We’ve already talked about the huge untapped talent pool of neurodivergent workers and why it matters for manufacturing. But let’s get practical, because awareness is great, but actually accessing that talent is where the real value lies.
Here’s what we’re seeing: companies talk a good game about inclusive hiring, but their actual processes tell a different story. Most hiring managers have no idea they’re screening out incredible talent before candidates even get through the door.
The Application Reality Check
Let’s start at the beginning. How does someone actually apply for roles within your company?
Think about your current process. Is it crystal clear where candidates should apply? What steps do they need to take? What do you expect at each stage? If you’re shrugging right now, you’ve found your first problem.
Recent research shows that neurodivergent candidates often need comprehensive explanations of job responsibilities and required skills. Simply providing an overview can be challenging for them. Your job ads should clearly outline day-to-day tasks and necessary proficiencies.
Think Beyond the Resume
Consider accepting varied application formats. Does it have to be an emailed resume, or could someone submit a video demonstrating their problem-solving approach? Could they showcase their attention to detail through a work sample?
Don’t let your unconscious bias cloud your evaluation of candidates either.
Patchy work history? Maybe this candidate wasn’t unreliable. Maybe they were unsupported in previous jobs or faced inaccessible hiring processes elsewhere.
CV typos? Before you write someone off as “lacking attention to detail,” consider that this could indicate dyslexia. Studies show that traditional recruitment processes often fail neurodivergent individuals who may excel at the actual job requirements.
The Interview Revolution
Here’s where most companies really miss the mark. Traditional interviews heavily weight social cues – body language, eye contact, and small talk. But for many neurodivergent candidates, social interaction simply looks different.
Harvard Business Review research found that “although neurodiverse people may excel in important areas, many don’t interview well. For example, autistic people often don’t make good eye contact, are prone to conversational tangents, and can be overly honest about their weaknesses.”
These traits have little to do with job performance. Focus on the skills and attitude needed for the role, not how well someone performs neurotypical social expectations.
What Actually Works: Practical Interview Changes
Provide Questions in Advance: Research from 2024 shows this simple step reduces anxiety and promotes more comfortable interviews.
Control the Environment: Choose quiet locations without clutter, harsh lighting, or strong odors. Glassdoor’s latest guidance emphasizes that noisy, distracting settings can be uncomfortable for those with sensory processing differences.
Meet Them at the Door: This isn’t just polite. Meeting candidates at a specific time and walking them to the interview room can significantly ease pressure and anxiety.
Skip the Curveball Questions: “Left field” questions designed to catch candidates off guard can cause major anxiety for neurodivergent individuals. Stick to clear, concrete questions that assess actual job skills.
The Business Impact
JPMorgan Chase reported that neurodiverse hires were 48% faster and 92% more productive than their peers in certain tech roles.
In food and beverage manufacturing, where attention to detail, pattern recognition, and systematic thinking are crucial, these advantages translate directly to operational excellence.
Making It Happen
The best part is that most of these changes cost nothing and benefit all candidates, not just neurodivergent ones. Clear job descriptions, structured interviews, and respectful treatment improve everyone’s experience.
What if your application process could play to neurodivergent strengths instead of working against them?
