HR-Creating Neuroinclusive Hiring Practices: Job Adverts
1. Defining Neuroinclusive Job Adverts
Clarify the purpose: attract and support neurodivergent talent
Emphasize specificity over generic corporate jargon
Highlight measurable goals: diversity metrics retention rates
2. Research Foundations
Summarize cutting-edge studies on language impact in recruiting
Introduce lesser-known insights: color-coded sections to signal cognitive load
Cite data: inclusive wording can increase applicant pools by up to 30%
3. Crafting the Job Title and Summary
Use clear role-specific phrasing (avoid “rock star” or “ninja”)
Include “flexible schedule” or “sensory-friendly workspace” upfront
Test novel ideas: Role Resonance Statements to map tasks to neurodivergent strengths
4. Language Tone and Cognitive Demand
Opt for direct expectation statements over vague soft skills
Describe workload type using “cognitive demand” labels (e.g. high-focus vs. varied tasks)
Balance person-first vs. identity-first language based on audience research
5. Structure Format and Accessibility
Break job adverts into clear headings and bullet lists for easy scanning
Offer alternative formats: plain-text audio transcripts infographics
Embed visual timelines of application steps to reduce uncertainty
6. Highlighting Accommodations and Support
State available reasonable adjustments (assistive tech flexible hours)
Outline confidentiality measures for self-identification and disclosure
Provide direct contact for an accommodations coordinator or HR representative
7. Testing Feedback and Iteration
Run A/B tests on phrasing with neurodivergent focus groups
Monitor completion rates dropout points and candidate feedback
Iterate adverts based on quantitative data and qualitative insights
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