique ways. This, paired with high energy and enthusiasm, is an incredible asset. As a recruiter, I now see how important it is for companies to embrace neurodiversity. Simple adjustments to the recruitment process—like being patient, open, and encouraging—can unlock exceptional talent that might otherwise be overlooked.
The world needs innovative thinkers and people who bring a fresh perspective. Embracing ADHD in the workplace doesn’t just benefit individuals; it strengthens teams, boosts creativity, and fosters an inclusive culture. So, as someone who’s been on both sides of the hiring table, I wholeheartedly encourage recruiters to look at ADHD not as a hurdle but as an opportunity. There’s a wealth of talent out there, just waiting for the right environment to thrive.
Antonia Hayward
