Our recruitment process is structured to allow for neurodivergence as we recognise the value of recruiting all types of people to join our team. We do ask all applicants to complete Thrive aptitude and psychometric tests. The aptitude tests are relevant to the role and in this case are Verbal Reasoning, Numerical Reasoning and Logical Thinking tasks. The Psychometric questions assess the persons personality traits against traits we see as important for the role such as 'conscientiousness', 'enthusiasm' or 'inquisitiveness' to name 3 possible traits. This assessment is only one part of our recruitment process. We hold a short video call initial interview and then if we think the candidate is a good fit we ask them to complete the Thrive tests. Finally, if the Thrive tests results are positive, we ask candidates to a second face to face interview. Our interviewing structure follows guidance from https://adhdaptive.org/2024/12/15/neurodiversity-in-hiring/ In preparation for the second interview we ask all candidates to complete a task relevant to the job role, which we ask them to present in the interview. For this role we used this as a way to assess presentation and communication skills, as well as SEO knowledge, as the role requires someone comfortable communicating in that way with clients. We also ask a set of questions that are common to all candidates, with a few additional questions prompted by the Thrive tests. At no point do we ask anyone to "explain their weaknesses" as we don't see attributes highlighted by the Thrive tests as weaknesses - just differences. We try and put all candidates at their ease and may ask the same question more than once, in different ways if we think they may have more to say. This is to help them represent themselves effectively. We always have 2 or three people in the interview, so any hire is not just one person's decision. Interviewing candidates takes time and is a significant investment for the business so at no time do we approach it with the attitude that we will "set them up to fail". We are sorry that this candidate was not judged to be the right fit for the role, but we firmly believe it is important to employ the right person, for their sake, and the sake of the business. We wish this person every success in the hunt for the right role for them.