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Neurodiverse Recruitment

  • November 12, 2020

1 in 7 people in the UK are neurodivergent - meaning their brain functions, learns and processes information differently. The term covers a range of conditions like ADHD, autism and dyslexia. But despite often being highly educated, many neurodiverse people struggle to secure jobs.

These are talented individuals uniquely suited to certain jobs but often struggling to get past a recruitment process that doesn’t work for them. Recruiters can do something about this. Here are some suggestions: 

  1. Ask the person what support they need from you as a recruiter.
  2. Change your recruitment technique to match the neurodiverse skills you’re looking for. (For example, a talking interview won’t fit a number cruncher - so a cognitive test might be more appropriate.)
  3. Give clear guidelines and interview questions beforehand, so they know what to expect.
  4. Think about the sensory environment.
  5. Remember that not every person fits a label or has a clear diagnosis, so be adaptable.

And studies have shown neurodiverse workers are more productive, loyal and focussed compared to neurotypical employees.

So, what else could recruiters do to help encourage a more neurodiverse workforce? Follow us on LinkedIn for more content like this! Or browse the other content we have here. Or you can follow us on Twitter for updates everything JMC. @jmclegal