Human diversity benefits business because it stimulates diversity of thought - many voices and perspectives coming together to solve a problem or drive a company forward. This is particularly true for neurodiversity, which has the potential to cultivate innovation, creativity and unconventional thinking.
Neurodiverse people frequently face higher levels of unemployment and underemployment compared to the general population, representing a vast reserve of untapped potential.
How do we tailor our recruitment and interview processes to help neurodiverse candidates showcase their potential?
Here are some starting points.
Ask your neurodiverse workforce
Between 15 and 20 per cent of the human population is neurodivergent. The chances are, you already have neurodiverse team members. To create a more inclusive hiring process, set up a work group of colleagues from all levels and ask them what would make a difference to them. Their thoughts and solutions will be eye-opening and tailored to your business.
Widen the candidate pool
Look beyond the usual suspects for your next hire. The adoption of a research-driven executive hiring strategy will broaden your candidate pool, as it helps to identify exceptional neurodiverse talent that neither you, nor your team, nor your suppliers have in your network. This approach also can bring forward neurodiverse talent from other sectors with transferable skills, as well as highlight high-potential step-up candidates that standard executive search would miss.
Write inclusive job descriptions
- Open the discussion with a section on diversity in the job description. This encourages people to speak freely about neurodivergence from the outset, and helps to cultivate an inclusive environment
- Highlight your companies support for employees, your organisational values and professional development opportunities
- Think carefully about the requirements, and do not use generic phrases like “excellent communications skills required” which are open to interpretation. Instead, be specific about the experience you are looking for, helping the candidates distinguish between essential and preferred skills
- Use clear and concise language, avoiding jargon. Break the information down into bullet points and paragraphs to make it easier to digest
- Consider using video. When using text, opt for an off-white background with sans-serif fonts, as they are easier to read for people with dyslexia
Transform the interview process
Companies are now experimenting with alternative interview formats for all candidates, including experience days, meeting the team, trial work periods, or even a co-created process. Talent teams are recognising that a conventional a sit-down interview in front of a panel does not always bring the best out in people, nor reflect their potential to do the job. Bear in mind not to pack in a tight schedule and make sure they are told what to expect every step of the way.
Case studies
A multinational insisted on psychometric assessments for all senior hires, despite having a very forward-looking diversity-focused executive recruitment programme. A neurodiverse woman was an outstanding candidate for a senior global role. However, she had promised herself she would never do a psychometric assessment again, because the feedback she received always damaged her self-esteem. The client lost the chance to consider a first-rate candidate.
A fast-growth global strategy firm were hiring across various practices at all different levels, supported by a talent pipeline producing multiple candidates over a period of months. Instead of candidates having to go through a lengthy interview process before meeting the hiring manager, they invited them to a short informal virtual meeting with a senior leader in the team in the first instance. This approach led to a neurodiverse candidate with high potential being picked up and fast-tracked through the recruitment process into a senior level role.