Help candidates show what they can do
Reviews each stage
We look from job advert to onboarding, not just the interview itself.
Clearer role criteria
Teams learn to separate true essentials from long-standing recruitment habits.
Consistent evaluation
The training supports fairer questions, assessments and decision-making.
Remove barriers before good candidates drop out
Neurodivergent applicants can be filtered out long before an organisation sees what they are capable of. We examine job descriptions, application forms, timed assessments and conventional interviews to show where barriers can sit.
With Neurodiversity Talks, recruitment teams can review how clearly they define the role, what candidates are asked to do and whether the process measures ability or just familiarity with traditional hiring habits.
Build a clearer route from vacancy to onboarding
Inclusive recruitment does not stop at the interview. Choosing Neurodiversity Talks means we also look at advance information, suitable assessment methods, consistent evaluation, offers and the early employment stage.
In London, organisations use this training to create a more transparent hiring process, so candidates can demonstrate relevant ability and new starters can begin with fewer unnecessary obstacles.
Frequently asked questions
What recruitment stages does the training cover?
We can cover job descriptions, application forms, assessments, interview design, advance information, evaluation methods, offers and onboarding. The aim is to review the whole route candidates follow, not just one visible part of the process.
How does this help neurodivergent applicants?
It helps by reducing avoidable barriers and making expectations clearer. When criteria, questions and stages are transparent, candidates have a better chance to show relevant ability rather than being judged on how well they fit a narrow hiring style.
Is this only for recruiters?
No. It also suits hiring managers, HR teams and anyone involved in designing or approving recruitment processes. That shared view matters because inclusive hiring depends on decisions made before, during and after candidate assessment.