The initial Applied assessments all require reading and writing. Sometimes, our customers wonder if that puts neurodiverse candidates at a disadvantage. But if you follow the tips below, your assessment will be fairer than asking neurodiverse candidates to write a CV and cover letter:
- Simplify the language you use in your job description and assessment questions: Applied provides information on the ‘reading burden’ of each question. Reflect on your choice of words and the length of sentences to reduce reading burden.
- Provide review guidelines focussing on what does and does not matter in a candidate’s response:
We encourage organisations to experiment with alternative formats in their questions and review guides, for instance highlighting where ideas, not grammar or spelling, are important; so that reviewers can focus on content when scoring and candidates with dyslexia, for example, would not be adversely scored.
- Send interview questions to candidates ahead of time to assist candidates with learning difficulties to prepare ahead of time.
Additionally, we built these platform features to improve the experience of neurodiverse candidates :
- Untimed assessment: Sift questions are not timed, candidates can save their progress and return to their application by using their unique URL at any time pre-deadline, to check and amend their responses. This way we’re avoiding any time pressure when reading and answering questions
- Extra time for multiple choice questions: While these tests are timed, candidates with neurodiverse conditions can request to have their timer allocation extended.
- Shortlisting based on skills rather than credentials: Skill based hiring (work samples) can help neurodiverse candidates by highlighting their strengths, and reducing noise from unrelated skills or weaknesses.