Our bi-weekly video series of The Tea On Recruiting is back with hiring neurodiverse talent as the main theme. The episode and its transcript are in the section below. We hope you’ll find them informative and useful for your recruiting career!
This… is the sound of your candidate after receiving your email invite to an interview. This… is the sound of your embarrassed recruiter writing to your candidate, three weeks after the interview, saying that they’re not a cultural fit in spite of their great credentials – “you just wouldn’t “fit in””. This… is the sound of your candidate writing about their disappointment on your Glassdoor page. And this… is the sound of potential star talent reading it… and sharing it with their LinkedIn connections. You’re wondering about what sound it makes when the star talent applies to your company?
Neurodiversity refers to a brain that’s wired differently. In 2020, neurodiverse individuals are still heavily discriminated against. And that’s exactly what we’re going to talk about today. Welcome back to the Tea on Recruiting, where we share insightful and thought-provoking content that can help you shape your recruiting career!
Let’s check out the first article I picked.
We’ve read Hidden Talent: The Case For Hiring Neurodiverse Candidates. Let’s see what we learned: 62.6% of autistic individuals have some exceptional talent or ability – not always, but often those are technical skills. And yet, 80% of people with Autism Spectrum Disorder (ASD) are under or unemployed. Want to improve?
Now, onto our second piece of content.
Different article, same theme. America. 1/42 boys and 1/189 girls are on the Autism Spectrum. Then there are people with dyspraxia, dyslexia, ADHD, social anxiety disorder, and more. That’s a huge group of talented individuals that goes untapped. We read Neurodiversity as a Competitive Advantage. Here’s what we learned.
If you want to apply a model for assessing, training and managing neurodiverse talent, you should:
The more barbaric your treatment of candidates, the more demonic their reviews on your Glassdoor page. Shoutout to a company I won’t name. Let’s relive this experience, shall we?
Candidate : “Hi, I’m your candidate! I have no prior experience.”
Boss : “Work-related question!”
Candidate : “But… I have no prior experience.”
Boss : “More work-related questions! How did you solve problems with your coworkers in the past?”
Candidate : “As I said, I’ve never worked before. What coworkers? Mmh… Could you please give me a chance?”
Boss : “NO.”
Candidate : “I’m embarrassed. I’ll leave.”
Now, if I may say so myself, this is a wonderful example of why I’m not an actress but a content marketer… but also of what NOT to do during an interview.
Got something to say about this? Drop a comment below, we’d love to pick your brains. Help us get better at helping you get better: with your help!