The term “Neurodiversity” is not exactly new – although there is still arguably some uncertainty about what it means, and how specifically it is relevant to the world of work.. The topic has become a much-discussed aspect of DEI in recent years and the impact of its cultural recognition and widespread advocacy – having made many aware of the potential that lies untapped in this group of individuals – has seen the term not only find its way into everyday vernacular, but also spark a change in company hiring practices, with a genuine attempt now seen from businesses to understand and embrace the value such talent can offer, and strive to support them by adapting their hiring practices. 

But despite the focus on the latest update of today’s DEI initiatives, the question remains: has all the buzz translated into a real change in the fate of cognitively diverse professionals when it comes to employability?  

As widely acknowledged, diversity plays a pivotal role in recognising and embracing the inherent differences in human brain functionality. It should, therefore, be clearly reflected in a company’s recruitment process if they genuinely aim to empower neurodivergent candidates and support their success at every step of hiring. The significance of accommodating neurodiversity cannot be underestimated, as it profoundly influences the potential success of these individuals in any position they occupy. However, the question remains, do most recruitment processes today truly embody these principles?

Are Businesses Just Paying Lip Service?

The latest ONS research revealed that the employment rate for people with autism in the UK sits at just 29%, a figure lower than the rate for those with other kinds of impairment, with unemployment rates for the neurodivergent community overall at 30-40%, according to a study from O2. A later report written by Auction, an IT consultancy, as part of a survey to investigate neurodiversity in work, found that a third of people with autism admitted that going through traditional recruitment processes was the most difficult part of their career. 

The aforementioned study, conducted by O2, cited an institutional lack of awareness, training, and support as the reason behind the disproportionately high unemployment rates for neurodivergent individuals. It was also found in a recent EqualTech report by SpartaGlobal that just 21% of survey respondents actually work for businesses that tailor their recruitment practices to neurodivergent candidates, despite 87% of them stating that neurodiversity will be an absolute priority for their companies in 2023. 

So, are employers simply paying lip service? While a lack of commitment to changing engrained recruitment processes to support neurodivergent individuals is a plausible (and apparent) reason for the disparity in expectations and reality, another probable one is the failure of employers to make this aspect of their DEI initiative part of a structured, wider recruitment strategy. Efforts to adapt hiring practices for the benefit of neurodivergent candidates are more often seen in only some stages of the recruitment process, rather than at every point possible, ultimately leading to a disjointed and ineffective approach. 

Eliminating Unconscious Bias In Hiring

Take blind hiring for example. It is a DEI strategy employed to eliminate unconscious biases that can arise from relevant but unnecessary information (such as names, age, years of experience, or level of education) that employers pick up at certain stages of the hiring process. It makes the employer unable to discriminate against candidates because of the lack of information that triggers unconscious biases.

While its value is clear, with successful implementation increasing the likelihood of candidates from minority or disadvantaged groups making it to the interview stage, its potential cannot be maximised unless it is supported by complementary strategies at other stages of the hiring pipeline. One such strategy is the targeted recruitment of neurodivergent candidates through the use of a talent pipeline, which addresses the fact that the strategy of blind hiring cannot increase the diversity of interview pools if not many candidates from the neurodiversity community apply in the first place.  

Building the Foundation for Holistic & Bias-Free Hiring

When talking about implementing complementary strategies, certain things must be set in stone. To begin with, a business must be clear on its objectives for its recruitment process. As the starting point and the thread that will be running through your entire recruitment process, how well your objectives are clearly defined and communicated throughout your team will determine the quality of the changes you make in your hiring practices and how effective they will be in facilitating the achievement of said objectives. Whatever that objective may be, whether it’s to improve efforts to adhere to corporate social commitments through an inclusivity-centric process, or to simply improve workforce productivity across the business, it must be well-conveyed and well-supported by the leadership team in the business at all levels. 

Creating Your Target Persona

Once clear, your objectives should inform the creation of your target persona. The profile you create to represent your key target will not only give you a concrete idea of the skillset you are looking for in your ideal candidate but will also give you the opportunity to test and falsify pre-existing notions and ideas about what you believe is needed to be successful in the role. Are there any assumptions about the importance of social skills or personality traits in the performance of the role? What impact would it have on performance if these skills were absent? Critically assess your selection criteria to eliminate possible biases that can creep in, and ensure it is fully justifiable. 

 It is your target persona that will then determine how you rework and adapt your hiring practices, at every point of the entire recruitment journey. This aspect is where organisations tend to err in meeting the needs of neurodivergent candidates. The true purpose of the hiring process, which is to assess the necessary competencies and traits required for the role, as well as the candidate’s willingness and aptitude for growth, is only partly acknowledged, and at certain stages of recruitment.

