Neuroinclusion: Recruiting Tips for HR and Interview Guidance
Some tips and guidance on identifying roles, posting jobs, screening, and interviewing a neurodivergent candidate. Download the Document1PUBLIC© 2023 SAP SE or an SAP affiliate company. All rights reserved. ǀ
Identifying Roles and Posting Jobs
Adapt Screening Practices
• Local partners with expertise in neuroinclusion provide valuable insights during the
screening process and help avoid misunderstandings.
• Thoroughly brief all involved with assessing neuroindivergent candidates for a
positive experience. This may include recruiters, recruiting operations, local leads
and hiring managers.
• Communication and interpersonal skills are typically heavily weighted in
assessments. Keep in mind that many neurodivergent candidates tend to struggle
to ‘sell’ their skills.
• Review the strengths of the employee. Consider that some responsibilities may
need to be redistributed across the team for efficiency.
Source Candidates From Multiple Channels
• Applications submitted directly to your organization’s career site
• Inquiries to the neuroinclusion program’s central mailbox
• Screened candidates recommended by the local partner
• Employee referrals
• Networking events and career fairs geared toward the neuroinclusion community
Adjust job postings to be neuroinclusive. Start by asking yourself:
• Is the language clear and straightforward?
• Are the ‘must-have’ requirements clearly delineated from the ‘nice-to-have’ or
beneficial skills/abilities?
• Is there any unnecessary information or jargon that can be removed?
Other Considerations
When reviewing applications and screening neurodivergent candidates, focus on the
skills, education, and experience the individual has relative to the position to be filled
instead of how skilled the candidate is at interviewing.
You may hear questions such as, “Which jobs does your offer for neurodivergent
candidates?” At SAP, we do not have specific jobs for the neurodiverse—we hire
candidates who are able to perform the roles our business needs. There continues to
be stigma and myths surrounding the capabilities and potential of neurodivergent
people; however, there are no role limitations as to what neurodivergent individuals can
or cannot do, other than specific knowledge, skills, abilities, and interests relative to the
job. Neuroinclusive pre-hire and workplace adjustments can make all the difference for
uncovering those capabilities and creating the right conditions for the person to be
successful:
Recruiting tips for HR
Neuroinclusion at SAP
Disclaimer: SAP has provided these reference materials only as a guide. You should ensure compliance with local laws and consult your legal partners for
specifics relating to regions of operations for your corporation.
Identifying Roles and Posting Jobs
Adapt Screening Practices
• Local partners with expertise in neuroinclusion provide valuable insights during the
screening process and help avoid misunderstandings.
• Thoroughly brief all involved with assessing neuroindivergent candidates for a
positive experience. This may include recruiters, recruiting operations, local leads
and hiring managers.
• Communication and interpersonal skills are typically heavily weighted in
assessments. Keep in mind that many neurodivergent candidates tend to struggle
to ‘sell’ their skills.
• Review the strengths of the employee. Consider that some responsibilities may
need to be redistributed across the team for efficiency.
Source Candidates From Multiple Channels
• Applications submitted directly to your organization’s career site
• Inquiries to the neuroinclusion program’s central mailbox
• Screened candidates recommended by the local partner
• Employee referrals
• Networking events and career fairs geared toward the neuroinclusion community
Adjust job postings to be neuroinclusive. Start by asking yourself:
• Is the language clear and straightforward?
• Are the ‘must-have’ requirements clearly delineated from the ‘nice-to-have’ or
beneficial skills/abilities?
• Is there any unnecessary information or jargon that can be removed?
Other Considerations
When reviewing applications and screening neurodivergent candidates, focus on the
skills, education, and experience the individual has relative to the position to be filled
instead of how skilled the candidate is at interviewing.
