12th August 2024

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

Recruitment

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:

Challenges

Strengths

  • May not engage in verbal communication
  • Difficulty expressing emotions, feelings, or empathy
  • Difficulty recognising nonverbal cues
  • Repetitive movements, like rocking or flapping
  • Inability to adapt to a change of routine or focus
  • Inability to engage in abstract thought or make-belief
  • Difficulty engaging in group and social activities
  • May overreact to specific sounds, sights, textures, tastes, or smells
  • Ability to focus intensely on a specific topic
  • Honest, straightforward and diligent
  • Observant, detail-oriented and goal-focused
  • Exceptional memory skills for facts and figures
  • Good with puzzles and problem-solving
  • Exceptional skills in maths, music, or art
  • Highly motivated by topics or activities that are of interest
  • A high degree of accuracy when performing repetitive tasks

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:

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.

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