Gen Z and Neurodiversity: A Guide to Inclusive Hiring

The business world is experiencing one of the greatest cultural and technological transformations in history as Generation Z, known as digital natives, enters the workforce en masse. But this transformation isn't limited to just AI adoption; it also makes it imperative for the concept of "neurodiversity" to take center stage in hiring processes. Gen Z embraces individuals with different ways of thinking, learning, and socializing far more than previous generations. For companies, inclusivity is no longer just an ethical obligation — it has become a strategic necessity for attracting and retaining the brightest talent. Research shows that AI-powered hiring tools can create both tremendous opportunities and serious barriers for candidates in this group.

The new-generation talent pool in numbers

Gen Z's weight in the workforce is growing every day, driving neurodiversity awareness to its peak. According to the "Building a dynamic workforce through neurodiversity" report published by Microsoft, Gen Z made up a significant portion of the workforce by 2025. What makes this generation special is how they define themselves. According to data from the same report, more than half of Gen Z identifies as definitely or somewhat neurodiverse (autism, ADHD, dyslexia, etc.).

This situation is also fundamentally changing employer brand perception. As Microsoft's study emphasizes, 80% of Gen Z prefers to apply to companies that support neurodiverse employees. In other words, when a company conveys that it isn't inclusive, it loses a very large portion of the talent pool from the very start. These candidates expect more flexible and transparent processes where they can showcase their strengths, rather than traditional and rigid interview methods.

Challenges neurodiverse candidates face in AI interviews

While AI interviews provide speed and efficiency, they sometimes build walls that are hard for neurodiverse individuals to overcome. Research titled "Experience and Adaptation in AI-mediated Hiring Systems" conducted by Md Nazmus Sakib and colleagues (2018/2024) notes that autistic candidates find AI's analysis of facial expressions, eye contact, and body language "discriminatory." These candidates fear the system will label them as "strange" or "inadequate."

Some striking candidate experiences from the research clarify this situation:

Attention difficulties: An ADHD candidate interviewed by Sakib and team (2018/2024) says that speaking to a silent screen and camera made it impossible to concentrate and that they mentally disengaged after the third question.
Masking obligation: According to data from the same study, neurodiverse candidates feel compelled to hide their natural behaviors (masking) to avoid being eliminated by AI, and they use other AI tools to "polish" their answers.
Communication disconnect: Candidates feel "worthless" and "invisible" in an environment lacking social cues and instant responses (Sakib et al., 2024).

How to design an inclusive interview process

Companies need to integrate AI tools with "inclusive design" principles to avoid missing neurodiverse talent. As recommended in Microsoft's neurodiversity guide, simplifying communication and transparently explaining interview steps to candidates in advance significantly reduces anxiety.

The following steps play a critical role in a successful inclusive process:

Granting editing rights: Sakib and colleagues' (2024) research proves that offering candidates the option to edit their answers via transcript or re-record the interview increases their sense of control.
Motivational feedback: The AI using supportive sentences like "I understand, that was a great example" during the interview helps candidates stay focused.
Transparency and explanation: According to research by Luciana-Floriana Poenaru and Vlad Diaconescu (2025), Gen Z candidates trust the system more when they know what the AI is measuring and why.
Voluntary disclosure options: Creating channels where candidates can request the support they need (extra time, text-based interview, etc.) without being forced to provide a medical explanation can be effective.

The strategic advantage of the hybrid model

The success of AI interviews lies not in technology completely replacing humans, but in supporting them. For Gen Z candidates, having a conversation with a human at the final stage of the interview measures that company's capacity to "make them feel valued."

AI agents are strengthened when combined with the oversight of human interviewers who will see neurodiverse candidates' differences not as a "flaw" but as an "asset." Candidates in Jurado's (2025) research note that being judged solely by algorithms creates a "cold and mechanical" brand image.

The winning brands of the future appear to be those that discover the talents neurodiverse individuals possess — such as pattern matching, deep focus, and original problem-solving — through an inclusive AI strategy. It is certain that an inclusive hiring process will provide a better and fairer experience not just for neurodiverse candidates, but for all candidates.

References

Dargnies, M. P., Hakimov, R., & Kübler, D. (2025). Behavioral Measures Improve AI Hiring: A Field Experiment. Working Paper No. 532, Collaborative Research Center Transregio 190.
Jabarian, B., & Henkel, L. (2026). Voice AI in Firms: A Natural Field Experiment on Automated Job Interviews. Booth School of Business, University of Chicago.
Jurado, N. (2025). The effects of artificial intelligence on shaping employer brand perception: insights from entry-level hiring practices. Master Thesis, Universidad Carlos III de Madrid.
Microsoft. Building a dynamic workforce through neurodiversity. Microsoft Neurodiversity Program Report.
Poenaru, L. F., & Diaconescu, V. (2025). Bridging Technology and Talent: Gen Z's Take on AI in Recruiting and Hiring. Bucharest University of Economic Studies.
Sakib, M. N., Rayasam, N. M., & Dey, S. (2018/2024). Experience and Adaptation in AI-mediated Hiring Systems: A Combined Analysis of Online Discourse and Interface Design. University of Maryland.
Lee, B. C., & Kim, B. Y. (2021). Development of an AI-based interview system for remote hiring. International Journal of Advanced Research in Engineering and Technology (IJARET), 12(3), 654-663.
Gartner. (2026). Gartner Survey Shows Just 26% of Job Applicants Trust AI Will Fairly Evaluate Them.