Neurodivergence: Would Rain Man make it through your search and selection process?

You had better believe in superpowers!

The 80’s film classic Rain Man is the story of a man with learning difficulties who is a tremendously gifted autistic savant. It’s not unique in tackling this topic. People who do not present as neurotypical (‘normal’) but have extraordinary abilities – almost superpowers – have featured a number of times in other films, such as Mercury Rising and The Accountant.

The characteristics portrayed in Rain Man are symptomatic of one of a number of conditions that are collectively termed neurodiverse. This includes autism spectrum disorder, dyslexia, dyspraxia, and ADHD.

There is no clear consensus on the percentage of the population that exhibits neurodivergence; estimates vary between 15 – 30 per cent. Even working with the lower figure, it is clear there are a lot of people in this category and they represent a significant talent pool. However, using conventional search and selection processes may mean it is largely untapped.

Highly desirable characteristics of top talent

A key reason why neurodivergent candidates may not succeed is that conventional recruitment processes are simply not set up to accommodate them; they are designed for neurotypical candidates. But why should recruiters go to the trouble of adapting their search and selection methods for neurodivergence?

Well, this overview of challenges and strengths of individuals that present as neurodivergent may help:

Although the challenges may make them seem like they are not ideal employees, many of their strengths are often highly desirable characteristics of top talent.

Modifying search and selection for neurodivergent candidates

It’s clear that applying conventional methods to evaluate neurodivergent candidates simply won’t work. But what’s the best way to adapt an existing search and selection methodology to the demands of assessing people that may have behavioral, cognitive and skills characteristics that depart radically from the norm?

Adapting an existing recruitment workflow to fairly evaluate neurodiverse candidates involves creating a more inclusive, flexible, and supportive recruitment process. Here are some key process elements reframed to help an agency achieve this:

• Awareness and training
  Educate recruiters by training on neurodiversity, including common neurodivergent conditions such as autism, ADHD, dyslexia, and dyspraxia. This helps in understanding the strengths and challenges associated with neurodiversity. Negate bias reduction by implementing training to recognise and mitigate unconscious biases that may affect the evaluation of neurodiverse candidates.

• Job Descriptions and ads
  Use clear straightforward and unambiguous language in job descriptions. Avoid jargon and idiomatic expressions that can be confusing. Emphasize essential criteria only by focusing on essential skills and qualifications, and clearly differentiate between essential and desirable criteria.

• Application Process
  Accept applications in multiple formats such as video submissions, written applications, or portfolio reviews to accommodate different strengths and communication styles. Consider providing extended deadlines to provide flexibility and account for the additional time some neurodiverse candidates may need.

• Support during hiring
  Make sure that you offer candidates the opportunity to disclose any conditions they may have throughout the recruitment process. Establish preferred communication methods by asking candidates about their preferences and any adjustments they might need.

• Interview adjustments
  Use structured interviews with consistent questions for all candidates to reduce ambiguity and bias. Provide questions in advance to allow candidates time to prepare. Incorporate practical assessments, work trials, or job simulations that allow candidates to demonstrate their skills in a real-world context rather than relying solely on traditional interviews. Allow candidates to bring a support person or job coach to interviews if they wish. Consider sensory needs, such as lighting and noise.
• Leverage technology
  Use and implement AI tools designed to reduce bias in resume screening and candidate evaluation. Ensure your application and assessment tools are on accessible platforms for people with various disabilities, including those who are neurodiverse.
• Neurodivergent evaluation criteria – Focus on skills and potential by emphasising candidates’ ability to learn rather than just their past experiences. Recognise diverse thinking and problem-solving approaches.
• Behavioural indicators
  Use objective criteria and measurable outcomes to assess candidates Avoid reliance on ‘soft’ and social skills or conventional alignment with concepts such as ‘cultural fit’ that are inappropriate to neurodiverse individuals.
• Post-hire support
  Develop tailored onboarding programs to provide mentoring and support. Offer reasonable adjustments in the workplace, such as flexible work hours, assistive technologies, or modified workspaces.

Recruitment agencies become more inclusive by enabling neurodiverse candidates to showcase their abilities effectively and contribute meaningfully to the workplace. This approach leverages the unique strengths that neurodiverse individuals bring to specific job roles to which their abilities may be especially suited. Find out more about the neurodiversity conversation amongst freelancers and contractors on The Freelance Informer here.

Get a smarter recruitment back-office with ETZ

ETZ’s leading recruitment back office software solution streamlines the back office processing of your recruitment agency. Our complementary solutions to our leading timesheet and invoicing solution, are ETZ Comply for onboarding and document management, and Caspian for business intelligence. These give agencies further capability to streamline and uncover opportunities.

To find out more call us on 0800 311 2266 or book a demo