Three steps to make your recruitment process more inclusive for ADHD candidates

2 min readApr 9


In 2021, I set out to change the job search process to make it more inclusive for job seekers and effective for companies. Having seen close friends with ADHD struggling to find jobs, I realized that the current recruitment processes and tools are not built to include neurodivergent candidates.

We started a mission to search for a way to make the job search more engaging, fair and inclusive for everyone.

Our research started with over 200 comments from online sources with direct references to ADHD or ADHD-related problems when applying for a job. Some of the main findings were that job seekers often felt discouraged or intimidated to apply due to their low self-esteem. Many compared themselves to “more normal and preferred” candidates and thought that they would not be able to reach their full potential.

Quotes from candidates with ADHD and how they experience the recruitment process.

Being neurodivergent does not mean you are not capable of working. The people I have known with ADHD are super creative and dedicated when they find the work they truly enjoy and are passionate about. Did you know that neurodiverse teams are 30% more productive (Fisse, 2022)? Companies can implement systematic changes to make their recruitment processes and workplaces more inclusive for neurodiverse candidates.

Here are three steps your company can take, and these steps are actual recommendations from candidates with ADHD:

  1. Avoid a lengthy job description. Keep it short with bullet points. Keep everything into one page.
  2. Remove cover letter from the application process. Many candidates feel that cover letters are redundant and drop out of the process. If you want to test their motivation for the job, try another approach, such as a gamified test or task to perform.
  3. If you use assessment tests, explain clearly the purpose of each test and what is required from the candidate. If candidates do not understand how the test is relevant for the position, this will demotivate them from completing the tests.

We are looking for companies to participate in our research: either you have hired neurodivergent candidates in the past and would like to share your experience, or you are looking for ways to make your recruitment process more inclusive. Drop us an email if you would like to join:

From Mai & the PropL team

Research credit to Ross Cunningham.


Fisse, D. (2022). Neurodivergent Employees Boost Productivity and Innovation in the Workplace. Is Yours Reaping the Benefits? Springhealth.




Virtual work experience for effective and fair recruitment