Here’s a concise guide with advice for leading a successful job interview that supports both neurodivergent and neurotypical candidates — helping create an equitable, inclusive, and effective interview experience.

💡 Why It Matters

Neurodivergent individuals (e.g., ADHD, autism, dyslexia, etc.) may process information, communicate, or experience sensory input differently. Traditional interviews often favor neurotypical thinking and behavior, unintentionally creating barriers to talent.

✅ Interview Best Practices for All Candidates — with Neurodiversity in Mind

1. Structure the Interview

📅 Send an agenda in advance.
🧠 Outline what to expect: topics, format, and who will be present.
⏳ Allow time for processing; avoid rapid-fire questions.

Why? Neurodivergent candidates often thrive with predictability and preparation.

2. Be Clear, Not Vague

✅ Ask direct, specific questions.
❌ Avoid abstract behavioral prompts like “Tell me about a time you had a conflict with a coworker” unless you explain what you’re looking for.

Tip: Rephrase as, “Can you describe how you usually handle disagreements on a team project?”

3. Offer Flexibility

🧍‍♂️ In-person, remote, or camera-off options when possible.
🗣 Allow written or visual responses for tasks if preferred.

Why? Sensory or social differences may make certain environments or formats more challenging for some neurodivergent candidates.

4. Normalize Accommodations

Include a statement like:
“If you need any accommodations during the interview process, please let us know — we want to set you up for success.”

Make it standard — not something that requires disclosure of diagnosis.

5. Rethink “Culture Fit”

🧩 Prioritize values alignment and working style compatibility over shared hobbies or personality traits.
🚩 Watch for bias disguised as “gut feeling.”

Remember: Diversity of thought leads to stronger teams.

6. Assess the Work — Not the Performance

Use work samples, skills-based questions, or job simulations instead of relying solely on conversational prowess or small talk.

Why? Many neurodivergent candidates may not “perform” traditionally but can excel in the role.

7. Bias Awareness Training

Train interviewers to recognize bias around eye contact, tone of voice, pacing, or fidgeting — these aren’t indicators of competence.

Your job: Evaluate skills, not social scripts.

🌱 Final Thought

Hiring inclusively doesn’t lower the bar — it removes unnecessary barriers so you can access untapped talent.

interview, Recruiting Tips

Nail the Interview: Insider Tips to Stand Out and Get the Offer

July 30, 2025July 30, 2025 Angela Malagon

Nail the Interview: Insider Tips to Stand Out and Get the Offer

You’ve applied, you’ve waited, and now you’ve got the interview. Great news! But how do you go from “We’ll let you know” to “When can you start?”

As a Talent Acquisition professional, I’ve sat on both sides of the interview table—and here’s what I know for sure: interviews are less about perfection and more about preparation, presence, and personality.

Whether it’s your first interview or your 50th, here are 10 tips to help you shine:

✅ 1. Do Your Homework

Research the company’s mission, values, recent news, and competitors. Understand the job description inside and out. Know how your skills align and be ready to talk about it.

Bonus tip: Google the interviewer. A little insight into their background can help you connect authentically.

✅ 2. Know Your Story

Be able to walk someone through your resume without rambling. Use the “Present-Past-Future” format:

Present: What are you doing now?
Past: What’s your relevant experience?
Future: Why this job, and why now?

✅ 3. STAR Your Examples

Behavioral questions (“Tell me about a time when…”) are common. Use the STAR method:

Situation
Task
Action
Result

Keep it concise. Practice a few go-to stories ahead of time.

✅ 4. Dress for the Culture

If it’s a video call, test your tech, lighting, and background. Even in casual environments, showing up professionally (yes, even virtually) signals respect and intention.

✅ 5. Ask Thoughtful Questions

This is not just about them interviewing you. Come with 2–3 questions that show curiosity and strategic thinking. Try:

What does success look like in this role in the first 90 days?
How does this team handle challenges or change?
What do you love about working here?

✅ 6. Speak to Impact, Not Just Duties

Don’t just say what you did. Explain the impact of what you did:

“I led weekly reports” → “My reporting helped leadership make faster decisions, which reduced churn by 12%.”

✅ 7. Don’t Apologize for Gaps or Pivots

Own your story with confidence. Career gaps, career changes, or stepping back for family or health are part of life. Frame what you’ve learned and how you’re ready now.

✅ 8. Be Authentic

The right job is not just about skill—it’s about fit. Let your personality show. Humor, honesty, and humility go a long way.

✅ 9. Close with Intention

End strong. Reaffirm your interest. Thank them genuinely. Something like:

“I’m really excited about the possibility of joining your team. I appreciate your time today—please let me know if you need anything else from me to move forward.”

✅ 10. Follow Up Thoughtfully

Always send a thank-you email. Reference something specific from your conversation to keep it personal. Bonus if you can add value (e.g., share an article or insight you mentioned).

Final Thought:

Interviewing is a two-way street. You’re not just proving you’re right for the job—they’re proving they’re right for you. Preparation breeds confidence, and confidence opens doors.

Now go knock their socks off.

Want more tips like this? Follow me on [LinkedIn] or reach out if you’re prepping for interviews—I’m happy to help.

