Neuroinclusive Recruitment
EFA works with employers to identify neurodivergent talent and build more inclusive recruitment pathways.
Neuroinclusive Recruitment
EFA works with employers to identify neurodivergent talent and build more inclusive recruitment pathways.
Australia’s leading neurodivergent talent database
Through EFA’s neuroinclusive recruitment programs, we receive more than 1,000 applications from neurodivergent candidates across Australia each year and we undertake comprehensive skills-based screening exercises on more than 200 candidates. These range from entry level positions to highly-skilled qualified roles in legal, finance and technology.
As a result, EFA has an unmatched database of pre-screened neurodivergent individuals who are actively looking for their next role with a neuroinclusive employer.
Undertaking neuroinclusive recruitment
Whether you’re an employer looking to train and upskill your recruitment teams, looking to test the waters with a single hire, or looking to put in place a tailored neuroinclusive recruitment program parallel to your existing recruitment processes, we’re here to help.
EFA’s industry-leading neuroinclusive recruitment model has been honed via the placement of hundreds of roles over the last three years, and has been proven to be successful. We typically see retention rates of greater than 90% after two years, far eclipsing what traditional recruitment achieves. We also see placed candidates being subsequently promoted at or above industry benchmarks.
To start a discussion, please don’t hesitate to connect with our General Manager, Inclusion Programs, Mr Jay White.
Australia’s leading neuroinclusive recruitment model
EFA’s best-practice neuroinclusive recruitment model replaces the traditional CV-based shortlisting and interview-based selection model with the following six step process:
- Hiring manager training & assessment design
- Hiring managers receive training on neuroinclusion and EFA works with the hiring manager to design practical assessment activities that are neuroinclusive and reflective of the role duties
- Applications & screening
- Candidates submit an online application and EFA undertakes initial eligibility screening
- Short-listing
- EFA undertakes facilitated screening workshops to assess candidates’ work readiness and suitability for the role(s)
- Selection
- Short-listed candidates are invited to a face-to-face assessment centre where they undertake individual and group activities reflective of the role duties. This enables EFA and the employer to directly observe candidates’ practical skills and work readiness
- Neurodiversity Passport
- EFA works with the preferred candidate to develop our proprietary Neurodiversity Passport which provides clarity and support for both the neurodivergent staff member and their manager as they transition into the role
- Onboarding & integration
- The candidate and their direct manager both receive scheduled support and coaching for a minimum four-month period to ensure the onboarding is successful.
This process – honed via the placement of hundreds of roles – requires commitment by both employer and candidate but has been proven to be successful. We typically see retention rates of greater than 90% after two years, far eclipsing what traditional recruitment achieves. We also see placed candidates being subsequently promoted at or above industry benchmarks.
Whether you’re following this gold-standard neuroinclusive recruitment process or simply looking to increase the inclusivity of your existing recruitment processes, our neuroinclusive recruitment and support model proves that, when set up for success, neurodivergent employees are a valuable source of skills and talent.
It also demonstrates that neuroinclusive recruitment practices can meet the rigours of public-sector recruitment probity, and indeed we successfully recruit into roles that require security clearance.