Sandi Wassmer
CEO, Employers Network for Equality and Inclusion
Employers increasingly recognise the valuable skills neurodiverse individuals bring. Yet, recruitment practices may often overlook their needs, hindering access to job opportunities.
We recognise the overall need to eliminate bias in recruitment, but for neurodiverse people, getting it right begins with the application process. Here are our top tips for creating a neuro-inclusive recruitment process.
Have a clear, direct recruitment process
Neurodiverse people process information differently than neurotypical people, so the recruitment process needs to be unambiguous, straightforward and direct. Each stage should be clearly outlined, with candidates knowing exactly what to expect.
Accessible application techniques
Set expectations around what information candidates need to prepare for each stage. If you have an online application form, share the questions beforehand. Time-bound tasks can make candidates feel overwhelmed, so ensure people can start the application process and save as they go along. Offering different routes to submitting an application is a smart approach. Ensure any technology being used is accessible.
Set expectations around what information
candidates need to prepare for each stage.
Supportive interview process
Avoid assuming their knowledge of the organisation or sector you work in. Avoid jargon and acronyms. Give them everything they need to succeed upfront. Don’t provide information in a compounded way. Instead, use bullet points, descriptive headings and clear topic transitions. These make information easier to digest. Engage neurodiverse candidates beforehand to identify their support needs. If they aren’t sure, encourage them to share uncertainties, so you can offer relevant solutions.
Ensure interview questions are clear and concise. Avoid asking multiple questions at once. Create an environment that puts them at ease. For example, it may be overwhelming for someone with autism to be interviewed before a panel; a series of interviews with fewer participants may be more suitable. Allow them to complete tasks to the best of their ability; they may need more time or someone who can answer questions.
Candidate communication expectations
Manage expectations throughout the process; clarify when candidates can expect to hear back; who they’ll hear back from; and offer feedback at each stage. Understanding the decision-making process and knowing where they stand is important. Neurotypical candidates will likely benefit from this approach.
