top of page
Writer's pictureHayley Brackley

Neuroinclusive Recruitment

Updated: Oct 11

Exploring neuroinclusive recruitment and how to hire effectively. Explore how to create job ads and an interview process which is inclusive to both neurodivergent and neurotypical individuals. Create an inclusive hiring process using the following tips:


Creating Neuroinclusive Job Adverts


Ensure role requirements are behaviour-based rather than character-based – this is the difference between being someone who can demonstrate an ability to manage a project, rather than being a natural project manager.


neuroinclusive recruitment - Hiring manager speaks to potential new candidate


Clarity around skillsets in Job Descriptions


List only essential skills and qualities needed for the job and be sure these requirements are clear and specific. Here's additional ways to achieve this:


  • Avoid ambiguity: For example:

    - What even is a good communicator?

    - Is being a team player always essential?


  • Focus on the role: Consider making the job details the leading paragraphs, rather than heavy words about the company. Instead of “At XYZ Company we lead innovation through high performance thingy-m-bobs, with a pride in progressive wotsits.”


Instead go for “As an Account developer, you will… you’ll report to… you’ll work with… and your day will be…. We are looking for…”


  • Be specific about responsibilities: For example, instead of saying "manage projects," specify the types of projects and what managing them involves.


  • Use pragmatic, jargon free language: So we are not looking for "leverage," "paradigm shifts," or "synergizing cross-functional teams."


Avoid biased language in job adverts


Use language decoders to identify and reduce masculine-coded and ableist wording. Words like "driven," "ambitious," and "competitive" are often coded as masculine and may discourage female candidates from applying.


Terms like "strong" and "robust" could also be interpreted as ableist, subtly implying physical ability or resilience.


Make salary and flexible hours visible


Clearly state if the role allows for flexible working options such as remote working, flexible hours, or part-time options.


It's also important to make salary visibility non-negotiable to promote fairness and transparency.


neuroinclusive hiring - candidate smiles during first virtual interview

Accessibility and non-discriminatory language and format


Sense check your essential requirements for ableism and discriminatory practices.


  • Mandatory Degrees - For example, a degree may be less likely to be attained by someone who is neurodivergent or has a lower socioeconomic status. Do you really need someone to have a degree to do this role?

  • Readability - Ensure text is text, not an image and use clean fonts – Arial or Calibri size 12.

  • Visualisation - For those who might prefer or require alternative ways of processing information, consider including visual aids, flowcharts, or infographics in your communications, as well as plain text.

  • List alternative formats at the start of the advert – can you offer the advert as a video, a live call, or in brail?


Clarify the application process


Clarify the application process at the end of the job description or advert. What will the process be like? Are there any alternative methods available?


Circulate the job description and person specification to ensure it is understood and agreed with by those doing, and managing the role.


Showcase your commitments to an inclusive culture


Champion your inclusive practices in the process. Let applicants know that you genuinely welcome them, let them know you can make adjustments through the process, and give examples of what you can do.

neurodiversity during the hiring process - interview in session

Neuroinclusive Interview Processes


Diving into how you can simplify the process for candidates and ensure a neuroinclusive hiring process after the initial selections have taken place.


Application and Assessment Process


Here's a number of ways to keep your interview process neuroinclusive:


  • Keep things simple: Simplify the application form, use straightforward questions and instructions to make the application process accessible for everyone, including neurodivergent individuals. Keep it concise to avoid overwhelming applicants.


  • Offer multiple formats for application: Traditional written applications may not be the best way for everyone to express their skills and qualifications. Offer alternatives like video submissions or audio recordings to accommodate different communication preferences. Accept both a CV and/or a written application form.


  • Share your process: Be explicit about what the application process involves, with clear Instructions and expectations, including timelines and the types of tasks expected. This clarity helps applicants prepare and reduces anxiety.


  • Use objective criteria for shortlisting: To reduce unconscious bias and neuronormative preferences, ensure that shortlisting is based on clear, objective criteria that are directly related to the job requirements. If using AI for shortlisting, regularly assess the bias within the system, and ensure that it is creating an equitable process.


