Neurodiversity is the term used to describe the range of neurological differences, including ADHD, dyslexia, Asperger's Syndrome, and an autism spectrum disorder. People who are neurodiverse often have unique strengths and abilities that can benefit your workplace, but they are often overlooked because of hiring processes that lack diversity and inclusion measures.
In this blog post, we will discuss the benefits of neurodiversity in the workplace and how you can screen your recruitment process for bias. We will also provide tips for interviewing neurodiverse candidates and retaining neurodiverse talent.
A Vast Pool Of Untapped Potential
There are many advantages to hiring neurodiverse people. They often have a unique perspective and can bring new ideas and insights to the table in contrast to neurotypical people. They also often have excellent problem-solving skills, critical thinking capabilities, and attention to detail.
Furthermore, neurodiverse candidates may think outside the box or come up with creative solutions that you wouldn’t have considered otherwise. They can also provide a valuable perspective in terms of customer service and help create an inclusive, welcoming work environment for everyone.
Neurodiverse candidates may think outside the box or come up with creative solutions that you wouldn’t have considered otherwise.
Neurodivergent people are often left out of consideration for employment or treated unfairly in their roles because employers don’t understand their neurological differences. It is important to take a proactive approach when hiring neurodivergent people and make sure that you are creating an environment that is welcoming and accommodating.
Read more: 7 Tips For Creating A More Inclusive Workplace.
Benefits Of Neurodiversity In The Workplace
Neurodiverse individuals are often passionate, hardworking, and highly motivated. Research has shown that neurodiverse employees tend to stay in their jobs longer than non-neurodiverse employees, with retention rates showing between 95 to 98 percent in Silicon Valley.
Neurodiversity also reduces potential blind spots and provides the team with different perspectives on issues. Neurodiverse people may have better spatial awareness and a greater capacity for understanding complex information.
How To Screen Your Recruitment Process For Bias
It’s important to ensure that your current recruitment process is free of bias and that it fairly evaluates potential neurodivergent employees. To do this, make sure you:
- Train all managers and employees on best practices for recruiting neurodiverse candidates.
- Create clear and concise job postings so that the requirements are well-defined using inclusive language.
- Ensure your website is accessible for those with disabilities.
- Review resumes and applications without bias.
The best way to reduce bias in your screening process is to hire a DEI consultant to audit your hiring process. Some DEI resources are free, such as those on the Neurodiversity Hub.
Interviewing Neurodiverse Candidates
When interviewing neurodivergent candidates, there are a few best practices to keep in mind:
- Be considerate of the environment. Make sure that the interview space is comfortable and free of distractions.
- Be direct and avoid abstract questions in the interview process. Neurodiverse people often have difficulty understanding abstract concepts, so be clear and to the point.
- Be perceptive to social cues. These may be more difficult for neurodiverse individuals to pick up on, so make sure you are clear and patient.
- Focus on the skills that best fit the job requirements rather than their neurological differences.
- Be patient. Neurodiverse candidates may need more time to process questions, so allow them the space they need to think before responding.
Tips For Engaging & Retaining Neurodiverse Talent
Once you hire neurodiverse talent, it’s important to ensure that they are engaged and retained in their positions. To do this, you should provide neurodiverse employees with:
- Flexible work hours, and remote work options.
- A supportive team environment where they feel comfortable expressing their ideas.
- Access to support services and additional accommodations, such as therapy or counseling.
- Professional development opportunities that match their skills and interests.
- Resources for managers to better understand neurodiversity and best practices for supporting neurodiverse employees.
By following these best practices, you can help create a workplace that is inclusive of neurodiverse people and ensure that they can reach their full potential. Neurodiversity brings a unique set of skills and perspectives that can benefit any organization. By investing in neurodiverse talent, you can create a more diverse and innovative workforce.
If you’re ready to cut out your recruitment and hiring biases, firstPRO can help you attract more neurodivergent talent. Contact Us to get started with a recruiter today!