Recruiting Tips

Why Neurodiversity Belongs at the Heart of DEI

July 30, 2025July 30, 2025 Angela Malagon

1. Neurodiversity Is Total Diversity

Neurodiversity—encompassing autism, ADHD, dyslexia, dyspraxia, and more—is estimated to include around 15–20% of the population (ADP, ELM Learning). It’s more than an add-on; it’s a foundational dimension of human difference, requiring the same respect and intentional inclusion as race, gender, or orientation.

2. A Catalyst for Innovation & Growth

Neurodivergent individuals bring unique modes of thinking—pattern recognition, hyperfocus, detailed analysis, and creative problem-solving—that fuel innovation and strategic thinking (wellright.com, Deloitte, askearn.org, HRMorning). In many teams, the presence of neurodiverse professionals boosts overall productivity by about 30% and increases retention to around 90% (HR Future).

3. Competitive Advantage & ROI

Real-world examples demonstrate clear benefits: UK employers report higher retention and innovation when including neurodivergent workers, even as overall autistic adult employment hovers around just 31% (Financial Times). Doubling autism employment in the UK is projected to add £1.5 billion annually (The Times).

4. From DEI Values to Action

Without inclusion of neurodiversity, DEI programs risk reinforcing existing barriers. Embedding it prevents bias and supports internal equity—offering accommodations, adjusting recruiting/hiring norms, encouraging self-identification, and constructing Employee Resource Groups (ERGs) focused on neurodiversity (creativespirit-us.org).

5. Tackling Systemic Disadvantages

Neurodivergent people frequently face discrimination, stigma, and exclusion rooted in neurotypical norms. Being proactive in DEI includes educating employees, dismantling biased assumptions, and adopting neuroinclusive design—from job descriptions to sensory-friendly spaces and assistive technologies (Wikipedia).

Embedding Neurodiversity in DEI: Best Practices

🔹 Awareness & Training

DEI training should introduce what neurodiversity means, challenge misconceptions, and promote empathy alongside practical guidance for supporting neurodiverse colleagues (ELM Learning).

🔹 Inclusive Hiring & Role Design

Organizations like SAP, Microsoft, and HPE have created “Autism at Work” initiatives, transforming their recruitment and onboarding processes to accommodate alternative ways of working from the outset (WIRED).

🔹 Workplace Accommodations

Flexible schedules, quiet spaces, lighting preferences, and supportive feedback methods are key. Simple changes—like interview alternatives, adjustment passports, or single-occupancy offices—can make a big difference (Wikipedia, Employee Benefit News, The Australian).

🔹 Employee Resource Groups & Leadership Buy‑In

ERGs provide peer support and shape policy. Visible neurodiverse leaders (like Charlotte Valeur, founder of the Institute of Neurodiversity) help destigmatize and normalize disclosure and advocacy at senior levels (Wikipedia).

🔹 Strengths-Based Culture

Shift from deficits to strengths: celebrate precision, deep focus, structured routines, and unconventional thinking—not as issues to fix, but as distinctive workplace superpowers (JAMS, askearn.org).

The Broader Impact: Diversity of Thought and Inclusion

Integrating neurodiversity in DEI benefits everyone. Clearer communication, flexible systems, empathy-informed design—all improve work life for neurotypical employees too. According to Deloitte, neuroinclusion fosters inclusive cultures that scale and thrive alongside broader DEI goals (Deloitte).

Even ecological and environmental sectors benefit: experts argue that neurodivergent people bring unique attentiveness and passion to biodiversity preservation—underscoring that diversity of people is inseparable from biodiversity itself (The Guardian).

DEI Strategy Checklist: Include Neurodiversity

DEI Strategy Area	Neurodiversity Inclusion Tips
Education & Awareness	Mandate neurodiversity in training, involve lived‑experience experts
Recruiting & Hiring	Offer adjusted interviews, bias-aware job postings, alternative formats
Workplace Design	Sensory‑conscious environments, flexibility, assistive tech
Talent Development	Mentorship, accommodations, performance review flexibility
Employee Support	ERGs, self-identification options, data‑driven feedback loops
Leadership & Culture	Visible role models, public commitments, inclusive communications

Final Thought

Neurodiversity is not a trend. It’s a fundamental dimension of cognitive diversity that enriches organizations ethically and strategically. Including it in DEI efforts strengthens innovation, fosters equity, and taps underutilized potential. When we move beyond “fixing deficits” to celebrating difference, we create workplaces—and societies—that truly value every kind of mind.

Want to go deeper?

Interested in case studies, interview design adjustments, or metrics to track in a neuroinclusive DEI transformation? I’d be happy to help.

Recruiting Tips

Stop Overlooking Tenured Talent: We’re Not Washed Up—We’re Just Getting Started

July 30, 2025July 30, 2025 Angela Malagon

I’m 45.

My kids are grown. College tuition is paid. The backpacks and parent-teacher conferences are behind me.

And for the first time in a long time, I’m not choosing jobs based on salary alone.

I’m choosing purpose.

