Attracting Neurodiverse Candidates – Reaching Out to a Pool of Exceptional Talent

With companies like Microsoft, DXC and SAP embracing neurodiversity there is a growing movement towards awareness that it isn’t just about fostering inclusivity; it’s a strategic move that drives innovation, enhances team dynamics, and delivers excellent results.

What do we actually mean by Neurodiverse?

How we agree the meaning of neurodiversity when recruiting is important because, like many general labels, it can be open to interpretation. Lack of clarity when recruiting can lead to misunderstandings. In fact, clear, precise language is actually one driver for increasing the likelihood of a good response from a neurodiverse candidate.

As every employer will tell you, fostering a workplace that is suitable for the individuals in it, and recruiting for that environment, is what matters. The label neurodiverse, assuming it is defined properly, may still cover a lot of conditions but does serve as a rather useful focus point. It is a signpost to a of a group of potentially outstanding employees.

The term neurodiverse was originally coined by an Australian sociologist, Judy Singer in the late 1990s. She rejected the clinical view that difference was a medical problem or disability and reframed it as a natural variation in human cognition. Singer saw conditions like autism, ADHD, dyslexia, and so forth not as deficits or disorders, but as variations in how the human brain functions.

The IT industry thrives on innovation, creativity, and problem-solving – qualities that align closely with the unique strengths of many neurodiverse individuals. There is a growing acceptance that by recognising and accommodating neurodiverse talent, organisations can not only foster inclusivity, but also unlock new viewpoints, increase innovation, and raise productivity.

As an employer, attracting neurodiverse candidates could also open up a new pool of highly skilled applicants.

Tweaking the recruitment process

• Remote or hybrid options are likely to be very popular with some neurodiverse individuals. Assuming they are practical for the role, remote working and clear attendance schedules could mitigate fears around social anxiety, sensory overload and other issues.
• What you consider a ‘cultural fit’ may need reassessing in light of a different world view. Simple things like everyone flocking to the board room for free pizza Friday, could be very difficult for a neurodiverse employee. Being different doesn’t mean they will not fit in with your company culture though, just that the company culture may need to flex a little to accommodate or recognise a different view. Making this clear during recruitment will encourage candidates to stay with the process and alleviate potential anxieties about the workplace.
• Does your employer brand reflect your commitment to a neurodiverse workplace? Perhaps promote your commitment to neurodiversity through your website, job postings, and social media. Share stories of neurodiverse employees and their contributions, where appropriate.
• Reduced reliance on the usual conversation-based interviews or written skills tests will create opportunities to shine. There is not much more daunting for a candidate with dyslexia or ADHD than being required to sit down and complete a traditional paper-based test. Unless there is a similar function as a requirement of the job, not only is that discouraging the candidate, it is assessing performance in a skill they will not be required to use. Tools such as practical demonstrations of skills can provide a viable alternative to the conversation-based interviews.

An inclusive approach to neurodiversity is about levelling the playing field. At the end of the day, the right candidate is still the right candidate. Approaching your recruitment in a way that accommodates neurodiverse conditions is about creating situations where neurodiverse individuals can demonstrate their suitability for the role. In that respect it is no different than the core requirement of any other recruitment campaign.

Welcoming neurodiverse team members into the workplace

Creating a neurodiversity-friendly workplace from scratch will almost certainly require some thought and design that you will also want to reflect in your recruitment practices. However, these are not onerous and, bearing mind the potential results, well worth the time and effort.

• Training and development may be required
• Taking a leaf from other diversity and inclusion efforts would be a good guide. You may want to consider conducting neurodiversity awareness training to reduce any potential for bias in the hiring process.
• Managers will need to adapt to place more focus on skills and strengths. It is important to avoid being swayed by traditional social cues during performance assessment for neurodiverse candidates.
• Sensory overload responses and the busy office environment are potentially not a good mix. You may want to offer retreats, quiet zones, noise cancelling headphones, adjustable lighting or quiet work areas as ways to combat this.
• Mentorship and open communication can help with social integration as well as career development. Making it known that this is part of your approach in advance will also echo back into a successful recruitment process.

Creating a neurodiverse welcoming workplace doesn’t need to be a seismic shift in the way you do things, but it will require some integration.

The advantages of neurodiverse inclusive recruitment.

In an industry as innovation driven as tech and IT, having the best people in your workforce can be the competitive edge you need. It is also an area of skills shortage, so it stands to reason that any initiative that facilitates the employment of highly skilled individuals is worthy of consideration.

However, this is not about just filling job roles. There are many advantages to employing someone with the unique outlook a neurodiverse employee can bring.

• Enhanced Problem Solving Skills – Neurodiverse individuals often approach problems from unique perspectives. For instance, someone with autism might excel at breaking down complex systems into smaller, manageable parts, while a person with ADHD might thrive in high-pressure situations that require quick thinking. Candidates who can clearly see where, when, and how, these and similar skills will be needed, are far more likely to become loyal employees.
• Exceptional Attention to Detail – An inherent excellence in something like pattern recognition, or recognising changes, make for the ideal candidate for roles such as quality assurance testing, cybersecurity, or data analysis.
• Creative Innovation – Dyslexic individuals, known for their strong visual-spatial thinking, often excel in areas like user experience (UX) design, software architecture, and creative problem-solving.

Loyal, Committed and an Asset

Neurodiverse individuals tend to show exceptional loyalty, often remaining with companies longer than their neurotypical counterparts. It’s undeniable that, in an industry with a significant skills shortage, a loyal employee is a valuable asset.

There is a strong argument that failing to embrace a neurodiverse workforce can be a significant commercial mistake because it potentially excludes a rich pool of talent with unique strengths. Exceptional problem-solving, creativity, attention to detail, and pattern recognition are all skills associated with industries like IT and fintech, as well as the wider tech world. By not fostering an inclusive environment, businesses risk missing out on the innovative solutions, reduced turnover rates, and enhanced productivity that neurodiverse employees often bring. Moreover, it will also contribute to your employer brand making it more attractive to top talent and forward-thinking clients.

In an increasingly competitive and socially conscious marketplace, the small changes required to accommodate a more diverse workforce could make a significant difference.