Unlocking neuroinclusive hiring practices: insights from Hirevue
In today’s rapidly evolving workforce, neuroinclusion is not just a priority—it’s a necessity.
In Hirevue’s webinar “Neurodiversity in Focus,” Chelsea Kilpack, Director of Communications at Hirevue, Justine Chalifour, Senior IO Psychology Consultant, and Colin Willis, Product Scientist, sat down to explore how cutting-edge practices in neurodiversity hiring can equip organizations to design fair, accessible, and forward-thinking workflows.
Below are actionable insights for organizations committed to creating truly inclusive opportunities.
Breaking down barriers
Kilpack framed the webinar’s topic’s importance with candor: “Neurodivergence is a normal occurrence and not a deficit. We’re moving away from an ableist perspective and into strength-based approaches to hiring and inclusion.”
Hirevue’s commitment to ensuring hiring evaluations focus solely on job-related performance and skills, not superficial traits like attire, body language, or physical presentation.
Colin underscored, “We don’t care how you look or what you wear. It’s about proving you can do the job.”
Traditionally, hiring practices inadvertently penalize neurodivergent candidates by relying on non-essential criteria. Hirevue’s assessments sidestep these pitfalls by offering evidence-based measurement rooted in hundreds of job analyses across sectors.
Inclusive assessment design
Attendees learned about Hirevue’s game-based assessments, which were validated through a rigorous study comparing autistic candidates to their neurotypical peers.
The findings revealed no performance differences, dispelling myths about neurodivergent limitations when hiring processes focus purely on skill-based evaluation.
“If we hone in on required job abilities and remove hiring barriers, measurement becomes functionally identical, creating fairer opportunities for all candidates,” Willis noted.
These assessments also feature neuroinclusive content, avoiding jargon or cultural idioms that could confuse or inadvertently disadvantage candidates. Enhancing accessibility for job seekers with clear instructions and transparency can be easily integrated into workflows.
Modern accommodations for candidates
Traditional accommodations like extended interview durations are often insufficient to ensure neuroinclusive outcomes. Willis shared alternatives researched by Hirevue’s team, like enhanced video instructions, clear examples, and candidate-centered preparation tools, all proven to significantly boost performance outcomes.
“This is about unpacking the hidden curriculum of interviewing,” Willis explained. Attendees were encouraged to think beyond standardized adjustments by prioritizing guidance that empowers candidates for success.
Design principles and feedback transparency
Chalifour shifted the discussion from research findings to the practicalities of creating neurodivergent-friendly assessment platforms. She outlined four key principles within Hirevue’s design process:
- Transparency: Candidates are informed upfront what the interview process entails. This stands in stark contrast to traditional hiring, which often lacks clarity.
- Flexibility: The process allows candidates to complete interviews anytime and anywhere, accommodating individual needs.
- Practice and retakes: Hirevue empowers candidates to rehearse responses and retake assessments, fostering confidence and reducing anxiety.
- Feedback options: A distinct feature of Hirevue’s platform is its ability to provide post-assessment feedback, helping candidates leverage strengths and address weaknesses.
These principles ensure hiring workflows are not just more equitable but actively supportive of neurodivergent candidates.
Strength-based systems
Central to Hirevue’s philosophy is the shift from deficit-based hiring models, which often pathologize neurodivergence, to strength-based systems that emphasize performance capabilities.
Hirevue’s structured interview tools, combined with adaptive systems design, represent the future of workplace accessibility. By embedding fairness, understanding, and evidence-based practices, Hirevue challenges organizations to evaluate talent holistically.
By embracing the strengths-based systems exemplified in Hirevue’s platform, companies can unlock the tremendous potential of a diverse workforce—ensuring they’re not only inclusive but future-ready.