Neurodivsirty
  • Publish Date: Posted 4 months ago

Ensuring your recruitment process embraces neurodiverse talent

​During National Neurodiversity Week (18-24 March 2024), it's important to highlight the significant challenge of recruiting neurodiverse talent. We know that 15-20%* of the population are considered neurodiverse and unless we recognise this in our hiring strategies that could be 15-20% of candidates that are alienated or deselected from a recruitment process.Neurodiversity encompasses the natural spectrum of human brain functioning and realises the unique strengths and perspectives of individuals with conditions such as autism, ADHD and dyslexia to name but a few.In recent years, businesses worldwide have increasingly acknowledged the value that this talent brings particularly in driving innovation and expediting problem-solving. In fact, there are so many advantages it’s difficult to list them all...Enhanced creativity and innovative thinkingStrong critical thinking and problem-solving skillsHigh levels of concentration and commitmentExceptional memory recallAccuracy with factual informationA keen eye for detail and error detectionReliability, persistence, and dedicationUnique technical and design strengthsYou’ll agree that these skills are essential to a modern workforce and so how do we ensure that we recruit these people into our teams?  Traditional methods have often inadvertently (or advertently) overlooked neurodiverse candidates, leading to missed opportunities for both employers and individuals.When benchmarking recruitment processes, the first essential is to recognise that neurodiverse conditions may not always be visible or obvious. From the outset, application and screening activities must include procedures to identify what additional support may be needed to make roles accessible to everyone.This strategy involves several key steps:Tailored Recruitment Strategies: Recognising that a one-size-fits-all approach doesn't work for neurodiverse candidates, recruitment strategies need to be flexible and inclusive.Inclusive Job Descriptions and Adverts: Job descriptions must be carefully crafted with inclusive language and delivered via inclusive formats.Adapting Hiring Processes: Specific adjustments in recruitment processes would benefit neurodiverse candidates, this could include providing clear instructions, allowing extra time for questions on the process, as well as for task completion, and offering alternative communication channels during interviews.Specific training for hiring managers and recruiters: Providing specific training for hiring managers will make the process easier and less open to complications and misunderstandings.Supportive Onboarding and Integration: Once an After hiring a neurodiverse candidate, providing adequate ongoing support to meet their specific needs is essential for success.Hybrid / Flexible Working Patterns: Flexibility can be particularly beneficial for people who may thrive in environments where they can work autonomously and manage their own schedules. To support a neurodiverse workforce, companies should consider hybrid or flexible working patterns that are accepted as the norm for those who need them.Measuring Success and Continuous Improvement: Tracking the impact and refining recruitment strategies on an ongoing basis are crucial to neurodiversity initiatives.At Gerrard White, we collaborate closely with our clients to reshape recruitment strategies that attract a diverse talent pool and this National Neurodiversity Week, we emphasise the importance of levelling the playing field so that neurodiverse talent is available to all companies. By strategising for success businesses can unlock new ideas, drive innovation, and foster a culture of excellence.For further resources on embracing neurodiversity in the workplace, we encourage you to visit the Workplace Resources Hub provided by National Neurodiversity Week: https://www.neurodiversityweek.com/resource-hubWe’ve been supporting clients with their recruitment processes for many years, if you would like to discuss how we can help you realign your recruitment processes to ensure inclusivity and attract a wider pool of diverse talent, please get in touch.Contact Us*Source: https://mydisabilityjobs.com/statistics/neurodiversity-in-the-workplace/​

Share this Article
Back to Blogs

During National Neurodiversity Week (18-24 March 2024), it's important to highlight the significant challenge of recruiting neurodiverse talent. We know that 15-20%* of the population are considered neurodiverse and unless we recognise this in our hiring strategies that could be 15-20% of candidates that are alienated or deselected from a recruitment process.

Neurodiversity encompasses the natural spectrum of human brain functioning and realises the unique strengths and perspectives of individuals with conditions such as autism, ADHD and dyslexia to name but a few.

In recent years, businesses worldwide have increasingly acknowledged the value that this talent brings particularly in driving innovation and expediting problem-solving. In fact, there are so many advantages it’s difficult to list them all...

  • Enhanced creativity and innovative thinking

  • Strong critical thinking and problem-solving skills

  • High levels of concentration and commitment

  • Exceptional memory recall

  • Accuracy with factual information

  • A keen eye for detail and error detection

  • Reliability, persistence, and dedication

  • Unique technical and design strengths

You’ll agree that these skills are essential to a modern workforce and so how do we ensure that we recruit these people into our teams?  Traditional methods have often inadvertently (or advertently) overlooked neurodiverse candidates, leading to missed opportunities for both employers and individuals.

When benchmarking recruitment processes, the first essential is to recognise that neurodiverse conditions may not always be visible or obvious. From the outset, application and screening activities must include procedures to identify what additional support may be needed to make roles accessible to everyone.

This strategy involves several key steps:

Tailored Recruitment Strategies: Recognising that a one-size-fits-all approach doesn't work for neurodiverse candidates, recruitment strategies need to be flexible and inclusive.

