How to Hire Autistic, Dyslexic or Other Neurodivergent Staff
THE RECRUITMENT PROCESS
Many neurodivergent job candidates find the recruitment process challenging. Long and ambiguous application forms. Panel interviews and assessment centres. These are examples of the barriers they face. Some of which only highlight the challenges they may have with social interactions.
There are many simple adjustments that can help neurodivergent candidates show their strengths.
Often with adjustments for neurodiverse candidates, the changes can benefit all candidates. The single most significant change? Being open and flexible in your thinking and approach.
You'll also ensure that you meet your legal requirements to make reasonable adjustments.
JOB DESCRIPTIONS
Quite often a job description will represent the ideal employee profile. It may have all skills, competencies, experiences and qualifications of the perfect candidate.
Many neurodivergent job seekers can take a literal view of the world. They can often self-eliminate from applying where they don’t believe they tick all the boxes.
The best way around this issue? Limit the job description to the non-negotiable skills, experiences and qualifications required. Focus on the characteristics a successful person in this role would have. Question yourself if you’re including networking, team working and influencing skills for every role.
There are many roles where being a team player is important for sure, but is it critical? Consider someone who’s not your best player when it comes to stakeholder influencing. Could they still be able to nail that analytics or design based role?
A great team isn’t made up of amazing all-rounders who can play in any position on the field. Most players are more adept at one position over another. How many goalies are top scoring strikers?
Describing the key activities in the role will help applicants to assess their suitability for the job. This will also help them identify how their skills and experiences match the job expectations. This is likely to become more relevant as careers become more fluid and non-linear.
Minimising jargon, acronyms and assumed knowledge will also broaden your applicant base. You'll also make it easier for applicants to understand the role you’re offering.
APPLICATION FORMS
Ensuring your application form is succinct and avoids ambiguous questions will support a range of potential candidates.
Consider including a glossary of terms to assist with understanding. Especially helpful for candidates who may not be as familiar with your industry.
Making it easy for applicants to identify any adjustments will help when it comes to interviews or assessments. It is also a sign to applicants that you take inclusion seriously. And that you’re ready to listen to them.
JOB ADS
Keep your ad copy clear and simple. Setting clear expectations of what is required to succeed in the role will broaden your reach.
The job ad is your opportunity to highlight your position on inclusion and how you support applicants. Outline your value proposition and let potential candidates see why they should apply.
INTERVIEWS
When it comes to neurodivergent candidates and interviews, you can be looking at an oil and water situation.
Many neurodivergent candidates don’t approach social interactions in the same way as other people. Having secured an interview, they’re now at the point where they can’t hide. Biases, both conscious and unconscious are the hurdles they have to get past.
As the interviewer, you’ve now got the opportunity to meet them and get to know them better. This might mean that you need to put aside many of the typical biases you’d bring to an interview situation. Things like – no eye contact = ‘bad’.
Expect differences in behaviour, such as an awkward or unconventional greeting. Understand that some neurodivergent people dislike personal contact such as shaking hands.
Being mindful of the language you use when asking questions. Allowing time for consideration and responses. Prompting for further information. These are all simple things that will help your candidate. Giving them the space to let you know who they are and the strengths they can bring to the role.
Be open to alternative approaches to interviews. Even having the interview as only one component of selection. Consider this, talking about what they can do is not the same as how they could perform on the job day in and day out.
What adaptations you could make to your interview or recruitment process? Some neurodivergent candidates may face difficulties with:
understanding body language and maintaining appropriate eye contact
knowing how to start and maintain conversations or do small talk
judging how much information to give – especially if questions are open
processing verbal questions quickly
thinking in abstract ways, or considering 'what if?' scenarios
varying their tone of voice and finding the appropriate level of formality.
WORK TRIALS
Providing an opportunity to show what a candidate can do is a better assessment of potential job performance. There are many ways of conducting a work trial. Depending on the amount of time and effort you’re prepared to invest in finding and supporting the right candidate.
To make this a successful process, leveraging someone who can guide and assist can be invaluable.
A good work trial will provide exposure to the activities that will be conducted as part of the role.
The way this is set up will differ from one role to another and from one employer to another. Aim to test the ability of the candidate to perform the role. Give them the chance to prove this through action rather than words.
By adopting some or all these measures, you can improve your neurodiverse recruitment and inclusion efforts. You'll open the door to some motivated and talented individuals.