You may hear questions such as, “Which jobs does your offer for neurodivergent
candidates?” At SAP, we do not have specific jobs for the neurodiverse—we hire
candidates who are able to perform the roles our business needs. There continues to
be stigma and myths surrounding the capabilities and potential of neurodivergent
people; however, there are no role limitations as to what neurodivergent individuals can
or cannot do, other than specific knowledge, skills, abilities, and interests relative to the
job. Neuroinclusive pre-hire and workplace adjustments can make all the difference for
uncovering those capabilities and creating the right conditions for the person to be
successful:
Recruiting tips for HR
Neuroinclusion at SAP
Disclaimer: SAP has provided these reference materials only as a guide. You should ensure compliance with local laws and consult your legal partners for
specifics relating to regions of operations for your corporation.
2PUBLIC© 2023 SAP SE or an SAP affiliate company. All rights reserved. ǀ
• Provide 24 hours or more of advanced
notice for interviews
• Share interview questions/topics in
advance - this allows candidates to be
more focused on conveying capabilities
• Provide details well beforehand, such as
sequence of discussion, interviewers’
names and titles, assessments to be
conducted
• Provide a calm waiting area
• Share a descriptive visual guide for what to
expect upon arrival
• Ask what sort of adjustments or information
the candidate may need to feel
comfortable, such as where the discussion
will be held.
• Where appropriate, use short work trials or
work samples to allow candidates to show
(rather than tell) their abilities.
Top Tips
• Remember that each candidate is
unique: they may or may not exhibit
certain behaviors and accommodation
needs will vary.
• Many neurodivergent people have
experienced countless rejections
during interview processes - bear this
in mind when conducting an interview.
Kindness and empathy go a long way!
• Maximize the interview’s effectiveness
by reducing potential stressors and
avoiding assumptions.
• Be ready to reformulate questions as
needed. Be open and non-judgmental.
Minimize Anxiety
• Interview facilitator: A facilitator,
typically from a third party, acts as a go-
between to ease communication by
rewording unclear questions, helping
candidates understand what the
interviewer is looking for, and supporting
the interviewer by prompting the
candidate to elaborate. Facilitators do not
answer on behalf of the candidates.
• Offer alternate locations: Interviews
while walking or in non-traditional spaces
(ex. empty cafeteria) can allow some
candidates to feel more verbal. Others
prefer to type their responses due to a
hearing-speech delay.
• Scheduling: Meet 1-to-1 (plus facilitator if
needed) instead of hosting a panel set-up.
Schedule 20–30-minute breaks in
between interviews if multiple discussions
are held on the same day to allow better
focus.
• Plan for extra time: Don’t rush – take
time to get to know the candidate and
allow extra time. Some candidates may
have a challenge with spontaneity and
may require a little more time to answer
ad-hoc questions.
• Share facility instruction: Consider
providing a facility guide with details on
how to get to the location of the interview
including a picture of the building, and
your picture.
Understand the Candidate’s Perspective
Interviews elicit a range of emotions for all candidates. For neurodivergent candidates, it can be
particularly challenging. This section is designed to provide guidance throughout the interview
process and includes practical steps to creating better conditions for uncovering a candidate’s
strengths. This guide can act as a quick refresher for interviewers to feel more confident during
the process.
Learn More
For more related resources, check out The National
Autistic Society UK web page.
https://www.autism.org.uk/professionals/employers/infor
mation-for-employers/recruitment.aspx
Disclaimer: SAP has provided these reference materials only as a guide. You should ensure compliance with local laws and
consult your legal partners for specifics relating to regions of operations for your corporation.
Accommodations to Consider
You May Notice...
• During discussions, candidates may:
• Interpret language literally
• Interviewer: “How did you find your last
job?”
• Candidate: “I looked at a map.”
• Appear disinterested (despite actual
interest) due to expressing emotions
differently than neurotypical people
• Not establish or maintain eye contact. Do
not force it.
• Have a soft or prolonged handshake
• Stand close to you
• Exhibit a repetitive movement
• Be very honest, which may come across as
overly blunt
• Speak in great detail about a specific topic
of interest. This can be a comfort-seeking
strategy.
