A 3 Step Checklist For Demonstrating A Neuro-inclusive Hiring Strategy: Step 2
Creating a neuro-inclusive hiring strategy consists of three main stages. In our first blog in this series, we covered what a neuro-inclusive hiring is and how the different forms of neurodivergence and their strengths and accommodations can contribute to the uniqueness of a workforce is key.
In this post, we explore how to source neurodivergent job seekers, creative inclusive interviews and communicate rejections and offers in a neuro-inclusive way helps employers better support and appreciate neurodivergent candidates throughout the job search process.
Inclusive Hiring
Demonstrating inclusive hiring requires thoughtful intention and measurable action. To create a robust hiring process inclusive of divergent job seekers, consider these main areas.
1. Sourcing From Unique Talent Pool
Consider how to source talent, i.e., in what ways can you actively engage diverse populations? From using resources like Mentra to target neurodivergent job seekers to creating neuro-inclusive job descriptions, there are many ways to ensure job opportunities are presented equitably and thoughtfully to diverse job seekers.
Additionally, non-profits, universities and talent firms can also be a great place to source diverse candidates. You may want to also consider virtual groups like LinkedIn Groups for neurodivergent employees who are seeking employment opportunities.
2. Conducting Neuro-inclusive Interviews
Training interviewers on how to conduct neuro-inclusive interviews is important. Not all neurodiverse candidates will self-disclose their neurodivergence or needs in an interview, so it is important that interviewers are truly assessing a candidate’s fit based on their skill set rather than social factors like the job seeker’s comfortableness in an interview and confidence.
Reducing a candidate’s fit for fidgeting, difficulty with small talk, needing a question repeated, or lack of eye contact is a quick way to rule out some neurodiverse individuals who struggle with any or all these criteria.
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3. Candidate Communications- Rejections and Offers
As with all job seekers, it’s important to remain empathetic and honest throughout the job search process as employers assess and hire candidates. Inherently, an interview process for a job seeker is a space of judgement where employers assess and determine fit, so having clear and direct communication with rejections and offers is especially important for neurodivergent job seekers who may be exceptionally hard on themselves about their skills and abilities. If an employer can give feedback on ways the job seeker could strengthen their candidacy going forward, that would be very helpful and inclusive towards neurodivergent jobseekers.
In our next blog post, we wrap our three part checklist for demonstrating a neuro-inclusive hiring strategy when we discuss how to support and retain top talent once you’ve hired will foster a neuro-inclusive organizational culture that all talent will be flocking to.
Related:
Should I Tell A Potential Employer I'm Neurodivergent? It Depends, And Here's Why.
Unique Employee Benefits Programs That Companies Are Adopting
6 Insider Tips To Navigating The Workplace If You Have Social Anxiety
How to Coach an Employee with Anxiety: Strategies for Supporting Your Team
Meet The Writer!
Hi! My name is Nadia Ibrahim-Taney and I help people design happy and fulfilling careers through authentic career coaching. My expertise includes career exploration guidance, resume writing, interview prep and LinkedIn profile optimization. My pronouns are She/ Her/ Hers and as a member of the LGBTQ+ community, I focus on how diverse identities impact and influence folks holistically and professionally. Please connect with me on LinkedIn or at Nadia@beyonddiscoverycoaching.com
