Enabling your business to embrace young ND candidates – who typically bring unique and extraordinary skill sets – begins with the recruitment process, writes ND champion and Train to Win CEO Julie Mills.
It’s estimated that around 15-20 per cent of the population is ND and many of these are young employees starting out in the workplace. For this group, moving out of the ‘enclosed’ education system and suddenly being exposed and vulnerable in the world of work can be a particularly tough transition. Doing something to alleviate this challenge really matters because studies have shown that this new wave of talent can bring unique strengths, extraordinary creativity, problem-solving skills and innovative thinking to business issues.
This new wave of talent can bring unique strengths, extraordinary creativity, problem-solving skills and innovative thinking
For example, individuals with ADHD are often highly creative and thrive in fast moving environments where they can juggle multiple tasks. Those with autism frequently excel at pattern recognition and detailed work, while people with dyslexia often demonstrate exceptional problem-solving skills and out-of-the-box thinking. However, for ND individuals to thrive they need an environment that supports their differences in the recruitment process and from the moment they start their first job. Business leaders should also recognise and respond to the sensory overload of a busy workspace, the social demands of teamwork or the difficulty in navigating unspoken rules and office politics.
Recruitment
Recognising and supporting ND candidates from the start can benefit your business faster by getting off on the right foot. It all starts at the recruitment phase. Any good recruitment process will put you on the right ND-inclusivity path from the outset and be sensitive in recognising whether people are ND or not. Rather than ask direct questions, subtle prompts are more likely to bring to the surface possible neurodiversity indicators. One important question to ask is whether adjustments can be made to the recruitment process that ensures a welcoming approach without singling out candidates.
Some candidates may be undiagnosed, so it’s vital to make the recruitment process accessible to all, offering flexible assessments or interview formats that accommodate diverse communication styles. Employers shouldn’t attempt to ‘diagnose’ ND but adapt to individuals, like giving extra time to process questions or allowing alternative response methods. By tailoring interviews to highlight strengths and potential, businesses not only attract exceptional talent but also reinforce their commitment to diversity.
Here’s five more ways business leaders can cultivate neuro-inclusion and give ND people the start they deserve:
1. Create an inclusive culture: Educate managers and teams about neurodiversity and create an environment where employees feel comfortable disclosing their needs.
2. Tailor onboarding and training: The employee onboarding process is critical. Offer tailored training and mentoring that caters to different learning styles to help ease the transition into the workplace.
3. Flexible working practices: Flexibility is key to supporting neurodiverse employees. For example, consider remote work options, quiet spaces and flexible hours to help manage sensory overload or fluctuating energy levels.
4. Assistive technologies: These can range from speech-to-text software for dyslexic employees to preferred organisational tools for those with ADHD.
5. Ongoing support and feedback: Regular feedback, mentoring and coaching can make a huge difference in helping ND employees thrive in their roles.