Adjustments during the interview process


Traditional interviews might not showcase everyone's abilities effectively. Here's how to keep your interview process neuroinclusive:


  • Offer flexible interview options: Like providing questions in advance, written responses, practical tasks, or a "day in the life" experience as part of the interview process.

  • Give a choice: On face to face or virtual interviews where possible: In virtual interviews, enable the closed captions feature or type questions into the chat.

  • Be open to making adjustments: During the shortlisting and selection process, such as offering alternative assessment methods that allow neurodivergent candidates to demonstrate their skills in a comfortable and supportive environment.


Ensure applicants feel welcome to disclose and request adjustments. Here's an example of text you can use:


“Our aim is to ensure a fair and supportive application process for everyone. If you require any adjustments, whether due to disability, neurodivergence, or another reason, please don't hesitate to let us know.


Your disclosure will be used strictly to help us tailor the process to your needs and won't influence our selection decision.


Some adjustments we've made before include providing questions in advance, offering a tour before your interview, sharing video introductions of our interviewers, showing photos of the interview rooms, arranging meet-and-greets with team members, and allowing extra time for assessments. (You could offer these as standard!).


We're committed to making this experience as comfortable and inclusive as possible for you.


Do you require any adjustments throughout this application process?”


Phone to represent reasonable adjustments at work




















Communicate regularly


Keep applicants informed at each step. Regular updates can help maintain confidence and reduce stress for all candidates.


Create an opportunity for existing colleagues of all neurotypes to come together as a focus group, review the process, and offer their feedback.


Encourage feedback on the application process from all candidates, using it to make ongoing improvements and further refine your approach to inclusivity. Ensure giving feedback is an easy process for candidates.


Regularly conduct an accessibility audit of your recruitment tools and platforms to ensure they are accessible to individuals with disabilities, including those who are neurodivergent. This ensures an equitable process for all applicants.


Job candidate feedback


Offer constructive and meaningful feedback to candidates, (including those who were successful!) supporting their development and showing appreciation for their effort and interest in your company.


Acknowledge the time, effort, and courage it takes to go through the application process. A simple thank you can go a long way in making candidates feel valued, regardless of the outcome.


For those not selected, let them know that their journey doesn't have to end here. Encourage them to apply for future roles, and if appropriate, offer to keep their details on file for suitable vacancies.


Home office to represent flexible working for a neuroinclusive workplace

















Job offer and negotiation stage


Here's how to make a job offer to candidates in a neuroinclusive way, reducing stress and making sure they make the right decision for them:


  • Clarity in every aspect: When making an offer, present it in a clear and encouraging manner. Highlight the key aspects such as role, salary, benefits, working hours and any unique requirements of the role. Follow this up in writing.

  • Allow Reflection time: Allow the candidate time to reflect and make a decision, give an opportunity to speak to the new line manager, or a would-be colleague if they need help in making a decision.

  • Workplace adjustments: Initiate conversations about potential workplace adjustments or support needs right from the start. This demonstrates your commitment to accommodating individual needs and fostering an inclusive work environment.

  • Confirm in writing: The offer, the deadlines for accepting the offer, supplying references, and providing any other required documents. Clear "what by when" guidelines help manage expectations and keep the process moving smoothly.

  • Futureproof discussions: Highlight that discussions about workplace adjustments are not a one-off event during the onboarding but part of an ongoing conversation. Encourage employees to identify and communicate new needs as their role evolves.


We’ll be sharing more tips on onboarding in a later article.


In the meantime explore more about neurodiversity coaching and neurodiversity in the workplace.


Support with neuroinclusive hiring


If you need support with your hiring process to create neuroinclusive experiences from job ads to interviews get in touch with Hayley (neurodiversity coach and specialist).




Hayley Brackley Neurodiversity coach



34 views0 comments

Recent Posts

See All

Comments


bottom of page