By Angela Wells
Have you seen the term “neurodivergent” on a candidate’s resume or mentioned during the interview process? It’s something to pay attention to. Tapping into this talent pool is a good thing. We’ll explore what neurodiverse means and how to support these candidates during your hiring process in this two-part blog series.
Let’s start with defining neurodivergent. It is when brain functions, behaviors, and ways of processing information differ from what is considered "typical" or "neurotypical." Around 20-30% of adults in the US may be considered neurodivergent. Autism, ADHD, OCD, Dyslexia, Dyspraxia and anxiety disorders are just a few. But neurodiversity is not limited to specific diagnoses or conditions. Instead, it encompasses a broad range of brain differences and experiences.
“The concept of neurodiversity is gaining traction as both neurodiverse and neurotypical people are finding that differences are not necessarily disabilities.” What Does 'Neurodivergent' Mean? “Neurodiversity embraces differences in brain function and behavior as a natural manifestation of humanity's variety, rather than viewing them as wrong or problematic.” Neurodiversity and What It Means to Be Neurodiverse
While we are embracing others' differences, we must also recognize this group of talent makes amazing contributions. This week we’ll explore the advantages of hiring neurodiverse individuals. In part 2, we’ll explore ways to support this talent pool during your recruiting process.
Benefits to Your Organization
Unique Perspectives and Creative Thinking
With a keen ability to work and think outside the box, they approach problems in innovative ways.
Innovative Solutions and Problem Solving
Their unique perspectives and creative approach to problem-solving are a huge asset! Fresh perspectives, new ideas, and innovative solutions to complex problems lead to improved business outcomes.
Loyalty, Increased Energy and Enthusiasm
Once hired, neurodivergent individuals are often extremely loyal and dedicated to their work, as they have found a place where they feel valued and accepted.
Potential for Lower Turnover Rates
Neurodivergent individuals often have lower turnover rates compared to their non-neurodivergent peers. They tend to stay with the organization long-term once they find a suitable role. Reducing the costs of hiring and training new employees is another benefit.
Enhanced Collaboration & Productivity
They value collaboration and teamwork. This improves communication and cooperation among colleagues. With the right accommodation and support comes high productivity and efficiency in their work.
Strong Memory and Attention to Detail
Individuals with autism, for example, often have exceptional memory and ability to recall information. This can be beneficial in roles that require remembering complex information, such as data entry or accounting. They are known to be precise with strong attention to detail and ability to focus on specific tasks. This is helpful in industries such as software development, quality control, or research.
Resilience
Neurodivergent individuals often develop coping strategies and resilience skills to manage their differences. These traits are beneficial in fast-paced or high-pressure work environments.
Diverse Workforce and Improved Company Culture
They can contribute to a more diverse workforce, which can lead to better decision-making. This fosters a more accepting and inclusive company culture. Improved morale and overall job satisfaction among all employees is another benefit.
Next week, we’ll continue with a discussion of how to support your neurodiverse team members.
Would your organization benefit from another perspective? Let us know in the comments if you have neurodiverse team members and how you support them.
Consider partnering with TalentRemedy for all of your talent needs. Our industry experts specialize in helping companies hire top talent to keep your organization successful. Contact us at info@talentremedy.com or 703-362-0175 to set up a time to learn more about how our team can support your hiring needs.
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