How to help neurodiverse candidates into jobs
In recent years, the conversation around diversity and inclusion has rightly expanded to embrace neurodiversity – a term that refers to the natural variations in how people think, learn and process information.
Conditions such as autism, ADHD, dyslexia and dyspraxia are now increasingly recognised, not as hindrances, but as positive differences that can bring immense value to the workplace.
Despite this growing awareness, many hiring practices remain unintentionally exclusionary. At Pertemps, we believe it’s time for a shift.
Here’s how employers can build a more inclusive recruitment process that supports and celebrates neurodiverse talent.
Rethink the job description
Standard job descriptions often contain jargon or overly rigid criteria that can deter neurodiverse candidates. Phrases like “excellent communication skills” or “must multitask effectively” can be vague or unnecessary.
Tips:
- Focus on essential tasks and skills
- Be clear and specific about responsibilities
- Avoid unnecessary soft-skill requirements.
Offer multiple ways to apply
Application forms and CVs may not always allow neurodiverse individuals to showcase their strengths effectively. Offering flexibility in how candidates apply can level the playing field.
Suggestions:
- Accept video introductions, portfolios or task-based submissions
- Allow extra time to complete applications, if needed
- Make sure your online forms are accessible and easy to navigate.
Provide interview adjustments
Traditional interviews, especially those based on abstract or hypothetical questions, can disadvantage neurodiverse candidates.
Reasonable adjustments might include:
- Sharing interview questions in advance
- Allowing a support person to accompany the candidate
- Replacing panel interviews with one-to-one conversations
- Allowing written responses in place of verbal ones.
Train hiring managers
Unconscious bias can influence hiring decisions – often without anyone realising. Training hiring teams on neurodiversity helps break down misconceptions and ensures candidates are assessed fairly.
Training should cover:
- Understanding different neurodivergent conditions
- Inclusive language and communication
- Recognising and valuing diverse problem-solving styles.
Create a supportive onboarding process
Inclusivity shouldn’t stop at the job offer. A thoughtful onboarding process helps neurodiverse employees feel welcomed, understood and set up for success.
Consider:
- A structured induction plan
- Clear expectations and written guides
- A mentor or buddy system
- Open channels for feedback and support.
Neurodiverse individuals often bring exceptional attention to detail, creativity, pattern recognition and dedication – qualities that can offer a competitive edge. Instead of trying to fit candidates into a traditional mould, focus on identifying and nurturing their unique strengths.
To find out more about Pertemps DE&I policy click here.
