Starting a New Job When You’re Neurodivergent

Last month was ADHD Awareness Month, which got me thinking about neurodiversity, workplace inclusion and my own experience of entering full-time employment. It felt like a fitting subject for my first blog post!

I was diagnosed with combined ADHD at an early age. Before starting work in a traditional office, the thought of an open-plan environment, bright lights, and frequent distractions was daunting. Organising tasks, managing time, restlessness, and remembering information can all present challenges for me. Although I understood many of my needs, I worried about managing them while learning a new role and making a good impression.

Fortunately, I felt comfortable discussing those concerns with my employer before I started. I knew what had helped me in education, and the conversation about translating that support into the workplace was met with understanding.

Small Changes That Can Make a Difference

I now use noise-cancelling earplugs or headphones, let colleagues know when I need uninterrupted time and take short ‘brain breaks’ to stretch my legs before returning to a task. The variety in my role also suits me: having something new and interesting to focus on helps keep me engaged and motivated.

Seeing the difference these adjustments make has helped me manage my ADHD at work and feel more confident expressing my needs. Working in recruitment, it also makes me appreciate the concerns candidates may have before starting a job - and the value of feeling able to discuss them.

The Same Diagnosis Does Not Mean the Same Needs

My experience is personal to me. Someone else with ADHD may find a predictable routine helpful, while I can find repetitive tasks difficult to stay engaged with. The same individual differences exist across other forms of neurodivergence, including autism, dyslexia and dyspraxia.

In recruitment, this means looking beyond a diagnosis or job title. The tasks, pace, environment, and management style all help shape someone’s experience of a role. Talking about what interests you, what you find challenging, and how you work best can help a recruiter understand which opportunities may suit you.

Some candidates may feel more comfortable discussing their needs with a recruiter first. With their agreement, we can help explain relevant support needs to a prospective employer, ensuring the candidate has a say in what is shared and when.

Small Changes Worth Trying

Support can start before someone joins. Explaining the interview format in advance or allowing time to consider a question can help candidates demonstrate their skills. Employers can then focus on what someone’s answers reveal about their ability to do the job.

In the workplace, written instructions, clear priorities or access to a quieter space may help.

My own experience has shown me how useful practical adjustments can be, but the starting point should always be understanding the individual difficulty and discussing what could help.

Keeping the Conversation Going

Someone may only recognise what support they need once they have settled into a role. Regular check-ins give employees and managers an opportunity to discuss what is working and make changes where needed. Employers cannot always see when someone is struggling or know whether an adjustment is helping, so feeling comfortable giving honest feedback matters too.

It’s a two-way conversation: employers can make space to ask and listen, while employees can share what they are experiencing and where they may need further support. Neither side needs to have every answer, but keeping communication open makes it easier to work things out together.

In recruitment, we can help make those conversations easier for others, giving candidates space to explain their needs and employers a better understanding of the person joining their team.