What does being Neurodivergent mean?

Neurodivergent is a term used to describe people whose neurological development and functioning differs from what is considered typical or "normal" by society. This includes conditions such as autism, ADHD, dyslexia, Tourette's syndrome, and others.

Being neurodivergent means that a person's brain functions, processes information, and communicates differently from the majority of people. This can result in a variety of strengths and challenges, as well as unique perspectives and experiences.

It is thought that about 15–20% of the population is neurodiverse. This includes up to 10% of people who are diagnosed with dyslexia, 6% with dyspraxia, 5% with ADHD and 1–2% with autism.

It's important to understand that having a neurodivergent personality is not a disadvantage or a bad quality. People who are neurodivergent can bring distinctive viewpoints and talents to the job, such as extraordinary attention to detail, outside the box thinking, and creative problem-solving skills.

The standard recruiting process may be a difficult and intimidating experience for many Neurodivergent people. For instance, it can be challenging to handle the flood of social cues and unstated expectations that frequently go with job interviews. As a result, despite having the talents and certifications required for success, many neurodivergent people are often overlooked or shut out of work opportunities. However, companies can help create a more welcoming and accepting environment for Neurodivergent people by making a few straightforward changes to the hiring process.

When posting a job:

Often, neurodivergent individuals may have difficulty understanding certain types of language or idioms. Therefore, when posting a job, it's important to use language that is clear, concise, and free of jargon or slang.

Start by taking a close look at them and making sure that the wording you choose to describe the skills and qualities needed for the position is straightforward and unambiguous. Avoid using terms that are confusing or disguised since it might mislead or put off applicants who are Neurodivergent.

Use different interview formats

Traditional interviews often focus heavily on social skills and small talk, which can be difficult for Neurodivergent individuals. You should consider using alternative interview formats, such as written or video interviews, that allow candidates to showcase their skills without being judged on their social skills or body language.

Companies may choose to use other interview forms that are more accessible to neurodivergent people in addition to textual or video interviews. For instance, some businesses have employed simulations or skills-based tests that let applicants show off their capabilities in a more real-world setting. Assessments of this nature might be particularly helpful for positions requiring specialised technical or analytical abilities.

Provide clear instructions

It's important to realise that neurodivergent people may struggle with executive function abilities including planning, time management, and task initiation. Without straightforward directions, these difficulties may make it difficult for individuals to perform pre-interview tests or assignments. Neurodivergent individuals often thrive in structured environments, so providing clear guidelines and expectations can help to reduce anxiety and allow them to focus on their strengths.

Be flexible

Neurodivergent individuals may have different sensory needs and may become overwhelmed by stimuli in their environment. For example, someone with autism may be sensitive to loud noises or bright lights, while someone with ADHD may have difficulty sitting still for long periods of time.

Companies may adapt the interview process to meet these demands in a couple of ways:

• Creating a calm and peaceful setting for the interview
• Allowing the use of sensory devices like noise-cancelling headphones or fidget toys
• Allowing candidates to wander around or take sensory breaks during breaks in the interview process
• Flexible schedule to meet the demands of the candidate

It's key to keep in mind that these modifications should be done individually and after discussing with the applicant. Also, companies should make sure that any modifications they make are fair and do not significantly change the job's requirements.

Provide feedback

After the interview process, giving candidates feedback after an interview can be very helpful for Neurodivergent people. Receiving feedback will assist them to recognise what they did well and where they need to improve because they may find it difficult to interpret the social signs and expectations in an interview. It might increase their self-assurance for future interviews and demonstrate the company's commitment to creating a welcoming atmosphere for all applicants. Feedback that gets delivered in a supportive and constructive way, pointing out areas for development while also praising their qualities. This might help the candidate to have good experience and feel more involved with the business.

By making these simple adjustments, companies can create a more inclusive and supportive environment for Neurodivergent individuals. Not only does this help to promote diversity and inclusion, but it also allows companies to tap into a highly skilled and often overlooked talent pool.