Screening and shortlisting
A neuro-inclusive screening and shortlisting process is essential to ensure all applicants have an equal opportunity to be considered for a role. In this phase, neurodivergent job seekers may face unique challenges that hinder their chances of advancing due to rigid assessment criteria that may not account for unique skills and cognitive differences.
For example, adding language such as, “Even if you don’t have the essential qualifications, if you can show us you have skills and experience that match, then apply,” can encourage neurodivergent candidates to feel more comfortable applying. A neurodivergent added,
“That way we know that it’s not against the rules to apply even if we don’t match everything.”
Addressing these barriers requires broadening how qualifications and skills are assessed. Offering alternative screening methods to accommodate different communication needs, and redefining shortlisting criteria to acknowledge the diverse strengths of neurodivergent candidates. Ultimately, this creates a more inclusive recruitment process that enhances workforce diversity and capability.
Neuro-inclusive: Screening and shortlisting
There are a number of ways in which you can make the screening and shortlisting process more neuro-inclusive.
Application review improvements
Qualifications
- Barrier: Neurodivergent candidates often possess advanced skills in specific areas without formal qualifications. These skills, often stemming from deep interest and self-taught expertise, may not align with traditional job descriptions, preventing the individual from becoming a shortlisted candidate.
- Strategy: Embrace a broader range of qualifications and experiences, including unconventional career paths and informal learning. Focus on transferable skills and practical experience rather than strictly formal education.
Career pathways
- Barrier: Many neurodivergent individuals have employment gaps, often due to time spent developing skills informally or focusing on personal interests that may not be represented on their resumes.
- Strategy: Evaluate skills by using alternative assessment methods that allow individuals to showcase their abilities, even if developed through non-traditional pathways.
Employee insight: “Burnout gaps are common. I had to stop working for a year after my first job because of overstimulation and feeling out of place in the team.”
Presentation of qualifications
- Barrier: Neurodivergent applicants may face challenges in presenting their experiences due to non-linear career histories and limited professional references.
- Strategy: Adapt applications to be more accessible, providing clear guidance on what information to include and examples to help neurodivergent candidates present relevant information effectively.
Initial screening adaptations
Diverse screening methods
- Barrier: Many talent management systems rely on keywords or criteria that reflect ‘neurotypical’ standards, excluding candidates with unconventional resumes. Additionally, timed tests can disadvantage those who need more processing time.
- Strategy: Use varied screening techniques, such as written questionnaires or scenario-based assessments, allowing candidates to showcase their skills in formats suited to their communication styles.
Clear communication
- Barrier: Ambiguity in assessment processes and expectations can lead to anxiety and misinterpretation.
- Strategy: Provide detailed explanations of the assessment process, sample questions, and opportunities for practice to reduce anxiety and prepare candidates effectively.
Shortlisting enhancements
Bias mitigation
- Barrier: Standardised algorithms and rigid criteria in shortlisting processes may overlook neurodivergent candidates due to societal misconceptions or narrowly defined qualifications.
- Strategies
- Bias training: Equip recruitment teams with training to identify and mitigate unconscious biases for a fair evaluation of all candidates.
- Flexible evaluation criteria: Tailor evaluation criteria to diverse cognitive styles and processing speeds, allowing neurodivergent candidates to showcase their unique strengths.
- Multiple assessment methods: Use a combination of assessments to capture a comprehensive view of each candidate’s abilities rather than relying on a single method.
Employee insight: “Bias training would be helpful every year, as new biases emerge over time and with shifts in team culture. This should cover neurodivergence and other diversity areas.”
Accommodations for neurodivergent candidates
“If a candidate identifies as neurodiverse, we contact them by phone or email to discuss adjustments that may assist in the recruitment process and create a plan moving forward. Adjustments can include extended HireVue assessments, one-on-one information sessions, providing interview questions early, and interview coaching.” — Commonwealth Bank of Australia, Accessibility and Inclusion Strategy 2024-2026.
By implementing these inclusive strategies, organisations can significantly improve their recruitment processes, making them fairer and more accessible to neurodivergent job seekers. This approach not only enhances workforce diversity and capability but also fosters a more inclusive and supportive corporate culture.
