Using Job Analysis to Support Neuro-inclusive Job Descriptions
When it comes to finding a new job, an individual often decides on whether to apply for a role based on the job description. According to Indeed, a job description: “…summarises the essential responsibilities, activities, qualifications, and skills for a role. This document describes the type of work performed… An effective job advertisement will provide enough detail for candidates to determine if they’re qualified for the position.”
But let’s be realistic, how many of us have applied for a job only to realise it was totally different from what was on the job description? In fact, I am sure that some of you may have even started in a post with no job description in place!
Although occasionally these circumstances may be necessary, and often workable, the reality is that inaccurate job descriptions are a huge barrier to attracting and retaining talent within an organisation. In particular, this can be a barrier to neurodivergent candidates who can possess a variety of unique skills and strengths that organisations need, but perhaps don’t even submit an application based on the job description or lack thereof.
How job descriptions can impact neurodivergent individuals
Poorly formatted job descriptions, such as those with busy fonts or large chunks of unbroken text are not easy to read for individuals who experience visual difficulties and or/reading challenges, which can be present in neurodifferences like dyslexia.
Overly lengthy and detailed job descriptions may put off individuals who prefer a big picture thinking style or who find challenges with reading or maintaining attention, which can often be associated with dyslexia and ADHD.
Choice of language can discourage candidates from progressing their application in several ways. All-rounder job descriptions can distract from the key knowledge, skills, and abilities required; essential criteria are often negotiable, and jargon like ‘team player’ or ‘self-starter’ are vague. Some individuals with a clear, direct communication style for example, which can sometimes be seen in Autism Spectrum Condition (ASC), can be put off by these elements, despite the fact they may be a highly suitable candidate.
More than 15% of the population are neurodivergent, and neurodivergent thinking styles and strengths are often exactly what organisations are looking for – innovation, creativity, big picture thinking, problem solving, and increased productivity. However, small but significant adverse choices like those listed above cause a huge drain on your applicant pool.
How job analysis can help create neuro-inclusive job descriptions
Best practice tells us that selection processes should begin with a job analysis to define the job role and person specification. This is the starting point for ensuring that the job description matches what is expected within the role.
Job analysis is a systematic process for collecting, analysing, and describing the way a job is done, and commonly explores responsibilities, working conditions, tasks, equipment, and behaviours.
Information can be gathered through interviews, focus groups, observations and reviewing documents. Analysing and validating this information will also depend on the outcomes you want to achieve. For example, for a job description, you may want to group tasks, responsibilities, skills and/or knowledge together.
Not only is this information ideal for developing job descriptions, but it can also be used in other ways, including:
Job analysis also helps ensure that recruitment, training, and performance standards meet the requirements of equal employment legislation, such as The Equality Act (2010), which stipulates that all individuals have an equal chance to apply and be selected for posts, for example through use of set job descriptions and interview questions.
In a neurodivergent context, a job description filled with jargon does not give some individuals an equal chance to apply or be selected for the role, as they may have challenges interpreting this and preparing their application in support of these terms.
Understanding different types of job analysis
Four main types of job analysis approaches exist within the research literature:
Job oriented
Worker oriented
Trait/ability oriented
Multi-method
Job analysis research
This research was mostly popularised in the 1980’s, but has been on the decline since.
Some reasons suggested for the decline include that each approach (or tool used) has its own strengths and weaknesses. For example, some are costly/technical to run, some were designed only for manual or discrete tasks, some are only appropriate for tasks with critical consequences of incompletion which only applies to a limited number of roles, and some can be conducted by Small Medium Enterprises (SMEs), while others require trained analysts.
Research has failed to identify one clear best approach, although this is where the multi-method approach comes into its own, as this can combine elements of other approaches to achieve a holistic job analysis. This idea has become increasingly relevant over time as work tasks, responsibilities and equipment continue to become more complex.
Additionally, there are several methodological and ethical considerations to consider when planning and conducting a job analysis. These can vary depending on the nature of the analysis conducted, so it is important not to conduct an analysis without the involvement of a relevant professional such as a trained analyst, psychologist, or ethical committee.
By the end of this process, you will have a description that is an accurate reflection of the tasks required in the role and of the knowledge, skills, and abilities an individual requires. The next step is to ensure the language and formatting is accurate and isn’t just reflective of internal terminology or filled with jargon.
The resulting clear and accurate job description will be less likely to put off neurodivergent candidates as they will be more easily able to assess whether the job is right for them. This means that neurodivergent talent is at less risk of being filtered out at the initial recruitment stages, enabling your organisation to fully attract the best individuals to fulfil the role. This can provide you with a competitive advantage, as well as increased productivity and retention.
Top tips for making your job descriptions neuro-inclusive
Check out some of our top tips for making job descriptions neuro-inclusive:
We hope you’ve found this blog helpful! If you’d like support with making your recruitment process more neuro-inclusive, get in touch with Lexxic by clicking the button below!
This blog was written by…
