How To Build and Inclusive Hiring & Application Process

Recently, we had the pleasure of meeting with Seb York, People Partner at Cardiff Community Housing Association (CCHA).

Seb has been doing truly inspiring work around Neurodiversity in the Workplace, ensuring CCHA is leading the way in implementing best practices across the board.

We walked away from the meeting feeling deeply inspired and more convinced than ever that businesses everywhere need to prioritise understanding neurodiversity as it’s essential for fostering inclusive and supportive work environments.

What is Neurodiversity?

Neurodiversity is a term used to describe the differences between how people experience and interact with the world.

We all have our strengths and weaknesses, however, for some people the variation between the two is more pronounced.

In the correct environment with adjustments in place, being neurodiverse can have its advantages. However, we must ensure we use inclusive practises, in and out of the workplace, to create processes and spaces that reduce disabling factors.

Did you know? - It is estimated that around 1 in 7 people in the UK have some kind of neuro-difference.

To harness this talent pool, and ensure that neurodiverse applicants aren’t being screened out, we have to begin by reviewing our job application and interview process to ensure that they are as accessible and fair as possible.

Our Top-tips on Ensuring an Inclusive Process.

Here are our top tips on how to create a neuro-inclusive hiring process:

Clear and Accessible Job Descriptions

Clear and concise job descriptions are beneficial to any applicant, but it’s important to remember that for many, this is the first hurdle. Consider the standard language that your organisation uses across its job adverts and whether it is inclusive of neurodiverse behaviours.

Additionally, it is worth considering how these are formatted and whether are easy to read and process for candidates with dyslexia, for example.

Simplifying the Application Process

We have all fallen victim to a confusing application, but by streamlining the process, you are removing any unnecessary barriers. Reducing stress, and allowing candidates to focus on showcasing their skillset.

Outline the steps and expectations required in the application, and consider how questions are framed to ensure that they are as concise as possible.

Providing Advance Information for Interviews

Interviews are often nerve-wracking enough, but these nerves and anxiety is often amplified in neurodiverse candidates. By providing advance information, the applicant is able to prepare thoroughly - reducing any stress caused by being in unfamiliar situations.

Encouraging an Open Dialogue

Many neurodivergent candidates hesitate to request accommodations, so proactively offering support can go a long way in making them feel welcomed.

Adapting Interview Techniques for Neuroinclusivity

Traditional interview settings may not allow all candidates to showcase their best selves, especially those who are neurodivergent. There are a few ways in which the interview itself can include reasonable adjustments, but by using concise questions and assessing skills, not social queues allows for a fairer process.

Using Skill-Based Interview Questions

Questions intended to gauge personality or thinking style, like “What’s your biggest weakness?” can disadvantage neurodivergent candidates. Instead, prioritise questions that directly evaluate their relevant skills and problem-solving abilities.

Providing Clear Feedback and Next Steps

You can reduce your candidate’s anxiety levels immediately by providing clear guidance on the next steps and being transparent about timescales.

Providing a follow-up email notes further aids the candidate by allowing time to reflect and review the interview process and experience.

Keen To Learn More?

Download the full guide to learn actionable steps for building a neuroinclusive recruitment process and start your journey in championing neurodiversity in the workplace.

Download the Guide

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Building a Neuroinclusive Application and Interview Process