Neurodiversity in hiring: how to build an inclusive recruitment strategy

April marks World Autism Acceptance Month and we wanted to highlight the importance of embracing and supporting autistic people and more broadly, neurodivergent individuals in all areas of society. As recruitment and HR experts, we're exploring what this looks like in the workplace - an opportunity for organisations to take a closer look at how inclusive their hiring practices really are – and how they can do better.

Why neurodiversity matters in recruitment

Neurodiversity refers to the natural variation in how people’s brains work. This includes autism, ADHD, dyslexia, dyspraxia and other neurological differences. Neurodivergent people bring unique strengths - examples include creative problem-solving, deep focus, pattern recognition and attention to detail – but traditional recruitment processes often unintentionally exclude them.

When job adverts are vague, interview questions are too open-ended or online application processes are not accessible - talented candidates can be overlooked. It's not a 'nice to have', neuro-inclusive hiring strategies are essential for building a diverse workforce and tapping into a wider pool of potential.

The NHS estimates that one in seven people in Britain are neurodivergent - that's almost 10 million individuals who bring a wealth of diverse perspectives and skills to the table. They represent a largely untapped pool of talent that could be the difference to that enhances creativity, innovation and problem-solving within your organisation.

Start with awareness – and acceptance

Autism Acceptance Month brings neurodiversity into focus. It nudges us to move past simply recognising neurodivergence and inspires us to take meaningful steps towards true inclusion.

For employers, that starts with educating your teams. Hiring managers and recruiters need to understand the different ways neurodivergent people might communicate, process information or even how they might behave in interviews. Providing training on neurodiversity and reasonable adjustments should be part of any inclusive recruitment strategy.

5 steps to building inclusivity into your recruitment process

A great way to support neurodivergent applicants is to start by designing your recruitment process with accessibility in mind. Here are some handy tips to get you started:

1. Review job descriptions
   Use clear, concise language and avoid jargon or overly broad requirements. Focus on essential skills rather than ‘nice-to-haves’ that might deter some candidates from applying.

2. Provide flexible application methods
   When you use an applicant tracking system (ATS) like Jobtrain, you can offer candidates different ways to apply, making the process more accessible. For instance, some neurodivergent individuals might prefer written responses over video submissions or require a bit more time to finish assessments.

3. Provide clear expectations upfront
   Let candidates know what to expect at each stage of the process – from how long the application could take to what the interview format will be. This helps reduce anxiety and builds confidence.

4. Make it easy for candidates to request reasonable adjustments
   Our ATS makes it simple for candidates to ask for adjustments right at the application stage, so you can offer support proactively rather than reactively. This might include sharing interview questions in advance, giving extra time or offering alternative assessment formats.

5. Train your hiring managers
   Inclusive hiring isn't just about process – it's about people. We recommend ensuring everyone involved in recruitment is trained on neurodiversity, understands unconscious bias and knows how to create a welcoming environment.

Enhance your digital accessibility

We're proud to partner with Recite Me, a leading expert in digital accessibility. Recite Me's tools can be integrated into your careers site to support neurodivergent users and people with a wide range of access needs. In our 2025 Candidate Insights Report of 7,000 candidates, 13% said they used accessibility tools to adapt their screen when applying.

Recite Me's assistive technology includes screen readers, text magnifiers, colour contrast tools and translation into over 100 languages – all of which can make a huge difference in helping neurodivergent candidates navigate your application process confidently and independently.

As well as showing your dedication to accessibility, adding Recite Me to your recruitment website also makes the candidate experience better for everyone.

Be open about your commitment to inclusion

Once you've researched and created your inclusive recruitment process, don't be shy about sharing it! Neurodivergent candidates are more likely to apply to organisations that openly champion diversity and make it clear that they welcome people from all backgrounds.

On your careers site and job adverts, share your policies on neurodiversity, explain the support you provide during the recruitment process and use inclusive language throughout. Highlighting the tools that are in your ATS and Recite Me integration shows that you're not just talking about inclusion – you're taking action.

Listen and learn from lived experience

Finally, remember that the best way to build an inclusive strategy is to listen to the people it’s meant to support. Get feedback from neurodivergent employees and also applicants about their experiences and use that insight to continuously improve.

Create opportunities for ongoing conversation, whether through employee resource groups, surveys or focus groups. Inclusion isn’t a one-off initiative – it’s a journey that requires ongoing attention and commitment.

Make recruitment better

At Jobtrain, we’re committed to helping organisations create inclusive, flexible and supportive recruitment journeys for all. We work closely with the Shaw Trust to deliver a WCAG 2.2 compliant experience for candidates. Our applicant tracking system is designed with accessibility in mind, allowing you to tailor your processes, reduce bias and provide a positive candidate experience.

Together with partners like Recite Me, we’re here to help you break down barriers, reach a wider talent pool and truly celebrate neurodiversity in the workplace – this month and beyond.

If you'd like to learn more about how our ATS can support neuro-inclusive recruitment, get in touch with us – we’d love to help.