Attracting candidates
The objective of the recruitment process should be to attract a large number of high-quality candidates. However, traditional talent acquisition methods often do not resonate with neurodivergent individuals, unintentionally limiting the candidate pool. Embracing a neuro-inclusive recruitment strategy can significantly expand this pool, allowing employers to access the unique skills and perspectives neurodivergent candidates bring, which leads to more diverse and effective hiring outcomes.
According to the Autism in Australia, 2022 report released by the Australian Bureau of Statistics in October 2024, approximately 71,500, or about 50%, of autistic people of working age participate in the labour force, compared to 85% of people without disabilities. This statistic highlights an untapped workforce with the potential to contribute substantially to productivity, innovation, and workplace culture in Australian organisations.
Despite this potential, many employers inadvertently create barriers that make it challenging for neurodivergent job seekers to fully engage in the recruitment process and join the workforce. Recognising and addressing these barriers can make a significant difference in attracting neurodivergent talent.
Neuro-inclusive: Attracting candidates
To build a neuro-inclusive recruitment process, organisations should focus on adjustments to the job advertisement and the promotion process to make it neuro-inclusive.
Employee insight: “When looking on Seek I look for ….anything that says ‘inclusion’ or ‘inclusive’. I look at all of the job ads for clues to how the workplace may be. If they didn’t mention any of the key indicators, I didn’t even look at the job description, even if I liked the job.”
There are a number of effective strategies that can be implemented to attract more neurodivergent candidates to apply for roles.
Inclusive language
Use clear, jargon free language
- Barrier: Job ads with excessive information can overwhelm neurodivergent job seekers. A survey by Autism SA found that neurodivergent individuals prefer clear, concise job ads and straightforward position descriptions. Industry jargon and complex terms in job ads can further create confusion about job requirements.
- Strategy: Use clear, literal language in job ads, avoiding jargon and metaphors that may confuse or discourage applicants.
Employee insight: “I hate government jargon. I work for local government. Government jargon is an enemy. The number of times I have to turn to a colleague and ask, ‘What does this email mean?’ and they tell me the simplest statement. Why can’t they just use that language in the first place? I’m sure people get sick of me asking questions.”
Clear instructions and guidance
- Barrier: Lack of clarity on required documents and alternative options can deter applications.
- Strategy: Provide clear guidance on required materials (such as Curriculum Vitae’s and cover letters) and offer alternatives like a self-recorded video or meet-and-greet event.
Include information on accommodations and adjustments
- Barrier: Without mention of available accommodations, neurodivergent applicants may feel uncomfortable requesting support.
- Strategy: Explicitly state that accommodations are available during the recruitment process, with examples to make candidates feel more comfortable making requests.
Employee insight: “[I look for] wording and information that indicated the workplace would be as flexible as possible. Anything that mentioned flexible working arrangements, working from home, flexible teams and managers, ability to work around other responsibilities”
Explicit inclusivity statement
- Barrier: Neurodivergent candidates may not feel encouraged to apply if inclusivity is implied but not explicitly stated.
- Strategy: Include a statement emphasising the company’s commitment to hiring neurodivergent individuals, such as “Neurodivergent people are encouraged to apply.”
Employer branding
Inclusivity in branding
- Barrier: Neurodivergent applicants may hesitate to apply if the organisation’s culture doesn’t appear inclusive. In fact, 32% of candidates hesitate if inclusivity isn’t clearly visible in employer branding.
- Strategy: Communicate the organisation’s commitment to diversity and inclusion by specifically mentioning neurodiversity in recruitment materials, on the company website, and across social media channels.
Supportive policies
- Barrier: If employer branding doesn’t highlight support for neurodivergent employees, candidates may doubt the availability of accommodations and support.
- Strategy: Publicly share policies that support neurodivergent employees, including accommodations, adjustments, and supported onboarding processes.
Advertising channels
Diverse channels for attracting candidates
- Barrier: Traditional networking and referral strategies may miss neurodivergent individuals who may also have social anxiety; 22% report struggling with the communication methods in job advertisements.
- Strategy: Expand recruitment beyond conventional platforms, partnering with community organisations, peak bodies, advocacy groups, and specialised job boards.
Employee insight: “I like having the job posted to many places.”
Communication methods
- Barrier: Networking events and outreach that don’t accommodate diverse communication styles can exclude neurodivergent candidates.
- Strategy: Offer alternatives for asking questions or submitting applications, such as allowing text-based applications to accommodate different communication styles.
Targeted outreach
- Barrier: Lack of targeted outreach may mean missing out on neurodivergent talent pools, underscoring the need to use varied channels to connect with neurodivergent individuals.
- Strategy: Host information sessions that explain the role and provide opportunities for candidates to ask questions. Collaborate with organisations that advocate for neurodivergent individuals to understand their needs and gain insights into effective strategies for candidate attraction.
By implementing these strategies, employers can create a more inclusive recruitment environment. This ensures that neurodivergent candidates are aware of job opportunities, feel encouraged to apply, and are supported throughout the application process.
