Job descriptions are often the first contact a candidate has with your organisation, and many quietly screen out neurodivergent people before they have applied. Long lists of requirements, vague buzzwords and unclear processes put off autistic, ADHD, dyslexic and dyspraxic candidates who could do the job well.
The good news is that fixing this costs almost nothing. This guide covers what to change, with before and after examples.
Why job descriptions matter for neurodivergent candidates
Acas estimates that around 1 in 7 people in the UK are neurodivergent. That is a large share of any talent pool, and many neurodivergent people bring strengths such as deep focus, pattern recognition and original problem-solving. If you are new to the subject, our overview of neurodiversity in the workplace is a good place to start.
Neurodivergent candidates are more likely to hold back when an advert:
- is full of jargon or dense, complicated sentences
- lists rigid or excessive requirements
- is vague about the role or the hiring process
- puts social polish ahead of the skills the job actually needs
Every one of those is a barrier in the advert, not a gap in the candidate.
What to do
Focus on skills and outcomes
Describe what the person will actually do, rather than the credentials you assume go with it.
Instead of “Must have a business degree and excellent communication skills”, try: “You’ll help customers by phone, email and chat, explaining things clearly and kindly. A degree is welcome but relevant experience counts just as much.”
Recognise different routes into the role
Many neurodivergent people have taken non-traditional paths. Make it clear that skills gained through personal projects, freelance work or volunteering count.
Instead of “Degree in graphic design and three years’ agency experience required”, try: “We want a designer with fresh ideas. Experience from professional roles, personal projects or volunteering is all welcome.”
Write plainly
Keep sentences short, cut buzzwords and say what you mean. “Exceptional interpersonal skills in a dynamic, fast-paced environment” tells a candidate very little. “You’ll work closely with a small team and priorities can change week to week” tells them what the job is like.
Spell out the process
Tell candidates how to apply, what to send and what happens next. For example: “Send us your CV and two examples of your work. Shortlisted candidates will have a 30-minute video interview with two members of the team.”
Say how you support people
Mention flexible working, adjustments and how you support different working styles. Be specific and honest. “We offer flexible start times and quiet working areas, and you can ask for adjustments at any stage” is more convincing than a general statement about valuing diversity.
Format for readability
How the advert looks matters as much as what it says. Use clear headings, short paragraphs and bullet points for lists. Choose a plain sans serif font such as Arial or Verdana, and avoid long passages in italics, underlining or capitals. Our dyslexia style guide has more detail.
What to avoid
Buzzwords and slang
“Rockstar”, “ninja” and “guru” are confusing at best. Instead of “Looking for a sales ninja”, write “We’re hiring a sales representative to build relationships with clients and meet targets.” Explain any technical terms you do need.
Negative or absolute language
Phrases like “zero tolerance for errors” or “must not make mistakes” put off careful, capable people who worry they will not measure up. Describe what good looks like instead: “You’ll check work carefully and spot potential issues before they reach clients.”
Relying only on traditional interviews
Unstructured interviews test how someone performs under social pressure as much as whether they can do the job. Offer alternatives such as skills tests, work samples or paid trial tasks, and say so in the advert: “As well as an interview, you can choose to complete a short practical task.”
More ways to widen your pool
Mention neurodiversity in your equality statement
Naming neurodivergent people in your equal opportunities statement shows you have thought about them. For example: “We welcome applications from people of all backgrounds, including neurodivergent people. If you need any adjustments at any stage, just let us know.”
If you run a guaranteed interview scheme for disabled applicants, mention that too. Our guide to the guaranteed interview scheme explains how it works.
Keep essential criteria to a minimum
Every extra “must-have” is another reason for someone to rule themselves out. Limit essential criteria to the things that are truly non-negotiable, and move the rest to desirable.
Offer more than one way to get in touch
Some candidates find phone calls hard. Give an email address or online form for questions as well.
Share timelines
Uncertainty is stressful. Tell people when they will hear back, for example: “We’ll update all candidates within 10 working days of the closing date.”
Share interview questions in advance
Giving candidates the questions, or at least the topics, ahead of time lets people show what they know rather than how fast they think on their feet.
Describe the working environment
Details about the physical environment help people judge whether they could work well there. Say whether there are quiet spaces, flexible locations or control over lighting and noise.
Better for every candidate
Clearer adverts help everyone. They reduce misunderstandings, attract a wider range of applicants and make your organisation look like a place that has thought about how people work. Neuroinclusive hiring also widens the pool you can recruit from at a time when good people are hard to find.
How Enna can help
Once your adverts are ready, put them in front of the right people. You can post a role on the Enna jobs board to reach neurodivergent professionals who are actively looking.
To review your whole hiring process, from job descriptions to interviews and onboarding, our neuroinclusion audits and consultancy pinpoint where candidates drop out and what to change. Our Neurodiversity 101 session is a practical starting point for hiring managers. Book a call to talk about your recruitment.
