Source | business.linkedin.com | Laura Hilgers
Ryan wrote the note to future employers, explaining that “you will have to take a chance on me,” because, even though he’s “gifted at math, really good with technology and a really quick learner,” Ryan is autistic.
For companies striving to create a more inclusive workforce, people like Ryan create a rich opportunity. There is a huge pool of highly qualified talent waiting to be tapped among candidates with neurodivergencies such as dyslexia, autism spectrum disorder (ASD), ADHD, and Tourette syndrome. And because these candidates bring a fresh perspective to companies, they can sometimes drive innovation simply because they view the world differently.
How can you tap into this talent pool? Check out our six tips for recruiting and hiring a more neurodiverse workforce.
1. Rewrite job descriptions to make them more inclusive
When you’re writing a job description, think about what skills an employee really needs to perform the role effectively. If you’re looking for a software engineer, for example, an ideal candidate should be able to analyze the needs of the user, as well as design, test, and develop software. But when you include requirements such as “excellent at communicating” or “highly organized,” you may be using language that excludes neurodivergent candidates. People with ASD often struggle with social interactions, so communication may not be their strong suit. Trim your job descriptions wherever possible to include only those skills that are essential to the position.