5.2 Application

Lots of organisations focus on efficiency when it comes to the application process, investing in technology platforms which field applications and track candidates through the process.

However, these one-size-fits-all platforms can pose barriers to those who think differently and have the skills that workplaces need.

This course will show you how to adapt your approach to applications.

   Evolving your application process

Timing: 8 minutes

Watch this video in which Kate and Matt show you how to evolve the application process to attract Dyslexic Thinkers to your organisation.

And hear from organisations like Randstad who are doing it well.

Show transcript|Hide transcript

Transcript

KATE GRIGGS

The second step to evaluate when hiring dyslexic thinking talent is application.

Bamboozled by lengthy application forms? Screened out for simple spelling errors, even though you have the skills for the job? Expected to fit into a process that makes you feel like a square peg in a round hole?

This is all too often, the experience dyslexics have when applying for a job. So it's no wonder that 96% of them say the recruitment process puts them at a disadvantage.

When it comes to applications, let's explore why and what you can do about it.

The first actionable point is keep it simple. Lots of organisations focus on efficiency when it comes to the application process. Investing in technology platforms, which field applications and track candidates through the process.

However, these one-size-fits-all platforms can pose barriers to those who think differently and have the skills the workplace needs. Aim to keep your application form simple, with less text and fewer steps.

Secondly, provide assistive technology as standard, like text-to-speech readers and spell check. Next, don't just ask for written submissions from candidates to tell you how suitable they are for a role. Invite submissions by voice or video.

While 9 in 10 dyslexics struggle with spelling, 81% are above average at communicating. So these methods help them showcase their strengths rather than tripping them up on their challenges.

Encourage applicants to tell you they're dyslexic by acknowledging that you value dyslexic thinkers in all recruitment materials and during the application process. Once you know a candidate is dyslexic, you can make the right adjustments to the rest of the recruitment process to allow them to shine.

It's also vital your application form doesn't categorise dyslexia or dyslexic thinking as a disability, but as a talent and a neurodiversity. Because, while dyslexia does come with challenges, few dyslexics see themselves as disabled or would actively disclose their dyslexia as a disability. And if it's categorised as this on your application, they're unlikely to disclose it.

It isn't rocket science, but these simple adjustments to the application process support dyslexic challenges and allow dyslexics to showcase their skills, so companies are no longer missing out on a wealth of talent.

Here's Matt Higgs, from Randstad Enterprise, to explain more.

MATT HIGGS

There's no doubt that dyslexic thinking is an asset to every organisation. We spent the last 20 years in a talent shortage, and research shows us that dyslexics have the skills we need to end that talent shortage. But much of the application process prevents them from even making it into the recruitment process funnel.

Simple changes can make a big difference, and global organisations are leading the way. Microsoft has created its own neurodiversity hiring programme, where dyslexic thinkers can search for roles using the keyword "neurodiversity."

When you find a role that suits you, you can proudly declare your dyslexic thinking using a simple Accommodations form. That way, they can make sure your needs are met in the interviews and hiring process.

And Randstad Enterprise has made huge strides to make applying for a role in any sector and in any country simple and easy for all. Simple adjustments like spell check help candidates find the roles they want and show themselves in the best light.

Applications prioritise creativity, problem solving, and innovation over grammar or spelling. Dyslexia-friendly fonts like Ariel make text easier to read. Questions are simple and clear, and there are relatively few steps. Plus, there's an opportunity to submit your application as a voice or video submission.

All of these adjustments to the application process mean we filter dyslexic thinkers into the recruitment process, rather than filter them out. This helps many more of our clients to harness the potential of the skills dyslexics are hardwired with, whether that's creativity, complex problem solving, innovation, or adaptability, because these are the skills that are moving businesses forward.

Here's Fiona Halkyard, Randstad's Global Head of Talent Marketing, and Attraction, to explain more.

FIONA HALKYARD

In my role as Randstad Enterprise's global head of talent marketing, I spend every day working alongside our clients, helping them redesign and refine their own application processes. It's fascinating and rewarding to see firsthand, how small but powerful adjustments can have such a transformative impact on talent attraction.

As Matt and Kate have previously highlighted, the application stage of recruitment is often the first real hurdle dyslexic thinkers encounter. To truly attract and empower dyslexic thinking talent, organisations must carefully rethink their application process.

Here's what best practise looks like, starting with our own journey at Randstad. We recognised early on that traditional, text-heavy, complicated application forms can unintentionally filter out dyslexic talent.

Dyslexic thinkers often excel at creativity, innovation, and problem solving, but standard application processes rarely let these strengths shine. So we've transformed our own application experience to make it simple, supportive, and empowering. Our applications focus on clarity and accessibility.

But best practise goes beyond just simplifying forms, improving fonts, and including spell checks. It's about flexibility.

At Randstad, we actively encourage applicants to present themselves in formats that suit their strengths. We provide clear options to submit video or audio responses, and this allows dyslexic thinkers to authentically express their ideas, creativity, and passion without barriers, ensuring we're evaluating the candidates true potential, rather than just their written communication skills.

And the results have been remarkable. By embedding these practises, we've not only improved the candidate experience, but have successfully tapped into a talent pool with the skills organisations need to thrive in our AI-driven economy.

KATE GRIGGS

So to summarise, when it comes to application forms, here are three key takeaways.

One, keep it simple and provide assistive technology as standard, like text-to-speech readers and spell check. Two, allow candidates to present their application in alternative formats, like voice or videos, to play to their strengths. Three, encourage applicants to tell you they're dyslexic right from the get go, and classify dyslexic thinking as a skill and a neurodiversity, not a disability.

End transcript

 

Interactive feature not available in single page view (see it in standard view).

Next, we'll look at the third step.