Are we equipping those with neurodiverse conditions to navigate the world of work?
Having grown up in a family experiencing neurodiversity first-hand, it is an area I’m passionate about and strive to bring some of the learnings in my personal life into our workplace.
Neurodiversity is the term used to describe natural variations in the human brain. It relates to differences in the way we think, process, learn and behave. Most people are neurotypical meaning that the brain functions and processes in the way that society expects. 1 in 5 people are neurodivergent meaning their brain functions differently in one or more ways than is considered standard or typical. How well do we think we are equipping those with neurodiverse conditions to navigate the world of recruitment and employment?
I decided to reach out to the National Autistic Society with a view to increasing awareness. Speaking with them was fascinating and soon we were discussing potential ideas that we could incorporate into our recruitment processes.
The Job Ad
The National Autistic Society provided guidance on our adverts and gave the following advice:
Remove any jargon from the job ad that could be hard to understand.
Ensure adverts we aren’t being subjective, instead be very literal with the requirements of the job.
Many candidates will not apply for positions as confusing language or subjective wording discourages them. Our ambition was to make it easier for candidates with neurodiverse conditions to understand the role clearly and help in their decision making when applying for our positions.
The Interview
From an interview perspective there were numerous suggestions that were a real eye opener for me even with my personal experience, for instance:
Providing a picture of the place of work and potential routes of travel as a visual can help candidates familiarise themselves with the prospective place of work.
Sending pictures of the staff conducting the interview can also help remove any anxiety or worries prior to the interview and helps candidates feel at ease.
Sending a copy of the interview questions or process prior to the interview helps candidates process the information that will be asked and how the interview will look and feel.
Putting adjustments into action
I’ve since been able to put many things into action. Where we have a neurodiverse candidate we offer an initial teams call with the candidate and a family member if they choose. This lets us introduce ourselves and explain what we do. This informal conversation helps candidates familiarise themselves and ask any initial questions without the pressure of a formal interview.
We also offer a visit to our premises to meet some of the staff - we have a really busy and friendly office. This allows candidates to familiarise themselves with the surroundings and what to expect on interview day.
For the interview itself we now offer the following:
A pre interview call on teams with the candidate and colleagues who will be conducting the interview to aid familiarity.
Sharing what the interview process will be in advance and tailoring it to suit the candidate’s needs.
Adjusting wording of questions and some of our practical scenarios, so they are easy to understand.
An interview time and date to suit the candidate.
The option for the candidate to be met at the train station to ensure they are comfortable walking to our office from the station.
Extended interview time limit allowing for breaks and any questions throughout.
It may not always be possible to carry out all of the above however if any of the adjustments can be made then it’s a start towards ensuring there is a fair, transparent and inclusive job ad and interview process.
For us here at Solvd. we want to make sure we are not missing out on neurodiverse candidates and can truly build a diverse and inclusive workforce.
Are you missing out on good candidates because of your recruitment process? Reach out to me if you fancy a chat.
David Lumsden
Head of Customer Experience, Solvd.