Job Specs

It’s important to consider what it is you are actually looking for when writing your job spec, rather than generic and cliched requirements. Don’t just ‘copy and paste’ past descriptions – think consciously about what the role will entail, what skills rather than experience you are looking for.

How to create neuro-inclusive job specs:

Be intentional in your job descriptions - focus on the key and essential requirements.

Avoid generic and cliched requirements such as ‘confident communicator’ if these skills aren’t essential for the role.

Be clear about what the job, and working environment, will entail.

Avoid ambiguous terms like ‘fast-paced environment’ without defining what this means and if, and how, it can be adapted to suit the individual.

Be clear and concise in your language, avoiding jargon.

Where possible, indicate the number of steps involved in the hiring process.

Clearly demark ‘must-have’ and ‘nice-to-have’ skills and experience.

Remove reference to poorly defined ‘culture fit’, such as a need to be ‘outgoing’.

Try, where possible, not to be too prescriptive in essential experience. There are many reasons neurodivergent individuals have not had previous access to opportunity.

Keep the format clear and simple.

Keep the description short.

A note on: Job Roles

You don’t need to describe, in detail, the requirements of a job role you’re advertising. Link the job description to a Screen Skills job role profile, which can provide the candidate with more information if they need it, rather than confusing the advert with too much detail.