Use clear, direct language and visually structured job ads. Distinguish essential from nice-to-have requirements, detail the hiring process, offer accommodations, and highlight inclusion efforts. Focus on outcomes, set transparent expectations, and seek neurodiverse feedback.
How Can We Make Tech Job Descriptions More Accessible to Neurodiverse Candidates?
AdminUse clear, direct language and visually structured job ads. Distinguish essential from nice-to-have requirements, detail the hiring process, offer accommodations, and highlight inclusion efforts. Focus on outcomes, set transparent expectations, and seek neurodiverse feedback.
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Use Clear Direct Language
Avoid jargon, idioms, and ambiguous terms. Instead of saying “rockstar developer” or “must think outside the box”, state what skills or experiences are necessary using straightforward language. This reduces cognitive load and ensures neurodiverse candidates understand exactly what’s expected.
List Essential vs Nice-to-Have Requirements
Break job qualifications into “must-have” and “nice-to-have” sections. Many neurodiverse candidates self-select out of jobs if they don't meet every listed requirement. Clarifying the essential versus desirable skills helps candidates assess whether to apply.
Specify Application and Interview Processes
Describe what to expect during the application and interview stages, including the number of rounds, types of assessments, and whether accommodations are available. Predictability helps neurodiverse individuals prepare and reduces anxiety.
Highlight Commitment to Inclusion
Explicitly state your organization's dedication to diversity, equity, inclusion, and neurodiversity. Mention available supports, affinity groups, or flexible working. This signals a welcoming environment.
Focus on Outcomes Not Soft Skills
Rather than overemphasizing ambiguous soft skills such as “must be an excellent communicator” or “great team player,” describe the core tasks, deliverables, and collaboration methods used. Allow room for different working and communication styles.
Make Role Expectations Transparent
Provide concrete examples of day-to-day responsibilities, expected deliverables, and success metrics. This helps neurodiverse candidates more accurately envision themselves in the role.
Adapt Visual Formatting and Structure
Use bullet points, headers, and short paragraphs for easier scanning. A well-structured layout reduces overwhelm and cognitive fatigue, making it easier for candidates—especially those with ADHD or dyslexia—to process information.
Offer Accommodations Upfront
Invite candidates to request reasonable accommodations throughout the hiring process. List examples—such as extra time for assessments or alternate communication methods—to normalize the need for such supports.
Limit Unnecessary Requirements
Only list qualifications and criteria that are truly needed for the job. Avoid “wish lists” that may exclude neurodiverse candidates who excel in key areas but not all possible ones.
Solicit and Apply Feedback from Neurodiverse Employees
Regularly review and revise job descriptions based on feedback from neurodiverse staff. Ask what helped or hindered them during the application process to ensure continuous improvement.
What else to take into account
This section is for sharing any additional examples, stories, or insights that do not fit into previous sections. Is there anything else you'd like to add?