Online workshop for HR: Creating Neuroinclusive Hiring Practices: Job Adverts

Online workshop for 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