Four Tips to Make Your Job Postings More Accessible
As a leading employer of autistic professionals, we know firsthand the value neurodivergent talent can bring to the workplace. However, the traditional job application process can often present significant barriers for this talented pool of candidates.
From overly complex job descriptions to interviews that fail to accommodate sensory or communication needs, the standard hiring process frequently poses barriers and is ill-adapted to neurodivergent job seekers. This results in many qualified candidates being overlooked, or excluding themselves from applying.
To help build a more inclusive hiring landscape we created a tip sheet employers can reference when writing their job posts. Here’s a summary of four key tips to keep in mind when crafting job postings that can appeal to a broader audience, including neurodivergent applicants:
- Language: Avoid using gendered or racialized language (Ninja, Rockstar, Master) and opt for more neutral, impartial language.
- Highlight essential duties, not arbitrary “requirements:” Many neurodivergent individuals have a wide range of transferable skills that may not align with a job’s listed credentials. Focus on describing the core responsibilities and necessary skills, rather than creating a long list of strict prerequisites.
- Emphasize workplace accommodations and accessibility: Make it clear that you are open to providing reasonable accommodations, such as a quiet workspace, flexible scheduling, or assistive technology. Indicate who candidates should contact regarding accessibility needs.
- Keep it short: Use plain, concise language, avoiding lengthy, complicated sentences. Stick to clear, direct communication that is easy to understand.
Small changes to the hiring process, starting with job postings, can go a long way in building a more accessible and inclusive hiring process that opens the doors for talented neurodivergent candidates. Of course, creating inclusive job posts is just one piece of the puzzle. Employers must also ensure their entire recruitment workflow – from application to onboarding – is designed to support and empower neurodiverse individuals.
To learn more about building a neurodiverse-friendly workplace, download our free tip sheet “Building More Inclusive Job Postings.”
Are you looking for guidance or more help on making your hiring processes and work environment more inclusive and supportive for your employees? We can help! Contact us to learn more about our advisory services.
