Anyway ... I hope the side discussion on dyslexia and related "gifts" will put a slightly different perspective on this point. I don't think it's correct or fair to assume the same will happen in a design, and you may well have just dismissed the best canidate.
As a hiring manager, I've frequently rescued company "stars" from the discarded screened pile of other managers by looking past the resume, and focusing on the person behind it by using a much less restrictive "box" that people had to fit. I tend to inteview for work ethic, values, demonstrated ability to function well with project failures, diverse experiences, and a number of other factors which determine the person can easily learn the job at hand, or any other job I give them.
I tend to write reviews the same way ... less concerned about their ability to handle 8-5 than their ability to deliver on schedule, and/or when things are VERY difficult.
I also build teams with a diverse mix of personalities and skills, from those that can ONLY function in a well defined world, to those that CAN NOT function in a well defined world.
It's a managers job to learn their people, and how to best use them. That includes being adaptive in work schedules and assignments based on the person, training, and oversight required. Some people need to be in way over their heads to be productive, others panic as soon as they are outside their safe zone and require much closer management when things are poorly defined.
As a consultant, most project failures where caused by the manager being unable to assemble a diverse team, or manage it.