This leads to the many flaws still seen in hiring practices, such as the emphasis on social interactions in interviews, which can be particularly difficult for some neurodivergent individuals who struggle with social cues and communication (verbal and non-verbal). 

Stage One: Effective Job Descriptions 

Any recruitment process built to facilitate the success of neurodivergent candidates must be reworked and adapted from the starting point to the endpoint; in other words, it must begin supporting candidates before they get to the interview stage.

Its success starts right from when candidates read the job descriptions that advertise these roles, and get both the information and the accessibility they need to proceed with the application, not simply one or the other. This involves things such as the kind of language used, as well as the choice of terminology to describe the skills required for the role. With job descriptions that are designed to cater to neurodivergent candidates, the watchword to follow is clarity; your choice of words should clearly and plainly describe the role and the requirements necessary to be considered for progression. Outline which ones are must-haves in a simple and presentable format (a simple bullet point of skills required works best here) but avoid unnecessarily broad and generic phrases like “must be a good communicator or “must have strong teamwork skills’’, especially if they are not traits required to be effective in the role. They attach an unneeded sense of exclusivity to the required competencies that can mislead candidates into thinking they are not adequately qualified to apply.

You can add in a section clearly listing skills that are desirable, but take care not to bloat your job advert with a skill wish list, as this can equally be as off-putting to neurodivergent individuals. 

Consider An Accommodation Statement

Another good way to demonstrate your willingness to support applicants is to explicitly let them know you intend to do so through an accommodation statement. This is a crucial but often overlooked aspect of job adverts (if they’re even included at all), as it can help to eliminate the source of their worries when considering applying. Letting them know that they will receive the necessary support and accommodation should they need it, helps to break down the initial mental barrier that can prove problematic during this first stage of the hiring process.  

Stage Two: Review & Interview

Whist an adapted ‘traditional’ application process is still the best method of assessing candidates for some businesses, unconscious bias does remain an issue at this stage, and the adoption of alternative evaluation methods can help to mitigate this. In addition to the practice of blind hiring suggested previously, you can consider using a scoring system against a set of questions. This approach puts the focus on experiences and skills that can be overlooked in favour of good CV writing skills or a first-class honours degree. Other methods like video submissions, workshops, and telephone applications are approaches you can and should be open to – the onus is on you to experiment and get creative with your recruitment practices! 

The interview stage has always presented the biggest challenge to overcome for neurodivergent candidates. And, whilst it’s not realistic to discount this stage in its entirety, they should not be the sole evaluation method, but balanced with other assessment techniques in order to provide a fairer and more accurate appraisal of candidates. For example, consider assigning less weight to interviews in the overall evaluation process and couple them with a work trial instead, to allow for a more skills-focused assessment of suitability for the role. 

Equally as important, is your level of proactivity in offering reasonable accommodations during this stage. Not only does this create the optimal conditions needed for the interviewing candidate to perform at their best, but it also helps to quell any anxiety that may arise because of the occasion. It also communicates a willingness as an employer to do everything you can to see that individual succeed. Whether this involves arranging for flexible interview locations, permitting the use of screen readers during online assessments, or even providing interview questions via chat during virtual interviews or before an interview to enhance accessibility, you should ensure you’re well-prepared to facilitate their success. 

Stage Three: Post-Interview Process 

Following the interview or review stage, the focus should be on providing constructive and prompt feedback to candidates. Avoid the common mistake of ‘ghosting’, and instead communicate your reasons for your decision on the outcome of their application process, openly and transparently. Let decisions made on their suitability be made primarily based on the competency demonstrated for the role, and avoid making hasty judgments based on what might be perceived as ‘awkward’ moments, unconventional body language, or a perceived lack of social skills, as these may not have any impact at all on the candidate’s ability to perform the job effectively. By building this two-way line of communication you are not only fostering transparency across the recruitment team but are also improving your hiring process. 

The recruitment process for any individual can be overwhelming – and the same applies for the business owners or hiring managers themselves, particularly when market conditions are challenging. Recruiting under pressure can mean that processes aren’t followed in the same manner, including ethical recruitment practices and standards, albeit temporarily. In short, practices designed to ensure the highest standards of professionalism, fairness, and transparency is key. 

Stage Four: Onboarding 

Although it is one of the less obvious aspects of the recruitment journey when the contracts are signed and the start date has been agreed, onboarding is a process that requires just as much attention and preparation as any other stage when welcoming a neurodivergent employee into your team.

