Portfolios
Portfolios can be effective assessment methods used in recruitment, providing a visual and practical demonstration of a candidate’s capabilities. They allow employers to gain deeper insights into a candidate’s work beyond what resumes or interviews alone can offer. Portfolios can stand alone as an evaluation method or be used in conjunction with interviews, where candidates may present their work and discuss its relevance to the role. For some positions a portfolio might be something you ask for after the first interview to help you make your decision.
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Benefits and considerations of portfolios
Benefits
- Comprehensive skill display: Portfolios exhibit a wide range of a candidate’s work, highlighting their skills, creativity, and attention to detail, without assessing non-relevant skills.
- Real examples of work: Candidates can present tangible examples of their achievements, such as design projects, written articles, or project summaries.
- Personality Insight: Portfolios offer a glimpse into the candidate’s personal style and work ethic.
A neurodivergent employee shared,
“I have been hired in the past mostly thanks to the strength of my creative portfolio during a job interview. It was for a role in program management and marketing. And I think what stood out for the employer was the strength of the portfolio of promotional flyers I had generated specifically for the organisation in advance. It meant that they hired me rather than other candidates that were shortlisted”.
Considerations and solutions
- Maintaining relevance: Portfolios may include work that is not directly aligned with the job requirements.
- Solution: Request specific examples or guide candidates to highlight the most relevant pieces for the role.
- Quality control: The quality of work presented might vary significantly, making it difficult to assess talent accurately.
- Solution: Develop clear evaluation criteria to ensure consistency when reviewing portfolios, focusing on outcomes like innovation, technical skill, and relevance to the role.
A neurodivergent employee shared,
“I once went to an interview where bringing a portfolio was optional. They didn’t ask me to present it so at the end of the interview when they said, “Do you have any questions for us?” I said, “Can I show you, my portfolio?”. I was then able to show them visual examples of everything we had already spoken about verbally in the interview. I also was more passionate about some of the projects in my portfolio which allowed me to talk about my skills even more. They were super impressed. From this interview I was successful in getting the job. 6 months into the role I asked the manager why they picked me over 60+ other people (and some more qualified), and she said that one of the reasons was that they were impressed with my portfolio. I am glad I had the courage to show them before the end of my interview.”
What portfolios are suited for
- Attributes showcased: Portfolios allow candidates to present physical examples of their work, highlighting their technical skills, creativity, and attention to detail. They provide insight into a candidate’s personal style, work ethic, and ability to deliver consistent, high-quality results. Portfolios also offer a comprehensive view of past achievements and demonstrated successes.
- Roles and industries: Portfolios are particularly valuable in roles where visual, tangible, or performance-based work is essential. They are ideal for creative fields like graphic design, architecture, marketing, and set design, as well as trades such as carpentry, tiling, and stonemasonry. Performance and personal services, including hairdressing, tattoo artistry, dancing, and voice acting, also benefit from portfolios. Additionally, they are well-suited for event planners, public speakers, florists, and fashion designers, where showcasing creativity, craftsmanship, and organisational skills is key.
Example: A neurodivergent employee shared,
“In more than 25 years of being a printer I never saw anyone else keeping a samples portfolio, yet it was something I was told to do by the lady that first trained me. Having that portfolio made me stand out from the average applicant, it was useful to me as a way of introducing myself and it was also incredibly useful to employers. They could see briefly what sort of tradesman they were talking to, and they would often pull-out samples and ask me questions about the equipment and processes I used. My samples gave both parties talking points for more in-depth discussion and better understanding.”
Conducting neuro-inclusive portfolio assessments
- Attributes showcased: Portfolios allow candidates to present physical examples of their work, highlighting their technical skills, creativity, and attention to detail. They provide insight into a candidate’s personal style, work ethic, and ability to deliver consistent, high-quality results. Portfolios also offer a comprehensive view of past achievements and demonstrated successes.