This shift didn’t happen overnight—it came with time, perspective, and a whole lot of life experience. But now, I’m in a place where I want to bring my knowledge, my passion, and my fire to work that matters. I want to be part of a team where I can leave things better than I found them.

And yet, I keep running into the same wall—one built on assumptions.

When recruiters or hiring managers see a resume with 20+ years of experience, I know what some of them are thinking:
– “Too senior for this role.”
– “Probably wants too much money.”
– “Won’t adapt to a younger team.”
– “Might not be up to speed with tech.”

Let me set the record straight.

📌 I’m not chasing titles—I’m chasing impact.
📌 I’m not stuck in my ways—I’ve led through change.
📌 I’m not behind on tech—I’ve adapted through every digital evolution of the workplace.
📌 I’m not a flight risk—I’m looking for roots, not rungs.

Let’s talk about what seasoned professionals bring to the table that can’t be taught in a crash course:

Emotional intelligence sharpened through decades of real-world leadership.
The ability to remain calm and strategic in the face of uncertainty.
A long view of business, teams, and trends.
The mentorship mindset—invested in the success of others, not just ourselves.

We’ve navigated economic downturns, workplace transformations, and massive cultural shifts—and we’ve stayed standing. We’re not burnt out—we’re fired up. We’re ready to roll up our sleeves and get to work, not to micromanage or hoard power.

Tenured talent isn’t a risk—it’s a return on investment.

So, to the recruiters and hiring managers out there:
If you stop assuming and start listening, you’ll discover a candidate pool full of wisdom, resilience, and purpose.

We’re not looking for the next step up. We’re looking for the next place to pour into.

And we’re just getting started.

Recruiting Tips

How to Sell an “Overqualified” Candidate to a Hiring Manager (and Why You Should)

July 30, 2025July 30, 2025 Angela Malagon

As recruiters and talent advisors, we often hear a dreaded word when presenting experienced talent:

“They’re overqualified.”

Translation?
The hiring manager is concerned the candidate will get bored, won’t stick around, or is simply too expensive. But what if that “overqualified” label is actually a strategic advantage?

Here’s how to shift that narrative—and how to have the right conversation with the candidate to make sure everyone’s aligned before moving forward.

Step 1: Get Clear on the Candidate’s “Why”

Before you pitch a seasoned professional for a role that might look like a step back on paper, have an honest, empathetic conversation:

Ask the candidate:

What’s motivating you to consider this role right now?
How do you feel about the level/title compared to your last role?
What are your salary expectations? Are they flexible?
Are you looking for stability, mentorship opportunities, reduced stress, or a better work-life balance?

Many experienced professionals are making intentional decisions:

They’ve led large teams and now want to be individual contributors again.
They’ve done the high-travel, high-stress gig and want something more balanced.
They’ve had personal life changes that shift their priorities.
They want to align their work with a mission or product they care about.

Your goal? Understand why this role, now—and make sure their reasons are clear, realistic, and sustainable.

Step 2: Address Salary and Level Up Front

Here’s where things can get awkward if you avoid it—but powerful if you don’t.

Be direct:

“This role may come in under what you’ve made previously. Can you share what your current salary expectations are and how flexible you’re willing to be?”

If they’re open to a lower salary or step down in title, get that in writing (at least noted in your ATS). Transparency now prevents surprises later.

Be cautious if the candidate says “I’ll take anything”—dig deeper. Make sure the motivation aligns, or you risk a short-term hire.

Step 3: Reframe the Narrative for the Hiring Manager

Now that you’re clear on the candidate’s motivation and expectations, it’s time to present them strategically.

Don’t say:

“They’re overqualified, but willing to take less.”

Do say:

“This candidate brings deep expertise, but what excites them most is returning to hands-on work. They’re looking for a role where they can make an immediate impact without managing a large team or chasing titles.”

Focus on:

Speed to productivity: They’ve done this before—no steep learning curve.
Mentorship capacity: Great for junior team development.
Stability: If they’re shifting gears in life/career, they may stay longer than someone climbing the ladder.
Strategic value: They can bring insights that go beyond the current role.

💡 Pro tip: Position this as a “value hire,” not a compromise. You’re getting premium expertise at a practical cost.

Step 4: Tackle Concerns Proactively

Hiring managers often worry that the candidate:

Will leave as soon as something better comes along
Will struggle to take direction from a less experienced manager
Will be bored or disengaged

Here’s how to ease those concerns:

“We talked about that. They’re clear on their motivations, and they specifically want to contribute without being in charge.”
“They’ve worked under all kinds of leaders—they’re looking for collaboration, not control.”
“They’ve seen how stressful leadership can be. They want to focus on meaningful work and mentorship.”

Step 5: Align, Don’t Push

At the end of the day, the goal is alignment—not persuasion. If both sides are genuinely excited and aligned in expectations, it’s a win.

When handled right, “overqualified” becomes “highly qualified,” and what seemed like a risk becomes a strategic advantage.

Final Thought:

Don’t screen out someone just because they’ve done more.
Have the conversation. Ask the right questions.
Then present the right story to your hiring manager.

Because sometimes the best hire… isn’t the one climbing up—it’s the one who’s already been there and knows exactly what they want next.