The Ultimate Neurodiversity Hiring Checklist for Inclusive Companies
Why Neurodiverse Hiring Matters
Neurodivergents bring some crazy benefits and strengths to the workplace. However, traditional hiring processes often overlook or disregard neurodivergent candidates. By making your recruitment process more inclusive today, you can advertise to a wider talent pool, enhance workplace diversity, and improve overall business performance.
This ultimate checklist will help your company create a hiring process that is accessible, fair, and supportive for neurodivergent applicants.
Job Descriptions & Role Advertisements
✅ Use clear language and avoid unnecessary complexity.
✅ Focus on essential skills and avoid vague or subjective requirements (e.g., "must have excellent communication skills"), instead make it more specific, for example: ‘Ability to communicate ideas effectively through emails, reports, and presentations.’
✅ Offer flexibility in job requirements where possible (e.g., experience alternatives, flexible working arrangements).
✅ Specify whether accommodations, such as remote work or flexible hours, are available.
✅ Clearly define job expectations and key responsibilities.
Application Process
✅ Allow multiple application formats (e.g., written, video, audio applications, portfolio).
✅ Use structured application forms with clear instructions.
✅ Minimise unnecessary fields that could be barriers for neurodivergent candidates. Stick to the point of the role.
✅ Clearly state contact details for accessibility requests and accommodations.
✅ Ensure your website and application portal are accessible (consider contrast, colours, font size, and screen-reader compatibility).
Interview Process
✅ Provide interview questions in advance to reduce anxiety where possible.
✅ Offer alternative interview formats (e.g., written or practical assessments instead of traditional interviews).
✅ In interviews use clear, specific questions and avoid vague hypotheticals.
✅ Allow candidates to bring notes, fidget tools, or support persons if needed.
✅ Train hiring managers on neurodiversity and inclusive interviewing techniques.
Assessment & Selection
✅ Prioritise skills-based assessments over personality-based evaluations.
✅ Offer alternative assessment methods, such as work samples or job trials.
✅ Provide clear evaluation criteria to reduce possible bias.
✅ Allow extra time for assessments if needed.
Communication & Feedback
✅ Clearly communicate expected timelines for the hiring process.
✅ Provide structured feedback to unsuccessful candidates when possible (Don’t ghost, all you need to do is say thank you but we are going in a different direction).
✅ Offer multiple communication options (e.g., email, phone, or text).
✅ Be transparent about the next steps and decision-making processes.
Onboarding & Workplace Support
✅ Offer a structured onboarding program with clear expectations.
✅ Assign a mentor or buddy to provide guidance and support where possible.
✅ Allow flexible adjustments for workspace setup (e.g., quiet spaces, tools and apps, noise-cancelling headphones).
✅ Provide written and verbal instructions to accommodate different communication styles.
✅ Implement an open culture where employees feel comfortable disclosing neurodivergence if they choose to with you.
✅ Regularly check in with new hires to assess their comfort and support needs.
Final Thoughts
Creating an inclusive hiring process isn’t just about compliance you know but allowing your neurodivergent staff to feel safe to unmask and reach their full potential. By implementing this checklist, your company can implement a more happier, healthier workplace.
If you’d like expert guidance on making your hiring process more neuroinclusive, contact Tania Gerard Digital for a tailored workshop or consultation.