How to Make Your Hiring Process Neurodivergent-Friendly

In today’s diverse workforce, creating an inclusive hiring process is not just a moral imperative—it’s a strategic advantage. At Cherry Professional, the East Midlands’ leading recruitment partner for Finance, HR, Marketing and Business Support, we understand the importance of adapting your hiring practices to accommodate neurodivergent candidates.

The Power of Neurodiversity in Problem-Solving and Skill Sets

Research from Harvard Business Review has found that neurodiverse teams solve problems faster than those who are all cognitively similar. Furthermore, it’s estimated that roughly 51% of workers on the autistic spectrum have more skills than their jobs actually require. These findings underscore the value of cognitive diversity in driving innovation, efficiency, and untapped potential in the workplace. By making your hiring process more inclusive, you can tap into this wealth of talent and build teams that are more creative, productive, and adaptable.

Strategies for a Neurodivergent-Friendly Hiring Process

1. Provide Clear, Detailed Information: Offer comprehensive information about the interview process, including the format, duration, and what to expect. This can help reduce anxiety and allow candidates to prepare effectively.

2. Offer Interview Accommodations: Be open to providing accommodations such as extra time, written questions in advance, or alternative interview formats (e.g., task-based assessments instead of traditional interviews).

3. Create a Sensory-Friendly Environment: For in-person interviews, ensure the space is comfortable and free from distractions. Consider factors like lighting, noise levels, and seating arrangements.

4. Use Clear, Direct Communication: During interviews, use straightforward language and avoid idioms or abstract questions that might be confusing for some neurodivergent individuals.

5. Focus on Skills, Not Social Norms: Evaluate candidates based on their ability to perform job-related tasks rather than their adherence to social conventions like eye contact or small talk.

6. Provide Multiple Ways to Showcase Skills: Offer various methods for candidates to demonstrate their abilities, such as work samples, portfolios, or practical tests. This is particularly important given that many neurodivergent individuals may have skills beyond what their current or previous roles have required.

7. Train Your Interviewers: Ensure that all staff involved in the hiring process are educated about neurodiversity and trained in inclusive interviewing techniques.

8. Be Open to Alternative Communication Methods: Some candidates might prefer written communication over verbal. Be flexible in how you interact with candidates throughout the process.

9. Offer a ‘Working Interview’: Consider offering a paid trial day or project, allowing candidates to showcase their skills in a real work environment. This can be an excellent way to uncover the full range of a candidate’s capabilities.

10. Provide Prompt, Clear Feedback: After interviews, provide timely and constructive feedback, regardless of the outcome. This can be particularly valuable for neurodivergent candidates.

The Benefits of an Inclusive Hiring Process

By implementing these inclusion strategies, you’re not only making your hiring process more accessible but also positioning your organisation to benefit from the unique strengths of neurodivergent individuals. These may include exceptional pattern recognition, attention to detail, innovative problem-solving, and the ability to hyperfocus—all valuable assets in fields like Finance, HR, Marketing, and Business Support.

Moreover, by recognising that many neurodivergent individuals possess skills beyond their current job requirements, you open up opportunities for role enrichment and innovation within your organisation.

At Cherry Professional, we’re committed to helping organisations in the East Midlands build diverse and inclusive teams. Our expertise in recruitment, combined with our understanding of neurodiversity, allows us to support you in creating a hiring process that welcomes and values all candidates.

Are you ready to make your hiring process more neurodivergent-friendly and tap into a wider pool of talent? or simply want to continue the conversation, and talk to our HR recruitment team about what you are currently doing with your inclusion process?