Inclusive Job Descriptions and Adverts: Job descriptions must be carefully crafted with inclusive language and delivered via inclusive formats.

Adapting Hiring Processes: Specific adjustments in recruitment processes would benefit neurodiverse candidates, this could include providing clear instructions, allowing extra time for questions on the process, as well as for task completion, and offering alternative communication channels during interviews.

Specific training for hiring managers and recruiters: Providing specific training for hiring managers will make the process easier and less open to complications and misunderstandings.

Supportive Onboarding and Integration: Once an After hiring a neurodiverse candidate, providing adequate ongoing support to meet their specific needs is essential for success.

Hybrid / Flexible Working Patterns: Flexibility can be particularly beneficial for people who may thrive in environments where they can work autonomously and manage their own schedules. To support a neurodiverse workforce, companies should consider hybrid or flexible working patterns that are accepted as the norm for those who need them.

Measuring Success and Continuous Improvement: Tracking the impact and refining recruitment strategies on an ongoing basis are crucial to neurodiversity initiatives.

At Gerrard White, we collaborate closely with our clients to reshape recruitment strategies that attract a diverse talent pool and this National Neurodiversity Week, we emphasise the importance of levelling the playing field so that neurodiverse talent is available to all companies. By strategising for success businesses can unlock new ideas, drive innovation, and foster a culture of excellence.

For further resources on embracing neurodiversity in the workplace, we encourage you to visit the Workplace Resources Hub provided by National Neurodiversity Week: https://www.neurodiversityweek.com/resource-hub

We’ve been supporting clients with their recruitment processes for many years, if you would like to discuss how we can help you realign your recruitment processes to ensure inclusivity and attract a wider pool of diverse talent, please get in touch.

Contact Us

*Source: https://mydisabilityjobs.com/statistics/neurodiversity-in-the-workplace/

Latest Blogs

View All Blogs
Insurance Broking - Customer Centric Skills
Insurance Broking: The Rise of Customer-Centric Skills

​In the high-stakes arena of insurance broking, success is no longer just about knowing your products inside out - it's about mastering the art of building human connections. We're talking about cu...

Trust
Why you should keep your recruiter informed...

​When working with a specialist legal, tech, insurance recruitment agency like Gerrard White during your job search, it's crucial to keep us informed about any developments that could affect the se...

Brochure & Animation Design Service
Make your hiring process stand out with stunning brochures and video Animations

Attracting top talent to apply for your job openings with well-crafted job descriptions is just the beginning. The real challenge lies in keeping them engaged and interested throughout your entire ...

Women In Insurance
Strategies for getting more women into the UK insurance industry

​The UK insurance sector is facing a significant gender imbalance, with women making up only about a third of the workforce. In certain areas like broking, this figure drops below 20%, highlighti...

Career Change
Why would you think about a new job when you already have one?

​We’ve all been there. You’re sitting at your desk, caught up in the daily grind, when a LinkedIn message pops up: “Exciting Opportunity for a……!” Your first thought? “Why bother? I already have a...

Insurance Recruitment
Demystifying Insurance Recruitment: Why You Need Support

​In the UK Insurance sector, hiring the right talent can be a complex and challenging task. From understanding the intricacies and nuances of different insurance sectors to navigating regulatory re...

Hiring for Success
Hiring for Success: Balancing Cultural Fit and Technical Skills in the Modern Workplace

There’s no denying that the job market is currently very competitive, with more and more job seekers vying for fewer open positions. Organisations are facing critical hiring decisions - Should they...

Hybrid & Flexible Working
The UK Insurance Working Policies Report 2024 - Hybrid, Remote and Office working

​The UK Insurance Working Policy Report examines the effect of office, remote and hybrid working on candidates and employees productivity, retention, quality of work and company culture. Read the ...

Insurance Careers
Exploring the Benefits of Working in the UK Insurance Market

​A resounding topic of discussion at the BIBA conference last month revolved around Insurance providers introducing strategies to entice more young and diverse individuals into careers in the insur...

Legal Career Move
Making the Right Move for Your Legal Career

​The age-old conundrum every solicitor will face in their career: when is the right time to leave the cosy nest of the firm where they completed their training? You, quite rightly, feel loyalty tow...

Hiring For Potential
Hiring for Potential: The Key to Thriving in a Fast-Paced World

​Consider this: in the ever-changing landscape of business, the skills required for success are constantly in flux. As technology evolves and industries digitalise, specific skill sets can become o...

Hiring For The Future
Hiring for the Future: Essential Skills in the Tech-Dominated World

​The job market is experiencing a seismic shift thanks to technological advancements that are automating tasks and reshaping industries. Artificial intelligence (AI) and automation have evolved fro...

Mental Wellness
Breaking the Taboo: Championing Mental Wellness in the Workplace

​In recent years, there has been a significant shift in how we perceive mental health in the workplace. Organisations are increasingly recognising the importance of prioritising mental wellness amo...