SourceAbled Recruiter Guide
How recruiters can support disability and neurodiversity hiring while maintaining quality, dignity, and client alignment.
Purpose
Connect qualified talent with visible and invisible disabilities, including autistic and neurodivergent candidates, to meaningful jobs.
Recruiter responsibility
Focus on skills, readiness, communication preferences, support needs, and job fit — not labels or assumptions.
Client value
Help employers access overlooked talent pools and build inclusive teams with measurable business outcomes.
SourceAbled workflow inside ATS
Inclusive hiringIdentify
Surface candidates from SourceAbled talent pools and TalentArbor indicators.
Engage
Use respectful outreach and ask about communication preferences when appropriate.
Support
Offer interview prep, accommodation pathway, and clear process expectations.
Submit
Submit based on skills, evidence, screening quality, and client requirements.
Follow up
Coordinate interview feedback, onboarding support, and retention touchpoints.
AI can help identify skills, draft accessible communication, recommend interview preparation, and summarize fit — but recruiters must validate accuracy and ensure candidate dignity.