3 tips to make recruitment better for everyone

A lot of my work focuses on helping individuals and employers once someone is in work, but what if people are having problems finding work due to barriers within the recruitment process?

Sometimes, the way we decide whether someone is a ‘good fit’ can unintentionally create barriers for neurodivergent candidates.

Here are three simple things you can do to make recruitment fairer and more accessible and, importantly, improve the experience for everyone.

Remove behavioural expectations from your selection process

We often make assumptions about behaviours, but these aren't always a reliable indicator of someone's suitability for a role.

For example:

• Someone who doesn't make eye contact isn't necessarily disinterested.

• Someone who fidgets isn't necessarily distracted.

• Someone who takes a little longer to answer a question isn't necessarily lacking confidence or knowledge.

Instead of assessing candidates on whether they demonstrate the behaviours we expect to see, focus on the evidence that actually relates to the requirements of the role.

Send interview questions in advance

For many people, being given an interview question and having to formulate an answer immediately can be challenging.

That's particularly true for candidates who experience differences with processing speed, working memory, communication or anxiety, but plenty of people who aren't neurodivergent can find it difficult too.

Sending questions in advance gives candidates the opportunity to think about what they want to say and prepare examples that demonstrate their skills and experience.

This doesn’t mean you’re making the interview too easy. You're removing an unnecessary barrier so you're more likely to see what the candidate can actually do and it gives them a better chance to showcase their skills.

After all, if the job doesn't involve coming up with excellent answers to unexpected questions with no preparation, why should the recruitment process test that ability?

Question your assumptions about neurodiversity

This one works both ways.

Don't assume that someone who is neurodivergent will automatically need support or adjustments. And don't assume that someone who doesn't disclose they’re neurodivergent is neurotypical.

The best approach is to make adjustments available without making assumptions about who needs them.

Consider asking: ‘Is there anything we can do to help you participate fully in the recruitment process?’ And make that invitation available to everyone.

The aim isn't to give neurodivergent candidates an advantage. It's to remove unnecessary barriers so that candidates have a fair opportunity to demonstrate their skills, experience and potential and to give hiring managers a better chance of employing the candidate best suited to the role.

So, next time you're recruiting, take a moment to look beyond the behaviours you've traditionally associated with a ‘good’ candidate.

Are you assessing someone's ability to do the job or how well they perform during the recruitment process? That distinction can make a big difference.