💼 ADHD & Job Hunting

I have qualms.

Something that we as neurodivergent people tend to struggle with that isn't talked about enough is the difficulty we have when it comes to the job search process and career longevity in general. The process of applying to jobs along with the repetitive nature of rewording cover letters and filling out online applications with the exact same information that is already listed on our resumé… which we also upload… becomes a kind of drudgery that is overwhelmingly tedious. Not only do we have to deal with a saturated job market (I don’t care what CEOs are saying when they complain they can’t find anyone to hire, all the jobs I’ve been applying to have over 200 applicants to compete with, within mere hours of being posted) but we are also constantly made to jump through unnecessary hoops. Create an account on a different website each time. Copy and paste (with edits) or entirely re-write a cover letter. Write a short essay on why you are the best candidate for the job. Share why you’re passionate about *insert field here*. Upload your resumé. Answer fifty questions with the exact same info from your resumé. Answer personality type screening questions that will flag any ounce of introversion or social awkwardness instantly and prejudice the entire process. Lose your mind. Repeat.

I have gone through loads of job postings lately and I've realized just how cookie cutter and unimaginative most of them are. The opening paragraph meant to introduce us to the company often come across as braggadocious. It’s understandably a company highlight reel and although I get the intent it often comes across as forced... "Why join us? We're awesome. Here at xyz company, we're like a family. We really care about people." Just don't hold your breath hoping the listing includes salary information. It’s usually an edict that is meant to impress us based on the company's growth, and while I understand the goal they are aiming for (making themselves seem like a great place to work) the majority of them seem out of touch.

Next comes the actual job description and listing of expected duties. This bulleted section is meant to convey the tasks you will be performing and the responsibilities you will hold should you be hired. What tends to happen here is twofold. First, we notice the word salad and generalities being used to define responsibilities, which don’t seem to outline what you’ll actually be doing. Second, we see the audacity with which companies tack on additional tasks which are clearly not part of the original job description while they hope no one notices. It is increasingly obvious to most discerning job seekers that things like “other admin support” “backup relief” and “other tasks as assigned” generally mean that we will be facing an additional invisible workload in order to fill in the gaps of an inefficient organization. This is often done through providing marketing/social media support (social media and marketing are jobs in and of themselves!) doing expense reports for higher-ups who simply don’t have the time (unless I am your direct assistant it is not my job to complete your expense reports!) or having to come in on evenings or weekends out of the goodness of your heart and not getting paid overtime for it. These are all examples of going above and beyond an agreed upon workload, essentially doing the work of multiple people without being adequately compensated. The company gains a “jack of all trades who wears many hats” who does the job of multiple people but only gets paid one salary. Often these descriptions are creatively worded and might even seem enticing to an eager job seeker. In my experience, what often happens is the newly hired incumbent starts out motivated but ultimately burns out due to unclear expectations and becoming the default workhorse. These burnouts can lead to difficulties remaining employed long-term. People with ADHD are often hyperaware of their shortcomings and often try to make up for them through people pleasing tendencies. This can lead to poor boundaries in the workplace where although they are capable and intelligent, new employees pick up on discrepancies and inequalities but have no real way of acting in their own best interest due to their low seniority. The precarious nature of employment probationary periods means that neurodiverse employees not only have to shine and prove themselves worthy of their station but also have to refrain from questioning pre-existing and often inefficient workflows and complete additional duties with a smile lest they expose their backbone and request reasonable work conditions.

We can assume that more often than not job postings are meant to cater to a wide-ish audience. Unless someone is a brain surgeon, an aerospace engineer, or works in a very niche field it is reasonable that human resources professionals seek to fetch a wide array of candidates. Not only do they have computing technology to help them sort through hundreds of applicants (making their work manageable) but they also know that any unsuccessful candidate in this round could serve to fill a different role down the road. Places like LinkedIn allow recruiters the benefit of fishing in a large pond and casting a wide net, thereby making the job descriptions bland. There is something to be said for accessibility, but when “everyone” is your target audience it leaves little room for authentic and robust matching up of job to candidate. It’s almost like they would rather get anyone in a.s.a.p. and deal with the fallout than take the time to craft a particular and specific wish list for the right fit. The results (which I have experienced first-hand on a few occasions) is that employers will interview you and say it went splendidly (multiple interviews even!) but that the interviewing process has made them realize they have some restructuring to do, and they will not be moving ahead with anyone at this time (or... here's a fun twist! They've already filled the position internally and this entire meeting was a colossal waste of time).
Another more egregious scenario I’ve seen; they will hire you only to let you go a week before your probationary period is up and say they have decided to go in a different direction and that after further consideration they have decided to make some changes to the position and change the job description entirely, so they won’t be needing anyone at this point until they decide what that looks like. All of that uncertainty is an insipid waste of time, and it happens more often than you can imagine. That three to six month period during which a new hire was taking the position seriously (you know, because it's their livelihood) was all for naught because the company is still figuring it’s sh*t out and the employee was the guinea pig. The instability of many organizational flow charts leads to unclear needs, a lot of trial an error, and wasted money and time. Job seekers are never compensated for the time it takes to re-write and rework resumés and cover letters, the time it takes to connect with employers and HR departments, the cost of attending interviews, or the absolute let down that they experience when they think they are doing good work only to be blindsided by getting let go on an apparent whim. The probationary period is a time for proving yourself and seeing if you are a good fit, I see the value in that and understand the practicalities and legalities. That being said, it gets misused. The number of times that my first instance of receiving negative feedback was while I was getting let go, or during an exit interview is absurd. Many managers are ill-equipped to tactfully and (dare I say it) professionally deal with people.

