Plan the recruitment campaign

Creating a recruitment campaign that does not exclude neurodivergent job seekers requires thoughtful planning and a commitment to inclusivity.

Planning the recruitment campaign

Creating a recruitment campaign that does not exclude neurodivergent job seekers requires thoughtful planning and a commitment to inclusivity.

Implementing accessible recruitment management systems that meet accessibility standards, offer customisable interfaces, and use bias-free algorithms is essential to remove barriers. Additionally, an inclusive recruitment timeline with clear, ample deadlines for applications, assessments, and offers is crucial. This allows all candidates sufficient time to apply. Flexibility is also key, ensuring the process accommodates diverse needs and different ways of working.

By addressing these considerations, employers can create a more welcoming, accessible recruitment campaign that attracts and supports neurodivergent talent.

Making the ‘Planning the Recruitment Campaign’ phase more inclusive

To build a neuro-inclusive recruitment campaign, organisations should proactively consider the diverse needs of all potential candidates. Numerous barriers may impact the number and quality of applicants an organisation receives. Careful, neuro-inclusive planning can help eliminate barriers early in the process.

Neuro-inclusive planning: The recruitment campaign

A well-defined and inclusive role benefits both recruitment teams and candidates. By outlining expectations clearly and focusing on essential skills, organisations reduce bias and ensure neurodivergent and other underrepresented groups have a fair opportunity to succeed. This approach fosters a welcoming environment where candidates feel empowered to showcase their strengths and enhances the organisation’s innovation and productivity.

1. Recruitment strategy

Here are a number of things to consider within the recruitment strategy phase:

Maximise diverse outreach

Barrier: Traditional recruitment strategies may lack reach to inclusive networks or platforms, limiting access for neurodivergent candidates who may not see job opportunities on mainstream job boards. Without conscious diversity initiatives, these strategies may inadvertently cater to a narrow neuro-profile.
Strategy: Work with specialised recruitment agencies, peak bodies, and advocacy groups that understand neurodivergent candidates’ needs and can help maximise reach.

Bias reduction

Barrier: Unconscious bias can appear early in the recruitment process and create significant barriers for neurodivergent job seekers.
Strategy: Actively incorporate diversity initiatives into the recruitment strategy. Conduct training sessions for recruiters to help them recognise and reduce unconscious biases that may impact neurodivergent applicants.

2. Accessible recruitment management systems

Accessible advertising platforms

Barrier: A 2023 survey by Autism SA revealed that 17% of neurodivergent employees report difficulties with website accessibility, highlighting the technical barriers they face from the beginning of their job search. Inaccessible recruitment systems can deter candidates before they even apply.
Strategy: Ensure job postings are on platforms that comply with the Web Content Accessibility Guidelines (WCAG), making them easy to navigate for people with disabilities, including those using assistive technologies.

Inclusive features

Customisable application processes: Provide flexibility with adjustable deadlines and alternative submission formats to accommodate different candidate needs.
Bias-free algorithms: Use algorithms that anonymise candidate information and incorporate balanced datasets to minimise bias.
User-friendly interface: Choose interfaces that are straightforward and intuitive, reducing barriers for candidates with cognitive or learning disabilities.
Flexible communication options: Provide options like email, chat, video, and voice to cater to various communication preferences. Training and support: Provide resources and training for recruitment teams to ensure they understand and uphold inclusive recruitment principles.
Feedback mechanisms: Set up systems to collect feedback from candidates on the accessibility and usability of the recruitment process, supporting continuous improvement.

Employee insight: “I wish we could still walk into a place we wanted to work and hand them a resume. I don’t understand why everything went online and only online in the first place. Having both methods would be way more accessible and inclusive.”

3. Recruitment timeline

Deadlines

Barrier: Traditional recruitment timelines often impose strict application deadlines, which may not accommodate neurodivergent individuals who require additional time to process and respond to job ads. Many neurodivergent job seekers report that short timeframes make the application process challenging so do not apply.
Strategy: Provide longer deadlines to give all candidates ample time to prepare their applications, particularly supporting neurodivergent individuals who may need extra time.