Onboarding neurodivergent employees is not a one-size fits all approach. Employers need to be acutely aware of how their new recruit works, in order to understand how best to engage and optimise the potential their talent brings. 

Educating the existing team with diversity awareness training in advance of a neurodivergent colleague starting is crucial, as it will ensure that colleagues know how to communicate with the individual, learn about and understand particular characteristics and preferences while respecting their privacy & dignity. It also helps them avoid making presumptions about what the best way to carry out the onboarding process is. For example, common icebreaker activities that are used to help introduce new employees to the team can be quite stressful and anxiety-inducing for neurodivergent individuals and often end up becoming counter-productive. A better way to approach it would be to speak with your new starter beforehand to find out how best they would like to meet their new team members and ideally have a conversation with the management or other senior figures about their new colleague so that the team better understands what to expect in the short, medium, and long term. 

As such, a line manager or management team that is willing to be supportive and patient enough to train up their new employee is key to the success of their onboarding. They need to know that no matter the need, their manager is always approachable and available to help. This is also where the help and input of colleagues to help the new employee ease into their new environment can be instrumental. Quick but regular check-ins via email or inviting them out for a bite at lunchtime can go a long way in helping the individual to settle in and quickly feel part of the team.

And Finally

Much is written about the importance of organisations reviewing (and amending) their recruitment process to enable cognitively diverse candidates to showcase their strengths. However, recognising the value of neurodiversity in the workplace and facilitating their success, is just the beginning of a larger journey towards fostering an inclusive and thriving workplace culture. Efforts to support neurodivergent candidates should extend beyond the recruitment process, as neurodiversity should be embraced as an asset that brings out the unique perspectives and talents of all employees. This is how you as an employer can build an inclusive culture in the workplace and maintain a supportive environment, to ensure your workforce is fully optimised. 

In a much-documented skills-short market, ensuring that the proverbial net is cast far and wide is critical for businesses to remain competitive, and their hiring objectives on track. Revaluating your recruitment process is an easy way to tap into the wide range of neurodiverse talent who may have been overlooked for employment, or put off reaching out proactively by that critical first experience and interaction with your company and brand.

About Clayton Recruitment

Clayton Recruitment has been partnering with organisations across the country since 1989 and during that time has built up an excellent reputation for trust and reliability.

With specialist divisions covering Commercial, Financial, and Engineering appointments, on a permanent basis.

If you are building your existing team or looking for your next career move, we can help. And, if you are currently employed, you can be assured of complete confidentiality, professionalism, and honesty throughout the process – as standard.

Click here to speak to one of our experienced specialists or call 01772 259121 for more information on how our exceptional recruitment experience can help your career aspirations.

We’re living in a world where the demand for talent significantly outweighs the number of available candidates in search of  roles. More than half of U.K. businesses are experiencing skill shortages, and countless worldwide organisations struggle to fill critical positions.

Factors like the Great Resignation, the rise of remote working, and changing employee priorities have made it harder than ever for employees to fill their employment pipeline. In this environment, businesses must access the right support.

A specialist recruitment partner with expertise and experience in your industry makes it easier to find the people capable of transforming your team. Here’s how you can identify the right one to work with in 2023

Why Your Company Need Recruiting Partners

Currently, around 80% of organisations say they have difficulty filling positions due to a lack of available skills. As unemployment levels continue to drop, the quest for talent will likely become even more challenging for modern brands.

A recruitment partner can be the ultimate way to stay one step ahead of the competition and ensure your business can thrive in the years ahead. Companies like ours have spent years cultivating networks which offer extensive access to top talent.

We can tap into “passive” candidates who may not be actively searching for new roles. As recruitment experts, we are skilled at positioning businesses to the right candidates by offering help with social media marketing, job description writing, and interview setting.

A recruitment partner gives your company the extra support to quickly track down the right talent and build a pipeline of available experts. They know where to look for talent and can help your business to appeal to every part of the workforce.

How to Choose the Right Recruiting Partner

A recruitment expert has the potential to save companies time, money, and headaches in the search for talent. However, the success of your new strategy will depend on your ability to choose the most suitable company for your business. Here’s how to get started.

1. Look at Their Brand Presence

Branding and online presence are growing increasingly important to the recruitment landscape. Countless candidates check a company’s “employer brand” before deciding whether to work for them. They’re also increasingly active on digital channels when searching for jobs. Around 90% of candidates now use social media in their job search.

To ensure you can adhere to the changing recruitment landscape, you’ll need a recruitment partner with an excellent image and strong online presence. After all, if the company fails to market itself effectively online, they may also struggle to promote your vacancies.

