Three Ways to Make Your Hiring Practices Neuro-Inclusive

In today’s labor market, taking a neuro-inclusive approach to hiring isn’t just the right thing to do; it’s a smart business decision. Neurodivergent individuals – such as people with ADHD, autism, dyslexia, and other diverse cognitive profiles – bring unique strengths and perspectives to the table that can translate to a competitive edge for businesses.

But there’s a roadblock here – not all hiring practices are accessible for neurodivergent people. In fact, many hiring practices are built to weed out some of the typical behaviors that neurodivergent individuals might present, such as not making eye contact, conversational challenges, struggling with vague questions, and more.

So, what are some small changes that any organization can implement to make their hiring practices more neuro-inclusive?

Concise and Direct Job Descriptions

Crafting job descriptions can be challenging. You need to convey your company culture, role responsibilities, and required qualifications while keeping it engaging. However, overly complex descriptions filled with jargon or vague language can deter neurodivergent applicants.

• Use straightforward, direct language.

• The Employer Assistance and Resource Network on Disability (EARN) recommends that when it comes to the requirements of the role, categorize qualifications into "required" and "nice-to-have" to help literal thinkers determine if they should apply.

• Avoid vague terms like "strong communication skills" or "leadership abilities." Instead, specify measurable skills, such as "experience presenting technical reports" or "proficiency with [specific software]." This will help applicants gain a better understanding of what is required of them.

Accessible and Flexible Interviewing Processes

Interviews can be daunting, especially for neurodivergent individuals who struggle with social cues or high-pressure situations. Offering accommodations ensures all candidates can present their best selves.

• Allow candidates to request accommodations, such as extra response time, a quiet setting, or receiving questions in advance.

• Offer flexible interview formats (e.g., phone, video, or asynchronous interviews) to accommodate different communication styles.

• Make sure your questions are clear and direct. Instead of leading with a general question, like “tell us about yourself,” consider questions such as:

  • “Tell me about your experience with ABC Company. What was your role, what were your responsibilities, and what were some of your successes?”

  • “Can you tell me about your experience with [insert software here]? How long have you used it, for what kinds of projects, and do you know how to do the following: [X, Y, and Z]?”

  • “Tell me about a time that you faced an obstacle in the middle of a project? What was the obstacle, why was it a challenge, and how did you overcome it?”

Being proactive and flexible in your interviewing approach can demonstrate your organization’s dedication to and acceptance of diverse backgrounds, perspectives, and abilities.

Educate Your Interviewing Team

Hiring managers must be trained not only in standard interviewing practices but also in neuro-inclusive strategies. Ensure your team understands:

• Legal and ethical hiring practices.

• How neurodivergent candidates may approach interviews differently.

• The unique value neurodivergent employees bring to the workplace.

Without proper education and buy-in, inclusive hiring efforts may stall at the interview stage.

In Conclusion…

Hiring can be a complex process, but if your organization wants to embrace and engage with the unique talents that neurodivergent employees can bring to the table, making these small (but manageable!) changes to your hiring process can make a world of difference – especially for those on the other side of the table.

Wondering how else to make your hiring process more neuro-inclusive? Contact us today for help reviewing your policies, practices, and procedures to create an environment in which all neurotypes can thrive!

The information contained herein is for educational purposes only. It does not constitute legal advice.