- Roles and industries: Portfolios are particularly valuable in roles where visual, tangible, or performance-based work is essential. They are ideal for creative fields like graphic design, architecture, marketing, and set design, as well as trades such as carpentry, tiling, and stonemasonry. Performance and personal services, including hairdressing, tattoo artistry, dancing, and voice acting, also benefit from portfolios. Additionally, they are well-suited for event planners, public speakers, florists, and fashion designers, where showcasing creativity, craftsmanship, and organisational skills is key.
Example: A neurodivergent employee shared,
“In more than 25 years of being a printer I never saw anyone else keeping a samples portfolio, yet it was something I was told to do by the lady that first trained me. Having that portfolio made me stand out from the average applicant, it was useful to me as a way of introducing myself and it was also incredibly useful to employers. They could see briefly what sort of tradesman they were talking to, and they would often pull-out samples and ask me questions about the equipment and processes I used. My samples gave both parties talking points for more in-depth discussion and better understanding.”
Pre-assessment preparation
Preparing a portfolio, whether for standalone submission or presentation, can be overwhelming for candidates if instructions are unclear or expectations are vague. Tasks requiring strict deadlines can also add pressure.
By providing detailed, accessible guidelines and proactive accommodations, employers can reduce anxiety and set candidates up for success.
A neurodivergent employee shared,
“If a potential employer wants me to forward them a professional photographic portfolio, it helps if they can give me more information about the kind of images or style they want in advance.”
Neuro-inclusive strategies: Applies to standalone portfolios and portfolios presented in interviews
- Neurodivergent awareness training: Ensure all staff involved in the assessment understand common neurodivergent characteristics and how these may present in the portfolio assessment context.
- Explicit instructions:
- Use simple, straightforward language to describe what is required in the portfolio.
- Avoid using idioms or being too vague which could cause confusion.
- Include detailed expectations, such as: “submit three campaign examples with explanations of goals, strategies, and outcomes.”
A neurodivergent employee shared,
“This might include having specific parameters for relevant roles. For example, in photography and design roles, for digital portfolios – stating file types required, and required file sizes/ dimensions/ resolution; or for printed portfolios, stating a minimum required physical print size and quantity/number of prints is helpful”
- Step-by-step process: Provide a timeline or checklist to guide candidates.
- Example:
- Step 1: Select three projects relevant to the role.
- Step 2: Write a brief description of each project.
- Step 3: Submit via the provided link by [deadline].
- Examples and templates: Share portfolio examples or templates tailored to the role. For example, a graphic design template might include sections for branding, web design, and social campaigns. This provides clarity and reduces the cognitive load of structuring a portfolio from scratch.
- Accommodation requests: Encourage candidates to request accommodations, such as deadline extensions, alternative formats (e.g., video submissions), or assistance in compiling their portfolio. E.g. When candidates present their portfolios, they could be asked if they want to do it first thing, or after a break.
- Example:
An employer shared,
“Just ensuring that staff conducting job interviews or skills assessments are open to having a dialogue with candidates about how they can potentially be accommodated is helpful. It can go a long way towards making a candidate feel like they might be valued in the workplace.”
Flexible submission formats
- Flexible submission options: Allow candidates to submit their portfolios in a format most suitable for them, written documents, or a digital presentation. This flexibility helps accommodate different strengths and preferences, allowing candidates to choose the medium in which they can best highlight their abilities. For example, printed portfolios for creative projects like art, design, and photographic projects
- Technology and submission support: Provide options for candidates to use assistive technologies or software that supports their portfolio creation, such as speech-to-text programs or visual organisation tools.
A neurodivergent employee shared,
“Sometimes neurodivergent candidates like me love using certain digital software and programs to generate interesting and different content. It then allows us to demonstrate in a practical but creative way our strengths, and how we think differently to others. It can really allow us to stand out from the crowd.”
- Support: Offer support for candidates who might need help in compiling or formatting their portfolios. This could include access to a help desk or the option to submit materials in draft form for preliminary feedback.
