Defining the role in recruitment
A well-defined job role is crucial in recruitment to attract the right candidates and streamline the hiring process. Many job ads are overly broad or list unnecessary skills, which can deter highly qualified candidates—including neurodivergent applicants—from applying. Clear, inclusive job ads not only help to attract diverse talent but also signal that the company values diversity and inclusion. This guide provides actionable steps to make the “Defining the Role” phase more inclusive by addressing common barriers.
Neuro-inclusively defining the role
By ensuring that job expectations are clear and inclusive, organisations create a fairer, more accessible recruitment process.
Job analysis
In this phase, clearly identify the role’s duties and required skills to avoid excluding neurodivergent candidates with non-traditional backgrounds.
Analyse role duties and responsibilities
- Barrier: When job roles are unclear or list an overwhelming number of skills, they can deter individuals who prefer clarity and a checklist approach. Neurodivergent candidates may be discouraged by vague or excessively broad role descriptions that make it difficult to assess if they meet all requirements.
- Strategy: Begin by thoroughly examining the role’s duties, responsibilities, and required skills to clarify what’s essential for success in the position.
Use plain and literal language
- Barrier: Jargon-heavy language can confuse candidates who interpret language literally. Around 20% of neurodivergent individuals report difficulties understanding the language in job ads, reducing their likelihood of applying even when they’re qualified.
- Strategy: Write descriptions in straightforward, literal language. Avoid terms like “self-starter” or “team player,” opting for phrases like “independent worker who collaborates well and is open to learning job requirements.”
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 say, ‘What does this email mean?’ and they read it and tell me the most simple statement. Why can’t they just use that language in the first place? I am sure people get sick of me asking questions.”
Tip: Check out the Plain English Foundation for resources on clear language.
Provide task examples
- Barrier: Uncertainty around the role and tasks expectations may discourage neurodivergent candidates who could succeed in the role.
- Strategy: Describe specific tasks and expected outcomes associated with the role. This practical approach helps applicants gauge whether they can realistically meet job expectations and if the position aligns with their skills.
Reduce emphasis on formal qualifications
- Barrier: Neurodivergent job seekers often follow non-traditional career paths, excelling through self-education, skills development, and flexible work arrangements. Many balance work with personal goals, sometimes working part-time or taking breaks to support their well-being or skill advancement. Rigid qualification requirements in a job ad can unintentionally exclude these skilled, passionate candidates.
- Strategy: Recognise skills gained through alternative education, training, or non-traditional career paths as valuable, equivalent experience. Focus on the practical skills needed for the job, rather than strictly requiring formal credentials, which may exclude capable candidates.
Job description
Crafting a precise job description can reduce bias, help candidates assess their fit, and avoid unintentionally discouraging neurodivergent candidates.
Create a concise job description
- Barrier: Overly complex job ads or unclear descriptions can deter neurodivergent applicants.
- Strategy: Clearly outline the job title, responsibilities, and key qualifications. This approach reduces bias and helps candidates understand what’s expected.
Differentiate between essential and desirable skills
- Barrier: Listing too many desirable qualifications or skills as essential can limit the candidate pool.
- Strategy: Specify which skills are mandatory and which are beneficial but not essential.
Employee Insight: “A lot of places really get these two wrong. Most of the time, they put the desirable qualifications in essential and then wonder why no one is applying. Or they have too many people applying because they don’t put enough in the essential qualifications.”
Include an explicit inclusivity statement
- Barrier: Many organisations emphasise “cultural fit,” which may inadvertently discourage candidates with different social styles. Neurodivergent applicants may feel they need to “mask” or pretend to fit in rather than being authentic.
- Strategy: Add a statement like “neurodivergent individuals are encouraged to apply” in job ads to make the role more welcoming.
Provide flexibility in work environments
- Barrier: Narrow competency interpretation, like requiring work in high-sensory or social environments, can limit neurodivergent candidates who may excel in quieter settings.
- Strategy: Specify in the job ad if alternative work environments are available, such as sensory-friendly options.
Remove unnecessary skills
- Barrier: Listing non-essential skills in a job ad, like a driver’s license when the role doesn’t involve driving, unnecessarily limits candidates.
- Strategy: Ensure each skill listed is relevant to job tasks to avoid excluding capable applicants.
Person Specification
The person specification outlines the ideal candidate’s qualities, guiding fair evaluation and reducing unconscious bias.
Develop a profile of the ideal candidate
- Barrier: Emphasising “cultural fit” can discourage candidates with diverse social styles from applying.
- Strategy: Focus on skills and values aligned with the role, rather than vague concepts like “cultural fit.”
Evaluate the relevance of skills and qualifications
- Barrier: Listing irrelevant skills or qualifications can deter neurodivergent candidates.
- Strategy: Ensure each skill or qualification listed is directly relevant to job tasks, minimising the risk of excluding candidates based on non-essential criteria.
Encourage accommodation requests
- Barrier: Many neurodivergent candidates may hesitate to apply if accommodations are not explicitly stated.
- Strategy: State in the job ad that candidates are welcome to request reasonable accommodations, such as support persons, job coaches, or alternative application formats like portfolios. This openness can help neurodivergent candidates feel more comfortable applying.
Employee Insight: “Often, desirable qualifications are listed as essential, which reduces the applicant pool. Separating these helps applicants assess their fit accurately.”
Accessible application instructions
- Barrier: Complex application instructions increase the opportunity to miss essential steps while also invoking stress.
- Strategy: Provide clear, simple instructions for each application step to reduce potential stress and ensure accessibility.
Why inclusive role definition matters
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.
