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1. Inclusive Job Postings:
Use clear, concise language avoiding jargon and complex sentence structures. Focus on the skills and abilities
required for the role rather than social cues on resumes. Highlight your company’s commitment to
neurodiversity.
2. Accessible Application Process:
Offer alternative application methods like video introductions or portfolio submissions alongside resumes.
Ensure your application platform is accessible for screen readers & other assistive tech.
3. Diversify Your Sourcing Channels:
Partner with organizations advocating for neurodiversity to reach a wider talent pool. Attend industry events or
conferences catering to neurodivergent communities. Post on job boards specializing in neurodiversity
recruitment.
4. Build Relationships and Stay Connected:
Even if a candidate isn’t the perfect fit for a specific role, maintain a connection. Keep them informed about
future opportunities that might be a better match.
5. Screening for Skills, Not Neurotype:
Design interview questions that assess competencies relevant to the job, not social niceties. Consider using
standardized assessments to evaluate skills objectively. Avoid using AI to sift applications.
6. Structured and Predictable Interview Process:
Provide clear interview schedules and details about the format in advance. Offer the option for virtual
interviews to minimize sensory overload. Allow candidates additional time to respond to questions if needed.
7. Train Interviewers on Neurodiversity:
Educate interviewers on recognizing signs of neurodiversity and unconscious bias. Train them on effective
communication strategies for neurodivergent candidates.
8. Offer Accommodations During Interviews:
Provide a quiet interview space free from distractions. Allow candidates to use assistive devices like noisecancelling headphones. Offer the option for breaks during the interview process.
9. Highlight Your Supportive Work Environment:
Promote your company’s flexible work arrangements, mental health resources, and commitment to accessibility.
Showcase existing neurodivergent employees’ success stories in your company culture.
10. Focus on Potential, Not Just Experience:
Consider alternative ways to assess skills and knowledge beyond traditional work experience. Value transferable
skills and a passion for learning over rigid experience requirements.
By following these tips, recruiters can create a more inclusive recruitment process that attracts and retains top
neurodivergent talent, fostering a diverse and thriving workplace.
If you need help to update your recruitment process contact Sam who can provide training.