By Angela Wells
Last week we talked about the benefits of including neurodiverse talent on your team. In the second of our two-part series on neurodiverse talent, we tackle some ways to support these candidates during your recruiting process.
It's important to recognize that neurodiverse individuals are not limited by their differences and can thrive in the right work environment with support and understanding. If we all thought in the same way, things would get boring! Aren’t we all wired differently even if we are considered neurotypical?
In addition to the ethics of hiring equity, evidence shows those with autism or considered neurodiverse are an untapped and highly qualified workforce. This talent pool has an aptitude for creative problem-solving, technical skills, attention to detail, and dependability. To get neurodiversity initiatives right, your recruiting process – application, interviewing, hiring, training, and management matters.
Many candidates are being overlooked by hiring processes designed with only the neurotypical in mind. In a tight labor market, companies should start paying more attention to attracting, hiring, and retaining this group of talent. (“Neurodiverse Hiring: Autism and Science of Game-Based Assessments - HireVue”)
Here are some ways to support neurodiverse candidates throughout the hiring process.
1.Application Process
Job Descriptions – Review your job descriptions to make sure the language is simple and easy to understand. Avoid jargon and ambiguous requirements. This is a best practice regardless of the candidate.
Application Methods – Offer several ways to apply. You can use online forms, email, or video submissions.
Extend Deadlines – These candidates may need more time. Try to provide deadlines that accommodate different processing speeds.
2. Interviews
Pre-Interview Information – Give candidates enough time and information in advance. This allows neurodivergent candidates to prepare for an interview. These candidates experience increased anxiety in new and unfamiliar situations. Use a consistent and predictable structure for all candidates to reduce anxiety.
Explain Questions and Provide Examples – A tricky part of an interview for neurodiverse candidates (particularly those with autism) is ambiguous or unclear questions. To alleviate anxiety, provide plenty of details in interview questions.
Understand Differences in Body Language – Difficulty making eye contact, smiling, or shaking hands are areas where these candidates often struggle. The interviewer may see these behaviors as unprofessional. According to a report published by CareerBuilder, 43% of hiring managers considered unprofessional body language during interviews to be an instant deal breaker in the hiring process.
3. Skill Assessments and Testing
Alternative Assessments – Neurodiverse candidates may require different ways to demonstrate skills. Consider a variety of ways to assess skills. You can use work samples, portfolio reviews, or practical tasks instead of timed tests.
Flexible Timing – Allow extra time for assessments or provide breaks as needed.
Clear Instructions – Instructions must be clear, concise, and available in verbal and written form.
4. General Tips
Train Staff – Educate hiring managers and recruiters about neurodiversity and effective communication strategies.
Feedback – Ask neurodiverse candidates for feedback to continually improve your process.
Supportive Environment – Create a welcoming and supportive atmosphere. Make it clear accommodations are available and encouraged.
Adding neurodiverse talent to your team is a long-term commitment. If done well, you will see the many benefits to your team and organization. Adjusting these steps of the hiring process to focus on job-related knowledge, skills, and abilities above all else can create a more inclusive workplace. And you may even select a better hire!
Share the ways you are supporting neurodiverse candidates in the comments.
Need some extra help? Consider partnering with TalentRemedy. Our industry experts specialize in helping companies hire top talent to keep your organization successful. Contact us at info@talentremedy.com or 703-362-0175 to set up a time to learn more about how our team can support your hiring needs.
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