Neuro-inclusive hiring

How do I do this

Job Adverts & Accessibility

• Use clear, simple language in job ads — avoid jargon or “tech hype” language
• List only essential requirements and break descriptions into bullet points – I will aim to simplify my adverts and create ‘Must haves’ and ‘Nice to have’s’ and be very specific in details.
• Offer alternative formats of job descriptions/ways of gathering information.
• Avoid vague terms highlighting communication/energy etc, unless role-specific and needed.
• Use Gender decoder tools
• List all requirements, including location, salary and job title
• List a paragraph on the bottom of the advert, highlighting that Sadler Recruitment is committed to fair and diverse hiring practices that provisions can be made for all if needed.

CV Screening & Shortlisting – provisions put in to minimise unconscious bias.

• Implement blind CV reviews by removing names, dates, and schools
• Use pre-agreed criteria, making sure all candidates follow the same process and are asked the same questions.
• Avoid relying on “gut feel” or “culture fit” reasoning

Interview Process

• When sending calendar invites ,include the paragraph ‘I am working towards becoming more neuroinclusive so please let me know if there are any reasonable adjustments needed when on the call. The meeting will be an informal discussion between you and I about the role, the skills needed, and I will ask questions about your experience and suitability. I plan to walk you into the world of my client, the people and what is expected of you.
• If acceptable, I will transcribe the call so I can share or use for selection purposes.
• Explain the hiring process at the start of every call and ask if there are reasonable adjustments needed.
• Offer the opportunity to pre-list the questions I am going to ask every candidate and document them.
• Ask all candidates the same structured questions in the same order
• Score each response in real time using defined criteria.
• Provide interview questions and structure in advance if requested by the individual.
• Offer flexible formats (written responses, camera-off calls).
• Avoid judging based on tone, eye contact, or fluency unless role-relevant.
• Allow extra time or clarity if requested, especially for neurodivergent candidates.

Candidate Experience (when engaged and working with)

• Create a detailed interview preparation email including – Client name, date/time, location address, car parking, what to expect when you arrive, who you will be meeting, any tips, details of the interview and any advice I have based on my knowledge.
• Use a “what to expect” guide with clear timelines and expectations.
• Provide an option for candidates to ask for reasonable adjustments.
• In the event of a technical challenge or something outside of normal, I will endeavour to find out all information and document what is required.
• Ask for feedback on the interview experience to improve practices.
• Propose staying in touch regularly with the candidate via any means phone, text, WhatsApp, email, LinkedIn and offer regular advice to provide a more professional experience.
• Stay in regular contact and provide feedback within 24 hours of me receiving this from a client to minimise the stress and anxiety of the candidate.

Internal Practices & Culture

• Use this pledge to keep a live document of inclusive practices.
• Work with Thinkdif to receive training on neurodiversity and bias.
• Champion reasonable adjustments and inclusive tech tests.
• Regularly review web and social copy and look at website accessibility
• Commit to continuous education and evolving best practices