Search for active social media pages across LinkedIn, Facebook, and Twitter. It’s also worth looking at how frequently your recruitment team shares thought leadership content and blog posts to support their sector.

2. Prioritise Industry Experience

Every industry has its specific nuances to consider when it comes to recruitment. People in the technology landscape are looking for different things from their employers than those in the engineering space. These groups have different messaging, unique priorities, and different expectations. As such, finding a recruitment partner who knows your space is important.

An expert recruitment partner will understand your landscape and the kind of candidates you’re trying to reach perfectly. They’ll know how to position your job descriptions, what types of copy and content to use to attract employees, and even where to look for passive candidates.

A recruiter with a good knowledge of your sector will also be able to match a specific individual’s skills more easily to the goals and requirements of the role in question.

3. Explore Recruitment Service Options

Different recruitment partners can offer different kinds of services to their clients. Some work on specifically filling roles as they emerge in the company, while others fill talent pipelines with various candidates. This may even involve reaching out to the 70% of candidates who aren’t actively searching for a new job when you’re hiring.

Various recruitment partners can also offer different levels of assistance with the recruitment process. Some can help with writing job descriptions and social media posts, so you can improve your chances of reaching the correct audience with the right language. They may also be able to offer help with your interview and shortlisting process.

The level of assistance you need and the extent of the service you’re looking for will help you to determine which partner is right for you.

4. Check Case Studies and Testimonials

Reviews and testimonials are an excellent way to get a behind-the-scenes look at the kind of support you can expect from your recruitment partner. Your chosen company should have a website to showcase case studies and details about previous client interactions.

Look through the messages left by other companies, and find out as much as you can about how happy they were with the speed, accuracy, and guidance offered by the recruitment team. Aside from checking the company’s website, you can also look in other online environments for additional business comments.

A recruitment company’s social media pages can be a good place to look for quick messages from happy clients or posts showcasing recent reviews.

5. Speak to the Company First

Finally, once you have a shortlist of the recruitment partners you might want to work with, it’s worth reaching out and arranging a time to talk. A conversation with your recruitment partner can help you to answer a lot of questions you might have about their service, how much support they can give, and how they’re going to communicate with you in future.

Speaking to the recruitment experts also allows you to test their knowledge and expertise and build a rapport for future interactions. A good recruitment company should be ready and willing to arrange a meeting with the stakeholders in your time where you can discuss all of your concerns. Depending on their location, they may offer various forms of communication, such as video conferencing, calling on the phone, or face-to-face meetings.

Whether you already have an internal team responsible for hiring, or you outsource this to sector or regional specialists, using the services of a reputable recruiter can add a huge amount of value to your hiring strategy. Finding a partner that can act as an extension to your own business and is flexible and adaptable in their approach is key.

Ultimately, in our 30-year experience, the clients we speak to are looking for four things – speed, a reduced workload, personalised relationships and ultimately, results.

And, although time is a precious commodity (seemingly now more than ever), doing your due diligence in selecting and identifying an agency you can trust to deliver is time well spent in the long run.

About Clayton Recruitment

Clayton Recruitment has been partnering with organisations across the country since 1989 and during that time has built up an excellent reputation for trust and reliability.

With specialist fivisions covering Commercial, Financial, and Engineering appointments, on a permanent basis.

Click here to speak to one of our experienced specialists or call 01772 259121 for more information on how our exceptional recruitment experience can help your career aspirations.

The interview process can be a gruelling task for all parties involved. When most hiring managers think about the complexity of interviewing, they focus on the challenges facing the person being interviewed. However, those hosting the interview also have their own hurdles to overcome too.  

From avoiding unconscious bias, avoiding ageism, and making sure you sell your candidates on the idea of working with your business, there are several important points to keep in mind as well as remembering all the main points covered at the end of the session.  

Here are some of the top strategies to follow as a hiring manager if you’re concerned you might not be getting the most out of your interviews. 

1. Know Your Interview Options

The first step in ensuring you can master your interviews as a hiring manager is knowing what methods you can use to best connect with potential candidates.  

Today, the traditional face-to-face interview isn’t your only option. Video interviews have increased by 67% due to the pandemic and the rise of remote working with technology advancements being key. As hybrid employment options continue to thrive and companies look for ways to streamline the interviewing process, video conversations will likely grow to be more common in many businesses throughout the upcoming years if not already popular.  

But not forgetting, there’s also the time-old classic of picking up the phone for simple phone interviews as well to simply hear the person who could potentially be working with you. 

