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How can recruitment agencies and hiring companies get the best out of neurodivergent candidates and stop unfair recruitment processes?

Journalist: Kate Steiner-Dicks, Freelance

ended 29. July 2024

Research carried out by Pearn Kandola, a diversity, equity and inclusion company, has shed light on the challenges faced by neurodivergent individuals during the recruitment process, with half of respondents reporting feelings of unfair treatment. The Freelance Informer looks into what could be done to eliminate bias in the recruitment process and why individuals who identify as neurodivergent go into business for themselves.

Background: Neurodiversity encompasses a wide range of conditions, including autism, ADHD, dyslexia, and dyspraxia. These conditions can affect individuals' thinking, learning, and behaviour. While neurodivergent individuals often possess unique strengths and skills, such as heightened creativity, problem-solving abilities, and attention to detail, they can also face barriers in traditional recruitment environments.

  • Have you or someone you know gone into business for yourself/themselves because of recruitment bias towards neurodiversity? If so, how have things worked out?
  • Do you have any tips for hiring companies or recruitment agencies to eliminate bias in role advertisements, standardised testing or other assessments and interview techniques so they do not miss out on hiring neurodivergent candidates? 

 

2 responses from the Newspage community

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Jill Finch0
Founder and Co-Director at A Collective
Many neurodivergent people benefit from prep time: we can experience differences in auditory processing and struggle to respond quickly. A simple and effective accomodation is sharing interview questions in advance. It's not an unfair advantage, it simply allows applicants to articulate their thoughts and experience to the best of their ability.

Allowing interviewees to participate via text chat or submit a prepared video response also works well: that’s how you uncover hidden gems who will never shine in an intense face to face situation.

Our organisation is 100% neurodivergent-led and staffed, we all participate in different ways; some communicate digitally, others are better in person. We ask people to share their ideas in the format they find most comfortable, we want the best and most exciting thinkers, however they vibe.

For us, the best way to find our people is by short paid work trials so we can spend time together discursively, co-creating the best way to work together.
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Ketan Dattani0
CEO and Founding Owner at Ketan Dattani
To effectively harness the potential of neurodivergent candidates, recruitment agencies and hiring companies must adopt inclusive practices.

One effective strategy companies can use alternative recruitment methods, such as skills-based assessments, which better highlight their abilities.

Microsoft’s Autism Hiring Programme on the other hand, utilises a “hiring funnel” that includes practical tasks rather than traditional interviews, leading to a higher success rate in job placements.

Interview processes should be structured and accommodating, with clear, predictable questions to reduce anxiety. Google’s hiring initiatives offer flexible interview formats and sensory-friendly environments, enhancing candidate comfort and performance.

Furthermore, providing reasonable workplace accommodations, such as flexible hours or noise-cancelling headphones, supports neurodivergent employees.