An employer shared,
“Sometimes it could just be as simple as providing candidates with explicit instructions and submission requirements for portfolios. E.g. for photographic or design portfolios the number of required images or page layouts, the format of their submission, file resolution, etc.”
Preparing the presentation environment
For candidates presenting their portfolios in an interview, the environment can pose challenges due to sensory distractions or unfamiliar settings. Ensuring the physical and sensory environment is supportive can reduce anxiety and allow candidates to perform at their best.
Neuro-inclusive strategies: Applies only to portfolios presented in interviews
- Sensory-friendly environments:
- Minimise noise (e.g., humming machines) and avoid sudden loud sounds.
- Use consistent, non-flickering lighting and avoid strong smells.
- Allow candidates to adjust the environment (e.g., dim lighting, use noise-cancelling headphones).
- Workplace tours: Offer candidates the option to visit the presentation space beforehand, helping them familiarise themselves with the setting.
A neurodivergent employee shared,
“As a potential employee- if you can get a tour of the space or at least see the space before you must potentially present your work in it, it can decrease your stress levels substantially.”
- Break spaces: Identify a quiet area for candidates to take breaks before or during the presentation to manage stress or sensory overload.
During the assessment
The assessment phase, particularly for in-person or live reviews, can be stressful for neurodivergent individuals. Sensory sensitivities (e.g., bright lighting, loud noises) or anxiety about presenting to an audience may hinder their ability to perform at their best. Some candidates may also find it difficult to respond to unstructured discussions about their work.
Neuro-inclusive strategies: For standalone portfolios
- Structured evaluation criteria: Use a rubric to objectively evaluate portfolios based on creativity, technical skill, and relevance to the role.
- Example: Instead of assessing presentation or the pitch behind the portfolio, focus on the content, such as innovation, attention to detail, and alignment with job requirements.
An employer shared,
“So many employers rely so heavily on those ‘soft’ skills in job interviews, which only assess peoples’ ability to make pleasant chit-chat and make themselves appear as if they are qualified. But, when I have interviewed and hired others in the past, I was more interested in whether the candidate could do the job or not, as that was what our organisation needed at the end of the day. So, if employers can focus on whether the candidate has the skills to do the job in some objective manner, that feels as if it is a much fairer method of assessment to me”.
- Feedback mechanisms: Provide detailed feedback focused on the portfolio’s strengths and areas for improvement. Giving constructive feedback that is specific and clear e.g. in point form; and potentially in multiple formats (e.g. verbal as well as written) as it might give the candidate something to ponder later, in case they are too anxious/ stressed to remember the specifics on the day.
Neuro-inclusive strategies: For portfolios presented in interviews
- Be welcoming: Meet candidates at the door to create a welcoming first impression and reduce initial anxiety.
- Provide a workplace tour: Begin with a brief tour of the workplace, even if the candidate has previously visited. This serves as an icebreaker and helps candidates better understand the role.
- Allow time to get comfortable: Allow candidates time to get comfortable in the environment, set up the portfolio (if physical) and address any potential distractions or causes of anxiety.
- Use clear language:
- Be mindful of literal interpretations; avoid idioms.
- Avoid double-barrelled questions (where multiple questions with different responses are asked at the same time).
A neurodivergent employee shared,
“If hirers can keep their questions simple and not compounded that helps employees immensely. Sometimes I get very anxious and flustered at formal interview questions, particularly if there is a panel of two or three individuals interviewing me. So, if an employer can ask a single question first, wait for me to answer it fully, before continuing to the next question, that can help immensely.”
- Use specific prompts to guide detailed responses (e.g., “What steps did you take to mediate the situation?”).
- Have structured discussions: Guide the conversation with specific, objective questions related to content in the portfolio. Example: “How did you approach this project’s challenges?” or “What inspired your design choices?”
- Contingency plan: Be prepared to adjust the interview approach if unexpected needs or situations arise.
