3 ways to keep neurodivergence in mind when recruiting

Great minds don’t always think alike

Considering neurodiversity, the way a person's brain processes information in a way that is atypical for most people, is one of the most important things you can do as an employer to ensure you meet equality, diversity and inclusion (EDI) standards when hiring. People who are classified as neurodivergent suffer from conditions such as attention deficit hyperactivity disorder (ADHD), dyslexia, dyscalculia (difficulties with numbers), dysgraphia (impaired written expression) and autism. Worldwide, up to 8% of adults suffer from some form of neurodivergence. As an employer, recognising the unique strengths and perspectives that come from working with neurodiverse employees, and acknowledging and effectively supporting this population in the workplace, could be a huge benefit to your business.

Neurodivergence can enhance organisational success 

Historically, the symptoms of neurodivergent individuals were broadly mischaracterised and reduced to the external, visible day-to-day struggles. However, with the right support, good evidence shows you can promote creative thinking, hyperfocus, passion and resilience in those with ADHD. In those with autism, memory ability and details skills can shine through. Entrepreneurialism and storytelling can be the superpower of those with dyslexia. In fact, a key report shows that companies who make neurodiversity a focus of their EDI efforts have seen boosts in engagement, performance and profits as well as increased innovation, improved communication and widespread feelings of psychological safety. 

Creating neurodiversity-friendly hiring practices   

Firstly, keep in mind that not all employees want to disclose their struggles, and this is okay. Unless it has been disclosed to you, you are likely to be unaware. It may sound glaringly obvious, but if you can get it right for people who are neurodivergent, you can get it right for everyone, so why not put the effort in?

1. The application process 

We all know that typical hiring practices are notorious for the hurdles they often for neurodiverse individuals. Acknowledging neurodiversity in your job description and make applicants aware how the organisation supports and celebrates a neurodiverse workforce. Standardise company communications which mitigate judgement or assumption of unanimous understanding. Offer information in multiple formats is possible, always striving for clear and concise communication. 

2. The interview process 

Employees are often uncomfortable asking for adjustments to the style or flow of the conversation. Consider whether the interview needs to take place in the office. Video interviews allow applicants to present themselves in a comfortable environment without the pressure of a face-to-face interviewer. Also, the interview can be recorded for later review or analysis by a wider team, reducing the pressure on the potential employee to be interviewed by a panel.

3. Give effective post-interview feedback 

Use effective feedback strategies when giving comments after an interview. Train your managers to be empathetic, encourage transparent lines of communication for emotional support, and normalise adjustments and individual requests for individual needs. It's worth the effort, as research has shown that constructive criticism is not only a great way for candidates to improve in the future, but can also be crucial for people with neurodivergence to avoid rejection sensitive dysphoria (RSD), which can exacerbate their physical and mental health.