• Have a different voice modulation or
intonation, impacting the cadence, volume,
or length of pauses during responses. Be
patient.
© 2025 SAP SE or an SAP affiliate company. All rights reserved. See Legal Notice on www.sap.com/legal-notice for use terms, disclaimers, disclosures, or
restrictions related to this material.
Interview Guidance
Neuroinclusion at SAP
• Provide 24 hours or more of advanced
notice for interviews
• Share interview questions/topics in
advance - this allows candidates to be
more focused on conveying capabilities
• Provide details well beforehand, such as
sequence of discussion, interviewers’
names and titles, assessments to be
conducted
• Provide a calm waiting area
• Share a descriptive visual guide for what to
expect upon arrival
• Ask what sort of adjustments or information
the candidate may need to feel
comfortable, such as where the discussion
will be held.
• Where appropriate, use short work trials or
work samples to allow candidates to show
(rather than tell) their abilities.
Top Tips
• Remember that each candidate is
unique: they may or may not exhibit
certain behaviors and accommodation
needs will vary.
• Many neurodivergent people have
experienced countless rejections
during interview processes - bear this
in mind when conducting an interview.
Kindness and empathy go a long way!
• Maximize the interview’s effectiveness
by reducing potential stressors and
avoiding assumptions.
• Be ready to reformulate questions as
needed. Be open and non-judgmental.
Minimize Anxiety
• Interview facilitator: A facilitator,
typically from a third party, acts as a go-
between to ease communication by
rewording unclear questions, helping
candidates understand what the
interviewer is looking for, and supporting
the interviewer by prompting the
candidate to elaborate. Facilitators do not
answer on behalf of the candidates.
• Offer alternate locations: Interviews
while walking or in non-traditional spaces
(ex. empty cafeteria) can allow some
candidates to feel more verbal. Others
prefer to type their responses due to a
hearing-speech delay.
• Scheduling: Meet 1-to-1 (plus facilitator if
needed) instead of hosting a panel set-up.
Schedule 20–30-minute breaks in
between interviews if multiple discussions
are held on the same day to allow better
focus.
• Plan for extra time: Don’t rush – take
time to get to know the candidate and
allow extra time. Some candidates may
have a challenge with spontaneity and
may require a little more time to answer
ad-hoc questions.
• Share facility instruction: Consider
providing a facility guide with details on
how to get to the location of the interview
including a picture of the building, and
your picture.
Understand the Candidate’s Perspective
Interviews elicit a range of emotions for all candidates. For neurodivergent candidates, it can be
particularly challenging. This section is designed to provide guidance throughout the interview
process and includes practical steps to creating better conditions for uncovering a candidate’s
strengths. This guide can act as a quick refresher for interviewers to feel more confident during
the process.
Learn More
For more related resources, check out The National
Autistic Society UK web page.
https://www.autism.org.uk/professionals/employers/infor
mation-for-employers/recruitment.aspx
Disclaimer: SAP has provided these reference materials only as a guide. You should ensure compliance with local laws and
consult your legal partners for specifics relating to regions of operations for your corporation.
Accommodations to Consider
You May Notice...
• During discussions, candidates may:
• Interpret language literally
• Interviewer: “How did you find your last
job?”
• Candidate: “I looked at a map.”
• Appear disinterested (despite actual
interest) due to expressing emotions
differently than neurotypical people
• Not establish or maintain eye contact. Do
not force it.
• Have a soft or prolonged handshake
• Stand close to you
• Exhibit a repetitive movement
• Be very honest, which may come across as
overly blunt
• Speak in great detail about a specific topic
of interest. This can be a comfort-seeking
strategy.
• Have a different voice modulation or
intonation, impacting the cadence, volume,
or length of pauses during responses. Be
patient.
© 2025 SAP SE or an SAP affiliate company. All rights reserved. See Legal Notice on www.sap.com/legal-notice for use terms, disclaimers, disclosures, or
restrictions related to this material.
Interview Guidance
Neuroinclusion at SAP