Building a neuro-inclusive hiring process: Empowering neurodiverse talent from application to offer

Did you know only 15% of autistic adults hold full-time jobs? That’s a massive, heartbreaking gap. Why? Because the system’s playing a game with rules that exclude so many.

At IHR Live Manchester 2025, Jamie Betts, Founder of Neurosight, and a Business Psychologist, offered valuable insights into these barriers: reluctance to disclose neurodivergence, sensory sensitivities, and rigid, one-size-fits-all recruitment methods that fail to accommodate diverse cognitive profiles.

At Neurosight, they're pioneering a new approach by designing brief, scientifically grounded psychometric assessments that reduce test time from an hour to just four minutes, while increasing accuracy fourfold. Unlike traditional tests that rely on unfair population norms, Neurosight’s assessments evaluate candidates relative to their own cognitive styles, eliminating bias and promoting fairness.

Why does this matter? Neurodivergent employees bring distinct strengths such as exceptional attention to detail, innovative problem-solving, and the ability to challenge groupthink, capabilities that can drive significant business success. A truly neuroinclusive recruitment process starts with clear, concise application forms, neurofriendly assessments, structured interviews, and considerate assessment environments, all designed to reduce anxiety and remove barriers without requiring candidates to disclose their neurodivergence upfront. Moreover, transparent post-offer communication and tailored onboarding ensure these hires can thrive long-term.

Jamie’s call to action was increasing employment equity by moving beyond patchwork solutions and redesigning recruitment from the ground up through a neuroinclusive lens. Doing so not only fosters fairness but unlocks the innovation and productivity that diverse talent delivers.

If you missed his eye-opening session, you can now watch it below.