Each type of interview has its own challenges to consider. For instance: 

• In-person interviews: You’ll need to think about where you’re going to host your interview, whether it’s a welcoming space, who will attend, and whether the candidate will present or just have a simple face to face conversation. 
• Video interviews: Consider what kind of video meeting software you’ll be using, the background you’ll have in your video, and how you can present yourself as professionally as possible over a webcam. Always test the sound and camera quality beforehand and check whether all those participating are visible on screen. 
• Phone interviews: Ask yourself whether you may need to record any phone interviews to go back over them later and how you can ensure you get a promising idea of what the candidate is like based on voice alone. 

2. Avoid Inappropriate Questions

Inappropriate questions are becoming more common than you would think in interviews. While certain topics of conversation can feel like polite small talk at first, they often cause more problems than you’d think. For instance, asking people about what they did on the weekend can create an unconscious bias if you also have a shared hobby with them – but also at the same time, could be harmless conversation to break the ice. 

Unconscious bias could favour one candidate over another because you like certain things about their lifestyle or personality, which have nothing to do with the role or the ability to complete their tasks. 

Some other questions to avoid are: 

• Where do you live?  

• How did your childhood shape your professional life?  
• If you could choose a different career, what would you choose?  
• What is the worst trait of your previous manager? 

All the above questions could be classed as too personal, too confronting and encouraging speaking badly about others – all traits you want to avoid when interviewing someone for the first time and something you don’t need to hear to assess their capabilities for this role. 

3. Interview Styles and Formats

There are many kinds of interviewing techniques that today’s business leaders and hiring managers can use, including competency-based or collaborative interviews, presentations, and group interactions to get a real feel for the potential candidates. 

Interviews are always best performed with two people from the hiring company, which can help avoid bias. It also gives those hiring the chance to discuss different opinions on those they are interviewing and not decide based solely from one person’s perspective and therefore giving the candidate a fair chance. 

Other methods are to consider using a first and second stage interview format before the final decision is made. In today’s environment, many first and second stage interviews can take place over Zoom or Teams so that it suits all parties involved. Carrying out interviews online also gives you more chance to interview more people, without the need for travel, time allocation and gives the candidates a better chance of being able to partake at a time that suits them and you best. 

4. Generalise Your Interview Questions

Standardising your interview questions makes it easier to assess your candidates when you have interviewed several people for a role. It also means you’re less likely to allow unconscious biases to get in the way of your hiring decisions because you’re evaluating everyone based on the same set of guidelines, criteria, and questions. 

Create specific competency-based interview questions for the specific role in question, which allows you to score each potential employee based on their specific values, behaviours, and results.  

For instance, you can ask questions like; “share examples of times they’ve acted as a leader” or “shown exceptional teamwork”, and then make notes about their responses. Assigning scores to answers will also help you see who you should be shortlisting based on their answers compared to others if you are interviewing a larger number of people. 

Your interviews need to maintain a level of flexibility. It will be logical to ask follow-up questions to elicit more detail at times when needed if the candidate doesn’t elaborate themselves. 

“Tell me more about X or Y or why you decided to do B or C” are classic follow-up questions that work well to get more of an understanding of the candidates’ experiences.  

To make sure you know about a candidates’ hard skills, behavioural and soft skills there are some questions that LinkedIn Talent Solutions suggests you cover.  

• “Say you’re negotiating a contract or administrative action or settlement in which the parties are far apart in what they want. Use a past example of this to talk me through your negotiation process.” 
• “What would you do if you were asked to work on a case, contract, or business scenario that gave you ethical qualms? Has this ever happened to you—and what did you do?” 
• “Tell me about a time you had to make a tough call that required you to decide between a gut feeling and the strategic decision-making of outside counsel.” 

5. Make Notes and Follow Up

Finally, make sure you take notes as often as possible as you progress through the interviews. It’s easy to get caught up in the moment of the conversation and then forget everything you needed to know about the candidate when you come back to review later.  

Always set aside some time at the end of each interview to gather your thoughts and catalogue what stood out to you most about the candidate (good and bad) before heading into another interview or meeting.  

Making notes can also help when you’re following up with your candidates by allowing you to provide a more contextual and relevant message and feedback, should they be successful or not. Showing you remember what you said (like any requirements for their starting dates or training they need) shows the potential candidate you’re invested in working with them and that you are attentive to what they were talking about during their time with you. 

Remember, if you’re struggling with your interviewing process, it’s often helpful to seek some help from a specialist recruitment company like ourselves that can help with a lot more than just finding you new candidates – we can also give you advice on how to interview more effectively, with tips on questions you might need to ask.