Is recruiting a dark art?

As a manager, I was told that if you get it right once in every 3 recruits then you’re doing well.

But is it the candidates or the recruiting process that’s getting it wrong?

Could you be missing out on brilliant brains that would add real value to your team and your business because you don’t know how to make the interview process one where everyone can shine

Neurodivergent people have some real tangible strengths that can bring :

• Innovation – seeing fresh perspectives and creative solutions to age old problems
• Accuracy – some may have the capacity to spot potentially expensive mistakes, patterns and gaps in a way that other brains simply don’t see them
• Big picture thinking – some may have an innate capacity to perceive the bigger picture, to see how things fit together for the greater goal, to think strategically
• Some have innate empathy and warmth to support customers or colleagues
• Some are great story tellers and can present your ideas and services in a way that inspires

But traditional office environments and recruiting processes are not built for people who’s brains process information differently , often causing a person to be unable to give you all of their mental bandwidth as they’re just trying to get through the day with all of the sensory overload or mental challenges

So next time you are looking ot fill a role consider this:

Job descriptions and adverts

• Do they reflect the tasks or the social expectations eg is being a team player that important for a mostly solo role.
• Are they accessible – can they be provided in an audio or video file without a person having to ask

When you invite someone to an interview

• Do you do everything to reduce their anxiety and make it possible for them to be at their most natural, best self?
• Give clear expectations of clothing (not “smart casual”, be specific)
• Full information to prepare e.g. will they be interviewed by more than one person if so who, will there be group exercises and if so what you are looking for and why
• Clear instructions on how to find the location with travel information or parking options
• Give out interview questions to ALL before the interview, are you looking for a well thought out answer or something off the top of their head , (given without thought)
• Is the person free to take off a jacket, sit or stand, do they HAVE to shake your hand and look into your eyes or could that be optional,
• Is the space where they wait sensory overwhelming like an open office or a canteen or do they have access to a quiet space to prepare themselves?
• When asking questions do you help the person make connections between skills they have outside of the workplace that could be a real benefit to your organisation – many neurodivergent people have excellent long term memory for detail when they are interested in a subject, they could be your next best subject matter expert, product specialist or go to for how to use the company systems.

I could continue, but most of all, have you made the people who are going to work with them, aware of different neurotypes so that they can be understanding and supportive rather than judgemental if the new person doesn’t fit in straight away.

Happy to chat if you’d like some help with your recruiting processes so that you don’t miss out on all of those strengths.