Streamlined applications

Barrier: Some application processes include lengthy surveys or repetitive questions, which can be overwhelming. Some neurodivergent people who get frustrated when they see inefficiencies in systems.
Strategy: Avoid repetitive, unnecessary tasks. Allow candidates to submit additional documents after the initial application to create a more accommodating process.

Employee insight: “I often abandon applications halfway through if they’re long and repetitive, even if I’m interested in the job.”

Clear guidance and support

Barrier: Ambiguous or complex application instructions can discourage candidates.
Strategy: Offer clear, step-by-step instructions for the application process and provide dedicated support to help candidates understand requirements and access assistance if needed.

By implementing these strategies, organisations can ensure the recruitment phase is planned to optimise neuro-inclusiveness, making the process accessible, fair, and welcoming for all job seekers.

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“As an employer I believe and have seen that supporting neurodiversity isn’t just about being inclusive, it’s good for business. It attracts a wider talent pool, boosts innovation, improves employee well-being, and reduces costs. In short, it strengthens your employer brand and builds a successful work environment.”

“As a small business we create policies and procedures collaboratively with staff, making sure that the policies are designed for them by them”.

“When you’re in an inclusive workplace people identify and understand the strengths you bring and accommodate work to focus on your strength areas”

“In an inclusive workplace neurodivergent employees should feel that they are understood by staff.”

“Inclusive onboarding for me really enhanced the comfort. Your first day can be really scary as you don’t know what to do, who to meet. At one place started at they told me what the plan was, who I was to meet and gave me clear instructions of where to go which helped me have a plan until the person who was collecting me arrived which made the whole thing a little bit less stressful.”

“I found work tours really helpful when they are part of the interview. It helped me sell myself during the interview as you can look at the types of equipment you will be using and get a better idea of what they want from you and the employer gets to see how you react to the environment”

“Feeling understood by my manager meant that I felt valued by the workplace, and that my unique perspective was valuable. When managers have understood me and my strengths, I have definitely felt more motivated to do my best for the business or company as a result.”

“I’ve noticed that in workplaces I’ve been in positive changes have been really successful when they come from the top down.”

“In the business I work in, to show job seekers that we are inclusive we have inclusivity statements on our website and our job ads. We also offer adjustments and accommodations as part of the recruitment process”

“The advice that I would give to businesses wanting to be inclusive is you have to start somewhere, even with something small. Be open to new ways of thinking and get input from staff to start making inclusive changes. Get it going, get it moving and let’s start doing something.”

“Your workforce needs to reflect your customer base. It really allows your customer base to feel more welcome and like they belong. I have found also that diversity of thought, skills background and knowledge also reduces bias and group think within an organisation, that’s one of the key things I have found”.

‘In an organisational setting, inclusion is seen as a means to improve performance and employee satisfaction. It improves employee loyalty, creative problem solving and teamwork.

“In my previous role I did not disclose this information because I was already having difficulties with colleagues. In my current role I have disclosed to team members I am comfortable with.”

Autism SA completed a National Survey in 2023, where 72 neurodivergent people were asked if they had disclosed during the recruitment process or in a workplace. 33% shared that they had not disclosed, 40% said that they had disclosed their diagnosis, while 26% partly disclosed.

“I love sharing my experience of being on the spectrum with people. It’s all about awareness”

“The number one thing that neurodivergent jobseekers look for when determining if an organisation is inclusive, is inclusive statements and language”

“Inclusive workplaces enhance teamwork and collaboration by valuing diverse contributions and perspectives.”

“Neurodiverse workplaces better reflect and understand the needs and preferences of diverse groups of people. This helps to expand the market and customer base and provide a wider range of products and services.”

“A diverse workforce is able to tackle a wide range of work challenges, thereby increasing overall efficiency and productivity.”

“This diversity can promote innovation and creativity, as different ways of thinking can lead to different perspectives and approaches to problem solving.”

“As an autistic employee, feeling valued motivates me to do my best”

“Inclusive recruitment has allowed us to build a diverse talent pipeline, ensuring our organisation’s long-term success.”