- Allow for flexible timing and breaks: Allow candidates additional time to respond to questions and incorporate breaks to reduce stress.
- Provide supportive materials: Encourage candidates to share their portfolio to guide their presentation.
Post-assessment feedback
The assessment phase, particularly for in-person or live reviews, can be stressful for neurodivergent individuals. Sensory sensitivities (e.g., bright lighting, loud noises) or anxiety about presenting to an audience may hinder their ability to perform at their best. Some candidates may also find it difficult to respond to unstructured discussions about their work.
Neuro-inclusive strategies: Applies to standalone portfolios and portfolios presented in interviews
- Provide feedback:
- Clearly communicate when candidates can expect results, e.g., “We will share feedback within five business days.”
- Offer specific feedback such as: “Your campaign demonstrated strong creative thinking. Consider providing more measurable data to strengthen your outcomes.”
- Follow-up opportunities: Invite candidates to ask questions or clarify feedback to support their professional growth. Providing the option of giving feedback both verbally and later in written form if the candidate indicated that this way might work better for them.
A neurodiverse employee shared,
“It would be great if employers could be a little more open to seeking candidate feedback after the interview or assessment process. It can be disheartening if an employer does not seek out any candidate feedback, regardless of whether we were successful in the job application or not. I think employers might appreciate a bit of tactful yet honest feedback about how the interview process went from the other side, in case there are ways in which it could be done better next time. Even if I can just thank an employer for the time, they took in meeting with me, I think that makes the experience more enjoyable and rewarding for both sides”.
Example of a neuro-inclusive portfolio assessment
Scenario: A candidate for a public speaking role is required to display their experience delivering presentations. They are asked to provide a portfolio that includes examples of their work and present their speaking skills in a live or recorded format. The candidate discloses that they have sensory needs and perform best with a clear structure.
Actions taken:
- The employer provides explicit guidelines for the portfolio, requesting three examples of past speaking engagements. These could include video recordings, event programs, or presentation slides, accompanied by a brief description of the audience, objectives, and outcomes.
- The candidate is offered the flexibility to submit the portfolio and presentation as:
- A pre-recorded video presentation.
- A live virtual session with one evaluator.
- An in-person presentation in a sensory-friendly environment.
- The candidate opts for a virtual live presentation of their portfolio, which is scheduled during a quiet time of day with clear instructions and a structured agenda shared beforehand.
- The interviewer uses a checklist to guide feedback, focusing on voice modulation, audience engagement, and clarity of message delivery. For example: “How did you tailor this speech to connect with this audience’s needs?”
- Feedback is provided within two days, highlighting the candidate’s strengths in delivery, storytelling, and audience engagement, along with suggestions for improvement, such as pacing adjustments.
Outcome: These accommodations allow the candidate to deliver their presentation in a supportive and structured environment, reducing stress and ensuring their skills are accurately evaluated. This approach ensures fairness and promotes confidence in the candidate’s abilities.
Continuous improvement of the process
Regular reviews and update processes based on feedback and advancements in accessibility ensure that portfolio assessments meet diverse needs.
Neuro-inclusive strategies: Applies to standalone portfolios and portfolios presented in interviews
- Regularly update: Update portfolio requirements, templates, and evaluation criteria based on candidate and interviewer feedback.
An employer shared,
“In the creative industries that rely heavily on digital formats and outputs, the industry standards and expectations can change over time around project deliverables, so it is good if companies can review their requirements and expectations annually or potentially more frequently as needed.”
- Collect feedback: Use anonymous surveys to gather insights from candidates on inclusivity and accessibility.
- Use technology: Incorporate assistive tools, such as screen readers or accessible submission platforms, to streamline processes. Employees may have their own technological assistive tools that they can bring along if you do not have them.
By tailoring strategies to both standalone portfolios and portfolios presented during interviews employers can create a fair and neuro-inclusive recruitment process. This approach fosters diversity, ensures equity, and helps all candidates display their unique potential.