Don't get me wrong, I can appreciate the dedication needed to find quality candidates and the pressure many human resources professionals face to find the right fit. I am simply stating that as a neurodivergent person I am often left feeling discouraged, demoralized, and frustrated by what I see from recruiters. Let’s not forget that the HR department is there to protect the company’s interests and do their bidding, they aren’t there to be your friend. This is also a problem I see across experience levels. It is not only with entry level job postings. Traditional job search strategies and methods of screening and recruiting candidates are often unhelpful and vague. So many tips and tricks say the same thing: learn about the company, show up early for the interview, be clean and presentable, make eye contact, have some prepared questions, use storytelling to speak about your experience. But I have found the rehearsed and repetitive nature of pre-constructed interview questions lead to canned responses and doesn’t leave room for any authentic connection or discussion. We are all just going through the motions. Recruiters and people who do the hiring are also overworked and rush the process, and a huge number of them ghost candidates after an interview.


Creative multipotentialites thrive in interest-based learning environments where novelty and flexibility are offered. This does not mean that neurodivergent folks are unable to work in structured and corporate environments, many thrive in places with routine and specific parameters. What is harmful is not necessarily the container of corporate life, but rather the inability of management to harness the amazing power of people who think and live outside the box. Many of us are not suited to open-concept floor plans, loud environments, and endless meetings. Overwhelmingly, those of us with ADHD require crystal clear explanations, regular check-ins, accountability, and straightforward directives. This is not about handholding, quite the opposite. Many people who are neurodiverse crave a lot of independence and want some autonomy. You can give us a task and as long as it is well explained with abundantly clear expectations we go do the work and return with the desired outcome. If for whatever reason we are unable to meet the desired outcome, we will come back with an explanation along with a handful of alternatives in order to be proactive and solutions-based.

Unfortunately for many of us there is a history of head-butting with management. Many people living with ADHD don't have a behavioural problem as much as a cognitive one - but they are driven by facts, strong morals, and a sense of purpose. Without these things, we can find it very difficult to adhere to the status quo “because that’s how we've always done it”. If it doesn’t make sense to us and no one is able to explain why it’s important we are often left feeling like the work is meaningless. It feels like we are automatons used to push buttons and fill seats, rather than a meaningful part of a whole organism. We may create resistance for supervisors who are more focused on being right than on managing people in a way that is nurturing and motivating.

Many companies will say that they are committed to breaking down barriers and making their workplace accessible to people with disabilities. Important strides have been made in this realm but there’s still a long way to go. These disclaimers can often seem like just another tick box on their list of things they need to add to the job posting. To meet the needs of a neurodivergent population and tap into the immense talent which can be found there companies and recruiters should be aware of what they are actually capable of offering. Organizations should want to create environments where employees can thrive and grow, allowing them to build a professional home where they feel respected... one that will genuinely invest in them. Many business owners and senior level executives have complained publicly over the past two to three years that their companies cannot find anyone to hire and that young people no longer want to work. The reality is that young(er) people who span the gamut from Generation Z to Millennials are simply unwilling to accept inequality, poor treatment, and any flagrant discrepancy that their predecessors might have taken on the chin. It's not that young people are unreasonable, it is that they are more emotionally intelligent and capable of picking up on the nuances that may have previously been invisible to their parents and grandparents.

Bringing things back to the topic at hand, I want to say that persons with neurodivergent minds are not difficult people. Most job seekers are reasonable people looking for a meaningful way to spend the bulk of their working lives. Maybe our leg bounces a lot, our headphones are always on, or we're long-winded at times and ask a lot of questions, but these outward symptoms are due to a real cognitive condition, not to a poor attitude. Just because someone is neurodivergent and lives on a spectrum where they have needs and require accommodations (whether those accommodations are administrative, environmental, or social) does not mean they will be a “problem” or unmanageable. It’s all about the approach taken and having an open ongoing dialogue. So many amazing people are overlooked when they are seeking work because they don't fit into a typical preconceived box.

Here's my hot take: whether we are talking about a mind-numbing job posting with vague corporate jargon, jumping through tedious administrative hoops,  assumptions about people with gaps in their resumes, judgments on the basis of someone’s physical tick, or an unwillingness to accept a new hire who produces great work but isn’t necessarily able to perform within the confines of a traditional setting... employers are being discriminatory. Even if they don’t mean to be and even when it isn’t done maliciously or consciously. They often unknowingly prevent great candidates from ever entering the arena.

Building a well-rounded team is about highlighting each person’s unique strengths while they focus on a common goal. To my knowledge people want to feel valued whether or not they are neurodivergent.

I can only hope that job seekers will find increased compassion and meaning as they navigate a career path, and that those doing the hiring will step into 2023 with a better understanding of what they are missing in their quest to build a well-oiled productivity machine. Human resources refer to people, and people are not only complex and emotional but they also have ongoing needs. The faster we adopt a more human recruiting process and people-first culture the better it will be for job seekers and employers alike.

Snacks & Snark,
Relatable Red

Related Resources & Links:

Adult-ADHD Almost Ruined My Career

How ADHD can be a strength at work - once you know you have the condition

Managing Emotions During the ADHD Job Hunt with Dr. Doug Herr

Video - How to Get the Best Out of an ADHD Employee

Job Accommodation Network (JAN) - Accommodations List

Video: Absolutely Cringeworthy Job Postings - Signs of a Low Quality Employer

Why Your Hiring Process Is Screening Out Potential Top Performers
"Adults with ADHD, or attention deficit/hyperactivity disorder, are 42 percent less likely to be employed full time than adults without the disorder, according to a National Institutes of Health white paper on the subject."

Working from Home? Telecommuting Strategies from Adults with ADHD