Rethinking Hiring: Building a Neurodivergent-Friendly Recruitment Strategy in Creative Agencies

Let’s be honest - creative agencies thrive on fresh ideas, unique perspectives, and out-of-the-box thinking. But are your hiring practices set up to attract neurodivergent talent? Too often, I see traditional recruitment processes unintentionally filter out some of the most innovative thinkers simply because their hiring strategy is an after thought.

Neurodivergent individuals - whether they have autism, ADHD, dyslexia, or other cognitive differences - bring immense value. They offer fresh problem-solving approaches, hyper-focus, pattern recognition, and a knack for seeing what others might miss. Yet, hiring processes aren’t always designed with them in mind.

If you want to build a truly inclusive workplace, it’s time to rethink how you attract, assess, and support neurodivergent talent. Not only will this expand your talent pool, but it will also help foster a culture where different ways of thinking are celebrated—not sidelined.

The business case?

A study by YuLife and YouGov found that 15-20% of the global population is neurodiverse, yet only 22% of autistic individuals in the UK are employed—compared to 83% of non-disabled individuals. That’s a massive untapped talent pool that could drive innovation and creativity in your agency. By making your recruitment process more accessible, you’re not just doing the right thing—you’re setting your business up for success.

So, how do we bridge this gap? Let’s dive into actionable steps creative agencies can take to make recruitment neurodivergent-friendly.

Rewrite your job descriptions (ditch the jargon!)

Let’s be honest: most job descriptions sound like they were written by a robot. Overly wordy, filled with jargon, and vague about what the job actually entails. Neurodivergent candidates (and, let’s face it, all candidates) benefit from clarity.

• Use clear, simple language. Avoid fluffy phrases like “rockstar,” “ninja,” or “fast-paced environment.”

• Be specific about job expectations. Instead of saying “must have strong communication skills,” clarify whether that means presenting, writing, or collaborating.

• Highlight accessibility. Add a line like: “We welcome neurodivergent candidates and are happy to discuss adjustments to our hiring process.”

Offer multiple ways to apply

Not everyone shines through a traditional CV and cover letter. Some people express themselves better through visuals, videos, or practical work.

• Allow candidates to submit video applications or work samples.

• Consider skills-based hiring: ask for a short creative task instead of a CV.

• Provide alternatives to phone screenings—some candidates may prefer email or pre-recorded responses.

Make interviews less of a minefield

Interviews can be anxiety-inducing, especially for neurodivergent candidates. Let’s level the playing field.

• Share interview questions in advance so candidates can prepare.

• Offer alternative formats—such as written responses or practical tasks.

• Create a comfortable interview environment (quiet spaces, fewer distractions, no unnecessary pressure to make eye contact).

• Train interviewers on neurodiversity so they can assess skills rather than social cues.

Focus on talent, not social norms

Traditional interviews often prioritise fast responses, eye contact, and small talk—none of which are true indicators of ability. Instead:

• Assess candidates on their actual work, not their ability to “perform” in an interview.

• Use paid trial projects or set a mini brief.

• Prioritise problem-solving, creativity, and technical ability over “charisma.”

But recruitment is just the start—retention matters too. Educating your team about neurodiversity as this will help break down biases. Encourage different working styles and communication preferences. Consider mentorship or buddy systems to support neurodivergent employees. True inclusion isn’t just about accommodations; it’s about genuinely valuing unique strengths and making them a core part of your culture and internal rituals.

At the end of the day, hiring neurodivergent talent isn’t about ticking boxes—it’s about unlocking creativity, innovation, and fresh perspectives. So, take some time to rethink the way you are hiring, break down some of those pointless barriers, and build teams that truly thrive!

Should your hiring strategy need a rethink, why not book a call to see how Culturehood can help.