How to make job interviews more inclusive for dyspraxic candidates

This is the second in a five-part series of blogs designed to help employers become more dyspraxia-friendly – and, in doing so, more inclusive of neurodivergence. All recommendations are drawn from my lived experience of dyspraxia.

The opening post was an employer’s guide to what dyspraxia is. In this article, we focus on how to give dyspraxic candidates the best possible chance to succeed at interview.

Ask about adjustments early

First and foremost, ensure that your recruitment process gives candidates the opportunity to disclose whether they are neurodivergent, and to request any adjustments that would support them.

Make sure your words don’t sound or read like a box-ticking exercise. Use language that makes clear your intent: that you want every candidate to have the best possible chance to perform at their best.

Support getting to the interview

Many dyspraxics find physically navigating new environments challenging – especially when already under pressure.

By the time a candidate arrives, they may already be using a significant amount of mental energy thinking about the interview itself: how to answer questions, how to present their experience, how to make a good impression.

If a candidate has shared that they are dyspraxic, consider (sensitively) asking whether any support with arrival would help. Even if they decline, the offer alone signals awareness, thoroughness, and care.

Offer to meet candidates when they arrive 

This is a simple adjustment with a big impact.

Arriving at a large or unfamiliar building and then having to follow directions to find the right room can be a significant source of anxiety. Offering to meet a dyspraxic candidate at reception or the front entrance can remove that pressure entirely. (My employer, for example, has a huge, labyrinthine building.)

Meeting at reception allows the candidate to stay calm, focused and ready to perform – rather than feeling disoriented before the interview has even kicked-off.

Provide support during breaks

If your interview process includes breaks – such as a lunch interval – offer to escort the candidate out and meet them again when they return to the building.

This helps keep their focus on the interview itself, rather than on navigating an unfamiliar environment multiple times.

Where’s the toilet?

The same navigation principle applies to smaller moments, such as finding the toilets.

Avoid giving a series of verbal directions unless the facilities are immediately visible. Instead, offer to show the candidate where they are and bring them back.

These small actions demonstrate thoughtfulness, and reduce unnecessary cognitive load.

Be wary of timed exercises

If your process includes assessments or exercises, think carefully about whether strict time limits are essential.

Many dyspraxics process information more slowly. This does not reflect ability – it simply reflects how our brains works.

Where possible, allow additional time or remove time pressure altogether. You may gain a far more accurate picture of the candidate’s true capability.

Provide written instructions

If you include any form of task or assessment, always provide written instructions alongside verbal ones.

Dyspraxics can find it difficult to retain and sequence verbally-delivered information. Written guidance allows us to process instructions at our own pace and refer back when needed.

Create a neurodivergence adjustments guide

Consider developing a simple information leaflet outlining the adjustments your organisation offers for different forms of neurodivergence.

This should include a page on dyspraxia with examples like those above, along with an invitation for candidates to request additional, individualised support.

Providing this in both digital and printed formats ensures accessibility and reinforces your commitment to inclusion.

What’s next in the series

Your dyspraxic candidate has got the job – what happens next? In the third part of this five-part series we’ll explore how to make day one and the induction period a supportive, inclusive experience.

Working with me

If you’d like to go beyond awareness and take practical steps towards becoming a more neurodiversity-friendly organisation, I offer dyspraxia talks and workplace consultancy tailored to employers.

Feel free to get in touch to find out more.